考勤及工资福利管理制度

员工考勤及工资福利管理制度

1． 目的 Purpose

为维护公司良好的生产秩序和工作纪律,确保公司全体员工明确并共同遵守公司的有关规定,而特制定本管理制度。本管理制度是根据《中华人民共和国劳动合同法》及本地的相关法律法规，结合本公司的实际情况而制定的。 This policy is specially prepared with the aims to maintain a good product and working discipline， and to ensure that all employees understand and adhere to the policy as set out in this guide。 This policy is specially tailored based on 《China Labor Contract Law》, related legislations of China and GuangDong Labor Administration Management as well as BZ’s actual situation。

2。 主题内容与适用范围 Subject contents and applicable scope

本制度规定了员工考勤管理的办法，明确了各类假期和工资福利待遇规定，适用于全公司员工的考勤及工资福利管理。These rules specify methods to administer employees’ attendance and salary and benefits.

3。 劳动组织管理:Labor administration

3.1 公司实行劳动合同管理，员工必须与公司签订劳动合同.Staff must sign labor contract with

the company。 3。2 正常上班时间：上午8时~11：30时（12时），下午12:30时（13时）～17:00时。周

一至五18：00时后及周六、周日需要超时工作的部门,必须提前填写加班/放假申请表，经部门经理或副总经理批准后,员工可进入现场作业.Normal working hours are： 8：00—11：30（12：00）， 12：30 （13：00）-17:00. OT after 18：00 on Monday to Friday or on Saturday ＆ Sunday must be approved by Dept。 head or deputy GM in advance in writing。

3。3 公司实行打卡考勤记录管理.员工必须遵守上(下）班时间规定，每日应亲自打卡上下

班，并在上班时间前到达工作岗位.Attendance is recorded by a time card。 Employees must punch the card before and after work。 Employees must arrive at the workstation prior to working hours。

a） 上下班如有未打卡者，应按规定及时填写《未打卡登记表》，经部门主管签字证明，

并经人事部核准视为正常出勤,否则视同旷工1天处理（此登记表必须于次工作日上午12：00时前,送呈人事部门核准，逾期不受理）。Anyone who didn’t punch in should fill out 〈registration form of none punch in〉 timely, and will be regarded as on duty after approved by department manager and double checked by HR， otherwise will be regarded as being absence for 1 day (this registration has to be delivered to HR for double check before 12：00 the next day, overdue request will be rejected。) b） 人力资源部负责将考勤信息汇总后编制“每月考勤表\"交各车间/部门（以下简称部门）

进行核对，确认签名后交由人力资源部保存，作为员工核发工资的依据.不提交的部

门将暂停计发工资。HR Dept。 works out the monthly attendance summary and submits to all departments for verification。 The dept。 confirms and signs the summary and returns to HR。 The summary is the supporting document for salary calculation and distribution。 Without such， salary will not be calculated or paid. c） 使用卡钟考勤的员工因业务需要，在考勤工作时间内中途进/出公司，必须经部门负责人同意,并在考勤卡适当时间的空格内签名认可,视做出勤.For those that need to go out of the factory for business needs, thus unable to punch the card， the blank area of the time card must be signed by department head so that the missing hours are counted as working hours。

d） 使用电子考勤系统考勤的员工，在考勤工作时间内因业务需要外出作业中途进/出公

司，凭部门负责人签发的“出厂批条”交门卫验放。因特殊情况，对未能及时提交“出

厂批条”的员工，必须在保安室签署记录,并于次日前补回“出厂批条”给保安室，保安员负责删除原签署该时段的记录。对不补交“出厂批条\"或擅自进/出公司的员工，由保安员登记，并上报人力资源部，视作迟到/早退或旷工处理。For those that use the electronic attendance record system, if they need to leave the factory for business needs, outgoing slip must be signed by department head and presented to the guard。 If the slip cannot be presented on time， the employee must sign on the security record and when the signed slip becomes available, it must be given to the guard to delete the original security record。 For those that do not have the signed slip， the guard should record and report to HR， where absence will be recorded。

e） 因事需早退或公出，需要离开公司且当日不再返回者,应打卡后方能离开公司；因

私人理由在考勤工作时间内中途进/出公司的员工，须办理请假手续，打卡进出公司。For those leaving factory early or going out for business but will not be back during the day, should punch their card before leaving factory。 For those leaving the company during working time premises for private reasons， application procedure must be handled and they should register their leave by punching the card。

f) 保安班负责收集“出厂批条\"及加班放假申请表并分类报人力资源部核对电子考勤记

录。视出勤状态作相应记录处理。Guards collect outgoing slip and OT notices， and pass to applicable departments. The departments work out the special attendance record and submit to HR once for every ten days to verify with the electronic attendance record. Applicable attendance record will be marked。

g) 如因未打上或漏打且未登记于《未打卡登记表》者,造成的考勤记录不明而影响薪资

核算者，除有正当理由外不得要求重新核算。Those who brings difficulty for salary

calculation because of their no punching or forgot punching and no registering on 〈registration form for no punching in and out>, should not ask for a double check except for reasonable explanations。

3。4 员工入职或部门间调职,部门凭人力资源部发出的“员工调动介绍信\"或“岗位异动申请

表\"开始进行考勤。For new staff members， or those being transferred between departments,

HR will issue a letter to applicable departments， which should be used as the base for attendance。

3。5 员工离职:必须到人力资源部办理离厂手续.在离职通知期内公司不批准任何事假。 For

those that leave the company, applicable procedures must be handled through HR。 No leave request for handling personal matters will be allowed during notice period for resignation。 3。6 本月应出勤天数及工资核算周期计算：生产车间计件人员本月应出勤及工资核算周期以

财务部发出的当年统计工作安排为限；科后人员和非计件人员的本月应出勤及工资核算周期为：当月1至31日。当月应出勤天数＝当月日历核算周期（周一至周五时间)－（周一至周五）的公众假期。When calculating working days and salary, for workers paid by piece， the annual work schedule issued by Finance should be followed. For office staff and non-piece workers， working days=calendar days of the current month （Monday to Friday)

—public holidays on Monday to Friday

4。 劳动报酬管理Labor remuneration： 4。1 工资分配形式Salary allocation

4。1。1职能部门管理人员、车间正、副主任、仓库主管、试制组成员实行岗位工作责任制,

周一至周五延长工作时间不作加班处理;周六、日加班工时在不影响工作的前提下经主管负责人批准安排补休，但每次安排补休时间不能超过5天（特殊情况经主管副总经理审批)。每月累计结存加班补休时间不得超过40小时，超出部分必须当月安排补休,否则视作放弃休假处理。除上述规定以外的人员的加班工时由部门负责人协调安排补休,如无法

安排补休的，当月核发加班工资。For office staff， workshop supervisors and vice supervisors， warehouse supervisor and members of the sample group their salaries are fixed according to their jobs. Their extended working hours shall not be considered as OT （from Monday to Friday)； the overtime on Saturday or Sunday can be made up by rest day at other time。 Accumulative overtime cannot exceed 40 hours per month. Otherwise， compensatory rest day must be arranged in the current month or it is considered the person gives up the rest。 Other staff’s OT can be compensated by rest day arranged by dept. head. Otherwise, OT payment should be paid.

4.1。2 车间实行计件工资制或月薪工资制，加班工时由部门负责人协调安排补休,如无法安排

补休的,当月核发加班工资。Piece rate workers are paid according to their quantity。 Non—piece rate worker are paid by month， when there is OT， compensatory rest day should be arranged by dept。 head。 Otherwise, OT payment should be paid。 表一 table one:各工种/岗位工资及津贴分配形式明细表 salary allocation list：

员工月收入总额=劳动报酬收入+非劳动报酬收入 Total income=labor remuneration + non labor remuneration

非劳动报酬收入包括公司负担的各项社会保险费、生活津贴、劳动保护费用等 Non labor remuneration includes social insurances， living allowance， labor protection fees， etc that are paid by company.

劳动报酬收入包括正常工作时间工资、全勤津贴、加班费 labor remuneration include salary during normal working hrs or attendance allowance or OT

月收入=正常工作时间工资+√（生活津贴+岗位津贴+全勤津贴）； Total income= salary during normal working hrs + allowance 员工月收入 Total remuneration 分配形式 Allocation 工种/岗位 Description of the job 正常工作时间工资salary during normal working hrs 主任、经理Supervisor， Manager 岗位 Fixed Salary 副主任、副经理、专业技术人员Vice Supervisor, Vice Manager, technical personnel 主办科员、仓库主管supervising clerk， supervisor of warehouse 一般科员 Clerk 机修班长、电工班长、饭堂班长、主厨Monitor of the mechanic /electrical team， monitor of canteen， Main chef 岗位Fixed Salary 仓管员、工段长、质检员、统计员、脱产班长、 机修工、电工、司机、搬运组长Warehouse clerk, Line leader， QC， Stat。 Monitor, Machine, Electrician, driver, leader of carrier 助厨、搬运工、包装、坭水工 Helper of Cook， Carrier， plasterer 车间定薪Monthly 计件Piece pay 岗位 Fixed Salary 保安副班长、保安员 Vice monitor of Guard √ 车间定薪人员 Monthly rate worker 生产计件岗位操作工Piece rate worker， 按件计酬（参考正常工作时间工资为690元/月） 保安班长 Monitor of Guard 合格产品数量×计件Accepted QTY X unit price √ √ √ 安排补休或按规定计发加班工资 Rest or OT payment according to stipulation √ 生活津贴living allowance √ √ 全勤津贴Attendance allowance 安排补 休 √ √ Arrange rest 加班管理 OT Management √全勤津贴2008年实施 周日及节假日加班按规定计发加班工资OT Payment on weekend or holidays 保安， 管理人员 Guard， Management staff 面议 Subject to interview conclusion

4。2 工资核定 Salary definition

4。2.1 新入职员工：试用期满经人事评估考核通过并录用。工资分配形式按上述4。1款标

准执行。Official recruitment will be made once the evaluation is passed when probation expires。 Salary allocation shall follow terms stated as above.

4。2。3 各车间实行定岗定员管理，员工岗位工资等级确定后，因工作需要调整岗位及工

资的，必须由所在车间、部门负责人提出并填写“岗位异动申请表”，报主管副总经理

和人力资源部审核。For staff transfer, the document “Staff transfer requisition form\" will be filled in by Dept. head， and submitted to Vice GM and HR for checking and approval。 4。2.4 薪金的执行：新入职人员，从入职之日起执行相应的岗位职级待遇；试用期满、职务

晋升、岗位调整或其他调薪,一般情况下,当月审批，次月起执行.具体以人力资源部发出的“员工调薪（转正、任职）通知”为准。For new staff， applicable salary shall be used, when there is promotion or transfers， salary adjustment will be approved in the current month and distribution will happen the next month。

4。2.5 计件工资单价的确定：对可以独立操作完成并能量化考核的生产工件或产成品，实行

计件工资单价。计件工资核定单价的依据是：以熟练的操作工21天的产量，按月工资×××××元标准(根据劳动强度、技术含量高低）进行分析确定。计件单价由车间主任提议，填写“计件工资单价（定价）调整表”，随附相关工时考核分析原始资料，交

人力资源部审核,报主管副总经理及总经理批准执行。新单价一般试行三个月后再申报确定为正式计件单价。PC rate：For position that can be quantified， PC rate will be used。 The base for PC rate is the Qty produced in 21 days by skillful workers。 Usually the monthly paid is in between ×× to ××.The PC rate unit price is proposed by the supervisor and submitted to HR for checking and vice GM ＆ GM for approval。 The new unit price will be used for 3 months before it can become official.

4。2。6 计件工资单价的调整：在执行计件工资单价过程中，由于生产工艺、设备等因素

发生变化，需调整原加工单价时，经过充分的分析,可由车间主任提出调整单价，填写“计件工资单价(定价)调整表\随附相关工时考核分析原始资料,交人力资源部审核,经主管副总经理及总经理批准后执行。调整的新单价一般试行三个月后再申报确定为正式计件单价。Adjustment of the PC rate：When there is change to the process or equipment thus arising need to adjust the unit price， the supervisor may make the proposal by filling in the Unit Price Adjustment Report and submit it to HR for checking。 It must be approved by vice GM and GM。 The new unit price will be used for 3 months before it can become official。 4。2。7 生产计件工人从事无定额工作的工资核算:因工作需要,经车间主任安排，临时抽调计

件工人在车间从事不能实行计件工资的一般性杂工工作和转岗培训人员，工资（含津贴,下同）××元/时;从事不能实行计件工资的一般技术性工作，工资××元/时；从事不能实行计件工资的较特殊的技术性工作,工资最高不超过××元/时。禁止车间利用本款所列之工时工资作为计件工资单价补偿或虚报工时索取额外工资。For piece worker doing

non—PC rate job due to actual need， pay is calculated as follows：Normal odd job: ××RMB/Hr; Technical job： ×× RMB/Hr; Special technical job： ××RMB/Hr。

4.3 休假管理Rest days

4。3。1请假规则 Rules & Regulations

请假 所有受雇于公司的员工请假都必须按公司的规定向上司提交书面申请。公司会根据要求的紧急度和对公司的影响来考虑员工的请假要求。当请假批准后，公司有权对休假后的员工重新安排工作。

LEAVE OF ABSENCE Company reserves the right to allow employees to request a leave of absence for various reasons。 All requests need to be submitted in writing by the employee，

to their supervisor。 All Leave of Absence requests will be considered based on the urgency of the matter and the impact on the company. When a Leave of Absence is approved， company reserves the right to place the returning employee into any job position or function.

迟到 迟到就是晚于规定的上班时间出勤。规定的上班时间可以是正常的上班时间也可以是管理层暂时调整的上班时间。规定的上班时间包括需加班的星期六或星期天.

TARDIES A “Tardy\" is being late for your scheduled start time， whether it is a regularly scheduled start time， or a temporarily changed scheduled start time by management。 This includes scheduled Saturday or Sunday。 If someone clocks in past his or her scheduled starting time， they will be considered tardy， and will receive a “Tardy” infraction on their attendance—tracking sheet。

早退 就是提前在规定的下班时间离开工作岗位，有部门主管批准除外.

An “early quit” Is walking off the job before quitting time， unless authorized by the department supervisor or plant manager.

旷工 旷工就是员工没有在规定的工作天上班又没有请假的情况下而缺勤.但预先批准的事假不属于旷工.属于旷工情况者,每次将在考勤记录中扣除1分.

ABSENTEEISM An “Absent” is any day the employee is schedule to work and the employee does not report for work。 Scheduled vacation days and scheduled Personal days, do not count as absent。 An “Absent” will count 1 point in the attendance point system。 打卡 所有的员工都必须按作息时间打卡。如果员工遗失或者忘带考勤卡，必须填写“未打卡登记表”并交给其上司签名，证明其在当天是正常上班.如果你的考勤卡失灵，应该立即将此情况反应给直属上司或人力资源部。进入厂区打卡后不可再出厂区逗留。

CLOCK IN PROCEDURES All employees must have an authorized I。D。 badge to get into the plant and to clock in。 If an employee loses or forgets their badge， they must fill out a “Clocking Procedures\" sheet and supervisor must sign the sheet showing the time of day that the employee arrived for work. If your badge will not scan， it is your responsibility to report it to your direct supervisor or Human Resources immediately. Any employee who has punched in is not allowed to stay outside the factory area。

全勤 设有全勤津贴的员工如果在每个月都能达到以下的全勤情况，才可以拿到足额的全勤津贴。

1. 当月无迟到早退记录 2. 当月无旷工或请假记录 3． 无忘记打卡记录

PERFECT ATTENDANCE Employee with attendance allowance is eligible for full attendance allowance in each calendar month if they meet the following criteria: 1。 No tardies for the month。

2. No absences or leave days for the month. 3。 No missed punches。

POINT SYSTEM SUMMARY计分制度概述

××× expects employees to be at work everyday that is scheduled。 This policy is in place only to help correct attendance problems before they reach the level of termination。 ×××公司希望他的员工可以按时工作，此措施目的是为了帮助其员工改正不良的出勤习惯而避免由于不正常的出勤习惯而被解雇.

旷工、迟到、早退的分数实行汇总计算 Absent\"， “Tardy” and “early quit” points are added together :

ABSENT counts as 1 point 旷工每次扣1分 TARDY counts as 0。5 point 迟到每次扣0。5分 EARLY QUIT counts as 0。5 point 早退每次扣0.5分

（1）若员工在90天内因迟到早退累计扣分超过1。5分，该员工将收到口头书面警告。员工每旷工一次将收到书面口头警告。If an employee accumulates more than 1。5 points because of “tardy” or “early quit” in a 90—day period, he/she will receive an Oral warning. Every “absent\" will receive an oral warning. （2） 从收到书面口头警告起90天内,该员工不能再违反出勤规定,否则该员工将收到含有公司与其约定出勤要求的第二次书面警告,明确自本警告书发出之日起90天内如该员工违反其约定的内容，公司将因其违纪原因立即暂停与其执行合同或解除劳动合同。该员工要在“警告书”上签名。From that write up date forward to 90 more days， the employee must remain infraction free or he/she will receive a written warning that automatically includes terms on attendance agreed by both the employee and the Company which the employee must sign stating that if he/she violates terms set forth which will state that any infraction of attendance in the next 90 days will result in suspension and termination of his/her labor contract signed with the Company。

（3) 在执行以上措施时，如果此员工在警告书执行日起90天期限内无再违反考勤规定，他的考勤记录将显示扣分值为0。At any point in this process, the employee completes a 90 day period without violating any attendance policy, they will return to original status with 0 (zero) points on their chart.

4。3。1请假规则 Rules ＆ Regulations

4。3。1。1员工因事、因病必须在正常上班时间到工作场所外处理个人事项的，需提前相应

工作日申请相应类别的假期，请假前员工必须妥善安排好自己的工作；部门经理或主管应妥善安排好本部门工作并确保不影响正常工作为前提批准员工假期。除重病、工伤、丧假等不可预期的特殊假期外，申请其它假期应遵守公司规定的事前申请的原则:1天内的假期需提前1个工作日申请， 1天以上3天以内的假期需提前3个工作日申请，3天以上的假期需提前5个工作日申请。获批准后方为有效。Any employee， who is unable to report to work on a normal working day due to personal affairs or illness， must apply for leave in advance。 Prior to applying his/her leave， the leave applier should arrange his/her work properly during his/her absence and the supervisor should make necessary arrangements and ensure that work will not be affected by his/her absence. All employees shall adhere to the leave application procedure as set out below, except for those leave due to sickness， work injury, funeral and other unexpected situations。 When applying for leave， the following should be observed: 1day advance notice for leave not exceeding 1 day； 3 days advance notice for leave 1 day to 3 days; 5 days advance notice for leave exceeding 3 days. The leave application will only be effective upon approval。

4.3。1。2 员工请假休假应填写《请假申请单》,并注明请假日期、原因、指定工作代理人等相

关事项,依批示权限，呈请核准。批假条的主管必须在请假单上注明指定代理人。获批准后方为有效。电话请假只限于不可预见的突发事件并于上班后第一时间补交相关的

证明资料方可补假,否则视为旷工.All employees must complete the leave Application Form when applying for leave， stating the leave period， reasons， who will cover the job, and other relevant information, and submit it to the supervisor for written approval. The leave application will only be effective upon approval。 Leave request made by phone is

only for unexpected situations and corresponding proof shall be submitted after the employee resumes work.

4。3。1。3 如员工未按规定办理请假休假手续而擅离工作岗位者，或请假期满未及时上班或

未按规定补假者，均视为旷工。The Company may consider the following as violation of discipline， if an employee goes on leave without adhering to the leave application

procedure or he/she fails to come back to report to work on time after the leave period ends or go though necessary procedures for extending the leave period。

4。3。1.4 提前到岗上班者需由本人或部门专人通知人力资源部办理销假手续,否则不予计算

正常出勤。Any employee who reports to work before the end of his/her leave， must either personally or get the department's representative to inform HR department of his/her leave cancellation。 Otherwise， it will not be deemed as attendance.

4.3.1.5 规定班次工作时间外，各部门因工作需要安排加班加点,若员工因突发事件需请假离

岗，可向直属主管和部门指定负责人办理离岗手续,获准后将取消加班，不计入请假时数.

Besides normal working hours， each department supervisor may request employees to work OT。 If an employee has to go on leave during OT due to unexpected situations,

he/she must seek approval of the direct supervisor or the designated in-charge person before he/she can leave workstation。 Upon the approval， his/her overtime will be cancelled and

his/her absence will not be regarded as leave.

4.3.1.6 为确保生产和工作顺利进行,各部门直属主管应对下属的请假原因认真核实，并合理控

制本部门人员的请假时间，同一岗位同一时间车间主任只能批准一人请假。对弄虚作假者将追究直接管理人的责任。In order to ensure smooth production, respective department heads should seriously verify and control their subordinates’ leave application。 For employees on the same position, only one of them is allowed to take leave at a time。

Management shall hold the direct supervisors of those who apply for leave without valid reasons responsible。

4.3。1。7 因特殊情况,休假与本管理办法相抵触的，需经由人力资源部调查核实后酌情处理。

HR will investigate and decide on a case-to—case basis for special leave application。

4.3。2 请假审批权限Approval Matrix

员工填写的《请假申请表》,均应得到部门直接主管确认和部门经理书面批准.Leave application must be verified by the direct supervisor， and approved in writing by the department manager。

4。3。2。1 生产一线员工请病、事假，1天以内（含1天）由车间主任审批; 1天以上由部门

负责人加直属上司审批。Leave up to 1 day for the production staff may be approved by the workshop supervisor。 The Manager or Vice GM must approve any leave that is more than

one day。

4。3。2。2 科后员工请病、事假，1天内（含1天）由部门经理审批；2~3天（含3天）由

部门经理加直属上司审批；3天以上由部门经理加直属上司核准经执行副总经理或总经理审批。One day off for the office staff may be approved by the Dept。 Manager， leave up two to three days to be approved by the Vice General Manager. Both the Vice General Manager and the General Manager must approve leave that is seven days or more。

4。3。2.3车间主任、部门经理请病、事假，2天(含2天）内由直属上司审批；3天以上由直

属上司加执行副总经理或总经理审批。The Workshop Supervisor, and the Department Manager may ask for leave up to three days provided， it is approved by the Vice General

Manager. Both the Vice General Manager and the General Manager must approve leave that is four days or more。

4。3。3 假别Types of Leave

4。3.3.1 国家法定假日Public Holidays

按国家法律规定员工每年可享受国家的法定有薪假期。所有的员工在节假日前后都必须按规定出满勤不得迟到早退.

The Company shall grant employees statutory Public Holidays with pay。 Employees must

work the full scheduled day as determined by the supervisor before and after the Holiday without being tardy to be eligible.

全体公民放假的假日，如果适逢星期六、日，应当在工作日补假.具体补假日期以人力资源部公布的通告为准。

If Public Holidays falls on a Saturday or Sunday, it will be replaced with 1 working day。 HR will announce the replacement day in writing。 4.3.3.2 病假Sick Leave：

员工请病假，必须提交镇级以上医院证明（诊断证明书和药费清单)，并按上述请病假审批程序办理A request for leave for personal illness must be accompanied by a certificate （“Diagnosis report' and medicine Fee list） from the town hospital or above， and go through the procedure of leave application stated above。

4。3。3.3 婚假 Wedding leave:

员工自签发结婚证书的日期起半年内可享受婚假3天（含法定假日);晚婚者增加10天。须提供结婚证书等有效证明并提前7个工作日申请。The employee who complies with the marriage law will be entitled to 3 calendar days （public holidays are inclusive） of wedding Leave。 Employees get married at a late age can receive an extension of 10 more days. 4。3。3。4 产假 Maternity Leave：

符合计划生育规定生育的女员工，可享受产假90天(包含节假日,即遇节假日不顺延）。每位女员工只能享受一次.该员工必须提前30天提出请假申请。Female staff is entitled to 90 days of maternity leave if she meets the one child policy. Each female staff can have one time of leave only。

4。3。3.5 计划生育假 Family Planning Leave:

按公司规定接受节育手术的员工，凭医生证明休假。Staff members undergoing a birth control operation may have leave and the request must be accompanied by a certificate from the hospital。

4.3。3.6 丧假 Funeral Leave:

员工的祖父母、父母、子女、配偶、配偶的父母身故，可享受丧假3天.If there is a death of a grandfather， or grandmother, parent， child， spouse, spouse’s parent, then the person suffering the loss is entitled to three days for funeral arrangement. 4。3。3。7工伤假 work-related injury Leave

员工在工作时间内因工负伤休假，必须提交镇级以上医院证明，并按上述请假审批程序办理.休假天数根据工伤员工伤势和医生诊断确定。公司会根据员工的伤残程度在医疗期间合理安排员工从事力所能及的工作,员工不得借机逃避。A request for leave for a

work-related injury must be accompanied by a certificate from the town hospital or above。 Number of days granted to an employee is dependent on the degree of his/her injury and doctor’s diagnosis。 The company will assign reasonable jobs to employee considering his injured condition and work capability。 The employee can not put off or reject jobs by reasons. 4。3。4 符合本管理制度条款休假的各类假期待遇Remuneration for leave days 4.3.4。1 国家法定假日Public Holidays: a. 全薪，并享有各项福利。计件工人约定为33元/日。Employee shall be entitled to full pay，

full benefits. For Piece worker it is 33RMB/day。

b. 生产工人确因生产需要安排加班的,按正常工作时间工资支付三倍加班工资。Production

employees， who work overtime due to production requirement， will be compensated at 3 times of their normal salary.

c. 公司不鼓励任何员工在法定节假日加班并严格控制加班.The Company does not encourage employees to work overtime on a Public Holiday and will strictly control overtime。

4。3.4.2 员工请事假,休假期间不计发工资及津贴。Persons on personal leave will not have any remuneration.

4。3。4.3 病假、婚假、丧假、节育假期、产假待遇（每月按21天作基数）Remuneration for sick，

wedding leave, funeral leave and family planning leave. a. 员工休病假按正常工作时间工资的80%计发.

b。 婚、丧假、落实上环、结扎(包括落实上环节育措施失效人流）等节育措施而需休假的

员工、看护假(已参加生育保险的男员工)按正常工作时间工资计发。For wedding or funeral leave， who are having family planning operation， for male staff members with maternity insurance and need days off the salary will be calculated using salary during the normal working hrs.

c. 产假待遇 （必须在产后2个月内向人力资源部提交相关生育证明文件及在生育后三个

月内落实上环或结扎节育措施,凭市级医院节育措施证明才能计发，未提交者不发）.Persons on maternity leave must provide documentation from the hospital to HR。 （1）。 已参加生育保险的女员工，产假工资按本人产前三个月的平均工资（含正常

工作时间工资/津贴）的×××计发;如果核算的产假工资低于×××元,按×××元计

算;如核算的产假工资高于中山市社会保险年度月人均缴费工资统筹标准的，则按市社

保局年度月人均缴费工资统筹标准执行。Female employee with maternity insurance is entitled to 3 months leave for the first baby. Their salary will be calculated at the rate of ××× of their previous 3-month average wage。 If such is lower than ×××RMB， then ×××RMB will be used； If the salary is higher than the average standard wage of the ZhongShan City society insurance rate, then the latter will be used。 (2)未参加生育保险的女员工,符合晚育年龄生育第一个子女，可享受3个月的产假工资津贴×××元/月（其它津贴取消）。Female staff members without maternity insurance are entitled to 3 months of leave for the first baby， and will be paid ×××RMB per months during that period。

4。3.4。4 季度内请事假、病假、婚假、产假、丧假累计7—15天（含）的仅发×××奖金，15天以上者无奖金;产假员工休假期间不享有季度奖金；工伤假奖金计发办法:含有工伤假的季度内，实际出勤累计超过35个工作日(含），该季度奖金全额发放，否则不计.For employee taking sick leave, his/her salary will be calculated using ×××salary of the normal working hrs。 Employees having a total of 7—15 days off for personal affairs， illness, wedding， maternity leave， and funeral in a quarter will have ××× quarter bonus。 Taking leave above 15 days, the employee will have no bonus. Persons on maternity leave no right to entitle bonus. Employee who is on work—related injury leave will have no bonus if his/her working days in the quarter are less than 35 days. 4.3。4.5 工伤待遇Work-related injury Leave

员工因工负伤工资待遇按《工伤事故处理规定》第6款执行。Anyone suffering injury that is job related will have a salary in accordance with the 6th clause of work injury management。 4.4 工资核算 Salary calculation

4。4.1 加班管理:凡超时工作者，必须经主管经理或副总经理批准，加班才有效。加班时间以

月累计，累计后不足1小时的不计。加班工时由部门负责人协调安排补休，如无法安排补休的,当月核发加班工资(只适用于上述4.1款所列可计发加班工资人员）。OT management：OT will be valid only when it is approved by the Dept。 Manager or Vice GM. OT can compensated by rest day if such is available and may be arranged by Dept。 Head。 Otherwise OT salary should be calculated。 (for staffs applicable to item 4.1）。

正常工作时间每小时加班工资=（正常工作时间工资÷21天÷8）×1。5；

休息日每小时加班工资=(正常工作时间工资÷21天÷8)×2

OT on normal working day （from Monday to Friday): OT=base pay÷21÷8×1.5÷8; OT on Saturday or Sunday= base pay÷21÷8×2

（注 Remark：保安员月工资额包含每周六加班费The salary of Guard already includes OT on Saturday.）

4。4。2 员工的个人所得税在次月工资代扣; 住房公积金、医疗保险金、养老保险金在当

月工资代扣。Employee's Income tax will be deducted from the salary of the next month； Housing Fund， Medicare， Pension Insurance will be deducted from the salary of the current

month.

4.4.3 员工工资核算款项在当月工资总额内不足扣减的，则在次月工资期内累计扣减；如果仍

不足扣减的，则通知当事人以现金方式到财务部缴交。If the deductible is higher than payable, it will be deducted from the next month salary or paid by cash.

5. 其他各类津贴 other allowance

5。1 营养保健津贴：Health Allowance

津贴对象:根据有关劳动保护规定，对长期从事接尘、接毒岗位工作的人员.For those

working in exposure to dust and poison

津贴标准： 5-12。50元/月/人，根据有关规定确定津贴等级。5-12。50RMB month/person 核算方式:当月出勤10天(含10天)以下者不发；当月出勤10天以上至15天（含15天）者发50％;当月出勤15天以上者全发.在当月工资期核发。属于公司集体放假，全月累计不足15天的，不受15天以上出勤比例限制,以出满勤为准.For worker who works is less than 10 days no allowance will be distributed。 If he works more than 10 days but less than 15 days 50％ allowance can be received. 15 days full allowance may be paid out. 5.2 电话费津贴:Mobile allowance

津贴对象及标准：根据工作需要，由总经理批准执行。For those that have need and approved by GM。

核算方式:在当月20日左右,由人力资源部制表，以现金支付的形式核发。当月任职不足10天(含10天）者不发；当月任职10天以上至15天(含15天）者发50%;当月任职15天以上者全发。全月缺勤者当月不发。The Mobile allowance will be released in the current

month （15—20days） by cash. For worker who works is less than 10 days no allowance will be distributed。 If he works more than 10 days but less than 15 days 50% allowance can be received. 15 days full allowance may be paid out。

6．其他福利待遇 Other benefits

6。1 已参加生育保险的女员工，其生育医疗费报销标准是：顺产者,2000元以下实报，高

于2000元者则按社保局下拨的2000元限额报销;属剖腹产或多胞胎者,3000元以下实报，高于3000元者则按社保局下拨的3000元限额报销。Female staff members with maternity insurance are entitled to the following medical fees： For natural birth： 2，000 RMB; Cesarean section or multiple births: 3，000 RMB 6。2 凡领取独生子女证的员工(仅限中山户口)，凭证按规定每月计发独生子女优待费5 元。每年12月核发。Staff members with certification of only one child per couple (for local

citizen only) are entitled to 5 RMB/month。 Payment will be on Dec。 of each year。

6。3公司可以根据实际情况考虑是否为员工提供集体宿舍，员工必须遵守《集体宿舍管理制

度》。At the sole discretion of the Company, management may provide dormitory to the staff, and the staff must obey the rules and regulations of the Company’s dormitory Management. 6。4公司根据工作岗位需要为员工提供工作服，员工必须在上班时间穿着整齐.At the sole

discretion of the Company， management may provide uniforms for the staff， and the staff must wear them in a neat and acceptable manner at all times during the working day。

6。5公司可根据实际情况考虑是否为员工提供上下班交通车(指定地点)接送服务.At the sole discretion of the Company, management may provide transportation (at designated location） for the staff to and from the work site each working day。

6.6公司可根据实际情况考虑是否为员工提供膳食供应. At the sole discretion of the Company，

the Company may provide meal service for the staff。

6。7公司董事会将根据每年实际情况考虑是否制定员工季度奖金分配方案。At the sole

discretion of the Company， management may make the quarter bonus plan annually。

7．工资及福利(简称工资)发放管理Salary distribution 7.1 当月工资在次月15—20日通过银行代发(代发前5天，由员工自行提供本人有效的中山区

域工商银行帐号）。经银行确认核发工资后,员工工资将实行保密管理，员工无需在工资表

内签收。如需要查询本人工资情况的，科室后勤人员可到人力资源部取工资条，其他人员到车间统计员处取工资条。为确保核发工资的准确性，请各位员工在每月底前到工商银行各网点登折核收本期应发工资数额,如有不符，请于当月底前向公司人力资源部报告，以便及时核对。如无异议,则视做工资收款确认。当员工跨月休假时,凡当月缺勤10天（含10天）以上，且该期工资发放时次月出勤不满8天者，其工资将与下期工资一起发放.Current month salary is released on the 15th to the 20th of the next month through bank. If an employee leaves for 10 days and above and his/her working days of the next month before salary is released are less than 8， his/her salary will be held and release will be delayed to another next month.

7.2 离厂人员工资核发：所有离职人员必须在离厂之日起一个月内办妥离厂手续,方可计发工

资。因未办妥手续而擅自离厂的员工,15天之后员工与公司签订的劳动合同将自动解除，公司有权停止核发该员工的一切工资福利待遇，超过一个月仍不办理离厂手续的作放弃工资权处理,厂方不再计发当事人所结余的工资.员工自动离职或因违纪被辞退,按正常工资期计发工资；属公司解聘人员和试用期内离厂人员立即计发工资。入职不足3天而离职者不计发工资。Any person that leaves the company must handle the procedure within 1 month。 Otherwise， salary will not be distributed. For those who leave without proper process, the company has the right to stop paying the salary and benefit of such employee。 If the person fails to go through the procedure within the time frame， it is considered that he gives up his right and the company will not pay out the salary due。 If the employee resigns or is dismissed

due to discipline violation， salary will be distributed as normal process， if the company fires the employee or he leaves the company within probation， salary will be distributed immediately。 If the person works less than 3 days, no payment will be handled.

8. 违纪处罚 Violation Penalty：

8。1 根据考勤记录，上班超过规定时间打卡的视作迟到处理,未到下班时间而打卡出厂的

视作早退处理；上（下）班未打卡者，也视作迟到（早退)处理；迟到/早退每次扣款10元.每季累计迟到/早退3次以上者，取消当季度奖金.Card punching record is considered as the final authority in determining salary。 If the card is punched later or earlier than the start

time or the ending time，the employee will be fined 10 RMB each time。 If such violation exceeds 3 times in a quarter, the quarter bonus will be cancelled。 8.2 在考勤工作时间内进/出公司而拒绝打(签）卡者，作旷工处理。Any employee who comes and

leaves the premises， without punching the card， will be counted as absent from work。 8。3 代别人打卡者，追究双方连带责任,各罚款50元/次，并取消当季度奖金。

再次发现，即予辞退，并不支付经济补偿金。Anyone who inserts the punch card for others and is discovered will, with the other person， be fined 50 RMB each time。 This practice will also cancel the quarter bonus for both. Dismissal may be taken if violate again。

8。4 提前等候打下班卡者，按擅自离开岗位处罚.Employees leaving positions early to wait in line to punch out will be regarded as the ones leaving positions without permission and have to receive corresponding punishments.

8。5 旷工一天（8小时)扣款100元，有旷工记录者取消当季度奖金.年累计旷工超过10天以

上者作除名处理,并不支付经济补偿金。Any employee who is absent one day (8 hours） will sustain a penalty of 100 RMB and lose the quarter bonus. Any employee absent for 10 days or more for one year will be fired。

8。6不按规定着装或不按规定佩戴特殊防护服装、用品的按《安全文明生产及劳动纪律管理

制度》相关条款处理。Any employee who does not wear company uniform or safety products according to regulations, the violation penalty will be implemented in accordance to《Safety and civilized production and labor discipline management system》。

8。7以请病假为由进行蒙骗公司的，扣除请假相应时数的双倍工资外。另给予严厉纪律处分甚至开除。An employee who feigns illness shall have 2 times his/her daily wage for each day of absence deducted from his/her salary。 In addition, disciplinary action, including dismissal, may be taken against him/her。

8。8 违反本制度的其他条款,视情节轻重给予处罚。Violation of other clause will be fined

accordingly。

8.9 因未办妥手续而擅自离厂的员工,不提供社保退保、失业救济和有关情况证明。

If an employee leaves the factory without going through proper procedure， no proof on social

insurance， unemployment benefit， and other certificates will be issued to him/her。

9 公司提倡员工资料如实申报制度.员工的各类资料和证件必须是真实的和可靠的,包括学历证书、身份证、其它工作经历、员工的生育怀孕、重大疾病或传染病等，员工都需要如实并及时书面告之公司人力资源部.员工的个人情况如有不实或隐瞒不报的,公司将保留追究其责任的权利，并决定是否终止劳动合同。

The Company advocates employees to offer personal information honestly。 All materials, certificates including academic certificate and ID card and information on work experience shall be real and reliable。 HR dept. shall be promptly notified of information on child—bearing and pregnancy, catastrophic illness or infection disease in writing。 If vital information is withheld from the Company or unreal information is offered， the Company reserves the right to hold the employee responsible for this and determines whether or not terminate the labor contract。