Article 1 Social insurance

1. 1 The company handles various social insurances for its employees in accordance with national and local regulations on social insurance.

Article 2 Medical benefits

2. 1 Employees who suffer from work-related injuries or occupational diseases, illness or non-work-related injuries, work-related or non-work-related deaths during employment shall be dealt with according to relevant national and local regulations.

2.2 In case of employee's illness or non-work-related injury, the company shall implement it according to relevant local policies.

2.3 Employees shall enjoy the medical treatment period stipulated by the state.

2.4 The treatment of female employees during pregnancy, childbirth and lactation shall be implemented according to relevant national and local regulations.

2.5 Other insurance benefits that employees should enjoy shall be implemented according to relevant national and local regulations.

Chapter VIII Holidays

Article 1 Leave category

1. 1 The company's holidays are divided into statutory holidays, marriage leave, funeral leave, annual leave, compensatory leave, sick leave, maternity leave and personal leave.

1.2 Except for long sick leave, all holidays given by the company are "working days".

Article 2 Vacation rules

2. 1 All leave shall be approved by the immediate superior in advance.

2.2 All leave applications should be filled in in advance and submitted to the Human Resources Department for safekeeping after being approved according to the leave approval authority.

2.3 All employees must cancel their leave at the Human Resources Department immediately after their leave.

Article 3 Legal holidays

3. 1 Employees are entitled to * * * ten working days of statutory holidays every year:

. New Year's Day

. Three days of Spring Festival

. Three days of labor day

. Three days of national day

3.2 The Company may require employees to work on statutory holidays and pay remuneration according to relevant laws, this Employee Manual and the Labor Contract.

Article 4 Marriage Leave and Funeral Leave

4. 1 Employees are given 3 working days off after marriage. Employees who are eligible for family planning and marry later (male employees are later than 25 years old, female employees are later than 23 years old, or later than the age stipulated by the government) apply to the company, and after approval, it will be implemented according to the relevant regulations of the local government.

4. 1. 1 Marriage leave salary shall be paid as usual, but a written application shall be submitted to the Human Resources Department 10 working days in advance and a marriage certificate shall be provided.

4. 1.2 Marriage leave can only be used before or after marriage 1 month. In case of special circumstances, it must be approved by the store manager or regional manager.

4.2 If an employee's parents, spouse or children die, the company will give the employee a funeral leave of up to three days according to the hospital's death notice.

4.2. 1 If employees need to take funeral leave, they must inform the Human Resources Department in advance.

4.2.2 Pay as usual during the funeral leave.

Article 5 Annual leave and compensatory leave

5. 1 The company implements the paid annual leave system.

5. 1. 1 Employees who have worked in the company continuously for one year are entitled to paid annual leave of six consecutive working days every year, during which basic salary, bonus and subsidy are paid. Annual leave is allowed, and the annual leave time is calculated by the day, and part of a day is calculated by the day.

5. 1.2 If ordinary employees need to take annual leave, they need to apply to the department head one week in advance and get the second-level approval before taking the leave; If managers need to take annual leave, they should apply to the superior supervisor two weeks in advance and get the second-level approval before taking the leave.

5. 1.3 annual leave shall be taken within one year; There will be no cumulative enjoyment and no discount.

5. 1.4 In order to ensure the daily and effective operation of the company, the department head will plan and arrange the vacation schedule for each employee in advance.

5. 1.5 Without the prior consent of the company, employees shall not leave their jobs on the grounds of annual leave.

5.2 The company implements the compensatory time off system.

5.2. 1 Employees shall enjoy 6 working days' compensatory time off every year after working in the company continuously for one year;

5.2.2 Employees shall apply for compensatory time off in writing 1 week in advance.

5.2.3 The compensatory time off shall be carried out within one year; There will be no cumulative enjoyment and no discount. The vacation time for compensatory time off shall be calculated by days, or by days if it is less than one day.

Article 6 Sick leave

6. 1 Employees can enjoy one working day of paid sick leave every month. If the employee does not take sick leave this month, it can neither be accumulated nor compensated.

6. 1. 1 In a calendar month, if an employee asks for sick leave for two or more working days, the attendance bonus of that month will be deducted from the second working day, and the sick pay will be calculated according to local government regulations.

6. 1.2 Where hospitalization or operation is required for major reasons, it shall be paid according to the regulations of the local government, but the diagnosis certificate of hospitalization in the municipal hospital shall be issued.

6.2 The person who asks for sick leave shall notify the department head in person or by telephone on the day of sick leave. On the day of sick leave return, the sick leave certificate (except emergency) of the hospital designated by the company shall be issued, which shall be reviewed and filed by the human resources department of the company.

Article 7 Maternity leave

7. 1 Female employees enjoy maternity leave.

7. 1. 1 The maternity leave for the only child is 90 days, from/0/5 days before the expected date of delivery to 75 days after the expected date of delivery. Spouses get 1 day leave due to childbirth.

7.1.2 If the first child is born over 24 years old, it will be increased by 15 days, and the first married spouse will take 3 days off.

7. 1.3 dystocia leads to multiple births. Give a vacation according to the regulations of the local government.

7.2 All female employees must notify the department head of pregnancy within one quarter after pregnancy.

7.2. 1 Maternity leave must be applied to the Human Resources Department ten weeks before the expected date of delivery, and the pregnancy certificate issued by the hospital should be presented.

7.2.2 Maternity leave salary shall be calculated and paid according to local government regulations.

Article 8 Personal leave

8. 1 The employee's personal leave shall be approved by the department head in advance and reviewed by the Human Resources Department. Absence without prior approval will be regarded as absenteeism.

8.2 No salary will be paid during personal leave.

Chapter IX Training

Article 1 Training purpose

1. 1 Through training, employees can meet and maintain the requirements of standardized services in their posts.

Article 2 induction training

2. 1 On-the-job training refers to the business training of employees from their arrival to the expiration of the probation period.

2.2 The contents of induction training mainly include:

. Department functions and work objectives;

. Department post structure and job responsibilities;

. The location should be known and consistent;

. Operating skills and working procedures;

. Rules and regulations of the company and departments;

2. 1.2 induction training is organized and implemented by all business departments.

2.2 On-the-job training assessment results are combined with the employee's confirmation assessment.

Article 3 In-service training

3. 1 On-the-job employee business training is implemented by each department according to the annual training plan. If the training is funded by the company, the employee shall sign a training agreement according to the company's requirements before the training.

3. 1. 1 On-the-job training is organized and implemented by various departments, with the cooperation of human resources department. When necessary, you can entrust relevant units to come to the company for training or organize relevant employees to participate in training outside the company.

3. 1.2 On-the-job training can take many forms, such as cross-job training, business promotion training, new standards and new technologies training, etc.

3.2 According to the specific situation, the Human Resources Department conducts annual training for existing personnel above the supervisor level.

3.2. 1 Unified training for managers is organized and implemented by the Human Resources Department.

3.2.2 Unified training for managers includes management theory, management ability, management skills, new knowledge and new skills.

3.2.3 Special training for management personnel shall be proposed by the department or human resources department and submitted to the store manager or regional manager for approval.

3.3 Training and assessment materials shall be archived as the basis for promotion, rewards and punishments.

Article 4 Post-waiting training

4. 1 On-the-job training means that employees leave their original posts and are listed as supernumerary personnel, and the human resources department will conduct training together with relevant departments.

4. 1. 1 On-the-job training includes employee manuals, rules and regulations, laws and regulations, business skills, etc.

4. 1.2 The term of on-the-job training is generally three months, and the extension period shall not exceed three months.

4.2 Employees who have one of the following behaviors and are ineffective after education can be included in on-the-job training.

. Violation of employee handbook and company and department rules and regulations for many times is not enough to dismiss;

. The employee is not competent for the job, and the department thinks that on-the-job training should be carried out;

. The performance appraisal is unqualified;

4.3 On-the-job training of employees shall be conducted according to the following procedures:

. This department is responsible for the examination and approval procedures; . By the head of the department and the head of the human resources department to discuss and decide collectively;

. The store manager or regional manager approves the implementation. 4.4 During the on-the-job training, the employee benefits are as follows:

. Pay basic salary during the waiting period, and stop paying bonuses, allowances and subsidies in any form.

. If the waiting period is extended for three months, the basic salary will be reduced by 20% month by month from the extended month, but the minimum is not lower than the minimum living standard stipulated by the local government.

. Employees waiting for on-the-job training do not enjoy annual leave in that year.

4.5 Employees who pass the on-the-job training assessment shall be arranged back to the original department in principle. If the original department can't accept it, the company will arrange another position, and the employee's salary will be re-determined according to the new position. If the employee does not obey the distribution, the company can terminate the contract with the employee.

4.6 If the employees waiting for posts are listed as waiting for posts again after returning to their posts, they can be suggested to resign or dismiss.

Chapter X Mobilization

Article 1 Types and procedures of transfer

1. 1 Transfer refers to adjusting the work place and post level within the scope stipulated in the labor contract.

1. 1. 1 Employee transfer includes parallel transfer, promotion transfer, demotion transfer and temporary transfer.

1. 1.2 The transfer of ordinary employees is mainly in-store transfer; The transfer of the store manager, in addition to in-store transfer, can also be transferred between stores.

1. 1.3 employees shall not refuse the company's transfer of their posts and work places without justifiable reasons, otherwise the contract will be terminated.

1.2 Any transfer must be made in accordance with the prescribed procedures.

1.2. 1 All transfers must be approved by the department head and reported to the Human Resources Department for the record. The transfer of management personnel must be approved by the store manager or district manager according to different levels.

1.2.2 for the employees transferred internally, the company will give the resettlement subsidy equivalent to twice the monthly salary of the employees of the transferred-out unit, which will be borne by the transferred-in unit.

Article 2 Parallel Transfer

2. 1 Parallel transfer refers to the change of position under the condition that the position level and salary are unchanged.

2.2 Employee transfer depends on the following (but not limited to) situations:

. Increase or decrease of the workload of the department;

. Job rotation for employees' career development needs;

. The employee does not meet the requirements of the current position;

. Work is in urgent need;

. Open a new store;

. Other reasons;

Article 3 Promotion and transfer

3. 1 Promotion and transfer refers to the upward adjustment of position level or salary.

3.2 Employees who meet the following conditions at the same time are eligible to be promoted to high positions:

. Employees perform well in their original posts;

. Have the ability and potential to hold a higher position;

. Complete the education and training required for promotion;

. Honesty, integrity and positive attitude;

3.3 Promotion and transfer can be recommended by self-recommendation or direct supervisor, approved by the second level, and implemented by the Human Resources Department.

Article 4 demotion and transfer

4. 1 Demotion transfer refers to the change of position level or salary reduction.

4. 1 When an employee meets one of the following conditions, he/she can be demoted only after being recommended by the superior supervisor and approved by the Human Resources Department.

4. 1. 1 Not competent for the job.

4. 1.2 Due to the adjustment of organizational structure, the corresponding positions were cancelled and there were no suitable vacancies.

4.2 The demoted personnel shall implement the salary and welfare standard of the new post from the month after demotion.

4.3 Demotion and transfer should be strictly controlled.

4.4 Employees have the right to object to demotion and transfer, but once the company decides, employees should obey.

Article 5 Temporary transfer

5. 1 If a department is temporarily short of people, with the consent of the store manager or district manager, personnel can be temporarily transferred from other departments. Temporary transfer personnel still implement the original post salary and welfare standards.

5.2 The longest temporary transfer shall not exceed one month, otherwise the employee must go through the formal transfer formalities, and the salary and welfare shall be implemented according to the new post standard.

Chapter XI Safety

The first safety rule

1. 1 Smoking is prohibited in workplaces such as warehouses and shops.

1.2 It is forbidden to pile anything in front of the safety door and safe passage to avoid blockage.

1.3 Non-company personnel shall not be brought into the office or warehouse without the permission of the security department.

1.4 All employees must ensure the safety of themselves and their colleagues, and warn against any operation and incident that may cause danger; Serious cases should be reported to the department head.

1.5 employees must be familiar with the location of fire extinguishing devices and the use of emergency equipment in their work areas.

1.6 employees should wear protective clothing and tools provided by the company when they are engaged in dangerous work or working in dangerous areas.

1.7 employees shall observe the safety operation instructions of tools; Do not use machinery, equipment or motor vehicles (forklifts) without authorization.

1.8 employees are prohibited from moving or removing the safety signs on the equipment and modifying the existing equipment.

1.9 employees should actively participate in accident handling in their respective post areas and obey unified scheduling.

1. 10 employees are obliged to report any safety accidents.

Article 2 fire treatment

2. 1 In case of fire, the following measures should be taken:

. Keep calm and don't panic;

. Press the nearest fire alarm and notify the personnel on duty and the head of the security department;

. Notify the switchboard and inform the location and scale of the fire;

. Ask for help from the nearest colleague;

. Under safe conditions, try to use the latest fire-fighting equipment to put out the fire;

. Never use water or foam extinguisher to extinguish the fire caused by electric leakage;

. Close all doors and windows at the fire site and turn off all electrical switches;

2.2 If the fire spreads, the following evacuation measures should be taken in time: divide the evacuation area according to the fire zone, and specify the person in charge of evacuation in the area; . Evacuate the fire scene immediately after hearing the broadcast;

. When evacuating from the fire scene, do not take the elevator and evacuate from the fire escape;

2.3 Employees should participate in fire drills and remember the fire signals, fire exits, access positions and the use of fire fighting equipment.

Article 3 Accidents and emergencies

3. 1 Precautions in case of emergency or accident:

. Keep calm and immediately notify the superior leaders and security departments;

. Assist in maintaining the website;

. Cooperate with colleagues to keep the company's business running normally;

3.2 If employees are injured or have an accident in the company, they should pay attention to:

. The employees present shall immediately notify the department head or the manager on duty;

. Assist in rescuing the wounded and sick;

. Consciously maintain the order at the scene;

3.3 If someone is locked in the elevator, the employee should immediately call the security department and the maintenance department to run the elevator emergency procedure.

Article 4 Timely reporting

4. 1 In order to ensure safe operation, employees should report all unsafe actual operations or accidents to the department head or the security department.

4.2 If employees find any suspicious personnel in the company, they should immediately report to the security personnel in order to expel them from the mall.

Chapter XII Confidentiality

Article 1 Scope of trade secrets

1. 1 All business information generated by working in our company, such as customer list, cooperation purpose, price, turnover, marketing and employee salary, whether in oral, written or computer file form, whether in customer's or company's, are business secrets.

Article 2 confidentiality rules

2. 1 The employees of the company must abide by the following rules, or they will be disciplined according to the specific situation:

. All confidential documents must be properly kept;

. Don't use company documents for purposes other than the company's business;