How to formulate employee rules and regulations

Chapter I: General Provisions

Chapter II: Personnel Structure Chart

Chapter III: Helper Management

1. Application procedure

2. Labor contract

3. Personal data

4. Uniforms, certificates and other recipients

5. probation period

transfer

7. Training and education

8. Promote

9. Termination of the contract

10. Contract termination

1 1. Give up

12. Return the collected items

Chapter IV: Attendance.

1. Working hours

clock in

Chapter V: Salary and Welfare

1. Labor remuneration

2. Monthly salary adjustment

3. Welfare and insurance

Chapter VI: Holidays

1. legal holidays

2. Paid annual leave

3. Family leave

4. Marriage and bereavement

5. Maternity leave

6. Personal leave

7. Sick leave

8. Departure procedures

9. Deduct all kinds of holidays

Chapter VII: Code of Conduct

1. Instrument appearance

2. Work discipline

polite

4. Customer reception

Chapter VIII: Reward and Punishment System

1. reward and punishment principle

2. Types of rewards and punishments

3. Reward and punishment measures

4. Reward and punishment.

5. Complaint procedure

6. Labor disputes

Chapter I. General provisions

1. This Manual is formulated in accordance with the Labor Law of People's Republic of China (PRC) and other relevant labor policies and regulations, as well as various rules and regulations of Shanghai Morimoto Co., Ltd. (hereinafter referred to as the Company).

2. The purpose of this manual is to standardize employee behavior, stimulate employees' initiative, enthusiasm and creativity, maintain normal work order, improve work performance and promote the company's business development.

3. This manual is applicable to all employees of this company, and all employees shall abide by the provisions of this manual.

4. Employees should abide by the company's rules and regulations, care about the development of enterprises, love their jobs, pay attention to professional ethics, constantly strengthen their own learning, study business, improve their business skills, carry forward team spirit, cooperate with each other, and successfully complete various tasks.

Chapter two. Personnel structure chart

Examination and approval procedures for various holidays

Chapter three. Management of helpers

1. Application procedure

All applicants should fill in and provide relevant certificates such as resume, education and professional and technical level.

Ming information, with 4 chapters of personal 2 inch bareheaded photos.

2. Labor contract

Applicants must sign an employee labor contract or labor contract with the company.

3. Personal data

4. Uniforms, certificates and other recipients

The company will issue uniform allowance every year, instead of issuing uniforms separately. The dress of employees must conform to the employee handbook.

5. probation period

1. The probation period for new employees is 3 months.

2. During the probation period, the company will assess employees' work attitude, work ability and performance, and those who pass the assessment will become regular employees. Those who fail the examination will be notified in writing to terminate the contract.

3. The employee can end the probation period ahead of time due to outstanding work performance, and can be turned into a regular employee ahead of time after being proposed by his direct supervisor and approved by the management department.

4. The probation period (if it becomes a regular employee) is also included in the employee's continuous service.

transfer

Due to the need of work, the company has the right to transfer employees, and the salary after transfer is paid according to the salary of the new position.

7. Training and education

manpower management/scheduling

1. Ideas:

Human resource management is an important part of company personnel management. The goal of human resource management is to change the traditional concept of personnel management, introduce market mechanism, refer to the technology and experience of human resource development and management of advanced foreign enterprises, form a scientific, standardized and dynamic helper mechanism suitable for the company's development, stimulate the enthusiasm and creativity of employees and promote the company's business development.

2. Assistant principle:

Adhere to the principle of open, fair and just competition, and adhere to the principle of making the best use of people and appointing people on their merits.

3. Assistant scheme:

According to the development goals of each stage of the company, on the basis of continuously improving the per capita performance, formulate and adjust the company's employment plan.

4. Staff recruitment:

The company recruits employees according to job vacancies, focusing on open recruitment and merit-based recruitment.

A. Open recruitment sources:

A. Company internal selection from grass-roots posts to higher posts;

B. social recruitment that is difficult to allocate within the company;

A. Open recruitment must be carried out in strict accordance with job requirements and prescribed recruitment procedures to ensure the quality of the company's employees.

1. Labor contract and labor service contract:

A. new employees must go through a three-month probation period. During the probation period, employees will not enjoy all kinds of welfare benefits of the company, and they can enjoy all kinds of welfare policies only after they become full members. The salary of probation employees is basic salary plus post allowance, but they will not enjoy performance pay, and they can only enjoy performance pay after they become full members.

B all employees who pass the examination and are admitted sign labor contracts with our company, and laborers sign labor contracts with our company. People who have not signed the contract are not allowed to work in our company.

C the time limit for signing the labor contract for the first time is one year. The renewal period is 1~3 years (depending on the position). Those who have worked in our company continuously for ten years can sign an indefinite fixed labor contract. Labor contracts are signed every six months.

D the company has the right to terminate the labor contract if the employee seriously violates the employee handbook or company rules and regulations. (see; If the employee is incompetent for the post he is engaged in or often violates the company's rules and regulations, the company has the right to terminate the labor contract when it expires. After the termination of the labor contract, the management department shall handle the resignation procedures.

E the appointment and removal of the general manager, vice president of business and senior manager of the management department shall be decided by the board of directors. Managers, assistant managers and deputy general managers in charge of all departments put forward opinions on terminating or dissolving the labor contract and report them to the general manager for decision. Managers of other employees put forward opinions on terminating or dissolving the labor contract, which shall be examined and decided by the management department.

F. The employee's request to terminate the labor contract should be put forward in writing one month in advance, and the employee can only resign after going through the formalities according to the resignation process. If the employee leaves the company without going through the required formalities, the company will deduct one month's salary.

G. If an employee asks to leave his post before the expiration of the contract, he shall pay compensation according to the contract.

Employee evaluation and mobility:

A. Establish a reasonable flow system of the company and adopt scientific and reasonable assessment methods, so as to stimulate the enthusiasm and sense of responsibility of employees, ensure the normal metabolism of employees and ensure the vitality of the company's helper system.

B the turnover rate of counter salespersons is about 65,438+00% ~ 20% every year. In principle, the turnover rate of the company's management personnel is 65,438+0 ~ 2 people per year. The forms of resignation include termination, dissolution of labor contract and post change.

C. For those with strong working ability and outstanding work performance, our company can give employees a promotion, or turn laborers into regular employees. Three months before promotion is the trial promotion period, and the salary will not be adjusted during the trial promotion period. After the probation period expires, qualified employees will be formally employed by our company, and their salary and welfare standards will be adjusted to the new post standards accordingly.

Staff training and education:

Our company has absorbed the advanced management experience of foreign enterprises in employee training, and gradually established a scientific employee training system to ensure the improvement of the overall quality of employees to meet the needs of our development goals. The basic types of training are as follows:

A. On-the-job training: The company provides unified pre-job training for all employees, and they can only take up their posts after passing the examination.

B. On-the-job training: Our company will provide employees with knowledge and skills training according to work and business needs, and employees will also put forward self-development training, but we need to sign a contract on training time, training expenses and service period of our company.

A. If the training cost is less than 5,000 yuan, he/she shall work in the company for at least one year from the date of the end of the training.

B. If the training cost is 5,000 ~ 20,000 yuan, he/she shall work in this company for at least two years from the end of the training.

C. If the training cost exceeds 20,000 yuan, he must work in our company for at least five years from the end of the training.

D. The overseas study arranged by our company is regarded as training, and the amount of overseas study expenses shall be implemented with reference to the above training standards.

C the company encourages employees to learn culture and professional knowledge during working hours. Those who have achieved certain academic qualifications and skills will be selected on the basis of their academic qualifications and assessment, and will be assigned to corresponding positions.

1. Basic human resource management:

The personnel file management of the employees of our company is kept by the talent exchange center arranged by the employees themselves. The company shall establish basic information, employee work assessment data, salary distribution and change data, etc. , and load them into the employee work file.

2. Matters not covered in this system shall be implemented with reference to relevant national policies and laws;

3. The right to interpret this system belongs to the company management department.

8. Promote

1. In order to provide employees with broader development space, employees with good performance, strong ability, good conduct and good knowledge will be promoted.

The first three months of promotion is a probation period, during which the salary will not be adjusted. If the probation period expires and the promotion conditions are met, the company will formally appoint the post and adjust the salary.

9. Termination of the contract

1 Before the expiration of the contract, the company will notify employees in writing whether to terminate or renew the contract.

10. Contract termination

If employees violate the company's rules and regulations, the company will give necessary punishment according to the seriousness of the case. If the circumstances are serious, the company has the right to terminate the contract according to the contents of the contract or the rewards and punishments.

1 1. Give up

1. If employees want to resign, they should inform the management department in writing 1 month in advance and go through the formalities according to the resignation process before leaving.

2. If the employee asks to resign before the expiration of the contract, he shall pay compensation according to the labor contract.

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