The company attendance vacation management system paradigm

更新时间:2019-05-29 09:08:00点击:18710 Industry Views

First, the purpose

In order to maintain the normal working order of the company and create a good working atmosphere, this management system is specially formulated in accordance with relevant national laws and regulations.

Second, the scope of application

This management system applies to all formal employees of the company. The establishment of labor relations, labor dispatch, interns, and part-time personnel with the company shall be separately stipulated according to the signing of labor services or internship agreements between the two parties.

Third, attendance regulations

1. The unified management department of the company's attendance and vacation is the Human Resources Department.
2. The company's working day is from Monday to Friday, and the working day is 8 hours. The working time is 8:30-12:00 every morning, 13:00-17:30 in the afternoon (for the R&D department to carry out flexible work) System, the working hours are 08:30-09:00, and the off-duty time is 17:30-18:00.
3. The implementation of the flexible work system shall be subject to the approval of the Human Resources Department;
4. The company shall have an attendance cycle from the 1st of each month to the last working day of the end of the month.
5. The company installed the attendance punching device at the office. All formal employees (except company leaders) are required to perform attendance through the attendance machine.
6. Foreign personnel accept local attendance arrangements;
7. Sales personnel also accept attendance at the company office, and need to register through the “Employees Out Registration Form”.
8. If the employee forgets to bring the time card after work, he must go to the Ministry of Human Resources to fill out the “Forgot Card Registration Form”. All work must be registered after work, and must be signed by the company's front desk as a certificate.
9. Employees should promptly process all attendance abnormalities information of the previous month before the 5th of the next month, and submit them to the Human Resources Department for statistical record after approval by the direct supervisor.
10. Normal attendance personnel are late for arrival within 30 minutes after the specified working hours (the flexible working system is late for the company after 9:00), and leave early after the specified off-duty time. Both late arrival and early departure are counted as “secondary”. Those who are late or leave early for more than 30 minutes should obtain the approval of the superior in advance and complete the written leave procedure within one working day, otherwise they will be processed as completed.
11. Late and early leave treatment: (1) The employee has the opportunity to be late or leave early in good faith within 3 times (including), and deduct the performance of the current month after more than 3 times; (2) 2 The accumulated late or early withdrawal of the current month More than 6 times (including 3 goodwill late or early leave), or accumulated late or early leave more than 37 times (inclusive), the company dealt with serious violations of labor discipline.
12. The late arrival of the group due to force majeure events such as bad weather and traffic failures shall be applied for exemption from the company by the Ministry of Human Resources and shall be effective after approval by the company's leaders.
13. If the company needs to arrange for employees to work overtime due to work, the department manager should fill in the “Overtime Task List” in advance and submit it to the Human Resources Department for filing and paying overtime pay.
14. (please add as needed)
4. Vacation regulations
1. Leave for
employees to ask for leave. The written “Application for Leave” is approved in accordance with the procedures specified in the leave form, and is submitted to the Human Resources Department for approval after approval.
2. The provisions of paid annual leave
(1) If the accumulated work of the employee has been less than 10 years and less than 10 years, the total number of days of paid annual leave is 5 days; if the number of paid employees is less than 20 years, the total number of paid annual leave is 10 days; The total number of paid annual leave for the past 20 years is 15 days;
(2) The employee's paid annual leave is calculated in hours, and the hour is less than 1 hour (8 hours per day);
(3) Staff leave can be paid annual leave to offset;
(4) the year recruits and in order to enjoy annual leave after the trial period, then enjoy annual leave in accordance with the entry number of days calculated in proportion, after November recruits will not be allowed to enjoy the year annual leave;
(5) Annual leave may be graded or focus off;
(6) The annual leave with paid annual leave for employees who are eligible for paid annual leave is calculated according to the actual working days. If the actual number of days of employee vacation has exceeded the number of days calculated, the number of days exceeded is deducted from the settlement salary according to the holiday salary standard;
(7) employees did not apply for personal annual paid leave as a voluntary leave of the year to give up;
(8) apply for paid annual leave of employees required to fill out the "leave alone", once in three days annual leave (inclusive) to The employee must submit an application in advance 5 working days. Regardless of whether the annual leave is approved, the leave form should be filed with the Human Resources Department;
(9) The annual leave that has not been completed in the current year, the annual leave before the Spring Festival is still valid, and the overdue is deemed to voluntarily give up the right to vacation.
3. Sick leave regulations
(1) Sick leave takes half a day as a unit, and is approved by the department manager within 2 days;
(2) Employees who have sick leave for more than 3 days must submit a hospital certificate (diagnosis certificate) after the sick leave is completed, and no sick leave for hospital leave. treatment;
(3) sick leave up to five days (inclusive), shall issue registration documents, medical records and diagnostic proof of hospitals (with suggestions vacation time) shall specify in the human resources department of hospitals, if necessary Proof of leave;
(4) Within 30 days of the cumulative sick leave in the current year (including) sick pay is 50% of the normal salary; those who have accumulated sick leave for more than 30 days in the current year are paid according to the local minimum wage;
(5) Employees due to illness or non-cause When a worker is injured and needs to stop working for medical treatment, it shall be carried out in accordance with the Provisions on Medical Staff for Diseases or Non-Work-related Injuries.
4. Marriage and leave regulations
(1) Employees who are engaged in marriage formalities during the work of the company may enjoy marriage leave, and must provide proof of marriage certificate to the Human Resources Department when applying for marriage leave;
(2) According to the Marriage Law and the Family Planning Regulations : Employees who are married according to the legal age of marriage (female 20 years old, male 22 years old) can enjoy 3 days of marriage leave; those who meet the age of late marriage (female 23 years old, male 25 years old) can enjoy 15 days of late marriage leave (including 3 days of legal marriage leave);
(3) Remarried persons may enjoy statutory marriage leave, but may not be entitled to late marriage leave;
(4) Marriage leave shall be deemed to be automatically waived once within one year from the date of marriage registration;
(5) Marriage leave includes continuous calculation of public holidays and statutory holidays .
5. Maternity leave regulations
(1) The company strictly takes maternity leave according to Article 7 of the “Special Protection Regulations for Women Workers”. “Female workers enjoy 98 days of maternity leave, of which 15 days can be taken before giving birth; 15 days of increased maternity leave due to dystocia; Every additional birth of 1 baby in the fetus increases maternity leave for 15 days";
(2) Female employees should inform the superior supervisor within 2 months after pregnancy and should submit the original pregnancy and maternity certificate to the Human Resources Department for record;
(3) For the male spouse of the company, the male employee shall be given paternity leave for 7 consecutive days. The paternity leave shall be taken off within 10 days before and after the spouse's production, or expired;
(4) Female employees have female employees who are dissatisfied with the baby. One working day is available for 1 hour of feeding time, which must be used on time and cannot be combined. Multiple births increase the number of births per day by 30 minutes per day.
(5) The wages of female employees during the prescribed maternity leave are jointly borne by the maternity insurance and the company (in accordance with the national maternity insurance policy: the maternity allowance is paid by the state during the period of the employee’s birth period, and during the maternity leave period, including the rest of the company) As usual, the wages are paid in advance to the female employees, and the employees are deducted after the application for the maternity allowance and the late maternity allowance. If there is no maternity insurance, the actual wages will be paid;
(6) The late maternity allowance for the late-child leave will be treated: Enjoy, male spouse can not enjoy late parental leave, female employees who enjoy late childbearing If the company pays wages as usual, the late childbearing allowance must be applied from our company (if the female employee does not apply for the late childbearing allowance, the company will start deducting the late childcare in the first month after the female employee goes to work.
(7) wages paid for holidays); (7) maternity leave for surviving the family planning policy but no maternity allowance and late childbirth allowance.
6. Funeral rules
(1) The death of an immediate family member of an employee or his or her spouse may be a funeral leave.
(2) Parents, spouses, spouses, parents, children, and deceased may be given a funeral leave for 5 days. Brothers and grandparents (grandparents) may die for 3 days.
(3) The day of the funeral leave shall be completed once in the day, otherwise it will be invalidated. The rest days and holidays during the leave of absence will be counted.
7. Work injury regulations
(1) Employees should report to the Human Resources Department within 24 hours due to work-related injuries during working hours.
(2) Work-related injury leave shall be provided in accordance with the relevant provisions of the State;
(3) Other matters concerning work-related injury leave shall be handled in accordance with the provisions of the State Regulations on Work-related Injury and Medical Treatment of Enterprise Employees.
8. Leave regulations
(1) Employees are required to take leave for half a day and half a day for less than half a day. The leave can be offset by the paid annual leave;
(2) The employee has no remaining annual leave to offset, and this leave is not paid;
9. Completion regulations
(1) Completion definition: employees do not come to work at the company, use public time to do private affairs If the business trip does not go through the formalities of travel, and if you leave the post without permission during your work, you will not be required to complete the leave and leave the formalities (subject to the approval of the leave of absence). The reason and practice of applying for leave without formal written resignation is missing. The situation does not match (or can not provide proof of leave) and has been on vacation.
(2) Double the wages during the completion of the project;
(3) The company may complete the labor contract for more than 2 days (including 2 days), or accumulate 5 days in a row for 12 consecutive months.
V. Management Responsibilities
1. The Human Resources Department is responsible for timely statistics of employee attendance information after the end of each month, and forms the “Monthly Attendance Statistics Form” to report to the Remuneration Supervisor to calculate the monthly salary.
2. The employee of the attendance management of the employee is directly responsible for his supervisor.
3. The supervisor of the superior level shall handle the abnormal information of the employee's attendance on time and be responsible for the result of the examination and approval. All the cheating with the employee shall be expelled according to serious violations.
Sixth, violation of discipline
1, generation attendance, attendance information disguised processing, forgery fabrication and tampering with attendance records, etc., as serious violations of labor discipline, the company in accordance with the "labor discipline management system" serious treatment;
2, employee attendance anomaly information Timely processing: The first time the warning is started once, the first time it is found that the monthly performance salary is deducted by 10%, the second time is 20%, the third time is 30%, and the fourth time is 40%, which is accumulated according to the 10% speed until the performance salary. Partially deducted;
3. The department manager did not process the employee attendance abnormal information in time: the first warning was started once after the deadline treatment, according to the number of times, the first time did not process the deducted monthly performance salary 10%, the second 20%, the third 30% The fourth time 40%, in turn, accumulate at 10% speed until the performance salary part is completely deducted.
(Hint: The above-mentioned step-by-step measures can prevent the phenomenon of attendance from being ignored.)
7. Relevant system
"Employee Labor Discipline Management System"
8. Relevant records
- "Employee Leave Form"
- "Employee Out Registration Form"

-"Travel Application Form "
- "Monthly Time Attendance Vacation Statistics"
IX. System Effectiveness
This system has been reviewed by the company's trade unions and approved by the general manager. It has been in force since January 1, 20th.
The historical version of the “Regulations on the Administration of Time and Attendance Leave” previously issued by the company was abolished at the same time.
The final interpretation of this management system belongs to the Human Resources Department of the company.