员工手册(英文版)-Employee-Handbook(English).docx

Employee Handbook

Confidential

Employee Handbook

(Mar. 2013)

Contents
I.
Company Introduction

1
Company Introduction
5

2
Vision and Mission
5
II.
Employment Policy

1
Employment
6

2
Probation
6

3
Termination
6

4
Retirement
6
III.
Compensation & Benefits

1
Confidential Policy for Salary Information
7

2
Compensation
7

3
Overtime
8

4
Bonus
9

5
Individual Income Tax
9

6
Social Insurance and Welfare
9

7
Company Welfare
9

8
Leave
9
IV
Training & Development

1
Training
13

2
Career Development
13

3
Performance and Development Review
13
V.
Administration management

1
Working Schedule
14

2
Employee Identity Card
15

3

4
Smoking Administration
15

5
Safety
15

6
Health
17

7
Email Policy
17

8
Use of Company Property
17

9
Personal Telephone Calls and Mobile
17
VI．
Employee Behavior and Discipline

1
Behavior and Dressing Code
18

2
Disciplinary Action
18

3
Employee Grievances
21

4
Sexual Harassment
21
VII
Code of Conduct and Compliance

1
Confidentiality
23

2
Conflict of Interests
23

3
Bribery and Corruption
24

VIII．
Others

1
Business Travel
25

2
Business Trip Expense Claim
25

3
Other Expense Claim
25

4
Change of Personal Particulars
26

5
Governing Law
26

6
Implementation
26

Attached:
Acknowledgement for Employee Handbook
27

FOREWORD

Whether you have newly joined us or have been at XXXXXXXX for a while, we are confident that you will find our Company a dynamic and rewarding place to work with. We consider the employees of XXXXXXXX to be one of our most valuable resources. This manual has been written to provide the employees with information about the human resource policies and systems of XXXXXXXX.

There are several things that are important to keep in mind about this handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice, you should address your specific questions to the Human Resources Department.

Second, the content of this handbook is negotiated with staff representatives and confirmed based on staff’s suggestions. The Company reserves the right to amending and changing at any time the contents of the Employee Handbook in accordance with relevant state laws and the Company’s business development requirements. We will try to inform you of any changes as they occur.

Third, this handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others. This handbook is part of the employment and the individual employee should comply completely.

Finally, some of the subjects described here are covered in detail in official policy documents. You should refer to these documents for specific information, since this handbook only briefly summarizes those benefits.

There are opportunities and challenges in XXXXXXXX. Please pay more patience and passion to understand our culture, and achieve your career success together with us.

The Human Resources Department shall be responsible for interpretation of the Handbook.

I. Company Introduction

1. Company Profile
XXXXXXXX was established in 1999 with leading position of sportswear. Our customer spread in Europe, Middle East, North and South America with a network of 32 locations. Our headquarter based in Guangzhou, P. R. China right now.

We truly believe that sportswear should be more like a fashion than only a narrow vision of sport.
We have chosen Black, White and Red colors in our logo because black and white differentiate our brand from competitors where there is no grey area in our quality standard; just fashion and quality together. Whereas, red color means that we are eager to go all the way to make our brand flow smoothly in the veins of our customers. Our product include Apparel, Shoes and hand bag.

We strive to keep our price structure in place to continue to offer quality and affordable branded fashion sportswear. We are dedicated to ensure top quality standards in our industry. We stress on “Total Quality Management ” to provide the unique, elegant, simple and comfort fashion to our customer. Here is our Quality Collection Philosophy.

We pay close attention to our staff needs and we continue to be one of the lowest companies in the area in terms of employees turn-over rate. We improve the skills of our employees throughout training programs in their fields. We believe that as our employees feel that they are part of XXXXXXXX family. We realize unique efficiency and productivity that positively and automatically reflect on our culture and on our products.

Our Commitments towards our Community:
1) Energy : In order to consume on energy and to reduce global warming,we use energy saving machines and bulbs as much as possible. Additionally, we use light sensors in common areas.
2) Environment : We stress on using raw materials and products that are environmentally friendly.
3) Charity : We do our utmost efforts to support any credible charity in the country.
4) Volunteering : We encourage our managers and staff to participate in any activities that support the development of the country and its people.

2. Our Vision and Mission

Vision: To Be The Top Sportswear Fashion Brand

Mission: We aim to provide Top Quality Products with Great Value along with a Relaxing Shopping Experience to put a smile on the face of our customers.

II. Employment Policy
1. Employment
1.1 The employment shall not be effective until the following requirements are fulfilled:
1.1.1 The employment shall be properly processed as per related requirements;
1.1.2 The candidate shall have terminated employment with his/her previous employer;
1.1.3 The candidate shall undergo medical examination and its result is satisfactory;
1.1.4 The candidate shall meet the requirement of Recruitment Condition.
1.2 The Company should sign the labor contract with the employee and clearly specify the employment terms and conditions.

2. Probation
New employees shall be required to undergo a probation period based on the terms of labor contract. During or before the end of the probation period, the Company will notify the employee by written notice whether he/she completes the probation or terminate the employment according to his/her performance.

3. Termination
3.1 The labor contract can be terminated by the employee and the Company subject to agreement through consultation.
3.2 The employee and the Company can terminate the labor contract based on the government regulation and Company policy, but shall notify the other party in written form in advance. If fail to meet the notice period requirement, shall pay in lieu with corresponding salary for the gap as the compensation. Notice period refers to the labor contract.
3.3 Any leaves could not be accepted as the Notice Period in order to make sure the handover and the operation smoothly.
3.4 On or before the employment contract expiration date, Company and the employee reach agreement on contract renewal. If both parties agree to renew, Human Resources Department shall arrange the renew procedure.
3.5 The corresponding compensation responsibility for labor contract termination and expiry shall follow the relevant regulations of labor law and the agreement in the labor contract.
3.6 The employee shall transact the termination process and settle all relevant financial and business issues according to the policy of the Company when the labor contract is terminated or expire. The Company reserves the rights to get back the loss caused by the issues for not following the termination procedure.

4. Retirement
4.1 The legal retirement age of the employees shall follow the government relevant regulations.
4.2 The Company will proceed the retirement procedures for the employees who have reach the legal retirement age as per government regulations.

III. Compensation & Benefits
1. Confidential Policy for Salary Information
1.1 The employee should inquire his/her individual salary and related information from his/her manager or Human Resource Department directly. The salary is a very personal and strictly confidential matter between the related employee and the Company.
1.2 The employee is never allowed to disclose his/her salary to other colleagues and the third parties. Meanwhile, he/she is never allowed to inquire the other employee’s salary.
1.3 The Company applies to salary confidential policy, which is an important policy of the Company, if staffs break the rule, the Company has the right to terminate without paying any compensation if approved or witnessed.

2. Compensation
2.1 Constitution of Employee Salary:
The employee monthly salary consist the Basic Salary, other components such as Working Location Allowance, Position allowance, Skill Allowance, Meal Allowance, Night Time Allowance, and monthly Incentive applicable for eligible employee(s) ONLY. Details will be described as follows.
2.2 Basic Salary
The basic salary will be provided to all employees, which means the salary of employment that specified in the Labour Contract, and subsequent adjustment, if any.
2.3 Allowances
The Company provides five, namely, Working Location Allowance, Position Allowance, Skill Allowance, Meal Allowance, and Night Time Allowance to eligible employees.
2.3.1 Working Location Allowance
2.3.1.1 Working Location Allowance will be provided to employees who are under employment in the grade of Non-clerical, Clerk and Senior Clerk (grouped under the Clerical Grade Category), and Assistant Officer, Officer, Senior Officer, and Assistant Manager (grouped under the Officer Grade Category). Employees employed as Manager grade and or above are not entitled to this Working Location Allowance.
2.3.1.2 Working Location Allowance is entitled as the follows:
Location Catalog
Allowance Standard
Grade One City
Shenzhen, Beijing, Shanghai, Guangzhou
RMB600 per month
Grade Two City
Applicable cities specified by the Company
RMB500 per month
Grade Three City
Applicable cities specified by the Company
RMB400 per month
Remark:
(1) The working location allowance standard and applicable cities will be reviewed and nominated by the Company in accordance with business development plan, location city GDP, living standard and government guideline.
(2) The Company will announce any update and changes of working location allowance to employees in advance.
2.3.2 Position Allowance
Position allowance is entitled by the employees who are assigned to take up position as Senior Operator or above, up to the Regional Manager/Division Head.
Name of Position
Position Allowance (RMB)
Senior Operator
200
Assistant Team Leader
400
Team Leader
800
Assistant Section Head
1200
Section Head
2000
Assistant Department Head/ Assistant Branch Manager
2500
Branch Manager
3000
Department Head
4000
Regional Manager/Division Head
5000
2.3.3 Skill Allowance
Skill allowance will be provided to employees who are involved in system or other skill related job and under employment in the grade of Senior Clerk, Assistant Officer, Officer, Senior Officer, and Assistant Manger (grouped under Clerk and Officer Category), and Manager and Senior Manager (grouped under Manager Grade Category).

Systems/Skill Related Staff Grade
Skill Allowance (RMB)
Assistant Officer (Assistant Programmer/Assistant Engineer)/Senior Clerk
500
Officer (Programmer/Engineer)
1000
Senior Officer Project Leader/Supervisor/Senior Programmer/Engineer)
1500
Assistant Manager
2500
Manager
4000
Senior Manager
4000
The Company will reserve the right to adjust work location allowance, position allowance and skill allowance, allowance will be calculated based on staff `s exact attendance
2.3.4 Meal allowance
RMB15 for 8 hours in the working-day will be provided up to Assistant Manager. Manager grade and or above are not entitled with meal allowance.
2.3.5 Night Time Allowance
Night Time Allowance will be provided to employees up to Assistant Manager who working in night time as per the Company standard, which calculated base on the actual working days.
The Company reserves the right to change the above allowances standard at its own discretion, only the update and changes of policies will be announced to employees in advance.
2.4 Salary Payment Period
Monthly salary is paid for the period starting from 1st day to the end of every month.
2.5 Pay Day
Salary is paid by the Company on monthly basis. The Company will deposit the net income to employee’s individual bank account on the promissory pay day, 10th of every month. If the promissory pay day falls on rest days or statutory holiday, salary will be paid on the working day before the holiday. Under special circumstance, the Company can pay salary within five days after the promissory pay day.
2.6 Annual Salary Review
The basic salary is designed by the position responsibilities. Basic Salary will be adjusted on annual basis as per the Company’s overall performance, the market salary level and employee individual contribution. Employees under probation are not eligible for the annual salary review. The employee will be notified in writing with any change of his/her salary.

3. Overtime
3.1 Eligibility
Overtime is defined as the extended working hours of the employee required by the Company based on the Company overtime work procedure. All overtime work shall be scheduled in advance by the managers or supervisors and approved by the department manager and or above. Overtime shall not be less than one hour at one time, and the least calculation unit is Half (0.5) hour. The amount of time spent to having meal will not be included in overtime hour(s) calculation.
3.2 Overtime Premium
3.2.1 The Company advocates the balance between life and job in order to protect our employees with their health. When employees are required to work overtime in the weekend, the Company is authorized to ask employee to take the rest on the days arranged priority. The manager/supervisor is responsible for arranging day-off in lieu within the next three (3) months. The overtime premium should be paid if the manager/supervisor failed to arrange day-off in lieu within three (3) months. Employees should take day-off in lieu before he/she applies for any annual leave.
3.2.2 The overtime work on normal working day or on the statutory holiday should be paid overtime premium rather than granting