Company Penalty Regulations_Company Penalty Notice Sample (2)

Company Penalty Notice 5

The employees of the Security Department violated the company management system formulated by the company on the year, month and day and were fined a financial fine of RMB 1,000. Please take this as a warning. If you do not Correction, if the violation occurs again, the company will reserve the right to further deal with it.

Violator’s signature:

General manager’s signature:

Security team leader’s signature:

Hangzhou Qiantang Property Management Co., Ltd.

Enterprise Employee Code of Conduct and Penalty Regulations

Chapter 1 General Provisions

1. Purpose: To further standardize production and management behavior, clarify the labor obligations of employees at all levels; safeguard the company Normal management order and production order, these measures are formulated in accordance with the "Labor Law of the People's Republic of China" and relevant regulations.

2. Scope: These measures apply to the penalties for violations of formal contract workers, trial contract workers and temporary workers of any rank in the company.

3. Principles and definitions:

3.1 The company corrects violations of disciplines and rules based on the principle of improving work efficiency and reducing production costs. The principle of combining punishment with education should be followed to guide employees to consciously abide by factory regulations and disciplines.

3.2. Any decisions made by the company regarding employees should be made publicly, except those involving personal privacy and company trade secrets.

3.3. The company shall impose penalties on employees for disciplinary violations based on ascertaining the facts, the circumstances, and the relevant functional departments of the company orally or in writing in accordance with these Measures.

3.4 Employees have the right to state and defend against the company’s penalty decisions. Those who are dissatisfied with the decision have the right to apply for review by the superior department.

3.5 Company employees have the right to report and complain to superior departments regarding management violations.

4. Responsibilities

4.1 The Factory Affairs Department may make written suggestions for punishment to the superior department based on the employee's violation and on the premise that the relevant evidence is sufficient.

4.2 The department head may make written recommendations to the superior department on the punishment of employees in the department based on the violations committed by the employees in the department and with sufficient evidence to prove it.

4.3 The Human Resources Department is responsible for accepting and reviewing applications for violation penalties by company employees and conducting follow-up investigations based on the application content. Responsible for handling employee punishment materials and executing punishment decisions.

4.4. The Administration Department is responsible for the approval of employee penalties and the acceptance and follow-up investigation of employee review applications.

Chapter 2 Types and Application of Punishments

5. The penalties applicable to this method are:

5.1. Verbal warning

5.2 .Written warning

　5.3. Record of demerits

　5.4. Record of major demerits

　5.5. Demotion and salary reduction

　5.6. Stay on the job for review

5.7. Dismissal and expulsion

6. If a company employee causes loss of company property or personal injury to others due to violation of these regulations, he shall bear liability for compensation, and those who constitute a crime will be transferred to judicial authorities in accordance with the law. . The company supports and safeguards the legitimate litigation rights of injured employees

7. If a company employee causes a work-related accident due to gross negligence or intentional illegal operation, he shall bear corresponding liability according to the degree of his fault.

8. If one person commits two or more violations of regulations or disciplines, they will be adjudicated separately and executed together.

9. If two or more people violate company regulations at the same time, they will be punished separately according to the circumstances; if they instigate, coerce, or deceive others to violate regulations or disciplines, they will be punished according to the behavior they instigated, coerced, or deceived.

10. If a department violates these regulations, the person directly responsible shall be punished; if the violation is directed by the department head, the department head shall also be punished.

11. Employees who violate disciplines under the following circumstances may be given a lighter punishment or be exempted from punishment:

11.1. The circumstances are particularly minor;

11.2. Take the initiative to admit mistakes and cooperate Relevant departments will investigate and make corrections in a timely manner;

11.3. Due to coercion or deception by others;

12. Anyone who has any of the following circumstances may be severely punished:

12.1 Those with serious consequences

12.2. Coercing, deceiving or instigating others to violate these regulations

12.3. Retaliating against the complainant;

12.3 Repeated violations

Chapter 3 Violations of Labor Discipline and Penalties

13. Employees who violate national laws as follows will be punished by state authorities and the company may plot to be dismissed.

13.1 Those who have been sentenced to bear criminal responsibility for committing a crime.

13.2 Those who have been sentenced to reeducation through labor due to violations of the law.

13.3 Those who have been detained for more than seven days due to violation of the "Public Security Management Punishment Regulations"

13.4 Organize, plan, and participate in illegal demonstrations or participate in illegal associations in violation of the Constitution and legal provisions organized.

13.5 Other situations that may result in dismissal in accordance with the Labor Law of the People's Republic of China;

14: Employees have any of the following circumstances that infringe the company's business secrets and damage business reputation 14.1 Anyone who takes advantage of his position to steal the company's product editions, customer information, production materials, personnel files, technical (design) drawings and electronic documents involving the company's trade secrets for others.

14.2 Go against the interests of the company and use the company’s business information to compete with peers.

14.3 Go against the interests of the company and spread rumors, malicious slander, and damage the image of customers inside and outside the company, causing the company's business reputation to suffer heavy losses.

14.4 Violation of the principle of integrity resulting in two or more customer complaints due to one's own fault.

14.5 Due to management negligence, the delivery date is delayed or the product is returned by the customer due to quality reasons, causing heavy losses to the company.

15. If an employee commits any of the following acts that infringes upon the company’s property rights, he or she may be dismissed or kept on probation for two to three months depending on the circumstances and the company’s losses shall be compensated based on costs.

15.1 Theft of the company’s goods or the loss of a large amount of goods due to management negligence is confirmed upon verification. 15.2 Malicious damage to the company's production facilities or office facilities

15.3 Malicious operations or retaliation, causing the scrapping of goods (the scrapping rate of individual goods is more than 10%; the comprehensive scrapping rate during the year is more than 15%) .

16. If an employee commits any of the following violations of other people’s personal or property rights, he or she may be dismissed or placed on probation for one to one month depending on the circumstances.

16.1 Stealing other people’s property worth more than 50 yuan or with a cumulative value of more than 100 yuan.

16.2 Fighting in the factory area.

16.3 Spreading rumors, slandering, maliciously slandering, or destroying people’s reputations. 16.4 Threaten or intimidate your boss or colleagues. 16.5 Forcibly ask for or forcefully ask for other people's property in disguised form.

16.6 Disobey department management and maliciously retaliate against others.

16.7 Instructing others to commit acts of retaliation or instructing others in disguise to commit violence against company employees or to commit acts 16.3, 16.4., 16.5, and 16.6.

17. Departments or employees have the following behaviors that cause heavy losses to the company. Depending on the circumstances, the employee may be dismissed, demoted, or kept on probation for two to three months;

17.1 Production schedule chaos caused by personal negligence.

17.2 Failure to implement or unreasonably delay the implementation of production schedules will lead to delays in delivery.

17.3 Violation of operating procedures results in a large amount of scrapped materials or goods;

17.4 The department's rework rate is too high and the quality of goods is poor, resulting in increased production costs.

17.5 Employees are unable to complete the production quota issued by the department as scheduled, resulting in department delivery delays.

17.6 The dereliction of duty by the receiving and receiving department or the QC personnel causes unqualified goods to flow into the next department, seriously affecting the production of the next department.

17.7 Inciting or actively participating in malicious sabotage or making trouble, causing chaos in department production.

18. If the production department or employees cause the subordinate department to slow down work due to the reasons in Article 17, the person directly responsible shall, in addition to being punished as prescribed in Article 17, also compensate the subordinate department for the damage caused by the sabotage according to the circumstances. loss.

19. Employees who cause safety accidents or major safety hazards due to the following behaviors will be placed on probation for one to two months, recorded a demerit, or given a written warning depending on the circumstances. If the circumstances are serious, they will be dismissed;

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19.1 Those who violate safe operating procedures and cause major safety accidents;

19.2 Those who violate safe operating procedures and cause major safety hazards;

20. Employees undermine the following management If the circumstances are serious, they will be placed on probation for one to three months, recorded a demerit, and given a written warning. If the circumstances are serious, they will be demoted and their allowances will be reduced by 5% to 10% until they are dismissed;

20.1 Corruption Public funds, bribery; 10.2 Taking advantage of one’s authority to accept or solicit bribes;

20.3 Falsifying personnel information or concealing major infectious diseases and being found out;

20.4 Violating company regulations and being given a warning Those who have been working for more than five times;

20.5 Those who have been working continuously for more than 15 days or have been working for more than 30 days in one year;

20.6 Use the handwriting of the department supervisor or other person in charge to sign, Forging documents and information;

20.7 Those who are unable to perform the position after being trained or transferred and are still unable to meet the requirements of the position and do not cooperate with the transfer;

20.8 Employees in the contract Implementing peer competition during the period, causing heavy losses to the company;

21. If an employee has the following behaviors that cause adverse effects, he or she will be demoted and have a 5% to 10% reduction in allowance and job retention depending on the circumstances. Observation for not less than one month but not more than two months, and written warning.

21.1 Disobeying the leadership and assignment of supervisors; insulting supervisors; insulting and attacking security guards or housemasters on duty to resist management;

21.2 Loss of department goods due to management negligence

21.3 Those who gather to make trouble in the dormitory, drink and gamble, and disrupt the normal rest order in the dormitory

21.4 Employees who intentionally produce waste or inferior goods during production, causing greater losses to the company ; 21.5 Neglect of duty, concealing work faults, delaying work, and causing losses;

21.6 The department does not work according to the requirements of 6S standards and ISO documents, and has been notified for rectification more than three times without any substance. 21.7 Those who damage the factory, dormitory facilities, and the environment and cause serious consequences to the company. 21.8 Those who violate company regulations and are given two or more warnings. 22 If a company employee has one of the following circumstances, he or she may be punished. The circumstances will result in a demerit or major demerit and the allowance will be reduced by 1%-5% or a written warning

22.1 Bringing non-company employees into the dormitory without permission, causing serious consequences

22.2 Disobeying work arrangements and delaying work

22.3 Losing factory certificates or other special certificates applicable to the factory and failing to report them, causing consequences

22.4 Disturbing the power facilities in the factory or dormitories or Other machinery and facilities, causing consequences

22.5 Open the fire door without permission.

22.6 Stop working without permission before off-duty time, grab meals, swipe cards, etc. that affect the order of commuting to and from work

22.7 Continuous miners for more than three working days or the total number of miners within a year exceeds six working days 22.8 Those who pull and connect wires and install electrical facilities without permission in the dormitory without permission

22.9 Those who are responsible for the confusion of account data and the loss of a large number of goods received and delivered due to negligence

22.10 Those who write and paste slogans in the factory area, alter or tear up company notices, notices or other valid documents, causing adverse effects

23 If an employee has any of the following circumstances, he or she may be given a written warning or Verbal warning

23.1 Those who arrive late and leave early

23.2 Those who eat snacks during work or bring breakfast to the factory without permission

23.3 Do not work according to regulations or work instructions , causing potential quality or safety hazards

23.4 Failure to clean the responsible area when leaving get off work

23.5 Failure to queue up to swipe cards as required or not wearing makeup as required during work or in the factory area Failure to wear factory ID card as required.

23.6 Failure to comply with the regulations on the release of items (personnel), and forced passage through the door post to no avail after being dissuaded

23.7 The department deliberately fails to answer the phone or delays answering the phone; when answering the phone or contacting others Not using polite norms and language;

23.8 Improper dress, inelegant appearance, wearing slippers to work, being rude, indecent language and other behaviors that affect the company's appearance

23.9 Not following the rules Regulations on the use of labor protection supplies causing safety hazards

23.10 Changing rooms or bunks without permission

23.11 Failure to keep workshops or dormitory rooms and beds clean as required

23.12 Using company resources to manufacture personal items

23.13 Using company telephones to make direct long-distance calls privately, except those using 200 cards and IP cards to make long-distance calls

Chapter 4 Supplementary Provisions

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24. The above and the following terms in these Measures include the original number.

25 If an employee is sentenced to probation, the following provisions shall apply at the same time;

25.1 Those with a monthly salary system shall only be paid basic salary during the probation period;

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25.2 If it is a piece-rate payment, only the piece-rate part of the salary should be calculated during the probation period (unit price Pay the hourly part of wages (unit price x number of hours = calculated wage amount).

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