员工手册(英文版)-Employee Handbook(English)

EMPLOYEE HANDBOOKTable of Contents Introduction (5)Employee handbook receiptDistrict information (8)Description of the districtMission statementDistrict goals and objectivesBoard of trusteesAdministrationSchool directory Employment (12)Equal employment opportunityJob vacancy announcementsEmployment after retirementContract and noncontract employmentSearches and alcohol and drug testingFirst aid and CPR certificationReassignments and transfersWorkload and work schedulesNotification of parents regarding certification statusPerformance evaluationEmployee involvementStaff developmentCompensation and benefits (17)Salaries, wages, and stipendsPaychecksAutomatic payroll depositPayroll deductionsOvertime compensationTravel expense reimbursementHealth, dental, and life insuranceSupplemental insurance benefitsCafeteria plan benefits (Section 125)Unemployment compensation insuranceTeacher retirementTax-shelted annunityOther benefit programsLeaves and absences (22)Personal leaveSick leaveUse and recording of sick leaveLocal leaveSick Leave PoolTemporary disabilityAbsence From Duty formsFamily and medical leaveWorkers’ compensation benefitsAssault leaveBereavement leaveJury dutyOther court appearancesMilitary leaveEmployee relations and communications (28)Employee recognition and appreciationDistrict communicationsComplaints and grievances (29)Employee conduct and welfare (31)Standards of conductCode of Ethics and Standard Practices for Texas Educators and enforceable standardsHarassmentSexual harassmentDrug-abuse preventionDietary supplementsReporting suspected child abuseAssociations and political activitiesSafetyMeal charges by employeesMisuse of compensated timeTobacco useEmployee arrests and convictionsPossession of firearms and weaponsVisitors in the workplaceCopyrighted materialsIntellectual propertiesComputer use and data managementSeasonal decorationsGifts and favorsAsbestos management planPest control treatmentUse of district vehicleCommercial Drivers License-part time driversKey ControlParking at District Administrative Offices (CSS)HousekeepingPersonal phone calls and cellular telephonesAnimals in district buildingsRumor controlGeneral procedures (46)Bad weather closingEmergenciesPurchasing proceduresName and address changesPersonnel recordsBuilding useTermination of employment (48)ResignationsDismissal or nonrenewal of contract employeesDismissal of noncontract employeesExit interviews and proceduresReports to the State Board for Educator CertificationReports concerning court-ordered withholdingStudent issues (50)Equal educational opportunitiesStudent recordsParent and student complaintsAdministering medication to studentsStudent disciplineStudent attendanceHazingSchool Safety Resources (52)School CalendarHelpful ContactsIntroductionThe purpose of this Employee Handbook is to provide information to employees that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the Deputy Superintendent for Administration.This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies. District policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manu als are located in the Principal’s Office at each campus or t he District’s Administrative Offices and are available for employee review during normal working hours.The Mount Pleasant Independent School District’s website has a complete copy of school board policies. The District’s website is NOTE: Employees whose English reading skills are limited may call 903-575-2000 and speak with a Spanish- speaking employee who may assist with an interpretation of provisions of this Employee Handbook.NOTA: Los empleados cuyo conocimiento del inglés es limitado pueden llamar al 903-575-2000 y hablar con un empleado que hable español el cual les traducirá las estipulaciones del Folleto de Empleados.Name ______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations of at-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation.________________________________ _________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.Name ______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations of at-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation.________________________________ _________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.District informationDescription of the districtThe Mount Pleasant Independent School District is located near the center of Titus County, 116 miles east of Dallas on Interstate 30. Titus County encompasses 230 square miles with a population of over25,000. Mount Pleasant is the county seat and has a population of approximately 14,000.The Board of Trustees and its administration are constantly seeking to improve an already-excellent school system. In 2000, the Mount Pleasant community overwhelmingly endorsed a significant capital improvement plan that has resulted in 3 new elementary schools, additions to the Junior High, a new Cafeteria Building at Mount Pleasant High School, new gynasiums, new football field, track, tennis courts, and renovations to the High School.Instruction focuses on a comprehensive college preparatory and Career and Technology studies. The district is currently investing heavily in computer and multi media educational technology in a effort to meet the academic and occupational training demands of a highly competititve workplace. The curriculum of the Mount Pleasant ISD is continuously evaluated and updated in a effort to meet the needs of all students and the demands of the community, regional and national businesses, and industries. The district encourages and welcomes involvement from parents, civic organizations, industry, and local citizens to provide the best educational opportunities possible for its students.Mission statementPolicy AEMt. Pleasant Independent School District will have high expectations for all students. The district will make every effort to attract and retain the most qualified teachers available who will enhance the positive image of our schools in the community. The caring atmosphere provided by these teachers will help promote the positive self-image for the students in the district. MPISD will encourage positive staff morale by providing clean and attractive campuses.MPISD will emphasize a teaching/learning process that will e nable students to see “real life” connections. Students will become responsible, productive citizens by learning to act in a socially acceptable manner through problem-solving, creative thinking, and wise decision-making. Authentic career investigation coupled with current vocational programs will meet the needs of each student. Enriched programming will be designed to prepare students for success in their personal future in the Twenty-First Century. Technology will enhance every program throughout the district. State-of-the-art software and hardware will be available to every student on a daily basis. Students will learn how to access information from a variety of high-tech sources by becoming proficient users of computers and peripherals.MPISD will address the important issues of “time” and communication. The optimum use of instructional time will lead to enhanced programs for all students. Communication between schools, administration, school board, community, families, and students will be open and honest and constantly improving. Staff, parents, and community will be given an opportunity to be involved in decision-making as we work together through the Accelerated Schools process. These combined efforts will continue to make MPISD the best school district in the state of Texas.District goals and objectivesPolicies AB,AFThe mission of the Texas public system is to ensure that all Texas children have access to a quality education that enables them to achieve their full potential and fully participate now and in the future in the social, economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights of Texas citizens. It is further grounded in the conviction that a successful public education system is directly related to a strong, dedicated, supportive family and that parental involvement in the school is essential for the maximum educational achievement of a child.The objectives of public education are:1) Parents will be full partners with educators in the education of their children.2) Students will be encouraged and challenged to meet their full educational potential.3) Through enhanced dropout prevention efforts, all students will remain in school until they obtain adiploma.4) A well-balanced and appropriate curriculum will be provided to all students.5) Qualified and highly effective personnel will be recruited, developed, and retained.6) Texas students will demonstrate exemplary performance in comparison to national and internationalstandards.7) School campuses will maintain a safe and disciplined environment conducive to student learning.8) Educators will keep abreast of the development of creative and innovative techniques in instructionand administration using those techniques as appropriate to improve student learning.9) Technology will be implemented and used to increase the effectiveness of student learning,instructional management, staff development, and administration.Board of trusteesPolicies BA, BAA, BBA, BBB, BBE, BE, BEC, BEDTexas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters within limits established by state and federal law and regulations.The board of trustees is elected by the citizens of the district to represent the community’s com mitment to a strong educational program for the district’s children. Trustees are el ected at-large and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district. MPISD Board members:Dr. Mary Hearron PresidentMike Reynolds Vice PresidentEzeal McGill SecretaryLoyce Henry Assistant SecretaryRoyce Carr Sergeant at ArmsBilly Wayne Flanagan MemberClint Rivers MemberTrustees usually meet monthly on the fourth Monday of each month at 5:30 p.m.in the Board Room of the district, located in the Administration Building at 105 Riddle Street. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration Building at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.All meetings are open to the public. Under the following circumstances, Texas law permits the board togo into a closed session. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues including conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.AgendaA regular school board meeting usually follows this agenda:Open ForumEducationBusinessBids/Price QuotesExecutive SessionFacility ReportsPersonnelFuture BusinessAdministrationSuperintendent of Schools Dr. Kenneth EnglishDeputy Superintendent of Administraton James W. DuBusDeputy Superintendent of Instruction/Technology Pam FiteDirector of Business/Finance Stacie ThompsonPrincipalsMount Pleasant High School Susy WynnMount Pleasant Junior High School Lee ClayWallace Middle School Rodney HuffmanFrancis Corprew Intermediate LaWanda McCowanAnnie Sims Elementary Bruce GearingVivian Fowler Elementary Gwen RobertsE.C. Brice Elementary Regina ConroyHeadstart/Early Childhood Deborah CodyMPISD Literacy Center Debbie MaloneSchool DirectoryMount Pleasant High School (9-12) 2110 North Edwards 903-575-2020 Principal Susy WynnAssistant Principals Donald Patton Jason MarshallTerry Giddens David TysonCounselors Mary Gail Karkoska Tracy JohnsonDanny Welch Kelly CowanMount Pleasant Junior High School (7-8) 2801 Old Paris Road 903-575-2110 Principal Lee ClayAssistant Principals Ronnie Holloway Estelle DeloneyCounselors Carmen Shavers Cherri StrausWallace Middle School (5-6) 504 Dunn Street 903-575-2040 Principal Rodney HuffmanAssistant Principal John WilhiteCounselor Vicki SinclairFrancis Corprew Intermediate School (3-4) 909 School Street 903-575-2050 Principal LaWanda McCowanAssistant Principal Garry DoddCounselor Ann AllenVivian Fowler Elementary School (K-2) 502 North O’Tyson903-575-2070 Principal Gwen RobertsCounselor Debra WilliamsonE.C. Brice Elementary School (K-2) 311 Cedar 903-575-2057 Principal Regina ConroyCounselorAnnie Sims Elementary (K-2) 1801 East First Street 903-575-2062 Principal Bruce GearingCounselor Pam McCainTitus County Head Start (EC and Pre K) 1602 West Ferguson 903-575-2092 Director/Principal Deborah CodyTitus County Early Head Start 201 Gibson 903-577-7645 Director Shelley DerrickMPISD Community Learning Center 201 Gibson 903-575-2130 Director Debbie MaloneEmploymentEqual employment opportunityPolicy DAAThe Mount Pleasant ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each appli cant’s job qualifications, experience, and abilities.Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or military st atus should contact the Superintendent’s Office. Employees with questions or concerns about discrimination on the bases of a disability should contact the Superintendent’s Office.Job vacancy announcementsPolicy DCTo the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building.Employment after retirementIndividuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their benefits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet certain strict conditions. Retirees may work in the following capacities without a loss of retirement benefits:As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded. As a full-time bus driver (early age and disability retirees excluded).As a substitute at no more than the established daily substitute pay rate (Individuals receiving disability retirement benefits may not work for more than 90 days in a school year.)On a half-time or less basis during any month, provided they are not also employed as a substitute in that month. Half-time employment canno t exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month. Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restrictions.Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their annuities. Acute teaching shortage areas are determined by the Board of Trustees based on Commissioner of Education guidelines.When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eligible for full TRS, benefits a retiree must meet the following criteria: Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisionsHave a 12-month continuous break in public school service since retirementBe appropriately certified for the position in the applicable school yearEmployees can contact the MPISD Human Resources Office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web().Contract and noncontract employmentPolicies DC, DCA, DCB, DCC, DCD, DCEState law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board of Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive probationary contracts during their first year of employment if they have not been previously employed by the district. Former employees who are hired after at least a two year lapse in district employment also may be employed by probationary contract. The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experience, the probationary period will be three school years, with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.Term and continuing contracts.Full-time professionals employed in positions requiring certification and nurses will be employed by term or continuing contracts after they have successfully completed the probationary period. Mount Pleasant ISD has no teachers employed through continuing contract. Cam-pus principals and central office administrators are employed under two-year term contracts. Terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.Payroll Information. Before a paycheck can be issued to a new employee, all required forms must be completed and on file with the Payroll Department and/or the Personnel Department.Searches and alcohol and drug testingPolicy DHENoninvestigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee isunavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may s earch the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or worksites or used in district business.Employees required to have a commercial driver’s license. Any employee who is required to have a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the MPISD Human Resources Office.First aid and CPR certificationPolicy DBAHead marching band directors, head coaches, or chief sponsors of an extracurricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district or the University Interscholastic League must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification. Reassignments and transfersPolicy DKAll personnel are subject to assignment/reassignment by the Superintendent. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus. When reassignments are due to enrollment shifts or program changes, the Superintendent has final placement authority. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a re-assignment may follow the process for employee complaints as outlined in policy DGBA (Local). Employees with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. Teachers requesting a t ransfer to another campus before the school year begins must submit their request by June 1 of that year. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the employee’s supervisor and must be approved by the receiving supervisor. All such transfers are subject to approval by the Superintendent of Schools.Workload and work schedulesPolicy DLProfessional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.Classroom teachers will have planning periods for instructional preparation and conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students one day a week when no other personnel are available.Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.Notification of parents regarding qualificationsPolicy DBA, DK, EHBDTexas law requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. Inappropriately certified or uncertified teachers includes individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. No later than the 30th instructional day after the date of assignment the Superintendent or designee will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.In schools receiving Title I funds, the District is also required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by a teacher who is not highly qualified. Employees who have questions about their certification status can call the MPISD Human Resources Office.Performance evaluationPolicy DN, DNA, DNBEvaluation of a n employee’s job performance is be a continual process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to。

爱浦信员工手册(中英文版本)深圳爱浦信电子有限公司员工手册Shenzhen Applessun Electronics Co., LTDEmployee Handbook二零一三年四月April, 201312员工手册Employee Handbook 目录TABLE OF CONTENTS欢迎加入爱浦信Welcome to Applessun第一节：公司介绍SECTION 1: ABOUT THE COMPANY1.1 爱浦信电子About Applessun 1.2 爱浦信使命Applessun Mission 1.3 爱浦信训言Rules of the Road 1.4爱浦信文化的构成要素Applessun Culture Elements1.5如何在爱浦信获得成功How to succeed in Applessun第二节：雇佣标准SECTION 2: EMPLOYMENT STANDARDS2.1 劳动合同Employment Contract 2.2试用期34员工手册Employee HandbookProbation2.3 附加雇佣条款Additional Employment Terms 2.4 工作时间Work Hours 2.5 考勤和准时出勤Attendances and Punctuality2.6 休假申请和批核程序Leave Request and Approval Procedure 2.7 加班Overtime 2.8 个人资料变更Report Change of Personal Data 2.9 员工厂证Employee Badge 2.10 纪律惩戒政策Disciplinary Policy 2.11 辞职Resignation第三节:薪资SECTION 3: COMPENSA TION3.1 基本工资Base Salary 3.2津贴员工手册Employee Handbook Allowance3.3 年终双薪Y ear End Bonus 3.4 利润分享Profit Sharing 3.5 工资结算周期Payroll Cycle 3.6 个人收入所得税Individual Tax第四节：福利SECTION 4: EMPLOYEE BENEFITS4.1 法定社会保险Statutory Social Insurance 4.2 公众节假日和假期Public Holiday and Leave 4.3 医疗福利Medical Benefit 4.4 膳食Meal 4.5 宿舍Dormitory 4.6 节日礼物/结婚贺金Festival Gift/Wedding 4.7春节交通津贴 5 6员工手册Employee HandbookTransportation Allowance for CNY 4.8员工活动Employee Activities 4.9 员工服务奖Employee Service-recognized Reward第五节：培训和发展SECTION 5: TRAINING AND DEVELOPMENT5.1概述General Requirement 5.2 入职培训和爱浦信化培训Orientation/Applessunization 5.3 与职位相关的培训Job Specific Training 5.4 培训协议Training Agreement 5.5 员工教育资助计划Employee Degree Program 5.6 绩效评估Performance Review5.7 内部员工聘任计划Internal Opportunity Program (IOP)员工手册Employee Handbook 第六节：健康、安全和环境SECTION 6: HEALTH, SAFETY AND ENVIRONMENT6.1 工业安全Industrial Safety 6.2 个人防护设备Personal Protective Equipment 6.3 事故Accidents 6.4 环境政策Environment Policy 6.5职业安全与健康方针Occupational Safety and Health Policy6.6 5S 管理5S Housekeeping 6.7 门禁和安全指引Access control and Security Guideline 6.8 访客程序Visitor Procedure 6.9公司物品Company Property第七节: 质量SECTION 7:QUALITY78员工手册Employee Handbook7.1 质量方针Quality Policy7.2个人静电防护规则Basic Personal ESD Rules第八节：员工沟通SECTION 8: COMMUNICA TION8.1广开言路政策Open Door Policy 8.2 季度业绩回顾Quarterly Business Review 8.3 圆桌会(茶话会)Roundtables (Tea Talk) 8.4 通告栏Notice Boards 8.5 生产部―开拉‖会议Manufacturing ―start of shift‖meetings8.6 爱浦信ApplessunWeb8.7 爱浦信道德规范热线Applessun Integrity Hotline员工手册Employee Handbook 欢迎加入爱浦信Welcome to join Applessun祝贺你加入爱浦信！不论你的职位，你现在已成为爱浦信大家庭中的重要一员；爱浦信的成功依赖于你的工作和热情。

Contract:试用期期限将按照劳动合同期限决定:Term from three months to one year: probation period is one month.劳动合同期限由三个月至壹年员工, 其试用期为壹个月.Term from one year to two years: probation period is two months.劳动合同期限由壹年至两年员工, 其试用期为两个月.Term from two years to three years: probation period is three months.劳动合同期限由两年至叁年员工, 其试用期为叁个月.Term over three year: probation period is six months.劳动合同期限超过叁年员工, 其试用期为陆个月.3-4Formal hiring正式聘用3-4.1HR & Adm Department will release a Evaluation for Qualified Employees During Probation Period 15 Days before the probation periodis expired to the employee’s direct supervisor.员工试用即将期满时,行政人事部将会发试用期满合格人员评鉴表,由试用期员工所属部门及相关人员评鉴;3-4.2The qualified employees will be hired as official employees and a confirmation letter will be issued to the employee.评鉴合格的将会被邀请成为正式员工。

员工手册Employee Manual目录Table of contents第一章总则Chapter 1 General第二章考勤管理规定Chapter 2 Work Attendance Regulation第三章福利制度Chapter 3 Welfare regulation第四章薪酬制度Chapter 4 Salary Regulation第五章考核规定Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage第十章保密制度Chapter 10 Confidential Regulation第十一章奖惩制度Chapter 11 Reward and Punishment Regulation总则General第一条为规范公司的人事管理，特制定本规定.Article1 these regulations are specially stipulated to serve the need of standardizing the company’s personnel management。

第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理.Article2 Staff recruitment, attendance, Leave ＆Holiday, code of conduct, etc matters in the company will be in accordance with these regulations。

PIC Sample Company Policies And ProceduresJanuary 2004Printing Industries of California 5800 South Eastern Avenue, Suite 400P.O. Box 910936Los Angeles, CA. 90091-0936Cost-PIC Member FreeFebruary 3, 2004Non-Member $300 PURPOSE OF THIS SAMPLEPrinting Industries of California (PIC) recognizes the value of well-written company personnel policies and procedures. Over the years PIChas published sample employee handbook language covering basicemployment policies. Members have used this language as a guide increating written policies and procedures covering the company’semployment practices and philosophies.This publication, like others before it, does not claim to be all-inclusive or a final product. New State and Federal laws and legaldecisions will require this sample to be updated, along with thecompany's employee handbook, to reflect these changes. Further, eachcompany must develop an employee handbook, which reflects the employmentpractices unique to the company's operation and philosophies.Consequently, a publication such as this sample must be flexible andopen ended to accommodate these differences in employment practices andphilosophies.In initiating or revising your company personnel policies or employeehandbook, do not hesitate to call Doug Moore, Vice President of HumanResources, for assistance.Although an effort has been made to provide sample language, which isconsistent with applicable law, employers using this or other languagemay wish to have a labor attorney review their employee handbook beforepublication.PIC would like to extend a special thanks to the Employment LawDepartment at the law firm of Silver & Freedman. They have provided agood portion of the language contained in this sample handbook andreview its contents from time to time.(EDITOR’S NOTE: HEALTH BENEFITS FOR EMPLOYEES ON WORKERS’COMPENSATION DISABILITY AND OTHER LEAVES)The California Workers’ Compensation Appeals Board (WCAB) has decided in Navarro v. A&A Farming that an employer whose personnel policy terminated benefits after a stated period could apply the policy to persons on temporary Workers’ Comp disability. A&A Farming obtained its coverage from the Western Growers Trust, a California licensed MEWA, as is the PIASC, PINC and PIASD Benefit Trusts, so it is clear that the decision applies to those firms who obtain health coverage from the PIASC, PINC or PIASD Benefit Trusts. Firms that do not obtain their coverage from the Benefit Trust may probably rely on the same decision, but it is less certain. If health coverage ceases under such a policy, affected employees (in firms of two or more employees) become eligible for COBRA extension.Companies can choose to make employer payments for more or less time than the 12 weeks suggested in the sample language with the following exceptions: Companies covered by the Family and Medical Leave Act must pay for at least 12 weeks, and all companies must pay for up to 31 days for employees activated for military service. The company’s policy of payments should be the same for all leaves the company grants so as not to be discriminatory.TABLE OF CONTENTSPAGEIntroduction (6)History of Company and Marketing Services Performed…………………………..6 Foreword (6)Your Industry (7)Reference Checks……………………………………………………………………7Background Checks and Consumer Reports….……………………………………7Terms of Employment (8)Employee Classification (8)Independent Contractor, Agency Temp or Leased Personnel (9)Employment of Relatives (9)Non–Harassment Policy (9)Solicitation and Distribution Rule (11)Equal Employment Policy (11)Reasonable Accommodation for Disabilities, Pregnancy and Lactation…………… .. 12Immigration Reform and Control Act (13)Off-Duty Employees (13)Conflict of Interest …………………………………………………………………..13Off Duty Conduct………………………………………………………………..13PersonalInvolvement (14)Appearance and Courtesy ………………………………………………………… ...14 Advancing With the Company (14)Performance Evaluations (14)Promotions (14)Open Door Policy (14)Rumors (15)Customer Property (15)Confidentiality and Non-Disclosure (15)Company Equipment Monitoring, Access and Inspection (16)Voice Mail, E-mail & Computer Files (16)Hours of Work –Workweek (17)Excessive Tardiness/Absenteeism ……………………………………………………18 Working Conditions (18)Pay Day (18)Hours of Work (18)Time Records (18)Overtime Authorization and Requirement ……………………………………….19Holiday Pay (19)Vacation Pay (19)Sick Leave Pay (20)Overtime Pay (21)Reporting Time Pay (22)Uniforms (22)Meal Period (22)BreakPeriods (23)Insurance Programs (Required by Law) ……………………………………………..23Workers' Compensation ………………………………………………………….23Workers' Compensation Fraud (23)State Disability Insurance ……………………………………………………….23Paid Family Leave Insurance (24)State Unemployment Insurance ……………………………………………… ...24Federal Social Security (F.I.C.A) ……………………………………………24Profit Sharing, 401 k or Pension Plan (25)Comp any Health/Life Insurance (25)Employee Purchases (25)Time Off To Vote (25)Jury Duty Time Off........... (25)Judicial Leaves (25)Court Appearances……………………………………………………………….25Domestic Violence or Sexual Assault (26)Victims of Crime (26)Bereavement Time Off (26)School Activities Time Off (27)Literacy Education Time Off (27)Leaves of Absence (27)Compensation and Benefits Accruals While on Leave of Absence (27)Non-Retaliation…………………………………………………………………28Personal (Non-Industrial) Leave of Absence (28)Family and Medical Care Leave of Absence (29)Pregnancy/Childbirth Leave of Absence ………………………………………30Industrial Medical Leave of Absence ………………………………………….31M ilitary Leave of Absence …………………………………………………….32Physical Examinations Following A Leave…………………………………………..33Personal Loans ……………………………………………………………………..34Personal Mail and/or Telephone Calls (34)Bulletin Board (34)Good Housekeeping (34)Radios In Work Areas (34)Keep Your Record Up To Date (34)Request For Payroll Records…………………………………………………………35Health Insurance portability and Accountability Act (HIPAA) (35)Personnel Records (35)Loss of Company Property (35)Company Work Rules (36)Your Safety (37)Hazardous Substance Training (37)Injury and Illness Prevention Program (37)Smoking Restriction (37)Workplace Security Policy ……………………………………………………….….37Safe Operation of Vehicles (38)Standards of Conduct (39)Company Safety Rules (40)Life Threatening Diseases……………………………………………………………..42Blood-borne Pathogens (43)Reporting On the Job Injuries or Illnesses (43)Emergency Medical Service (43)First Aid (43)Fire Extinguishers (44)Employee Handbook Revisions (44)Receipt and Acknowledgement for Employee Handbook ……………………………44INTRODUCTIONThis is your employee handbook. It was prepared for you to help you better understand what you can generally expect from <______________________>. This handbook replaces any and all earlier personnel or employee handbooks, policies and procedures, benefit statements, and memoranda, whether written, oral or established by practice.The information in this handbook is important to all of our employees. Read the manual now and keep it in a convenient place. You will want to refer to your handbook when you have questions about company policies and benefits.Naturally, you won’t find answers to all your questions in the handbook. It is neither a law book nor a catalog of personnel policies. Inpreparing this handbook, we have not tried to give you the minute details of each policy. Instead, we have attempted to present a summary of some of the more important policies. No written statement, no matter how complete, can be a substitute for direct daily contact with your immediate supervisor.Throughout your handbook, you will be urged to check with your supervisor or<_______________>for complete information on employee policies and benefits. This advice is continually repeated because its importance can’t be overemphasized.If your supervisor or <____________> doesn’t have an immediate response to your question, he or she will get the information you seek and pass it along to you promptly.Circumstances will obviously require that the policies, practices and benefits described in the handbook change from time to time. The company reserves the right to amend, modify, rescind, delete, supplement or add to the provisions of this handbook as it deems appropriate from time to time in it’s sole and absolute discretion. However, no amendment or modification of the “Terms of Employment” provisions of this handbook shall be effective unless made in writing, and signed by the President of the company. The company will attempt to provide you with notification of any other changes as they occur.HISTORY OF COMPANY AND MARKETING SERVICES PERFORMED<_____________________________________________________________________>FOREWORDOur employee handbook is a tool to help promote a cooperative and healthy atmosphere, to spell out policies relative to hours, wages, conditions of employment and to provide for the administration of these policies in the interests of all concerned, in keeping with conditions in our area and industry.We are presenting this employee handbook because we feel that if you understand basically what is expected of you, and what you may expect of the company, we shall have an organization which better meets the needs of our customers.The statements as set forth in this book have not been arbitrarily established. Each of them has a sound background of common sense basedon the experiences of this company. Employees have suggested many and we will further welcome suggestions from you that will aid in maintaining a constructive and harmonious relationship.Our single most common goal must be to work together to meet the needs of our customers, remembering our customers are mutually our most important asset.YOUR INDUSTRYThe printing industry is one of the largest and most important manufacturing industries in the United States. It is closely related to every other industry. In its production it borrows from agriculture, the extractive industries, and the machinery, electrical, and computer industries; in its distribution it utilizes the modern agencies of advertising, communication and transportation; in its usefulness it is the service industry of all.California has grown into the number one print-producing industry in the nation. The printing industry, in fact, is the largest manufacturing sector in California in number of firms. When the allied industries of commercial printing, publishing, reprographics and various specialty printing were added together in 2001, they produced 14.8 billion in the state’s economy and employed 111, 356 people.Despite the fact that it is classified as a trade in the minds of many people, printing is one of the arts. It is a branch of the Graphic Arts field and as such is the means of preservation of all the other arts known to humanity.REFERENCE CHECKSTo ensure that individuals joining the Company are qualified and have the potential to be productive and successful, the Company will check the employment references of all applicants. Every offer of employment is contingent upon the appropriate completion of a reference check.No references will be given concerning any present or past employee of the company unless the Company has received a written request for such a reference. Only _____________________________ may respond to a request for a reference. Such response will only confirm the dates of employment and position held, and will be in writing. If an employee has given written authorization, the Company will also provide information on the amount of salary or wages earned by the employee.BACKGROUND CHECKS AND CONSUMER REPORTSThe company may require your consent to obtain a consumer report in connection with your initial application for employment, your application for a new postion in the Company, or an investigation into possible wrongful conduct by you. A consumer report may contain information regarding your credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics, or mode of living. The company will use this information for employment purposes only.Refusal to authorize the obtaining of a consumer report by the Company may be a basis for denial of employment or other adverse employment action. The content of the consumer report may also be the basis for denial of employment, denial of a particular job position, or other adverse employment action. You will be advised if the Company elects to take adverse employment actions against you based in whole or in part on a consumer report.Unless you are suspected of wrongdoing, before requesting the consumer report, the Company will notify you of its intent to make the request. The Company will provide you with the name and address of every credit-reporting agency from which the Company may obtain the consumer report. If you specifically request a copy, within three days of the Company receipt of the report, you will be provided with a copy free of charge.TERMS OF EMPLOYMENTDespite any disciplinary procedures or company rules, standards of conduct or regulations, your employment is “at will” which means “the relationship between employer and employee may be terminated by either party ‘unilaterally’ at any time, with or without notice, for any reason, or for no reason at all”. This handbook contains the entire agreement between you and the company as to the duration of employment and the circumstances under which employment may be terminated.Further, the company can demote, transfer, suspend or otherwise discipline an employee in its sole and absolute discretion. Nothing in this handbook, or any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment, or for continued or indefinite employment at a specific position or rate of pay.Only the President of the company has any authority to enter into any agreement contrary to the “Terms of Employment” stated in this policy, and such an agreement would have to be in writing and signed by the President.EMPLOYEE CLASSIFICATIONSYou will be advised of your employee classification at the time of hire, promotion, transfer, or if any other change in your position with the company occurs. Since all employees are hired for an unspecified duration, assignment to any of these classifications does not guarantee employment for any specific length of time. Regardless of classification, employment is at the mutual consent of you and the company. Accordingly, either you or the company can terminate the employment relationship at will, at any time, with or without notice.Full -Time Employees -are those normally scheduled for 40 hours of work per week.Part - Time Employees - are those normally scheduled to work less than 40 hours of work per week. Part-time employees are not eligible for company fringe benefits available to full-time employees.Casual Employees - are those who are hired on that basis and work for a special job and/or period of time. Such employees are not eligible for company fringe benefits available to full-time employees.Non-Exempt Employees - Those employees who are subject to the provisions of federal and state law requiring the payment of overtime are considered to be non-exempt.Exempt Employees - Those employees who are not subject to the provisions of federal and state law requiring the payment of overtime are considered exempt. Exempt employees, in our industry, normally include professional, executive, administrative and certain outside sales personnel.INDEPENDENT CONTRACTOR, AGENCY TEMP OR LEASED PERSONNELAn independent contractor, agency temp or leased individual is any person who is classified by the company as such,as evidenced by the company’s failure to withhold taxes from their compensation. Independent contractors, agency temps or leased employees are not employees of the company. Even if the person is later reclassified by anaction of a court or administrative agency as an employee of the company, he or she is not eligible for any retroactive company sponsored benefits.EMPLOYMENT OF RELATIVESOur company permits employment of relatives. However, the employment of relatives in the same department can create a conflict of interest. Therefore, immediate family members (see definition below) should not work in the same department for the same supervisor, or for a supervisor who is an immediate family member. Working in the same department for a different supervisor is permitted.Immediate family members include spouse, in-laws, step relatives, domestic partner, parent, child or stepchild, sister or brother.NON-HARASSMENT POLICYHarassment in employment, including sexual, racial, and ethnic harassment, as well as any other harassment forbidden by law, is strictly prohibited by the Company. Employees who violate this policy are subject to discipline, including possible termination.Racial, ethnic and other forms of prohibited harassment include, but is not limited to:1.Visual conduct, including displaying of derogatory objects orpictures, cartoons, or posters;2.Verbal conduct, including making or using derogatory comments,epithets, slurs, and jokes;In addition, sexual harassment is defined by the regulations of the Fair Employment and Housing Commission as unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature. Sexual harassment includes gender harassment and harassment on the basis of pregnancy, childbirth, or related medical conditions, and also includes sexual harassment of an employee of the same gender as the harasser. This includes, but is not limited to, the following types of offensive behavior:1.Unwanted sexual advances;2.Offering employment benefits in exchange for sexual favors;3.Making or threatening reprisals after a negative response to sexualadvances;4.Visual conduct, including leering, making sexual gestures, displayingof sexually suggestive objects or pictures, cartoons, or posters;5.Verbal conduct, including making or using derogatory comments,epithets, slurs, and jokes;6.Verbal sexual advances or propositions;7.Verbal abuse of a sexual nature, graphic verbal commentaries about anindividual's body, sexually degrading words used to describe anindividual, suggestive or obscene letters, notes, or invitations;8.Physical conduct, including touching, assault, impeding or blockingmovements.Examples of sexual harassment include (a) an employee being fired or denied a job or an employment benefit because the employee refused to grant sexual favors or because he or she complained about the harassment;(b) an employee reasonably quitting his or her job to escape harassment;or (c) an employee being exposed to a hostile work environment.The Company will take all reasonable steps to prevent harassment from occurring and will take immediate and appropriate action when the Company knows that unlawful harassment has occurred.If you have been harassed by a co-worker, supervisor, agent, vendor or customer, or if you believe that another employee has been harassed, you have a duty to promptly report the facts of the incident or incidents, and names of the individuals involved, to (Option: Human Resources.) (Option:______________________or _____________________.)The matter will be immediately and thoroughly investigated, and confidentiality will be maintained to the extent possible. After reviewing the evidence, a determination will be made concerning whether reasonable grounds exist to believe that harassment has occurred. It is the obligation of all employees to cooperate fully in the investigation process. The Company considers any harassing conduct to be a major offense which can result in disciplinary action for the offender, up to and including discharge.The Company will take action to deter any future harassment. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing harassment to the attention of management. The persons involved will be advised of the determination if appropriate.The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about harassment from any further acts of harassment, coercion or intimidation, and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged harassment.If any employee believes that the above procedure has not resolved his or her situation, that employee may contact the California Department of Fair Employment and Housing (DFEH) at (916) 445-9918 to determine the location of the branch of the DFEH that is nearest to the employee to file a claim within one year of the date that the harassment occurred. The DFEH serves as a neutral fact-finder and will attempt to assist the parties to voluntarily resolve their dispute. In the event that the DFEH is unable to obtain voluntary resolution and finds that harassment has occurred, the Fair Employment and Housing Commission (FEHC) may hold a hearing and award reinstatement, backpay, and monetary damages.No action will be taken against any employee in any manner for opposing harassment or for filing a complaint with, or otherwise participating in an investigation, proceeding or hearing conducted by the DFEH or the FEHC with respect to harassment.SOLICITATION AND DISTRIBUTION RULEIn order to prevent disruptions in the operation of the company, and in order to protect employees from harassment and interference with their work, the following rules regarding solicitation and distribution of literature on company property must be observed.Employees: During working time, no employee shall solicit, or distribute literature to another employee for any purpose. “Working Time” refers to that portion of the working day in which the employee is supposed to be performing actual job duties; it does not include such times as lunchtime, break time, or time before or after a shift.Thus, no employee who is on “working time” shall solicit or distribute literature to another employee. No employee who is on “non-workingtime” shall solicit or distribute literature to an employee who is on “working time”.No employee shall distribute literature to another employee for any purpose in working areas of the company.No employee shall solicit, or distribute literature to any visitors at any time for any purpose.Non-Employees: Persons who are not employed by the company shall not distributeliterature or solicit employees or visitors at any time for any purpose on companygrounds or inside the company plant or office.EQUAL EMPLOYMENT POLICYThe Company is an equal opportunity employer and makes employment decisions on the basis of merit. We want to have the best available people in every job. Therefore, the Company does not discriminate, and does not permit its employees to discriminate against other employees or applicants because of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, marital status, national origin, citizenship, veteran status, ancestry, age, physical or mental disability (an impairment that limits a major life activity), medical condition (cancer-related), genetic characteristic, or any other consideration made unlawful by applicable laws. Equal employment opportunity will be extended to all persons in all aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training, promotion, transfer, discipline, layoff, recall and termination.If you believe that you or another employee has been subjected to any form of unlawful discrimination, you have a duty to promptly report the facts of the incident or incidents, names of the individuals involved, and the names of any witnesses to (Option: Human Resources.) (Option:______________________or _____________________.)The matter will be immediately and thoroughly investigated, and confidentiality will be maintained to the extent possible. After reviewing the evidence, a determination will be made concerning whether reasonable grounds exist to believe that discrimination has occurred.It is the obligation of all employees to cooperate fully in the investigation process. The Company considers any conduct based onunlawful discrimination to be a major offense which can result in disciplinary action for the offender, up to and including discharge.The Company will take action to deter any future discrimination. In addition, disciplinary action will be taken against any employee who attempts to discourage or prevent another employee from bringing discrimination to the attention of management. The persons involved will be advised of the determination if appropriate.The Company wants to assure all of its employees that measures will be undertaken to protect those who complain about discrimination from any further acts of discrimination, coercion or intimidation, and from retaliation due to their reporting an incident or participating in an investigation or proceeding concerning the alleged discrimination.REASONABLE ACCOMMODATION FOR DISABILITIES, PREGNANCY, AND LACTATIONDisability Accommodation: The company will make reasonable accommodations for the known physical or mental disabilities of an otherwise qualified applicant for employment or employee, unless undue hardship would result. Any applicant or employee who requires accommodation in order to perform the essential functions of a job should contact <__________________>. The applicant or employee should advise the company what accommodations he or she believes are needed in order to perform the job. Together with the applicant or employee, the company will engage in an interactive process to determine effective, reasonable accommodations, if any. If such an accommodation is possible and will not impose undue hardship upon the company, the company will make the accommodation.The company also reserves its right to require an employee to undergo a fitness for duty medical examination, at the company’s expense, if the company believes or suspects that the employee may not be able to perform the essential duties of the job without risk of harm to him or herself or others. In such an instance, the company will so advise the employee, in writing, of the need for the examination. Depending on the situation, the company reserves the right to suspend employment pending the results of the examination.Pregnancy Accommodation: A pregnant employee may request a reasonable accommodation of her condition upon presentation of a doctor’s written certification attesting that the accommodation request is upon the doctor’s advice. Such an accommodation may include, but is not limited to, a transfer to a less strenuous or hazardous position. If such atransfer can be reasonably accommodated, a pregnant employee will be transferred for the duration of her pregnancy.However, the company will not undertake to create additional employment that the company would not otherwise have created to meet its own business needs.The company will not be required to discharge any employee, transfer any employee with more seniority than the pregnant employee, or to promote any employee who is not qualified to perform the job. Upon transfer, an employee will receive the salary and benefits, which are regularly provided to employees in the position to which the employee has transferred.Lactation Accommodation: Employees who wish to express breast milk at work may request a reasonable accommodation to do so, which may include increased break time and privacy.IMMIGRATION REFORM AND CONTROL ACTThe Immigration Reform and Control Act requires all individuals pass a verification procedure, including the completion of an “Employment Verification Form”, before they are permitted to work. This verification procedure requires that all new employees provide satisfactory evidence of identity and legal authority to work in the United States that comply with the requirements of the Immigration law.If an employee has provided right to work documentation that has an expiration date, updated documentation must be given to the Company before this expiration date.OFF-DUTY EMPLOYEESAll employees are required to leave the company property at the end of their regular working hours. You are not permitted to return to the company until the start of the next workday without permission of management or unless your supervisor calls you back for extra work or asks you to work overtime.CONFLICT OF INTERESTEmployees are required to avoid any conflict of interest during their employment by the company. Any involvement that conflicts with an employee’s duties or responsibilities or affect the employee’s judgment in making a decision affecting the company will be considered a conflict of interest. This includes any direct or indirect business, management or financial interest or activity, whether or not for。

员工手册Employee Manual目录 Table of contents第一章总则 Chapter 1 General第二章考勤管理规定 Chapter 2 Work Attendance Regulation第三章福利制度 Chapter 3 Welfare regulation第四章薪酬制度 Chapter 4 Salary Regulation第五章考核规定 Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理 Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度 Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage第十章保密制度 Chapter 10 Confidential Regulation第十一章奖惩制度 Chapter 11 Reward and Punishment Regulation总则 General第一条为规范公司的人事管理，特制定本规定.Article1 these regulations are specially stipulated to serve the need of standardizing the company's personnel management.第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理.Article2 Staff recruitment, attendance， Leave ＆ Holiday, code of conduct， etc matters in the company will be in accordance with these regulations.第三条本公司各级员工，均应遵守本规则各项规定.Article3 Company employees at all levels shall comply with these regulations.考勤管理规定 Work Attendance Regulation第一条作息时间 Article1 work and rest time一、公司实行八小时工作制，标准工作日为一周五天，周一至周五，周六、周日为公休日。

员工手册EmployeeHandbook（中英双语版50页）员工手册Employee Handbook致员工书?Letter to All Employees亲爱的同仁们:Dear Colleagues,欢迎您加入XXX这个大家庭。

您的加入，让我们的团队更加充满活力。

我希望您为自己的选择感到骄傲，我们也相信XXX将成为您聪明才智得以发挥并有所成就的坚实平台。

您将在XXX与其他600多位同事共同致力于打造全中国最高端的世界级汽车。

在您做好本职工作的同时，您还扮演着实现您的部门以及整个XXX愿景与使命的重要角色。

Welcome to joining XXX., the big family! We are thrilled to have you to share your positive energy. I hope you are proud of your decision today, and we are convinced that XXX can be the very stage to showcase your talent and achieve your dreams. You will be working closely with over 600 colleagues to create high-end, world-class Automotive in China. We expect each and every one of you to play an important role in implementing the vision & mission of XXX as well as of your own department.此员工手册为您在您的工作中履职提供了基本框架，提供了公司相关的人力资源各项政策和指导原则：员工福利待遇、员工的权利和义务以及必须遵守的公司规定规程，将为您的日常工作带来帮助。

深圳市X X X X科技有限公司LIGHTNING OPTOELECTRONIC TECHNOLOGY (SZ) Co., LTD.员工手册Employee handbook编号:Lightning/HR-001Serial number: Lightning/HR-001版次:A/1Edition: A/1审核:xxxReviewed by:xxx批准:xxxApproved by:xxx生效日期:2014年1月1日Effective date: Jan 1,2014员工手册Employee manual1.人力资源部致辞(Address by the human resource department) (4)2.公司简介(Company introduction) (5)3.适用范围(Scope of application) (6)4. 员工聘用政策(Employee recruitment policy) (7)4.1 职级制度(Job grade system) (7)4.2 工作时间(Working time) (7)4.3 合同期及试用期(Contract period and probation period) (8)4.4 培训、升职和调动(Training, promotion and transfer) (9)4.5 劳动关系的终止和解除(Termination and cancellation of labor relation) (13)4.7 降职(Demotion) (14)4.8 公司制度和程序（Company Policies and Procedures，CPP） (14)4.9 人事记录(Personnel records) (115)5. 薪酬(Remuneration) (15)5.1 工资发放(Salary payment) (15)5.2 绩效奖金Performance bonus (15)5.3 加班(Overtime) (16)5.4 个人所得税(Individual income tax) (16)6. 休假和假日(Vocation and holiday) (17)6.1 法定假日(Statutory holiday) (17)6.2 年假(Annual vocation) (20)6.3 病假(Sick leave) (20)6.4 其他假期(Other leave) (22)6.4.1 婚假(Marriage leave) (22)6.4.2 产假(Maternity leave) (23)6.4.3 陪产假(Paternity leave) (23)6.4.4 丧假(Funeral leave) (23)6.4.5 妇女节(Women’s Day) (23)6.5 无薪假期(Unpaid leave) (24)7. 公司福利(Company welfare) (24)7.1 社会保险(Social security) (24)7.2 法定住房公积金(Statutory housing fund) (24)8. 员工表彰奖励计划(Employee rewarding plan) (24)8.1 员工主要奖励(Employee rewarding is as follows) (24)8.2 员工俱乐部(Employees club) (24)9. 培训和发展(Training and development) (25)9.1 新员工培训(New employee training) (25)9.2 公司内部培训/在职培训(Company internal training/in-job training) (25)10. 交流沟通(Communication) (26)10.1 内部交流沟通(Internal communication) (28)10.2 对外交流沟通(Communication to outside) (28)10.3 名片(Name card) (28)11. 保密(Confidentiality) (27)12. 工作纪律(Work discipline) (28)12.1 警告处分(Warning ) (30)12.2 记小过处分(Minor offence) (33)12.3 记大过处分(Major offence) (33)12.4 开除或辞退处分(Dismissal or discharge ) (35)13. 健康与安全(Health and safety) (37)14. 修改(Modification) (40)员工代表确认签名(Signature of employee representative) (42)员工确认声明(Employee Confirmation Statement) (43)1.人力资源部致辞Address by the human resource department各位亲爱的员工：To each dear employee:首先，对你们的加入表示最热烈的欢迎。

Employee Handbook员工手册Policy NO.政策编号Version 1.00版次 1.00Valid for: Company China适用于本公司中国Name姓名Date日期Signature签名Creator编制Controller审核Authorizer批准A Word from the Management管理层寄语The management of Company (China) Co., Ltd. extends a warm welcome to you.本公司（中国）有限公司管理层向您表示诚挚欢迎。

To help you settle in quickly, we have prepared this Employee Handbook to introduce you Company’s organization, history, products and services, employment policies, terms and conditions, as well as Company’s programs and activities.为了使您迅速适应工作，我们特别准备了这份《员工手册》，其内容包括本公司组织架构、历史、产品和服务、聘用政策和相关条款，以及各项公司计划与活动。

Our company understands the value and importance of human resources. We follow the tradition of Companycorporate culture which is marked by mutual respect and trust. We firmly believe that it is people who make upthis organization and its success depends on good team work. As you are now one of the key member of aunited team, you must take your responsibility and excel in your work.本公司非常重视人力资源。

EmployeeHandbook员工手册英文版Sample Employee HandbookTABLE OF CONTENTSWELCOME TO THE COMPANY (3)COMPANY PHILOSOPHY (3)O PEN-D OOR P OLICY (3)E QUAL E MPLOYMENT O PPORTUNITY (4)H ARASSMENT P OLICY (4)WORKING AND COMPENSATION (5)E MPLOYMENT ON AN A T-W ILL B ASIS (5)A TTENDANCE AND R EPORTING TO W ORK (5)W ORKDAY H OURS AND S CHEDULING (6)R ECORDING H OURS W ORKED (6)P AY P ERIOD AND P AYDAY (6)W ORKWEEK &O VERTIME (7)H OLIDAYS (7)E MPLOYMENT C LASSIFICATIONS (7)M AINTAINING Y OUR P ERSONNEL R ECORDS (8)P ERSONNEL F ILES (9)P ERFORMANCE E VALUATIONS (9)STANDARDS AND EXPECTATIONS FOR THE WORKPLACE (9) S AFETY (9)C ARE OF E QUIPMENT AND S UPPLIES (10)S MOKING AT THE W ORKPLACE (10)V IOLENCE AND W EAPONS (11)D RUG-F REE W ORKPLACE (11)R ESPONDING TO C USTOMER I NQUIRIES AND P ROBLEMS(11)A PPEARANCE AND D RESS (12)C ONFLICTS OF I NTEREST (12)C ODE OF E THICAL C ONDUCT (12)S OLICITATION AND D ISTRIBUTION (13)P ERSONAL C ALLS,V ISITS, AND B USINESS (13)B USINESS E XPENSES (13)I NSPECTION OF P ERSONAL AND C OMPANY P ROPERTY(14)N ETWORK AND E LECTRONIC R ESOURCES P OLICY (14)C ONFIDENTIAL AND P ROPRIETARY I NFORMATION (15)R ULES OF C ONDUCT AND P ROGRESSIVE D ISCIPLINARY P ROCEDURE (16)R E-E MPLOYMENT (17)M OONLIGHTING (17)BENEFITS (18)M OBILE P HONES (18)P AID T IME O FF (19)L EAVES OF A BSENCE (19)ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK (21)WELCOME TOTHE COMPANYThe Company has prepared this handbook to provide you with an overview of the Company’s policies, benefits, and rules. It is intended to familiarize you with important information about the company, as well as provide guidelines for your employment experience with us in an effort to foster a safe and healthy work environment. Please understand that this booklet only highlights company policies, practices, and benefits for your personal understanding and cannot, therefore, be construed as a legal document. It is intended to provide general information aboutthe policies, benefits, and regulations governing the employees of the company, and is not intended to be an express or implied contract. The guidelines presented in this handbook are not intended to be a substitute for sound management, judgment, and discretion.It is obviously not possible to anticipate every situation that may arise in the workplace or to provide information that answers every possible question. In addition, circumstances will undoubtedly require that policies, practices, and benefits described in this handbook change from time to time. Accordingly, the company reserves the right to modify, supplement, rescind, or revise any provision of this handbook from time to time as it deems necessary or appropriate in its sole discretion with or without notice to you.No business is free from day-to-day problems, but we believe our personnel policies and practices will help resolve such problems. All of us must work together to make the company a viable, healthy, and profitable organization. This is the only way we can provide a satisfactory working environment that promotes genuine concern and respect for others including all employees and our customers. If any statements in this handbook are not clear to you, please contact the company president or his designated representative for clarification. This handbook supersedes any and all prior policies, procedures, and handbooks of the company.COMPANY PHILOSOPHYO PEN-D OOR P OLICYIn keepin g with the company’s philosophy of open communication, all employees have the right and are encouraged to speak freely with management about their job-related concerns.We urge you to go directly to your supervisor to discuss your job-related ideas, recommendations, concerns and other issues which are important to you. If, after talking with your supervisor, you feel the need for additional discussion, you are encouraged to speak with the company president.The most important relationship you will develop at the Company will be between you and your supervisor. However, should you need support from someone other than your supervisor, the entire management team, including the company president, is committed to resolving your individual concerns in a timely and appropriate manner.。

员工手册Employee Manual目录Table of contents第一章总则Chapter 1 General第二章考勤管理规定Chapter 2 Work Attendance Regulation第三章福利制度Chapter 3 Welfare regulation第四章薪酬制度Chapter 4 Salary Regulation第五章考核规定Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage第十章保密制度Chapter 10 Confidential Regulation第十一章奖惩制度Chapter 11 Reward and Punishment Regulation总则General第一条为规范公司的人事管理，特制定本规定。

Article1 these regulations are specially stipulated to serve the need of standardizing the company’s personnel management.第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理。

Article2 Staff recruitment，attendance，Leave ＆Holiday，code of conduct, etc matters in the company will be in accordance with these regulations。