general_section_handbook[1]

Gmelin Handbook of Inorganic ChemistryA User's GuideThe Gmelin Handbook of Inorganic Chemistry (Handbuch der Anorganischen Chemie), or simply “Gmelin,” is a multi-volume collection of data and information on inorganic and organometallic compounds. Gmelin ceased publication in 1997. The 8th Edition of the Gmelin Handbook of Inorganic and Organometallic Chemistry is the most extensive printed compilation of information and data on chemical elements and their compounds and alloys. It was compiled by the Gmelin Institute, part of the Max Planck Institute, and published in over 400 volumes from 1924 to 1998 by Springer-Verlag. All information in the Handbook was derived from the primary journal and patent literature of chemistry, physics, and metallurgy, and then critically appraised and organized by chemical element and species.Although Gmelin was published over many decades, the volumes are not uniform in their currency. Some elements are represented only by slim summary volumes published in the 1930s, with no further updates. Other elements (such as Fe, B, S, F, U, etc.) have numerous supplements. In most cases, later supplement volumes focus on an element's organometallic compounds (Organische Verbindungen). Each volume indicates a literature coverage date on the back of the title page.Before 1982, Gmelin text was in German, with English tables of contents, section headings, and sidebar tabs to guide the non-German reader. After 1982 Gmelin was published in English. Gmelin is typically used to locate factual information on specific compounds via the Formula Indexes. This information includes any or all of the following for a chemical compound:•History and occurence•Formation and Preparation (Bildung und Darstellung)•Physical properties (crystallographic, optical, spectral, electrical, magnetic, mechanical, thermodynamic)•Chemical properties and reactions, electrochemical behavior, etc.•Uses, toxicology, miscellanyText is augmented by tables and graphs in many places. All information is accompanied by the source literature reference.IntroductionSince 1971, organometallics are heavily covered, except for compounds with Li, Na, K, Rb, Cs, Mg, Ca, Sr, & Ba central atoms. Those exceptions are covered in Beilstein CrossFire. Included in Gmelin are compounds with metal-carbon bonds except carbides, cyanides, cyanates, and thiocyanate.At this point, UMSL does not subscribe to the electronic version commonly known as CrossFire.Volumes published after about 1982 are in English. Though volumes prior to 1982 are inGerman, English table of contents and section headings in the page margins are provided for all but the very oldest volumes. Patrons willing to take on the challenges of using German language source are rewarded by the superb and comprehensive content of this resource. Gmelin contains such information as:Physical properties Analytical & Colloid chemistry Ore dressing Geochemistry Toxicity CrystallographyMetallography / Metallurgy / MineralogyElectrochemistryCorrosion and passivityAtomic physicsAn advantage to using Gmelin is that it covers professional literature prior to 1907 not covered by SciFinder Scholar. In addition, Gmelin often provides the actual physical data and tables rather than just a reference to the original scientific literature and patents. However, researchers should always consult both Gmelin and SciFinder Scholar as unique material will be found in both resources.How is Gmelin Organized?Gmelin is divided into 71 sets of volumes, each covering an element or, for minor elements, a group of elements e.g. rare earths. Each set has one or more main volumes and usually a number of supplemental volumes covering new information. Each element (or group of elements) is assigned a unique System Number which has no relationship to its atomic number. The numbering sequence starts with rare gases and progresses to the heavier metals. The system numbers are assigned so that the elements which commonly form cations have a higher system number than those which commonly form anions. Thus, the system arranges compounds under the most electropositive element. To find the system number for an element, consult the periodic table on the inside cover of any of the Formula Indexes.Obviously, all compounds contain 2 or more elements. Each compound is published in the set for the element with the highest system number. For example, UOCl2 is published in the Uranium volume, since the system number for U is 55, for O is 3, and for Cl is 6.How is Gmelin shelved on the reference shelves?The Gmelin volumes are organized on the reference shelves in alphabetical order according to element symbol even though each volume is labeled on the spine by the system number. It is important to first find out from the Formula Index what the element symbol and system number is before approaching the volumes. To find the system number for an element, consult the periodic table on the inside front cover of any formula index. The Gmelin system number for each element is shown in green. Note: the yellow inserts on the shelf tell you where the element group begins. The supplemental works have the abbreviation of the element on the spine of each volume.Instructions on how to use the Formula IndexThe General Formula Indexes are arranged strictly alphabetical by element symbol (Hill Convention) which cover both the main and supplemental volumes.It is best to start with the latest Formula Index Supplement, since each supplement published updates the previous edition. There are three columns in the Formula Index. The first column shows the empirical formulas arranged by alphabetical order of the element symbols and by increasing atom count (Hill Convention). The second column show the linear structural molecular formula in classic format as it appears in Gmelin text. The third column provides volume and page numbers to a particular entry.Example: Look up the compound Cl 2 OUThe formula index reads:Column 1Column 2 Column 3Cl2OU UOCl2 U: SVol.A5-224^ ^ ^| | |Hill Convention Linear (classic) Uranium Supple. Vol. A5, page 224mol. formula molecular formulaIn each volume of the Main Work and Supplement Series, there is a table of contents, in which information may also be located.I can’t read the entry! It’s in German.Earlier volumes are in German with some English captions. More recent volumes, 1982+, are in English. Use a German-English science dictionary to translate unfamiliar words. All of the foreign language dictionaries are located in the first row of the reference collection. Patterson's German-English dictionary for chemistsCassell's German - English, English - German dictionaryDictionary of chemistry and chemical engineeringBEILSTEIN (1910) / GMELIN (1926) JOURNAL ABBREVIATIONS A. / Lieb. Ann.---Annalen der Chemie (Justus Liebig's)A. Ch. / Ann. Chim.---Annales de Chemie et de PhysiqueA m. Soc. / J. Am. Soc.---Journal of the American Chemical SocietyA nn. d. Physik / Wied. Ann.---Annalen der Physik und ChemieA r. / Arch. Pharm.---Archiv der PharmazieB. / Ber.---Berichte der Deutschen Chem. GesellschaftB l. / Bl. Soc. chim.---Bulletin de la Societe Chemique de FranceC. / C.---Chemiches ZentralblattC. r. / C. r.---Comptes Rendus de l'Acad. des SciencesF r. / Z. anal. ch.---Zeitschrift fur Analytische Chemie (Fresenius)G. / Gazz.---Gazetta Chimica ItalinaJ. / Jber.---Jahresbericht uber die Fortschr. der ChemieJ. pr. / J. pr. Ch.---Journal fur Praktische ChemieM. / Monatsh.---Monatshefte fur ChemieR. / Rec. Trav. chim.---Recueil des Travaux Chim. des Pays-BasR. A. L. / Atti Linc.---Atti della Reale Accad .. Lincei (Rendiconti)S oc. / J. chem. Soc.---Journal of the Chemical Society (London)Z. a. Ch. / Z. anorg. Ch.---Zeitschrift fur Anorganische ChemieOther Reference Sources for Inorganic Chemists Comprehensive Organometallic Chemistry I & IIDictionary of Organometallic Compounds, 5 vols., 2nd ed., 1995Dictionary of Inorganic Compounds, 5 vols, 1st ed, 1992Encyclopedia of Inorganic Chemistry, 10 vols, 2nd ed, 2005。

NOTICE OF METRIC CHANGEMIL-HDBK-454NOTICE 128 May 1997DEPARTMENT OF DEFENSEHANDBOOKGENERAL GUIDELINES FOR ELECTRONIC EQUIPMENTTO ALL HOLDERS OF MIL-HDBK-454:1. THE FOLLOWING PAGES OF MIL-HDBK-454, DATED 28 APRIL 1995, HAVE BEEN REVISEDAND SUPERSEDE THE PAGES LISTED:NEW PAGE DATE SUPERSEDED PAGE DATEiii28 MAY 1997iii28 APRIL 1995iv unchanged5-128 MAY 19975-128 APRIL 199529-128 MAY 199729-128 APRIL 199564-128 MAY 199764-128 APRIL 1995Blank28 MAY 199764-2 thru -4 28 APRIL 19952. THE FOLLOWING ARE PEN AND INK CHANGES WITHIN THE HANDBOOK:a. Page 1. Paragraph 1.3. Delete and replace with the following: “1.3 Method of reference.This handbook is for guidance only. This document cannot be cited as a requirement. If it is,the contractor does not have to comply. If referenced for guidance purposes in individualspecifications, specify by referencing MIL-HDBK-454 and the guideline number and clearlyidentify that it is for guidance only and does not have to be complied with.”b. Page 1. Paragraphs 2., 2.1, 2.1.1 and 2.1.2. Delete and replace with:2. Applicable documents.2.1 General. The documents listed in the individual guidelines are those referencedwithin that guideline.2.2 Government documents.2.2.1 Specifications, standards, and handbooks The specifications, standards, andhandbooks listed in section 2 of each individual guideline forms a part of this handbookto the extent specified in the guideline. Unless otherwise specified, the issues of thesedocuments are those listed in the latest issue of the Department of Defense Index ofSpecifications and Standards (DODISS) and supplement thereto.”c. Page 30-1. Paragraph 4.1. delete in its entirety.3. RETAIN THIS NOTICE AND INSERT BEFORE TABLE OF CONTENTS.AMSC N/A AREA GDRQ DISTRIBUTION STATEMENT A. Approved for Public release; distribution is unlimited.MIL-HDBK-4544. Holders of MIL-HDBK-454 will verify that page changes and additions indicated above have been entered. This notice page will be retained as a check sheet. This issuance, together with appended pages, is a separate publication. Each notice is to be retained by stocking points until the handbook is completely revised or canceled.Custodians:Preparing Activity:Army-CR DLA-CCNavy-AS(Project number GDRQ-0127)Air Force-11Review Activity:Army-AR, AV, ME, MI, TENavy-EC, OS, SHAir Force- 17, 19, 852METRICMIL-HDK-45428 APRIL 1995SUPERSEDINGMIL-STD-454N30 JUNE 1992MILITARY HANDBOOK GENERAL GUIDELINES FOR ELECTRONIC EQUIPMENTThis handbook is for guidance only. Do not cite this document as a requirement.AMSC N/A AREA GDRQ DISTRIBUTION STATEMENT A. Approved for public release; distribution is unlimitedMIL-HDBK-454DEPARTMENT OF DEFENSEWashington DC 20360General Guidelines for Electronic EquipmentMIL-HDBK-454.1. This Military Handbook is approved for use by all Departments and Agencies of theDepartment of Defense2. Beneficial comments (recommendations, additions, deletions) and any pertinent datawhich may be of use in improving this document should be addressed to Defense Supply Center, Columbus, ATTN: DSCC-VS, 3990 E. Broad Street, Columbus, OH 43216, by using the Standardization Document Improvement Proposal (DD Form 1426) appearing at the end of this document or by letter.iiMIL-HDBK-454FOREWORD1. This handbook is the technical baseline for the design and construction of electronic equipment for the Department of Defense. It captures in one document, under suitable subject heading, fundamental design guidelines for multiple general electronic specifications. The opportunity to focus on a single document, afforded to contractors, results in substantial savings to the Government. This handbook was prepared by and is regularly updated through the cooperative efforts of Government and industry. The following Government documents are intimately associated with this handbook.MIL-STD-2036 General Requirements for Electronic Equipment Specifications.MIL-E-8189 Electronic Equipment, Missiles, Boosters and Allied Vehicles,General Specification for ( Not for New Design).DOD-E-8983 Electronic Equipment, Aerospace, Extended Space Environment,General Specification for.MIL-P-11268 Parts, Materials, and Processes Used in Electronic Equipment.MIL-HDBK-11991 Design of Electrical, Electronic, and Electro-mechanical Equipment,Guided Missile and Associated Weapon Systems.MIL-F-18870 Fire Control Equipment, Naval Shipboard, General Specificationfor.MIL-PRF-28800 Test Equipment for Use with Electrical and Electronic Equipment,General Specification for.2. This handbook is for guidance only. This handbook cannot be cited as a requirement. If it is, the contractor does not have to comply.iiiGUIDELINE 5SOLDERING1. Purpose. There are no longer DoD guidelines in soldering of electrical and electronic equipment.There are guidelines for non-electrical soldering.2. Documents applicable to guideline 5:MIL-STD-1866Soldering Process, General (Non-Electrical) (Metric)[Military Standard]3. Definitions.Not applicable.4. Guidelines.4.1 General. The guidelines of DOD-STD-1866 should be considered for non-electrical soldering ofstructures.4.2 Workmanship. Workmanship of soldered non-electrical assemblies may be checked in accordancewith DOD-STD-1866 as appropriate.5-1GUIDELINE 29ELECTRON TUBES1. Purpose. This guideline establishes that there are no longer any guidelines for electrontubes.29-1MIL-HDBK-454GUIDELINE 641. Purpose. This guideline establishes criteria for the selection and application of microelectronicdevices. These criteria are based on the objectives of achieving technological superiority, quality, reliability, and maintainability in military systems.2. Documents applicable to guideline 64:MIL-HDBK-179Microcircuit Application Handbook.3. Definitions. Not Applicable.4. Guidelines. The guidelines for use of microcircuits are provided in MIL-HDBK-179.64-1。

Chapter 5Rotorcraft Flight ManualIntroductionTitle 14 of the Code of Federal Regulations (14 CFR) part91 requires pilot compliance with the operating limitationsspecified in approved rotorcraft flight manuals, markings, andplacards. Originally, flight manuals were often characterizedby a lack of essential information and followed whateverformat and content the manufacturer deemed appropriate.This changed with the acceptance of the General AviationManufacturers Association (GAMA) specification for aPilot’s Operating Handbook, which established a standardizedformat for all general aviation airplane and rotorcraft flightmanuals. The term “Pilot’s Operating Handbook (POH)” isoften used in place of “Rotorcraft Flight Manual (RFM).”5-15-2Figure 5-1. The RFM is a regulatory document in terms of the maneuvers, procedures, and operating limitations described therein.However, if “Pilot’s Operating Handbook” is used as the main title instead of “Rotorcraft Flight Manual,” a statement mustbe included on the title page indicating that the documentis the Federal Aviation Administration (FAA) approvedRotorcraft Flight Manual (RFM). [Figure 5-1]Not including the preliminary pages, an FAA-approvedRFM may contain as many as ten sections. These sectionsare: General Information; Operating Limitations; EmergencyProcedures; Normal Procedures; Performance; Weightand Balance; Aircraft and Systems Description; Handling,Servicing, and Maintenance Supplements; and Safety and Operational Tips. Manufacturers have the option ofincluding a tenth section on safety and operational tips andan alphabetical index at the end of the handbook.Preliminary PagesWhile RFMs may appear similar for the same make and model of aircraft, each flight manual is unique since it contains specific information about a particular aircraft, such as the equipment installed, and weight and balance information. Therefore, manufacturers are required to include the serial number and registration on the title page to identify the aircraft to which the flight manual belongs. If a flight manual does not indicate a specific aircraft registration and serial number, it is limited to general study purposes only.Most manufacturers include a table of contents, which identifies the order of the entire manual by section number and title. In addition, some helicopters may include a log of changes or a revision page to track changes to the manual. Usually, each section also contains its own table of contents. Page numbers reflect the section being read, 1-1, 2-1, 3-1, and so on. If the flight manual is published in looseleaf form, each section is usually marked with a divider tab indicating the section number or title, or both. The emergency procedures section may have a red tab for quick identification and reference.General Information (Section 1)The general information section provides the basic descriptiveinformation on the rotorcraft and the powerplant. In somemanuals there is a three-view drawing of the rotorcraft thatprovides the dimensions of various components, including the overall length and width, and the diameter of the rotorsystems. This is a good place for pilots to quickly familiarizethemselves with the aircraft. Pilots need to be aware of thedimensions of the helicopter since they often must decidethe suitability of an operations area for themselves, as wellas hanger space, landing pad, and ground handling needs.Pilots can find definitions, abbreviations, explanations ofsymbology, and some of the terminology used in the manualat the end of this section. At the option of the manufacturer, metric and other conversion tables may also be included.Operating Limitations (Section 2)The operating limitations section contains only those limitations required by regulation or that are necessary for the safe operation of the rotorcraft, powerplant, systems, and equipment. It includes operating limitations, instrument markings, color coding, and basic placards. Some of the areas included are: airspeed, altitude, rotor, and powerplant limitations, including fuel and oil requirements; weight and loading distribution; and flight limitations.Instrument MarkingsInstrument markings may include, but are not limited to, green, red, and yellow ranges for the safe operation of the aircraft. The green marking indicates a range of continuous operation. The red range indicates the maximum or minimum operation allowed while the yellow range indicates a caution or transition area.Airspeed LimitationsAirspeed limitations are shown on the airspeed indicator by color coding and on placards or graphs in the aircraft. A red line on the airspeed indicator shows the airspeed limit beyond which structural damage could occur. This is called the never exceed speed, or V NE . The normal operating speed range is depicted by a green arc. A blue or a red cross-hatched line is sometimes added to show the maximum autorotation speed. [Figure 5-2]Other airspeed limitations may be included in this section of the RFM. Examples include reduced V NE when doors are removed, maximum airspeed for level flight with maximum continuous power (V H ), or restrictions when carrying an external load. Pilots need to understand and adhere to allairspeed limitations appropriate to the make, model, and configuration of the helicopter being flown.5-3Airspeed-knots0 to 130 Knots (0 to 150 MPH) continuous operation 130 Knots (150 MPH) maximum100 Knots (115 MPH) maximum for autorotation150120100208060400KNOTS46810121417AIRSPEEDMPH x 10RPM X100ROTORENGINE23451253051040201535RT405060708090100110120102030TORQUE PERCENT TURBOUT TEMP°C x 10012345 6 789Figure 5-2. Typical airspeed indicator limitations and markings.Figure 5-3. Markings on a typical dual-needle tachometer in areciprocating-engine helicopter. The outer band shows the limits of the superimposed needles when the engine is turning the rotor. The inner band indicates the power-off limits.Figure 5-4. Torque and turbine outlet temperature (TOT) gauges are commonly used with turbine-powered aircraft.Altitude LimitationsIf the rotorcraft has a maximum operating density altitude (see page 7-2), it is indicated in this section of the flight manual. Sometimes the maximum altitude varies based on different gross weights.Rotor Limitations Low rpm does not produce sufficient lift, and high rpm may cause structural damage, therefore rotor rpm limitations have minimum and maximum values. A green arc depicts thenormal operating range with red lines showing the minimum and maximum limits. [Figure 5-3]There are two different rotor rpm limitations: power-on and power-off. Power-on limitations apply anytime the engine is turning the rotor and is depicted by a fairly narrow green band. A yellow arc may be included to show a transition range, which means that operation within this range is limited due to the possibility of increased vibrations or harmonics. This range may be associated with tailboom dynamic modes.Power-off limitations apply anytime the engine is not turning the rotor, such as when in an autorotation. In this case, the green arc is wider than the power-on arc, indicating a larger operating range.Powerplant LimitationsThe powerplant limitations area describes operating limitations on the helicopter’s engine including such itemsas rpm range, power limitations, operating temperatures, and fuel and oil requirements. Most turbine engines and some reciprocating engines have a maximum power and amaximum continuous power rating. The “maximum power” rating is the maximum power the engine can generate and is usually limited by time. The maximum power range is depicted by a yellow arc on the engine power instruments, with a red line indicating the maximum power that must notbe exceeded. “Maximum continuous power” is the maximum power the engine can generate continually and is depicted by a green arc. [Figure 5-4]Manifold pressure is a measure of vacuum at the intakemanifold. It is the difference between the air pressure (or vacuum) inside the intake manifold and the relativeatmospheric pressure of the air around the engine. The red line on a manifold pressure gauge indicates the maximum amount of power. A yellow arc on the gauge warns of pressures approaching the limit of rated power.5-5Figure 5-7. One of the performance charts in the performancesection is the In Ground Effect Hover Ceiling versus Gross Weight chart. This chart can be used to determine how much weight can be carried and still operate at a specific pressure altitude or, if carrying a specific weight, detrmine that specific altitude limitation.Normal Procedures (Section 4)The normal procedures section is the section most frequently used. It usually begins with a listing of airspeeds that may enhance the safety of normal operations. It is a good idea to learn the airspeeds that are used for normal flight operations. The next part of the section includes several checklists, which cover the preflight inspection, before- starting procedure, how to start the engine, rotor engagement, ground checks, takeoff, approach, landing, and shutdown. Some manufacturers also include the procedures for practice autorotations. To avoid skipping an important step, always use a checklist when one is available. More information on maneuvers can be found in Chapter 9, Basic Flight Maneuvers, and Chapter 10, Advanced Flight Maneuvers.Performance (Section 5)The performance section contains all the information required by the regulations and any additional performance information the manufacturer determines may enhance a pilot’s ability to operate the helicopter safely. Although the performance section is not in the limitation section and is therefore not a limitation, operation outside or beyond the flight-tested and documented performance section can be expensive, slightly hazardous, or outright dangerous to life and property. If the helicopter is certificated under 14 CFR part 29, then the performance section may very well be a restrictive limitation. In any event, a pilot should determine the performance available and plan to stay within those parameters.These charts, graphs, and tables vary in style, but all contain the same basic information. Some examples of the performance information that can be found in most flight manuals include a calibrated versus indicated airspeed conversion graph, hovering ceiling versus gross weight charts, and a height-velocity diagram. [Figure 5-7] For information on how to use the charts, graphs, and tables, refer to Chapter 7, Helicopter Performance.Weight and Balance (Section 6)The weight and balance section should contain all the information required by the FAA that is necessary to calculate weight and balance. To help compute the proper data, most manufacturers include sample problems. Weight and balance is detailed in Chapter 6, Weight and Balance.Aircraft and Systems Description(Section 7)The aircraft and systems description section is an excellent place to study all the systems found on an aircraft. The manufacturers should describe the systems in a manner that is understandable to most pilots. For larger, more complexhelicopters, the manufacturer may assume a higher degree of knowledge. For more information on helicopter systems, refer to Chapter 4, Helicopter Components, Sections, and Systems.Handling, Servicing, and Maintenance (Section 8)The handling, servicing, and maintenance section describes the maintenance and inspections recommended by themanufacturer, as well as those required by the regulations, and airworthiness directive (AD) compliance procedures. There are also suggestions on how the pilot/operator can ensure that the work is done properly.This section also describes preventative maintenance that may be accomplished by certificated pilots, as well as the manufacturer’s recommended ground handling procedures, including considerations for hangaring, tie down, and general storage procedures for the helicopter.Supplements (Section 9)The supplements section describes pertinent information necessary to operate optional equipment installed on the helicopter that would not be installed on a standard aircraft. Some of this information may be supplied by the aircraft manufacturer, or by the maker of the optional equipment. The information is then inserted into the flight manual at the time the equipment is installed.Since civilian manuals are not updated to the extent of military manuals, the pilot must learn to read the supplements after determining what equipment is installed and amend their daily use checklists to integrate the supplemental instructions and procedures. This is why air carriers must furnish checklists to their crews. Those checklists furnished to the crews must incorporate all procedures from any and all equipment actually installed in the aircraft and the approved company procedures.Safety and Operational Tips (Section 10) The safety and operational tips section is optional and contains a review of information that could enhance the safety of the operation. Manufacturers may include best operating practices and other recommended procedures for the enhancement of safety and reducing accidents. Some examples of the information that might be covered include physiological factors, general weather information, fuel conservation procedures, external load warnings, low rotor rpm considerations, and recommendations that if not adhered to, could lead to an emergency.Chapter SummaryThis chapter familiarized the reader with the RFM. It detailed each section and explained how to follow and better understand the flight manual to enhance safety of flight.5-6。

（员工手册）英文版的员工手册The Company Philosophy (3)I.The Company Mission (3)II.About the Handbook (4)III.EmploymentAppointment (5)Joining Formalities (5)Probationary Period (5)Work Schedule (6)Work Behavior (6)Performance Expectations (7)Performance Evaluation (7)Job Description (8)Roles Responsibilities (8)Promotions (8)Transfers (8)pensationPay (9)Pay Periods (9)Pay Mode (9)Compensatory and Overtime Pay (9)V.Attendance and LeavesAttendance (10)Timings (10)Holidays (10)Flexi – Hours (10)Leaves (11)VI.BenefitsCertification and Training expenses (12)Hospitalisation and Health Insurance (12)Tax Planning (12)VII.Work Place BasicsClean Work – Place (13)Confidentiality (13)Patents and Copyrights (13)Misconduct (13)Disciplinary Actions (13)Personal Appearance (13)Business Attire (13)Casual Attire (13)Inappropriate Attire (13)Personal Belongings (14)Smoking Policy (14)Equipment & Facilities (14)Parking (14)Telephone Use (14)Internet Use (14)municationBulletin Board (15)Instant Messenger (15)Web Mail (15)IX.GrievancesGrievances Handling (15)Process Improvement (15)Employee Suggestion Program (15)X!. Closing (16)About the Hand BookAs an employee of Halcyon Technologies, you have your own unique duties and responsibilities. This handbook is designed to assist the employees of Halcyon Technologies who are governed by the Rules and Regulations of the Company. It is to help you understand the system you work for by providing an overview of important rights, policies and benefits you have as an employee of Halcyon. Though this Handbook is not intended to cover all the policies and procedures in great detail. For more detailed questions, contact the HR Department.This handbook applies to all the employees who are in permanent, probationary and trainee appointments.Employment1)Appointment:Your appointment is based on your performance in therecruitment process of our Company. Your appointment is subject to the terms and conditions mentioned in the Appointment Letter given to you.You need to give your acceptance by signing and returning the duplicate copy of the Appointment Letter to the HR department. Your Signing the Appointment Letter implies that you agree to the terms and conditions mentioned in the Appointment Letter.2) Joining Formalities:At the time of joining, you will be given with a New EmployeeJoining Application, which you need to fill in completely and submit it to the HR Department. You are also requested to bring the following original certificates along with two sets of copies (A4 size only). These documents arealso essential to obtain a Visa when you may be required in the future to go abroad on business/ work. So it would be in your interest to ensure that they are all in place at the time of joining the organization.a)Signed Copy of Offer letter.b)Degree / Provisional / Course completion Certificate of all College /University qualifications.c)Mark sheets of all College / University qualifications (all semesters)d)Certificates & Mark sheets of 10th & 12th classese)3 passport size photographsf)Copy of your passport (if you don’t have a pass port, kindly apply forone immediately, since it would be to your advantage to have one atthe time of joining)g)Relieving letter (incase you are already employed)h)Latest Pay Slip/Form 16 (if already employed)i)Four wheeler driving license (if already obtained)All the above documents will be kept in Employee’s Permanent Personnel File along with the New Employee Joining Form.In addition to the above requirements you need to open a Salary Account withHDFC Bank for your Salary Credits. The Formalities to open an account can bediscussed with the HR department.3) Probationary Period: The probationary period serves as an extension of theselection process and gives both you and your supervisor time to see if the job is right for you, and you are right for the job. As per the Company standards you will be on probation for a period of 3 months from the date of joining and may be confirmed as a permanent employee upon successfulcompletion of your probation. Your performance during this period will be appraised based on certain standards set by the company which will be discussed with you at the time of joining. In addition to your performance during the Probationary Period, your confirmation as a permanent employee is subject to your submitting the requisite documents as required by the Company, mentioned above in the section of “Joining Formalities”.If you demonstrate satisfactory work progress during the ProbationaryPeriod andthe decision is made to continue your employment at the end of theprobationaryperiod, you will receive a permanent Appointment Letter in this regard. Ifworkprogress is not satisfactory, an employee can be terminated with anopportunity forappeal at the management’s discretion.4) Work Schedule: The standard workweek schedule is five days per week,eighthours a day plus a one hour meal period. Other schedules apply to part-time and some shift employees.The Company also has a Flexible Work Schedule. Wherein employees have theoption to choose a variable work schedule that allows employees to choose a dailywork schedule and meal period which is most compatible with the Company requirements as well as their personal needs. The employee and the supervisorshall agree upon in advance of such Variable Work Schedule to be followed, consistent with the needs of the Company.The following general rules apply to the Flexible Work Schedule:An employee, who arrives later than scheduled time, may bepermitted to make up the deficit by working that much longer at theend of the workday according to the work needs of the Company.Otherwise, the tardiness shall be charged to the appropriate leavecategory.Supervisors shall take appropriate action to correct any abuse ormisuse ofthis privilege which may include deductions from employee’s pay.If an employee reports to work early, the employee may, with thesupervisor’s permission, begin work at that time and leave at acorrespondingly early hour.If an employee leaves work early without permission, the time shall be deducted from the employee’s pay or may be charged to the appropriateleave account if justified.An employee working later than schedule due to workload, can claimthe extra hours worked accordingly the next day, with the consent ofthe supervisor, keeping in mind the next day’s deliverables.5)Work Behavior:It is essential that all employees accept personalresponsibility for maintaining high standards of conduct and job performance, including observance of the Company rules and policies.Violations of these standards will result in disciplinary action. Disciplinary action is considered a dimension of performance evaluation. It is a corrective process to help employees overcome work-related shortcomings, strengthen work performance and achieve success.6)Performance Expectations: At the time of joining you will be given a copyof your Job Description along with a set of expectations that the Company is looking in you. These set of expectations will be made in consultation with you.7)Performance Evaluation:Annual Performance Evaluation will be doneduring the month of April every year for each employee having been employed for six months or longer. The evaluation period will cover the period 1st April through 31st March. Self Appraisal forms will be given to each employee to appraise themselves on what their accomplishments were during the Appraisal Year. Completed forms have to be returned, through appropriate channels, to the HR Team. Upon receipt of the evaluation form, the following actions will be accomplished:T he Immediate Supervisor will:a)Complete the evaluation form as promptly as possible.Exceptional must be discussed in Comments section of theevaluation form. Describe why performance is not satisfactoryand specify how performance can be improved, or explainwhy performance is outstanding.b)Discuss evaluation with the employee emphasizing strong andweak points in job performance. Commend the employee fora job well done if applicable and discuss specific correctiveaction if warranted. Set mutual goals for the employee toreach before the next performance evaluation.Recommendations should specifically state methods tocorrect weaknesses and/or prepare the employee for futurepromotions.c)Allow the employee to make any written comments he/shedesires. Have employee sign the evaluation form and initialafter supervisor's comments.d)Forward the original copy of the evaluation form to the HRDepartment. Retain a copy of the completed form for thedepartment and the employee.e)Subsequent to the completion of this evaluation by thesupervisor, and review by the employee, revisions must bediscussed by both parties. In addition, if changes in the formare made after the employee has signed the form, the level ofauthority making the changes must notify the immediatesupervisor and give the employee and supervisor copies ofthe revised evaluation.The Director will:a)Review each form to ensure further actions on the appraisal.b)See that proper actions have been taken to resolve anyidentified conflicts.c)Account for all evaluation forms in his area of responsibility.d)Forward all original forms together as a group to the HRDepartment.HR Team will:Review for completeness and accuracy. Any unresolvedproblems will be brought to the attention of the concerned lineof authority. The completed form will be placed in theEmployee's Permanent Personnel File.8)Job Description: At the time of joining the employee will be given with a setof JobDescription, that he needs to perform at the Job. In addition to it, according the employee position in the Organisation and the requirements of the company, the employee may be a given a new set of Job Description discussed mutually by the employee and the supervisor. Signed Job Description sheet has to be submitted to the HR Department which will be placed in the Employee's Permanent Personnel File and will be used for future appraisals.9)Roles and Responsibilities: The Roles and Responsibilities of the employeewillbe specified by the immediate superior of the employee at the time of Joining. Apart from the Roles mentioned initially, the Company may assign new Roles and Responsibilities to the employee as and when required.10)Promotions: Based on your Performance Appraisals, accordingly youmight bepromoted to a senior position as decided by the Company.11)Transfers:You are also liable to be transferred to any of the newOffices that theCompany might open or you may at times need to work on some of the Companyassignments abroad. Transfers may involve a promotion, reassignment, demotionor lateral move. Your leave credits and all the other benefits go with you.Your Personnel File is also transferred to your new Office.Compensation1)Pay: Your Pay will be according to the Pay structure specified in yourAppointment Letter. You will be paid a Net Salary after making the necessary deductions. The Company is required by law to deduct the following from your pay:Income Tax at the prevailing rate.Professional Tax.Provident Fund.Absences from work not covered by authorized leave credits2)Pay Periods: Your Payday will be on the last day of each month. If thisday falls on a Saturday, Sunday or a holiday, payday will be on the preceding business day.3)Pay Mode: Your Pay Mode will be direct deposit to your Salary Accountwith HDFC Bank. You will receive a Salary Slip indicating the net amount deposited into your account after any additions, subtractions anddeductions in your salary.4)Compensatory and Overtime Pay:Attendance and Leaves1)Attendance: The Company has installed a Proximity Card Reader at theentrance of the Office and you are provided with an Identity cumProximity card, which you need to swipe in the machine to get yourattendance recorded. You need to strictly maintain the Work schedule assigned to you.2)Timings: The general office timings are from 8:30 A.M. in the Morning to5:45 P.M in the Evening, with a one hour break for Lunch from 1:00 P.M to 2:00 P.M. The reporting time to the Office (8.30 A.M) will have a grace period of 10 Minutes. Employees reporting to the Office after thereporting time will have to undergo Loss of Pay for that day, with anexception of Two such late comings in a months. The above mentioned rules will not apply if:The Employee is under a Flexible Work Schedule; orThe Employee has notified his Superior in advance of the Late Coming for that day3)Holidays: The Company has decided to set the following days asHolidays:Makara SankranthiRepublic DayHoliUgadi/Telugu New Year Day.Good FridayIndependence DayGandhi JayanthiRamzanVijaya DashimiDiwaliBakridChristmasIf any employee observes religious holidays other than those set aside by the Company, the HR Department will work with the employee toexchange another holiday for the religious holiday or adjust theschedule of the employee4)Flexi-Hours: Flexi – Hours is already being discussed under the topicFlexible Work Schedule in the 4th Point of Employment Section of this Hand Book.5)Leaves: You are entitled to the following kind of Leaves:Sick Leave: you earn 12 Days in a Year as sick leave. With yoursupervisor’s approval, you may use sick leave for:Illness or injury preventing you from doing your jobMedical appointments for you or your immediate familyIllness of one of your immediate family membersDeath of an immediate family memberWhen you cannot come to work because of illness or injury, keepin touch with your supervisor to report your progress. You mayneed to submit a doctor’s certificate or other evidence to verifythe reason for taking sick leave.Casual Leave: You also earn 6 Days in a year as Casual Leave.Benefits1) Hospitalisation and Health Insurance: The Company is providing thebenefits of Cashless Hospitalisation to all the employees and theirimmediate dependants. The Company will pay the premiums of any such HealthInsurance Policy. The employee at the time of Joining needs to fill up the HealthInsurance application form and submit it to the HR Department. The employeewill get a Health Insurance Card, the list of Hospitals, the Claiming process etc.from the Health Insurance Company directly within One month of Joining2) Certification and Training Expenses: With the objective of promotingQualityand keeping its employees updated on the latest technologies, theCompanyhas formulated a policy of giving away expenses pertaining to theCertificationand Training. The Company will bear the expenses if any employee wantsto get certified in any of the Course related to the Job the Employee isinto.In addition to it the company may at its discretion bear the expenses of atraining module, if the Company feels such a Training has a directimplication with the Productivity.3) Tax Planning: The Company will also Guide you on your Tax Issues. TheCompany will show you different avenues of investments to plan your tax.The Company if required can provide you some discount on your Investments.4) Dinner and Cab Allowance: Dinner Allowance will be given to Employees whomay have to stay back beyond their Work Schedule for a longer duration.In addition to it Employees staying back till late hours (i.e. Beyond 12:00A.M) will be provided with a Cab Allowance.Work Place Basics1)Clean Work – Place: It is the duty of every employee to maintain a cleanand tidy work place in and around his/her desk and also in the remaining places of the Office.2)Confidentiality: During the course of his/her employment the employeemay be disclosed with certain Technical and Business information of the Company as well as that of the Client such as methods, processes, pricing data, financial data, customer list etc. The employee need to maintain confidentiality of the information he has with him. In addition to it the Employee has to Sign a Non Disclosure Agreement at the time of Joining.3)Patents and Copyrights: The Company has the exclusive rights over theentire job done by the employee at the Company.4)Misconduct:The employees are expected to maintain a cordialrelationship with their Co –Employees, Superiors and Sub –Ordinates.The Company has a Zero Tolerance approach towards Cases of Sexual Harassment. The Company will make sure that employees who bring the charges do not face any sort of retaliation, the company also assures the employees of their confidentiality.5)Disciplinary Actions: The Company will take disciplinary action on thosewho are found guilty or who are leveled with charges of improper misconduct.6)Personal Appearance:The employees are expected to come to theOffice dressed in appropriate attire as specified by the Company.7)Business Attire: Business Attire is applicable from Monday to Thursday.The following dress code applies to Business Attire.For Gentlemen: They are expected to dress in business formals, i.e., a full / half-sleeved shirt, formal trousers and formal leather shoes (brown, black or tan).For Ladies: They are expected to be in a saree or salwar / churidar kameez, or dressed in western business formals,8)Casual Attire: Casual Attire is applicable on Fridays. The following dresscode applies for Casual Attire.For Gentlemen: They may opt to wear jeans, a t-shirt, and sports shoes.For Ladies: They may opt to wear jeans and a t-shirt.9)Inappropriate Attire: Shorts, sundresses, Rubber Slippers, Fancy sandalsare not considered appropriate. Slippers / sandals are not appropriate at all on all working days.10)Personal Belongings: Employees have to be utmost careful with theirpersonal belongings, while working in the office. It is advised that the employees should not bring any expensive item to the office for their own benefit.11)Smoking Policy:The Company is dedicated in maintaining a drug-free work environment. The entire Office is a No Smoking area.Employees are requested to keep a note of the Smoking Policy of the Company. Violators will have to face the disciplinary actions suggested by the Company.12)Equipment & Facilities:The Company thrives to facilitate theemployees with certain facilities which help the employee both personally and professionally. The Company will keep on adding many more facilities as and when required. Currently the Company provides you with the following facilities:Pantry, where everyone can have there Lunch.Cold Water ContainerCoffee/Tea Vending Machine.Separate Restrooms for Men and Women.Network PrinterWeb-mail Provision with an Official E-mail ID13)Parking: The Company also provides you with a parking provision, ifyou commute by a vehicle. You need to intimate the HR Department at the time of Joining about the requirement of a parking place.14)Telephone Use: Employees have also the provision of receiving callson the Office Phone, subject to the condition that the work doesn’t get hampered. They can also make any outgoing call with the permission of the Supervisor.15)Internet Use:The Company’s internal network is conn ected to theInternet. Every employee with computer access to the internal network has access to the Internet, including use of E-mail and the World Wide Web. While the Internet is a great resource for our organization, it is the responsibility of each employee to use this resource responsibly and respectfully. It is assumed that the predominant use of these resources will be for work use, and that any personal use of E-mail or the World Wide Web will be limited. Personal use will never be a priority over work matters. If an employee is found spending excessive time on personal use of these resources, this privilege may be revoked for that employee.E-mail sent from the Company should be treated the same as any other communication that is sent. All communications represent the Company as a whole, and as such, should be written in a professional and appropriate manner. This also applies to any material that is published on the Company Website.Communication1)Bulletin Board: The Company will keep a Bulletin Board at a prominentLocation in the Office for all its internal communications. Employees are requested to update themselves on the changes in the Bulletin Board.2)Instant Messenger: The Company also uses an Instant Messengerconnected through a network, for an internal communication. Employees can also make use of the Messenger facility to communicate within themselves. Employees are restricted to send any obscene or vulgar messages to Co-Employees using the Instant Messenger. Offenders will have to face a disciplinary action suggested by the Company.3)Web Mail: The Company will also use the Web Mail to communicate withthe employees.Grievances1)Grievances Handling:A positive relationship between employees andsupervisors is based on mutual trust, respect, and open communication.If an employee has a problem or grievance concerning the employment, the Employee should first discuss the issue or concern with his immediate supervisor. In most cases, these discussions can clear up any misunderstanding or conflict. If the Employee is not successful in resolving the concerns about his employment, Work related grievances or any other unresolved issue, the Employee can approach the HRDepartment to address work-related problems or complaints fairly andwithout fear of reprisal.2)Process Improvement:The Company also has a Process ImprovementProgram where the Employees are supposed to fill up Feedback Formstwice in a year. Employees can also suggest any improvements, if any inthe feedback form3)Employee Suggestion Program: In addition to the Process ImprovementProgram the Company also has an Employee Suggestion Program, wherean employee can suggest anything which might be useful to theCompany in any aspect. They can approach the HR department to givethe Suggestions in a written format.ClosingYour work with Halcyon Technologies has a full potential for enriching your Professional Life which in turn will be beneficial for the Company in achieving its Goals. Keep in mind that through your employment, you are a vital resource of Halcyon TechnologiesHopefully, this handbook has helped you understand what is expected of you, your avenues to find out more informationas well as outlining some of the advantages and benefits of employment with Halcyon Technologies。

5.1.1基本选项配置在工作区(Workspace)中选定一个项目，单击Project下拉菜单中的Options…选项，弹出选项配置对话框，从左边Category列表框内选择General Options进入基本选项配置。

图5.1 基本选项配置中的Target选项卡图5.1所示为基本选项配置中的Target选项卡，Processor variant(处理器类型)选项区域中的Core复选框用于设置ARM核，默认为ARM7TDMI，也可以从其左边的下拉列表框中选择其它ARM核，例如ARM9、ARM11或Xscal等。

建议使用时尽可能根据当前所用ARM芯片，选中Device复选框，点击其右边的按钮，从弹出的文本框内选择所用器件，这样IAR EWARM会根据所选芯片自动设置器件描述文件，以便于调试。

如果所选ARM芯片含有浮点数协处理器，可在FPU下拉列表框内选取合适的浮点处理单元。

Endian mode选项区域用于选择大小端模式，默认为Little。

图5.2所示为基本选项配置中的Output选项卡。

Output file选项区域用于设置编译后生成的输出文件类型，可选择Executable(生成执行代码)或Library(生成库文件)。

Output directories选项区域用于设置输出文件目录，默认执行代码文件目录为Debug\Exe，目标文件目录为Debug\Obj，列表文件目录为Debug\List，也可设置其它目录。

图5.2基本选项配置中的Output选项卡图5.3基本选项配置中的Library Configuration选项卡图5.3所示为基本选项配置中的Library Configuration选项卡。

IAR C/C++编译器提供了DLIB库，支持ISO/ANSI C和C++以及IEEE754标准的浮点数。

通过Library下拉列表框选择希望采用的运行库。

选择None表示应用程序不链接运行库；选择Normal表示链接普通运行库，其中没有locale接口和C locale，不支持文件描述符，printf and scanf不支持多字节操作，strtod不支持十六进制浮点数操作。

Employee Handbook范本IntroductionAn employee handbook is an essential document that outlines the policies and procedures of a company or organization. It serves as a guide for employees to understand what the company expects of them and what they can expect in return. A well-crafted employee handbook can help create a positive work environment and improve productivity. In this article, we will provide you with a general employee handbook template that you can use as a reference.1. Welcome and IntroductionThe first section of the employee handbook should welcome new employees and introduce the company. It should provide a brief history, mission statement, and overall company culture. This section should also include a statement regarding the purpose of the employee handbook.2. Employment and Hiring PoliciesThe second section of the employee handbook should address employment and hiring policies. It should include information on employee classifications (full-time, part-time, temporary, etc.), recruitment and selection procedures, and employment eligibility requirements. It should also include information on equal employment opportunity laws and the company’s commitment to diversity and inclusion.3. Work Schedule and AttendanceIn this section, p rovide information on the company’s work schedule and attendance policies. Include information on work hours, overtime eligibility, breaks, and time-off policies. Stress the importance of attendance and what will happen if an employee is frequently late or absent.4. Compensation and BenefitsThe fourth section should provide information on employee compensation and benefits. This should include information on pay frequency, bonuses, and other types of compensation. It should also include information on benefits such as health insurance, 401(k), and other benefits that the company offers.5. Workplace Conduct and Code of EthicsThis section should outline the workplace conduct policies and the company’s code of ethics. It should include information on ha rassment and discrimination prevention, appropriate dress code, use of company equipment, and workplace safety. It should also outline the consequences of violating these policies.6. Performance Expectations and Career DevelopmentThe sixth section shou ld provide information on the company’s performance expectations and career development opportunities. It should include information on performance reviews, performance metrics, and what it takes to advance in the company. Make sure to highlight any training or professional development opportunities offered by the company.7. Termination and ResignationThe final section of the employee handbook should provide information on termination and resignation policies. It should includeinformation on the reasons for termination, severance packages, and the procedures for resigning. It should also include information on the return of company property and the company’s post-employment obligations.ConclusionCreating an employee handbook can be a time-consuming and challenging process, but it is an essential document for any company. A well-crafted employee handbook can help establish a positive work environment, improve productivity, and reduce legal risks. Use this handbook as a template and customize it to fit your company’s specific needs. Make sure to have legal counsel review the document before distributing it to your employees.。