Chapter 11 Chapter 11 Attendance System

For the company, good attendance management can produce the following advantages: 1. It can make the work efficiency of employees be brought into full play.First of all, some absences are unavoidable, but many absences are caused by minor illnesses or other unnecessary reasons; secondly, employees with good attendance can adjust their work attitudes and do things seriously.Because a perfect attendance management system can provide employees with a fair and consistent working environment. Second, it can enable the company to improve itself in solving the absenteeism problem.Because some problems are not completely out of employees, managers must find the root cause themselves and solve it effectively.This is conducive to the implementation of the company's system; at the same time, attendance management can also radiate and affect other detailed management within the company, such as overtime management and document management.

3. It can improve the cohesion of employees.Because when managing absenteeism, if the company can understand the reasons for absenteeism and can effectively solve it, it can enhance employees' sense of identity and belonging to the company; it can also give full play to the enthusiasm and initiative of employees. Attendance flow chart: Overtime process: Leave process: 1. Attendance Management Regulations (1) In order to strengthen the attendance management of the company's employees, these regulations are specially formulated. (2) These regulations are applicable to the headquarters of the company, and all subordinate wholly-owned or holding companies may refer to it or stipulate separately. The attendance management regulations determined by each enterprise must be reviewed and issued by the standardized management committee of the head office.

(3) The normal working hours of employees are from 8:30 am to 12:00 pm, and from 1:30 pm to 5:00 pm. If the working hours need to be adjusted due to seasonal changes, the president's office will notify separately. (4) All employees of the company shall implement a punch card registration system. (5) All employees need to check in personally when commuting to and from get off work, and no one can replace others or have others check in instead. If this provision is violated, both the agent and the principal will be given a penalty of one demerit. (6) The company arranges personnel to supervise employees to clock in and out of get off work every day, and is responsible for reporting employee attendance to the on-duty leader, who then reports to the labor and management department.

(7) All personnel must go to the company to check in and report before they can go out to handle various businesses.Special circumstances need to be approved by the leader in charge to sign the card, and those who do not go through the approval procedures will be treated as late or absent from work. (8) Those who arrive at work within 5 minutes to 30 minutes after the start of working hours will be punished as being late, and those who arrive for more than 30 minutes will be punished as half-day absenteeism.Those who leave work less than 30 minutes early will be punished as early leave, and those who leave work more than 30 minutes will be punished as half-day absenteeism.

(9) Before going out to handle business, employees must declare to the person in charge of the department (or its authorized person) the reason for going out and the time to return to the company, otherwise it will be treated as going out for private affairs. (10) Those who go out to do private affairs during working hours, once discovered, will deduct the full attendance bonus of the month and give a warning once. (11) Employees who arrive late or leave early three times within a month will withhold 50% of the perfect attendance bonus, and those who arrive five times will withhold 100% of the perfect attendance bonus, and will be given a warning.

(12) If an employee is absent from work for half a day without reason, the full attendance award of the month will be withheld and a warning will be given. For those who are absent from work for three days in a month, the salary of the month will be deducted and a demerit will be given. Those who are absent from work without reason for more than one week will be removed. . (13) Employees who are on business trips must fill out the business trip registration form in advance, and those below the deputy manager shall be approved by the department manager; the business trips of each department manager shall be approved by the supervisor; the business trips of senior management personnel must be reported to the president or the chairman for approval. When asking for leave from the president or chairman, you must file a record in the secretary's office of the chairman, and contact the company in time after arriving at the place of business trip.Business travelers should go through the business trip registration procedures and submit it to the Ministry of Labor and Wages for record before the business trip.Anyone who expires or fails to fill in the "Business Trip Registration Form" will not be reissued the perfect attendance award, and will not be reimbursed for business trip expenses. Special circumstances must be reported to the general manager for approval.

(14) Full attendance bonus for the month will be 200 yuan. 2. Employee attendance and vacation regulations In order to maintain a good production order, improve labor productivity, and ensure the smooth progress of production work; in order to keep employees in good physical fitness and vigorous energy, and strive to do their jobs well, and consider the issue of reunion between employees and their families, according to relevant state regulations , combined with the actual situation of the company, this regulation is specially formulated. (1) Attendance 1. Attendance content (1) Those who have arrived at work but have not arrived at work will be considered late.

(2) Those who leave work before the end of get off work time are considered early leavers. (3) Those who leave the post without the approval of the leader during working hours are deemed to be leaving without authorization. (4) Those who are late, leave early or leave their duties without authorization for more than 30 minutes, or fail to show up for work without permission are considered absenteeism. 2. Attendance Notice (1) Employees who are late, leave early, or leave their posts without authorization should be educated, and those who refuse to mend their ways after repeated admonitions will be given appropriate disciplinary sanctions.If there are serious consequences, they should be held accountable.

(2) For those who are absent from work, they should be ordered to make a written review, and their wages will be deducted according to the meter, and various bonuses for the current month will be withheld.If absent from work for more than two days, 10% of the year-end bonus will be deducted for each additional day.Absentees who are absent from work for 15 consecutive days or accumulatively absent from work for more than 30 days in a year, or absent from work for more than the above number of days, and the circumstances are serious, shall be dismissed. (3) During the probation period, only post salary and various subsidies will be paid.

3. Ways to ask for leave (1) public holidays Approved by the company to participate in meetings, study, business trips, social activities, and trade union activities are public holidays; model figures or representatives designated or approved by the company to recuperate, visit, and visit, as well as those injured due to work (office) during the medical treatment period, According to the actual situation, the official leave will be approved. (2) Secondment leave The transfer of employees from other places, with their family members accompanying them, shall not exceed 6 days; the transfer to remote areas shall not exceed 14 days; and the transfer of a single employee shall not exceed 3 days.The travel time required on the way to the transfer will be approved according to the actual needs, and the holidays will not be counted.The transfer within the special zone generally does not exceed one day.

If there are non-recurring affairs that need to be handled or attended by the employees themselves, such as relocation, parent-teacher meetings, etc., each unit can consider the work arrangement and the needs of the employees and handle them as appropriate, and leave will not be counted. 4. Due to the need to accumulate working hours and work breaks, it should generally be compensatory leave in the current month. If it is indeed impossible to arrange compensatory leave due to temporary work, it can be postponed appropriately with the consent of the department manager, and can be retained until the end of the year. Employees are transferred to work. In principle, the accumulated leave cannot be used Work leave extended to new jobs. 5. Due to work needs, employees who work overtime or cannot arrange rest must be approved by the department manager or the HR department, and compensation will be made in the form of overtime pay.Compensation method: (post salary + skill salary) ÷ 255 days × 15 times the number of overtime days.Overtime pay on statutory holidays is calculated as (post wages + skill wages) ÷ 255 x 2 times the number of overtime days. (2) Vacation 1. Staff vacations must be subject to organizational arrangements, approved level by level according to regulations, and reported to the Human Resources Department for approval. The department manager at the office director level shall arrange vacations by the department manager, and the department manager shall arrange vacations by the general manager. 2. Employees must fill out the "Paid Holiday Application Form" or "Unpaid Leave Application Form" one week before applying for leave, and submit it to the Human Resources Department for approval.If you have not received the leave notice, you are not allowed to take leave without authorization, otherwise it will be treated as absenteeism. If you cannot handle it in person due to special reasons, you should entrust someone or call for leave. 3. Marriage leave When an employee applies for marriage, he needs to go through the marriage formalities in the company, subject to the receipt of the marriage certificate, 3 days of marriage leave and 10 days of late marriage leave (conditions for late marriage: 23 years old for women, 25 years old for men).If you get married in another place (referring to the place where the spouse works, excluding travel and marriage), the travel leave will be granted according to the round-trip time. 4. Bereavement leave If the employee's immediate family members (grandparents, parents, spouse, children, and younger siblings, adoptive parents, parents-in-law, parents-in-law) who rely on their own support die, a 3-day holiday will be granted.Employees who go to other places to handle funerals can be given travel leave according to the actual travel time. 5. Maternity leave and family planning leave. (1) Maternity leave for female workers shall be granted according to the following standards: Holiday Contents Holiday Days Description Maternity leave 90 days for dystocia or twins plus 14 days Late maternity leave 15 days for late childbirth only child leave 35 days with only child certificate (2) 56 days maternity leave for temporary workers 60% of salary. (3) In case of actual difficulties, mothers can take breastfeeding leave until the baby is one year old, and the salary for breastfeeding leave will be paid according to the person (job salary + skill salary) × 75%, and the housing allowance will be calculated according to this ratio, and other subsidies will be issued as usual. (4) Those who undergo birth control surgery shall be given the following holidays after being certified by a doctor: ①Those who have placed an IUD should rest for 3 days from the date of operation, and do not engage in heavy physical labor within 7 days after the operation. ② If the IUD is approved by the family planning department, take a rest of 2 days. ③ For vasectomy, rest for 7 days; for tubal ligation, rest for 21 days. ④ If the pregnancy is less than 3 months of induced abortion, the rest period is 15 days; if the pregnancy is more than 3 months, the rest period is 42 days. ⑤ If two kinds of birth control operations are performed at the same time, the holidays shall be calculated together. In case of special circumstances, additional holidays shall be determined by the doctor. 6. Sick leave (1) If an employee is injured due to illness or non-work-related (official) injury, and the medical unit designated by the company proves that he cannot continue to work, he can refer to the doctor's advice and grant sick leave according to the actual situation. (2) The treatment during the sick leave shall be handled in accordance with the provisions of the National Labor Insurance Regulations.No wages will be deducted within three days of sick leave, and wages will be deducted according to (post wages + skill wages) ÷ 30 days for more than four days. (3) For long-term sick leave personnel, starting from the time of sick leave, the accumulative total exceeds 6 months (or 153 working days) at any time within a year. From the date of exceeding, the wages will be stopped and the disease relief fee will be replaced.Accumulation method: 12 months forward with the 24th as the deadline every month. If the sick leave accumulatively reaches 6 months (or 153 working days) within the 12 months, the wages will be stopped from the exceeding date and changed to sickness benefits. (4) For those who receive disease relief fees, if they recover from illness and need to return to work, they must first try to work for two months with a doctor's certificate.During the trial work period, those who are sick and rest for more than 15 days will stop the trial work, stop paying (sick leave) wages, and pay sickness relief funds.After the probationary period expires, those who have worked continuously for more than two months, if they get sick again, the rest time can be recalculated. 7. Personal leave If the employee has to handle it personally due to personal affairs, it will be approved according to the work arrangement and the actual needs of the individual.Employees who take personal leave will be deducted according to (post salary + skill salary) ÷ 30 days. 8. Family leave (1) When an employee gets married, lives in two places and cannot reunite on public holidays, he or she can enjoy a 30-day holiday for visiting spouse once a year. (2) Unmarried employees visit their parents once a year, and the holiday is 20 days. If it is not possible to arrange that year due to work needs, the holiday can be given once every two years, and the holiday is 45 days. (3) Married employees visit their parents on leave, once every four years, and the leave is 20 days. (4) Employees who have biological parents and adoptive parents can only visit one party (mainly the support relationship). (5) Graduates assigned by colleges and universities and newly recruited contract workers cannot enjoy family leave during the internship and trial period, and can only enjoy family leave after one year.Employees transferred from other units to the company have to spend half a year before they can enjoy family leave. (6) If the employee's spouse has been divorced or died but has not yet remarried, it shall be treated as an unmarried employee.If the employee's spouse and parents are dead, have not remarried, and have no children, if there are minor children under the age of 16 who are fostered in other places, they will be treated as unmarried employees' family leave. (7) Employees’ family-visiting leave does not include travel leave, but includes public holidays and statutory holidays. Travel leave is granted according to actual needs. (8) When an employee falls ill during family visit leave, the number of days of sick leave is still counted as enjoying family leave, and the original number of leave days cannot be extended.If an employee is unable to return on time after the holiday expires due to sudden illness or serious illness, the days of delayed return can be treated as sick leave according to the certificate of the medical unit above the county level. (9) Employees who reunite with their spouses for more than three months in the year due to various reasons will no longer enjoy the family leave once a year. (10) In principle, family leave cannot be used in installments. If it is really necessary to use in installments due to production and work, it can be used in installments with the approval of the Ministry of Personnel, and it will be invalidated across the year.The travel leave is only given once, and the round-trip travel expenses are only reimbursed once. 9. Annual leave. (1) The scope and conditions of leave: All employees who have been working (excluding seconded personnel, temporary workers and labor workers) for more than five years are subject to leave regulations, see the table below. Table 11-4 Work time full 5 years Less than 10 years and more than 10 years Less than 20 years and over 20 years Less than 30 years and over 30 years Less than 40 years and over 40 years The above annual vacation time is 7 days, 10 days, 15 days, 20 days and 30 days National model workers, ministerial and provincial model workers, regardless of the length of their working years, are entitled to two weeks of vacation; intellectuals who have made outstanding contributions can appropriately relax their working age restrictions with the approval of enterprise leaders. (2) Several regulations for enjoying annual leave: ①Employees who enjoy family leave, wedding and funeral leave, and maternity leave according to relevant national regulations will not affect their enjoyment of annual leave. ②Employees who have completed full-time study for one year do not enjoy the annual leave of the year; employees who have studied for half a year but less than one year can enjoy vacation, and their vacation is halved. ③Employees who have accumulative sickness leave of more than 3 months or industrial injury leave of more than half a year will no longer enjoy annual leave in that year.Absent from work for 2 days, no annual leave for that year. ④Employees who are punished by various warnings and above will cancel their one-year vacation. Employees who are punished by various inspections will not enjoy annual vacations during the inspection period; for individual employees who perform poorly or fail to complete production tasks, the leaders of various departments have the right to cancel Their annual leave benefits shall be reported to the Human Resources Department for record. ⑤The calculation of annual vacation time includes public holidays, excluding statutory holidays. ⑥ All personnel transferred from other units or systems can enjoy annual leave after six months from the date of registration. (3) Description 1. These regulations shall be implemented from the date of promulgation. Where the previous relevant regulations conflict with this regulation, this regulation shall be implemented.After the implementation, if there are new regulations from the higher level, we will notify you separately. 2. The right to interpret this provision lies with the company's HR department. 3. Overtime rules for employees (1) If employees of the company need to catch up with urgent production needs or deal with accidents outside the daily working hours, they should go through the following procedures. 1. General employees work overtime (1) The overtime work of the personnel in the management department shall be submitted to the director-level supervisor for assignment by the section chief supervisor and fill in the overtime work form. (2) The overtime work of personnel in the production department shall first be determined by the management (team) department according to the production working hours and the overtime department and number shall be approved by the production department. Section decides for itself.And record the production volume during overtime hours by the foreman on the work sheet. (3) The necessary overtime work in the work plan must be approved by the deputy general manager. (4) The overtime work list of the above personnel must be sent to the personnel unit before 4:00 pm on the same day for inspection. 2. Section chief supervisors work overtime (1) All departments work overtime on holidays or at night. If the work is urgent and more important, the supervisor should come to supervise in person, and the night supervision should end at 22:00 at the latest. (2) The supervisor does not need to fill in the overtime work form for overtime work, but only needs to clock in. (2) Overtime assessment 1. General staff (1) On the day after the production department works overtime, the management (team) section will calculate whether the overtime work is in compliance with the production standards according to the overtime hours worked. If the number of overtime hours worked is not enough, the supervisor of the affiliated unit will fill in the subtotal column of the work card and issue a visa. (2) The management department and its direct supervisors should also check the overtime situation. If there is any perfunctory work that fails to achieve the expected results, the overtime salary bonus can be exempted. 2. If the supervisor at the section chief level should work overtime but does not work overtime, resulting in a backlog of work and delays, the supervisor at the director level will be assessed on a case-by-case basis. If the same situation occurs twice, he should be transferred to another position and his position bonus will be cancelled. (3) Overtime salary 1. Supervisors: The supervisors of each department will no longer be paid overtime pay because they have already received job bonuses, but they are allowed to report the fare (those who are accessible by bus are not allowed to report the taxi fare) and missed meals. 2. Other personnel: Regardless of monthly salary or daily salary, any overtime salary will be paid according to the following procedures. (1) For overtime work on weekdays, 34% of the basic daily salary is paid per hour. The calculation formula is as follows: Overtime salary = Japanese salary × 034 × overtime hours (2) In addition to the basic salary for overtime work on public holidays, the overtime salary will be doubled according to the calculation method for overtime work on weekdays. (3) During the New Year's holiday, overtime due to special circumstances, all regular employees shall follow this principle. (4) Calculation of overtime working hours 1. It is divided into three shifts and two shifts. 2. For the work of the above three or two shifts, if the operation of boilers, furnaces and machinery cannot be shut down, one or two employees may be left as guards during each meal time, and they should eat on the spot and must not stay away from the work position. Violators will be fined In the theory of leaving the post without authorization, the meal time can be counted as continuous overtime. 3. Other staff members are counted as 8 hours per day. If they need to continue to work overtime, the calculation method should deduct 30 minutes for each meal (the same is true for night time), which is equal to overtime hours. Meal time should not be used as overtime hours for any reason. . 4. All workers who need to work day and night shifts should be replaced once a week by the supervisors of each unit, so that the principle of equal work and rest should be ensured. (5) Those who are not allowed to report overtime pay 1. Those who have paid the travel expenses when they go out on business. 2. No matter when and what day the salesperson engages in sales promotion, they are not allowed to claim overtime pay. 3. Porters, night watchmen, traffic car drivers, and kitchen workers are not allowed to report overtime pay due to their different work conditions, and their salaries include working hours and other regulations. (6) Precautions 1. When there are more than three operators working overtime, a foreman should be assigned to take charge of the leadership, and when there are more than 15 operators, staff should be assigned to supervise. 2. Try to avoid temporary workers working overtime on public holidays, especially not assigning temporary workers to work overtime alone. 3. To assign overtime work, each shift shall not exceed 12 consecutive hours, and the principle shall not exceed 46 hours in a whole month. (7) Asking for leave for overtime work 1. If the operator cannot work overtime due to a special accident, he should declare to the foreman in advance (there must be specific facts and no deliberate prevarication), otherwise he must leave early according to the timetable once assigned. 2. In the continuous overtime period, if you cannot continue to work due to illness, you should ask for leave with the leave form from the foreman or the day and night personnel. 3. Work overtime on public holidays. Those who are unable to work overtime due to accidents before arriving at work should ask for leave from the staff on duty by phone. After going to work the next day, they will check the certificate or state the specific facts, and fill in the form to make up for the leave (indicating the words of asking for leave for overtime work) , this leave will not be included in attendance. (8) During the overtime hours, if the mechanical failure cannot be repaired for a while or other major reasons cannot continue to work, the day and night duty personnel can be assigned other tasks or leave work early. (9) On public holidays, the noon rest time is the same as that on weekdays. (10) Any overtime worker who does not work according to regulations during overtime work, who is lazy, sleeps, leaves work without permission, or gambles in disguise, will be demerited or major demerit after being seized. (11) These detailed rules will be implemented after being discussed and approved by the manager-level meeting and submitted to the general manager for approval. Schedule 1 Employee Sign-in Card monthdayweek() Sequential Name Check-In Working Hours Remarks Sequential Name Sign-In Working Hours Notes Notes 1〖6〗72〖6〗83〖6〗94〖6〗105〖6〗116〖6〗12 The Ministry of Administration counts the number of people who ask for leave, the number of people who are on business trips, the number of people who are late and absent from work, the number of people who should be present, the actual number of people who are present, the number of people who are on business trips, the number of people who ask for leave, and the attendance rate Attached Form 2 Employee Attendance Record Form Project Attendance Leave Leave Others Personal Leave Sick Leave Public Leave Marriage Leave Funeral Leave Late Arrival Early Leaving Absenteeism Tolerance Continued Table 456789112 Total Attached Form 3 Monthly Attendance Statistical Form Serial Number, Name, Attendance Days, Leave Days, Late Arrival, Early Exit, Bad Day Remarks Fill in the main points: 1. The number of days of attendance is counted according to the employee attendance sheet. 2. Leave category refers to sick leave, personal leave, business leave, wedding and funeral leave, vacation, etc. 3. Arriving late and leaving early is counted by the number of times. 4. Remarks mainly fill in the unfinished items. This form is to be used as a single page and to be completed by the Administrative Assistant Statistics. Attached Form 4 Employee Overtime Application Form Filling time: year month day Department name Reason for working overtime The time for applying for overtime is from the time of the year, month, day to the time of the year, month, day Actual overtime hours start from year, month, day to year, month, day Department Manager Financial Manager Executive Deputy General Manager Schedule 5 Employee leave form department title leave category □vacation □public holiday □sick leave □other (please specify) □casual leave leave time Total days and hours of leave from year, month, day to year, month, day Opinions of competent authorities □Signature of prospective supervisor □Not allowed (please state the reason) date Attached Form 6 Overtime Record Form department: The date is signed by the overtime worker's overtime starting and ending time, overtime hours approver's department: year, month, day 1. Use process: Overtime workers in the department fill in the overtime application form → fill in the overtime record form → approve and fill in the monthly overtime statistics form → sign by the department head → keep it in the personnel department. 2. Scope of use: overtime registration for ordinary employees of the company. 3. Key points for use: (1) The overtime work of middle and senior staff in the company is not counted as overtime; (2) The approver is the person who has the right to sign overtime opinions; (3) Strictly control overtime. 4. This form is used in various departments, and it will be sent to the personnel department after monthly statistics.