【導(dǎo)讀】薁螞膁羋莁蒅肇羋蒃螁羃芇薆薃衿芆芅蝿螅芅莈薂肄莄蒀螇羀莃薂薀裊莂節(jié)螅螁莂蒄薈膀莁薇襖肆莀蠆蚇荿莈袂袈羆蒁蚅螄肅薃袀肅肄芃蚃罿肅蒞衿羅肂薇蟻袁肁蝕薄腿肀荿螀肅肀蒂薃羈聿薄螈袇膈芄薁螃膇莆螆肂膆蒈蕿肈膅蟻螅羄膄莀蚇袀膄蒃袃螆膃薅蚆肄膂芄袁羀芁莇蚄袆芀葿衿螂艿薁螞膁羋莁蒅肇羋蒃螁羃芇薆薃衿芆芅蝿螅芅莈薂肄莄蒀螇羀莃薂薀裊莂節(jié)螅螁莂蒄薈膀莁薇襖肆莀蠆蚇荿莈袂袈羆蒁蚅螄肅薃袀肅肄芃蚃罿肅蒞衿羅肂薇蟻袁肁蝕薄腿肀荿螀肅肀蒂薃羈聿薄螈袇膈芄薁螃膇莆螆肂膆蒈蕿肈膅蟻螅羄膄莀蚇袀膄蒃袃螆膃薅蚆肄膂芄袁羀芁莇蚄袆芀葿衿螂艿薁螞膁羋莁蒅肇羋蒃螁羃芇薆薃衿芆芅蝿螅芅莈薂肄莄蒀螇羀莃薂薀裊莂節(jié)螅螁莂蒄薈膀莁薇襖肆莀蠆蚇荿莈袂袈羆蒁蚅螄肅薃袀肅肄芃蚃罿肅蒞衿羅肂薇蟻袁肁蝕薄腿肀荿螀肅肀蒂薃羈聿薄螈袇膈芄薁螃膇莆螆肂膆蒈蕿肈膅蟻螅羄膄莀蚇袀膄蒃袃螆膃薅蚆肄膂芄袁羀芁莇蚄袆芀葿衿螂艿薁螞膁羋莁蒅肇羋蒃螁羃芇薆薃衿芆芅蝿螅

　　

【正文】 marriage will be given 15 days maternity leave with valid proof provided by the hospital. Forced abortion within 4 months will be 30 days with the valid proof provided by the hospital. Female employees who are pregnant for more than 4 months and then have spontaneous abortion will be given 42 days maternity leave with the valid proof provided by the hospital. ，一律按照事假處理，所有費(fèi)用自理。計(jì)劃生育失敗的，持指定醫(yī)院，可參照國家有關(guān)規(guī)定執(zhí)行。 Any leave for pregnant reasons that do not meet national family planning policy will be deemed as personal leave and all fees will be paid by pregnant employees themselves. If the Planned Parenthood fails, the pany may refer to relevant state regulations to deal with the pregnant employees who hold proofs provided by designated hospitals. ，不得重復(fù)計(jì)算假期。產(chǎn)假不應(yīng)與其他公休假、年假連休，如確有特殊需要，員工須向部門經(jīng)理提出申請，由部門經(jīng)理與行政人事部協(xié)調(diào)，報(bào)（副）總經(jīng)理批準(zhǔn)后方可休假。 When there are public holidays during the maternity leave, the holidays won’ t be double counted. Maternity leave should not be conjoint with other public holidays and annual leave together. If there are any special needs, employees must submit application to department manager who will then harmonize with administrative personnel department. Finally, after getting the approval from deputy general manager, the application for leave can be valid. 第六條哺乳假 Article6 breastfeeding leave 1 周歲嬰兒的女員工，在每班勞動時(shí)間內(nèi)給與其兩次哺乳（含人工喂養(yǎng)）時(shí)間，每次 30 分鐘。多胞胎生育的，每多哺乳一個(gè)嬰兒，每次哺乳時(shí)間增加 30分鐘。每天哺乳時(shí)間不可合并使用。 For a female employee who has a less than 1yearold baby, the pany will give her 2 times lactation (including artificial feeding) for each work shift. Each time of lactation will last for 30mins. If a female employee gives multiple births, then each extra baby will add extra 30mins per lactation. The lactation time of each day can’ t be merged. ，可按照本人出勤記錄記入公休或事假。 If the lactation time is over than the abovementioned breastfeeding regulation, the overtime of leave can be deemed as public leave or personal leave. 第七條其它 Others 1．婚假、產(chǎn)假、喪假的福利規(guī)定不適用于試用期員工。 Marriage leave, maternity leave, funeral leave, etc benefits are not applied to employees who are still in probation period. 2．除上述各類假期外，員工有特殊情況需要申請休假的，要事先逐級經(jīng)上級領(lǐng)導(dǎo)和公司總經(jīng)理批準(zhǔn)，此類假期的薪酬發(fā)放由總經(jīng)理決定，書面通知行政人事部。 Except for above mentioned holidays, if employees need to apply for leave due to special situation, employees must get the approval from department heads and general manager step by step. Once the general manager has decided salaries for such kind of holidays, written notice shall be provided to administrative personnel department. 第八條以上所有假期除有特別說明外，所指天數(shù)均為日歷月，不得按實(shí)際工作日計(jì)算。除國家法定假日外，所有員工均須按規(guī)定提前取得公司有關(guān)領(lǐng)導(dǎo)簽字同意后方可休假，否則按曠工論處 . Article8 unless there is special statement for all of above mentioned holidays, all days refer to calendar month instead of calculating as per actual working days. Except for national holidays, all staff must get approval in advance from related leaders before being off as per the regulation. Otherwise, the leave will be deemed as absenteeism. 第九條所有員工有義務(wù)在公司的統(tǒng)一調(diào)配下在適當(dāng)?shù)臅r(shí)間安排休假，并在休假前就假期員工參加社會保險(xiǎn)的條件 : Conditions for employees who can enjoy participating in purchasing social insurance: ； The pany’ s official employees。 ； There are not other units at the same time handle the social Insurance for employees。 。 Comply with national and local laws and regulations related to the conditions and requirements. 薪酬制度 Salary Regulation 第一條由公司總部人力資源部依據(jù)公司年度經(jīng)營計(jì)劃與方針，統(tǒng)一制定薪酬計(jì)劃和調(diào)整工資管理制度，經(jīng)總裁批準(zhǔn)后執(zhí)行。 Article1 HR department will firstly develop a unified wages plan and adjust wage management system as per the pany’ s annual operation planning and policy. The implementation will start after getting approval from the president. 第二條員工薪酬構(gòu)成分為基礎(chǔ)工資、職務(wù)工資、績效工資幾部分。公司將每月實(shí)行績效考評，根據(jù)績效考評的結(jié)果確定員工每月薪資總額。根據(jù)公司的業(yè)績情況及考核結(jié)果，可酌情給予員工發(fā)放獎金。 Article2 employees’ wages are divided into basic ine, position ine, merit pay, etc parts. The pany will implement a monthly performance evaluation which will decide the total amount of employees’ monthly salaries. As per the pany’ s performance conditions and evaluation results, reason bonus may be given to employees. 第三條工資報(bào)酬實(shí)行保密管理，任何管理人員及相關(guān)工作人員非因履行工作職責(zé)之需要，不得向第三方泄露所獲悉的公司薪酬結(jié)構(gòu)；任何員工不允許以任何方式詢問、議論他人的薪資報(bào)酬，并不得向他人泄露自己的薪資報(bào)酬。凡違反者公司將作為嚴(yán)重違反勞動紀(jì)律者處理。視情節(jié)嚴(yán)重予以罰款 500~1000 元，直至開除處理。 Article3 Employees’ salaries use confidentiality management system. Unless job requirement, any management personnel and related staff shall not divulge to third parties about the pany’ s remuneration structure. Any employee is not allowed to ask or discuss others’ salaries in any way. Revealing the salaries of one’s own is also forbidden. Any violators will be considered as those who have seriously violated the labor disciplines. The pany will give punishment to violators as per seriousness of the case. In serious conditions, a violator will be imposed a fine of 500RMB~ 1000RMB, or even up to expulsion. 第四條薪酬與效益掛鉤原則：為適應(yīng)激烈的市場競爭及經(jīng)營管理需要，利潤中心的員工薪資、福利與所在利潤中心的總體效益相結(jié)合。其中：業(yè)務(wù)人員的收入水平與其本人的