1、Confidential Employee Handbook (Mar. 2013) Employee Handbook 2 Contents I. Company Introduction 1 Company Introduction 5 2 Vision and Mission 5 II. Employment Policy 1 Employment 6 2 Probation 6 3 Termination 6 4 Retirement 6 III. Compensation just fashion and quality together. Whereas, red color me
2、ans that we are eager to go all the way to make our brand flow smoothly in the veins of our customers. Our product include Apparel, Shoes and hand bag. We strive to keep our price structure in place to continue to offer quality and affordable branded fashion sportswear. We are dedicated to ensure to
3、p quality standards in our industry. We stress on “Total Quality Management ” to provide the unique, elegant, simple and comfort fashion to our customer. Here is our Quality Collection Philosophy. We pay close attention to our staff needs and we continue to be one of the lowest companies in the area
4、 in terms of employees turn-over rate. We improve the skills of our employees throughout training programs in their fields. We believe that as our employees feel that they are part of XXXXXXXX family. We realize unique efficiency and productivity that positively and automatically reflect on our cult
5、ure and on our products. Our Commitments towards our Community: 1) Energy : In order to consume on energy and to reduce global warming,we use energy saving machines and bulbs as much as possible. Additionally, we use light sensors in common areas. 2) Environment : We stress on using raw materials an
6、d products that are environmentally friendly. 3) Charity : We do our utmost efforts to support any credible charity in the country. 4) Volunteering : We encourage our managers and staff to participate in any activities that support the development of the country and its people. 2.Our Vision and Miss
7、ion Vision: To Be The Top Sportswear Fashion Brand Mission: We aim to provide Top Quality Products with Great Value along with a Relaxing Shopping Experience to put a smile on the face of our customers. Employee Handbook 6 II. Employment Policy 1.Employment 1.1 The employment shall not be effective
8、until the following requirements are fulfilled: 1.1.1 The employment shall be properly processed as per related requirements; 1.1.2 The candidate shall have terminated employment with his/her previous employer; 1.1.3 The candidate shall undergo medical examination and its result is satisfactory; 1.1
9、.4 The candidate shall meet the requirement of Recruitment Condition. 1.2 The Company should sign the labor contract with the employee and clearly specify the employment terms and conditions. 2.Probation New employees shall be required to undergo a probation period based on the terms of labor contra
10、ct. During or before the end of the probation period, the Company will notify the employee by written notice whether he/she completes the probation or terminate the employment according to his/her performance. 3.Termination 3.1 The labor contract can be terminated by the employee and the Company sub
11、ject to agreement through consultation. 3.2 The employee and the Company can terminate the labor contract based on the government regulation and Company policy, but shall notify the other party in written form in advance. If fail to meet the notice period requirement, shall pay in lieu with correspo
12、nding salary for the gap as the compensation. Notice period refers to the labor contract. 3.3 Any leaves could not be accepted as the Notice Period in order to make sure the handover and the operation smoothly. 3.4 On or before the employment contract expiration date, Company and the employee reach
13、agreement on contract renewal. If both parties agree to renew, Human Resources Department shall arrange the renew procedure. 3.5 The corresponding compensation responsibility for labor contract termination and expiry shall follow the relevant regulations of labor law and the agreement in the labor c
14、ontract. 3.6 The employee shall transact the termination process and settle all relevant financial and business issues according to the policy of the Company when the labor contract is terminated or expire. The Company reserves the rights to get back the loss caused by the issues for not following t
15、he termination procedure. 4.Retirement 4.1 The legal retirement age of the employees shall follow the government relevant regulations. 4.2 The Company will proceed the retirement procedures for the employees who have reach the legal retirement age as per government regulations. Employee Handbook 7 I
16、II. Compensation at the same time, the strengths and areas for improvement of an individual will be identified, which will enable the Company to plan what training and development programs and, help the employees to do the career plan. 3.2 The cycle of Performance and Development Review is one year.
17、 The Appraiser should be the immediate supervisor of the employee. Such appraisal should be countersigned by both the appraisee and his/her immediate supervisor (the appraiser) and forward to Human Resources for personal filing. Employee Handbook 15 V. Administration Policy 1.Working schedule 1.1 Wo
18、rking Time 1.1.1 The normal working day is Monday to Saturday, the working hours are from 09:00 to 18:00 with one-hour lunch break. Depends on operations, department/ division heads should set out the working hours and lunch break for individual employee. 1.1.2 The Company has the right to rearrange
19、 or change the working schedule. 1.2 Attendance Rules 1.2.1 Employees are required to swipe their identity cards at the electronic time recording system when they report to duty and leave office after work every day. 1.2.2 The employee who cannot report duty on scheduled working hour due to the outs
20、ide assignment has to complete the Abnormal Attendance Declaration Form before the assignment with his/her immediate supervisor signature for confirmation of the attendance. Failure to swipe the card repeatedly, or cannot provide the approved Abnormal Attendance Declaration Form after it occurs, or
21、swipe/having swiped card for/by another employee shall be subject to disciplinary actions including instant dismissal. 1.2.3 All employees are required to report for work punctually and strictly adhere to the shift schedule. Hence, the Company stipulates the following rules on attendance。 1.2.3.1 If
22、 the employee has any record of lateness, early leaving or absence from work, it would be considered as misconduct and appropriate disciplinary actions will apply. 1.2.3.2 If the accumulated time of lateness or early leaving is more than two hours in a month (including two hours), the disciplinary a
23、ction will be taken. 1.2.3.3 A warning letter will be issued to employee if any of the following situation occurs: 1.2.3.3.1 Who is late for work or leave office early for three times or more in a month; 1.2.3.3.2 Who does not report to work according to pre-fixed shift schedule and failed to obtain
24、 approval from the immediate supervisor in advance. 1.2.3.4 The Company has the right to take further disciplinary actions including immediate termination against an employee who repeatedly being late for work or leaves office early. 1.2.4 If an employee is late for work due to uncontrollable forces
25、 or accidents, he/she must fill out the Abnormal Attendance Declaration Form and send it to his/her immediate supervisor and Human Resources Department once he/she resumes his/her work. He/she is required to provide relevant supporting documents if applicable. Human Resources Department will investi
26、gate and make final decisions. 1.3 Absence Attendance Management Employees must get permission from immediate supervisor prior to any kinds of leave. It is a serious violation to the Company policy to be absent from work without first notifying and obtaining approval from his/her immediate superviso
27、r. All leave without approval or extend leave without approval will be treated as taking unauthorized leave. The Company will make the corresponding discipline action as per labor discipline. Employees who leaving their posts for more than three (3) days without prior permission by his/her immediate
28、 supervisor shall be regarded as seriously violate against the Company rule and regulation, the Company would terminate labor relation immediately without paying any compensation. 1.4 Special Arrangement Employee Handbook 16 Employees should follow the working hour arrangement as advised by Human Re
29、sources Department in case any special working arrangement because bad weather, special events, or any other occasions and or happening. 2.Employee Identity Card 2.1 Employee Identity Card is the identity of employee and is not allowed to be used by others. 2.2 Employees shall wear the Identity Card
30、 at any time in the Company. Any employee who forgets to bring the Identity Card to work will be treated as no-pay leave. 2.3 All employees are required to maintain and safe-keeping the Employee Identity Card. Any theft or loss of the Identity Card must be reported immediately to Human Resources Dep
31、artment. The Company reserves the right to charge the replacement cost. If the card is damaged, Human Resources Department will make judgment for deciding on the charge of replacement. 2.4 Employee should hand over the Identity Card to the Company (Human Resources Department) before demission. 3.Smo
32、king Administration 3.1 In order to strive creating a healthy, safe and comfortable workplace environment, smoking is prohibited in all working area within the Company premises proclaimed in writing. 3.2 Smoking is only allowed in specified area. 3.3 Violation of the smoking policy will call for exe
33、rcise of progressive disciplinary actions. Actions taken are dependent upon the seriousness of each case. 4.Safety and Health 4.1 Safety 4.1.1 The Company commits to provide the employee with safe and healthy working environment according to the government safety regulation. Meanwhile, the employee
34、takes the responsibility to safeguard the Company properties. 4.1.2 The employee shall work in healthy and safe ways, and strictly comply with the relevant policies and procedures of the government and of the Company. 4.1.3 If any accident, illness or injury occurs, the employee shall report immedia
35、tely to the supervisor/manager and the responsible departments. 4.1.4 In case of fire, the employee shall evacuate immediately to the safe place and call for 119 then. 4.1.5 The employee shall ensure the visitors sign at the reception. The employee shall escort the visitor at all time and ensures th
36、e visitors comply with all the security regulations for his/her personal safety consideration. 4.1.6 If any stolen action or shadiness or danger observed, the employee shall report to the line manager at once, and inform the police if necessary. 4.1.7 Employees shall return all of the keys, Company
37、records, files and property to the assigned person on the last working day when terminate the employment. 4.2 Accident Prevention Employees should take proactive measures to prevent accident, including but not limited to: 4.2.1 Report any safety hazard found to their immediate supervisor immediately
38、. 4.2.2 When an employee leaves work, he/she should check his/her work area to ensure that the Companys properties are appropriately secured. 4.2.3 The last person who leaves the office should follow the Checklist of Opening / Closing Entrance Doors to ensure all items mentioned are checked and appr
39、opriate actions have been taken. Employee Handbook 17 4.2.4 Report any broken office equipment or facility to immediate supervisor who must inform Administration Department as soon as possible. 4.2.5 Do not run but always walk at a steady pace at work place. 4.2.6 Use a ladder for objects when perfo
40、rming tasks beyond the employees normal height. 4.3 Fire Precaution Measures In order to prevent fire, employee should: 4.3.1 Immediately report any fire hazard found to his/her immediate supervisor. 4.3.2 Know the location and usage of fire fighting equipment. 4.3.3 Know the location of fire exit a
41、nd keep the fire exit out of any blocks. 4.3.4 Do not smoke and use fire in office. 4.3.5 Use electrical appliances and office equipment properly. 4.4 Emergency Handling In the event of any emergency, such as fire occurs at the office, all employees should: 4.4.1 Keep calm and try to help those who
42、need help 4.4.2 Report immediately to immediate supervisor, obtain instructions and take immediate action for safety, such as use fire extinguishers to put out the fire, or dial 119 to report the fire, and gather at the place identified until further instructions. 4.5 Internal Emergency Contact Chan
43、nel If any emergency occurs, department head should instruct their staff to take timely actions to treat with the emergency. Meanwhile, he/she should immediately report the situation to the management through the Companys emergency contact channel to receive further instructions. Employee Handbook 1
44、8 Emergency Reporting Channel Case 1: Power Cut or Natural Disasters (Typhoon etc.) If necessary Case 2: Accident (Fire, Security Incident etc.) If necessary If necessary Case 3: System Incidents HR If the lost/damage of the Company property is caused by forcemajeure, includes natural disasters, Emp
45、loyee Handbook 20 and other “Acts of God“ such as war, the failure of third parties ( i.e., robbery, theft under reasonable safeguard measures) the employee may not be requested to make the compensation. The employee should provide the convincing supporting documents issued by the related authoritie
46、s. 7.3 No employee shall use the Company property for personal use unless specific permission has been granted by the department manager or above. 7.4 Misappropriation of the Company property is ground for immediate termination and possible criminal action. 8.Personal Telephone Calls The office tele
47、phones are to be used for business related purpose only. The Company reserves the right to tape record all conversation conducted through the office telephones. No personal telephone calls are allowed irrespective of incoming or outgoing except in the case of emergency. The Company reserves the righ
48、t to impose penalty on an employee for every personal call discovered by the Company in addition to reimbursement of call charges. Employee Handbook 21 VIEmployee Behavior and Disciplinary 1.Behavior and Dressing Code 1.1 The Company promotes the relaxed but commercial working atmosphere in the offi
49、ce. Employees behavior directly represents the Companys image when conducting Company business on behalf of the Company. Employees shall work in the professional manner, with the passionate, understanding, respect and mature attitude to treat with the customers, public and colleagues. The same appearance shall be represented in the communication of the letters and telephones to enhance the corporate image of AEON as a leading service group Company in the world. 1.2 The dressing code shall be appropriate to the work during the working time. Unacceptable dress includes shorts, jeans
