HR Policy枕边书

HR Policy枕边书 COMPANY China Human Resources Policy EMPLOYEE HAND BOOK Rev 0012 - 7/22/2009 1 THESE CORPORATE PROCEDURES ARE PREPARED FOR ALL COMPANY STAFF, BOTH EXPATRIATES AND LOCAL STAFF ACCORDINGLY. COMPANY RESERVES ALL THE RIGHTS ON THE REGULATIONS AND POLICIES STATED HEREIN, HENCE NO PART(S) OF THESE PROCEDURES ARE TO BE USED TO TAKE LEGAL ACTIONS AGAINST THE COMPANY. ALL RIGHTS RESERVED. NO PART OF THIS HUMAN RESOURCES POLICY MANUAL MAY BE REPRODUCED, STORED IN A RETRIEVAL SYSTEM OR TRANSMITTED IN ANY FORM OR BY ANY MEANS, ELECTRONIC, MECHANICAL, PHOTOCOPYING, RECORDING OR OTHERWISE WITHOUT THE PRIOR PERMISSION OF COMPANY . COMPANY President __________________________________ COMPANY China Form Employee Handbooks Page 2 of 21 93-HR-001 Rev:01 TABLE OF CONTENTS TABLE OF CONTENTS 3 1. INTRODUCTION 4 1.1 Purpose of the Human Resource Policy Manual 4 1.2 Policy Statement: 4 1.2.1 Professionalism: 4 1.2.2. Dress Code: 4 1.2.3. Alcohol- and Drug-Free Workplace: 5 1.2.4. Smoke-Free Workplace: 5 1.2.5. Office Security: 5 1.2.6. Facilities & Services: 6 2. BASIC EMPLOYMENT POLICIES 7 2.1 Probationary Period: 7 2.2 Terms of Employment: 7 2.3 Secrecy & Non-Disclosure Undertaking: 7 2.4 Salary: 7 2.5 Confidentiality: 7 2.6 Performance Appraisal: 8 2.7 Re-assignment 8 3. RULES & REGULATIONS 9 3.1. Duties: 9 3.2. Working Time: 9 3.3 Telephone Etiquette: 10 3.4 Acts of Misconduct: 10 3.5 Safety: 11 3.6 Disciplinary Procedures: 11 3.6.1 Complaint Received 12 3.6.2 Investigation 12 3.7 Grievances: 13 3.7.1 Definition of Grievance 13 3.7.2 Grievance Procedure 13 3.7.3 Time Limit to Grievance 14 3.8 Internet Usage & Email Code of Conduct Policy: 14 3.8.1. Purpose: 14 3.8.2. Scope: 14 3.8.3. Policy: 14 3.8.4 Appropriate Use of the Internet: 14 3.8.5 Unacceptable Use of the Internet: 14 3.8.6 Access: 15 3.8.7 Communications: 15 3.8.8 Software: 15 3.8.9 Copyright Issues: 15 3.8.10 Security: 15 3.8.11 Personal Subscriptions: 15 3.8.12 Harassment: 16 3.8.13 Violations: 16 3.9 Sick Leave Policy: 16 3.9.1 Conditions: 16 3.10 Ethics Procedure: 16 3.10.1 Purpose: 16 3.10.2. Procedure: 17 4 SEXUAL HARRASSMENT POLICY STATEMENT 19 4.1 Policy 19 4.2 Definition: 19 Appendix 2.2 21 COMPANY China Form Employee Handbooks Page 3 of 21 93-HR-001 Rev:01 SECTION 1 1. INTRODUCTION 1.1 Purpose of the Human Resource Policy Manual The Human Resource Policy Manual is a central reference to all COMPANY employee relations policies. Each policy is a guideline to be used with discretion, understanding, and management in the spirit in which the policy is written. It is intended for use by ALL individuals who are employed by COMPANY or who participate within the bounds of COMPANY’s corporate structure (compensated and non-compensated). It is important that all staff understand and support this policy. Therefore, every effort is made to include sources for certain policy guidelines (such as other standard policies and positions as well as government requirements or legislation). Information regarding policy implementation will be found in accompanying procedures from management. The specific policies that follow promote the philosophy of COMPANY with regard to standards of excellence; terms of employment; employee development; and employee services. These policies and procedures will be reviewed on a regular basis and may be revised as necessary and appropriate to reflect the dynamics of the company. Changes will be communicated to all COMPANY employees, and new or revised policies will be distributed to individuals with supervisory responsibility. Under no circumstances are the statements contained in these policies to be considered a contract of employment, an obligation, or guarantee on the part of COMPANY. 1.2 Policy Statement: COMPANY seeks to provide all employees, with the most productive environment possible. Every employee can contribute to the quality of the work environment through good work habits, personal responsibility, respect for others, professional decorum, and cooperation with published procedures and programs. In addition, COMPANY expects all employees to cooperate in maintaining a quality work environment through the following initiatives: 1.2.1 Professionalism: Professionalism in communications and behavior is the only acceptable form of interaction in COMPANY and in related COMPANY business settings. Every employee is expected to conduct himself/herself in a manner that is a positive reflection of COMPANY’s corporate professionalism. When differences of opinions occur, only constructive, legitimate, and respectful forms of communication are considered appropriate. 1.2.2. Dress Code: Every employee contributes to COMPANY’s image. While employees have the right to personal preferences in dress and workplace decor, the overall image will be one of professionalism as appropriate for the particular function. COMPANY reserves the right to restrict dress and workplace decor for legitimate reasons relating to safety, hygiene or environmental conditions. For male Employees, the dress used should be short or long sleeve shirt which must be tucked in. Executive male Employees are encouraged to wear a tie. Female Employees are required to COMPANY China Form Employee Handbooks Page 4 of 21 93-HR-001 Rev:01 wear decent dress such as long skirts, blouses with collars and sleeves and trouser suits. Female employees should wear trousers at all times when working on or visiting job sites. On job sites, personnel will be provided with suitable personnel protective equipment (PPE); which may be supplied by COMPANY’s site office. 1.2.3. Alcohol- and Drug-Free Workplace: It is the policy of COMPANY to discourage the use of controlled substances and the abuse of alcohol by its employees at any time. Therefore, the unlawful manufacture, distribution, dispensation, possession, or use of alcohol or controlled substances, including illicit drugs, is prohibited. No COMPANY employee may report to or engage in any COMPANY-related work while under the influence of illegal drugs or alcohol. 1.2.4. Smoke-Free Workplace: COMPANY has accepted the opinion of the China related code that smoking is the largest preventable cause of illness and premature death. COMPANY has commitment to protect the health environment of employees, clients and guests. Therefore, COMPANY does not permit smoking in its main offices and principle project offices. Smoking on the job site can be both unsafe and unprofessional and all site based employees that smoke are encouraged to bear this in mind when on site. 1.2.5. Office Security: As a Professional Company working in confidence for various clients, COMPANY emphasizes the importance of good security in the office at all times. Good security means that the office is always protected against intruders, and work of saboteurs. It also ensures that the confidentiality of the office is upheld. In realizing the importance ofthis matter, COMPANY has established security measures as follows: , Identity Card Every employee of this Company will be given an identity card of which contains the name and photograph of the employee. This card indicates that the carrier is official staff of the Company. As such, this card must always be worn and displayed by the employee whenever he/she is in the office. , Visitors The Company’s visitors who are entering the premises will also be given, and required to display, a visitor’s permit. , Access Card Employees who are given access cards are advised to take good care of the cards and to keep them in a safe place. COMPANY China Form Employee Handbooks Page 5 of 21 93-HR-001 Rev:01 1.2.6. Facilities & Services: It is the responsibility of the employee to take good care of any equipment provided by the Company. Private property should not be brought to work and the Company will not be responsible for the loss or damage of any private property on Company premises. Equipment located in the office is for Company business purposes only. Improper use of office equipment / office space /facilities is prohibited. The office and its facilities should be kept clean and neat at all times. In case of equipment breakdown, please call the office administrator for repair as soon as possible. All employees are requested to use stationary properly and in a saving manner to avoid unnecessary waste. To save cost it is recommended to use e-mail and fax instead of using IDD calls. Employees are asked to minimize private local calls. COMPANY China Form Employee Handbooks Page 6 of 21 93-HR-001 Rev:01 SECTION 2 2. BASIC EMPLOYMENT POLICIES 2.1 Probationary Period: Unless waived by COMPANY’s President or stated in the employee contract or offer, all Employees are required to complete a probationary period of THREE (3) months after which the Employee’s performance will be reviewed and the position be confirmed subject to satisfactory performance. The probationary period may be extended or shortened at the discretion of the Company. During the probationary period, Employee’s services may be terminated by either party by giving reasonable notice without any reason assigned. 2.2 Terms of Employment: Unless otherwise stated, employment contracts between the Company and employees are continuous contracts. 2.3 Secrecy & Non-Disclosure Undertaking: Before accepting employment with Company, employees are required to sign the following: , “COMPANY Pledge of Secrecy”, , “COMPANY’s Policy on Conflicts of Interest and Confidential Information”, , “Secrecy and Non-use Undertaking” which all form integral parts of the general conditions of employment. 2.4 Salary: Payment of all salaries shall be made monthly, payable during the last week of the month to each Employee through the Employee’s bank account, The remuneration of each Employee will be determined by the Company according to the job classification and responsibility, job skill, work experience and performance of the Employee. 2.5 Confidentiality: The salary data of each employee is confidential information of the Company and as such, no one is permitted to disclose their salary information to others or to discuss their salary information with his/her colleagues. COMPANY China Form Employee Handbooks Page 7 of 21 93-HR-001 Rev:01 2.6 Performance Appraisal: During each year of employment, a Performance appraisal will be conducted between a manager and an employee to review the employee’s performance and her/his development needs. It helps ensure that employees receive formal feedback about their performance from their managers on a scheduled and consistent basis. Objectives: , To evaluate and provide employees with performance related information necessary for improvement and development. , To encourage employees and their managers to jointly focus on the requirements of the job, understand accountabilities in meeting job requirements, and develop meaningful standards, goals and objectives which are attainable in the next review period. , To provide an opportunity for employees to discuss their jobs and mutually set goals, objectives and training and development needs with their managers. , To formally document work performance and the rationale for various related personnel actions, i.e. merit increases, promotions, transfers, etc. 2.7 Re-assignment As an employee of a company, you may be subject to re-assignment within the company, work group or department as and when your services are required in different parts of the organization. This may also mean relocation to a different place of work, job site or office. Should you be re-assigned to a project or department that its outside your scope of knowledge or the skill set for which you were hired, COMPANY shall provide training and skills development in the form of on site “hands-on” learning to assist you adapt to the change. COMPANY China Form Employee Handbooks Page 8 of 21 93-HR-001 Rev:01 SECTION 3 3. RULES & REGULATIONS 3.1. Duties: Although the Employee’s principal duties are to be those of the staff position and classification specified in the Letter of Employment, all will be expected to perform any other duties that the Company may assign. 3.2. Working Time: The Company home office works 40 hours in a week, 8 hours a day from Monday to Friday. The Standard working hours are as follows: Monday to Friday: • 09:00 hours – 12:00 hours (3 hours) • 12:00 hours – 12:30 hours (half an hour for lunch break) • 12:30 hours – 17:30 hours (5 hours) With management approval, the start and finish times may be arranged to be different than Standard working hours stated above. The Company job-sites work 48 hours in a week, 8 hours a day from Monday to Saturday. The working hours are fixed by the Project Manager to actual site working conditions. Punctuality and regular daily attendance not only help the Company to plan and organize work more efficiently, but also are considered mandatory. Unless authorized by the Supervisor, or in the event of a special case or serious emergency, Employees are not allowed to leave the Company’s premises or working area during working hours if it is not for professional reasons, linked to the Company’s activities. 3.2.1. Annual Leave: Request for paid annual leave is to be submitted using the Request for Annual Leave form, NLT than one work before the requested paid time to be off work. 3.2.2. Leave for more than 4 hours during work day: Leave must be requested NLT one work day earlier using a Request for Annual Leave Form and be approved by Supervisor. Unapproved request will be un-paid leave and be subject to disciplinary action 3.2.3. Compensation Leave: Supervisor may approve compensation leave time in lieu of overtime hours on an hour for hour bases. 3.2.4. Emergency Leave: Emergency leave will be treated as annual leave. Supervisor or management must be notified by phone, e-mail as soon as possible of the emergency. Supervisor may waive COMPANY China Form Employee Handbooks Page 9 of 21 93-HR-001 Rev:01 the Request for Annual Leave form submission based on written explanation for taking emergency leave provide upon first work day return. 3.3 Telephone Etiquette: As part of COMPANY’s professional image, all employees should have good telephone manner and use the professional language when handling business telephone calls. The use of colloquial telephone answering manner such as saying “Wei” or “Nihao” is unacceptable. COMPANY employees answering the telephone should use one of the following terms of address: “COMPANY! May I help you?” or “COMPANY! (Followed by your name)”. 3.4 Acts of Misconduct: Employees of COMPANY are deemed to be involved in acts of misconduct when he/she are found to have executed any one of the following acts: , Violence, abusing, assaulting or threatening to assault, or to do injury to other Employees, or fighting within the Company. , Participating in all illegal strikes or abetting, inciting, instigating or acting in furtherance thereof. , Breach of any law, rules, regulations or orders applicable to the Company. , Falsifying or destroying Company records. , Accepting or giving away expensive gifts at Company costs without prior approval , Accepting commissions as a result of Company business, regardless of the amount and form. , Engaging in any other business or trade within the Company’s premises. , Gambling within the Company’s premises. , Disclosing to any unauthorized person any commercial or trade secrets or information of a confidential nature concerning the affairs of the Company without prior permission of the Company. , Employment with any other organization or employer without the prior written consent of the Company. , Driving Company vehicles without authorization or using them other than for purpose authorized. , Rudeness or improper behavior to the Company’s clients whilst on duty. , Making false or improper claims to the Company. COMPANY China Form Employee Handbooks Page 10 of 21 93-HR-001 Rev:01 , Any arrestable offence under the Penal Code within the Company’s premises and during office hours. , Any arrest able offence under the Penal Code for which an Employee is convicted. The above list is by no means exhaustive. 3.5 Safety: The Company should provide employees with a safe place of work. The Company insists on safe working practices and encourages Employees to maintain their personal safety and health. It is the responsibility of every Employee to observe safety regulations at all times. The sensitiveness of Company and Employees to this issue will not only help to save properties but more importantly it will safeguard Employees from injuries and loss of life. As such, all Employees must be aware of and follow the general safety rules below: , Comply with all office and job site safety rules and signs. , Follow instructions. Do not take chances. If you do not know the rule or the proper procedure, ask. , Correct or report unsafe conditions immediately to your Superior and/or Safety or Office Administrator. , Use prescribed protective equipment, and wears safe clothing where specified. , Report all accidents to your Superior and/or Safety or Office Administrator. Get first aid promptly. , Use, adjust and repair equipment as authorized. Report any unsafe condition at once to your Superior. , Use the right tools for the job. Use them correctly and safely. , Turn off computers or other electric appliances when leaving the work place. , Keep fire hoses, fire extinguishers and alarm buttons easily accessible and never remove or cover them. , Do not “fool around”. 3.6 Disciplinary Procedures: COMPANY has set guidelines to handle misconduct and discipline among its employees. This is to ensure that appropriate action on complaints received can be taken immediately, and disciplinary inquiries and investigation on acts by an employee which contravenes or conflicts with the established rules and regulations of the Company can be executed. The guidelines on disciplinary procedures are as follows: COMPANY China Form Employee Handbooks Page 11 of 21 93-HR-001 Rev:01 3.6.1 Complaint Received Normally disciplinary action against an Employee starts when a complaint(s) is received against him/her. The complaints may be for misconduct, indiscipline, inefficiency and contravention of any of the rules and regulations or standing orders/instructions of the Company that are issued from time to time. The source of complaint may be the Employee’s Department Manager, Supervisor or any other Supervisors, a fellow workman or from a Client. 3.6.2 Investigation When a Department Manager receives a complaint, or suspects that a member of his staff has committed a misdemeanor, he/she must immediately carry out an investigation. The purpose of this investigation is to establish whether there is a prima facie case against the Employee concerned. , Unjustified Complaint If after investigation, it is found that the complaint is unjustified or false then the case shall be closed. The complainant shall, therefore, be informed that the investigation conducted did not reveal any evidence to support the complaint. , Minor Misconduct and Punishment If the investigation discloses that the Employee against whom the complaint is made has committed a misdemeanor, the Department Manager concerned must consider the seriousness of the misconduct in terms of what “action” should be taken. If he/she considers that the misconduct is minor and the “action” should only be a verbal or written warning, he/she will deal with it himself/herself. However, this may be done in consultation with the Human Resource Manager. In giving a verbal and/or written warning, the following procedures should be adhered: , Verbal Warning It is necessary to keep a record of any verbal warning given. Verbal warnings should be given in private in the presence of the Employees immediate Supervisor. , Written Warning If it is decided that the offense committed deserves a written warning, a written warning shall be given to the employee and copied to the Human Resource Manager for record purposes. , Major Misconduct If the investigation discloses that the Employee has committed a serious misdemeanor which warrants severe punishment such as suspension without pay, demotion or dismissal, etc., a proper inquiry must be held. In such an event, the Human Resource Manager should be furnished with details of the misconduct and report of investigations carried out and be requested to hold an inquiry. COMPANY China Form Employee Handbooks Page 12 of 21 93-HR-001 Rev:01 , Criminal Offense If the investigation reveals that the Employee has committed a criminal offense in the Company, it must be reported immediately to the police and the Human Resource Manager, requesting him/her to proceed with the disciplinary action against the Employee. 3.7 Grievances: “Management has the Right to Manage; the Employee has the Right to Grieve” - is a common industrial relations maxim. Realizing the need to resolve grievances among its Employees and to nip the problems in the bud before the grievances manifests into bigger problems that will affect productivity and Company’s image, COMPANY has set a basic guide on how to handle and to resolve grievances as follows: 3.7.1 Definition of Grievance A grievance shall be defined as a complaint by the Employee concerned which he brings to the attention of his/her immediate superior and which is subsequently not settled to the satisfaction of the Employee. 3.7.2 Grievance Procedure Grievance procedure is divided into informal and formal grievance. Informal Grievance: , An Employee shall bring his/her grievance(s) to the attention of his/her immediate supervisor verbally. The Employee is to explain clearly the nature of the grievance and its effect on his/her working conditions and wellbeing. , The immediate supervisor in turn is to consider all suggested solutions and shall endeavor to resolve the problem immediately, if possible, , If the Employee fails to obtain satisfaction from his/her immediate superior within THREE (3) working days, he/she may refer his/her grievance to his/her boss within his/her department. immediate superior’s , If the Employee still fails to obtain satisfaction within FOUR (4) working days, he/she may refer to the Department Manager. , After ONE (1) week, should the solution provided by the Department Manager be unsatisfactory, the Employee concerned shall then initiate the formal grievance procedure. Formal Grievance: , To initiate the formal grievance procedure, an Employee shall report the grievance in writing to the Head of Human Resources Department explaining the COMPANY China Form Employee Handbooks Page 13 of 21 93-HR-001 Rev:01 circumstances leading to the grievances. The grievance form used is as in Appendix 2.2 , The Human Resource Department, upon receipt of the grievance letter shall investigate the matter thoroughly and endeavor to resolve the grievance within TWO (2) weeks from the date of the letter received. , The Head of Human Resource Department, after reviewing the case, shall make a decision to either uphold the decision or provide an alternative solution. The decision of the Head of Human Resource Department shall be final and relayed to the Employee concerned in writing with copies to other relevant parties. One copy shall be filed in the Employee’s personal file. Time Limit to Grievance Any grievance which is not presented by an Employee to his/her immediate superior within TEN (10) working days of the date of occurrence of the alleged grounds for complaint shall not be considered. 3.8 Internet Usage & Email Code of Conduct Policy: 3.8.1. Purpose: The purpose of this policy is to establish procedures regarding access to, and use of, the Internet, by employees of COMPANY China. 3.8.2. Scope: This policy applies to all employees of COMPANY China. 3.8.3. Policy: Access to the Internet has been provided to employees for the benefit of the Company and its customers. It allows employees to connect to information resources around the world. Every employee has a responsibility to maintain and enhance the Company’s public image, and to use the Internet in a productive manner. To ensure that all employees are responsible, productive Internet users and are protecting the Company’s public image, the following guidelines have been established for using the Internet. 3.8.4 Appropriate Use of the Internet: Employees accessing the Internet are representing the Company. All communications should be for professional reasons. Employees are responsible for seeing that the Internet is used in an effective, ethical and lawful manner. Material which is potentially offensive to clients and/or others must not be posted, accessed, transmitted or requested via the Internet or any other means. 3.8.5 Unacceptable Use of the Internet: COMPANY China Form Employee Handbooks Page 14 of 21 93-HR-001 Rev:01 The Internet should be used exclusively for business purposes, and not for personal purposes. The Internet should not be used for personal gain or advancement of individual views. Solicitation of non-Company business, or any use of the Internet for personal gain is strictly prohibited. Use of the Internet must not disrupt the operation of the company network or the networks of other users. It must not interfere with the productivity of the employee. 3.8.6 Access: Access is logged and the Company reserves the right to monitor and manage usage including blocking access to sites containing material incompatible with business use. 3.8.7 Communications: Each employee is responsible for the content of all text, audio or images that they place or send over the Internet. Fraudulent, harassing or obscene messages are prohibited. Information published on the Internet should not violate or infringe upon the rights of others. No abusive, profane or offensive language is to be transmitted through the system. 3.8.8 Software: To prevent computer viruses from being transmitted through the system, there will be no unauthorized downloading of any software. All software downloads and all software installations (CD, disk, download, etc) will be done through the Information Technology Administrator. 3.8.9 Copyright Issues: Employees on the Internet may not transmit copyrighted materials belonging to entities other than this Company. Internet users are not permitted to copy, transfer, rename, add or delete information or programs belonging to other users unless given express permission to do so by the owner. Failure to observe copyright or license agreements may result in disciplinary action from the company or legal action by the copyright owner. 3.8.10 Security: All messages created, sent or retrieved over the Internet are the property of the Company, and should be considered public information. The Company reserves the right to access and monitor all messages and files on the computer system as deemed necessary and appropriate. Internet messages are public communication and are not private. All communication including text and images can be disclosed to law enforcement or other third parties without prior consent of the sender or the receiver. 3.8.11 Personal Subscriptions: Personal Internet e-mail subscriptions must not be accessed using COMPANY China. equipment, unless authorized in writing by the Information Technology Administrator. COMPANY China Form Employee Handbooks Page 15 of 21 93-HR-001 Rev:01 3.8.12 Harassment: Harassment of any kind is prohibited. No messages with derogatory or inflammatory remarks about an individual or group’s race, religion, national origin, physical attributes or sexual preference will be transmitted. 3.8.13 Violations: Violations of any guidelines listed above may result in disciplinary action up to and including termination. 3.9 Sick Leave Policy: Sick leave is defined as an absence from work due to personal illness or injury. 3.9.1 Conditions: , An employee taken ill during working hours should report to the supervisor. An employee may not leave work, except in an emergency, without appropriate authorization. , An employee has the responsibility to personally notify his/her supervisor of his/her illness and the nature of this illness by no later than one-half hour after the start of the scheduled work day. , Any employee absent due to illness or injury for one (1) or more consecutive work days must provide an attending physician’s statement proving illness and certifying release from medical care and ability to return to regular duties. A release is required whenever hospitalization occurs, regardless of the time period involved. The medical statement must be presented to the supervisor before beginning work. , An employee must call his/her supervisor every day he/she is absent unless excused by the supervisor for a specific duration. , The supervisor should contact Human Resources as soon as it is known that an absence will exceed two (2) consecutive work days. For planned medical absences, Human Resources should be notified in advance of the absence. , COMPANY reserves the right to evaluate any case for absence. An employee who falsifies information and uses sick leave for other than a personal illness will be subject to disciplinary action. 3.10 Ethics Procedure: 3.10.1 Purpose: This Ethics Procedure is intended to assist COMPANY personnel in their dealings with various customers including clients, vendors, contractors and all persons and companies where there is a potential conflict of interest. COMPANY China Form Employee Handbooks Page 16 of 21 93-HR-001 Rev:01 3.10.2. Procedure: , All COMPANY personnel, including COMPANY’s Purchasing Managers are responsible to ensure that all purchasing operations are carried out in accordance with COMPANY procedures and our Clients’ requirements. Pre- qualification of suppliers, vendors and contractors shall be performed according to established COMPANY procedures. All companies pre-qualified shall be bona fide licensed companies. , All COMPANY staff who have decision making authority or who are in a position to influence a decision about a purchase or contract must disclose in writing any personal material interest in a prospective vendor/contractor to the President of COMPANY and withdraw from the decision making process, if that is deemed appropriate by the company President. , No purchase of goods or services shall be made from any COMPANY employee or near relative thereof unless there has been a specific determination that such goods or services are not available from other commercial sources or unless approved by the President of COMPANY. , Caution should be exercised in dealings with vendors during the decision-making process. The Company’s approach to avoiding conflicts of interest during the purchasing process is to deal at arm’s length with the various suppliers and contractors. , Under no circumstances will any individual within the COMPANY organization either directly or indirectly receive any money (kick backs), special concessions, travel incentives and gifts, due to any purchase by our customers, including our Clients, or COMPANY. Violations will result in immediate termination and criminal prosecution in cooperation with the local authorities. , In order to obtain the best possible value for COMPANY and our Clients, specifications should be constructed in as generic a way possible. This will avoid the appearance of tailor-making a purchase request to favor a particular supplier. However, it is entirely appropriate to specify considerations relevant to the purchase, such as the quality or service expected, delivery time, and method and timing of billing. , All purchase orders and receipts (“fapiaos”) must accurately reflect the date of transaction, the original contracted amount and the names of the contracting parties there-of. The tax identification number of the vendor, supplier or contractor should be clearly stated on all fapiaos. Under no circumstances are COMPANY personnel authorized to accept fapiaos that do not state the agreed amount and accurate value of goods and services provided. , All fapiaos collected for COMPANY direct payment, must be presented to the President of COMPANY for internal processing before being forwarded to the accounting department. COMPANY China Form Employee Handbooks Page 17 of 21 93-HR-001 Rev:01 , COMPANY management understands that from time to time, COMPANY personnel will be subject to situations where there may be a potential conflict of interest. In all cases, including those where the outcome may be uncertain, it is important that COMPANY personnel bring the matter to the President of COMPANY for clarification and resolution. Such action will prevent any possible construal of ethical misconduct before it occurs. COMPANY China Form Employee Handbooks Page 18 of 21 93-HR-001 Rev:01 SECTION 4 4 SEXUAL HARRASSMENT POLICY STATEMENT 4.1 Policy COMPANY is committed to providing a productive and pleasant work environment. It is also dedicated to making certain all of its employees, officers, vendors, customers and visitors do not engage in sexual harassment or are sexually harassed. In keeping with this commitment, COMPANY maintains a strict policy of prohibiting any type of harassment. Sexual harassment interferes with an employee’s work performance and creates an intimidating, hostile and offensive work environment and forum for doing business. Sexual harassment will not be tolerated. Harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is unwelcome, personally offensive, debilitates morale, and interferes with work effectiveness. Such conduct may include unwelcome requests or demands for sexual favors, subtle or blatant requests to engage in sexual relations and pressure for dates. Verbal abuse or unwelcome kidding of a sexual nature, such as telling dirty jokes or comments about body parts, appearance or clothing where such comments go beyond mere courtesy, are strictly prohibited. No one may imply or threaten that an employee or vendor’s “cooperation” of a sexual nature (or refusal thereof) will have any effect on any employment condition or business relationship. Any such action will bring prompt disciplinary action, up to and including termination. 4.2 Definition: Sexual harassment is defined as behavior that exhibits explicit or implicit sexual advances, or visual, verbal, or physical conduct of a sexual nature. Sexual harassment may take many forms, including: , Verbal conduct (derogatory comments, slurs, or jokes) , Visual conduct (leering, derogatory posters, cartoons, or gestures) , Physical conduct (touching or impeding movement) , Repeated offensive sexual flirtations and pressure for dates , Unwelcome advances (flirtations, advances, or propositions) , Graphic or degrading sexual verbal comments regarding personal appearance If You Believe You Have Been Harassed. Any employee who believes they have been subjected to sexual harassment or witnesses unwarranted sexual advances by COMPANY staff is strongly encouraged to promptly bring such to the attention of the President of COMPANY. All complaints will be treated in the strictest confidence as is possible under the specific circumstances and will be promptly investigated. If it COMPANY China Form Employee Handbooks Page 19 of 21 93-HR-001 Rev:01 is determined sexual harassment has occurred, prompt and appropriate action will be taken commensurate with the severity of the offences, up to and including termination. COMPANY China Form Employee Handbooks Page 20 of 21 93-HR-001 Rev:01 Appendix 2.2 GRIEVANCE FORM Employee: ______________________________________________ Dept. ________________________ Project No. ________________ Contract Reference (if applicable) _______________________________ Date the action causing the complaint occurred or became known ________________________________ Date discussed with Supervisor _____________ Supervisor's Name ______________________________ Date Supervisor answered _________________ DESCRIPTION OF GRIEVANCE: REPLY TO GRIEVANCE (BY IMMEDIATE SUPERVISOR): RECOMMENDATION (IF REQUIRED BY COMPANY MANAGEMENT): SIGNATURE OF IMMEDIATE SUPERVISOR: _____________________ DATE: ___________ SIGNATURE OF COMPANY MANAGER: _________________________ DATE: ___________ COMPANY China Form Employee Handbooks Page 21 of 21 93-HR-001 Rev:01