Notice of paid leave for agency staff

Provincial departments:

The State Council's "Regulations on Paid Annual Leave for Employees" (State Council Order No. 514) and the former Ministry of Personnel's "Implementation Measures for Paid Annual Leave for Staff of Government Institutions and Public Institutions" After the promulgation of (Ministry of Personnel Order No. 9), the former Provincial Department of Personnel and the Provincial Government Working Committee issued the "Notice on Providing Paid Annual Leave for Provincial Government Staff" (Sichuan Renfa [2015] No. 52) , Provincial departments conscientiously implement the paid annual leave system for employees, and effectively protect the legitimate rights and interests of employees to enjoy vacations. Recently, some departments and units have asked executive agencies and institutions about paid annual leave for employees, and some units are inconsistent in their specific implementation. In order to further regulate the annual leave of staff of provincial government agencies and institutions, the relevant issues are hereby notified as follows:

1. Family leave, wedding and funeral leave, maternity leave and other holidays stipulated by the country and the province will not be included in the annual leave holiday.

2. The number of days that a staff member participates in organized vacation activities will be calculated as the number of annual vacation days that the employee has taken in that year. If you take annual leave in the current year and then participate in organized vacation activities, if the sum of the number of annual leave days you have taken and the number of days you participate in activities exceeds the number of annual leave days you should take that year, the excess days will be deducted accordingly. Number of annual leave days for the following year.

3. For demobilized military cadres, demobilized and resettled personnel, newly transferred personnel and publicly recruited personnel with work experience, the unit shall arrange annual leave in accordance with regulations based on the personal leave certificate issued by the original work unit.

4. For staff who retire in the current year, the unit should arrange for them to take annual leave before retirement. If it is indeed impossible to arrange for the employee to take annual leave before retirement due to work reasons, the number of untaken annual leave days that should be converted into the number of untaken annual leave days shall be calculated based on the employee's working time in the current year, and the untaken annual leave salary shall be calculated and paid based on the employee's daily salary income in the previous year. However, untaken annual leave will not be paid for the portion less than one day after conversion.

The specific conversion method is: (number of calendar days that have passed in the unit in the current year ÷ 365 days) × the number of annual leave days that the employee should enjoy in the current year - the number of annual leave days that have been taken in the current year.

5. For a staff member who dies in the current year, the untaken annual leave salary will be calculated and paid based on the number of days of untaken annual leave that the staff member should have taken during his lifetime and the daily salary income in the previous year.

6. In addition to the salary income during the normal working period, the employer will pay the rest of the annual leave in one lump sum in the first quarter of the next year, that is, according to the annual leave that the employee should have taken. A one-time payment of RMB 200 of daily salary income for the year of leave.

7. The personnel (cadre) department of each unit is responsible for the specific organization and implementation of the paid annual leave system. All units must strengthen management, establish and improve internal management systems for annual leave for staff, and ensure that qualified staff take annual leave as required. If the unit does not arrange for employees to take annual leave due to work needs, it should seek the opinions of the employees themselves. At the beginning of each year, each unit shall, based on the work situation and considering the personal wishes of the staff, make an overall plan and publish the annual leave arrangement plan for the staff of the unit, and the unit's personnel (cadre) department is responsible for the supervision and implementation. In October of each year, each unit must summarize and inspect the implementation of the annual leave arrangement plan for the first three quarters of the unit, make leave arrangements for the fourth quarter for staff who have not yet taken annual leave, and urge them to take leave. If a staff member does not take annual leave due to personal reasons, he or she must submit a written application.

May 25, 2010

Day

Subject heading: Annual leave notice for government agencies and institutions

CC: Personnel bureaus, labor and social security bureaus of various cities (states), and relevant central units in Sichuan.

The Office of the Sichuan Provincial Department of Human Resources and Social Security

On May 26, 2015, the Office of the Human Resources and Social Security Department issued the Notice of Paid Leave for Agency Staff in May 2015 [Part 2]

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Notice on the paid annual leave system

Municipal, county (district) people's governments, and provincial government departments:

In order to implement the State Council's "Paid Annual Leave for Employees" Regulations" (State Council Order No. 514) and the Ministry of Personnel's "Implementation Measures for Paid Annual Leave for Staff of Government Institutions and Public Institutions" (Ministry of Personnel Order No. 9), conscientiously implement the paid annual leave system for staff of government agencies and public institutions, and have been approved by the province The government agrees and hereby notifies the relevant matters as follows:

1. Make overall arrangements and ensure implementation. The implementation of the paid annual leave system for employees is an important measure taken by the Party Central Committee and the State Council to care for the health of employees, improve work efficiency, and promote economic development. It is also an important manifestation of the implementation of the social welfare system. Employee vacation is a regular task, and each unit must make overall arrangements and formulate an annual vacation plan for its staff based on actual conditions. It is necessary to establish and improve the unit's personal leave, sick leave, attendance and job setting A and B corner systems, properly handle the relationship between work and leave, and ensure that the leave system is implemented in place.

2. Leaders take the lead and implement consciously. Leaders of various localities and departments should improve their ideological understanding and urge the implementation of the vacation system for employees in their units from the perspective of effectively implementing the system, caring for people's lives, and safeguarding the legitimate rights and interests of employees. Leaders should increase their consciousness of implementing the paid annual leave system and take the lead in implementing the annual leave system.

3. Strict approval and clear responsibilities. If the main persons in charge of various district and municipal governments and departments of the provincial government are unable to arrange vacation due to work needs, they must report to the superior leader for signature; if the team members of various units and departments of the provincial government cannot arrange vacation due to work needs, the main leader of the unit shall do so

Sign the opinion. The approval authority for staff members of government agencies and institutions within the jurisdiction of a districted city who cannot arrange vacation shall be formulated by the districted city.

In principle, the number of people in government agencies and institutions who are unable to take annual leave due to work needs shall not exceed 5 of the total number of staff in the unit. If staff of government agencies and institutions cannot take annual leave upon approval, and it is difficult to arrange compensatory leave in the next year, they shall be paid wages for unused leave in accordance with regulations. The payment approval of annual leave remuneration shall be completed in one go within the first quarter of the next year in accordance with salary management authority and approval procedures. Overdue compensation will not be made.

4. Organize carefully and strengthen supervision. The specific organization and implementation of the paid annual leave system for staff in government agencies and institutions shall be the responsibility of each department and the personnel (cadre) department of each unit. The personnel administration departments of the people's governments at or above the county level shall, in accordance with their powers, effectively assume the responsibility of supervising and inspecting the implementation of the annual leave system by government agencies and institutions. In addition to strictly reviewing and approving annual leave remuneration, they shall not arrange for staff to take leave and do not pay annual leave remuneration. The unit must issue a written rectification notice and give it 30 days to make corrections. If corrections are not made within the time limit, the relevant person in charge of the unit shall be punished in strict accordance with the regulations. If the unit is included in the implementation scope of the Civil Servant Law (including units managed with reference to the Civil Servant Law), they shall be ordered to make corrections; if they belong to other public institutions, they shall be punished by the personnel administration at the same level. The department or staff member shall apply to the People's Court for compulsory execution in accordance with legal procedures after the rectification period expires.

Any problems encountered by various government agencies and institutions in the implementation of the paid annual leave system should be reported to the provincial personnel administration department in a timely manner.

General Office of the People's Government of Jiangxi Province July 8, 2008

Notice of paid leave for agency staff [Part 3]

Each department:

In order to protect employees’ rights to rest and vacation and mobilize employees’ enthusiasm for work, in accordance with the "Labor Law", "Civil Servant Law" and "County Personnel Bureau and Finance Bureau forwardedlt; Yunnan Provincial Department of Personnel and Yunnan Provincial Department of Finance on Yunnan Province "Notice on Issues Related to the Implementation of the Paid Annual Leave System for Staff of Government Institutions and Institutions>", after research, the relevant issues regarding paid annual leave for employees of our bureau (company) are now notified as follows:

1. Employees Those who have worked continuously for more than one year can enjoy paid annual leave (hereinafter referred to as annual leave). The number of annual leave days that employees of our bureau (company) can enjoy is shown in the attachment.

2. For annual leave, each department shall first prepare an annual leave schedule, which shall be reviewed by the leader in charge and submitted to the director for approval before the leave is arranged. The annual leave of the bureau leaders shall be arranged by the office after seeking the opinions of the leaders.

3. Annual leave should be taken before October of each year. If it is really necessary for work and approved by the bureau leader, it can be postponed to the end of the year. In principle, it is not allowed to arrange leave across years.

4. Those who cannot arrange annual leave due to work needs throughout the year shall be limited to 10 of the total number of employees. If an employee gives up taking vacation on his own initiative, the unit will not pay compensation.

5. Annual leave can be arranged collectively within a year or in sections.

6. According to the relevant regulations of superiors, if a staff member has any of the following circumstances, he or she will not enjoy the annual leave of the current year:

(1) The total number of personal leaves required is more than 20 days and the unit must comply with regulations No salary deduction;

(2) Employees who have worked for a total of 1 year but less than 10 years have taken sick leave for a total of 2 months (44 working days) or more;

(3) ) Employees who have worked for a total of 10 years but less than 20 years have taken sick leave for a total of 3 months

1

month (66 working days);

( 4) For employees who have worked for more than 20 years in total, the accumulated sick leave is more than 4 months (88 working days);

(5) The accumulated days of off-the-job study due to personal reasons exceed the number of annual leave days;

(6) Being suspended from work for review or subject to administrative or criminal punishment that restricts personal freedom for more than 15 days.

7. If a staff member has already enjoyed the annual leave of the current year, and one of the above-mentioned circumstances occurs during the year, he will not enjoy the annual leave of the next year.

8. The annual leave enjoyed by employees shall not be offset against sick and personal leave.

9. During employee vacations, each department must arrange personnel to take over the work of the vacationers to ensure the continuity of work.

10. Employees on vacation must keep communication open during the vacation. If they leave Maitreya, they must report to the director.

9. This notice shall be effective from January 1, 2012.

February 2, 2012

2

Notice of paid leave for agency staff [Part 4]

Hospital Affiliated to various departments and departments:

In order to conscientiously implement the spirit of the "Regulations on Annual Leave for Employees" and the "Implementation Measures for Paid Annual Leave for Staff of Government Institutions and Institutions", reasonably arrange the work and rest time of employees, and effectively maintain Employees’ rights to rest and vacation, to mobilize employees’ work enthusiasm, and based on the actual work situation of our hospital, the following opinions are hereby put forward on the implementation of the employee paid annual leave system. Please implement it:

1. Clarify management responsibilities and strengthen policy publicity

Paid annual leave is the employer's obligation to arrange "paid compulsory leave" for workers, rather than a universal benefit. All departments must fully understand the importance of the annual leave system and establish the correct concept , attaches great importance to the implementation of the paid annual leave system, consciously implements the annual leave system in the undergraduate department, and effectively safeguards the legitimate rights and interests of employees. The standardized management of the implementation of the annual leave system should be strengthened and leave should be reasonably arranged and orderly.

2. Reasonably arrange annual leave based on the actual conditions of the department

The heads of each department must arrange annual leave plans for department employees in a unified manner at the beginning of the year. When employees take annual leave, each department shall scientifically and reasonably formulate the department's annual annual leave plan based on the specific circumstances, characteristics and actual work conditions of the undergraduate department, as well as the wishes of the employees themselves, and fill in the "Employee Paid Annual Leave Plan" Arrangement Form" shall be submitted to the office for record after being reviewed and signed by the leader. And earnestly implement it to ensure the smooth implementation of the annual leave system.

3. Calculation standards for annual leave

If the employee’s cumulative working time has been more than 1 year but less than 10 years, the annual leave is 5 days; if the employee has been working for more than 10 years but less than 20 years, the annual leave is 10 days days; those who have been employed for 20 years or more are entitled to 15 days of annual leave.

National statutory holidays are not included in annual leave. Employees enjoy the same wages and benefits during annual leave as during normal working hours. If employees enjoy winter and summer vacations or family leave in accordance with the law, the annual leave shall be offset against the winter and summer vacation and family leave. Every year, the unit organizes out-of-hospital study tours organized by all employees of the hospital and calculates the number of days as annual leave.

4. Correct application and approval procedures to ensure normal work

Before taking annual leave, employees must strictly follow the arrangement time of the "Employee Paid Annual Leave Plan Arrangement Form" and fill it out in advance The "Employee Annual Leave Application Form" must be signed by the director of the undergraduate department (middle-level cadres must be approved by the leader in charge), and then submitted to the dean for approval. The office is responsible for filing the approval status and notifying annual leave applicants. When signing annual leave opinions, the heads of each department must properly handle the relationship between employees' work and vacations, and adjust the staff on duty in turns. In accordance with the requirements of the AB post system, the vacation arrangements for staff in AB posts should be staggered in time. Ensure the normal operation of all work in the undergraduate department.

5. Annual leave can be arranged collectively within one year or in sections, and is generally not arranged across years. If it is really necessary to arrange annual leave for employees across years due to work needs, it can be arranged across one year after the individual's application, department approval, and collective leadership review and approval.

6. The department should ensure that employees enjoy annual leave. However, if an employee agrees not to take annual leave due to personal reasons, it can be regarded as giving up the annual leave on his own initiative.

7. Procedure for canceling annual leave

After taking annual leave, employees should return to work on time and cancel their leave to the office in a timely manner. The office is responsible for accurately registering the cancellation of counterfeit goods.

8. All departments should strengthen the standardized management of the annual leave system, establish a dynamic management account for annual leave, and further strictly enforce the attendance system and AB position system to ensure that employees enjoy annual leave while ensuring The normal operation of all the work of the unit.

9. The hospital will strengthen supervision and inspection of the implementation of the annual leave system in each department. Department heads who do not formulate and report annual leave plans in accordance with regulations and do not conscientiously implement the annual leave system shall not be evaluated and recommended first, and this work shall be linked to performance salary assessment.

Attachment: 1. The hospital's "Paid Annual Leave Plan for Employees"

2. Annual leave application form for hospital employees

3. The hospital cannot arrange work Personnel Annual Leave Approval Form

4. AB Post Work System

April 30, 2012

Subject heading: Personnel Welfare Annual Leave Notice

Attachment 1:

Nanquan Street Community Health Service Center Employees’ Paid Annual Leave Plan Arrangement

Fill in the Department:

Year and Month Date

Approval: Head of the hospital in charge: Section Director: Tabulator:

Attachment 2:

Nanquan Street Community Health Service Center Staff Annual Leave Application Form

Note: This form should be filled in by the applicant in duplicate in advance. After signing and agreeing, one copy will be kept in the department and the other will be submitted to the office for record.

Nanquan Street Community Health Service Center Staff Annual Leave Application Form

Note: This form should be filled in by the applicant in duplicate in advance. After signing and agreeing, one copy will be kept in the department for attendance. Submit one copy to the office for filing.

Attachment 3:

Nanquan Street Community Health Service Center cannot arrange annual leave approval form for staff

Attachment 4:

Chongqing City Banan District Nanquan Street Community Health Service Center

AB post work system

In order to strengthen the efficiency of the unit, effectively transform the work style of each department, improve working methods, improve work efficiency, and ensure time-limited In order to effectively implement the completion system and service commitment system, it was decided to implement the AB post work system in the entire hospital.

1. The scope of implementing the AB post work system

All departments in the hospital, especially service windows and functional departments such as registration fee collection, pharmacy, auxiliary examination departments, duty rooms and other inaccessible Off-duty positions must implement the AB post work system 24 hours a day.

2. The basic contents of the AB post work system

The AB post work system refers to the implementation of job promotion between similar posts on the basis of rationally setting up work positions and improving work responsibilities. Or a system of preparing posts for each other. Each work station should have two staff members replacing each other. Post A is the person in charge of the post that day, and post B is the co-organizer. This ensures that there are staff members at each work station to serve patients and the public from beginning to end.

3. Basic conditions for AB post staff

AB post staff must have good political and ideological quality and be familiar with business operating procedures; have a strong sense of responsibility and act fairly; adhere to principles and be honest Be dedicated to the public; have good work technical ability; usually strengthen business learning and improve business work ability. Not only must be proficient in the business of hosting work, but also be familiar with the business of co-organizing work.

IV. Responsibilities and Requirements of Staff at Post AB

(1) When staff at Post A leave their posts due to vacation, study, business trip, etc., they must report to the staff at Post B in advance After completing the work handover, the staff at post B should take over immediately and perform their duties. During the period when the person in charge of post A is away from his post, the person in charge of post B will also be responsible for the work of post A in addition to doing his own job well. During the period when the person in charge of post A is away from his post, he must maintain contact with the person in charge of post B through telephone and other communication tools. If it is impossible to explain in time due to special reasons, the person in charge of the department and the leader in charge shall be notified by telegraph, and the staff at post B shall take the initiative to take over the post. (2) Staff in post B should do their job well during their tenure, and enjoy the responsibilities and rights of staff in post A, be seriously responsible for the work of post A, and bear corresponding responsibility for the implementation of the results of post A's work.

(3) AB post staff should be posted on duty, and coordination and cooperation should be strengthened. AB post should do a good job in business handover to ensure that no mistakes are made, and no blame-shifting is allowed, which affects the efficiency of work.

(4) AB post staff should teach each other business knowledge, operating procedures and operating skills; each department should conduct business knowledge training for AB post staff in a planned and step-by-step manner to ensure that each other's positions are supported , operates smoothly.

(5) After the person in charge of post A returns from outing, the person in charge of post B should inform post A about the work handled during his absence and hand over the relevant information to the person in charge of post A, and write a handover order.

(6) Under special circumstances, when the person in charge of post A and the person in charge of post B are away from their posts at the same time, the department director or leader in charge will assign other people to implement the corresponding affairs.

5. Assessment and Supervision of AB Post

Do a good job in coordination during operation. The performance of AB post staff by AB post staff is included in the annual assessment of staff. Identify the responsible persons for posts A and B and clarify corresponding responsibilities. AB positions should be adjusted in a timely manner according to personnel changes, and the setting situation should be reported to the office for record.

Posts in window units must not be left vacant during the working period. Staff at post AB who cause work errors due to violation of duties will be held accountable in accordance with relevant regulations. It is necessary to strengthen the supervision of the department's implementation of the AB post work system, and promptly correct problems found to ensure the effective implementation of the AB post work system.

6. This system will be implemented from the date of issuance.

May 1, 2012

Notice of paid leave for agency staff [Part 5]

Affiliated units, agencies and departments:

1. Principles for implementing the annual leave system

1. In accordance with the relevant provisions of the "Dagang Oilfield Company Employees' Holiday Management Measures", arrangements are made based on the employees' personal wishes and the specific circumstances of the job. principles to ensure that all employees enjoy the annual leave system.

2. According to the relevant measures of the "Regulations on Paid Annual Leave for Employees", when formulating annual leave plans, each unit should adhere to the principle of proceeding from reality and based on the actual situation of the unit without affecting the annual leave plan. Under the premise of work, we fully consider the actual work situation of each employee and arrange it reasonably and scientifically.

2. Applicable Scope of Annual Leave and Leave Regulations

1. Scope of application: Employees of oilfield companies who have worked continuously for one year or more and are currently working at their current positions are entitled to annual leave.

2. The number of annual vacation days is determined based on the employee’s accumulated working hours.

a) If the cumulative working time is more than 1 year but less than 10 years, 5 days of vacation will be given each year. b) If the cumulative working time is more than 10 years but less than 20 years, 10 days of vacation will be given each year. c) If the cumulative working time is 20 years or more, 15 days of vacation will be given each year.

3. Those who fall into any of the following circumstances will not be entitled to annual leave for that year.

a) Those who enjoy winter and summer vacations in accordance with the law or have been arranged by the organization for medical treatment (recuperation) that year, and the number of vacation days is more than the number of annual vacation days.

b) Implement a comprehensive calculation of working hours by year, quarter or month, and adopt a centralized rotation method to arrange vacations, and the number of rotation days exceeds the number of public holidays, statutory holidays and annual leave days that the employee should take.

c) Taking personal leave for more than 30 days in total during the year.

d) Those who have worked for a total of 1 year but less than 10 years, and have taken sick leave for more than 2 months in total in that year; those who have worked for 10 years but less than 20 years, and have taken sick leave for more than 3 months in total; More than 20 years old, and the accumulated sick leave in that year is more than 4 months.

e) Leaving the post due to personal reasons (excluding sick leave) exceeds the number of annual leave days that the employee should enjoy.

If one of the above circumstances occurs and one has already enjoyed annual leave in the current year, the annual leave in the following year shall be stopped.

4. In case of any of the following circumstances, the annual leave shall be subject to unified regulations.

a) Those who reach the legal retirement age and go through the retirement procedures in the current year can arrange annual leave before going through the retirement procedures.

b) If you move between units of the oil field company and have enjoyed annual leave before the transfer, the transfer unit will no longer arrange it. If you have not enjoyed annual leave before the transfer, the transfer unit must issue relevant certificates. Arrangements will be made by the transferring unit.

5. Other regulations

a) If the monthly working days are lower than the standard working days stipulated by the state, the number of annual leave days should be reduced accordingly.

b) In principle, annual vacations are arranged once a year. Those who cannot leave their jobs for a long time due to work needs can, with the approval of the labor department of the employee's unit, take annual leave in sections during the year, and the number of sections should be controlled within 2 times.

3. Vacation procedures

1. Each unit (department) is required to prepare an annual paid leave plan based on the actual situation and the personal wishes of employees, and report it to the personnel and labor department for filing. Unified deployment.

2. Individual employees shall submit a written leave application "Employee Leave Application Form" to the unit in accordance with the formulated leave plan, which shall be approved by the grassroots unit, reviewed by the human resources and labor department, and submitted to the supervisor for approval. The transfer shall be retained by the human resources and labor department of the unit where it is submitted. After the vacation is over, you will return to your unit to cancel your vacation and start working. The employee's attendance during vacation should be marked in the attendance statistics form.

3. The personnel and labor department of each unit is responsible for the vacations of employees of the affiliated units, and the vacation implementation account will be reported to the personnel and labor department every six months.

Leave for employees of government agencies and affiliated units shall be approved and signed by the main leaders of their units, and then reported to the Ministry of Personnel and Labor for leave procedures.

4. Work Requirements

1. All units (departments) are requested to reasonably arrange their employees’ 2015 annual leave plan based on actual conditions, and carefully fill in the “2015 Employee Annual Leave Plan” ( Attachment

1), please report to the Human Resources and Labor Department (on behalf of high school students) before December 12, 2015 for unified deployment throughout the factory.

2. All units should attach great importance to employees’ annual leave work. When employees are on vacation, dedicated personnel must be assigned to take charge of their job responsibilities to ensure that the daily work of each unit and department can operate normally while employees are on vacation.

3. Without special circumstances, in principle, on-the-job employees who meet the conditions for vacation must take vacation within this year. If they should take vacation but do not take it due to personal reasons, they must submit a written application for giving up vacation.

December 2, 2015 Human Resources and Labor Department of the Third Oil Production Plant