英文版员工手册.doc

此文档收集于网络，如有侵权，请联系网站删除EMPLOYEE HANDBOOK Co.Ltd Welcome to !We are honored that you have chosen Company, Limited as your Employer and Career Development Partner.Ensuring that Employees and their families have the good quality of life is an important goal of . The Company provides many programs and benefits to balance professional worklife with personal and family needs. maintains the same high standards which are well publicized Vision, Commitment, Values and Code of Conduct to ethical business practices to our Employees, their families, our customers, suppliers, and the diverse communities in which we live. To maintain the highest standards of business ethics, is committed to doing business with its customers according to all applicable national, provincial and local laws. compensates its Employees through a Pay for Performance program. This approach acknowledges and rewards our Employees individual and team efforts and innovations which meet or exceed our Companys goals and objectives. I hope that you will enjoy such a challenging work environment. The on-going training of our Employees is critical to the Companys continuing success. Thus, throughout your career at, you will be attending Company-sponsored training and education programs to further assist you to enhance your technical, interpersonal and career development skills. Your efforts, with the assistance of your manager, will determine how your career will blossom.Please carefully read this guide, which will introduce you to the diverse benefits, services, regulations and opportunities that offers to its Employees. After studying it, please feel free to ask your Supervisor or a member of the Human Resources staff any questions that you may have.Again, thank you for choosing as your employer of choice!CONTENTS1. OUR STRATEGY51.1 Our Vision51.2 Our Commitment51.3 Our Values52. OUR HISTORY62.1 About 62.2 About 63. ASPIRING TO BE A TOTAL QUALITY COMPANY74. WHAT IS EXPECTED OF YOU AS AN EMPLOYEE?85. EMPLOYMENT95.1 EQUAL OPPORTUNITY AND UNLAWFUL HARASSMENT95.2 EMPLOYMENT OF RELATIVES AND PERSONAL RELATIONS95.3 EXCLUSIVE EMPLOYMENT AND CONFLICT OF INTEREST95.4 JOB POSTING SYSTEM105.5 EMPLOYMENT CONTRACT105.6 EMPLOYEE FILES105.7 NEW EMPLOYEE ORIENTATION105.8 EMPLOYEE DEVELOPMENT115.9 NEW EMPLOYEE PROBATIONARY PERIOD115.10 PERFORMANCE MANAGEMENT115.11 EMPLOYEE RESOLUTION PROCEDURE115.12 RULES OF PERSONAL CONDUCT AND DISCIPLINARY POLICY125.13 TERMINATION OF EMPLOYMENT125.13.1 Voluntary Termination125.13.2 Involuntary Termination136. WORK HOURS146.1 ATTENDANCE AND PUNCTUALITY146.2 OVERTIME PAY147. COMPENSATION157.1 PAY PHILOSOPHY157.2 ALLOWANCES157.3 PAYROLL POLICY157.4 PAYROLL DEDUCTIONS167.5 SALARY Confidentiality167.6 13TH MONTH PAY168. EMPLOYEE BENEFITS178.1 RETIREMENT INSURANCE178.2 COLLECTIVE RESERVE FUND (CRF)178.3 UNEMPLOYMENT INSURANCE178.4 PERSONAL ACCIDENT INSURANCE178.5 MEDICAL SCHEME178.5.1 Medical Insurance178.5.2 Medical Expenses for Employees Kids178.5.3 Travel Outside Your Home Base178.5.4 Medical Treatment Period188.6 TRAINING AND CONTINUING EDUCATION FUNDS188.7 EMPLOYEE SERVICE AWARD PROGRAM188.8 PATENT AWARD PLAN189. HOLIDAYS AND LEAVES209.1 PAID HOLIDAYS209.2 ANNUAL VACATION209.3 MARRIAGE LEAVE209.4 PREGNANCY/MATERNITY LEAVE209.5 PATERNITY LEAVE219.6 HOME LEAVE219.7 BEREAVEMENT LEAVE219.8 DISABILITY LEAVE - EMPLOYMENT RELATED219.9 SICK LEAVE229.10 PRIVATE LEAVE2210. EMPLOYEE RELATIONS AND SERVICE2410.1 EMPLOYEE COMMUNICATIONS2410.2 EMPLOYEE SUGGESTIONS2410.3 COUNSELING2410.4 LOST AND FOUND2410.5 CAFETERIA2510.6 MEDICAL ASSISTANCE2510.7 PHYSICAL EXAMINATIONS2510.8 SHUTTLE BUS SERVICE2510.9 BIRTHDAY GIFT2511. SECURITY2611.1 SECURITY2611.2 EMPLOYEE BADGE2611.3 MATERIAL PASSES2611.4 PERSONAL PROTECTIVE EQUIPMENT2611.5 VISITOR POLICY2611.6 TAKING PHOTOGRAPHS2711.7 TOOLS2711.8 TELEPHONE OR FAX USE2711.9 LEAVING AND ENTERING AT ODD HOURS2712. HEALTH, SAFETY AND ENVIRONMENT2812.1 HEALTH AND SAFETY2812.2 DRESS CODE2912.3 PLANT PROTECTION2912.4 SMOKING POLICY2912.5 FIRE EVACUATION2912.6 WORKING CONDITIONS2912.7 HOUSEKEEPING3013. Acknowledgment of Receipt of Employee Handbook311. OUR STRATEGY1.1 Our Vision1.2 Our Commitment1.3 Our ValuesIntegrity We are committed to the highest level of ethical conduct wherever we operate. We obey all laws, produce safe products, protect the environment, practice equal employment, and are socially responsible.2. OUR HISTORY2.1 About The is a joint venture of two strong companies that have a long history of success. . was founded in March, 19 and began staffing its operation the following year. This represents a total investment of USD million. designs and manufactures high technology products for control systems. The primary customers of the business are Company, Industries, , and .The goal of is to become the leading supplier of control systems in China, and an exporter of to and western .2.2 About The China Research Institute of ( ) was founded in 19. is a equipment research and development center for . An important responsibility of the Institute is the research and development of technically advanced products. is currently engaged in more than 200 R&D products.Located in the city of , employees design, develop and manufacture :In harmony with jointly funded and began the business to produce control systems for commercial .3. ASPIRING TO BE A TOTAL QUALITY COMPANY aspires to be a Total Quality company, where the pursuit of excellence is a way of life and prevails in everything we do. Total Quality (TQ) is the name of the process that is assisting to be a premier company. During your time with the Company, you will receive training and have the opportunity to practice Total Quality. The purpose of Total Quality (TQ) is to achieve Company excellence through continuous efforts to improve work processes.Three areas are being focused on:* Customer Excellence processes that integrate the goals of business leadership with customer results* Technical Excellence to provide tools and processes to delight our customers* Operational Excellence that results in our being a World Class Manufacturing companyYou commitment to the total quality environment is critical to the Companys on-going success. It is important that you learn the tools that are used to enhance customer, technical and operational excellence. All Employees are encouraged to attend training in Total Quality as a way to assist the Company to become a premier company.4. WHAT IS EXPECTED OF YOU AS AN EMPLOYEE?You are an important member of our team and your contributions are vital to the Companys ongoing success. It is your responsibility to:* Give your full attention, skill, care and effort to maintain and improve our Total Quality environment, follow safe operating procedures and meet performance standards* Come to work promptly, regularly and be cooperative as you are a part of a team* Represent your factory and Company by doing a good job. This reflects favorably in the eyes of our customers, suppliers and the community in general* Maintain the highest standards of quality and integrity * Communicate your ideas and suggestions to management about how the products, processes and the work environment can be improved* Maintain positive and harmonious work relationships* Honor the Companys Vision, Commitment, Values and its Code of Conduct5. EMPLOYMENT5.1 EQUAL OPPORTUNITY AND UNLAWFUL HARASSMENT prohibits unlawful harassment by any Employee of the Company or persons conducting business for or with the Company. The Company is committed to providing equal opportunities in recruiting, hiring, training and promoting people regardless of their race, religion, color, national origin, age, gender, sexual preference, physical or mental disability, or other factors protected by national, provincial or local laws, ordinances or regulations. Any Employee, Employee of a contractor or visitor who believes she or he has been the victim of sexually harassing activity at any workplace, has witnessed sexually harassing activity at a workplace or has knowledge of any other violation of this Policy is encouraged to report the violation immediately to a Supervisor, to his or her Human Resources Department or to the General Manager of . All reported violations will be handled in a confidential and discreet manner. There will be no retaliation for any good faith report of a violation.5.2 EMPLOYMENT OF RELATIVES AND PERSONAL RELATIONS hires people based on their qualifications. The Company will not generally approve the hiring of relatives or other close personal relations within the same factory in order to preserve equal opportunity for all Employees and to avoid any potential conflicts of interest.It is the responsibility of every Employee to notify his or her Supervisor of any relative or close personal relation employed by in order to avoid any situation that may create, or seem to create, a conflict between ones personal interest and the interests of the Company. Failure to do so may result in disciplinary action.5.3 EXCLUSIVE EMPLOYMENT AND CONFLICT OF INTEREST requires that Employees work exclusively for the Company during the contractual period. We need your full energy and commitment. Thus, without written approval, an Employee cannot be employed by any other institution or individual. A condition of employment for all Employees is that the Company expects them to refrain from outside activities which may:* adversely affect job performance, customer relationships orcommunity relations* give s competition an advantage * result in improper vendor or subcontractor relationshipsViolations of any of these terms could result in immediate termination of employment by the Company. has the right to claim for damages and compensation for the loss and expenses caused by any violation by the Employee.5.4 JOB POSTING SYSTEMAt the time you were hired every effort was made to place you in a job where your abilities could be best utilized. If you wish to be considered for a new career opportunity, you should first discuss this possibility with your Supervisor or Human Resources. Your Supervisor is generally in a position to review your work record, and advise you of the steps that you can take if there are available openings for which you are qualified. uses a job posting system to notify Employees of position openings within the Company. Your Supervisor or a member of the Human Resources Department can explain to you how this internal job transfer program works.5.5 EMPLOYMENT CONTRACTYour employment complies with all State laws and regulations. Your employment is contingent on your signing an Employment Contract. This contract is a legal document that becomes effective only after a Company representative and you sign it. As an employee, you are required to carry-out all of your responsibilities that are documented on your Employee Contract. Prior to signing an Employment Contract with , you will need to receive formal clearance from your past employer and successfully pass a pre-employment physical examination.5.6 EMPLOYEE FILESYour official Personal File will be kept by . The Human Resources Department also maintains an Employee File on each of our Employees. These files are confidential and are not available to unauthorized persons. You may review the contents of your Employee File during regular business hours by contacting a member of the Human Resources Department. You may not remove or change records, but you may insert your own statement if you disagree with or wish to clarify information in your file.5.7 NEW EMPLOYEE ORIENTATIONUpon starting your employment at , you will participate in a New Employee Orientation. This program will be conducted by the Human Resources Department and acquaint you with the Companys many benefits, training opportunities, policies, and its Code of Conduct. You will also receive training about the Companys Health, Safety and Environmental Program. In addition, your Supervisor will acquaint you with your new work area, the departments rules, policies and procedures, and your job responsibilities.5.8 EMPLOYEE DEVELOPMENTA good employee development program helps to: attract top talent to join the Company; ensure that will have an available, talented workforce; and retain key members of the workforce. An important tool in achieving these three objectives is the continuous career, skills, personal and other types of development that are made available to Employees. The ongoing development of Employees enhances the Companys competitiveness, and produces a workforce that is correctly skilled and enjoys its work.5.9 NEW EMPLOYEE PROBATIONARY PERIODAll new Employees for regular employment serve a six (6) month New Employee Probationary Period.This period allows you time to evaluate your decision about joining . During the New Employee Probationary Period, an Employee has the right to end his or her employment at (as specified in the Labor Contract). Similarly, the Company has the right to terminate an Employee during this period. Usually, if either party decides to terminate the employment during the New Employee Probationary Period, he or she will give the other party two weeks written notice. When the New Employee Probationary Period has been successfully completed, you will become an “Active” Employee. At that time, you will be credited with service from your date of hire. At the conclusion of your first 60 days of employment, you will receive a written Integrated Performance Management and Development plan (a performance appraisal) that focuses on your earlier performance with the Company and a development plan for the next 12 months.5.10 PERFORMANCE MANAGEMENTThe Companys performance management program is known as the “ process. The process at includes: (1) performance objectives; (2) continuous improvement summary; and (3) career profile. Your active participation in the process is critical as it provides you with valid, candid and timely feedback regarding your performance and career development plans.5.11 EMPLOYEE RESOLUTION PROCEDURE strives to maintain a positive relationship with each Employee and minimize dissatisfaction. However, the Company recognizes that mistakes may occur despite its best efforts. Correction of such situations need to be made as soon as possible. You are encouraged to freely discuss your concerns with your Supervisor or a member of the Human Resources Department. Most problems can be solved in this manner. However, if you are not satisfied with the results of these conversations, you may follow the Companys Employee Resolution Procedure which is available from the Human Resources Department.5.12 RULES OF PERSONAL CONDUCT AND DISCIPLINARY POLICY takes pride in the high level of professionalism and commitment of its Employees. The Company realizes that its greatest asset is the talented, hard working people like you who comprise its strong workforce. The vast majority of s Employees honor and easily abide by the Companys expected rules and standards. On occasions when an Employee chooses to conduct him or herself in ways that are not acceptable to the Company, the “” policy is used to ensure consistent and fair treatment of Employees. This policy assists Employees to know the rules and standards of the Company, and the processes that will be used when they are not observed. This process includes a clear, sequential process that is to be used in the event that an Employees conduct at work does not meet the high standards of . A copy of this policy is available from the Human Resources Department.5.13 TERMINATION OF EMPLOYMENTWhile it is s hope that you will have a long-term career with the Company, there are circumstances when either party may want to end the employment.5.13.1 Voluntary TerminationEmployees who decide to resign from before the expiration date of their Employment Contract should submit a written letter of resignation to their immediate Supervisor or Manager at least one (1) month before the planned date of departure. Those who voluntarily leave the Company prior to the end of the one (1) month notice period will be required to pay an amount equivalent to a prorated rate of the remaining months salary and allowances that have already been paid to the Employee.Failure to report to work during the notice period will be considered as unauthorized leave and appropriate disciplinary action could be initiated by the Company.If an Employee submits his or her resignation before the date of expiration of the Employment Contract, and he or she has attended special training programs in China or an overseas training course, then has the right to require reimbursement for all costs related to the training program(s) as per the Training Contract.5.13.2 Involuntary Termination takes pride in the high level of professionalism and commitment of its Employees. The Company realizes that one of its greatest assets is the talented, hard working people who comprise its strong workforce. The vast majority of our Employees honor and easily abide by the Companys rules