Management Measures for Employment of Staff of Shandong Equipment Manufacturing Industry Association _ Rules and Regulations _ About Us

Chapter 1 General Provisions

Article 1: In order to standardize the employment of association staff, this system is formulated in accordance with relevant laws, regulations, policies, and association articles of association in Shandong Province.

Article 2: These Measures apply to the Association and personnel who have established employment relationships with it (including all registered employees and future new employees).

Article 3: The employment contract referred to in these Measures is an agreement between the association and the employed personnel to establish the employment relationship through the signing of a contract, clarifying the responsibilities, obligations, and rights of both parties. Once the employment contract is signed, it becomes legally binding.

Article 4: The conclusion of an employment contract shall follow the following principles:

l、 The content and procedures of the contract do not violate laws, regulations, policies, and relevant rules and regulations;

2. Both parties to the contract are equal, voluntary, and reach a consensus through consultation; Honesty, trustworthiness, and adherence to contracts;

3. The rights and obligations of the parties to the contract are consistent.

Article 5 The Company's Personnel Policy: The Company is committed:

1. Establish and maintain a harmonious relationship between the company and its employees;

2. Make every employee feel proud of company policies, services and development;

3, respect for each employee, maintain their dignity, pay attention to its development;

4. Select outstanding employees to hold management positions at all levels;

5. Arrange perfect training for each employee to improve their skills and efficiency;

6. Ensure that company employees work in a safe, tidy, and comfortable environment;

7. Give reasonable remuneration to each employee;

8. Enthusiastic in serving employees and addressing their concerns.

Chapter 2 Employment Conditions

Article 6: Love the work of the association, be dedicated to the job, unite and assist each other, work diligently, and have the courage to contribute;

Article 7: Adhere to laws and regulations, be honest and trustworthy, provide standardized services, and abide by professional ethics;

Article 8: Strive to learn, delve into business, and continuously improve one's own quality and work level.

Article 9 The situation of non-employment of employees:

1. Those who have been deprived of their civil rights but have not been restored;

2, has been dismissed by other or the company;

3. Those who have committed criminal or economic cases and have been punished;

4, have bad habits;

5. Individuals with mental illness and infectious diseases;

6, under the age of 16 years old;

7, spouse or immediate family members in the company;

8. Those who do not comply with the provisions of labor laws.

Chapter 3 Appointment and Dismissal of Association Staff

Article 10: The full-time staff of the Association Secretariat shall be appointed and dismissed by the Secretary General based on work needs, and shall be approved and determined by the President;

Article 11: The staff of each branch of the association shall be appointed and dismissed by the head of each branch according to work needs;

Article 12: The financial staff of the association must have corresponding professional qualifications.

Chapter 4: Signing of Employment Contracts

Article 13 The employment contract shall be signed by the legal representative or principal of the Association and the employed person. According to the needs of the work, the employed employees should be able to go up and down. According to the needs of the work, the association can employ employees at lower levels, or at higher levels or change their jobs.

Article 14 The employment contract shall be in the form of a written contract, in two copies, one for each of the employing unit and the employed party. Changes or additions to the terms of the employment contract must also be in writing and, once signed, have legal effect.

Article 15 An employment contract shall contain the following clauses:

l. Term of employment contract (including probation period);

2. Employment posts;

3, wages and insurance benefits;

4, labor discipline and technical confidentiality requirements;

5, employment contract changes and termination conditions;

6. Liability for breach of the employment contract;

7. Social insurance and welfare benefits;

8. Labor protection, working conditions and protection against occupational hazards

9. Performance and modification of labor contracts

10. Other matters agreed by both parties.

Article 16 The term of the employment contract:

1. The term of the employment contract is divided into no fixed term, fixed term and to complete a specific work for the period.No fixed term means that the termination period is not specified at the time of signing the contract, until the termination conditions agreed upon by both parties appear, and the employment contract is terminated. The duration of a fixed-term contract should generally be between three and five years. When the contract is signed for the second time, the term of the contract shall be greater than the term of the previous one. A specific work period is the end of the completion of a specific work content.

2. A probation period is implemented for new employees. The probation period is 3-6 months. Interns from new universities and Secondary specialized school colleges are implemented for a one-year probation period. The probation period is no longer stipulated in the contract.

3. The term of the employment contract shall be determined by the parties through consultation, but shall not exceed the time for retirement (leave) as stipulated by the state.

Article 17 If a fixed employee is unwilling to sign an employment contract with the unit, he or she may be given a three-month self-mobility period during which he or she will be paid a basic salary. If the employed party still does not sign an employment contract with the unit or leaves without saying goodbye after the expiration of the self-employment period, the original employment relationship shall be terminated on its own. I can submit resignation or be treated as automatic resignation by the company.

Chapter V Rights and Obligations of the Employer

Article 18 Rights of the employing unit:

1, in accordance with the relevant provisions of the State and the management system of the unit, the management of the employed person;

2. Post appointment shall be carried out according to the principle of graded responsibility;

3, according to the needs of the work, adjust the position of the employed person.

Article 19 Obligations of the employing unit:

1, in accordance with the laws, regulations and policies of the state, to protect the legitimate rights and interests of the employed, to create an internal environment conducive to the enthusiasm and creativity of the employed;

2, responsible for the employment of ideological and political, professional ethics, professional technology, management knowledge, operating rules and regulations, law-abiding and other aspects of education and training;

3, in accordance with the law for the employed to establish unemployment, pension, medical and other state-prescribed insurance, pay the corresponding social security funds;

4, in accordance with the law for the employed person to pay the corresponding housing provident fund.

5, pay the corresponding remuneration for the work of the employed person, and provide safe working conditions in accordance with the provisions of the state.

Chapter VI Rights and Obligations of the Employed Person

Article 20 Rights of the employed person:

1. The right to participate in the democratic management of the unit and to obtain political honors and material rewards;

2. Enjoy the adjustment of wages, promotion, welfare and labor protection stipulated by the relevant policies of the state and Jinan City;

3. In accordance with the relevant regulations of the state and Jinan City, enjoy medical treatment, vacation, family visit leave, sickness leave, marriage and funeral leave, etc.

Article 21 Obligations of the employed person:

1. Abide by national laws, regulations and policies, safeguard the legitimate rights and interests of the employing unit, and abide by professional ethics;

2, abide by the rules and regulations of the employing unit and work discipline, obey the management of the employing unit;

3、遵守并履行岗位职责，完成岗位任务，保守工作秘密。

第七章聘用合同的变更、终止、续签和解除

第二十二条双方协商一致，可以解除劳动合同。由协会提出协商解除劳动合同的，应依法支付受聘人员经济补偿金；由受聘人员提出协商解除劳动合同的，协会无需支付受聘人员经济补偿。

第二十三条受聘人员提前三十日以书面形式通知协会，可以解除劳动合同。受聘人员在试用期内提前三日通知协会，可以解除劳动合同。

第二十四条协会有下列情形之一的，受聘人员可以解除劳动合同，并有权要求协会支付解除劳动合同的经济补偿金：

1、未按照劳动合同约定提供劳动保护或者劳动条件的；

2、未及时足额支付劳动报酬的；

3、未依法为受聘人员缴纳社会保险费的；

4、协会的规章制度违反法律、法规的规定，损害受聘人员权益的；

5、因协会过错致使劳动合同无效的；

6、法律、行政法规规定受聘人员可以解除劳动合同的其他情形。

第二十五条受聘人员有下列情形之一的，协会可以解除劳动合同，且无需支付受聘人员解除劳动合同的经济补偿金。

1、在试用期间被证明不符合录用条件的；

2、严重违反协会的规章制度的；

3、严重失职，营私舞弊，给协会造成重大损害的；

4、受聘人员同时与其他用人单位建立劳动关系，对完成协会的工作任务造成严重影响，或者经协会提出，拒不改正的；

5、因受聘人员过错致使劳动合同无效的；

6、被依法追究刑事责任的。

第二十六条有下列情形之一的，协会提前三十日以书面形式通知受聘人员或者额外支付员工一个月工资后，可以解除劳动合同，但应支付受聘人员解除劳动合同的经济补偿金：

1、受聘人员患病或者非因工负伤，在规定的医疗期满后不能从事原工作，也不能从事由用人单位另行安排的工作的；

2、受聘人员不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；

3、劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，经协会与受聘人员协商，未能就变更劳动合同内容达成协议的。

第二十七条有下列情形之一，协会可按《劳动合同法》第四十一条的规定解除劳动合同，但应支付受聘人员解除劳动合同的经济补偿金：

1、依照企业人力资源破产法规定进行重整的；

2、生产经营发生严重困难的；

3、企业人力资源转产、重大技术革新或者经营方式调整，经变更劳动合同后，仍需裁减人员的；

4、其他因劳动合同订立时所依据的客观经济情况发生重大变化，致使劳动合同无法履行的。

第二十八条受聘人员有下列情形之一的，协会不得依照本劳动合同第五章条第二十五、二十六项的规定解除劳动合同：

1、从事接触职业病危害作业未进行离岗前职业健康检查，或者疑似职业病在诊断或者医学观察期间的；

2、患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的；

3、患病或者非因工负伤，在规定的医疗期内的；

4、女职工在孕期、产期、哺乳期的；

5、在协会连续工作满十五年，且距法定退休年龄不足五年的；

6、法律、行政法规规定的其他情形。

第二十九条有下列情形之一的，劳动合同终止：

1、劳动合同期满的；

2、受聘人员开始依法享受基本养老保险待遇的；

3、受聘人员死亡，或者被人民法院宣告死亡或者宣告失踪的；

4、协会被依法宣告破产的；

5、协会被吊销营业执照、责令关闭、撤销或者协会决定提前解散的；

6、法律、行政法规规定的其他情形。

协会依本项第1目规定终止固定期限劳动合同的，应支付受聘人员终止劳动合同的经济补偿金，但协会维持或者提高劳动合同约定条件续订劳动合同，受聘人员不同意续订的情形外；

协会依照本项第4目、第5目规定终止劳动合同的，应支付受聘人员终止劳动合同的经济补偿金。

第三十条劳动合同期满，有第九条第七项规定情形之一的，劳动合同应当续延至相应的情形消失时终止。但是，本劳动合同第七项第2目规定受聘人员丧失或者部分丧失劳动能力的劳动合同的终止，按照国家人力资源有关工伤保险的规定执行。

第三十一条经济补偿按受聘人员在本单位工作的年限，每满一年支付一个月工资的标准向受聘人员支付。六个月以上不满一年的，按一年计算；不满六个月的，向受聘人员支付半个月工资的经济补偿。

受聘人员月工资高于协会所在地设区的市级人民政府公布的本地区上年度职工月平均工资三倍的，向受聘人员支付经济补偿的标准按职工月平均工资三倍的数额支付，向受聘人员支付经济补偿的年限最高不超过十二年。

本条所称月工资是指受聘人员在劳动合同解除或者终止前十二个月的平均工资。

第三十二条劳动合同期满而协会需续延劳动合同的，应在劳动合同期满前30日内将《续订劳动合同意向通知书》送达受聘人员，经双方协商同意续延劳动合同的，应在劳动合同期满前30日内重新订立劳动合同；重新订立的劳动合同，自前份劳动合同期满次日起生效。

第八章员工异动

第三十三条原则：

公司推行优胜劣汰、实行完全民主、健康、合理、公平竞争的晋升体制；给予员工充分的竞争、晋升和工作机会，提倡员工在工作中积极进取，努力开拓、尽情表现自我能力，充分体现公司以人为本的管理模式。

第三十四条异动类型：员工异动包括晋升、降职、换岗。

第三十五条晋升：

1、公司建立正常的职务升迁机制；

2、对自身的岗位工作尽心尽力，成绩出色，并且遵守公司的各项规章制度，品德高尚者，可以晋升职位，特殊情况可破格晋升；

3、职位的晋升由部门负责人或协会领导提出，员工提供具体的书面总结报告，经协会研究通过。

第三十六条降职：

1、员工在一定时间内，未能完成岗位职责，部门负责人根据工作表现提出降职申请，经协会研究通过；

2、被降职的员工应虚心接受协会的意见，并积极努力，提高自身工作能力和业绩；

3、被降职员工若不接受协会的降职意见，协会将按自动离职处理，停发工资和一切福利待遇，解除劳动合同。

第三十七条换岗：

根据协会需要，协会可随时调整员工工作岗位，被调动员工应服从分配，不服从分配的，按自动离职处理，停发工资和一切福利待遇，解除劳动合同。

第三十八条员工职位晋升、换岗或降职后，齐工资待遇和福利应进行相应的调整，特殊情况下报会长批准后保留，同时重新签订《劳动合同》。

第九章违约责任及解除合同的经济赔偿和补偿

第三十九条违约责任：

1、受聘人员违反培训协议中的服务期约定，应当按照约定向协会支付违约金。

2、受聘人员违反双方签订的竞业限制协议的，应当按照约定向协会支付违约金。

3、受聘人员试用期满后解除劳动合同而未提前30天通知的，或者试用期内解除劳动合同而未提前3天通知的，或自动离职的，以受聘人员日工资为标准，每延迟1日支付1日工资的赔偿金；给协会造成其他损失的，应当承担赔偿责任，赔偿金额包括但不限于协会招收录用受聘人员所支付的费用、培训费用、对生产经营和工作造成的直接经济损失。

4、劳动合同依法被确认无效，给对方造成损害的，有过错的一方应当承担赔偿责任。

5、协会违约解除或者终止劳动合同的，应当依照本劳动合同第九条第十项规定的经济补偿标准的二倍向受聘人员支付赔偿金。

6、任何一方的其他违约行为给对方造成经济损失的，按法律规定赔偿对方经济损失。

第四十条争议处理：

双方履行本劳动合同如发生争议，可先协商解决；不愿协商或协商不成的，可以向协会所在地劳动争议仲裁委员会申请仲裁；对仲裁裁决不服的，可以向人民法院起诉。

第四十一条其他约定：

1、双方在此之前签订的所有劳动合同，凡与本劳动合同不一致的，应以本劳动合同为准，双方专门针对培训、商业秘密保护、竞业限制、购房等个别事项签订的协议除外。

2、受聘人员保证与协会签订本劳动合同时，已与其他用人单位解除或终止了劳动关系，并提供相关单位的解除或终止劳动关系证明，否则，协会有权解除本劳动合同。由于受聘人员的过错，导致协会被受聘人员原工作单位追诉的，受聘人员应赔偿协会因此受到的全部损失。

3、受聘人员因故辞职，应按照协会的有关规章制度办理完工作交接手续后方可离职，否则协会有权不予办理解除劳动合同的有关手续（包括出具解除劳动合同证明、办理档案和社保关系的转移等手续）

4、双方另行签订的培训协议、保密协议、竞业限制协议等与劳动合同相关的协议是本劳动合同的组成部分。

5、协会在企业人力资源内公开发布的各项规章制度对双方均具有约束力，除非该制度违反了国家人力资源法律法规或与本协议相冲突，否则视为本劳动合同的有效附件。

6、劳动合同未尽事宜或劳动合同条款与劳动法规有抵触的，按现行劳动法规执行。