奖惩原则（ Rewards and punishments principle）奖惩原则 (Rewards and punishments principle)
Principle of rewards and penalties
1, reward: the progress of work and excellent staff, in accordance
with the principle of "encouraging advanced", adhere to the
combination of spiritual reward and material reward.
2, the work of punishment: guilty of negligence of the employees,
the spirit of "saving lives" principle, adhere to the ideological
education and economic punishment.
Two, rewards and punishments measures
1, reward: company incentives ranging from high to low (can
be combined implementation):
1.1: promotion for the best employees with management ability
and promising to give promotion and incentive.
1.2 salary increas: incentives for advanced and
excellent employees.
1.3, one-time rewards: for advanced and outstanding employees
in special events, stage work summary of the incentives given.
1.4 inform recognition of written incentives given to employees
who perform well in daily work or special events.
2, punishment: the company's punishment measures from high to low
into (can be combined implementation):
2.1 Dismissal: the punishment of employees who riously jeopardize the interests of the company or are not suitable for the company.
2.2 demoted: for work dereliction of duty or not suitable for the
job, adverly affect the company's employees to give punishment.
2.3 economic penalties or damages: penalties for employees who violate the company's system or damage the company's finances.
2.4 warning or oral warning: written and oral punishments given to employees who show signs of backwardness or errors in daily work
or special events and have not caud adver effects.
Three, reward process: the company in dealing with employee incentive behavior, the principle of eking truth from facts, there are administrative departments with related departments and personnel, conduct a thorough investigation after thorough investigation, put forward suggestions to reward or punishment, informed criticism or prai, can perform oral warning administrative departments with the relevant departments of the company relating to, promotion, pay, one-time reward and dismissal, demotion, economic penalties or compensation for loss must be reported to the general manager of the company will decide, general manager of the company for the company's final decision mechanism.
Four, reward and punishment complaints: in the reward and punishment process involving departments and employees, the company rerves the right to appeal for each employee. The appeal period shall be within 15 days of the company's notice of rewards and
penalties. In respon to employee complaints, the company's executive branch must appoint a person or department to conduct a two investigation or confirmation to ensure a satisfactory respon to the complainant.
Five, rewards and penalties clau:
5.1 reward:
5.1.1 may make reasonable and valuable comments and suggestions on all aspects of the enterpri, and shall be rewarded after the examination and evaluation, which can bring benefits to the enterpris in production, operation and management.
5.1.2 will reward enterpris for rearch and development of
new products and new projects that are suitable for the market.
5.1.3 to safeguard the interests of enterpris, can save money for
the company 3000 yuan or above in exchange for economic loss of more than 5000 yuan in foreign economic activities, after verification is
true, reward.
5.1.4 awards for the implementation and implementation of
major technological innovations that have been assd, which are
of practical value, and can save money or increa efficiency.
5.1.5 should be rewarded for the establishment of social integrity, corporate image and the maintenance of enterpri reputation.
5.1.6 shall be rewarded for the protection of public property,
for the prevention or rescue of accidents, and for the protection of
the interests of the state and enterpris from rious loss.
5.1.7 has always been dedicated, responsible, honest and
positive lf sacrifice, outstanding deeds, reward.
5.1.8 shall be rewarded for achieving outstanding achievements in production tasks or tasks, improving product quality or rvice quality.
5.1.9 quarterly or annual bonus: refers to the quarterly and annual company also gave the first performance of employees or outside remuneration. The amount will be decided by the general manager's office.
5.1.9.1 leave more than 10 days in the quarter, or leave more than
15 days in the year, the bonus is reduced by half.
5.1.9.2 ask for leave for more than 15 days or leave within 30
days of the year, without bonus.
Five
1.10, daily welfare: refers to the annual or quarterly temporary
winter heating fee, summer cooling fee, major holiday gifts, spring
and Autumn Travel expens;
5.1.11 birthday cake refers to where the permanent staff, the
ID card registration date, year to employees to encourage or
one-time birthday gift.
5.2 penalties:
5.2.1 companies have related systems, the punishment of the relevant system shall prevail, no penalty system, according to the implementation of this system.
5.2.2 for employees who have committed the following misconduct,
a fine of $20 is found each time:
1)wearing slippers or naked work;
2)work with non work, string, post, or play, chat, read
irrelevant books, irrelevant website behavior;
3)smoking casually in areas where smoking is required;
4)throw cigarette butts, shells, confetti; dumping food, tea, littering, spitting and so on the impact of environmental health;
5)the work attitude is tough, there are complaints reflect
and correct after verification;
6)violation of technical operation rules and safety production management system, but did not cau adver conquences.
5.2.3 a fine of $30 for each employee who has committed the following misconduct:
1)the working apparatus, storage materials, mechanical and electrical parts, etc. are not kept in accordance with the regulations;
2)non electrical personnel, disorderly pull, indiscriminate u
of electrical equipment;
3)the personnel who are not the equipment operators u
the equipment without authorization;
4)doing business within the scope of the company;
5)sleeping and drinking at work;
6)the production safety management system that violates the technological operation procedures repeatedly or violates the circumstances riously, but does not cau any adver conquences.
5.2.4 an employee who has committed the following negligent act:
