香港员工使用手册

中国移动(香港)内控手册(最新推荐)中国移动（香港）有限公司内部控制手册中国移动（香港）有限公司中国移动中国移动（香港）有限公司公司中国移动通信有限公司中国移动总部/总部中国移动通信集团公司集团公司美国《萨班斯 - 奥克斯利法案》《萨班斯法案》目录 1 手册概述 4 1.1 目的 4 1.2 评价内部控制的有效性的评估架构4 1.3 与《萨班斯法案》404条款相关的内部控制的定义 4 1.4 内部控制手册的遵循5 1.5 颁布日期 5 2 公司层面的控制6 2.1 控制环境6 正直守德的价值取向 6 胜任能力11 董事会及审核委员会12管理哲学和经营风格15 组织结构19 职权和职责的分配22 人力资源政策和实务24 信息技术战略规划28 信息技术组织架构及关系29 信息技术部门的人力资源管理30 用户教育和培训31 2.2 风险评估32 企业层面目标32 经营活动目标34 风险37 对环境变化的管理39 信息风险评估 40 2.3 控制活动41 2.4 信息及沟通42 信息42 沟通44 信息架构 48 2.5 监控50 持续监控50 个别评价54 汇报内部控制缺陷56 3 信息技术整体控制57 3.1 对程序和数据的访问57 BOSS系统57 经营分析系统62 MIS系统66 OA系统71 彩铃系统76 智能网系统80 MISC系统85 久其报表系统90 客户服务系统93 网络及基础设施 98 3.2 程序变更管理103 3.3 程序开发108 3.4 系统运行112 BOSS系统112 经营分析系统116 MIS系统120 OA 系统124 彩铃系统127 智能网系统131 MISC系统135 久其报表系统138 客户服务系统141 网络及基础设施144 3.5 终端用户计算147 4 流程层面的控制150 4.1 资本性支出业务流程150 4.2 收入和计费业务流程178 新业务与产品定价业务流程178 业务受理业务流程186 计费账务业务流程195 收款和应收账款管理业务流程209 与电信营运商结算业务流程（国内、国际）220 与服务/内容提供商结算业务流程228 内部结算业务流程233 集团客户业务流程237 4.3 存货管理业务流程242 存货管理243 有价卡管理252 4.4 营运支出业务流程260 4.5 货币资金管理业务流程275 4.6 固定资产和无形资产管理业务流程285 4.7 人工成本管理业务流程305 4.8 会计和财务报告流程311 4.9 筹资业务流程 330 4.10 关联方交易业务流程338 4.11 法律法规遵循业务流程（包括税务管理流程） 344手册概述目的中国移动作为在美国证券交易市场上市的海外发行人，根据《萨班斯法案》第404条款之最终条例《内部控制的管理层报告书和披露核证》的要求，管理层须在年度报告中做出有关内部控制评估的书面声明,其中包括：中国移动采用美国反对虚假财务报告委员会的发起组织委员会Committee of Sponsoring Organizations “COSO” of the Treadway Commission）颁布的COSO内部控制框架作为评估内部控制有效性的架构从控制环境、风险评估、控制活动、信息和沟通监控等五个方面记录和评价内部控制。

WY Design Employee Handbook (Hong Kong Office)A warm welcome from WY DesignWelcome to WY Design. The Handbook summarizes our company’s human resources policies, procedures and practices. Please read it carefully upon receipt.As WY Design continues to grow, the policies, procedures and practices may be amended. All such amendments or withdrawals will supersede the current policies.Once again, we welcome you to WY Design and hope that your career with us will be a successful one.Our Values and ProfessionalismWY Design is a professional company devoted to planning and architectural design, excelling in luxury residential, commercial and recreational projects. We innovatively fuse a scenic and leisurely atmosphere into the residential design, creating a luxurious and upscale lifecycle for the residents. WY Design believes in devoting heart and soul into designing the best products, and follows the principle of quality over quantity in everything that we do. We seek every opportunity to achieve breathtaking style and perfection. The company’s philosophy is to create the ultimate project every time. Our work has been featured in countless publications and is nationally renowned for its unique appeal and attention to detail. With meritable work ethic and outstanding accomplishments, the name “WY Design” has stood for design excellence among our peers, clients and customers.Work AttitudeWY Design and its employees shall work closely together for the mutual benefit of each other.The Employee shall comply with WY Design’s policies and maintain the good image and reputation of WY Design.The Employee shall treat the colleagues and clients with respect and dignity.The Employee shall dress properly when meeting with clients.The Employee shall strictly observe the working hours of WY Design.ContentsPart 1: Human Resources Policies and Practices1.Equal Employment Opportunity2.Ethical Business Conduct3.Working Hours4.Recording Attendance5.Absence from Work6.Probation7.Confidential Informationmunication9.Termination of Employment10.Salary PaymentPart 2: Employee Benefits1.Annual Leave2.Advance Leavepassionate Leave4.Marriage Leave5.Maternity Leave6.No Pay Leave7.Sick Leave8.Leave Application Process9.Medical Benefit10.Gazetted Public Holidays11.Mandatory Provident FundsPart 3: Others1.Code of Practice during Typhoon and Rainstorm Warnings2.Expenses3.Tax Return of Employees4.Work PermitPart 1: Human Resources Policies and Practices1.Equal Employment OpportunityWY Design will hire people based on education, experience, and other related disciplines without discrimination of sex, marital status, age, ethnicity, and religion.2.Ethical Business ConductEveryone who works for WY Design is responsible for maintaining a good business environment, and ensuring ethical business practices.3.Working HoursYour normal working hours are stated in your offer letter, which is from 9am to 6pm from Monday to Friday with 1 hour lunch break. However, overtime and travel might be required when necessary.4.Recording AttendanceAll employees are required to record his/ her attendance in the office. If an employee is required to attend meeting/ client visit or any planned activities, he/she is required to notify Frankie Ma and immediate supervisor minimum 1 working day in advance as record. For same day arrangement, he/she is required to notify Frankie Ma before leaving the office for any ad hoc meeting.In the event of no record found without reason or prior approval on any work days, it will be treated as No Pay Leave taken and deduction will be made automatically in the coming monthly salary and a warning will also be given. If there are 3 cumulative warnings given to an employee, it will consider as a serious violation of company policy and the employee will be dismissed immediately after the third warning. In such case, the employee shall not be entitled to any notice or equivalent wages in lieu of such notice.5.Absence from WorkAn employee who is unable to report duty for any reasons:For urgent matter, employee should first notify Frankie Ma before9:30am in thatmorning; Leave Application Form is required to submit accordingly after you return to office.For normal reasons, please notify Frankie Ma according to the time schedule on Part2: 8.3F of the Leave Application Process.6.ProbationSubject to any contract of employment in writing that state otherwise, every employee should undergo a probation period of one to three months. S ubject to employee’s performance, WY Design has the right to extend the probation period to additional months when deemed necessary for further evaluation. At any time during probationary period, the employee’s service may be terminated by WY Design or the employee without any reason assigned by either party according to your contract of employment.7.Confidential InformationEmployees shall not at any time during his/her employment with WY Design, directly or indirectly and without the prior consent of WY Design, engage himself/ herself for reward in any work or business not related to WY Design.Employees shall not at any time during or after his/ her employment, disclose any information, practices or confidential business of WY Design which may have come to his/ her knowledge through the course of his/ her employment with WY Design and which is not of public knowledge.municationTo enhance good and effective two-way communication, talk to your immediate supervisor and discuss your area of concern and suggestions. Notify Frankie Ma of any change in your personal particulars such as Home Address, Telephone Numbers, Marital Status, Academic & Professional Qualifications, or any other attainments for record keeping purpose.9.Termination of EmploymentEither WY Design or the employee may terminate the employment by serving written notice. Notice of Termination by WY Design or the employee shall not be less than the stipulated terms as stated in the employment contract. However, either side could choose payment of wages in lieu of notice instead of serving the notice period.Any employee who is dismissed for misconduct shall not be entitled to any notice or equivalent wages in lieu of such notice. No termination of a female employee if she could prove that she is pregnant during the time when the termination notice is served.10.Salary PaymentAll employees will be paid on the 5th day of the following month. If that day of the month falls on a Sunday or public holiday, the salary will be paid on the next working day. All employees will receive their salary by cash or by cheque.Incomplete Month Calculation:Monthly salary/ calendar days of that month X calendar days workedPart 2: Employee Benefits1.Annual LeaveAccording to the Hong Kong Employment Ordinance, an employee's entitlement to paid annual leave will be according to his/her length of service as follows: (Moreover, the actual days of Annual Leave entitled by the employee should be according to the one stated on the employment contract and will increase progressively according to the labor ordinance.)Years of Service Annual LeaveEntitlement1 7 days2 7 days3 8 days4 9 days5 10 days6 11 days7 12 days8 13 days9 or above 14 daysEmployee’s earned annual leave shall be taken after completion of a full year of service continuously with WY Design, unless with discretionary approval by immediate supervisor. Annual leave shall be taken by submitting the annual leave form with approval from your immediate supervisor, please notify Frankie Ma according to the time schedule on Part 2: 8.3F of the Leave Application Process.Accrued annual leave for employees is considered as earned benefit. Upon termination, an employee will be paid for unused annual leave accrued. An employee who has not completed 12 months of continuous service in any year is entitled to annual leave in proportion to the number of completed days of service in that year.2.Advance LeaveAn employee intends to take leave exceeding his/her annual leave may apply to his /her Immediate Supervisor. WY Design reserves the right not to grant such leave.If an employee has resigned or been terminated during their probationary period has taken advance leave, such leave shall be deducted from the employee’s final salary payment upon discharge as follows:Monthly salary / number of days in the month of termination taken place X number of days of Advance Leave takenpassionate LeaveEmployee shall be entitled to Paid Compassionate Leave of up to 2 working days in the event of death of employee’s spouse, children, siblings, parents, parents-in-law and grandparents. The employee must submit documentary evidence for application of paid compassionate leave within a week upon return from such leave.4.Marriage LeaveAn employee, who has served at least one year of service shall be granted 3 working days paid leave for his/ her first legal marriage. The employee must submit documentary evidence for application of paid marriage leave with his/her leave application form.5.Maternity LeaveA female employee, who has completed a minimum 40 weeks continuous service immediately before the commencement of scheduled maternity leave, shall be entitled to 10 weeks paid maternity leave. She must apply for such leave in advance not later than three months before the expected delivery day. The application should be approved by her immediate supervisor. A certificate from a registered medical practitioner must support the application.With the agreement of WY Design, a pregnant employee may decide to commerce her maternity leave from 2 to 4 weeks before the expected delivery day. Maternity leave commences on the actual birth date of the baby if it occurs before the scheduled maternity leave and the leave will last for 10 weeks.In order to record Maternity Leave taken accurately, she must inform Frankie Ma within one week after the delivery, the actual birth date of the baby. WY Design will then confirm with her the expiry date of the Maternity Leave and the date to resume duty.Schedule Maternity Leave scenarios:Plan before expected delivery date Plan afterexpecteddelivery dateActual birthdate of thebabyActualweeksentitlebeforedelivery dateActualweeksentitle afterdelivery dateTotal weeksentitled bytheemployee2 weeks 8 weeks 1 week afterfirst day ofscheduledmaternityleave1 week 8 weeks 9 weeks2 weeks 8 weeks3 weeks afterfirst day ofscheduledmaternityleave3 weeks 8 weeks 11 weeks0 weeks 10 weeks 10 weeks2 weeks 8 weeks Beforestarting thescheduledmaternityleave2 weeks 6 weeks 8 weeks4 weeks 6 weeks 2 weeks afterfirst day ofscheduledmaternityleave5 weeks6 weeks 11 weeks4 weeks 6 weeks5 weeks afterfirst day ofscheduledmaternityleaveOn the expiry of the maternity leave, if the employee is medically certified as unfit for duty by a registered medical practitioner, her absence shall be treated as normal sick leave. Absence from work due to miscarriage, or other illness arising out of and in the course of pregnancy shall be considered as normal sick leave.6.No Pay LeaveAn employee is not encouraged to apply for no pay leave unless they have a real need to take such leave.An equivalent of pay for such leave shall be deducted from the e mployee’s monthly salary. The formula for such computation is as follows:Monthly salary / number of days in the month which leave is taken X number of no pay leave taken7.Sick LeaveEmployees will be entitled to sick leave in compliance with the Employment Ordinance of HKSAR, which state that an employee is entitled to 24 days of sick leave in his/ her first year or service and 48 days in his/her second year and onward. The maximum accumulated sick leave is 120 days in total. However, these are not Paid Sick Leave.Employees who are absent or released from work due to illness shall qualify for paid sick leave benefits as outlined below:During probation period, employees shall not be entitled to any sick leave benefits.After probation, the employee shall be eligible for sickness allowance in compliance with the Employment Ordinance of HKSAR.In addition, WY Design will grant every confirmed employee a maximum of 10 daysof Paid Sick Leave. Any sick leave in excess of these 10 days will be deducted from employee’s salary or annual leave.The daily rate of each excess sick leave will be calculated as follows:Monthly salary/ number of days in the month X excess sick leave days takenA Confirmed employee who has not completed 12 months of continuous service inany year is entitled to paid sick leave in proportion to the number of completed months of service in that year only.Sick leave that exceeds the yearly entitlement will be unpaid. The unused sick leavecannot be carried forward to the subsequent year and will not be paid upon termination.Employees who are granted sick leave in accordance with the above provision shallhave their completed Leave Application Form accompanied by a doctor’s certificate issued by a registered medical practitioner submitted to Frankie Ma no later than 2 days after return to work.8. Leave Application Process8.1 HK Designers Leave Application Flowchart:Feedback results（END ） Filing the Scanned copy Filing 提Submit LeaveApplication FormNotify& forward the Leave Application FormFiling the OriginalForward the Leave Application FormCommunicate via phone DisagreeExplain reason of Agree Agree disagreementForward the Leave Application FormResultApprovedForward the Leave Application FormApprovedHK Designers HK Administrator GuangzhouAdministratorGuangzhou Head of Design Guangzhou Administrator Feedback Approval resultGuangzhou Administrator Head Office (General Manager/ Director)GuangzhouAdministrator Head Office (GeneralManager/ Director) Guangzhou Head of Administration8.2HK Administrative Staffs Leave Application Flowchart ：Feedback results（END） （END ） Filing the Scanned copySubmit Leave Application FormNotify& forward theLeave Application FormForward the Leave Application FormFiling the OriginalDisagreeAgreeResultForward the Leave Application FormApprovedHK Administrator GuangzhouAdministrator Guangzhou Head of Administration HK administrative staffsHead Office(General Manager/ Director)GuangzhouAdministrator FeedbackApprovalresultGuangzhou Administrator8.3Leave Application Process ：A. Hong Kong Employee shall submit the Leave Application Form according to theprocess in the Leave Application Flowchart.B. For those employees who need urgent leave due to special reason and unable tofollow the process in the Leave Application Flowchart: i) should notify the Hong Kong Administrator by phone in advance. The HK Administrator will then notify the Guangzhou Administrator via email. The leave will be effective only after the approval by the Guangzhou Head of Administration and the Head Office. Otherwise, it will be treated as Absenteeism. ii) Leave Application Form is required to be submitted accordingly after you return to office.C. The leave application by Department Heads must be approved by the GeneralManager. If the leave is 7 days or more, he/she needs the approval by the Director. After the approval, the Leave Application will be filed by the Hong Kong Administrator for record.D. Relevant authorized personnel should strictly ensure the authenticity of the reasonsof leave.E. For those employees who still have unused annual leave, WY Design will not grantthem any casual leave in principle, unless under special circumstances.F. In normal circumstances, the leave should be applied:i. 1 working day in advance if you plan to take leave for 1 day or less ii. 3 working days in advance if you plan to take leave for 2 to 4 daysiii. 10 working days in advance if you plan to take leave for 5 days or moreG. Employee should report duty the day following the completion of the leave taken.Otherwise, it will be treated as Absenteeism.H. Employees should be responsible for not following the rules of the leave applicationprocess.8.4Authorization of Approval ：Types of Leave Head of AdministratorGeneral Manager DirectorCasual Leave 1 day More than 1 day 7 days or more Sick Leave Within 2 daysMore than 2 daysAnnual Leave9.Medical BenefitEmployees are insured under WY Design’s medical scheme after probation.The scheme includes Clinical Care, Hospital, and Surgical Care. A Medical Coverage Plan provided by the insurer can be obtained from Frankie Ma.The Policies contained in the Medical Coverage Plan may be amended at Management’s discretion. All such amendments will supersede the current policies and will be effective from their release date.To file a medical claim, the employee should get the medical claim form from Frankie Ma upon return to work. The form must be completed with all necessary receipts attached before submitting to Frankie Ma. Reimbursement will only be made after the claim form has been approved by the relevant insurer.10.Gazetted Public HolidaysWY Design shall observe all gazetted public holidays in the HKSAR. All gazette holidays shall be paid. However, if WY Design requires the Employee to work on a gazetted public holiday, a compensation leave shall be granted to the employee within 30 days before or after the original working gazetted public holiday, with the consent of the employee.The normal gazetted public holidays are:New Year’s DayLunar New Year’s DayThe second day of Lunar New YearThe third day of Lunar New YearChing Ming FestivalGood FridayThe day following Good FridayBuddha’s BirthdayEaster MondayLabour DayTuen Ng FestivalHong Kong SAR Establishment DayThe Day following Mid-Autumn FestivalNational DayChung Yeung FestivalChristmas DayThe first weekday following Christmas Day11.Mandatory Provident FundsAll employees between the ages 18 to 65, who have been employed under an employment contract for 60 days or more must join a registered Mandatory Provident Fund (MPF) Scheme.All employees will enroll in WY Design’s selected MPF Scheme. WY Design will contribute 5% of your monthly relevant income as Employer’s contribution (the amount will be cap at the upper limit according to the current law from the MPF Scheme Authority) and will transfer 5% of your monthly relevant income as Employee’s mandatory contrib ution to the employee’s MPF Scheme account through WY Design’s selected Scheme trustee.Employees and employers who are covered by the MPF System are each required to make regular mandatory contributions to an MPF scheme, subject to the minimum relevant income levels. For a monthly-paid employee, the minimum and maximum relevant income levels are $6,500 and $25,000 respectively.Mandatory ContributionsMonthly Relevant IncomeEmployer Portion Employee Portion Less than $6,500 Relevant income x 5% No contributions required$6,500 to $25,000 Relevant income x 5% Relevant income x 5%More than $25,000 $1,250 $1,250In the case of regular employees, the employer’s mandatory contributions shall be payable from the first day of employment. However, the employee enjoys an initial contribution holiday and is not required to make employee’s mandatory contributions for the first 30 days of employment and any incomplete payroll period that immediately follows the 30-day period.However, overseas employees working in Hong Kong on working visa for less than 13 months no need to enroll the MPF scheme. However, if such employee continues to work at WY Design after the 13th month, both WY Design and the overseas employee need to start the contribution on the 14th month.Part 3: Others1.Code of Practice during Typhoon and Rainstorm WarningsTyphoon Signal No. 1 and 3All Employees should report for duty as scheduledTyphoon Signal No. 8 or aboveWhen hoisted within 2 hours before normal working hours: All employees are notrequired to report for duty.When hoisted during working hours: All employees shall be released. If it is unsafeto leave the office, employees should allow to stay in office until conditions have improved.When lowered not less than 3 hours before end of working hours: All employeesshall return to work within 2 hours. Employees should call their immediate supervisor or Frankie Ma if they have difficulties in returning to work.Amber or Red Rain Rainstorm WarningEmployees should report for duty as scheduledBlack Rainstorm WarningIf issue during working hours, employees should remain on duty as usual.If issue before working hours, all employees are not required to report for duty.When lowered not less than 3 hours before end of working hours: All employeesshall return to work within 1 hour. Employees should call their immediatesupervisor or Frankie Ma if they have difficulties in returning to work.2.Expenses2.1 EntertainmentWY Design will reimburse for the “reasonable entertainment” of prospects or clientswhen the company’s business is involved.All entertainment expenses must have the prior written approval (can via email) ofimmediate supervisor. Name of the Company and person with their title whom youentertained must be listed on the expense report. These expenses will be reimbursed on an actual basis.2.2 Business TravelThe business trip out of Hong Kong must have prior written approval (can via email) by immediate supervisor.The travel arrangement (transportation and hotel reservations) must be booked through WY Design’s appointed travel agent by Frankie Ma.All employees will travel using Economy Class air tickets and train tickets. Meal reimbursement should not exceed HKD 100 per day unless it is for clients’ entertainment with prior approval from immediate supervisor. Original receipts should be provided for any meal reimbursement. Consumption in a hotel guest room’s mini bar is non -reimbursable.2.3 Expenses Approval Process2.3.1 Hong Kong Administrative Expenses Approval ProcessNote: Administrative Expenses include Transportation, Accommodation, Meals, Equipment Purchase, Office Supplies, and Office renovations, etc. and related expenses.•Submit Expenses ApplicationHK-Frankie MA•Accept ApplicationGZ-CHEN Chen•Approval advicesGZ-Head of Administration•Approval resultGZ- Head Office•Reply Approval Result to HKGZ-CHEN Chen2.3.2 Hong Kong Financial Expenses Approval ProcessNote: Financial Expenses mean any finance related fees such as Salary.3. Tax Return of EmployeesWY Design is required by law to declare an employee’s annual earnings and the particulars at the end of each year in the form of IR56 returns. To enable such data to be accurate, employees are requested to inform Frankie Ma any changes in Address, Marital Status, and Spouse’s particulars. Frankie will in turn inform Shu Ming Hua for tax filing purpose.Foreign employees are required by law to clear their income tax immediately upon termination of service with WY Design and before leaving Hong Kong. As such, WY Design reserves its right to “hold” the last month of the employee’s pay until approval of release has been obtained from the Inland Revenue Department.4. Work PermitWY Design will assist any newly joined foreign workers in applying for Work Permit with the Immigration Department of HKSAR. All expenses will be paid by WY Design.Every employee who works under a Work Permit must provide a copy to Frankie Ma of WY Design. WY Design will inform the Immigration Department to cease the sponsorship upon the last d ay of any employees’ employment.•Submit Expenses ApplicationHK-SHU MingHua•Accept ApplicationGZ-WANG Jie•Approval advicesGZ- Head of Administration•Approval resultGZ- Head Office•Reply Approval Result to HKGZ- WANG Jie。

Gasurveyor 500使用手册Promat (HK) Limited宝时(香港)有限公司电话: (852) 2661 2392 (香港)130****5135(国内) 传真: (852) 2661 2086地址: 香港九龙新蒲岗太子道东704号新时代商业中心901室网址: http://www.promat.hk电邮: *************** *****************Gasurveyor 500 使用手册本手册为中文译本, 所有对产品之描述、操作说明等, 均以GMI所发布之英文版使用手册内容为准。

修订日期: 2011年7月安全●本产品必须定期由合资格技工在安全地方检查及校验。

●电池: 碱性电池或充电池组必须在安全地方更换, 并确定该电池组为适合本产品之型号。

切勿使用已损坏的电池或将其置于高温之下。

●替换零件只能使用GMI生产之零件。

●当本产品探测到气体时, 请跟从贵公司颁布的步骤或指引处理。

●防火燃烧室不能在易燃环境下开启。

●Gasurveyor 500系列之仪器符合EEx iad IIC T4 (-20°C ≤ Tamb ≤ 50°C).BAS01ATEX2292 II 2G.UL Class 1 Group A, B, C and D.●本仪器之设计是为避免危险之发生(参阅附件二ATEX Directive 94/9/EC, 段1.2.7)由于没有阅读安全指引所造成之产品损坏, GMI将不负任何法律责任。

使用地方可燃的感应组件之敏感度会因处于充满某些化学物质的环境之下而降低。

建议经常检查使用本产品之环境。

可引致感应组件的敏感度下降之化学混合物包括: 釸、铅、卤素、硫。

切勿于氧气浓度有机会高于百分之二十一之上的环境下使用本产品。

本产品之外谷物料为热塑性塑料(聚丙烯), 请勿于可使其损毁之温度或环境下使用本产品。

在有机会令产品损坏之环境下使用需要作额外之保护装备。

香港周六福管理手册奖项1.全勤奖(每天不迟到，不早退）每月每人50元2.优秀员工奖100元3.销售冠军奖200元，亚军100元。

4.一个月不休息另加100元罚项1.每次迟到一次,之分钟之内10元，二十分钟之内20元，一个小时之内30元，两个小时之内做矿工处理.2.上班吃东西，玩手机，越柜聊天者，每次罚10元。

柜台货品不整齐罚20元，穿着不正规每次罚10元,卫生不干净（当班）员工每人罚10元。

3.吃饭不能超过半小时,超出按迟到罚款处理。

提成规则1.黄金1元/g 万足金1。

5元/g 兑换0.5元/g 回收旧料0.5元/g2.铂金6元/g 兑换3元/g 回收3元/g3.钻石，银子，玉器，金镶玉4%4.编织戒指一件1元,手链一件2元,项链一件3元。

员工内部价格1.钻石7折，千足金翡翠吊坠6折，银子玉器5折.2.黄金每克优惠15元，铂金每克优惠30元，提成减半。

3.售出商品只能换同类且同等价格以上的商品。

第一部分内部管理制度工作规范一、上班(进店）1。

不迟到，不早退，不擅离岗位,违者按规定处罚。

2. 考勤登记1）换好制服；2）在考勤本上登记时间；3）严禁代人登记,如有发现要严肃处罚代登记人和被登记者。

3. 关于私人物品带入商店的规定1）私人物品、私人的包裹和其他物品应放在更衣箱内保管,严禁带入店堂；2）大量现金和其它贵重品不得存放在柜台和更衣箱,如有遗失商店概不负责；3) 与柜台商品相同的物品不得带入店内；4) 工作上所用的物品如果是私人物品，如照相机、电子计算机、打字机等，要经值班经理认可后才能带入店堂。

离开时要经值班经理同意。

二、仪表仪容1。

基本规定1）穿着制服,别好胸牌；2) 服装整洁，仪表端正；3) 常带微笑，礼貌待客；4) 互相检查,共同提高.2. 具体规定1、男性营业员的头发需经营修剪、清洗，以不遮盖耳朵为标准，不留胡子，不留长指甲,必须穿衬衫.2、女性营业员的头发要梳理得体，可以涂无色指甲油，化妆要得体，做到整洁、精神。