员工考勤管理核心制度中英文版本.docx

职员考勤制度
Work Attendance Regulation

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第一章 总 则
Chapter 1 General Provision
第一条 为规范职员管理，切实保障企业及职员利益，依据相关法律法规，结合企业实际情况，特制订本制度。
The rule is made based on the company situation in compliance with relevant laws in purpose of standardizing administration of management and safeguarding the interests of both company and staffs. 

第二条 此制度适适用于非工厂编制职员。
The rule applies to non factory staff. 

第二章 细 则
Chapter 2 Implementing Provision
第一节 考勤打卡规范/Norm of attendance
第三条 全部职员上下班必需按要求打卡，包含中途请假、停产、出差、培训等(应于中途下班时刷卡)。
Staff must punch card when on and off duty. In the halfway during working time, if staff ask leave (include leaving, going out for business, training, production shutdown), they must punch when leave the company. 

第四条 企业职员出勤均应本人亲自打卡，自觉遵守，相互监督。
Staff must punch the card on his/her own. 

第五条 委托她人代打卡或打卡后实际未到岗，视其情节酌情惩处；代打卡者并同惩处。 Consigning others to punch card or not coming for work after punching card shall be fined upon the circumstances; those help others punch card shall be fined as well.

第六条 除外部驻厂职员外，工作时间内出企业大门，需填写《出门单》交部门主管及人力资源部审批。
Except for QC of outsourcing fac, those going out during the working hours shall submit [Gate Pass] to the dept manager and HR for approval.

第七条 正常出勤无刷卡统计，补办考勤证实审批要求：
The approval of attendance certification:
职员正常出勤，如发生漏刷卡、其它无刷卡统计合理原因造成考勤统计不全，应填写《考勤证实表》证实出勤情况。
Where there is no attendance record due to reasonable reason while the staff is on duty, he/she shall submit [Attendance Certification] for approval. 
1) 《考勤证实表》须在职员未正常刷卡发生后三个工作日内，经部门主管审批，提报人力资源部。
[Attendance Certification] shall be submitted within 3 working days after the occurrence, and shall be approved by dept manager and HR. 

第八条 在外驻厂上班职员，需在每个月 3 日前提交其考勤统计，由其上级主管及部门经理审核后交由人力资源部考 勤人员。上级主管及部门领导应对考勤真实性和正确性负责，有不实查证后须负领导责任。
QC working in outsourcing factory shall submit the attendance sheet to HR before third of each month with the signature of direct leader and dept manager. The direct leader and dept manager shall be liable for the truthfulness and accuracy of the said sheet, and they shall bear responsibility as leader for the untruthfulness. 

第二节 迟到、早退/Lateness and tardy
凡企业职员在工作时间开始后打卡者为迟到；
Punching card after the stipulated working time is deemed as lateness;
凡企业职员在工作时间终了前打卡者为早退。
Punching card before the stipulated working time is deemed as tardy. 

第九条 迟到、早退/ Lateness and tardy
1)迟到、早退月累计超出三十分钟，不足一小时，扣除当月全勤奖奖金，并按 0.5 天事假处理；
Cumulative time exceeds 20 minutes but less than 1 hour, apart from the deduction of full attendance bonus, deduct salary of 0.5 day personal affair leave;
2) 迟到、早退月累计一小时及以上，不足四小时 ，扣除当月全勤奖奖金，并按旷工 0.5 天处理；
Cumulative time exceeds 1 hour but less than 4 hours, apart from the deduction of full attendance bonus, deduct salary of 0.5 day absenteeism;
3) 迟到、早退月累计四小时及以上，不足八小时，扣除当月全勤奖奖金，按旷工 1 天处理。超出八小时，按具体旷工 时数累加。
Cumulative time exceeds 4 hour but less than 8 hours, apart from the deduction of full attendance bonus, deduct salary of 1 day absenteeism; the time exceeding 8 hours shall be cumulated as actual. 

第三节 旷工/Absenteeism
第十条 企业职员如有下列情形之一，均以旷工处理：
Any of circumstances hereunder is deemed as absenteeism:
1） 未请假或请假未同意，不到企业上班；
No leave application or leave application is not approved, while not come on duty;
2） 用不正当手段骗取、涂改、伪造休假证实；
Offer untrue evidence to apply for leave;
3） 在工作上不服从上级领导合理安排，煽动其它职员举行怠工、罢工；
Do not obey Superior’s reasonable assignment, incite others to slack in work, make strike;
4） 被公安部门拘留，或因打架斗殴、违纪致伤造成休息；
Being detained by the Police, or take rest due to fighting which is not allowed;
5） 工作时间内未经同意，私自离开工作岗位或企业；离岗半小时以内，按一小时事假处理；离岗半小时（含）至一 小时，按旷工半天处理；离岗超出一小时（含），按旷工一天处理。
Leave one’s post or the company without the approval during the working time, if less than half hour, it will be treated as one hour private affair leave; if more than half hour but less than one hour, it will be treated as half day absenteeism; if more than one hour, it will be treated as one day absenteeism. 
6） 本制度第二节要求情形。
Author Auditor Approver Situations in article 2 of this rule. 

第十一条 旷工期间根据工资双倍减发标准；因旷工引发其它行政处分，详见[职员手册]。 The salary of absenteeism is deducted in double. The penalty of absenteeism refers to [Employee Handbook]. 

第十二条 连续旷工 3 天或年累计旷工 7 天及以上者，企业可不经预告，视作职员自动解除劳动关系。自动离职者，扣 发其截止至离职日企业全部应支付工资、补助及奖金等。直至职员办理完离职手续后，发放其扣减旷工工资后应 得薪资。
Successive absenteeism of 3 days or cumulative absenteeism of 7 days and above, it is deemed as staff terminate labor contract on his/her own will. Salary payable after deduction of absenteeism shall be postponed unless the staff finishes the handover procedure. 

第四节 排班管理/Shift management
第十三条 为确保考勤管理有序性，各部门依据实际需要，每七天或依据实际班次情况定时提前上报〈职员排班表>， 经上级主管审核汇总后，交由人力资源部考勤人员。
To assure the orderliness of attendance, dept shall submit [Shift Roster] beforehand to HR each week or whenever there is change. 

第五节 加班管理/Overtime management
第十四条 工作时间/Working hours
1） 标准上，非工厂正常工作时间为单双休，08:30~17:30，午休 1 小时。企业依据冬夏令时，另行调整作息时间。
In principal, working hours of non-factory staff is alternative weekends, 08:30~17:30, 1 hour lunch break; Company adjusts the specific timing according to winter and summer timings. 
2） 在外驻厂上班职员：按所在工厂作息时间上班。
QC working in outsourcing factory: as per the timing of the outsourcing factory. 

第十五条 加班申请/Application of overtime：
审批步骤/Overtime approval of those not related with production：
因工作需要加班时，必需于当日或次日向部门主管提出加班申请，填写《加班申请单》 ，经上级主管审核后，交人力资源 经理依据申请理由进行核实。
For overtime, [Overtime Application] must be submitted at the day or the next day of overtime, and submit to HR after the approval of department manager. 

第十六条
1) 加班时间计算/Calculation of overtime： 当实际加班时间大于申请时间，以申请时间为准；
Where the actual time of overtime exceeds the applied time, the applied one shall prevail;
2) 当实际加班时间小于申请时间，以实际加班时间为准；
Where the actual time of overtime is less than the applied time, the actual one shall prevail;
3) 加班最小单位为半小时，不足半小时不计入加班。
The minimum overtime is 0.5 hour, the time less than 0.5 hour is not deemed as overtime.

第十七条 调休/Compensatory leave
1) 职员加班后，能够申请相同加班时间调休作为对加班赔偿； Staff may apply for compensatory leave in response to the overtime;
2) 任何调休均需先有加班时间，后才能申请调休；
Compensatory leave must not be taken before overtime;
3) 每个月最多只能调休 2 天，用于调休加班时间使用期为六个月（驾驶员为十二个月）。
The maximum days of compensatory leave of each month is 2 days, the validity of compensatory leave is 6 months (driver is allowed for 1 year)

第六节 休假管理/Leave management
第十八条 休假审批/Approval of leave
1) 标准上，任何假期，职员全部须提前申请并填写《职员请假单》 。对于特殊情况，职员须事先经过电话短信等方法 向部门领导口头请假，并经相关领导同意；请假手续必需由本人或相关领导指派代理人在开始请假日期后三天内补办。逾期不办，视为旷工。In principal, any sort of leave shall be approved with submission of [Leave Application]. For special circumstance, staff shall serve oral application and get the approval beforehand, but he/she or consignee shall make up written application within 3 days after the first day of leave, if not, it will be deemed as absenteeism. 
2) 审批权限/Authority of approval
T=休假天数
1 天≤T
1 天＜T ≤ 3 天
3 天＜T
审批权限
Approval by
直属上司 Direct leader
人力资源部 HR
部门经理 Dept manager
营运经理 Operation manager
人力资源部 HR
部门经理 Dept manager
营运经理 Operation manager
人力资源部 HR、总经理 GM

第十九条 休假（包含事假、病假、调休假）最小单位为 1 小时；超出 1 小时，最小单位为 0.5 小时。年休假最 小单位为 0.5 天。 The minimum time of leave (include personal affair leave, sick leave, compensatory leave), the minimum time of the part exceeding 1 hour is 0.5 hour. Minimum time of annual leave is 0.5 day. 

第二十条 试用期内，职员请假连续或累计超出 7 天（含 7 天） ，转正时间顺延对应天数。
Where staff takes leave successively or cumulatively 7 days and above during the probation period, the probation period shall extend correspondingly. 

第二十一条 职员连续请假时间超出一定时限，经人力资源部确定后，如必需，须到财务部预交请假期间社会保险个 人及单位负担部分费用。
Where the successive leave exceeds due period, the staff shall prepay his/her company and personal part of social insurance if necessary after being checked by HR. 

第二十二条 标准上，任何假期，超出 1个月（含30天） ，保留该职员编制但不保留其职位，待其返回工作岗位后 企业视工作需要合理安排职位。
In principal, if the leave of any sort exceed 1 month, the company will keep the manning quotas but not the post which will be rearranged reasonably after the staff come back from the leave. 

第二十三条 节假日/National holidays
职员享受以下带薪公众假日，具体以企业放假通知为准：
Staff can enjoy the following national holidays, detail refer to company notice made otherwise:
1） 新年 1 天(一月一日) New Year；
2） 春节 3 天(农历除夕、初一、初二) Spring Festival；
3） 妇女节 0.5 天，只适适用于女性职员(三月八日半天) Women’s Day； Author Auditor Approver
4） 清明节 1 天(农历清明当日) Tomb-sweeping Day；
5） 端午节 1 天(农历端午当日) Dragon Boat Festival；
6） 国际劳动节 1 天(五月一日) May Day；
7） 五四青年节 0.5 天，适适用于 14 周岁以上 28 周岁及以下青年 Youth’s Day；
8） 中秋节 1 天(农历中秋当日) Mid-Autumn’s Day；
9） 国庆节 3 天(十月一日、十月二日、十月三日) National Day。

第二十四条 事假/Personal affair leave
1） 标准上，职员请事假不得连续超出 30 天（包含公休假及法定假） ；当月累计事假超出 15 天，不得享受各类津贴。 In principal, personal affair leave shall not exceed 30 days successively (include weekends and national holidays); where the personal leave in a month exceeds 15 days, the staff is not entitled to get any welfare or allowance. 
2） 事假期间企业不支付任何薪资，含工资、补助、奖金等。 There is no income during personal affair leave, include salary, allowance, bonus and such. 

第二十五条 病假/Sick leave
1） 病假：持有县（区）级以上公立医院出具提议休息病假单及就诊病历统计，经领导同意实际病休时间；
Sick leave refers to the leave with evidence from the hospital and approval from the superior. 
2） 病假期限（整年累计病假日数不得超出医疗期）：
Term of sick leave (the sick leave in a year shall not exceed the term of medical treatment period):
S=本单位工作年限
S=seniority in the company
3年≤S
3年＜T ≤ 6年
6年＜T ≤ 8年
8年＜T
病假期限
Maximum term of sick leave
1个月
2个月
3个月
4个月
病假最长久限为 1 年，逾期不复工者，视作自动解除劳动协议。
The maximum term of sick leave is 1 year; Where the term exceeds 1 year, it is deemed as staff terminate the labor contract without compensation. 
3） 病假工资：按实际工资（不包含加班加点工资、奖金、各类津贴等）为基数 80%发放。
Salary of sick leave: 80% of monthly actual salary (exclude overtime, bonus, welfare and allowance). 
第二十六条 婚假、丧假/Marriage leave, funeral leave
1） 符正当定年纪(女 20 周岁，男 22 周岁)结婚，可享受 3 天婚假；符合晚婚年纪（女≥23 周岁，男≥25 周岁） ，可再 享受晚婚假 12 天；再婚可享受 3 天婚假，不能享受晚婚假；
Those meet lawful marriage age are entitled for 3 days marriage leave; those meet lawful late marriage age are entitled for 12 days extra leave; remarriage is entitled for 3 days only.
2） 上述婚假需以相关部门开具结婚证实为准(结婚日期早于职员入企业日期，不能享受婚假)；
Marriage leave shall be served with marriage certificate which is possessed during the service in the company. 
3） 职员下列亲属死亡，可享受三天丧假：祖父母、父母、配偶父母、配偶、儿女、弟兄姐妹（须持有医院死亡证 明及和本人关系证实）；
Staff is entitled for the funeral leave for the following relatives: grandparent, parent, parent of spouse, spouse, child, sister or brother (evidence of the death and relation shall be served)
4） 婚、丧假期间，视同出勤，工资、补助及奖金全额发放。
Marriage leave and funeral leave are paid leave. 
5） 婚嫁期间包含法定假及公休假。
The term of marriage leave includes weekends and national holidays. 

第二十七条 产假/Maternity leave
1） 职员生育、流产符合国家计划生育政策要求，凭相关证实(准生证等)，能够申请休产假；
Staff meet lawful maternity regulation can take such leave;
2） 产假期限依据国家法规，按以下标准实施：
The term of maternity leave is as follows:
a. 正常分娩，享受 98 天产假，其中产前能够休假 15 天；； Normal delivery, 98 days, among which, 15 days can be took before the delivery;
b. 分娩时遇有难产实施剖宫产或助产手术，增加产后假 15 天
Cesarean delivery, 15 days extra;
c. 生育多胞胎，每多生育 1 个婴儿，增加产后假 15 天；
Multiple births, 15 days extra for each baby;
d. 妊娠未满 3 个月流产(含自然流产、人工流产)，享受产假 20 天；
Abortion within 3 months, 20 days;
e. 妊娠 3 个月及以上、7 个月以下流产(含自然流产、人工流产)，享受 50 天产假；
Abortion in between 3 months and 7 months, 50 days. 
3） 产假期间，发放其标准工资作为生育津贴，月工资高于统筹地域职员平均工资 300%，按统筹地域职员平均工资 300%计发。
Maternity leave is paid leave. If the monthly salary is above 300% of the average salary in Ningbo, the Company will pay 300% of the said as the benchmark. 

第二十八条 陪产假/Paternity leave
1） 企业男性职员，如配偶符合国家晚育政策，可享受七天陪产假。
Male staff meeting lawful maternity regulation is entitled for 7 days paternity leave. 
2） 职员请陪产假，需出示儿女《出生医学证实》和《准生证》 。陪产假在儿女出生30天内有效，逾期作废。
Evidence shall be served when staff takes paternity leave which is valid for only 1 month after the birth of baby. 
3） 陪产假期间视同出勤，工资、补助及奖金全额发放。
Paternity leave is paid leave. 

第二十九条哺乳假/Breastfeeding leave
1） 有不满一周岁婴儿女职员，天天给哺乳时间二次，累计 1 小时；多胎生育女职员每多哺乳一个婴儿，哺乳时 间天天增加三十分钟；
Staff with baby of less than 1 year old is entitled for 1 hour leave; Multiple birth, grant 30 minutes more for each baby. 
2） 哺乳假期限为十二个月，起始日期为职员儿女出生日期。职员请哺乳期，需出示儿女《出生医学证实》 。
The term of breastfeeding leave is 1 year, starting from the birth date of the baby. 
3） 哺乳假期间视同出勤，工资、补助及奖金全额发放。
Breastfeeding leave is paid leave. 

第三十条 产检假/Leave for physical check of pregnant staff
怀孕女工在工作时间内进行产前检验，凭医院出具证实，检验时间视为正常工作时间，企业支付期间工资、奖金及 补助。产前检验时间通常不得超出半天(含往返旅程)。怀孕女工产前检验周期定义以下：
Pregnant staff is entitled to get the prenatal examination with the evidence from the hospital. The time of prenatal examination shall not be more than half day (include the time spent on the way). Such leave is paid leave. The period for the examination is as follows:
a. 怀孕 4 个月到 6 个月女职员，每个月检验一次；
Pregnant in between 4 months and 6 months, 1 time/month;
b. 怀孕 7 个月到 9 个月女职员，每半个月检验一次；
Pregnant in between 7 months and 9 months, 2 times/month;
c. 怀孕 9 个月以上女职员，每一周检验一次。
Pregnant above 9 months, 1 time/week. 

第三十一条 工伤假/Work injury leave 职员发生事故后，由其所在部门于 24 小时内出具《工伤认定申请表》，统计事故经过，经相关领导审核后，上交人力资 源部。 人力资源部上报工伤保险机构及劳动管理部门， 上述部门调查取证， 确定属实后， 出具《工伤认定书》。
Staff suffer from work injury shall inform HR within 24 hours after the occurrence. 
1） 人力资源部在未收到劳动部门出具<工伤认定书>]前，职员请假，视病假支付期间薪资。确定属工伤后，按工伤假 待遇补发期间差额。如工伤事故有第三方民事赔偿责任，且民事赔偿额度高于工伤保险标准，企业将扣除视病 假期间支付薪资；如民事赔偿额度低于工伤保险标准，企业只支付差额部分。
Before getting the [Work Injury Protocol], company will release sick leave salary to staff, and make up the rest part of salary once the injury is confirmed as work injury by the labor office. 
2） 职员请假，需提供县级及以上公立医院诊疗证实，工伤假期限按国家相关法规实施。
Application of work injury leave shall be served with evidence from hospital. 
3） 工伤假期间，视同出勤，工资、补助及奖金等全额发放。
Work injury leave is paid leave. 

第三十二条 年休假/Annual leave
1） 企业依据生产、工作具体情况，统筹安排职员年休假。
Company may arrange annual leave comprehensively based on the production and business requirement. 
2） 连续为企业工作十二个月及以上者，可按摄影关要求享受年休假。
Those work in the company successively 1 year and above are entitled to the annual leave. 
3） 年休假假期期限/Term of annual leave
S=累计工作年限 Cumulative seniority
年休假期限 Days of annual leave
1年 ≤S<2年
3天
2年 ≤S<3年
5天
3年 ≤S<5年
7天
5年 ≤S
10 天

4） 职员必需向企业提供有效累计工龄证实（劳动协议、社保缴纳年限证实、企业工龄证实）才能享受年休假；无法提 供有效证实，则按在本企业工作年限起算。
Staff must serve valid seniority evidence to the company (labor contract, insurance, seniority proof from previous company); otherwise, the seniority is calculated from the date that staff joins the company. 
5） 职员年休假期间，视同出勤，工资、补助及奖金全额发放。
Annual leave is paid leave. 
6） 年休假可在一个年休假期间内一次或数次累计使用，不作跨年度累计。
Annual leave shall not be taken cross the years
7） 有下列情形者，不享受当年年休假资格；如当年已享受，则不享受下十二个月度年休假：
Staff with circumstances below is not ent