江苏畜牧兽医职业技术学院-会计述职报告范文

此文档仅供收集于网络，如有侵权请联系网站删除

Confidential





Employee Handbook












(Mar. 2013)

只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
Contents
I.


II.




III.








IV.



V.









VI．




VII



VIII．
Company Introduction
1
2
1
2
3
4
1
Company Introduction
Vision and Mission
Employment
Probation
Termination
Retirement

5
5

6
6
6
6

7
7
8
9
9
9
9
9

13
13
13

14
15

15
15
17
17
17
17

18
18
21
21

23
23
24

Employment Policy
Compensation & Benefits
Confidential Policy for Salary Information

2 Compensation
3 Overtime
4 Bonus
5 Individual Income Tax
6 Social Insurance and Welfare
7 Company Welfare
8 Leave
Training & Development
1 Training
2 Career Development
3 Performance and Development Review
Administration management
1 Working Schedule
2 Employee Identity Card
3
4 Smoking Administration
5 Safety
6 Health
7 Email Policy
8 Use of Company Property
9 Personal Telephone Calls and Mobile
Employee Behavior and Discipline
1 Behavior and Dressing Code
2 Disciplinary Action
3 Employee Grievances
4 Sexual Harassment
Code of Conduct and Compliance
1 Confidentiality
2 Conflict of Interests
3 Bribery and Corruption

Others
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除






1
2
3
4
5
6
Business Travel
Business Trip Expense Claim
Other Expense Claim
Change of Personal Particulars
Governing Law
Implementation

Attached: Acknowledgement for Employee Handbook

27
25
25
25
26
26
26

只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除


FOREWORD


Whether you have newly joined us or have been at XXXXXXXX for a while, we are confident that you
will find our Company a dynamic and rewarding place to work with. We consider the employees of
XXXXXXXX to be one of our most valuable resources. This manual has been written to provide the
employees with information about the human resource policies and systems of XXXXXXXX.


There are several things that are important to keep in mind about this handbook. First, it contains
only general information and guidelines. It is not intended to be comprehensive or to address all the
possible applications of, or exceptions to, the general policies and procedures described. For that
reason, if you have any questions concerning eligibility for a particular benefit, or the applicability of a
policy or practice, you should address your specific questions to the Human Resources Department.


Second, the content of this handbook is negotiated with staff representatives and confirmed based on
staff’s suggestions. The Company reserves the right to amending and changing at any time the
contents of the Employee Handbook in accordance with relevant state laws and the Company’s
business development requirements. We will try to inform you of any changes as they occur.


Third, this handbook and the information in it should be treated as confidential. No portion of this
handbook should be disclosed to others. This handbook is part of the employment and the individual
employee should comply completely.

Finally, some of the subjects described here are covered in detail in official policy documents. You
should refer to these documents for specific information, since this handbook only briefly summarizes
those benefits.

There are opportunities and challenges in XXXXXXXX. Please pay more patience and passion to
understand our culture, and achieve your career success together with us.

The Human Resources Department shall be responsible for interpretation of the Handbook.


只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
I.

Company Introduction

1. Company Profile
XXXXXXXX was established in 1999 with leading position of sportswear. Our customer spread in
Europe, Middle East, North and South America
with a network of 32 locations
. Our headquarter
based in Guangzhou, P. R. China right now.

We truly believe that sportswear should be more like a fashion than only a narrow vision of sport.
We have chosen Black, White and Red colors in our logo because black and white differentiate our
brand from competitors where there is no grey area in our quality standard; just fashion and quality
together. Whereas, red color means that we are eager to go all the way to make our brand flow
smoothly in the veins of our customers. Our product include Apparel, Shoes and hand bag.

We strive to keep our price structure in place to continue to offer quality and affordable branded
fashion sportswear. We are dedicated to ensure top quality standards in our industry. We stress on
“Total Quality Management ” to provide the unique, elegant, simple and comfort fashion to our
customer. Here is our Quality Collection Philosophy.

We pay close attention to our staff needs and we continue to be one of the lowest companies in the
area in terms of employees turn-over rate. We improve the skills of our employees throughout training
programs in their fields. We believe that as our employees feel that they are part of XXXXXXXX
family. We realize unique efficiency and productivity that positively and automatically reflect on our
culture and on our products.

Our Commitments towards our Community:
1) Energy : In order to consume on energy and to reduce global warming,we use energy saving
machines and bulbs as much as possible. Additionally, we use light sensors in common areas.
2) Environment : We stress on using raw materials and products that are environmentally friendly.
3) Charity : We do our utmost efforts to support any credible charity in the country.
4) Volunteering : We encourage our managers and staff to participate in any activities that support
the development of the country and its people.

2. Our Vision and Mission

Vision: To Be The Top Sportswear Fashion Brand

Mission: We aim to provide Top Quality Products with Great Value along with a Relaxing Shopping
Experience to put a smile on the face of our customers.




只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
II. Employment Policy
1. Employment
1.1 The employment shall not be effective until the following requirements are fulfilled:
1.1.1 The employment shall be properly processed as per related requirements;
1.1.2 The candidate shall have terminated employment with hisher previous employer;
1.1.3 The candidate shall undergo medical examination and its result is satisfactory;
1.1.4 The candidate shall meet the requirement of Recruitment Condition.
1.2 The Company should sign the labor contract with the employee and clearly specify the
employment terms and conditions.

2. Probation
New employees shall be required to undergo a probation period based on the terms of labor
contract.

During or before the end of the probation period, the Company will notify the employee
by written notice whether heshe completes the probation or terminate the employment
according to hisher performance.

3. Termination
3.1 The labor contract can be terminated by the employee and the Company subject to agreement
through consultation.
3.2 The employee and the Company can terminate the labor contract based on the government
regulation and Company policy, but shall notify the other party in written form in advance. If fail
to meet the notice period requirement, shall pay in lieu with corresponding salary for the gap as
the compensation. Notice period refers to the labor contract.
3.3 Any leaves could not be accepted as the Notice Period in order to make sure the handover and
the operation smoothly.
3.4 On or before the employment contract expiration date, Company and the employee reach
agreement on contract renewal. If both parties agree to renew, Human Resources Department
shall arrange the renew procedure.
3.5 The corresponding compensation responsibility for labor contract termination and expiry shall
follow the relevant regulations of labor law and the agreement in the labor contract.
3.6 The employee shall transact the termination process and settle all relevant financial and
business issues according to the policy of the Company when the labor contract is terminated
or expire. The Company reserves the rights to get back the loss caused by the issues for not
following the termination procedure.

4. Retirement
4.1 The legal retirement age of the employees shall follow the government relevant regulations.
4.2 The Company will proceed the retirement procedures for the employees who have reach the
legal retirement age as per government regulations.

只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
III. Compensation & Benefits
1. Confidential Policy for Salary Information
1.1 The employee should inquire hisher individual salary and related information from hisher
manager or Human Resource Department directly. The salary is a very personal and strictly
confidential matter between the related employee and the Company.
1.2 The employee is never allowed to disclose hisher salary to other colleagues and the third
parties. Meanwhile, heshe is never allowed to inquire the other employee’s salary.
1.3 The Company applies to salary confidential policy, which is an important policy of the
Company, if staffs break the rule, the Company has the right to terminate without paying any
compensation if approved or witnessed.

2. Compensation
2.1 Constitution of Employee Salary:
The employee monthly salary consist the Basic Salary,
other components such as Working
Location Allowance, Position allowance, Skill Allowance, Meal Allowance, Night Time
Allowance, and monthly Incentive applicable for eligible employee(s) ONLY. Details will be
described as follows.

2.2 Basic Salary
The basic salary will be provided to all employees, which means the salary of employment that
specified in the Labour Contract, and subsequent adjustment, if any.
2.3 Allowances
The Company provides five, namely, Working Location Allowance, Position Allowance, Skill
Allowance, Meal Allowance, and Night Time Allowance to eligible employees.
2.3.1 Working Location Allowance
2.3.1.1 Working Location Allowance will be provided to employees who are under
employment in the grade of Non-clerical, Clerk and Senior Clerk (grouped under the
Clerical Grade Category), and Assistant Officer, Officer, Senior Officer, and Assistant
Manager (grouped under the Officer Grade Category). Employees employed as
Manager grade and or above are not entitled to this Working Location Allowance.
2.3.1.2 Working Location Allowance is entitled as the follows:
Location Catalog
Grade One City
Grade Two City
Grade Three City
Remark:
(1) The working location allowance standard and applicable cities will be reviewed and nominated by
the Company in accordance with business development plan, location city GDP, living standard
and government guideline.
(2) The Company will announce any update and changes of working location allowance to employees
in advance.
Shenzhen, Beijing, Shanghai, Guangzhou
Applicable cities specified by the Company
Applicable cities specified by the Company
Allowance Standard
RMB600 per month
RMB500 per month
RMB400 per month
2.3.2 Position Allowance
Position allowance is entitled by the employees who are assigned to take up position as
Senior Operator or above, up to the Regional ManagerDivision Head.
Name of Position
Senior Operator
Position Allowance (RMB)
200
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
Assistant Team Leader
Team Leader
Assistant Section Head
Section Head
Assistant Department Head Assistant Branch Manager
Branch Manager
Department Head
Regional ManagerDivision Head
400
800
1200
2000
2500
3000
4000
5000
2.3.3 Skill Allowance
Skill allowance will be provided to employees who are involved in system or other skill
related job and under employment in the grade of Senior Clerk, Assistant Officer, Officer,
Senior Officer, and Assistant Manger (grouped under Clerk and Officer Category), and
Manager and Senior Manager (grouped under Manager Grade Category).

SystemsSkill Related Staff Grade
Assistant Officer (Assistant ProgrammerAssistant Engineer)Senior Clerk
Officer (ProgrammerEngineer)
Senior Officer (Project LeaderSupervisorSenior ProgrammerEngineer)
Assistant Manager
Manager
Senior Manager
Skill Allowance
(RMB)
500
1000
1500
2500
4000
4000
The Company will reserve the right to adjust work location allowance, position allowance and
skill allowance, allowance will be calculated based on staff `s exact attendance
2.3.4 Meal allowance
RMB15 for 8 hours in the working-day will be provided up to Assistant Manager. Manager
grade and or above are not entitled with meal allowance.
2.3.5 Night Time Allowance
Night Time Allowance will be provided to employees up to Assistant Manager who working in
night time as per the Company standard, which calculated base on the actual working days.
The Company reserves the right to change the above allowances standard at its own discretion,
only the update and changes of policies will be announced to employees in advance.
2.4 Salary Payment Period
Monthly salary is paid for the period starting from 1st day to the end of every month.
2.5 Pay Day
Salary is paid by the Company on monthly basis. The Company will deposit the net income to
employee’s individual bank account on the promissory pay day, 10
th
of every month. If the
promissory pay day falls on rest days or statutory holiday, salary will be paid on the working day
before the holiday. Under special circumstance, the Company can pay salary within five days
after the promissory pay day.
2.6 Annual Salary Review
The basic salary is designed by the position responsibilities. Basic Salary will be adjusted on
annual basis as per the Company’s overall performance, the market salary level and employee
individual contribution. Employees under probation are not eligible for the annual salary review.
The employee will be notified in writing with any change of hisher salary.

只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
3. Overtime
3.1 Eligibility
Overtime is defined as the extended working hours of the employee required by the Company
based on the Company overtime work procedure. All overtime work shall be scheduled in advance
by the managers or supervisors and approved by the department manager and or above. Overtime
shall not be less than one hour at one time, and the least calculation unit is Half (0.5) hour. The
amount of time spent to having meal will not be included in overtime hour(s) calculation.
3.2 Overtime P
remium

3.2.1 The Company advocates the balance between life and job in order to protect our
employees with their health.
When employees are required to work overtime in the
weekend, the Company is authorized to ask employee to take the rest on the days
arranged priority.
T
he managersupervisor is responsible for arranging day-off in lieu
within the next three (3) months.

The overtime premium should be paid if the
managersupervisor failed to arrange day-off in lieu within three (3) months.

Employees should take day-off in lieu before heshe applies for any annual leave.

3.2.2 The overtime work on normal working day or on the statutory holiday should be paid
overtime premium rather than granting day-off in lieu.
3.2.3 Overtime premium are paid in accordance with relevant state regulations and labor
contract agreement.

4. Bonus
4.1 Monthly Performance Incentive
4.1.1 Employees who are assigned to take up position that range from General StaffOperator to
Assistant Section Head are eligible for the monthly performance incentive scheme. The
monthly performance incentive scheme will be decided by the DepartmentDivision Heads.
The Company will use the best endeavor to make the scheme a standard and transparent
one, yet the Company reserve the right to change the structure of such scheme to meet
business needs. The incentive is non-contractual and non-guaranteed, without any obligation
on the part of the Company. Whether release the incentive or not depends on Company's
business performance. It’s at the entire and absolute discretion of the Company, whether or
not such incentive is payable. The incentive amount is determined by Company’s business
performance and individual contribution in the paid month and other factors.
4.1.2 The Company reserves the right to change the incentive amount at its own discretion.
4.2 Annual Bonus
Based on the Company’s overall performance, the employee individual performance, as well as
other related factors, the Company may at its discretion distribute annual bonus to the employees.
The annual bonus is non-contractual and non-guaranteed, without any obligation on the part of the
Company.

5. Individual Income Tax
Employees should take the responsibility to pay the individual Income tax, which is deducted
from salary by the company.

6. Social Insurances and Welfare
Employees are eligible for the government-enforced social insurances and welfare including
pension insurance, unemployment insurance, on-job injury insurance, social medical insurance,
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
maternity insurance and public housing fund etc. Detailed items of the social insurances and
welfare are implemented as per local government regulations.

7. Company Welfare
In order to enhance the sense of the employees’ ownership, and strengthen communication
between employees and the management, the Company organizes a lot of activities yearly.

8. Leave
8.1 Public Holidays
All employees are entitled to the public holidays in accordance with state and local government
regulations.
Due to the business requirement, some employees may be required to work on statutory
holidays. Overtime premium are paid in accordance with relevant state regulations.
8.2 Day-off
All employees are entitled one days off per week on average, but subject to actual arrangement
of the operation.
8.3 Annual Leave
8.3.1 Entitlement: All employees will be granted annual leave with pay every calendar year after
probation in the Company, and entitled to a pro-rata leave for any part-of-a-year
completed months of service. The entitlement is listed as the following:
Year of Service
1 year service
2 to 3 years (including 3 years)
4 to 9 years (including 9 years)
10 years above
Leave Entitlement
6 days
7 days
10 days
10 days plus extra leave(s), each year increase one day extra leave with a ceiling of 10 days
8.3.2 Calculation
8.3.2.1 Annual leave entitlement is calculated on the basis of the physical date of
commencement, and the days of annual leave entitled in a calendar year base.
Pro rata annual leaved can be entitled after probation. All annual leave has to be
taken in a unit of whole day or half day basis. No advance annual leave is
allowed.
8.3.2.2 All annual leave has to be taken by the end of the following calendar year of
service. It will be forfeited if employees fail to take it within the required period.
Accumulation of annual leave is not allowed.
8.3.3 Application
Employees need to fill out Leave Application Form and submit to the immediate
supervisor for approval at least three weeks in advance if the leave exceeds three (3)
consecutive working days. The Company has the right to change the application due to
the needs of business. The employee should forward the approved Leave Application
Form to Human Resources Department for record.
8.3.4 Payment in lieu of annual leave will not be granted in any circumstance with the only
exception of separation from the Company. Earned but unused annual leave shall be
compensated in cash payment upon resignation or termination of employment.
8.4 Marriage Leave
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
8.4.1 Marriage leave shall be entitled to those employees who register marriage after joining
Company and successfully complete the probation period. Employees can have 3
working days paid marriage leave.
8.4.2 Employees who are first and late marriage (male>25, female>23),Please refer to the local
rule and regulation of staff `s working location.
8.4.3 Re-married employees are entitled to three (3) days marriage leave.
8.4.4 The employee should complete the Leave Application Form and submit to hisher
immediate supervisor for approval. Before the employee takes the marriage leave, the
original marriage certificate should be submitted to Human Resources Department for
verification. Copy of the certificate will be kept for updating the employee’s personal file.
8.4.5 Marriage leave shall be taken continuously within six (6) months after the legal
registration. Otherwise, the entitlement is forfeited. And the Company reserves the right
to adjust the time to take the marriage leave based on business operation.
8.5 Maternity Leave
8.5.1 The maternity leave for female employees is ninety (90) calendar days, including fifteen
(15) days of antenatal leave. If local regulations grant more days for Maternity Leave,
the local regulations shall apply.
8.5.2 The employee shall submit the copy of the born certificate of the baby to the Human
Resources Department after the delivery of the baby.
8.5.3 The calculation of the salary during the maternity leave shall follow the local government
regulation on maternity insurance.
8.5.4 Female employees should provide supporting medical documents when applying for
maternity leave. Under normal circumstance, female employee should commence her
maternity leave fifteen (15) days before her expected date of delivery.
8.5.5 The employee should inform her immediate supervisor and Human Resources
Department if any abnormity occur and provide supporting document in order to adjust
her entitlement of maternity leave.
8.5.6 The immediate supervisor should contact the employee to arrange for her return to work
at least one week before the completion of her maternity leave.
8.6 Infant Nursing Leave
A nursing mother, after the child is born until the child is one year old is entitled to one (1) hour
time off per day as infant nursing leave.
8.7 Late Delivery Leave
Female employee who delivers her first baby after 24 years old is entitled to take late delivery
leave with pay. Local government regulation should be followed to decide exactly leave days.
8.8 Paternity Leave
Male employee whose spouse gives birth and obtains the Parents of Single Child Honor
Certificate is entitled the paternity leave on the week before or after the date which the wife
delivers the baby. The details arrangement of paternity leave shall follow the local government
regulation.
An employee who violates the family planning and birth control laws and regulations is not
entitled to the maternitypaternity leave or nursing leave. Furthermore, heshe will face
disciplinary sanctions taken by the Company and the government authority.
8.9 Family Planning Leave
Under the precondition of compliance with the family planning policy and according to the
family planning regulations stipulated by the government, the Company grants family planning
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
leaves to employees who undertake birth control operations with supporting medical certificate
issued by the hospital.
8.10 Sick Leave
8.10.1 If an employee was struck by illness or non-job-related accidents and has to stay away
from work to receive medical treatment, the employee may apply for sick leave after
providing required supporting documents. The Company complies with the rules and
regulations of the local government to pay sick leave salary to employee who took sick
leave, the concerned employee should not take full time or part time job with other
organizations during treatment period. Otherwise, the Company may terminate the
employment contract with the employee.
8.10.2 When an employee is sick or suffering from non work injury and cannot report duty on a
particular day, heshe must notify hisher immediate supervisor personally by phone
within fifteen (15) minutes after hisher scheduled report working time of hisher working
schedule. And when returns to work , they should fill up the application form and
submit to their supervisor along with medical certificate issued by registered hospital
and forward to HR dept
8.10.3 When the employee returns to work, heshe must submit the Leave Application Form
together with supporting documents to hisher immediate supervisor, then forward to
Human Resources Department. If an employee fails to follow the above rules, the leave
taken will be treated as No Pay leave or Absence which leads to disciplinary actions.
8.11 Job-related Injury Leave
8.11.1 The Company participates in the job-related injury insurance scheme and pays the
premium for all employees by observing the government’s regulations.
8.11.2 Whenever there is an accident occurs at work, the injured employee or hisher
immediate supervisor should immediately report to the DepartmentDivision Manager
and the Human Resources Department and should immediately seek medical help at a
hospital appointed by the Labour Security Administration Department.
8.11.3 Injured employee should complete the Job-related Injury Accident Report within seven
working days after the date of accident, so that the Human Resources Department can
report to the Labour Security Administration Department for verification of job- related
injury claim.
8.11.4 The Company decides the length of leave and salary entitlement for the employee
whose injury was verified as job-related injury by observing the Job-related Injury
Ordinance.
8.12 Compassionate Leave
8.12.1 The paid leave is eligible when the relative of the employee pass away. Detailed as the
following chart.
Pass-away Relative
Spouse, Foster parents or step-parents and Child
Parents-in-law, spouse’s fosterstep parents
Grandparents, siblings
Leave
3 working days
2 working days
1 working day
8.12.2 The Compassionate Leave must be used up within one (1) month since the pass away
date of the relative.
8.12.3 If the employee needs to travel to other place to attend the funeral, the Company grants
extra leave depending on the travel distance.
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
8.13 No-pay Leave
No-pay leave should be applied with reason in advance and be approved by the immediate
supervisor or DepartmentDivision Heads before the leave is taken. In case of unexpected
situation or incident, the employee should contact the immediate supervisor to apply for
leave no later than fifteen (15) minutes after the scheduled working time. Once the
employee returns to work, heshe should complete the Leave Application Form and
approved by the immediate supervisor then forward to Human Resources Department. Any
employee who violates the above rules, the leave taken will be treated as “Absence without
notice” and the employee shall face disciplinary penalty including instant dismissal.

只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
IV. Training & Development
1. Training
1.1 The staff is the most important assets for the Company. The staff will be provided the
Orientation, Products Knowledge and other training to help the employees improve the
competency and update the knowledge.
1.2 Under the training and educational programs that sponsored by the Company, the employees
are required to sign the training bond to commit to serve our Company for a period as service
period according to the Training Policy. If the employees resign within the service period, they
are required to repay on pro-rata basis as per the training service bond.

2. Career Development
2.1 Transfer
2.1.1 For business reasons and to further develop the employee’s potential, the Company may
transfer the employee from one position to another in one department or across the
departments.
2.1.2 The employees can apply for the internal transfer within the department or across the
departments in the Company, the line manager shall work together with the Human
Resources department to approve the application through the consideration of the
reasonable internal rotation and balance the benefits of the Company and employee.
2.1.3 The Company can relocate the employee for business development.
2.2 Promotion Demotion
2.2.1 To better support business growth and organizational development, the Company
provides the employee with the opportunity for career development and promotion.
2.2.2 The Company may promote or demote an employee depending on hisher appraisal. All
promotiondemotion proposals and changes of terms of employment must be handled by
Human Resources Department.
2.2.3 A promotion is justified by a higher-level position that has greater responsibility of
problem solving, decision-making, authority to implement the decisions.
2.2.4 A written notice of the promotiondemotion will be issued to the related employee in
advance.

3. Performance and Development Review
3.1 It is one of the most important references for the annual incentive bonus, annual salary review,
employment renewal and promotiondemotion, which provides feedback to an individual on
actual performance in the current year in connection with the agreed targets and respective
responsibilities with a view of assessing an employee's contribution in relation to Company's
annual performance; at the same time, the strengths and areas for improvement of an individual
will be identified, which will enable the Company to plan what training and development
programs and, help the employees to do the career plan.
3.2 The cycle of Performance and Development Review is one year. The Appraiser should be the
immediate supervisor of the employee. Such appraisal should be countersigned by both the
appraisee and hisher immediate supervisor (the appraiser) and forward to Human Resources
for personal filing.
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
V. Administration Policy
1. Working schedule
1.1 Working Time
1.1.1 The normal working day is Monday to Saturday, the working hours are from 09:00 to 18:00
with one-hour lunch break. Depends on operations, department division heads should set
out the working hours and lunch break for individual employee.
1.1.2 The Company has the right to rearrange or change the working schedule.
1.2 Attendance Rules
1.2.1 Employees are required to swipe their identity cards at the electronic time recording system
when they report to duty and leave office after work every day.
1.2.2 The employee who cannot report duty on scheduled working hour due to the outside
assignment has to complete the Abnormal Attendance Declaration Form before the
assignment with hisher immediate supervisor signature for confirmation of the attendance.
Failure to swipe the card repeatedly, or cannot provide the approved Abnormal Attendance
Declaration Form after it occurs, or swipehaving swiped card forby another employee shall
be subject to disciplinary actions including instant dismissal.
1.2.3 All employees are required to report for work punctually and strictly adhere to the shift
schedule. Hence, the Company stipulates the following rules on attendance。
1.2.3.1 If the employee has any record of lateness, early leaving or absence from work, it would
be considered as misconduct and appropriate disciplinary actions will apply.
1.2.3.2 If the accumulated time of lateness or early leaving is more than two hours in a month
(including two hours), the disciplinary action will be taken.
1.2.3.3 A warning letter will be issued to employee if any of the following situation occurs:
1.2.3.3.1 Who is late for work or leave office early for three times or more in a month;
1.2.3.3.2 Who does not report to work according to pre-fixed shift schedule and failed to
obtain approval from the immediate supervisor in advance.
1.2.3.4 The Company has the right to take further disciplinary actions including immediate
termination against an employee who repeatedly being late for work or leaves office
early.
1.2.4 If an employee is late for work due to uncontrollable forces or accidents, heshe must fill out
the Abnormal Attendance Declaration Form and send it to hisher immediate supervisor and
Human Resources Department once heshe resumes hisher work. Heshe is required to
provide relevant supporting documents if applicable. Human Resources Department will
investigate and make final decisions.
1.3 Absence Attendance Management
Employees must get permission from immediate supervisor prior to any kinds of leave. It is a
serious violation to the Company policy to be absent from work without first notifying and
obtaining approval from hisher immediate supervisor. All leave without approval or extend
leave without approval will be treated as taking unauthorized leave. The Company will make
the corresponding discipline action as per labor discipline. Employees who leaving their posts
for more than three (3) days without prior permission by hisher immediate supervisor shall be
regarded as seriously violate against the Company rule and regulation, the Company would
terminate labor relation immediately without paying any compensation.
1.4 Special Arrangement
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
Employees should follow the working hour arrangement as advised by Human Resources
Department in case any special working arrangement because bad weather, special events, or
any other occasions and or happening.
2. Employee Identity Card
2.1 Employee Identity Card is the identity of employee and is not allowed to be used by others.
2.2 Employees shall wear the Identity Card at any time in the Company. Any employee who forgets
to bring the Identity Card to work will be treated as no-pay leave.
2.3 All employees are required to maintain and safe-keeping the Employee Identity Card. Any theft
or loss of the Identity Card must be reported immediately to Human Resources Department.
The Company reserves the right to charge the replacement cost. If the card is damaged,
Human Resources Department will make judgment for deciding on the charge of replacement.
2.4 Employee should hand over the Identity Card to the Company (Human Resources Department)
before demission.
3. Smoking Administration
3.1 In order to strive creating a healthy, safe and comfortable workplace environment, smoking is
prohibited in all working area within the Company premises proclaimed in writing.
3.2 Smoking is only allowed in specified area.
3.3 Violation of the smoking policy will call for exercise of progressive disciplinary actions. Actions
taken are dependent upon the seriousness of each case.
4. Safety and Health
4.1 Safety
4.1.1 The Company commits to provide the employee with safe and healthy working environment
according to the government safety regulation. Meanwhile, the employee takes the
responsibility to safeguard the Company properties.
4.1.2 The employee shall work in healthy and safe ways, and strictly comply with the relevant
policies and procedures of the government and of the Company.
4.1.3 If any accident, illness or injury occurs, the employee shall report immediately to the
supervisormanager and the responsible departments.
4.1.4 In case of fire, the employee shall evacuate immediately to the safe place and call for 119
then.
4.1.5 The employee shall ensure the visitors sign at the reception. The employee shall escort the
visitor at all time and ensures the visitors comply with all the security regulations for hisher
personal safety consideration.
4.1.6 If any stolen action or shadiness or danger observed, the employee shall report to the line
manager at once, and inform the police if necessary.
4.1.7 Employees shall return all of the keys, Company records, files and property to the assigned
person on the last working day when terminate the employment.
4.2 Accident Prevention
Employees should take proactive measures to prevent accident, including but not limited to:
4.2.1 Report any safety hazard found to their immediate supervisor immediately.
4.2.2 When an employee leaves work, heshe should check hisher work area to ensure that the
Company’s properties are appropriately secured.
4.2.3 The last person who leaves the office should follow the Checklist of Opening Closing
Entrance Doors to ensure all items mentioned are checked and appropriate actions have
been taken.
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
4.2.4 Report any broken office equipment or facility to immediate supervisor who must inform
Administration Department as soon as possible.
4.2.5 Do not run but always walk at a steady pace at work place.
4.2.6 Use a ladder for objects when performing tasks beyond the employee’s normal height.
4.3 Fire Precaution Measures
In order to prevent fire, employee should:
4.3.1 Immediately report any fire hazard found to hisher immediate supervisor.
4.3.2 Know the location and usage of fire fighting equipment.
4.3.3 Know the location of fire exit and keep the fire exit out of any blocks.
4.3.4 Do not smoke and use fire in office.
4.3.5 Use electrical appliances and office equipment properly.
4.4 Emergency Handling
In the event of any emergency, such as fire occurs at the office, all employees should:
4.4.1 Keep calm and try to help those who need help
4.4.2 Report immediately to immediate supervisor, obtain instructions and take immediate action
for safety, such as use fire extinguishers to put out the fire, or dial 119 to report the fire, and
gather at the place identified until further instructions.
4.5 Internal Emergency Contact Channel
If any emergency occurs, department head should instruct their staff to take timely actions to
treat with the emergency. Meanwhile, heshe should immediately report the situation to the
management through the Company’s emergency contact channel to receive further
instructions.
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
Emergency Reporting Channel

Case 1: Power Cut or Natural Disasters (Typhoon etc.)

HR & Admin Dept.
人力资源和行政部
①
GMDirector总经理董事
Managing Director
Branch Manager

分行经理
If necessary
Business partners
商业伙伴






②
All supervisors and above All departments




Case 2: Accident (Fire, Security Incident etc.)







GMDirector总经理董事







If necessary






Managing Director
Business partners
Branch Manager
分行经理
If necessary
HR & Admin Manager
人力资源和行政部经理
Staff Dept. supervisorManager
Dial 119 to report fire 打119火警电话
Dial 110 to report to police 打110报警
电话
Dial 24 hour hotline of Management
Dial 119 to report fire 打119火警电话
Dial 110 to report to police 打110报警
电话
Dial 24 hour hotline of Management
Case 3: System Incidents

Dept. supervisorManager




GMDirector总经理董事
Managing Director
Branch Manager
部门主管经理
①
IT Department IT部门
Ext.
Business partners
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
If necessary






5. Health
5.1 Employees should follow instructions and measures that announced by the Company and local
government authorities to prevent the spread of such epidemic disease while the epidemics
appear.
5.2 Employees infected with an infectious disease should stop working and seek medical advice
immediately and required to present a health certificate that issued by a designated medical
institution before resume work.
6. E-mail Policy
6.1 The Company provides its employees with email for business communications purpose, and
the information in the e-mail is regards as the property of the Company. The appointed
Company representatives can monitor the content of email. Use of the email system constitutes
acceptance of the monitoring.
6.2 The employee-user must first be authenticated through the Company assigned username and
password of his email system. Keeping the username and password in strict confidential is the
responsibility of the individual to whom it is assigned. Employee is not allowed disclosing and
granting use of his or her own username & password to other.
6.3 Employee-users are prohibited from the following:
6.3.1 Using email for any unethical purposes, including but not limited to pornography, violence,
gambling, racism, harassment, or any illegal activity.
6.3.2 Sending unsolicited email messages like chain letters.
6.3.3 Forging or attempting to forge email messages to disguise the Company identity when
sending mail.
6.3.4 Using profanity or vulgarity when posting email.
6.3.5 Sending email to the
expressly authorized by management.
6.3.6 Using email through the Company systems for any other business or profit-making
activities.
6.3.7 Disclosure of any confidential information through email to any party not entitled to that
information.
6.4 Violations of the e-mail policy may result in disciplinary action, up to and including discharge
from employment.
7. Use of Company Property
7.1 Property shall be defined as any piece of equipment, furnishing, vehicle, computer, building or
supply leased, owned, or otherwise in the custodial care of the Company. It is the responsibility
of each employee to follow all related guidelines to ensure the proper use and maintenance of
the Company property.
7.2 If the lostdamage of the Company property is caused by the employee’s negligence or
intentional behavior, the employee is required to compensate 100% of the book value; If the
lostdamage of the Company property is caused by forcemajeure, includes natural disasters,
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
and other of Godsuch as war, the failure of third parties ( i.e., robbery, theft under
reasonable safeguard measures) the employee may not be requested to make the
compensation. The employee should provide the convincing supporting documents issued by
the related authorities.
7.3 No employee shall use the Company property for personal use unless specific permission has
been granted by the department manager or above.
7.4 Misappropriation of the Company property is ground for immediate termination and possible
criminal action.
8. Personal Telephone Calls
The office telephones are to be used for business related purpose only. The Company reserves the
right to tape record all conversation conducted through the office telephones. No personal
telephone calls are allowed irrespective of incoming or outgoing except in the case of emergency.
The Company reserves the right to impose penalty on an employee for every personal call
discovered by the Company in addition to reimbursement of call charges.
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
VI．Employee Behavior and Disciplinary
1. Behavior and Dressing Code
1.1 The Company promotes the relaxed but commercial working atmosphere in the office.
Employees’ behavior directly represents the Company’s image when conducting Company
business on behalf of the Company. Employees shall work in the professional manner, with the
passionate, understanding, respect and mature attitude to treat with the customers, public and
colleagues. The same appearance shall be represented in the communication of the letters and
telephones to enhance the corporate image of AEON as a leading service group Company in
the world.
1.2 The dressing code shall be appropriate to the work during the working time. Unacceptable
dress includes shorts, jeans wear, sweat shirtspants, tank tops, sports shoes, slippers and
other clothing that would degrade the image of the Company is not permitted.
1.3 All employees are required to wear neat and professional attire and shoes according to hisher
business nature. Specific requirements for different positions are listed below:
Job Nature Position
Involve in Operator
internally,
that is, no
need
face
external
customers
to
Male
Acceptable
Cloth:
T shirts, sweat
suit, pantsuit.


Footwear:
Walking
sneaker,
shoes,
and

Footwear:
Slippers,sandal etc.
Assistant
Team
Leader
Cloth:
Casual
etc.
Footwear:
Walking
etc.
Staff who
need
face
external
customers
to Assistant
Section Head
and above
Shirts, suits, ties,
leather shoes.
Casual and
above
mentioned
attires.
Suits,
suit-dress,
walking shoe,
leather shoes.
Casual and
above
mentioned
attires.
shoes
and leather shoes
attires,
trousers
Above
Mentioned
attires.
Unacceptable
Cloth:
Shirts
offensive
logos,
cartoons,
slogans,
shorts etc.
with
words,
pictures,
or
Trunks, Footwear:
boots,
heels etc.



Above
Mentioned
attires. leather
Dress, skirts or
trousers etc.
Footwear:
Walking shoes,
boots,
shoes etc.
flatty,
Female
Acceptable
Cloth:
Casual
pantsuit,
etc.

attires,
skirts
Unacceptable
Cloth:
Vest, mini-skirts,
bare- shouldered
strapless
bare-back dress,
trunks,
etc.
Slippers
sandal etc.
or
Walking shoes, Footwear:
sneaker, dress
Cloth:
shorts
operations General staff
aggressive and or
leather shoes etc.
LeaderTeam shirts,

1.4 Colorful hair tint, long hair, bizarre hair style, curled hair (except natural one) or bald hair styles
are prohibited for male employees.
1.5 The above table is guidance only. If the employee fails to meet the requirements of dress code,
the employee is required not to wear the inappropriate clothing to work again by hisher
immediate supervisor. If the employee continues to refuse to comply with the dress code,
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
heshe may be sent home to change clothes and receive a verbal warning. Progressive
disciplinary action will be taken for further violations with the dress code.

2. Disciplinary Action
2.1 Employees shall comply with the Company’s regulation and policies. Progressive disciplinary
actions may occur in any case where an employee’s actions appear to be detrimental to the
operation of the business or to other employees. Progressive disciplinary actions include verbal
warning, written warning, and final warning, till termination of employment. The Company
reserves the right to demand compensation from the violated staff.
2.2 In case any of the following is proved or witnessed, a documented verbal warning may be given.
Verbal warning shall be approved by the employee’s direct supervisor, and reviewed and filed
by HR Department.
2.2.1 Neglecting assigned tasks. Fail to meet the requirements after reminders.
2.2.2 Engaging in non-work- related affairs during working hours, such as reading newspaper, loitering.
2.2.3 Abusing Company facilities such as telephone, fax machine, internet for unauthorized purposes.
2.2.4 Quitting early or arriving late 30 minutes or less without notification or permission, twice
within one month.
2.2.5 Taking unauthorized leave less than 1 day without reasonable excuse.
2.2.6 Lending Company badge to other for entry into the Company premises, or wearing other's on the
Company premises， or swipe other’s attendance card，or entrust other staff to swipe the card.
2.2.7 Violating the dress code.
2.2.8 Violating Company hygiene rules, such as spitting, littering.
2.2.9 Fail to wear Employee Identity Card in the Company.
2.2.10 Sleeping, mischief, make personal call(s) or disturb normal work order in office area.
2.2.11 Forgot to close window(s) and door(s), and keeping electricity, water, air condition and
computer turn-on after work.
2.2.12 Actions against Company rules or regulations to a slight degree, without cause losses to the
Company
2.3 In case any of the following is proved or witnessed, written warning may be given. Written
warning shall be approved by the employee’s Department Manager, and reviewed and filed by
HR Department.
2.3.1 Posting or distributing unauthorized information via Company communication channels,
such as notice board, intranet, and email system.
2.3.2 Losing Company property, such as computer and cash due to personal fault.
2.3.3 Picking up Companyother's property without reporting and take forcible possession.
2.3.4 Leaving the assigned work area or facility during working hours without the supervisor's permission.
2.3.5 Making disturbing noise, uproar or frolic on the Company premises.
2.3.6 Quitting early or arriving late without notification or permission, three times and more within one month.
2.3.7 Taking unauthorized leave for 1 day or more but less than 2 days without reasonable excuse.
2.3.8 Falsifying Company information and misleading other to make wrong judgment and decision.
2.3.9 Spreading malicious rumors, engaging in vulgarabusive language toward others.
2.3.10 Using alcoholillegal drugs and working under the influence of it when on duty.
2.3.11 Violating Company regulations on software installation and utilization.
2.3.12 Refusing to conform to safety regulations or instructions
2.3.13 Smoking in non-smoking areas.
只供学习与交流

此文档仅供收集于网络，如有侵权请联系网站删除
2.3.14 Other actions against Company rules or regulations to a greater degree, or cause losses to the
Company.
2.4 In case any of the following is proved or witnessed, reviewed by Human Resources Manager
and approved by the employee’s Department Manager, a final warning may be given. Demotion
or salary reduction may be taken based on the seriousness of the dereliction.
2.4.1 Picking quarrels and stirring up troubles, or gathering together to put pressure on the
Company to hamper business operation.
2.4.2 Losing Company document, or disclosing confidential information, which may cause
mediocre losses to the Company.
2.4.3 Disclosing Company information to outside media without prior permission, which may
cause mediocre losses to the Company.
2.4.4 Soliciting gifts or tips from business-related parties, or instigating someone else to do so.
2.4.5 Insubordination to the supervisor's reasonable guidance and management.
2.4.6 Engaging in personal affairstrades during working hours, such as purchasingselling stock.
2.4.7 Taking unauthorized leave for more than 2 days but less than 3 days without reasonable excuse.
2.4.8 Imposing violence to the colleaguesothers or seriously insulting the colleagues on the
Company premises.
2.4.9 Taking dangerous articles into the Company premises without permission.
2.4.10 Work part time without agreed by the Company.
2.4.11 Other actions against the Company rules or regulations to a serious degree, or cause big
losses to the Company.
2.5 In case any of the following is proved or witnessed, approved by Company PresidentDivision
Head, the employee can be terminated.
2.5.1 Intentionally disclosing or inquiring the salary information.
2.5.2 Going on strike illegally or go slow in the work, or instigating someone else to strike or go slow.
2.5.3 Intentionally disclosing confidential information which may pose potential threat to
business operations or cause serious losses.
2.5.4 Disclosing Company information to outside media without prior approval, which cause
serious losses to the Company.
2.5.5 Sabotaging Company facilities, equipments or materials.
2.5.6 Embezzling or stealing Companyother's property.
2.5.7 Accepting bribesoffering bribes in the work, or instigating someone else to do so.
2.5.8 Insubordination to the assigned work as specified employment contract.
2.5.9 Taking unauthorized leave for 3 days or more without reasonable excuse.
2.5.10 Cheating to the Company inexcusably which include but not limited to falsifying
individualCompany information, attendance information, expenses document and signature.
2.5.11 Fighting on the Company premises.
2.5.12 Using of alcoholillegal drugs in the workplace, or illegally possessing weaponlethal
knives in the workplace.
2.5.13 Taking part-time work in other places without permission and cause potential conflict of interest.
2.5.14 Gambling on the Company premises.
2.5.15 Violating , bribing or being bribed or engaging in activities which
conflict with Company interest.
2.5.16 Being detained due to violating governmental regulations or rested due to criminal responsibility.
2.5.17 Share password(s) or negligence without security approval.
2.5.18 Take confidential information or customer data out of the Company.
只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
2.5.19 Being rude or deliberately offensive towards customers or business partners either over
the phone, in person or by written communication.
2.5.20 Establish labor relationship with other Company (signed employment contract).
2.5.21 Other actions against Company rules or regulations to a very serious degree, or cause
serious losses to the Company.
2.6 Upgrade for Disciplinary Action
2.6.1 Disciplinary action categories
2.6.1.1 Violating the Company administrative and operating rules: such as attendance,
operating order and rules, dress code, safety and hygiene rules and other
administrative management requirements etc.
2.6.1.2 Violating the Company financial rules and confidential requirement: such as losing the
Company property, disclosing confidential information, embezzling, stealing and
Falsifying to make losses to the Company.
2.6.1.3 Violating the Company or breaking laws: such as accepting valuable
gift from, take bribes, engage activity which conflict with the Company interests or
violating criminal laws etc.
2.6.2 Disciplinary Action Upgrade Matrix
An verbal warning + Another verbal warning = Written warning
A written warning + Another written warning (or final warning)= Termination

Remark; recur any violation within 3 months since the latest verbal warning; the new
verbal warning shall be upgraded to written warning. If receive two discipline
punishment including writing warning, final warning, which will be regarded
seriously violated Company, and the Company will terminate labor relation.

只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
3. Employee Grievances
3.1 The individual employee is encouraged to resolve the grievance with hisher immediate supervisor.
3.2 The grievance can be escalated to next level of management andor Human Resources
Manager under the following conditions:
3.2.1 No resolution can be made with the immediate supervisor;
3.2.2 The grievance involves immediate supervisor;
3.2.3 The grievance is beyond the employee’s department;
3.2.4 If the employee is not satisfied with the resolution for hisher grievance, heshe may refer
the grievance to Human Resources Manager, who will review the grievance, provide
consultation and escalate to the appropriate management for fair solution;
3.2.5 Other conditions in which the employee feel uncomfortable to present hisher grievances to
hisher immediate supervisor.
3.3 The management team in charge of the grievance shall review the facts, interview the key persons
involved, obtain any information required, and make and communicate decision accordingly.
3.4 The management team shall make final decision on the grievance.

4. Sexual Harassment
4.1 Sexual harassment is unwanted sexual attention of an offensive nature made by a person who
knows, or reasonably should know, that such attention is unwanted. Sexual harassment
includes sexually oriented conduct that is sufficiently pervasive or severe to unreasonably
interfere with an employee's job performance or create an intimidating, hostile, or offensive
working environment.
4.2 Employees are prohibited from harassing other employees whether or not the incidents of
harassment occur on Company premises and whether or not the incidents occur during working
hours.
4.3 While sexual harassment encompasses a wide range of conduct, the Company considers the
following conduct to represent some of the types of acts which violate the Company’s Sexual
Harassment Policy.
4.3.1 Physical assaults of a sexual nature, such as: rape, sexual battery, molestation or attempts
to commit these assaults; and intentional physical contact which is sexual in nature, such as
touching, pinching, patting, grabbing, brushing against another employee's body, or poking
another employee's body.
4.3.2 Unwanted sexual advances, propositions or other sexual comments, such as:
sexually- oriented gestures, noises, remarks, jokes, or comments about a person's sexuality
or sexual experience directed at or made in the presence of any employee who indicates or
has indicated in any way that such conduct in his or her presence is unwelcome.
4.3.3 Preferential treatment or promises to an employee for submitting to sexual conduct,
including soliciting or attempting to solicit any employee to engage in sexual activity or
compensation or reward.
4.3.4 Subjecting, or threats of subjecting, an employee to unwelcome sexual attention or conduct or
intentionally making performance of the employee's job more difficult because of that employee's sex.
4.3.5 Sexual or discriminatory displays or publications anywhere in the Company workplace by any employees.
4.3.6 Retaliation for sexual harassment complaints.
4.4 The employee is encouraged to report to the superior or Human Resources Department
immediately if the employee believes that heshe has been subject to sexual harassment or any
只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
unwanted sexual attention. Our Company will provide its employees with convenient, confidential
and reliable mechanisms for reporting incidents of sexual harassment and retaliation.
4.5 The employee complainant should
4.5.1 Make hisher unease andor disapproval directly and immediately known to the harasser.
4.5.2 Make a written record of the date, time, and nature of the incident(s) and the names of
any witnesses.
4.5.3 Report the incident immediately to the superior or Human Resources Department.

只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
VII．Code of Conduct and Compliance

Honesty, Integrity and Equal Opportunity are the most important assets in the Company. All
employees are required to protect the Company from any improbity, disloyalty and corruption.

1. Employees shall strictly comply with all applicable laws and regulations in doing business.

2. Employees shall learn and comply with Code of Conduct and other regulations of the
Company including but not limited to Group Directives, instructions and procedural
regulations. The regulations regarding below issues shall be especially paid attention and
strictly complied with:
2.1 Confidentiality
2.1.1 Employees are prohibited, whether during or after termination of their employment, to divulge
or disclose to any third party any commercial secret or any confidential information of the
Company which shall include but not limited to the business, products, know-how, accounts,
finance, clients or customers of the Company and the individual salary information.
2.1.2 Employees shall take all of the adequate measures to protect the commercial secrets and
any other confidential information of the Company.
2.1.3 Employees further acknowledge and agree that if the Company obtains any confidential
information from any third party under an agreement, whether express or implied, that
includes restrictions on disclosure known to an employee, the employee will not without the
written consent of the Company at any time (whether during or after termination of
employment) infringe such restrictions. Upon termination of employment, employees shall
forthwith return to the Company all original and copy documents, samples or other items
relating to the matter.
2.1.4 All employees are required to comply with the guidelines and policies issued by the
Company on protection of personal data to ensure the strict compliance. The Company will
not tolerate any illegal or unethical behaviors. The Company takes disciplinary actions
against any employee who is found to be in violation of the protection guidelines and
policies of the Company. The employee will be held liable for the violation of any applicable
laws and regulations.
2.1.5 Employees shall not make use of Company information for personal interest or provide
business opportunities for any third party.
2.1.6 All employees are required to sign a Promise Letter for Privacy Protection on the employment
commencement day. Employees must adhere to the policies regarding privacy protection
stated in the Promise Letter. Any violation found will be liable to disciplinary actions.
2.2 Conflict of Interests
Employees should avoid engaging in business, investments or activities that might have conflict
with the Company’s interests. An employee must declare to the Company any financial
interest, direct or indirect, heshe or members of immediate family may have, in any business or
other organization which competes with the Company or with which the Company has business
dealings. All declarations should be made in writing to the immediate supervisor or Human
Resources Department. In the case where an employee is not previously aware of such conflict,
heshe should make the notification immediately upon becoming aware of such conflict.
Employees should avoid any situation which casts doubt on hisher ability to act with total
objectivity with regard to interest of the Company such as but not limited to:
只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
2.2.1 Undeclared financial interests, business investment or other relationships with suppliers,
contractors or parties that have business dealings with the Company.
2.2.2 Offering assistance secretly to the Company’s competitors through taking on part-time
employment or consultancy service.
2.2.3 Performing outside work, without permission, on Company premises, and using Company
assets at any time.
2.2.4 Giving unduly favorable treatment to a particular supplier, contractor, customer, job
applicant or subordinate for personal reasons.
2.2.5 Handling one’s own financial service applicationaccount, or that of hisher family members
(i.e. spouse, children, parents, siblings, parents-in-law, grandparents) or that of persons or
entities which heshe or hisher family has interest. Instead, heshe should immediately
inform such matters to hisher superior for special arrangement.
2.2.6 Holding directorships in other companies or serving as an employee or consultant to any
other person or business entity, with or without compensation unless specific direction or
permission has been obtained from the Company.
2.3 Bribery and Corruption
2.3.1 It is a policy of the Company to prohibit all employees from soliciting any advantage from
customers, suppliers or any person in connection with the Company’s business. Such
“advantage” includes but not limited money, gift, loan, fee, reward, commission, employment,
contract, service and favor. Any employee should decline with thanks while heshe receives
the above “advantage” from our customers, suppliers or any person in connection with the
Company’s business. If any employee has doubts, heshe should consult to hisher
immediate manager or Human Resources Department for advice and instruction.
2.3.2 Under no circumstances may an employee offer bribes or similar considerations to any
person or Company for the purpose of influencing such person or Company in obtaining
and retaining business for the Company.

3. Employees acknowledged that full compliance with laws, regulations and Company policies
is the core of our business principles which underpin how we work inside the Company,
with our customers and other business partners. Company applies “Zero tolerance” and will
take disciplinary action, up to and including termination of employment, against employees
who violate the law, Code of Conduct or other Company policies.

只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
VIII．Others
1. Business Travel
When an employee is required to travel due to the business needs, heshe should complete the
Business Trip Application Form and submit to the Department Manager and General Manager for
approval before the trip.
1.1 Standard of Accommodation and Travel Class
Employees should comply with the standard of accommodation and travel class set by the
Company as per below standard.
Grade
ChairmanMDDirector
SGMGMAGM
SMM
AM or below
BJ, SH and overseas (include HK, Macau)
800
700
600
500
Other cities in PRC (include SZ, GZ)
600
500
350
300
Travel Class
BusinessEconomy
Economy
Economy
Economy
Accommodation expenses include room rate, tax and service charge. If the accommodation
expenses exceed the standard, the employee must apply to the Department Manager and
General Manager in advance. If employee needs to travel with other employee who is of senior
position, the junior employee will be eligible to have accommodation and travel class same as
the senior employee, subject to approval from Department Manager and General Manager.
1.2 Business Trip Allowance
The Company provides business trip allowance to employee who travels for one day (24 hours) or
more. Business trip outside Guangdong province that exceeds six (6) hours is considered as one day.
Grade
ChairmanMDDirector
SGMGMAGM
SMM
AM or below
Domestic
100
70
50
30
HKMacau
200
150
100
100
Overseas
400
300
250
200
Business allowance is provided to cover the expenses including meals, telephone charges, and
other outgoing expenses. If lunch andor dinner are provided by the Company or the reception
Company, only 50% of business trip allowance can be claimed.

2. Business Trip Expense Claim
All expenses must be claimed within five working days after return from the business trip. When
the employee claim travel expenses, heshe should accurately and honestly complete the
Reimbursement Claim Form with invoices or receipts attached and submit to hisher immediate
supervisor for approval.
The Company reserves the right to reject any expense claim, which is submitted after the
required period, unless there are reasonable grounds for the delay.

3. Other Expense Claim
Business Meal and Entertainment: Where a bona fide business purpose has been served, the
reimbursement is allowed for ordinary and necessary business meal and entertainment expenses
with person(s) outside the Company who have an influence on Company business. Specific
details showing names of all attendees, business purpose and the business relationship of the
individuals entertained must be fully documented on the expense invoice.

只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除
4. Change of Personal Particulars
It is the responsibility of all employees to provide accurate and update personal particulars to the
Company for the correct record of their identifications and qualifications. Employees must notify
Human Resources Department directly or through hisher immediate supervisor any changes in
their personal particulars, including but not limited to those listed below within two weeks from the
date of change, staff should take the responsibility for the loss themselves due to delay updating
his or her personal data. Please refer to the following,
4.1 Marital status;
4.2 Residential address;
4.3 Residential telephone number andor personal mobile phone number;
4.4 Education, qualifications;
4.5 Permanent residential status;
4.6 Dedicate bank account number for salary payment etc.

5. Governing Law
The Employee Handbook shall be governed by and construed in accordance with the Labor
Contract Law of the People’s Republic of China, and relevant national and local laws and
regulations. If any clause contained in the Employee Handbook becomes unlawful, or invalid
under applicable law, as a result of the government enacting new laws or policies, such provision
will be ineffective and the Company shall observe the new laws or policies.

6. This handbook will be effective with the announcement to all the staff.

只供学习与交流


此文档仅供收集于网络，如有侵权请联系网站删除


RECEIPT FOR EMPLOYEE HANDBOOK


I acknowledged that I have received a copy of
XXXXXXXX
(广州市卡达赫贸易有限公司)
Employee Handbook and I have read it thoroughly, including the statements in the
foreword describing the purpose and effect of the Handbook. I agree that if there is any
policy or provision in the Handbook that I do not understand, I will seek clarification from
the Human Resources Department. I understand that this Handbook states the
Company policies specified in the Book shall come into effect as the date of issuance
and will be revised from time to time practices in effect on the date of publication. The
revised parts shall come into effect as the date of its issuance.


I signed this receipt to undertake that I will comply with all the rules and regulations in
this Book including the contents as revised from time to time.




Print Name:


Employee ID:


Date:


Signature:







只供学习与交流