Punishment decision of employees drinking alcohol at work

Regulations on Code of Conduct and Punishment for Employees in Enterprises Chapter I General Provisions 1. Objective: To further standardize the production and operation behavior and clarify the labor obligations of employees at all levels; In order to maintain the normal management order and production order of the Company, these Measures are formulated in accordance with the Labor Law of People's Republic of China (PRC) and relevant laws and regulations. 2. Scope: These Measures are applicable to the penalties for violation of regulations of formal contract workers, probationary contract workers and temporary workers at all levels of the company. 3. Principles and definitions: 3. 1 The company corrects violations of discipline and discipline based on the principle of improving work efficiency and reducing production costs. Based on the principle of combining punishment with education, guide employees to consciously abide by factory rules and regulations. 3.2. Any decision made by the company to employees shall be made public, except those involving personal privacy and business secrets of the company. 3.3. The company's disciplinary action against employees shall be given orally or in writing by the relevant functional departments of the company on the basis of finding out the facts. 3.4 Employees have the right to state and defend the company's punishment decision. Refuses to accept, have the right to apply to the higher authorities for review. 3.5 The employees of the company have the right to report and complain to the higher authorities about the violations of management personnel. 4. Duties 4. 1 The factory affairs department may, according to the employee's violations, put forward punishment suggestions to the higher authorities in writing on the premise of sufficient relevant evidence. 4.2 The department head may, on the premise of sufficient evidence, put forward a written proposal to punish the employees of this department according to the violations of the employees of this department. 4.3 The Personnel Department is responsible for the acceptance and review of employees' illegal applications, and conducts follow-up investigation according to the application contents. Responsible for the handling of employee punishment materials and the implementation of punishment decisions. 4.4. The Administration Department is responsible for the examination and approval of employees' disciplinary actions and the acceptance and follow-up investigation of employees' review applications. Chapter II Types and Application of Penalties. The penalties applicable to these measures are: 5. 1. Verbal warning 5.2. Written warning 5.3. Record 5.4. 5.5 demerits. Demotion and salary reduction of 5.6. 5.7 Stay on duty for inspection. Dismissal and dismissal 6 Employees of the company who violate these measures and cause property losses or personal injuries to others shall be liable for compensation. The company supports and protects the legal litigation rights of the injured employees. 7. Employees of the Company who cause work-related accidents due to gross negligence or deliberate illegal operation shall bear corresponding responsibilities according to their fault degree. 8. If one person has two or more violations of discipline, they shall be ruled separately and executed jointly. 9. If two or more people violate the company's regulations, they shall be punished respectively according to the circumstances; Those who instigate, coerce or trick others into violating rules and regulations shall be punished according to their acts of instigation, coercion or deception. 10. If the department violates these regulations, the person directly responsible shall be punished; Directed by the department head, and punish the department head at the same time. 1 1. Employees who violate discipline may be given a lighter punishment or exempted from punishment under any of the following circumstances:11. The circumstances are particularly minor; 1 1.2. Take the initiative to admit mistakes, cooperate with relevant departments to investigate and correct them in time; 1 1.3. Being forced or deceived by others; 12. Under any of the following circumstances, a heavier punishment may be imposed: 12. 1. 12.2. 12.3. Take revenge on the complainant, with serious consequences; 12.3 chapter iii violation of labor discipline and punishment 13. Employees who violate national laws in the following aspects may be dismissed by the company according to their circumstances while being punished by state organs. 13. 1 was sentenced to criminal responsibility for the crime. 13.2 was sentenced to reeducation through labor for violating the law. 13.3 13.4 was sentenced to public security detention for more than seven days for violating the regulations on administrative penalties for public security, organizing, planning, participating in illegal demonstrations or participating in illegal organizations, and violating the Constitution and laws. 13.5 Other circumstances in which dismissal is allowed according to the Labor Law of People's Republic of China (PRC); 14: An employee shall be dismissed in any of the following circumstances that infringe on the company's business secrets and damage the company's business reputation; 14. 1 taking advantage of his position, he stole the company's goods version, customer information, production materials, personnel files, technical (design) drawings and electronic documents involving the company's business secrets for others. 14.2 infringes on the company's interests and uses the company's business information for horizontal competition. 14.3 spread rumors, maliciously slander and damage the image of customers inside and outside the company, infringe on the interests of the company, and cause great losses to the business reputation of the company. 14.4 The customer complained twice or more for violating the principle of good faith due to his own fault. 14.5 delayed delivery due to management negligence or returned by customers due to quality reasons, which caused great losses to the company. 15. If an employee commits any of the following acts that infringe the company's property rights, he can be dismissed or kept on probation for two to three months according to the situation, and compensate the company for losses according to the cost. 15. 1 stealing the company's goods or causing a large number of goods to be lost due to negligence in management, which is verified by verification. 15.2 Malicious destruction of the company's production facilities or office facilities, illegal operation 15.3 or malicious scrapping of commodities based on revenge (the scrapping rate of personal commodities is above 10%; The comprehensive scrap rate during the year is above 15%). 16. An employee who infringes upon the personal rights or property rights of others under any of the following circumstances may be dismissed or kept on probation for one to one month depending on the seriousness of the case. 16. 1 stealing other people's property whose value is above 50 yuan or whose accumulated value is above 100 yuan. 16.2 Fighting in the factory. 16.3 spreading rumors, maliciously slandering or damaging the reputation of others. 16.4 threatening or intimidating superiors or colleagues. 16.5 extorting other people's property by force or in disguised form. 16.6 maliciously retaliated against the management of the department. 16.7 instructs others or in a disguised form to commit violence against the employees of the company or to take revenge by 16.3, 16.4, 16.5, 16.6. 17. The department or employee has the following behaviors, causing great losses to the company. Depending on the seriousness of the case, he may be dismissed, demoted or placed on probation for two to three months; Due to personal negligence, the production schedule is chaotic. 17.2 delivery is delayed due to non-execution or unreasonable delay of production scheduling. 17.3 violates the operating rules and causes a large number of materials or goods to be scrapped; 17.4 the rework rate of the department is too high and the quality of the goods is poor, which leads to an increase in production costs. 17.5 employees failed to complete the production quotas issued by the department as scheduled, which led to the delay in delivery of the department. 17.6 nonconforming products flow into the next department due to the receiving and dispatching of this department or the dereliction of duty of QC personnel, which seriously affects the production of the next department. 17.7 instigated or actively participated in malicious slackness and trouble, resulting in production confusion in the department. 18. If the production department or employees cause the next department to go slow due to Article 17, the person directly responsible shall not only be punished according to Article 17, but also compensate the losses caused by the next department. 19. Employees who cause safety accidents or major safety hazards due to the following behaviors may be given a probation period of one to two months, recorded a demerit or given a written warning, and may be dismissed if the circumstances are serious. 19. 1 Violates the safety operation rules, causing major safety accidents; 19.2; Violation of safety operation rules, causing major safety hazards; 20. Employees who violate the following management order may be given a probation period of 1 to 3 months, given a demerit and given a written warning according to their circumstances, and demoted by 5%- 10% until they are dismissed. 20. 1 misappropriating public funds and accepting bribes; 10.2 accepting and soliciting bribes by taking advantage of their authority; 20.3 False reporting of personnel information or concealment of major infectious diseases has been verified; 20.4 Being warned for more than five times in violation of company regulations; 20.5 continuous miners 15 days or accumulated miners for more than 30 days in a year; 20.6 Use the handwriting of the head of the department or other heads to issue or forge documents and materials; 20.7 Failing to meet the job requirements after training or job transfer, and failing to cooperate with job transfer; 20.8 Employees compete in the same industry during the contract period, which causes great losses to the company; 2 1. If an employee commits one of the following acts, which causes adverse effects, he/she may be demoted by 5%- 10% according to his/her circumstances, and be kept in the Party for probation for more than one month and less than two months, and given a written warning. 2 1. 1 disobeying the leadership and deployment of the management supervisor; Abuse the supervisor; Abuse or attack the security guard or housekeeper on duty, and confront management; 2 1.2 loss of goods in the department due to dereliction of duty in management; 2 1.3 employees who make trouble in the dormitory, drink and gamble, and disturb the normal rest order in the dormitory; 2 1.4 intentionally causing waste products or defective products in production, causing great losses to the company; 2 1.5 Dereliction of duty, concealment of work fault, resulting in work delay and loss; 2 1.6 Department failed to operate according to the requirements of "6S" standard and "ISO document", and was told to rectify for more than three times without substantial improvement; 2 1.7, 2 1.8, destroying facilities and environment in factories and dormitories, causing serious consequences to the company, and being warned more than twice for violating company regulations. 22. In case of any of the following circumstances, employees of the company may record a demerit or record a serious demerit, reduce the allowance 1%-5% or give a written warning. 22. 1 Take non-employees to the dormitory without permission. 22.2 Disobeying the work arrangement, delaying the work, 22.3 losing the factory certificate or other special documents applicable to the factory, 22.4 tampering with the electricity facilities or other mechanical facilities in the factory or dormitory, and 22.5 opening the fire door without permission. 22.6 Stop working, cooking and swiping cards before coming off work. Affect the order of commuting. 22.7 continuous miners for more than three working days, or the total number of miners in one year for more than six working days. 22.8 Connect the wires and install the receiver of electric facilities in the dormitory without approval. 22.9 Account data is confused due to negligence, and a large number of goods are lost. 22. 10 factory scribbled slogans. 23 Employees who alter or tear company notices, circulars or other valid documents, causing adverse effects, shall be given a written warning or a verbal warning depending on the circumstances. 23. 1 Those who arrive late and leave early. 23.2 Those who eat snacks during working hours or bring breakfast into the factory privately. 23.3 Those who do not work according to the regulations or work instructions, resulting in quality or safety hazards. 23.4 After work, the cleaner in the responsible area is not well done. 23.5 Those who don't queue up to swipe their cards or make up according to the regulations or are in the factory. 23.6 23.7 The department that fails to comply with the regulations on the release of goods (personnel) and forcibly dissuades them through their posts deliberately refuses to answer or delays answering the phone; Do not use polite norms and language when answering the phone or contacting others; 23.8 Disdressed, indecent appearance, wearing slippers to work, impolite, indecent language and other behaviors that affect the company's image 23.9 Failure to use labor insurance articles as required, resulting in potential safety hazards 23. 10 Change clothes or bunk beds without permission 23. 1 1 Failure to clean the rooms and beds in the workshop or dormitory as required 23./kloc If an employee is punished by the "probation period", the following clauses shall be applied at the same time: 25. 1 is a monthly salary system, and only the basic salary is paid during the probation period; 25.2 Piece-by-piece wage. Only piece-by-piece wage is calculated and paid during the probation period (unit price x number of pieces = calculated and paid wage); 25.3 In case of hourly wages, only hourly wages will be paid during the probation period (unit price x hours = paid wages). 26. Give employees demerits and reduce employee allowance 1%-3% 27. The right to interpret these Measures belongs to Naiwa Administration Department.