How to write an employee handbook

The employee handbook is a guide for employees to guide, educate and understand their responsibilities when they enter the company. The following is the employee handbook application form brought to you by the editor. You are welcome to read and refer to it. Let’s take a look at it together!

Employee Handbook (1)

Chapter 1 Recruitment and Recruitment

1. Each unit needs to increase its employment hours due to work needs, and fill in the "Employment Application Form" according to the job description. The "Employment Application Form" must fill in the employment position, current number of people, number of applicants, and quality requirements in detail. , working hours, etc., and report to the Human Resources Department for recruitment 15 days in advance after review by the department manager. After review by the department manager, report to the Human Resources Department for recruitment after approval by the General Manager. The Human Resources Department will determine based on the quality requirements of the position. Whether to adjust personnel from within the company; otherwise, appropriate methods must be chosen for external recruitment.

Recruitment process: Preliminary determination? Arrange for interviews or practical tests? Interview with human resources department? Interview with general manager? Recruitment.

2. In principle, the company will no longer hire employees who fire or resign. Employees who resign from the company can reconsider their employment application after 6 months, but they must be evaluated by the original department and the human resources department as employees with high professional quality and excellent performance, and the applied for entry position is the same as the original position, and must be approved by the employment department, Normal recruitment procedures can only be processed after approval by the Human Resources Department and the General Manager. Special circumstances must be approved by the General Manager.

3. In order to facilitate the company's business development and management, during the recruitment process, employees recruited at all levels must pay attention to coordinating the source composition of the company and relevant departments and units, and do not allow too many employees from a certain province or region. , imbalance of proportion, nepotism, localism and factionalism are strictly prohibited.

4. All applicants must submit the following supporting materials when applying

(1) Fill in the company’s unified recruitment form (including resume).

(2) Copies of ID card, academic certificate, and family planning certificate (original copies should be prepared for proofreading).

(3) Employees applying for special types of work must provide a valid job qualification certificate for the type of work issued by the relevant government department, and a copy (the original must be prepared for proofreading).

5. After passing the examination and being officially hired, the applicant must go to the Human Resources Department to complete the sign-in procedures within the specified period. Those who exceed the specified period will be deemed to have given up automatically.

6. Drivers, security guards, accountants, cashiers, network administrators, salesmen, etc. must provide the company with the original and copy of their household registration book when joining the company. When joining the company, drivers and financial employees must provide the company with a guarantee from an employee with a household registration in Guangzhou City or Panyu District, and the guarantor needs to sign a guarantee letter in person.

7. When employees join the company, they must sign on the copy to confirm that it is consistent with the original, and the human resources department will proofread the original and return it to the party concerned. Each employee has a file stored in the Human Resources Department. The employee's work performance, attendance rate, moral behavior, and work dynamics are all recorded, which is an important basis for employee promotion and salary adjustment.

8. Employees must sign the "Code of Integrity and Integrity" and the "Employee Business Secrets Confidentiality Agreement" when signing. The signed documents have the same legal effect as the labor contract.

9. Employees are assigned to various employment departments after induction training by the Human Resources Department. To ensure fairness and impartiality, each department cannot designate someone to work in its department.

10. Employees who pass the assessment at the end of the probationary period will be promoted to regular employees; those who fail to meet the assessment standards can be extended the probationary period or be terminated. The probationary period shall not exceed six months; employees during the probationary period will be regularized by the Human Resources Department Approval based on assessment results.

Employee Handbook (2)

To employees:

Warmly welcome you to join XX Co., Ltd. Our goal is: to provide every An employee provides a satisfactory job, participates in the company's development in a positive, united and cooperative, healthy and happy environment, and achieves personal growth and company prosperity and progress at the same time.

We are pleased to provide you with this Employee Handbook, which outlines the company's basic management policies and practices. This manual will serve as a guide for your work and study while you are working in our company. Please read it carefully and ensure that you fully understand and understand the contents of this manual. If you have any questions, you can consult your direct supervisor or the administrative department.

As the actual development of the company changes, the content of the "Employee Handbook" may be revised as necessary. At that time, the company will promptly notify employees through employee communication channels such as announcements, emails, and the company's intranet.

I firmly believe that the prosperity of the company is everyone’s happiness! As long as we work together to make progress, we will definitely create a better life!

Our values: equality and respect, respect for God and love for others, Collaborative creation and collective sharing make the company a trend-leading product supplier.

XX Co., Ltd.

Date: X month, X year

Company profile: (omitted)

Corporate culture: (omitted) )

Company Organizational Chart: (omitted)

Part Two Personnel Management

Chapter One Working Hours

First Article General Provisions

The company implements the standard working hours system, irregular working system, and Comprehensive calculation of working hours and work system to set working hours for each position.

Second Working Hours

Basic working hours for company employees: 8 hours/day from Monday to Friday, any excess hours will be counted as overtime. The work card is valid for punching in 15 minutes before the specified time, and the off-duty card is valid for punching in 15 minutes after the off-duty time. Department overtime hours are determined by each person in charge based on the work conditions of each department, and the company does not make unified arrangements.

Article 3 Rest and overtime benefits

1. Guarantee at least one rest day per week, usually on Sunday, which will be determined based on the actual production situation.

2. Overtime work by employees is completely voluntary and must be reported and approved in advance, otherwise overtime benefits will not be calculated.

3. Employees’ overtime benefits shall be handled according to the following methods.

(1) During an employee’s normal working day, overtime hourly wages are calculated at 150% of the basic wage.

(2) If you need to work overtime on public holidays due to work, you can arrange compensatory leave within 30 days (or pay overtime pay of 200% of the basic salary). The specific compensatory leave or overtime pay shall be determined by the department head/ The manager will discuss with relevant personnel to determine. Notify employees and contact the administrative department in writing to make corresponding attendance records (fill in the leave form).

(3) The company arranges employees to work overtime on statutory holidays and pay overtime wages on statutory holidays, calculated at 300% of the basic salary.

Chapter 2 Attendance System

Article 1 Theme Content and Scope of Application

1. Attendance is the basis of the company’s management work and is the basis for calculating wages and bonuses , labor insurance benefits and other benefits are the main basis. In order to ensure accurate attendance statistics and maintain the company's normal working order, personnel at all levels must attach great importance to it.

2. This system applies to all departments of the company. Article 2 Attendance Methods and Objects

1. The company uses IC cards for attendance check-in.

2. The company’s physical and professional employees are the objects of attendance.

3. Marketing staff should clock in as usual when working in the company, and those on business trips should record their attendance with the "Office Staff Outgoing Slip".

Article 3 working hours: The working hours of the cutting workshop and production workshop 1 are: 8:00-11:40 in the morning, 13:10-17:20 in the afternoon, and overtime starts at 18:20 in the evening; Production 2 The working hours of the workshop, the third production workshop and all other departments: 8:00 to 12:00 in the morning, 13:30 to 17:30 in the afternoon, overtime starting from 18:30 in the evening; the working hours of foreign trade business personnel: 8:30 to 12:00 in the morning: 00, 13:30-18:00 pm. For some special positions in the company, working hours and rest times can be adjusted according to the nature of the job, which must be reported to the Administration Department for approval and filing.

Article 4 Punch-in Management

1. Anyone who punches in on behalf of others or authorizes others to do so will be given a major demerit once discovered, and will be expelled if discovered again.

2. The Administration Department is responsible for the implementation of the attendance system and the management of attendance, and the attendance results are directly linked to wages.

3. Attendance records are not allowed to be changed without authorization. Violators will be recorded as a minor demerit.

4. When punching in, employees should consciously abide by the order and line up to punch in.

5. Due to a malfunction of the card machine and the inability to clock in normally, the personnel department will register the starting and ending time.

6. If a business trip is expected to affect the normal clocking in, you must fill in the "Card Signing Application Form". After being approved by the specified approver, the clerk of this department will submit it to the Administration Department every Saturday afternoon. As a basis for attendance. If you are unable to fill in the form in advance due to an emergency, you can notify the HR department by phone in advance, and the card will be replaced in a timely manner after you return from the business trip. Card replacement time is every Saturday afternoon.

7. If you cannot go back and forth on the same day due to business, it is a business trip. Business travelers must fill out the "Business Travel Application Form" in advance, which will be initially reviewed by the department manager, reviewed by the deputy general manager/director in charge, and approved by the Administration Department; otherwise, it will be treated as an absence.

Article 5 Leave Application Process

1. Employees applying for leave must fill in the "Leave Application Form" and submit it to the Administration Department for filing after approval. Leave not filed with the Administration Department will be invalid and will be forced to Asking for leave will be treated as absenteeism.

2. Leave for three days or less shall be initially reviewed by the department supervisor and approved by the administrative department; leave for more than three days shall be initially reviewed by the department supervisor, reviewed by the department manager, and approved by the general manager's office. and submit it to the Administration Department for filing.

3. Employees must apply to the Administration Department 30 days in advance for maternity leave, and attach relevant certificates from the hospital or local government.

4. Employees who ask for leave and go to work before the holiday is over or exceed the leave must go to the administrative department to handle leave cancellation or leave renewal procedures. Those who have not gone through the formalities for canceling leave will not be paid if they work during the holidays. Those who exceed the leave but have not gone through the formalities for renewing the leave will be regarded as absenteeism. 5. An employee’s leave is directly linked to his or her year-end bonus, which will be deducted according to a certain percentage. Article 6 Absence Handling

1. Those who are late or leave early will be given a warning within 5 to 20 minutes of being late or leaving early. If the total number of late arrivals or early departures in a month is more than 3 times (including 3 times), the perfect attendance bonus for the month will be deducted. Those who have records of being late or leaving early during monthly attendance will not be eligible for annual promotion or advancement.

2. Forgetting to clock in more than twice in the month (inclusive) without reasonable reasons; being late or leaving early for more than 30 minutes (inclusive); not asking for leave in advance or leaving the job without approval. On the basis of absenteeism.

3. Those who do not come to work without reason or intentionally do not clock in will be treated as absenteeism. Those who are absent from work within 0.5-2 hours on the same day will be counted as half-day absenteeism, and those who are absent from work within 2-4 hours will be counted as full-day absenteeism. Absence from work will deduct the total wages for that day and impose relevant administrative penalties. For one day of absence, three days of wages will be deducted, and so on. Those who are absent from work for three consecutive days or who have been absent from work for a total of seven days throughout the year will be automatically dismissed and their labor contracts will be terminated without any salary for that month or any financial compensation.

Article 7 Overtime Management

1. The company promotes efficient operation. Employees’ work should be completed within normal working hours and no deliberate delay is allowed.

2. The actual overtime hours should be consistent with the attendance record, and the calculation of overtime wages shall be based on the attendance record. If there is an overtime attendance record but no overtime is actually worked, the relevant responsible persons will be severely punished depending on the severity of the case.

3. Employees must apply for overtime work half a day in advance, fill in the "Overtime Application Form" in detail, and submit it to the Administration Department for record after being reviewed by the department manager and approved by the supervisor (deputy) general manager/director. Any unauthorized work without approval If you work overtime, the company will not calculate overtime pay. If the overtime time does not match the time reported, the department head must fill in the "Overtime Application Form" in the morning of the next day, and submit it to the Administration Department for filing after approval by the relevant person in charge.

4. If it is really necessary for work, if it meets the following conditions and is approved by the relevant leadership, it can be counted as overtime:

(1) During rest days or legal holidays, the company does not work due to Employees are required to work overtime due to production, business and other reasons.

(2) Rest days and legal holidays must be used to conduct material inventory and reconciliation, or meetings must be held on rest days and legal holidays without affecting daily work.

(3) Rescue operations are carried out to avoid losses to company property due to serious natural disasters or other disasters.

4) Sudden work that is not within the normal scope of work and must be completed by delaying work or using rest days and statutory holidays.

5. The following situations do not constitute overtime work:

(1) Anyone who is within the normal scope of work, but must continue to work outside normal working hours due to personal work efficiency.

(2) Attending social occasions due to work needs.

(3) During business travel.

(4) Meal time during overtime work.

(5) Business hours of business sales staff.

Employee Handbook (3)

Welcome to join the Mechanical Power Branch of ***** Co., Ltd.!

When you get this manual , means that you have become an employee of **** Mobile Branch.

We have the responsibility and obligation to inform you of your rights and obligations before you start work. To this end, we have compiled this New Employee Handbook in summary form. It should be noted that due to space limitations, we have only explained some content that is directly relevant to you at present, and strive to enable you to understand the most information in the shortest time. After reading it, I hope it will deepen your understanding of the company, clarify your rights and obligations, and speed up your integration into the company.

If you want to learn more about relevant documents, please visit the website of **** Co., Ltd. and the website of Mechanical Power Branch of ***** Co., Ltd. and other related websites.

This manual is only applicable to employees who have signed a labor contract with the company. Labor service college students can refer to relevant provisions for implementation, and please refer to relevant documents for specific implementation details.

This manual is only a reference text and has no legal effect. If there is any discrepancy between the contents of this manual and related documents, the provisions of the documents shall apply. 1. Introduction to Shanghai Baoye Construction Co., Ltd. (omitted)

2. Corporate culture

1. Enterprise spirit? Surpass oneself and create excellence.

2. Corporate purpose? Based on the market, fair competition, facing the society, and being honest and trustworthy.

3. Corporate values? People-oriented, integrating life value, corporate value and social value.

4. Corporate ethics? Take collectivism as the principle and love the motherland, love the people, love science, and love socialism as the basic requirements.

5. Corporate ethics? Advocating social ethics, professional ethics, and family virtues.

3. Interpretation of corporate graphics and logos (omitted)

4. Summary of employee rights and obligations

1. Labor contract

1.1 Internship Period system

According to Article 4 of "******" (No. *********) "About the trainee period and probation period. New graduates of colleges, technical secondary schools, and technical schools are assigned to employers Those who work in a unit should still implement the one-year probationary period system in accordance with the original regulations. During the probationary period, a probationary period of no more than half a year can be agreed. The company implements a one-year probationary period for new college graduates and technical school graduates. The probationary period system is implemented for graduate students for a period of half a year. If there is any other agreement in the labor contract, the agreement shall be followed.

1.2 Termination of labor contract (omitted)

2. Summary of working hours and rest holidays

2.1 Working hours (omitted)

2.2 Overtime and overtime wages (omitted)

2.3 Vacation

Leave period: 1-10 years of service in the unit, 4 days off; 11-20 years of service in the unit, 7 days off ;For employees with 21-30 years of service in this unit and above, 10 days off.

Date calculation: includes weekly public holidays, excluding statutory holidays.

Leave benefits: "Employees' wages during vacation will be treated as attendance. Employees who implement the piece-rate wage system will be paid based on the average wage income of the twelve months before the vacation; employees who implement the position performance-based wage system will receive performance-based pay. Calculated based on the average level of the same position in the unit. "During the employee's vacation period, an annual leave subsidy of 50 yuan will be given based on the number of years of service in the unit, but the minimum shall not be less than 200 yuan and the maximum shall not exceed 1,500 yuan.";" For all types of senior talents introduced by the company, 50% of their working years in other units will be counted into their working years in the unit, and will be used as the basis for calculating vacation periods and subsidies.

2.4 Family leave

Period of family leave: 30 days once a year to visit spouse, 20 days once every 4 years for married employees, 20 days once a year for unmarried employees; live in Jiangsu and Zhejiang areas Employees whose territory is within 300 kilometers from Shanghai and who are eligible to enjoy family leave once a year can, with the approval of the unit leader, divide the family leave into 3 to 4 uses per year.

Date calculation: public holidays and legal holidays should be included in the calculation.

3. Summary of Salary and Benefits

3.1 Salary

A fixed salary system is implemented for new employees during the internship period. Undergraduate graduates will receive 1,800 yuan/month in the first half of the year and 1,800 yuan/month in the second half of the year. 2,250 yuan/month; graduate students 2,700 yuan/month. If the contract provides otherwise, the contract shall be followed.

Salary payable = position salary + performance salary actual salary = payable salary? Social insurance personal payment amount? Personal income tax

Personal income tax calculation method:

Personal income tax = (salary? Social insurance personal payment amount? 1600) * tax deduction rate

1-500 yuan, the tax deduction rate is 5%;

500-2000 yuan, The tax deduction rate is 10%;

2000-5000 yuan, the tax deduction rate is 15%

5000-20000 yuan, the tax deduction rate is 20%

Salary payment date: the 18th of each month. If the 18th is a rest day, wages will be paid in advance. Wages are paid directly into employees' CCB accounts.

3.2 Benefits

Commuting subsidy: 130 yuan/month (except for employees who enjoy private car public subsidies and employees who take commuter buses)

Live-in subsidy : Monthly working meals are paid at a standard of 100 yuan, and no accommodation subsidy is provided.

Accommodation: two-person or three-person room. After the internship period, if you apply to the Administrative Affairs Department for sleeping out, you can enjoy an accommodation subsidy of 300 yuan/month (only for unmarried employees)

4. Social insurance

For employees who sign labor contracts with the company, the company pays "five insurances and one fund", namely pension insurance, unemployment insurance, medical insurance, work-related injury insurance, maternity insurance, and housing provident fund. Insurance payment starts from the month after the employee obtains the residence permit, and comprehensive insurance must be paid before that.

Employee Handbook (4)

Message from the General Manager:

Dear Colleagues:

On behalf of all the hotel staff, I would like to warmly welcome you Join the warm family of New Era Business Hotel, and hope to gain your trust, understanding, and cooperation in future work!

Today's competition in the hotel industry is fierce, and the quality of hotel employees is what determines our key factor in success or failure. Our hotel not only has advanced and modern hardware, but also has a corresponding advanced, modern and scientific management system, and also has the best staff. I firmly believe that your joining will add luster to the hotel.

I am honored to introduce to you the hotel's purpose: "Employees first, customers first." Each of our employees is the owner of the hotel. I firmly believe that you will bear in mind the hotel's purpose and act in a dedicated manner. , the spirit of working hard, working sincerely with other colleagues, and taking maintaining the good image and reputation of the hotel as my goal. At the same time, I will also be proud of your outstanding performance!

I firmly believe that: the hotel The sincere cooperation of all employees will create a brilliant future for the hotel!

General Manager: xx

Hotel Introduction

New Era Business Hotel is a three-star hotel It is a standard-designed business hotel integrating accommodation, catering and business meetings. It is located on Wanjiang Avenue, Dongmen, Anqing City. The geographical location is very advantageous, within 10 minutes from the train station and bus station, 5 minutes from the Yangtze River Bridge Expressway entrance, and adjacent to Hongqi Community and Xiangshui Lily, with convenient transportation. There is an old pure catering store in the hotel, 500 meters away from the new store. The business is booming and it has a certain reputation in the area. The new hotel is 6 stories high. The hotel rooms have various business suites, deluxe rooms and standard rooms with unique designs and luxurious decorations* **More than 80 sets, each guest room is equipped with facilities such as independent shower room, electric hair dryer, direct dial telephone, computer door card system, broadband INTER port, electric kettle, independent air conditioning system, satellite TV receiving system and other facilities. The hotel's catering facilities include Chinese restaurants, banquet multi-functional halls and a variety of luxurious private rooms of different styles, which can meet the requirements of customers for large and small meetings. It also has a large parking lot for the convenience of business guests. The hotel takes "guests first, service first" as its business purpose, adopts scientific operating mechanisms and management methods, and constantly pursues excellence. The hotel strives to create a pleasant working environment for employees, provides professional star-rated service standard training, and provides employees with an excellent development platform. The hotel follows the people-oriented concept of "respect, care, cultivation and development".

Employee Handbook (V)

Chapter 1 Recruitment and Employment

1. Each unit needs to increase working hours due to work needs, and fill in the "Employment Manual" based on the job description, etc. "Application Form", "Employment Application Form" must fill in the employment position, current number of people, number of applicants and quality requirements, employment time, etc. in detail, and submit it to the Human Resources Department for recruitment after review by the department manager 15 days in advance, and review by the department manager Afterwards, report to the Human Resources Department, and recruitment will be done after approval by the General Manager. The Human Resources Department will determine whether to adjust personnel from within the company based on the quality requirements of the position; otherwise, appropriate methods must be selected for external recruitment;

Recruitment Process : Preliminary determination? Arrange for interviews or practical tests? Interview with the human resources department? Interview with the general manager? Recruitment

2. In principle, employees who are fired or resigned by the company will no longer be hired. Employees who resign from the company can reconsider their employment application after 6 months, but they must be evaluated by the original department and the human resources department as employees with high professional quality and excellent performance, and the applied for entry position is the same as the original position, and must be approved by the employment department, Normal recruitment procedures can only be handled after approval by the Human Resources Department and the General Manager. Special circumstances must be approved by the General Manager;

3. In order to facilitate the company's business development and management, during the recruitment process, employees at all levels are recruited Attention must be paid to coordinating the source composition of employees in the company and relevant departments and units. It is not allowed to have too many employees in a certain province or region and the proportion is unbalanced. It is strictly forbidden to have nepotism, localism and factions;

4. All applicants must submit the following supporting materials when applying:

(1) Fill in the company’s unified recruitment form (including resume).

(2) Copies of ID card, academic certificate, and family planning certificate (original copies should be prepared for proofreading).

3) Employees applying for special types of work must provide a valid job qualification certificate for the type of work issued by the relevant government department, and a copy (the original must be prepared for proofreading).

5. After passing the examination and being officially hired, the applicant must go to the Human Resources Department to sign in within the specified period. Those who exceed the specified period will be deemed to have given up automatically.

6. Drivers, security guards, accountants, cashiers, network administrators, salesmen, etc. must provide the company with the original and copy of their household registration book when joining the company. When joining the company, drivers and financial employees must provide the company with a guarantee from an employee with a household registration in Guangzhou City or Panyu District, and the guarantor needs to sign a guarantee letter in person.

7. When employees join the company, they must sign on the copy to confirm that it is consistent with the original, and the human resources department will proofread the original and return it to the party concerned. Each employee has a file stored in the Human Resources Department. The employee's work performance, attendance rate, moral behavior, and work dynamics are all recorded, which is an important basis for employee promotion and salary adjustment.

8. When signing a labor contract, employees must sign the "Code of Integrity and Conduct" and the "Employee Business Secrets Confidentiality Agreement." The signed documents have the same legal effect as the labor contract.

< p>9. Employees are assigned to various employment departments after induction training by the Human Resources Department. To ensure fairness and impartiality, each department cannot designate someone to work in its department.

10. Employees who pass the assessment at the end of the probationary period will be promoted to regular employees; those who fail to meet the assessment standards can have their probationary period extended or their contracts terminated. The probationary period shall not exceed six months; employees who are regularized during the probationary period shall be provided by human resources The Ministry of Resources will approve the application based on the assessment results.