大型外企中英文员工手册完整版

**集团员工手册

EMPLOYEE HANDBOOK

目录

TABLE OF CONTENTS

1.简介 (2)

INTRODUCTION

2.公司 (3)

THE COMPANY

3.定义与缩写表 (9)

TABLE OF DEFINITIONS AND ABBREVIATIONS

4.工作行为标准 (10)

STANDARDS OF BUSINESS CONDUCT

5.行为准则 (19)

CODE OF CONDUCT

6.工作间规章、安全和保安 (26)

HOUSE RULES, SAFETY AND SECURITY

7.信息系统制度和系统使用规范 (31)

INFORMATION SYSTEMS POLICY AND CONDUCT FOR SYSTEM USAGE

8.出差制度 (36)

BUSINESS TRAVEL

9.员工费用报销制度 (39)

EMPLOYEE EXPENSE CLAIM POLICY

10.员工声明书 (51)

EMPLOYEE’S STATEMENT OF UNDERSTANDING

1. 简介

INTRODUCTION

这本《****员工手册》旨在向员工提供全面的关于公司运作、规章制度、管理实务以及

劳动关系条款和条件的指引。

This **** Group Employ ee Handbook (“Handbook”) is intended for **** Group Employees as a general guide on all matters relating to **** Group, its operations, policies, practices, as well as the terms and conditions of employment.

在员工和公司的关系中本手册不应取代《劳动合同》。当本手册的条款与《劳动合同》出现冲突时，以《劳动合同》为准。

This Handbook shall not supersede the Employment Agreement between Company and Employee. In case of conflict between the Agreement and this Handbook, the Agreement shall govern.

本手册包含附件是适用于特定国家与劳动关系相关的条款。这些附件是组成本手册不可或缺的一部分，所列事项适用于所在的各个国家。

This Handbook includes Appendices containing employment terms that apply to particular countries. These Appendices form an integral part of the Handbook and shall govern with respect to the matters contained therein in each country.

公司保留对本手册中所述的所有规章制度、标准、程序和劳动关系相关条款进行修改或补充的权利。手册中对劳动条款有影响的任何变动，公司都将尽力与员工及时沟通。

Company reserves the right to amend or supplement any and all policies, standards, procedures terms of employment in this Handbook. Company shall endeavor to communicate all amendments to this Handbook that will impact terms of employment to Employees in a timely manner.

建议员工仔细研读本手册，如有任何疑问或建议，可与你的直属主管、经理或所在地的人力资源部的代表沟通。

Employee is encouraged to review this Handbook carefully and discuss any questions or suggestions with his or her immediate Supervisor/Manager or the local Human Resources Representative.

2. 公司简介

THE COMPANY

首席执行官寄语

Message from the CEO

3. 定义与缩写表

TABLE OF DEFINITIONS AND ABBREVIATIONS

行政部

Admin -行政部

Administration Department

劳动合同

Employment Agreement -

公司与员工间的劳动协议，说明合同开始日期，薪酬和其他劳动条款和条件

Employment Agreement between Company and Employee

stating commencement of employment, compensation package and other terms and conditions of employment

工作准则

Business Standards -

在履行工作职责时应该遵守的行为准则

Standards of conduct to be observed in carrying out Company’s business affairs and relations

CEO -首席执行官

Chief Executive Officer

CFO -首席财务官

Chief Financial Officer

CTO -首席技术官

Chief Technology Officer

公司

Company -****，当适用时应包含母公司，子公司和分支机构

**** Group, and whenever appropriate, shall include its parent company, subsidiaries and affiliates

国家

Country -员工劳动关系所在地或工作地点

Country in which Employee is employed or posted

员工

Employee -在劳动协议中为公司提供服务的个体

An individual engaged to perform services for Company under an Employment Agreement

执行官

Executive Officer -CEO,CFO 和CTO CEO, CFO and CTO

手册

Handbook -全球员工手册包括附件

Global Employee Handbook including Appendices

部门负责人

Head of Department -负责监管一个部门与并有相应职权的个人

Individual having overall supervision and authority over a department

HR -人力资源部Human Resources

IT -信息技术

Information Technology

信息技术资源IT Resources -

电脑帐户、个人电脑、服务器、工作终端、磁盘储存器、应用程序、邮件、共用文件夹，拔号设备、网络、互联网、数据库和电话。

Computer accounts, personal computers, servers, workstations, disk storage, applications, email, public folders, dial-up,

network, Internet, databases and telephones.

主管、经理

Supervisor, Manager -员工直接主管/经理

Immediate Supervisor or Manager of Employee

人力资源部副总裁

VP Human Resources -

人力资源部副总裁

Vice President of HR Department

适用时，涉及单数时也包括复数形式。

Whenever appropriate, the singular shall include the plural.

4. 工作行为标准

STANDARDS OF BUSINESS CONDUCT

4.1 目的

Purpose

公司明确了指导我们的商业关系的价值观与原则。在将开展业务与工作的同时

我们秉持着强烈的道德意识。公司致力于诚实、正直和公平地做每一件事，因

此我们的行为活动正面地反映到了我们服务的市场、社区和我们自己。这些原

则将指导我们的员工和代表有道德地进行商业交易和遵守相关法律。

Company and its Employees carry out business affairs with a strong sense of

ethics. Company is committed to honesty, integrity and fairness, which

principles should guide Employees and Representatives in their conduct of

business.

道德型的决策需要对个人和公司价值观和原则的理解以及良好的个人判断力。

在做道德决策的过程中和实施公司道德标准中你扮演着重要角色。

Employees play the most important role in the ethical decision-making

process and in the implementation of the ethical standards of Company. As

such, Employees must understand and apply Company values and principles.

4.2 适用性

Applicability

除了违反适用法律的部分以外，这些标准适用于公司全体员工。

These Business Standards apply to all Employees, except where compliance

with these Business Standards violates applicable laws.

4.3 管理者和员工个人角色

Roles of Managers and Individual Employees

公司管理者有责任与部门内所有员工讨论这些标准并确保员工能够理解并遵

守。每位管理者有责任对所辖员工道德上和法律上的行为进行监督。

Supervisors/Managers are responsible for discussing the Business Standards

with all Employees in their departments and ensuring that these are

understood and observed. Supervisors/Managers shall ensure the ethical and

proper business behavior of Employees over whom they have operational

responsibility.

每位员工有义务遵守这些标准，并积极主动寻求帮助以分辨和避免不道德的或

非法决定的产生，同时应考虑如下情形：

Employees shall comply with the Business Standards at all times and take the

initiative to seek help or clarification to avoid unethical or illegal business

decisions. In making a decision, Employee shall take into account the

following:

?如果行为被曝光，是否会损害公司或他人及个人声誉？

Whether action would damage or harm Company’s reputation or that

of any individual, if publicly known;

?这样的行为是否会对我的专业操守与个人声誉造成负面影响？

Whether action would reflect poorly on Employee’s professional or

personal reputation; and

?如果情况反过来，作为员工会有何反应？

How Employee would react if the situation were reversed.

如果员工你仍不确定应该采取何种行动，你应与直属上司/经理或人力资源部沟

通。

If Employee is still unsure of what action to take, Employee should discuss the matter with his/her Supervisor/Manager or HR before taking any action.

4.4 员工的财产

Employee Property

员工不应将私人贵重物品带进工作场所。公司不接受个人物品丢失或损坏的责任，出现物品丢失或被窃时应立即报告。

Employees are requested not to bring valuable personal items into the Company premises. Company does not accept liability for the loss of or damage to any personal items. Any loss or theft of personal items shall be reported immediately.

4.5 公司财产返还

Return of Company Property

无论何种原因当解除劳动关系时，员工应将所有公司财产返还给公司，包括公司车辆、电脑设备、移动电话、工具、钥匙、工卡、通行证、记录、文件、账号、信函、书面材料（包括所有副本，总结和摘要）等由员工所掌握或管控或者与公司或其客户的业务或事务相关的资料。

Upon termination of employment for whatever reason, Employee shall return all property belonging to Company including company vehicle, computer equipment, mobile phone, tools, keys, time recording cards, entry passes, records, documents, accounts, letters (including all copies, summaries and extracts) within their possession or control belonging or relating to the affairs and business of Company and its customers.

4.6 利益冲突

Conflict of Interest

公司努力做到所有事情都遵守法律和商业道德。相应地，员工必须避免发生，或者可能发生与这些原则或公司利益相冲突的行为。

Company conducts its affairs in compliance with the law and in adherence to business ethics. Accordingly, Employees must avoid activities, which are, or may appear to be, in conflict with these principles or with the interests of Company.

以下列举了非详尽的，有潜在影响的几种例子，员工必须避免。如有例外于下列情况的，必须报告首席执行官（如果有理由的话）并获得书面批准方可继

续。

This section provides non-exhaustive examples of potentially compromising situations, which must be avoided. Employee facing such situation shall report the same to the CEO. Where justifiable, Employee may seek written approval from CEO for engaging in the activity.

此项违反公司利益冲突政策的严重不当行为，可以导致员工受到开除处分。

Violation of this policy is a serious misconduct and may result in a summary dismissal of Employee.

4.6.1 在其他商业实体中拥有股权、实得利益或出任董事职位的；

Shareholding, deemed interest or directorship in other business

entities

当在其他企业单位中担任董事或持有重大的股权或利益：

This refers to directorship or any significant shareholding/interest in an

entity which:

?该企业单位是本公司的竞争对手；

is a competitor of Company;

?该企业单位是公司的主要供应商而员工在该单位的职权有可能影响采购或定价；

is a major supplier to Company and Employee is in a position

to influence decisions on procurement from that entity or the

pricing thereof;

?该企业单位与公司的供应商有业务往来，而员工在该单位的职权可能影响采购或定价。

has substantial business dealings with a supplier to Company

and Employee is in a position to influence decision on

procurement from the supplier or the pricing thereof.

就此而言，由于员工的配偶在该单位持有重大的股权或利益，或者任职

董事或高级管理职位，则该员工将被视为从该企业单位获得利益，除非

有相反的满意解释，并获得首席执行官的书面批准。

In this regard, Employee is deemed interested in an entity if he/she or

his/her spouse has significant shareholding, interest, or holds

directorship in that entity, unless the contrary is explained to the

satisfaction of the CEO. The CEO will determine what is considered

significant.

鉴于这个目的，公司可以选择性地要求员工持续的以书面说明其在其它

经济实体的持股情况，拥有的权益或者任董事职位的状况及相应的变化

情况。

For this purpose, Company may selectively require Employees to

declare in writing their shareholding, deemed interest or directorship in

other business entities and to constantly notify Company of any

changes to their declaration.

4.6.2 滥用公司信息

Misuse of Company Information

为个人获利滥用公司信息；（无论是否为了个人获利）未经授权违反公

司保密义务，泄露公司机密信息；与公司的竞争对手或他们的员工讨论

价格、成本、销售或类似话题；

This refers to misuse of Company information for personal gain;

unauthorized divulgence of confidential information (whether or not for

personal gain); or discussion of costs and sales with Company

competitors/their Employees.

4.6.3 财务交易

Financial Dealings

与公司业务伙伴或客户存在借贷关系（无论是否按商业利率计息）。

This refers to borrowing from or lending to business associates of

Company, whether or not at commercial interest rates.

4.6.4 非法协议

Unlawful Agreement

与公司业务伙伴或客户达成任何非法合同。此类非法合同包括但不限于

存在欺诈公司的合同。

This refers to the making of an unlawful agreement with business

associates of Company. An unlawful agreement includes one that

defrauds or deceives Company.

4.6.5 基于个人目的的动议或批核公司业务行动

Initiate or Approve Company Actions for Personal Reasons

基于个人原因，而不是基于客观的利弊分析，进行动议或批核公司的业

务行动，存在或被视为个人的参与而影响公司任何在职下属的奖惩决定

或者应聘者的录用。

This refers to the initiation or approval of Company actions for

personal reasons, other than objective merits of the case and any

effort to affect the reward or punishment of a subordinate or the

recruitment of an applicant, where there is or appears to be a personal

involvement with Employee.

4.7 客户机密

Customer Confidentiality

员工应被告知在公开场合讨论客户和公司业务时要谨慎。公司与众多客户签有保密协议。某些情况下，员工个人在从事某些特殊项目前也会被要求签署保密协议。

Employees shall be cautious in discussing customer and Company business in public. Company executes non-disclosure agreements with its customers.

Under certain circumstances, Employees are required to sign non-disclosure agreements prior to working on particular projects.

4.8 员工保密协议

Employee Confidentiality Agreement

原则上，公司所有信息都应视为保密信息。加入公司的员工都要求签署员工保密协议，包括对商业机密信息，知识所有权，发明权和版权等的保护。公司的保密权利受法律保护并与正常做法相一致。

In principle, all information handled within Company should be treated as confidential. Upon joining Company, Employees are required to sign a Confidentiality Agreement regarding the protection of trade secrets, confidential information, and the ownership of ideas, inventions and copyright, which they may handle or conceive during the course of their employment.

Company shall enforce its rights under this agreement.

4.9 人事保密信息

Confidential Personnel Information

员工应将个人总体薪酬视为保密信息，不应与他人分享薪酬信息。违规者将会因为泄露上述信息而受到处罚。

Employees shall treat their compensation as confidential information not to be shared with other Employees. Violation of this guideline may render an Employee liable for disclosure of such information.

因有权知悉或其他员工的信息的员工不得将保密信息公开或传播，否则也将受

到纪律处分。

Employees who have access to confidential information pertaining to other Employees must not disclose or circulate it in any way. Breach of this regulation may result in disciplinary action.

4.10 知识产权

Intellectual Pr operty (“IP) Rights

4.10.1 知识产权授权

Assignment of IP Rights

员工授予公司对其在受雇期间所创造的受版权或知识产权保护的所有作

品不受时间、地区和内容限制的唯一使用权。

Employee shall assign to Company the exclusive right of use and

exploitation, unrestricted in time, territory and content, of all works

protected or protectable by copyright or any other intellectual property

rights, which Employee creates during the employment, insofar as

they relate to Employee’s duties under employment Agreement.

授予的使用权包括：

The assignment of the use and exploitation rights include:

?作品可在大众媒体上包括互联网上复制、分发和展出，以及叙

述、表演、陈述和广播等；

The right to copy, distribute and exhibit any works in all

known media, including the Internet, and the right of recitation,

performing, presenting and broadcasting; and

?可以修改作品和授权第三方使用。

The authorization to revise the works and to issue licenses to

third parties.

4.10.2 未经授权的知识产权使用

Unauthorized Use of IP

在未事先通知公司或给予公司机会检查此类作品的前提下，公司禁止员

工从第三方购买或获得公司的或合作伙伴的发明、电脑程序和通讯文件

或其他须获许可使用的产品。

Employee shall refrain from using Company’s or partners’ inventions,

computer programs and corresponding documentation or any other

licensable products that were purchased, licensed or obtained in any

way from a third party without first informing Company or giving

Company an opportunity to inspect such works.

违反此项承诺将可能须赔偿公司损失或立即终止劳动协议。对于员工与

公司间的任何信息交流公司拥有唯一产权。

Breach of this commitment may lead to a claim for damages by

Company and may result in immediate termination of Employment

Agreement. Further, any information received by or communicated to

Employee from or by Company remains at all times the sole property

of Company.

如无公司书面许可，员工不得复制以任何形式呈现的信息或材料的任何

部分（包括员工在个人存储设备上保存信息）。

Employee shall not reproduce any part of the information or materials

in any form or manner (including saving electronically in Employee’s

personal storage medium) without written authorization of Company.

4.10.3 来源声明

Statement of Origin

公司可能要求员工声明确定和承认其作品的来源。

Company may require a statement from Employee which identifies

and acknowledges the origin of Employee’s work results.

4.11 企业标识

Corporate Identity

公司标志用于标识公司在交易时的宣传材料。它的使用必须谨慎，交易须与我

们的目标和制度相一致。当供应商、合作伙伴或客户有使用我们标志的请求，也许是我们可以利用宣传和营销的机会，这应是我们有能力去权衡的。如有此类情况，请联系首席执行官取得他的批准。

Company logo is used in trade to mark Company’s marketing collateral. Its use requires great care, as trade must be in alignment with our objectives and policies. A supplier, partner or client’s request to use Company logo may be an indication of publicity and marketing opportunity, which Company may be able to leverage. In such a situation, the CEO’s approval is required.

员工在内外部使用公司标志时须注意保持结构的一致，如格式、颜色和标语。

我们建议你从全球企业传播部取得关于所有形式的公司标志应用的批准。

Employee using Company logo for internal or external projects shall take care to maintain components such as format, color and tagline. It is also advisable to seek a formal approval from Global Corporate Communications Department with regard to all forms of logo application.

4.12 接受礼物与款待

Acceptance of Gifts and Hospitality

公司致力于与业务伙伴建立公平、真诚和互惠的业务关系。业务得到开展仅仅是基于商业考虑，如交期、材料质量和有竞争力的价格。送礼、款待、娱乐或者其他特别的好处不是开展业务的条件，公司强烈反对此类方式。

Company is committed to a fair, ethical and mutually beneficial business relationship with its business associates. Business is awarded solely based on commercial considerations such as delivery, quality of material and competitive pricing. Gifts, hospitality, entertainment and other special favors are not, and will not become conditions for doing business with Company and are strongly discouraged.

员工不应收受可能被视为影响公正判断的礼物、好处或者款待，如遇此类情况应报告直属经理。

Employees should not accept any gifts or offers of hospitality, which could be viewed as an attempt to influence judgment. Employees should report such offers to their immediate Manager.

如发现员工因为收受礼物或好处而给予业务合同，该员工将受到纪律处分。为避免产生疑问，礼品价值超过50美金就应告知公司并得到人力资源副总裁的批准。

Employees will be subject to disciplinary action if found to be awarding business contracts owing to gifts or favors. For the avoidance of doubt, offers of gifts in excess of US$50.00 are to be disclosed to Company and approved by VP, Human Resources.

4.13 募捐

Solicitation

公司认为工作场所应是不受任何骚扰的地方，包括要求员工贡献时间或金钱去帮助非慈善事务的目的，除董事会或首席执行官的批准，员工不准代表公司处理交易如果员工本人或其家属在交易中存在经济利益，无论是股权、贷款或其他。

Company believes the workplace should be free from harassment of any kind, including pressure to contribute time or money to aid purposes other than charitable matters. Subject to approval by the board of directors and/or the CEO, Employee must not transact business on behalf of Company if he/she or

a member of his/her family has financial interests in the transaction, the firm or

Company involved, whether by way of share ownership, loans or otherwise. 4.14 媒体关系

Media Relations

仅有全球市场营销部门被授权可代表公司在媒体发言。如果员工有接到来自报纸、广播、电视或网络的电话，请转达于全球市场营销部门。

Global Marketing Communications Department has the sole authority to speak to the media on behalf of Company. Employee must immediately refer any call received from anyone in the media – press, radio, television or wires to Global Marketing Communications Department.

这也是员工保密协议的一部分。任何违规员工将受到处罚或立即开除。

This forms part of Employee’s confidentiality obligations. Any violation thereof may render Employee liable and may be summarily dismissed.

4.15 同意发布图片

Consent to Publish Pictures

公司会在员工入职时征得员工本人同意后将其图片发布在公司印刷媒体上包括维基百科。如果员工充分授权，即使员工离职后，公司也将保留员工图片使用权。

Company may seek Employee’s consent to have his/her pictures posted in Company’s printed media including Wikipedia. If Employee ha s given full consent, Company reserves the right to use Employee’s picture even after leaving Company.

4.16 工作行为准则的执行

Enforcement of Standards of Business Conduct

不论职位，员工有责任报告发现的违法违规行为，包括但不限于，任何会计或审核事务。这些报告可匿名进行，员工将不会因检举揭发了违法违规行为而受到报复。

Employee has an obligation to report conduct that Employee, in good faith, believes to be a violation of laws, regulations, the Standards, policies, including, but not limited to, any accounting and auditing matters. These reports may be made anonymously. Employee will not be subject to reprisal for reporting such information.

我们对自己的工作行为负责并愿意承担失业的风险如果不遵守适用的法律和本手册中的标准。

Employees are accountable for Company’s business conduct and may be terminated if they fail, even in the first instance, to obey the laws that apply to Comp any’s business and live up to the Standards.

我们不同的竞争行为不能作为未能达到工作行为准则的借口。我们也不会折中责任以达到符合财务要求或利润最大化。

The fact that Company’s competition may behave differently is not an excuse for failing to meet the level of business conduct required of Employees.

Company and Employees will not compromise these responsibilities in order to meet financial plans or maximize profits.

4.17 报告流程

Reporting Procedures

公司鼓励员工与其主管、经理讨论关于这些标准解释和实施情况的问题，并向经理报告任何实际的或怀疑的违规行为。

Company encourages Employees to discuss with their Supervisor/Manager questions concerning the interpretation and application of the Standards and to report to their Supervisor/Manager any actual or suspected violations.

每一位主管、经理有责任创造和维护一个合乎职业道德规范与宽松开放的沟通氛围。

Each Supervisor/Manager has a special responsibility to create and maintain a work environment that encourages ethical behavior and open communication regarding ethical issues and concerns.

如果员工与其主管、经理沟通不愉悦或者问题没有得到满意地解决，他/她可通过如下方式寻求解决。

If, however, Employee is not comfortable going to the Supervisor/Manager or if the questions or concerns are not handled satisfactorily by the Supervisor/Manager, he/she may contact:

?全球人力资源管理部

HUMA Reso Mana GLOB

?全球法务管理部

LEGA Mana GLOB

?首席执行官

CEO

在实施报告过程中，公司努力遵守各国适用的法律。

In implementing its reporting procedures, Company shall comply with each country's applicable laws.

公司收到涉及违反法律、法规或本行为标准的投诉时，法务部门或其指定代表在适当情况时将与高层管理成员合作；

In the event Company receives information regarding an alleged violation of law, regulation or these Standards, the Legal Department, or their designee (“LEGAL”) shall, as appropriate, in collaboration with other members of Senior Management:

?评估这些信息

evaluate such information,

?如果违规涉及到公司执行阶层管理人员、法务人员或主管、经理，通知首席执行官或违规部门的高层管理。

if the alleged violation involves an Executive Officer, Employee from

LEGAL or a Supervisor/Manager, inform the CEO and/or Senior

Management team of the alleged violations.

?如果决定进行非正式的质询或正式的调查，如有需要展开这些质询或调查时，

determine whether it is necessary to conduct an informal inquiry or a

formal investigation and, if so, initiate such inquiry or investigation,

and

?要将质询或调查的结果连同处理结果报告给首席执行官。

report the results of any such inquiry or investigation, together with

recommendations to the CEO.

不论职位，员工都须充分配合公司对于被认为违纪行为的质询或调查，不配合者将受到纪律处分，包括开除。

Regardless of position, Employees are expected to cooperate fully with any inquiry or investigation by Company regarding an alleged violation of Company policies or the Standards. Failure to cooperate with any such inquiry or investigation may result in disciplinary action including dismissal.

如果被指涉及违规的人员是公司执行阶层的管理人员、法务人员或主管、经理，首席执行写将决定情况是否属实，如果属实，将对上述违规人员进行相应的纪律处分。违反公司制度或行为标准可能导致如下纪律处分，但不仅限于，训斥、警告、留用考察或无薪停职、开除和赔偿。特殊情况者，公司可能将要求政府或法律部门调查或起诉。

In the event that the alleged violation involves an Executive Officer, Employee from LEGAL or a Supervisor/Manager, the CEO shall determine whether there is a violation of the Standards and, if so, the disciplinary measures to be taken against such Executive Officer, Supervisor/Manager or LEGAL Employee. Failure to comply with Company policies or the Standards may result in disciplinary action, including, but not limited to, reprimand, warning, probation or suspension without pay, dismissal and restitution. Certain violations of Company policies or the Standards may require Company to refer the matter to the appropriate governmental or regulatory authorities for investigation or prosecution.

如有部门主管、经理指导或批准任何违规行为，或知情而不立即报告的也将受到纪律处分，包括开除。

Moreover, any Supervisor/Manager who directs or approves of any conduct in violation of the Company policies or the Standards, or who has knowledge of such conduct and does not immediately report it, will be subject to disciplinary action including dismissal.

5. 行为准则

CODE OF CONDUCT

5.1下班后的行为准则

Behavior Outside Work

通常公司无权干涉员工作时间外的活动。但是如果工作时间外你的行为活动对

公司产生了不利影响，公司将实施必要的纪律处分:

Generally Company has no jurisdiction over Employees outside working hours.

However, Company may take the necessary disciplinary action if Employee’s

activities outside work constitute:

?败坏公司名声；

Bringing the name of Company into disrepute;

?负面宣传；

Adverse publicity;

?行为引起对公司丧失信心导致取消订单；

Actions that promote loss of faith in Company resulting in canceled

orders;

?行为导致对公司官员或其他员工的诚信丧失信心；

Actions that result in loss of faith in the integrity of Company’s officers

or other Employees.

公司蒙受的损害将决定不当行为的程度并视情况来采取最适当的纪律处分。如

果员工的行为使公司陷入极度窘迫的状况或严重损害公司的名誉或形象的，你

与公司的劳动合同将会被解除。

Company will evaluate the detriment suffered and determine the appropriate

disciplinary action. Employee may be dismissed if Employee’s actions cause

extreme embarrassment or serious damage to the reputation or image of

Company.

公司仅在全面调查清楚真相以后才实施纪律处分。如果必要，公司将在调查期

间停止你的工作，但你仍可获得基本工资。公司关于纪律听证和申诉的制度和

程序仍将继续适用。

Company shall take disciplinary action after conducting an investigation. If

necessary, Company will suspend Employee during the investigation period,

subject to payment of Employ ee’s regular compensation. The rules and

procedures covering disciplinary hearings and appeals will apply.

5.2工作中遇到骚扰时的有关制度

Policy Relating to Harassment at Work

****致力于确保员工在工作中不受骚扰或迫害。无论任何动机，此种骚扰或迫害

是否已经被忽略不计或被原谅，行为形式包括从极端的，如暴力或欺负到不明

显的行为，如恶作剧和嘲笑经理、同事或下属。

Company does not condone any harassment or victimization at work. Such

behaviour can range from extreme forms such as violence or bullying to less

obvious actions like practical jokes and ridiculing managers, colleagues or

subordinates.

法律定义骚扰为非主动请求的和不受欢迎的工作场所行为：包括故意或侵犯对

方的尊严或造成恐吓、敌对、贬低、羞辱或冒犯对方。如果这些行为是以性

别、婚姻状况、种族、肤色、个人出身、国籍或残疾为动机也构成侵犯平等就

业机会。

Harassment refers to unsolicited and unwelcome workplace behaviour that

has the purpose or effect of violating the dignity of the recipient or creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient. Country’s laws on harassment will also apply. Where such behaviour is motivated by gender, race, colour, religion, age, national origin, sexual orientation, marital or military status, disability, or any other characteristics/basis protected by international or by Country’s laws or regulations, it also amounts to infringement of the equal employment opportunity policy.

如果对方明确表示被冒犯而行为仍持续的话就构成骚扰。如果行为是具有严重

明显地冒犯对方，那怕单独一次的冒犯行为就视为骚扰。任何形式的骚扰都可

能构成纪律问题并可被视为严重的不端行为。

Conduct becomes harassment if it persists after the recipient has made clear that it is regarded as offensive, although a single offensive act can amount to harassment if it is so serious as to be obviously offensive towards the recipient.

Any form of harassment is a potential disciplinary matter and may be considered as gross misconduct.

5.3 骚扰的例子

Examples of Harassment

以下举例说明可能被视为骚扰的各种行为：讨厌的身体接触，或恐吓行为，展

示不适当的材料，或肢体或言语的侮辱。骚扰也可能是非语言的。

The following examples illustrate conduct that may be treated as harassment: unwanted physical contact, intimidation, display of inappropriate material or physical or verbal abuse. Non-verbal conduct that has the same effect may also constitute harassment.

5.4恃强凌弱行为

Bullying

恃强凌弱行为指通过滥用权力使对方感觉受到伤害，引起不安，受到屈辱和受

到威胁：包括攻击行为，恐吓行为，恶意行为或侮辱行为。恃强凌弱可表现为

肢体上的，口头的或非口头的行为。肢体行为包括蓄意的恶作剧、触摸、掐

捏、推挤、夺取、推打、拳打以及其他形式的肢体攻击。所有员工有义务尊重

并尊敬同事并应考虑到话语和接触是否冒犯了他人。

Employees are responsible for treating their colleagues with dignity and respect and should consider whether their words or conduct could be offensive to others. Bullying is offensive, intimidating, malicious or insulting behavior that, through the abuse or misuse of power, makes the recipient feel vulnerable, upset, humiliated and threatened. Bullying can take the form of physical, verbal and non-verbal conduct. Physical conduct includes horseplay, touching, pinching and pushing as well as grabbing, shoving, punching and other forms of physical assault.

骚扰和欺凌行为即使并非故意，也是严禁发生的。

Harassment and bullying behavior may not always be intentional but it is never acceptable.

5.5 投诉程序

Complaints Procedure

员工应将自己所察觉到的任何骚扰或欺凌行为按照特别投诉程序告知人力资源

部。

Employees should disclose any instances of harassment or bullying to HR.

任何员工如果感觉受到不公正对待或者遭受了直接或间接的不公平歧视都可通

行申诉或特别投诉程序提出。

Employee who feels unfairly treated or subjected to direct or indirect unfair discrimination can raise the matter with HR through the grievance procedure.

投诉将按照公司申诉制度进行处理，人力资源部进行深入调查并建议行动方案召开正式会议。

HR shall carry out further investigation and recommend a course of action that may involve a formal meeting in accordance with the grievance process.

即使投诉不成立，任何为有关骚扰，欺凌或歧视行为的投诉提供过支持或帮助的员工都不会受到迫害。但是，如果投诉被证实是不真实的并是存心欺骗的（例如：故意欺骗或刁难），员工将受到纪律处分。

There will be no victimization of or retaliation against an Employee for making or supporting or assisting a complaint of harassment, bullying or discrimination – even if the complaint is not upheld. However, if a complaint is shown to be untrue and brought in bad faith (e.g. maliciously or as an act of spite), disciplinary action will be taken.

5.6 申诉

Appeal

如果事件的处理结果令员工不满意，员工可向人力资源部副总裁提出上诉，他们将就整个事件情况进行评估并建议行动方案。

Employee may appeal to VP Human Resources, who will review the circumstances of the case and recommend a course of action.

5.7 员工通知-变更条款和劳动条件

Employee Notices – Changing Terms and Conditions of Employment

公司明文规定对员工有影响的任何变更都应通知员工。相关的变更可通过公告栏、会议或信件的形式完成。公司保留根据员工的劳动合同对员工个人的条款和条件进行变更的权利。在提出变更前应与员工就这些变更进行沟通。

It is Company policy to keep Employees informed of any changes that may affect their employment. This shall be done through the use of notice boards, meet ings or by letter. Company reserves the right to change Employee’s terms and conditions of employment, subject to Employee’s agreement.

Company shall discuss such changes with Employee prior to implementation.

5.8 违纪处理

Discipline Handling

公司制定的标准与各国当地的劳动用工制度保持一致。违反公司制度者可能将面临纪律处分，包括开除。当决定采取纪律处分时，会综合考虑严重程度和违规频率。

The standards set by Company are consistent with the local employment regulations of each Country. Failure to comply with Company polices will result in disciplinary action, including dismissal. When determining the level of disciplinary action in a particular case, the seriousness and frequency of the offense will be taken into account.

任何纪律处分都应通知人力资源部副总裁。纪律处分如停职和开除，在实施任何纪律处分前必须获得人力资源部副总裁的批准。

The VP, Human Resources shall be informed of any disciplinary action to be taken. Disciplinary action of suspension from work and dismissal of service must be approved by the VP, Human Resources before imposition and implementation.

5.9 行为标准

Standards of Conduct

在顾及同事和公司的立场的前提下员工应表现得专业。员工应按照流程和工作要求真诚地履行自己的职责，无论员工是否在办公室工作这样的准则同样适用。有疑问时员工应向人力资源部或部门管理者咨询。

Employees must conduct themselves professionally, with consideration for fellow colleagues and the standing of Company. Employee should perform his/her work with integrity, in accordance with the procedures and business rules that apply to his/her appointment. The same guidelines apply whether or not Employee is physically in the office. When in doubt, Employees should ask HR or Supervisor/ Manager for guidance.

以下实例为部分违纪行为，出现下列行为或类似行为者，准根据本手册规定的程序受到纪律处分或开除。

The following are non-exhaustive examples of conduct that, if breached, will subject Employees to disciplinary action or dismissal in accordance with the procedures set forth in this Handbook.

?对他人语言上或肢体上的骚扰（包括但不限于，同事、供应商的员工、合作伙伴、客户或现场活动的客人等）这包括利用年龄、种族、性别、

信仰和性取向等骚扰；

Verbal or physical harassment of any person (including, but not limited

to, co-Employees, Employees of vendors, partners, customers, or

guests at an event site). This includes harassment for reasons relating

to age, race, gender, personal beliefs or sexual orientation;

?严重影响（或可能认为到会影响）公司利益和声誉的行为（揭露公司秘密、盗窃、诈骗、腐败行为和利益冲突等）；

Any activity that adversely affects (or may be perceived to adversely

affect) Company’s interests or reputation (e.g. disclosure of Company

secrets, theft, fraud, corrupt practices, conflict of interest etc.);

?严重违反安全条例并引致风险，导致个人受到伤害或公司财产受损；

Serious violation of safety rules that possess risk or results in personal

injury or damage to Company property;

?与同事，客户或供应商沟通时使用带有威胁或辱骂性的语言；

Use of abusive/threatening language when communicating with

colleagues, customers or vendors;

?打架或挑起会导致打架的争端；

Fighting or provocation that could lead to fighting;

?故意损坏或滥用员工或公司的财产（如浏览网上不正当的信息，拨打私人长途电话）；

Deliberate damage or misuse of staff/Company property (e.g. surfing

the internet for illicit content, making long distance personal calls); ?伪造或歪曲公司记录，如费用报告、资质证明、诊断书和人事记录；

Falsification or misrepresentation of Company records, such as

expense reports, qualifications, medical certificates and personnel

records;

?侵吞公司资金或资产；

Misappropriation of Company funds or assets;

?歪曲或违反保密协议，包括泄露保密信息给第三方或其他员工；

Misrepresentation or breach of confidentiality, including disclosure of

restricted information to third parties or other Employees;

质量手册翻译中英文对照解析

质量手册翻译中英文术语表 3.1.1 质量 quality 3.1.2 要求 requirement 3.1.3 等级 grade 3.1.4 顾客满意 customer satisfaction 3.1.5 能力 capability 3.2.1 体系(系统) system 3.2.2 管理体系 management system 3.2.3 质量管理体系 quality management syste m 3.2.4 质量方针 quality policy 3.2.5 质量目标 quality objective 3.2.6 管理 management 3.2.7 最高管理者 top management 3.2.8 质量管理 quality management 3.2.9 质量策划 quality planning 3.2.10 质量控制 quality control 3.2.11 质量保证 quality assurance 3.2.12 质量改进 quality improvement 3.2.13 持续改进 continual improvement 3.2.14 有效性 effectiveness 3.2.15 效率 efficiency 3.3.1 组织 organization 3.3.2 组织结构 organizational structure 3.3.3 基础设施 infrastructure 3.3.4 工作环境 '77ork environment 3.3.5 顾客 customer 3.3.6 供方 supplier 3.3.7 相关方 interested party 3.4.1 过程 process 3.4.2 产品 product 3.4.3 项目 project 3.4.4 设计和开发 design and development 3.4.5 程序 procedure

中英文版员工手册

员工手册Employee Manual 目录Table of contents 第一章总则Chapter 1 General 第二章考勤管理规定Chapter 2 Work Attendance Regulation 第三章福利制度Chapter 3 Welfare regulation 第四章薪酬制度Chapter 4 Salary Regulation 第五章考核规定Chapter 5 Performance Assessment Regulation 第六章聘用及岗位管理Chapter 6 Recruitment and Position Management 第七章培训制度Chapter 7 Training Regulation 第八章人事档案管理制度Chapter 8 Personnel Archives Management Regulation 第九章人力资源管理系统和互联网的使用 Chapter 9 Human Resources Management System and internet usage 第十章保密制度Chapter 10 Confidential Regulation 第十一章奖惩制度Chapter 11 Reward and Punishment Regulation 总则General 第一条为规范公司的人事管理，特制定本规定。Article1 these regulations are specially stipulated to serve the need of standardizing the company’s personnel management. 第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理。Article2 Staff recruitment, attendance, Leave & Holiday, code of conduct, etc matters in the company will be in accordance with these regulations. 第三条本公司各级员工，均应遵守本规则各项规定。Article3 Company employees at all levels shall comply with these regulations. 考勤管理规定Work Attendance Regulation 第一条作息时间Article1 work and rest time 一、公司实行八小时工作制，标准工作日为一周五天，周一至周五，周六、周日为公休日。First, the company adopts eight-hour day working system. The standard workday is 5 days per week. The working days are from Monday to Friday. Saturday and Sunday are public holidays.

公司员工手册：员工行为规范

公司员工手册：员工行为规范 公司员工手册范本：员工行为规范 1、每位公司员工都有义务、有责任遵守此行为规范。 上班时间 2、上班时，仪表以及衣着服饰应保持庄重、整洁、大方、得体;在车间上班的员工均应按各企业要求穿着工装。 3、各公司应根据员工提供的个人资料统一制作工卡。员工在上班时间应佩戴工卡。 4、上班时间应坚守工作岗位，需暂时离开时应与同事交代;离开公司外出，应向部门主管说明;接待来访、业务洽谈要在洽谈室内进行。 5、请注意保持清洁、良好的工作环境，提高工作效率。不在办公区域进食或在非吸烟区吸烟。不聊天、不高声喧哗。 6、使用电话应注意礼貌，语言要简明扼要。上班时间不得打私人电话。确有必要时，需向上级请示。 考勤与请假 7、遵守公司的考勤制度，不迟到、不早退。如不能正常上班，需办理请假手续。 8、请假需填写请假单(请病假需附医院证明)，由部门主管签署意见，获得批准并安排好工作后，方可离开工作岗位。请假单应交有关部门备案。 9、如因急事、急病或暂时无法通知单位的，可在事后补办请假手续。 10、员工请假事宜，各企业可根据自己的具体情况制定实施细则。 建议与沟通 11、公司一贯重视信息沟通，强调资源共享，提倡用沟通来促进管理，融洽关系，增进理解。 12、公司鼓励员工相互间积极公开的沟通交流，反对任何不负责任的私下传言和背后议人。

13、公司有相当宽广的沟通渠道。如果员工认为问题不能得到解决，可依次向所在部门直接上司、部门主管直至集团领导投诉。集团设有总裁信箱，以接受员工的书面投诉。本着对当事人负责的精神，原则上不受理匿名信件。 14、为加强沟通，公司会经常进行各类问卷调查，征询员工对公司有关业务、管理工作的意见。作为公司的一员，员工也有义务和责任主动向公司提出意见和建议。 15、《公司动态》是员工与企业进行沟通的另一个重要渠道，也是反映公司经营管理动态的一个窗口。请认真阅读，同时也欢迎积极投稿。 16、请经常留意告示板上的信息。未经批准，切勿擅自张贴或更改告示板上的通告。 奖励和处分 17、公司积极提倡热爱公司的行为，并将对以下行为予以奖励： (1)为公司创造显着经济效益的; (2)为公司挽回重大经济损失的; (3)为公司取得重大社会荣誉的; (4)为公司改进管理取得显着成效的; (5)建议得到公司重视并有直接或间接效益的。 18、奖励分为年度特别奖和不定期奖，奖励方式为授予荣誉称号、颁发奖状和奖金等。年度特别奖包括： (1)总裁特别奖; (2)杰出贡献奖; (3)管理成就奖; (4)科技进步奖; (5)业务成就奖; (6)敬业精神奖; (7)合理化建议奖。

ISO9001：2015全套文件英文版(含质量手册及全套程序文件)

Ningbo XXX Material Technology Co.,Ltd ISO9001:2015 Quality Manual Revision [A/0] - [2018/3/1] (c) [Copyright Year Of 2018] [Ningbo XXX Material Technology Co.,Ltd]; all rights reserved. This document may contain proprietary information and may only be released to third parties with approval of management. Document is uncontrolled unless otherwise marked; uncontrolled documents are not subject to update notification.

Revision [A/0] - [2018/3/1] Page 1 of 19 TABLE OF CONTENTS 0.0 Revision History and Approval ...................................................................................................................... 3 1.0 Welcome to Ningbo XXX Material Technology Co.,Ltd ................................................................................ 4 2.0 XXX Material: Who We Are ........................................................................................................................... 4 2.1 Determining Our Strategic Direction ......................................................................................................... 4 2.2 Scope of the Management System ........................................................................................................... 4 2.2.1 Scope Statement ............................................................................................................................... 4 2.2.2 Facilities Within the Scope ................................................................................................................ 4 2.2.3 Permissible Exclusions ..................................................................................................................... 5 2.2.4 Scope of the ISO9001:2015 Quality Manual ..................................................................................... 5 3.0 Quality Policy................................................................................................................................................. 5 4.0 Management System Structure and Controls ............................................................................................... 5 4.1 Process Approach .................................................................................................................................... 5 4.1.1 Process Identification ........................................................................................................................ 5 4.1.2 Process Controls & Objectives .......................................................................................................... 6 4.1.3 Outsourced Processes ...................................................................................................................... 7 4.2 Documentation & Records ....................................................................................................................... 7 4.2.1 General .............................................................................................................................................. 7 4.2.2 Control of Documents ....................................................................................................................... 7 4.2.3 Control of Records ............................................................................................................................ 7 4.3 Change Management ................................................................................................................................ 8 4.4 Risks and Opportunities ............................................................................................................................ 8 5.0 Management & Leadership ........................................................................................................................... 8 5.1 Management Leadership and Commitment .............................................................................................. 8 5.2 Customer Focus ........................................................................................................................................ 9 5.3 Quality Policy ............................................................................................................................................. 9 5.4 Organizational Roles Responsibilities & Authorities ................................................................................. 9 5.5 Internal Communication ............................................................................................................................ 9 5.6 Management Review .............................................................................................................................. 10 6.0 Resources ................................................................................................................................................... 10 6.1 Provision of Resources ........................................................................................................................... 10 6.2 Human Resources .................................................................................................................................. 10 6.3 Infrastructure ........................................................................................................................................... 11 6.4 Work Environment ................................................................................................................................... 11 6.5 Organizational Knowledge ...................................................................................................................... 11 7.0 Operation ..................................................................................................................................................... 11 7.1 Operational Planning and Control ........................................................................................................... 12 7.2 Customer-Related Activities .................................................................................................................... 12 7.2.1 Capture of Customer Requirements ............................................................................................... 12 7.2.2 Review of Customer Requirements ................................................................................................ 12 7.2.3 Customer Communication ............................................................................................................... 12 7.3 Design and Development ........................................................................................................................ 13 7.4 Purchasing .............................................................................................................................................. 13 7.5 Provision of [Production of adhesive tape] .............................................................................................. 13 7.5.1 Control of Provision of [Production of adhesive tape] ..................................................................... 13 7.5.2 Identification and Traceability .......................................................................................................... 14 7.5.3 Property Belonging to Third Parties ................................................................................................ 14 7.5.4 Preservation .................................................................................................................................... 14 7.5.5 Post-Delivery Activities .................................................................................................................... 14 7.5.6 Process Change Control ................................................................................................................. 15 7.5.7 Measurement and Release of [Production of adhesive tape] ......................................................... 15 7.5.8 Control of Nonconforming Outputs .. (15)

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