Management measures for attendance and punching?

In order to strengthen the company's labor management, maintain work order and improve work efficiency, these measures are formulated. The following is my collection, please refer to it.

Tisch

1. Work and rest time is 9: 00- 18: 00.

1 * * works six days a week, and employees can arrange1rest from Tuesday to Friday according to the personnel situation of the department, and report to the company's administrative department for the record. If there are temporary things that need to take time off, they must fill out a leave form in advance and submit it to the administration department after being signed and approved by the leader. No vacation shall be arranged without approval.

2*** If employees from different places have any rest related to returning to China, they can apply for the leave arranged by the department manager in advance. Otherwise, no vacation will be arranged, and a round-trip air ticket is needed as proof of returning to China.

3*** Each department shall submit the duty arrangement to the Administration Department in written form before 30th of each month, and any change shall be filed with the Administration Department in advance.

Step 2 punch in

1* * employees of the company must clock in at the fingerprint machine after work.

2*** New employees need to enter their fingerprints to arrange for punching in three days later.

3*** Anyone who goes to work normally but forgets to punch in is deemed not to have punched in.

4*** Due to special circumstances such as finger injury, the fingerprint machine cannot identify it. You need to confirm with the clerk in the administration department at that time, and fill in the manual sign-in form in the administration department, otherwise it will be regarded as not punching in.

5*** If you can't clock in to the company due to temporary work, you should take the initiative to provide the Employee's Failure to Clock in within 2 working days, and submit it to the Administration Department after being signed by the department manager, otherwise it will be regarded as failure to clock in at the end of the month.

6*** Please declare the above records on time, and you will not go through any formalities after the deadline. Those who fail to clock in will be punished according to 5 yuan/time if they are found to be in normal attendance after investigation. Other circumstances shall be handled in accordance with relevant regulations.

Step 3 be late and leave early

If you don't ask for leave when it's time to go to work, it's considered late. Those who don't leave their posts before the off-duty time and don't ask for leave are regarded as leaving early.

1* * If you are late or leave early for less than 5 minutes, each time * * * 10 yuan/time.

2*** Being late or leaving early for more than 5 minutes will be treated as *** 10 yuan/time for the first time, 20 yuan for the second time, 40 yuan for the third time, 80 yuan for the fifth time and kloc-0/60 yuan for the sixth time, and so on.

3*** Being late or leaving early for more than 2 hours shall be regarded as absenteeism. Every absenteeism 100 yuan/time * * *

4*** Being late for work due to official duties without prior approval from the supervisor shall be deemed as being late.

If it exceeds 5 times in 5 * * months, the company will issue a written warning. If the company is late for more than 15 times in a quarter, any outstanding selection qualification of the company will be cancelled, and those with serious circumstances will be dismissed.

4. AWOL, AWOL from work

During working hours, absence from work within 1 hour is regarded as absence without permission, and absence from work for more than 2 hours before working hours or for more than 1 hour is regarded as absenteeism.

1* * will be punished with double pay for personal leave.

2*** Absence from work once a month or one day will be punished at 10% of the monthly salary.

3*** Two days will be deducted for absenteeism every month, and 20% of the salary of that month will be deducted.

4*** Absenteeism three times or more per month.

5*** If you are absent from work once, the company will issue a written warning once, and you will be disqualified from the company's annual excellent selection in any form, and you will be absent from work for 3 times or more every year.

Verb (short for verb) Go out and manage.

1* * When employees go out on business, they should obtain the approval of the department manager and indicate the time of going out in the front desk employee's out-of-office register, and indicate the return time after returning. Those who don't sign in will be treated as personal leave, and those who are serious will be treated as absenteeism.

2*** Employees who have been on a business trip for more than one day should fill out the Business Travel Application Form, which should be signed by the department manager and submitted to the Administration Department.

3*** The Administration Department will conduct random checks on the outgoing personnel from time to time. Personnel who go out but are not registered shall be punished according to the system.

Intransitive verb sick leave

Stop working for treatment or rest due to illness or non-work-related injury.

1*** Sick leave should be handled by telephone 60 minutes before going to work, otherwise it will be treated as non-prior application for personal leave: sudden illness can not implement this standard, please provide the hospital certificate above the district.

2*** Sick leave for two days * * * does not include more than two days * * *, and it is necessary to provide leave certificates from non-profit medical institutions, and provide medical records, laboratory tests, payment vouchers, etc.

3*** Sick * * * Things * * * Leave should be applied to the immediate supervisor, and other colleagues should not be entrusted to inform, otherwise it will be regarded as no leave.

4*** The maximum duration of sick leave is 60 days, and those who exceed this standard will be treated as automatic resignation.

5 * * * Sick leave for more than 3 days * * * excluding 3 days * * * Need to show the hospital certificate above the district.

6*** Employees who fall ill during the probation period and take * * * leave for more than 10 days shall be dismissed.

7*** In case of rest days during continuous sick leave, rest days and holidays are counted as sick leave. 8*** Sick leave does not include rest due to cosmetic or plastic surgery, alcoholism, fighting, illegality and bad behavior, and such cases are treated as personal leave.

9*** If you can't provide a diagnosis certificate when you take sick leave or cancel your leave, it will be treated as personal leave; Anyone who provides false medical certificates, once verified. Be punished as absenteeism.

10*** Sick leave is paid leave, but attendance bonus is not paid.

Seven. leave of absence

Things must be handled by yourself. Rest days and holidays cannot be handled due to objective restrictions. When there is no annual leave available, you can apply for personal leave.

1*** Leave of absence should provide true and sufficient reasons. If the reasons for taking leave are insufficient or not enough to hinder business, the direct leader may not take leave, shorten leave or suspend leave.

2*** Personal leave does not span Saturdays, Sundays and legal holidays.

3*** Leave application must be submitted in advance.

4*** If the employee asks for leave within 2 days * * * including 2 days * * *, the application must be submitted 1 day in advance, which will be approved by the department manager; Please apply for 3-7 days' personal leave one week in advance, and report to the administrative department for approval after being approved by the department manager; Please apply for more than 7 days' personal leave 15 days in advance and report to the general manager for approval; And fill out the leave application form.

5*** If the application for leave is not submitted within the specified time and the request for leave conflicts with the work, the leave is not allowed.

6*** The longest period of personal leave is 30 days, and the longest period of important and special posts is 20 days. Those who exceed this standard will leave automatically.

7*** Personal leave is unpaid leave. The deduction is the basic salary of the month/attendance days of the month * personal leave days.

8*** Failing to apply for personal leave in advance, the salary will be deducted twice.

Eight. Statutory holiday

Give leave according to relevant regulations, go to work normally according to the company's operating conditions during holidays, and arrange compensatory holidays after holidays.

Nine. marriage leave

I'm married.

1*** The company gives legal first-time employees 15 days paid marriage leave; No other personal leave is allowed before and after the wedding leave.

2*** Marriage leave must be enjoyed in the year of the employee's wedding, and it will be invalid if it exceeds the time limit. If you get married after 10, you can postpone your holiday until March of the following year. A copy of marriage certificate must be attached, otherwise it will be treated as personal leave.

X. Maternity leave

I had a baby.

1 * * Female workers who give birth in accordance with the family planning regulations can enjoy four months of basic maternity leave, that is, 120 * * * 45 days before delivery and 75 days after delivery * * *. For multiple births, the maternity leave will be increased by 15 days for each additional baby.

2*** Abortion within three months of pregnancy, and leave 15 days; If you are pregnant for more than three months, you will take 42 days off.

3*** During maternity leave, you can enjoy a paid holiday with one month's basic salary; This salary will be paid together with the salary of the first month after returning from vacation.

4*** The above calendar days include holidays. Employees who take maternity leave must fill in the "Leave Application Form" three weeks in advance, and attach the certificate of expected date of birth determined by hospitals at or above the community level, which will be sent to the administrative department for effect after being approved by the supervisor.

XI。 Nursing leave

A male employee's wife can enjoy paid nursing leave of 5 working days for her first birth, but she must produce a valid hospital certificate and a child's birth certificate.

Twelve. bereavement/compassionate leave

Death of immediate family member

1*** Immediate family members refer to spouses, parents, in-laws, children and their spouses, grandparents, grandparents, etc.

2*** You can apply for paid funeral leave for 5 working days.

3*** To apply for funeral leave, you need to fill in the Application Form for Leave, and attach a copy of kinship certificate and death certificate, which will take effect after being submitted to the administrative department for approval.

Thirteen. breast feeding

After 1 * * postpartum1year, give 2 hours off every day.

2*** On the premise of not affecting the work of the department, the specific time shall be specifically approved by the department manager.

3*** Breastfeeding leave requires birth certificate and supervisor's certificate.

Fourteen work injury leave

Injuries caused by performing official duties shall be subject to the provisions of laws and regulations.

1*** employees are entitled to a maximum of 60 days of work-related injury leave; After the employees who need to take leave provide medical certificates, the administrative department will examine and approve the specific days of leave, and the excess days will be treated as sick leave.

2*** During the period of work-related injury leave, the company pays the basic salary.

3*** The application for work-related injury leave shall be filed within 24 hours after the work-related injury occurs, and shall be certified in writing by two or more company personnel.

4*** Work-related injuries caused by illegal operation are not entitled to work-related injury leave.

Fifteen. Vacation-related procedures

1* * Fill in: employees should fill in the leave application form according to relevant regulations before taking leave.

2*** Approval: the leave application form is signed and approved by the department manager and then submitted to the Administration Department; The Administration Department examines whether the employee's holiday categories and information meet the requirements; According to the examination and approval authority, it shall be signed and approved by the administration department and the general manager respectively.

3*** Permission for examining and approving leave: 1 Leave within 2 days shall be directly examined and approved by the department manager and reported to the administrative office for filing; Leave for 3-7 days should be approved by the department manager and department director and reported to the personnel department for the record. Leave for more than 7 days must be approved by the department manager, department director and administration department, reported to the general manager for review, and then reported to the administration department for the record.

4*** If the vacation is interrupted or not taken due to work reasons, it can be adjusted within the quarter, and it will be invalid if it is overdue.

5*** If the annual leave exceeds 30 days, the company's annual excellent selection qualification and salary adjustment qualification in any form will be cancelled.

6*** After the holiday, the employee shall immediately terminate the holiday in the personnel administration department of the company. If the delay is caused by personal reasons, it will be calculated as personal leave. The cancellation of employees' leave after the holiday is subject to the actual sign-in of the post.

Sixteen. any other business

1*** Attendance personnel can enjoy an attendance award of 100 yuan in addition to the rest specified in the current month.

2*** Don't engage in anything unrelated to work during working hours: playing games, chatting, reading books unrelated to work, chatting on the Internet, sleeping, eating snacks, dining, etc.

3*** Violation of the above attendance system will result in a fine of 10- 100 yuan, unless otherwise specified.

4*** This document shall be implemented as of the date of issuance, and the attendance related documents of the original company shall be invalid.

5*** Supervisors at all levels should strictly implement the attendance regulations of their employees. If there are violations or other secrets, once found, they should be jointly punished.

6*** The final interpretation right of archives belongs to the Administration Department.

extreme

This regulation is formulated in order to standardize the attendance system of the company and strengthen the attendance management of employees.

Article 1 Attendance time and rest and vacation

* * * Workshop staff Monday to Saturday:

Day shift: 07: 30-12: 0013: 00-16: 00.

Night shift:19: 00-23: 00 24: 00-03: 30 * * * Cross-day * * *

Workshop staff change shifts every two weeks;

* * * Two * * office employees Monday to Friday:

08:30 - 12:00 13:00 - 17:00

Office staff implement the long and short week system on Saturdays, with long weeks off and short weeks on duty;

08:30 - 12:00;

* * * Wednesday * * * Take a day off every week;

* * * Four * * Statutory paid holidays:

New Year's Day; Three days of Spring Festival; Three days of labor day; Three days of National Day and other holidays stipulated by laws and regulations.

Article 2 All employees shall clock in four times a day. It is strictly forbidden to ask others to punch in or punch in for others, and offenders will be disciplined.

Article 3 The treatment method of not brushing the attendance card:

* * * Those who fail to swipe their cards for official business should fill in a business trip form, and the personnel department will handle the business trip according to the business trip form confirmed by the head of the subordinate department;

* * * 2 * * If card or attendance machine fails to be swiped, the situation shall be immediately explained to the department head, and the personnel department shall sign the card after confirmation;

* * * 3 * * Those who fail to punch in due to absenteeism shall be treated as absenteeism;

* * * Four * * employees are allowed to forget or sign cards twice a month. If you forget to bring your card in the future, you will be deducted from the work-study program award for the month. If the card is reissued afterwards, it shall be handled with reference to paragraph 5;

* * * The card leakage that occurred after two card signing opportunities were used up in the month on May * * shall be handled as follows:

1. Third card missing: the salary corresponding to the amount of absenteeism due to card missing will be deducted from the attendance award;

2. Missing the card for the fourth time: deducting the monthly attendance award;

3. Those who fail to swipe their cards for more than four times will be punished by three times the absenteeism time from the fifth time.

* * * Six * * * Calculation of absenteeism hours: Every time the card is missed, the attendance system will automatically deduct half of the working hours in that period;

* * * 7 * * If you forget to bring your card, you must report to the department head when you go to work that day, and the department head should explain the situation to the personnel department that day;

* * * Eight * * Employees who have not swiped their cards need to fill in the employee's failure to swipe their cards, and the personnel department will handle it accordingly after confirming the working hours.

Article 4 Employees shall properly keep ic cards. In case of loss or man-made damage, the replacement cost shall be borne by the employees themselves.

Article 5 Sick leave

Employees who take sick leave must provide relevant certificates issued by the hospital. During the medical treatment period, enjoy sick pay according to regulations. Outside the medical treatment period, sick leave is unpaid.

Article 6 Personal leave

If an employee can't attend class for personal reasons, he must fill in the application form in advance, and it will be valid only after it is approved by the supervisor/manager, factory director and general manager of his department. If you can't ask for leave in advance due to special circumstances, you should explain the situation to the department head before 10: 00 on the same day, and ask for leave only after you get permission, and go through the formalities of asking for leave on the day of rework.

Leave without pay.

Article 7 Marriage leave

* * * A * * * Employees who receive a marriage certificate during their employment can enjoy three days of marriage leave. Late marriage * * * Male over 25 years old, female over 23 years old, first marriage * * * Increase 10 day;

* * * II * * If it is necessary to go through the marriage formalities in a different place, personal leave may be given as appropriate, whichever is farther away, within Guangdong Province 1 day and outside Guangdong Province for 2 days;

* * * Three * * * Marriage leave needs to be applied one month in advance, and the holiday is valid within six months after receiving the marriage certificate;

After four * * * days off, the marriage certificate should be submitted to the personnel department for confirmation.

Tisso

1. In order to strengthen the company's labor management, maintain work order and improve work efficiency, these regulations are formulated.

2. Daily attendance regulations

2. 1 The normal working hours of employees are from 9 am to 12 pm and from 2 pm to 6 pm every Monday to Friday. * * * If you work overtime on weekends, you will arrive at 12 from 9: 30am and 2: 00pm to 5: 30pm. ***

2.2 employees must go to work on time, not be late, not leave early, and not be absent without reason.

Late: Being late for work beyond the prescribed working hours.

Leave early: leave the post before the specified working hours.

2.3 The daily attendance of employees shall be recorded.

2.3. 1 All employees of the company implement the system of punching in and out of work, and all attendance employees ensure attendance at least twice a day * * * including overtime * * *;

2.3.2 Employees need to punch in and out of work. In case of violation of this regulation, both parties shall be given a written warning and fined 100 yuan * * *;

2.3.3 If an employee can't punch in on time when going out on business, he/she should fill in the Punch in Time Instruction within the next working day at the latest, indicating the time and reason of going out, and report it to the company attendance clerk for retention after being signed by the authorized leader;

2.3.4 Company personnel: personnel professionals and staff;

2.3.5 penalties for being late and leaving early:

Considering that the company's office is remote and the bus is inconvenient at present, employees who arrive at their posts within fifteen minutes due to irresistible reasons such as elevator failure and traffic jam will not be punished, but they must explain the reasons for being late to the attendance officer, but if they arrive at their posts more than five times after nine o'clock every month, they will be given oral guidance once; If you go to work after 9: 00 every month for more than 10 times * * * including * *, give a written warning; Single lateness/dissatisfaction with kloc-0/5 minutes or more 1 hour or early departure 1 time will be punished according to the following standards.

General Manager Level: 200 yuan/time.

Department Manager Level: 150 yuan/time

Department Head Level: 100 Yuan/time

Department Commissioner: 50 yuan/time.

Department Clerk Level: 40 yuan/time

Employee level: 30 yuan/time.

2.4 All personnel must report to the company before going out to handle various businesses. Special circumstances need to be approved by the department head, and those who fail to go through the approval procedures will be treated as late or absent from work. Before employees go out on business, they must explain the reasons for going out to the head of the department, and they can go out only after getting approval, otherwise they will be treated as going out on business. If you go out for private affairs during working hours and don't go through the formalities of asking for leave, 70% of the salary of the day will be deducted and a warning will be given.

2.5 Absence: The following situations are treated as absenteeism:

2.5. 1 Those who do not take leave or leave without approval.

2.5.2 The vacation has expired, and the vacation has not been renewed or has not been approved and failed to return.

2.5.3 Those who disobey the transfer and work assignment and fail to report on time.

2.5.4 Those who have not gone to * * * or left * * * for more than 1 hour, and have gone through the formalities for compensatory time off without sufficient reasons.

2.5.5 The reason for asking for leave is not true.

2.5.6 Punishment for absenteeism: The penalty will be deducted according to the monthly salary standard ÷28÷8× absenteeism hours ×300%. If the annual cumulative absenteeism reaches more than five days, or the absenteeism lasts for more than five days, the labor contract shall be terminated.

3. Provisions on employees' leave

When employees need to leave for various reasons, they should go through the formalities of asking for leave. Employees who leave their posts without approval for more than 1 hour shall be treated as absenteeism.

3. 1 If employees need to leave their posts due to special reasons such as work, illness, marriage, funeral and childbirth, they should go through the formalities of asking for leave in advance and can leave their posts only after being approved by the company leaders;

3.2 If it is too late to ask for leave in advance due to emergencies or acute diseases, you can report to the department head in time by telephone, letter, message, etc. The department head should report to the company leader and go through the formalities of asking for leave on the day of returning to work.

3.3 Leave application procedures:

3.3. 1 If the leave is less than two days * * * including two days * *, fill in the leave form, explain the reasons for the leave, and report it to the department head for signature and approval;

3.3.2 Leave for more than two days must be signed and approved by the company leader.

4. Holiday calculation and processing:

4. 1 personal leave

4. 1.65438+

4. 1.2 In principle, the accumulated days of personal leave for employees of the company shall not exceed 15 days in the previous year, and 3 days in the current month.

4. 1.3 employees of the company who need to exceed the above-mentioned holiday time limit for special reasons must be signed and approved by the general manager, otherwise they will be treated as absenteeism.

4. 1.4 During the employee's personal leave, the salary shall be deducted according to the time of personal leave.

4.2 Sick leave

4.2. 1 When employees need treatment and rest due to illness, they shall go through the formalities of asking for leave with the diagnosis certificate from the hospital above the municipal level, and the sick leave within one day can be exempted from attaching the diagnosis certificate;

4.2.2 If the employee has been sick for more than three consecutive days, but not more than three months, the sick pay will be calculated at 70% of his daily salary, and the benefits will be paid as usual, and the bonus will be deducted according to the actual number of days off.

4.2.4 Sick leave for more than three consecutive months is long-term sick leave. Long-term sick leave must be based on the admission certificate of the hospital or the doctor's sick leave suggestion, and signed by the general manager for approval.

4.2.5 Long-term sick leave personnel shall pay the basic living expenses according to the minimum living guarantee standard stipulated by * * *.

4.3 Annual leave

4.3. 1 The employees of the company will be eligible for annual leave after working for one year from the date of employment, and their wages will be paid as usual during the annual leave. Annual leave will be postponed in case of holidays.

4.3.2 Annual leave standard: employees can enjoy five days annual leave after working for one year from the date of employment, five days annual leave in 1- 10, 18+0010 * *-20 years, including * *.

4.3.3 Every year 1 month 1 day is the base date for verification, so as to verify the annual leave days of the next year. Employees who joined before March 3 1 day of that year, including * * *, can take 4 days of annual leave next year; Employees who joined the company from April/kloc-0 to September 30th can take two days' annual leave in the next year, while employees who joined the company after June 1 * *, including * * *, have no annual leave in the next year.

4.4 Work-related injury leave

4.4. 1 When employees need to have a rest due to work-related injuries, they must hold the rest certificate of the provincial hospital and go through the leave formalities with the consent of the company leaders. Otherwise, sick leave is invalid;

4.4.2 Work-related injury leave benefits shall be implemented according to relevant national and local regulations.

4.5 Marriage leave

4.5. 1 Employees who ask for marriage leave must go through the leave formalities with their marriage certificates. Employees who have obtained a marriage certificate before joining the job cannot apply for marriage leave, but must apply for marriage leave within 12 months from the date of registration of the marriage certificate;

4.5.2 The employee's marriage leave is seven days, which will be postponed in case of holidays, and overtime will be treated as personal leave;

4.5.3 Employees need to apply for marriage leave once in a row;

4.5.4 No salary will be deducted during the marriage leave.

4.6 Maternity leave

4.6. 1 Employee's spontaneous delivery shall be subject to the hospital certificate, according to

4.6.2 The employee's spouse can ask for leave for 3 days with the hospital certificate;

4.6.3 In case of miscarriage or stillbirth after more than three months of pregnancy, leave shall be given according to the relevant provisions of the state with the hospital certificate;

4.*** Maternity leave is not deducted from salary within the specified time.

4.7 bereavement leave

4.7. 1 The employee's immediate family members, including parents * * * adoption, grandparents, parents, spouses and children of spouses, can take three days off.

4.7.2 With the consent of company leaders, employees can take a day off after the death of their collateral relatives.

4.7.3 Employee's bereavement leave is not deducted within the specified time.

4.7.4 Death certificate is required for funeral leave.

5. Overtime regulations:

5. 1 overtime application-if the company arranges overtime, the manager and supervisor of the department * * * who need to work overtime must fill in the overtime application form in advance and submit it to the HR manager for signature and confirmation before overtime can be arranged, and the overtime application form must be submitted to the attendance clerk for summary;

5.2 Overtime-In principle, the overtime per person per month shall not exceed 16 hours.

5.3 Apply for public holidays-employees who work overtime can arrange public holidays as appropriate. * * * The holiday is valid for three months, and the date of overtime pay must be indicated on the application form * * *

5.4 Overtime:

If employees cannot arrange overtime leave, overtime pay can be paid according to the following standards:

5.4. 1 Employees who extend their working hours for less than two hours on a normal working day are not counted as overtime; If they work longer than two hours, overtime pay = actual overtime * hourly wage *150%; Hourly salary of employees = basic salary /20.92/8.

5.4.2 Overtime wages on Saturdays, Sundays and holidays shall be calculated and paid according to the following standards:

Overtime on Saturday and Sunday = basic salary /20.92*200%

Overtime pay for statutory holidays = basic salary /20.92*300%

5.4.3 Monthly payment days of overtime pay: the total number of days in a month shall not exceed 2 days, subject to the Overtime Application Form and time card. Those who fail to punch in are not counted as overtime.

6. Supplementary Provisions: The Human Resources Department is responsible for the formulation and interpretation of this regulation, and it will be implemented after being approved by the General Manager. It is also applicable when it is modified or terminated.