Employee Handbook

1. To All Employees

2. Table of Contents

Chapter 1 Company Overview

1. Company Profile 2. Institutional Facilities

Chapter 2 Company Objectives

Chapter 3 Labor Regulations

(1) Employment Principles

(2) Physical examination

(3) Probation period

(4) Working hours

(5) Transfer and appointment

(6) Dismissal and resignation

(7) Dismissal and layoff

(8) Termination and renewal of contract

Chapter 4 Wages and Benefits

< p>(1) Wages, bonuses and others

(2) Statutory holidays and vacations

(3) Incentive leave

(4) Sick leave

(5) Personal leave

(6) Marriage leave (paid)

(7) Pregnancy leave (paid)

(8) Maternity leave (paid)

(9) Bereavement leave (paid)

(10) Filial piety leave (paid)

(11) Family visit leave ( Paid)

(Twelve) Annual leave (paid)

(Thirteen) Medical and labor insurance benefits

(Twelve) Food allowance

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(15) Employees must accept the company’s unified arrangements

(16) Housing Assistance Plan

Chapter 5 Employee Handbook

(1 ) General Provisions

(2) Appearance

(3) Time card

(4) Certificates and name tags

(5) Update Wardrobe

(6) Work clothes

(7) Customer complaints

(8) Personnel information

(9) Confidentiality

(10) Employee Complaints

Chapter 6 Reward and Punishment Regulations

(1) Reward Regulations

(2) Punishment Regulations

< p>Chapter 7 Safety and Confidentiality Code

(1) Safety Code

(2) Fire

(3) Fire

(4) Confidentiality Code

Revision of Chapter 8

3. Signing Letter of Acknowledgment

Letter to All Employees

General Manager's Statement< /p>

2009.12.06

Chapter 1 Company Overview

Chapter 2 Company Goals

1. "Customer first, service first, "Best reputation" is the purpose of our business.

2. "Accuracy, speed, courtesy, sincerity, enthusiasm and safety" are our service principles.

3. "Unity, "Pragmatism, dedication, and innovation" are our entrepreneurial spirits.

4. Introducing modern management methods, cultivating a team of employees with four talents, and creating a first-class company are our goals.

< p>5. All the company's work must fully reflect the socialist material civilization and spiritual civilization as well as the fine tradition of Chinese hospitality.

Chapter 3 Labor Regulations

1. Employment Principles

1. According to the labor plan, open recruitment and recruitment of required employees will be carried out, and assessment will be carried out according to the regulations. We will select the best and go through recruitment procedures in accordance with relevant national regulations.

2. All employees hired by our store sign contracts and implement the employment system.

2. Physical examination

1. Applicants must undergo a physical examination at a hospital designated by our store. They can be hired only after passing the physical examination.

2. Our employees must undergo a physical examination every year. Once, the company will provide medical treatment to those suffering from infectious diseases to ensure the health and safety of the company's services.

3. Probation period

1. Newly recruited employees will generally be on probation for 1-3 months after signing the employment contract. The probation period will be calculated from the date of formal training. Those who pass the probation period , become a full-time employee. If the employee fails to pass the probation period, the probation period can be extended to 3 months. If the employee commits serious mistakes during the probation period, or if the employee fails to pass the extended probation period, the company will dismiss him.

IV. Working hours

1. Employees work days and hours per day (except meal and changing time),

2. Employees’ shifts are divided into different departments Arrange according to work needs,

3. Overtime work must be approved by the department manager and reported to the Human Resources Department for record. The department manager will arrange equal time off or pay overtime pay according to the situation,

4 , Employees’ overtime leave can be offset against cases and personal leave that comply with prescribed procedures.

V. Transfer and Appointment

1. The company adjusts employees’ positions in a timely manner according to work needs.

2. The company implements a cadre appointment system. and job vacancies, employees will be hired or promoted based on their moral integrity and work practices. Appointments are confirmed in the form of contracts.

3. There is a 1-3 month probationary period for employee promotions. There will be no adjustment in salary during the probationary period. Those who pass the test will be appointed by the department manager for the leadership class, and for those at the supervisor level or above by the general manager. The salary will be increased, and those who fail to meet the requirements will remain in their original positions or be transferred.

6. Resignation and resignation

1. If an employee does not agree to resign in principle during the contract period, and if there are justifiable reasons and insists on resigning, he should do so seven days in advance, and cadres must do so ten days in advance. , submit a written application, and after approval, the handover procedures must be completed before leaving the company. According to the relevant provisions of the employment or labor contract signed, the company's economic losses shall be compensated and the resignation procedures shall be completed.

2. Anyone who leaves without permission will be required to compensate the company for economic losses and will be dismissed.

7. Dismissal and layoffs

1. The company has the right to dismiss employees who have committed major faults or have performed poorly for a long time.

2. If conditions change and redundancy occurs, the company has the right to lay off redundant personnel.

3. If an employee is determined to be dismissed or laid off, the company shall notify the employee half a month in advance and pay the employee according to the relevant provisions of the signed employment contract. Compensation fee, and go through the dismissal procedures.

4. Employees who are dismissed, resigning, removed from the company, or fired must complete the check-out procedures and return the handover materials as required before leaving the store. Otherwise, the company will pass the relevant procedures. The department holds the parties accountable.

8. Termination and renewal of contract

1. [Employment Contract] will terminate automatically upon expiration. and after termination, contract employees will not maintain any relationship with the company.

2. The contract period of female employees during pregnancy, childbirth, and breastfeeding period expires. After the breastfeeding period expires, the employer will terminate the employment contract (excluding disciplinary violations) Dismissal processing),

3. The company renews [employment contracts] with employees based on business needs and employees’ actual performance

4. Management cadres at all levels will be dismissed automatically upon expiration of their employment terms. The company Re-appointment procedures will be carried out based on work needs and performance of moral integrity. Those who are not rehired will be assigned new jobs by the company.

Chapter 4 Wages and Benefits

1. Wages, bonuses and others

1. The company follows the principle of "distribution according to work, more work, more gain" and Confirm the internal allocation form and employee wages of different job responsibilities.

2. Employees’ salaries are calculated and paid on a monthly basis. The company actually pays employees fourteen months of salary every year. Salary includes basic salary and job salary. Welfare, various subsidies and bonuses are four aspects.

3. The company will provide appropriate subsidies to employees no matter what kind of transportation they take to get to and from get off work.

4. The company shall comply with relevant national regulations. Employee living allowances and other expenses are paid with salary. If employees are absent from work for any reason, living allowances will be deducted accordingly according to the company's salary management regulations.

5. For promotional activities planned by the company, bonuses will be given to those with outstanding promotional results.

6. The company determines employee bonuses for the current month based on economic benefits, different departments, different positions, and different responsibilities. At the end of the year, the bonuses are calculated based on the employee's fault assessment for absence throughout the year. However, employees who have been transferred out this year and who have been absent throughout the year , those who exceed the regulations, have poor personal performance, or have fault scores exceeding 30 points will not enjoy the year-end bonus.

7. According to performance, additional bonuses may be issued to employees with outstanding performance as encouragement.

8. Employees are paid monthly wages based on their monthly attendance and assessment.

9. Salaries are paid once a month on a specified date. If there is a holiday, it will be paid one day in advance.

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10. The year-end bonus will be distributed uniformly by the general manager based on the company's annual performance, after being submitted to the board of directors for approval. The year-end bonus is calculated based on the employee's absence and fault assessment throughout the year.

11. Employee marriage, childbirth , birthday, you can go to the company's personnel department with your marriage certificate, single child certificate, and ID card to receive the company's congratulatory money and a greeting card signed by the general manager.

2. Statutory holidays and public holidays

1. Employees’ weekly public holidays are arranged by the department.

2. Employees are entitled to seven days of statutory paid leave every year. (One day for New Year's Day, three days for Spring Festival, one day for International Labor Day, and two days for National Day),

3. When employees cannot take vacations due to work during public holidays and statutory holidays, the company will provide them with compensatory leave of the same length or pay them Overtime wages are paid at twice the standard wage for overtime work on public holidays. Overtime wages for overtime work on statutory holidays are paid at three times the standard wage. Overtime wages must be reviewed by the department manager and reported to the Human Resources Department. Compensation or supplementary wages will be made on public holidays and statutory holidays.

3. Incentive leave

1. Employees who work full time for a month can enjoy one day of full attendance incentive leave.

2. Employees are rated as the company’s outstanding workers of the year. , can enjoy seven days of bonus leave in the following year; employees who are rated as the company's annual advanced workers can enjoy five days of bonus leave in the following year.

3. After the bonus leave is accumulated, it will be arranged by the employee's department. Use during off-season.

IV. Sick Leave

1. Employees who ask for sick leave must hold a company medical certificate or a certificate issued by a hospital linked to the company and confirmed by the company's medical staff. Within seven days (including seven days), the department manager shall approve and report to the Human Resources Department for filing. If it exceeds seven days, it shall be reported to the Human Resources Department for approval. If there is an emergency, the department shall be notified by phone and the sick leave procedures shall be reissued the next day.

2. Sick leave pay shall be as follows: The company's salary management stipulates that there are three days of paid sick leave per month. If the sick leave is within three days, 50% of the salary will be paid every day. If the sick leave exceeds three days, it will be counted as personal leave.

5. Personal leave

1. Employees are not allowed to apply for personal leave without special reasons.

2. Employees’ monthly personal leave shall not exceed three days, and the annual accumulated personal leave shall not exceed 15 days,

3. Personal leave must be completed in advance and the leave procedures must be completed in advance. Personal leave of less than three days (including three days) must be approved by the department manager and reported to the Human Resources Department for record. If it is more than three days and less than ten days, it must be approved by the Human Resources Department. The above are approved by the general manager of the hotel and included in the assessment.

4. The company implements an unpaid personal leave system (department managers enjoy fifteen days of paid personal leave, deputy managers enjoy ten days, and supervisors enjoy seven days. As compensation for unpaid overtime work on public holidays for personnel above the supervisory level).

6. Marriage leave (paid)

1. Apply for a marriage certificate and be given three days of leave; all regular employees who meet the late marriage age stipulated in the Family Planning Regulations (25 years old for men and 23 years old for women) 1 year old) can enjoy 3 days of paid marriage leave. The marriage leave application form must be filled in 5 days in advance and approved by the department, and submitted to the personnel department for approval.

2. Regular employees who have reached the legal age for marriage but are not eligible for late marriage age, enjoy 3 days of extra marriage leave.

3. If an employee reaches the late marriage age stipulated by the company (28 years old for men and 25 years old for women) and gets married, in addition to enjoying 23 days of statutory paid marriage leave, the company will reward 10 days of paid marriage leave. days, and a late marriage reward of 100 yuan will be given (double bonuses will be given to dual-employee couples in our store).

7. Pregnancy leave (paid)

1. From the seventh month of pregnancy for female employees (including managers) the day before yesterday, the seventh month of pregnancy for female logistics employees From now on, pregnancy leave procedures must be approved by the employee's department and filed with the Human Resources Department.

2. If a female employee exceeds the family planning limit or does not meet the childbearing age conditions and gives birth in violation of discipline, it will be dealt with in accordance with relevant national regulations.

8. Maternity leave (paid)

1. Maternity leave is handled in accordance with relevant national regulations. Female employees must submit a hospital certificate and the signature of the medical office to apply for maternity leave, and must be approved by the department leader. , the maternity leave procedures shall be handled by the Human Resources Department.

For those who have miscarriage or artificial abortion, the date of leave must be clearly stated with a hospital certificate (not exceeding ten days). It cannot be more than once in a year, and the total time in the company cannot exceed two Second-rate.

Can* employees are allowed one hour of breastfeeding time every day for one year from the date of delivery.

2. Female employees who meet the conditions for late marriage and late childbearing, in addition to the maternity leave stipulated by the state, will be rewarded by the company with 10 days of maternity leave. During the maternity leave, they will receive a single child honor certificate, plus 5 days.

If Canadian* women really have difficulties and need to extend their leave beyond maternity leave, they can extend their leave with the approval of the Ministry of Personnel. During the extended leave, only 70% of the basic salary will be paid.

9. Bereavement leave

The immediate family members of employees refer to the death of spouse, parents, parents-in-law or parents-in-law, and children. They can enjoy three days of paid bereavement leave stipulated by the state. Employees must go to If you are traveling to other places for a funeral, your travel time will be determined separately.

9. Filial piety leave (paid)

Employees can enjoy three days of filial piety leave every year.

11. Family leave (paid)

Employees who live out of town must go through the family leave procedures. Married employees can enjoy leave to visit their spouse once a year, for ten days each time. ; Married employees can enjoy parental leave. Once a year, ten days each time; unmarried employees can enjoy parental leave, once a year, ten days each time (excluding distance). This leave will be enjoyed in the following year after signing the contract. Employees must fill in the application form ten days in advance, and after the department leader signs the opinion, submit it to the Human Resources Department for approval.

Additional* family leave must be taken in one go. For those who are called back in advance due to work needs, the remaining days can be used in the current year.

Add* If employees take family leave approved by their leaders, their travel expenses will be reimbursed (exceeding the number of days will be treated as absenteeism).

12. Annual leave

Those who have served for more than two years (including two years) will be given five days of leave, which will be implemented in the next month (approved under the principle that it will not affect the company's business) for each additional year , the leave will be increased by one day accordingly, and based on this, the total number is limited to 20 days.

13. Casualties (paid)

If an employee is injured or dies due to work, it shall be handled in accordance with relevant national regulations.

14. Medical and Labor Insurance Benefits

1. Employees who are sick can seek medical treatment for free at the company's infirmary. If they want to transfer to another hospital for treatment, they must obtain the consent of the infirmary. The medical expenses during the transfer period are based on The company stipulates standard verification reports. (Reported %)

2. The company handles retirement pension insurance and unemployment insurance procedures for employees.

15. Food allowance

1. The company provides subsidies for employees who eat at home (outside) while at work.

2. If meals are provided for employees, meal allowances will be stopped.

3. Employees will be given a subsidy for normal vacations; for abnormal vacations, the subsidy (or meals will be given) for the actual days not on duty will be deducted.

4. The food subsidy fee is RMB per meal.

16. Employees must receive professional training and ideological education uniformly arranged by the company, and continuously improve their own quality and service skills.

17. The company will launch a housing assistance plan. There are three categories of employees who can enjoy the housing assistance plan:

1. Managers above the supervisory level;

2. Employees with technical positions equivalent to supervisory level;

3. Other employees who have made significant contributions to the company;

4. The assistance plan will be implemented in batches, and each batch of candidates will be The general manager will review and approve each application on a case-by-case basis;

5. For details of the housing assistance plan, please contact the general manager’s office.

Chapter 5 Employee Handbook

1. General Principles

1. Observe disciplines and strictly implement the company’s rules and regulations,

2 , Obey leadership, obey orders, be loyal to duties, subordinates are responsible to superiors,

3. Be punctual and efficient, provide thoughtful service, be meticulous, and create first-class service standards,

4. Customers First, credibility comes first, unite and cooperate to establish a good image of the company,

5. Study hard, study business, love the store and be dedicated, and be a first-class employee of the company,

6. Selfless , strict management, careful supervision, to become a qualified manager,

7. Be a good owner and firmly establish a sense of ownership and mission that I am honored when the store is proud and I am ashamed of the store when it is failing.

2. Appearance

1. Male employees’ hair should not exceed the back collar, and the hair angle should not exceed the ears. Beards and perms are not allowed.

2. Female employees should wear light makeup, shoulder-length hair should be combed up, no weird hairstyles, no makeup, and no nails dyed (unless approved for special work).

3. Employees are not allowed to do anything during working hours Wear accessories (except engagement and wedding rings),

4. Leather shoes should be polished frequently and kept clean and bright.

5. Dress according to the regulations when going to work, and the clothes should be kept neat and crisp,< /p>

6. Pay attention to personal hygiene, no sweat or odor, do not apply pungent perfume, cut nails frequently, and do not keep long nails.

3. Time cards

1. Employees must punch in time cards when going to and from get off work (except for the company’s deputy general manager or above),

2. Employees must punch in Sign-in system,

3. Those who fail to clock in due to business trip, sick leave, etc. should return the sick leave and tolerance form immediately, otherwise they will be treated as absenteeism,

4. No entrustment is allowed Check in by yourself or on behalf of someone else. Violators will be punished as violating store rules and disciplines.

IV. Certificates and name tags

1. The company issues work passes (or access passes) and name tags to employees. Employees must proactively show their IDs when entering and exiting the company, and must wear name tags as required during working hours.

2. The general manager on duty and security personnel have the right to inspect employee IDs.

3. Lost IDs should be reported to the HR Department in a timely manner for registration and scrapping, and a replacement work permit or name tag should be issued. This is a natural damage. , free replacement,

4. Employees who are transferred from the company must return the issued certificates and name tags to the Human Resources Department.

5. Locker

1. The employee wardrobe is specially used for changing clothes and should be kept clean. Food and sundries are not allowed to be stored.

2. Locker Keys should be kept properly and should not be added, exchanged or transferred without permission. They should be returned to the Human Resources Department when transferred.

3. The general manager of the company authorizes the relevant departments to randomly inspect the lockers. Employees should actively cooperate with the inspections. Special Situation inspections do not require the presence of employees.

VI. Work clothes

1. The company determines the style and quantity of work clothes according to work needs. Employees must wear work clothes during working hours.

2. The company is free of charge Wash and repair work clothes for employees.

3. Work clothes are not allowed to be worn or taken out of the store except for work. Work clothes must be stored in the locker after get off work.

4. Work clothes must be changed when work changes. Those who are transferred from the company must return their work clothes to the uniform room.

5. If the work clothes are lost or damaged without reason, compensation will be made based on the condition of the work clothes.

7. Customer Complaints

1. All employees must listen to customer complaints politely and carefully, and are not allowed to argue with guests, and establish the concept of "the customer is always right",

2. The assistant lobby manager is the immediate superior of the employee and is responsible for handling customer complaints. In principle, the parties concerned are not allowed to handle them personally.

3. Any complaints must be recorded and answered. The written reply must be given by Signed by the general manager or authorized department.

8. Personnel information

Employee resumes and family information should be filled in truthfully. If there are any changes, the personnel department should be notified in a timely manner.

9. Confidentiality

Without approval, employees are not allowed to provide relevant information such as company personnel training, operation management, financial rules and regulations, equipment or engineering drawings to the outside world. Violators shall be subject to Violations of store rules and disciplines will be dealt with.

10. Employee Complaints

1. If employees are dissatisfied with their work or others, they should complain to their immediate superiors. If they are dissatisfied with the handling, they can go to the general manager’s office or directly to the general manager. Manager's complaint,

2. The written application should be signed. In order to protect the rights and interests of the complainant, all complaint acceptors should be responsible for keeping confidentiality.

3. If it is found that the complaint is used to defame others, It will be treated as a disciplinary violation.

Chapter 6 Rewards and Punishment Regulations

1. Reward Conditions

1. Reward Purpose:

A. Promote socialist spiritual civilization and Construction of material civilization,

B. Create a team of employees who "work together, work hard, strive to be first-class, and win glory for the country",

C. Encourage advancement and mobilize all enthusiasm factor.

2. Reward conditions:

A. Those who have made significant contributions to improving business management and service quality,

B. High-quality services, winning many customers Praise those who have created good reputation for the company,

C. Those who have made significant contributions to the company's improvement of economic benefits,

D. Won the top three in the provincial technology competition, the top three in the national competition Eight people who strive for honors for the company,

E. Those who plan carefully, practice strict economy, and achieve remarkable results,

F. Those who put forward rational suggestions and have achieved remarkable results in practice,

G. Those who discover hidden dangers in time and prevent major accidents,

H. Those who act bravely to protect the property and life safety of national companies and customers,

I , Those who pick up gold and items without hesitation (those with larger amounts),

J. Those who abide by working hours and work to the fullest (306 days in a year) and those who perform well at full points,

K. Those who finally perform their duties, strictly abide by the operating procedures, and stay safe and accident-free throughout the year.

3. Types of awards

Upon evaluation and approval, employees can be rewarded with merit and great merit, and can be awarded to advanced workers and outstanding workers.

4. Reward methods

In addition to issuing certificates, certificates and rewards to award-winning employees, the company implements a reward scoring system, and the scoring standard is 5 yuan/point.

A. Record 30 points for merit once.

B. Record 40 points for great merit once.

C. 75 points for advanced workers.

D. Excellent workers 100 points once

After the points are accumulated and the balance is accumulated, the balance will be used as the basis for issuing the year-end bonus, and each point will increase the year-end bonus by 1%.

Those who are awarded as outstanding workers of the company for two consecutive years will be promoted to one level in salary.

5. Reward Approval Procedure

Recommended by the team: the department manager signs the opinion and submits it to the general manager for approval after review by the personnel department.

II. Punishment Regulations

1. Purpose of Punishment

The purpose of imposing punishment is to punish a small number of people who violate disciplines, establish correct behavioral norms for employees, and consciously maintain The seriousness of store rules and disciplines ensures the company's first-class service standards.

2. Punishment methods

The company implements a fault and absence scoring system and its scoring standards. (5 yuan/minute)

1. Minor negligence: 2 points/time

2. Negligence: 8 points/time

3. Serious negligence: 25 Points/time

4. Gross negligence: 100 points/time

5. Sick leave: 1 point/day (less than 4 hours will be counted as half a day, and more than 4 hours will be counted as one day)

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A. The points scored in the current month are used as the basis for monthly bonus issuance. 10% of the monthly bonus will be deducted for each point. Penalty will be deducted if the monthly bonus is insufficient, and the balance will be deducted during the year (sickness, personal leave, and absence points are only included in the assessment of the current month).

B. Accumulated points for absences during the year are used as the basis for issuance of year-end bonuses. 1% of the year-end bonus will be deducted for each point scored. If more than 30 points are exceeded, the year-end bonus will not be awarded.

C. Accumulated points for absences during the year If the score reaches 30 points (excluding sick leave, absence points are different), an administrative warning will be given from the date of reaching the score.

D. If the accumulated fault points during the year reach 40 points, an administrative warning will be given from the date of reaching the score. Demerit penalty,

E. If the cumulative demerit points during the year reach 55 points, an administrative major demerit penalty will be given from the date of reaching the point.

F. If the cumulative demerit points during the year reach 75 points, since From the date of arrival, the employee will be placed on probation for one year (during the probation period, only living expenses will be paid).

G. 100 demerit points will be recorded within the year, and the employee will be dismissed or expelled.

3. Minor negligence

Anyone who violates one of the following items will be awarded 2 points. If the fault is serious, the points will be increased.

A. Do not punch in when entering or exiting the store. Instead, punch the time card on your behalf. Do not show your work ID when entering the company.

B. Do not sign in or sign in on behalf of someone else. The sign-in time is earlier than the time you enter. Store check-in time,

C. Not actively accepting bag inspection,

D. Not wearing a name tag at work, not wearing work clothes as required, or leaving the store without changing work clothes,

E. Not taking the employee-only lane, crossing the restricted area of ??the hotel, and using the customer restroom,

F. Violating the company's grooming (except under special circumstances),

G. Spitting everywhere , cluttered with debris,

H. Making loud noises at work, dozing off,

I. Going to work, chatting, meeting relatives and friends privately, making personal phone calls, eating snacks, Bathing,

J. Watching TV and listening to the radio while working, reading books and newspapers without permission,

K. Using guest areas, smoking in restricted areas,

L. During service hours, be in front of guests, stretch, pick teeth, pick noses, cut nails, scratch scalp,

M. Do not use honorifics when serving guests,

N. Being late, Leaving early (within 15 minutes will be counted as work points, and exceeding 15 minutes will be counted as absenteeism),

O. Store snacks in the locker room,

P. Bring relatives and friends into the store privately to visit, take a shower, Eating, staying overnight, and taking children to work,

Q. Failure to store vehicles in accordance with regulations,

R. Eating in other places in the store other than the staff canteen,

S , Staying in the store for no reason after get off work,

T. Damage the company's finances or equipment due to negligence.

4. Negligence

Anyone who violates one of the following clauses will be awarded 8 points. If the fault is serious, the points will be increased.

A. Leaving work without permission,

B. Doing private work while at work,

C. Sleeping while at work,

D. Staying overnight in the store for no reason after get off work,

E. Playing chess and cards at work (regardless of commuting),

F. Refusing security personnel to inspect bags or bringing personal bags into the workplace ,

G. Disobeying leadership and distribution,

H. Not entertaining polite service regulations, offending internal and external customers,

I. Not following tartaric acid regulations The store stipulates standard settlement and collection,

J. Drinking alcohol during service hours,

K. Making noise and swearing in the company,

L. Being with customers without approval Dining in the restaurant,

M. Absence from work for one day (less than 4 hours will be counted as half a day, and more than 4 hours will be counted as one day),

5. Serious negligence

Any violation of the following amounts First, if the press pass is worth 5 points, the demerit will be increased if the circumstances are serious.

A. Pretending to be sick to get a fake note,

B. Stealing public property and other people’s belongings, and taking client’s money and property as your own,

C. Privately provide the company's personnel training, business management, financial rules and regulations, equipment and engineering drawings and other relevant information to the outside world,

D. Borrowing property privately,

E. Fabricate material to slander others.

F. He uses his job to fall in love with company guests, date with guests privately, go out to play and dance.

G． Violation of financial disciplines, embezzlement, misappropriation of public funds, withholding of business income or violation of cash management regulations,

H. Privately obtain foreign exchange vouchers and ask for tips and gifts from customers,

I. The private company operates four vehicles,

J. Keys to private warehouses, offices and public area facilities,

K. Use or damage fire protection and safety facilities without permission,

L. Gambling or gambling,

M. Insulting or hitting colleagues or inciting or participating in fights and making troubles,

N. Managers take advantage of their authority to seek personal gain, fail to implement disciplinary punishment standards correctly, abandon their duties, shelter disciplinary violations or use punishment to seek revenge.

O. Violating operating procedures and causing accidents such as manual injury to myself or others and equipment damage,

P. Due to poor management, the company's materials are unsalable or overstocked.

6. Gross negligence

Anyone who violates one of the following items will be deducted 100 points

A. Stealing customers’ money or property or stealing customers’ motor vehicles,

B. Stealing, collecting, circulating, and copying obscene pictorials, books, periodicals, and videos to participate in prostitution and other hooligan activities,

C. Offering bribes to customers, demanding bribes, and privately accepting kickbacks for group rooms,

D. Privately keeping weapons, explosives, contraband and illegal promotional materials in the company,

E. Insulting or assaulting customers,

F. Engaging in improper relations between men and women,

G. Bribe or sell personal items to customers in the company,

H. Neglect of duty, violation of operating procedures, causing significant economic losses to the company,

I. Corruption, theft, and misappropriation of public funds are serious,

J. Violated the law and was arrested and sentenced to forced labor in accordance with the law.

K. Those who violate family planning management regulations, or have more than one child, or have children early,

7.

A. If an employee commits a minor mistake, it will be implemented after approval by the manager of the department in charge and submitted to the human resources department for record.

B. If an employee commits a mistake, the execution shall be approved by the department manager and reported to the personnel department for record.

C. If an employee commits a serious negligence, the department manager shall report it to the general manager for approval and submit it to the personnel department for execution.

D. If an employee commits a major negligence, the personnel department and the department where the employee works will review the policy and submit it to the company's joint meeting (general manager, deputy general manager, assistant to the general manager, etc.) for approval, and then signed by the general manager for execution.

Chapter 7 Safety and Confidentiality Code

1. Safety Code

1. Conscientiously implement the company's safety and security rules and regulations.

2. Fire prevention, theft prevention, vandalism prevention, and prevention of vicious accidents are the obligations of every employee of the company.

3. Employees must carefully check the work area before leaving get off work and eliminate any inappropriate work areas in a timely manner. Safety hazard. If you cannot solve the problem yourself, you must immediately report it to your direct superior to ensure the safety of the life and property of the company and customers.

4. When employees discover anyone or anything with suspicious or illegal behavior, they should immediately report it to their superiors or the security department.

5. Implement the rules of who is in charge and who is responsible, who is on duty and who is responsible. The principle of who is responsible for an accident,

2. Fire

Once employees discover a fire, do not panic and must take the following measures immediately;

1. Immediately Report the location of the fire and burning items to the fire control telephone number, and then dial the switchboard number, which will forward the report to the general manager's office.

2. Break the glass of the manual alarm and activate the automatic alarm system.

3. Quickly use nearby fire-fighting equipment to control the fire and put it out.

4. If you find smoke coming out of the door and the door feels hot when you touch it, it means that the fire in the room is strong. Do not open the door when there is a fire.

5. Cut off all power and gas switches, and close all doors and windows.

6. When you hear the fire siren, employees are not allowed to use the phone unless calling the police. No one is allowed to take the elevator unless rescue is required.

7. After receiving the evacuation notice, guests should first be guided to evacuate via the safety ladder. Employees at each business location should wait until all guests have left before evacuating to the safe area.

3. Fire

1. In the event of a fire, all employees must obey the unified command of the general manager, carry forward the spirit of courage and dedication, make every effort to protect the company's property and the lives of customers, and restore the company to normal as soon as possible Business,

2. Organize a fire drill every six months, and be familiar with fire signals, the location of fire exits and the use of fire extinguishing equipment.

IV. Code of Confidentiality

1. Various confidentiality matters involved in the company’s reception activities, including the accommodation conditions of party and state leaders and foreign heads of state, event schedules, All employees must never say anything that should not be said, and never ask anything that should not be asked about security deployment, driving routes, instructions and conversations, important meeting contents, various documents, reports, and information marked with top secret, confidential, and secret. Don’t ask, never read anything that shouldn’t be read, and never remember anything that shouldn’t be written down.

2. The front desk reception department should collect and sort out documents and materials left or forgotten from meetings and important reception activities in a timely manner. Hand over what should be handed over, destroy what should be destroyed,

3. Pick up confidential documents and materials, and hand them over to the leader for processing in a timely manner. Once you know the situation, do not spread it to others (including your spouse, children, relatives and friends),

4. Foreign-related places (including guest rooms with foreign guests and foreign affairs activities, restaurants, conference rooms, etc. cannot store internally issued documents, materials, books and other publications),

5 . Unless necessary for work, you are not allowed to interact with foreign guests (including guests from Hong Kong, Macao and Taiwan) in private; you are not allowed to discuss internal situations with foreign guests in the name of learning foreign languages.

6. When receiving domestic and foreign guests at the same time, they should be in separate buildings and rooms. Living on the same floor is not allowed.

7. Unrelated persons are not allowed to enter the boiler room, high-voltage distribution room, computer room, kitchen, warehouse and other key parts.

Revision of Chapter 8< /p>

1. This {Employee Handbook} has been approved by the Board of Directors and will be implemented from January 2010.

2. For matters not covered in this {Employee Handbook}, the company It will be revised according to the needs of management and development,

3. This {Employee Handbook} is interpreted by the Human Resources Department,