SHANGHAI GOLDEN BUND REAL ESTATE CO., LTD |
Employee
员工
Handbook
手册
Shanghai Golden Bund Real Estate Co., Ltd.
上海金外滩房地产有限公司 (Shanghai Golden Bund Real Estate Co., Ltd.)
September 2023
2023 年 9 月
SHANGHAI GOLDEN BUND REAL ESTATE CO., LTD |
Employee
员工
Handbook
手册
Shanghai Golden Bund Real Estate Co., Ltd.
上海金外滩房地产有限公司 (Shanghai Golden Bund Real Estate Co., Ltd.)
September 2023
2023 年 9 月
Foreword
前言
Sinar Mas Group, Indonesia’s largest conglomerate founded by prominent Chinese entrepreneur Mr. Eka Tjipta Widjaja, operates a wide range of businesses: Agri-business & Forestry, Pulp & Paper, Financial Services, Chemical, Real Estate, etc. Shanghai Golden Bund Real Estate Co., Ltd. (hereinafter referred to as “the Company”) was established on December 31, 1994 as a joint venture of Asia Food and Properties Ltd. (a Singaporean listed company affiliated to Sinar Mas Group) and Shanghai Huangpu Investment (Group) Development Co., Ltd. The Company has developed a mega modern building complex located at the intersection of Yan’an East Road and Henan Middle Road, prominently situated among the Bund buildings. The Golden Bund’s building complex covers a land of nearly 20,000 square meters, with a construction area of nearly 200,000 square meters, and a total investment of nearly US$400 million. It consists of the Bund Center, a 50-story Grade A office building, and the ultra-luxurious Westin Bund Center Shanghai hotel managed by Marriott Hotels & Resorts. The parent company, Bund Center Investment Ltd, successfully went public in Singapore and established branches in Ningbo and other locations.
金光集团是印尼最大的企业集团,由著名华人企业家Eka Tjipta Widjaja先生创立,经营范围广泛的业务:农业综合企业和林业,纸浆和造纸,金融服务,化工,房地产等。 上海金外滩房地产有限公司 (Shanghai Golden Bund Real Estate Co., Ltd.) (以下简称“本公司”)成立于1994年12月31日,是亚洲食品地产有限公司(隶属于金光集团的新加坡上市公司)与上海黄埔投资(集团)发展有限公司的合资企业。 该公司在 延安东路和河南中路交汇处开发了一个超大型现代化建筑群,位于外滩建筑群之间的显眼位置。金外滩建筑群占地近20,000平方米,建筑面积近200,000平方米,总投资近4亿美元。它由50层高的甲级写字楼外滩中心和由万豪酒店及度假村管理的超豪华的上海威斯汀中心酒店组成。母公司外滩中心投资有限公司在新加坡成功上市,并在宁波等地设立分公司。
The Company firmly believes that talent is the lifeblood of a company. Therefore, in human resource management, we always lay stress on aligning individual goals with corporate goals, and individual interests with corporate interests. In establishing a high-performance organization, we combine scientific methods with people-oriented management and strengthen human resource development through selection, training, and incentives, thus ensuring a sustainable talent pool
公司坚信,人才是企业的生命线。因此,在人力资源管理中,我们始终强调个人目标与企业目标的一致性,以及个人利益与企业利益的一致性。在建立高绩效组织时,我们将科学的方法与以人为本的管理相结合,通过选拔、培训、激励等方式加强人力资源开发,从而确保可持续的人才库.
Mr. Elijah Widjaja
Elijah Widjaja先生
Board Chairman & General Manager
董事会主席兼总经理
Table of Contents
目录
1. General Provisions
1. 一般规定
1.1 Scope of Application
1.1 适用范围
1.2 Employees’ Responsibilities
1.2 员工的责任
2. Recruitment and Onboarding Management System
2. 招聘和入职管理系统
2.1 Employment Procedures
2.1 录用程序
2.2 Onboarding Training
2.2 入职培训
2.3 Probation Period
2.3 试用期
3. Labor Contract or Service Agreement
3、《劳动合同或者服务协议书》
3.1 Signing of Labor Contract or Service Agreement
3.1 签订劳动合同或服务协议
3.2 Change of Labor Contract or Service Agreement
3.2 劳动合同或者服务协议变更
3.3 Job Changes (incl. Promotion & Job Rotation)
3.3 工作变动(包括晋升和工作轮换)
3.4 Cancellation and Termination of Labor Contract
3.4 劳动合同的解除和终止
3.5 Labor Disputes
3.5 劳动争议
4. Training Management
4. 培训管理
4.1 Onboarding Training
4.1 入职培训
4.2 Professional Training
4.2 专业培训
4.3 Agreement for Service Period
4.3 服务期限协议
5. Working Hours, Overtime and Compensatory Leave
5. 工作时间、加班和补休
5.1 Working Hours
5.1 工作时间
5.2 Overtime
5.2 加班
5.3 Compensatory Leave
5.3 补偿假
6. Leaves
6. 叶子
6.1 Annual Leave
6.1 年假
6.2 Sick Leave and Medical Treatment Period
6.2 病假和医疗期间
6.3 Official Leave
6.3 公务休假
6.4 Personal Leave
6.4 事假
6.5 Marriage Leave
6.5 婚假
6.6 Bereavement Leave
6.6 丧假
6.7 Prenatal Examination Leave, Maternity Leave, Childbirth Leave and Paternity Leave
6.7 产前检查假、产假、产假、侍产假
6.8 Parental Leave
6.8 育儿假
6.9 Work-related Injury Leave
6.9 工伤假
6.10 Leave Application Procedures
6.10 休假申请程序
6.11 Leave Allowances
6.11 休假津贴
7. Labor Discipline
7. 劳动纪律
7.1 Attendance Discipline
7.1 考勤纪律
7.2 Outings
7.2 郊游
7.3 Tardiness and Early Departure
7.3 迟到和早退
7.4 Absenteeism
7.4 旷工
8. Business Travel
8. 商务旅行
8.1 Approval
8.1 批准
8.2 Accommodation and Allowances
8.2 住宿和津贴
9. Remuneration and Benefits
9. 薪酬福利
9.1 Contract Salary
9.1 合同工资
9.2 Performance Evaluation
9.2 绩效评估
9.3 Annual Salary Adjustment
9.3 年度工资调整
9.4 Annual Bonus
9.4 年度奖金
9.5 Annual Health Examination
9.5 年度健康体检
9.6 Commercial Medical Insurance
9.6 商业医疗保险
10. Code of Conduct
10. 行为准则
10.1 Environment
10.1 环境
10.2 No Smoking and Alcohol Drinking
10.2 禁止吸烟和饮酒
10.3 Conduct and Behaviors
10.3 行为和行为
10.4 Dress Code and Appearance
10.4 着装要求和外观
10.5 The Company’s Properties
10.5 公司的财产
10.6 Lost and Found
10.6 失物招领
10.7 Employee Lockers/Office Cabinets
10.7 员工储物柜/办公柜
10.8 ID Cards and Name Badges
10.8 身份证和名牌
10.9 Response to Customer Complaints
10.9 应对客户投诉
11. Personal Information and Data Management
11. 个人信息和数据管理
12. Rewards and Penalties
12. 奖惩
12.1 Penalties over Violations
1 2.1 对违规行为的处罚
12.2 Rewards
12.2 奖励
12.3 Execution
12. 3 执行
13. Procedures of Disciplinary Actions, Appeals and Reporting to Audit Committee
13.纪律处分、上诉及向审计委员会汇报的程序
14. Safety Code
14. 安全规范
14.1 Building Patrolling
1 4.1 建筑物巡逻
14.2 Security
14.2 安全性
14.3 Safety
14.3 安全用品
14.4 Contingencies and Emergencies
14.4 突发事件和紧急情况
15. IT Security Guidelines
15. IT 安全准则
15.1 General
15.1 一般规定
15.2 Data Confidentiality and Information Security Requirements
15.2 数据保密和信息安全要求
16. Validity, Amendments and Interpretation Right
16.有效性、修改权及解释权
Annexes
附件
3
1. General Provisions
1.一般规定
1.1 Scope of Application
1.1 适用范围
1.1.1 This Employee Handbook applies to all employees of the Company. As one of our employees, you must comply with the Company’s rules and regulations. This Handbook clearly specifies the terms of employment, benefits, performance evaluations, and so on. Employees must read and sign to acknowledge the handbook upon onboarding. For any questions, you may consult the HR and Administration Department.
1.1.1 本《员工手册》适用于公司全体员工。作为我们的员工之一,您必须遵守公司的规章制度。本手册明确规定了雇佣、福利、绩效评估等条款。员工在入职时必须阅读并签署确认手册。 如有任何问题,您可以咨询人力资源和行政部。
1.1.2 This Handbook can help you understand the Company’s policies and procedures. The Company reserves the right to change the content of this Handbook at any time.
1.1.2 本手册可以帮助您了解公司的政策和程序。本公司保留随时更改本H和Book内容的权利。
1.1.3 If this Employee Handbook conflicts with any relevant laws or regulations issued by the Central Government or Shanghai, the provisions of such laws and regulations shall prevail. This Employee Handbook is available in both Chinese and English versions; in case of any conflict, the Chinese version shall prevail.
1.1.3 如本《员工手册》与中央政府或上海市颁布的有关法律、法规相抵触 ,从其规定。 本《雇员H》及手册有中英文版本,如有冲突,概以中文版本为准。
1.2 Employees’ Responsibilities
1.2 员工的责任
1.2.1 Employees must comply with applicable laws and regulations as well as the Company’s rules and regulations.
1.2.1 雇员必须遵守适用的法律法规以及公司的规章制度。
1.2.2 Employees must follow reasonable job requirements and arrangements from the Company.
1.2.2 员工必须遵守公司的合理工作要求和安排。
1.2.3 Employees shall be obligated to report to the management any behavior that violates laws, regulations, and the Company’s rules and principles.
1.2.3 员工有义务向管理层报告 任何违反法律、法规和公司规则和原则的行为。
1.2.4 Business ethics and code of conduct
1.2. 4 商业环境和行为准则
1.2.4.1 Honesty, integrity, fairness, mutual benefit, and customer first are the Company’s most important business assets. Hence, our employees must protect the Company’s reputation from being stained by fraud, corruption, or bribery in their work and business activities. Any attempt to influence the Company’s decisions by offering money or valuables may be considered as a bribery or an illegal kickback. No employee may offer, solicit, or accept any such payments or suggest their willingness to accept such payments or accept inappropriate gifts from business relationships. Any gifts, presents, gift vouchers, or cash received from suppliers with whom the Company has business relations must be immediately reported to the Company for record. If on a business travel, this must be reported within two days upon returning to the Company.
1.2.4.1 诚实、正直、公平、互惠互利、客户至上是公司最重要的业务资产。 因此,我们的员工必须保护公司的声誉,使其在工作和业务活动中不被欺诈、腐败或贿赂所玷污。任何试图通过提供金钱或贵重物品来影响公司决策的行为都可能被视为 贿赂或非法回扣。任何员工均不得提供、索取或接受任何此类付款,或暗示他们愿意接受此类付款或接受来自业务关系的不当礼物。从与公司有业务关系的供应商处收到的任何礼品、礼物、礼券或现金必须立即向公司报告以备案。如果出差,必须在 返回公司后两天内报告。
1.2.4.2 Employees should avoid engaging in businesses, investments, or activities that conflict with the Company’s interests. If your personal interests conflict with your duties to the Company, you should disclose such interests, which should include but be not limited to: employment outside the Company, other activities and economic interests, disposal and sharing of internal information of the Company, business opportunities belonging to the Company, and interests involving family and other personal relationships. Employees should ensure that no personal activities will involve the Company’s funds or other assets; if so, employees must submit a written report to the Company.
1.2.4.2 员工应避免从事与公司利益相冲突的业务、投资或活动。 如果您的个人利益与您对公司的职责相冲突,您应披露此类利益,其中应包括但不限于 :公司外部的就业、其他活动和经济利益、 公司内部信息的处置和共享,属于公司的商业机会,以及涉及家庭和其他个人关系的利益。雇员应确保任何个人活动都不会涉及公司的资金或其他资产; 因此,员工必须向公司提交书面报告。
1.2.4.3 Without written authorization from the Company, no employee may release information to the public or media regarding the Company, hotel, and office building management. All inquiries shall be responded by the Public Relations Department or the Company’s management.
1.2.4.3 未经公司书面授权,任何员工不得向公众或媒体发布有关公司、酒店、写字楼管理的信息。所有询问都将由公共关系部门或 Company 的管理层回复。
1.2.4.4 With the authority to cooperate with government officials, our employees must ensure that relationships with government officials and employees comply with laws and government requirements. You should also ensure that your personal behaviors will not be not seen as inappropriate or cause any conflict of interest. You shouldn’t use or harm the Company’s interests for personal gains; any benefits obtained from work relationships must be reported to the Company’s management.
1.2.4.4 在有权与政府官员合作的情况下,我们的员工必须确保与政府官员和雇员的关系符合法律和政府要求。 您还应该确保您 的个人行为不会被视为不适当或引起任何利益冲突。 您不得利用或损害公司的利益谋取私利;从工作关系中获得的任何利益都必须向公司管理层报告。
1.2.4.5 Employees must maintain confidentiality of the Company’s operational and business information and sign and comply with the confidentiality agreement with the Company.
1.2.4. 5 员工必须对公司的经营和业务信息保密,并与公司签订并遵守 保密协议。
1.2.4.6 Departments with specific rules and regulations must also comply with those specific provisions.
1.2.4.6 有具体规章制度的部门也必须遵守这些具体规定。
2. Recruitment and Onboarding Management System
2. 招聘和入职管理系统
2.1 Employment Procedures
2.1 录用程序
2.1.1 All departments should, according to their job requirements, and upon approval by the Company, recruit new employees via the HR and Administration Department based on job descriptions. The hiring department should screen job applicants and select suitable candidates, generally through interviews. If necessary, additional written tests and skill assessments may be added for some positions
2.1.1 各部门应根据 岗位要求,经公司批准,通过人力资源、行政部根据岗位说明书招聘新员工。招聘部门应筛选求职者并选择合适的候选人,通常通过面试。 如有必要,可能会为某些职位增加额外的笔试和技能评估 .
2.1.2 Equal opportunity and non-discrimination: Employment decisions should be made based on abilities instead of characteristics that should not be included. The Company reserves the right to verify any employee’s resume, education, background, and other personal information. If an employee provides false information or engages in deceitful behavior, the Company shall have the right to terminate the employment immediately without any compensation. Professional positions must be provided with valid certificates before being recruited
2.1.2 机会均等和不歧视:就业决定应 基于能力,而不是不应包括的特征。公司保留核实任何员工的简历、教育背景、背景和其他个人信息的权利。如果员工提供虚假信息或从事欺骗行为,公司 有权立即终止雇佣关系,而无需支付任何赔偿。专业岗位必须提供有效证件方可录用.
2.1.3 Employees at HR and finance positions should not have relatives or romantic relationships within the Company. Employees at other positions should not have such relationships within the same department. No employee should have more than one relative or romantic relationship within the Company. Employees must disclose such relationships before onboarding and report any changes after employment as per the Company’s rules
2.1.3 担任人力资源和财务职务的员工不得在公司内部有亲属关系或恋情关系。 其他岗位的员工不应在同一部门内有此类关系。 任何员工在公司内都不应有多个亲戚或恋爱关系。员工必须在入职前披露此类关系,并在入职后根据 Company 的规定报告任何变化 .
2.1.4 Job applicants must have a health examination of designated items at hospitals designated by the Company and meet the Company’s health requirements. The Company will reimburse the health examination fees in full amount within three months after passing the probation period, subject to the approval of the HR and Administration Department. Failure to submit the application for reimbursement will be considered a voluntary waiver.
2.1.4 工作 人 员 必 须 经 我 商 定 的 医 院 经 定 责 项 目 的 健 康 体 检 ,并 且 符合 我 方 的 健 康 关 校 关 系 。公司将在试用期满后三个月 内全额报销健康体检费用 ,但须经人力资源部和行政部批准。如未能提交 报销申请书,将被视为自愿放弃。
2.1.5 If a newly recruited employee cannot complete the employment procedures due to personal reasons after signing the labor contract, the Company shall have the right to terminate the contract immediately without any compensation.
2.1. 5、新录用员工在签订劳动合同后,如因个人原因不能办理聘用手续的,公司有权立即解除合同,且不作任何补偿。
2.1.5.1 New employees must submit relevant documents as required by the Company, and ensure the completeness and authenticity of the provided personal information and documents
2.1.5.1 新员工必须按公司要求提交相关文件,并保证所提供的个人信息和文件的完整性和真实性 .
2.1.5.2 Contract employees must submit the labor handbook and proof of resignation within one week of onboarding. Laid-offs, social insurance-retained employees and re-hired retirees must submit lay-off agreements from the previous employer, labor handbook stamped with words as social insurance retainment, or retirement certificates. Foreign employees must submit a valid passport, work permit, work visa, or complete documents to apply for a work permit and visa. Failure to submit such documents on time will be considered as non-compliance with the conditions for employment, and in such case, the Company shall have the right to terminate the labor contract immediately.
2.1.5.2 合同工必须在入职后一周内提交劳动手册和离职证明。下岗人员、社会保险留用职工和重新录用的退休人员必须提交原用人单位出具的《劳动协议书》、盖有社会保险留存字样的劳动手册或者《退休证明》,外籍员工必须提交有效的护照、工作许可证、工作签证或者完整的文件申请工作许可和签证。未按时提交此类文件将被视为不符合劳动条件,在这种情况下,公司有权立即解除劳动合同。
2.1.6 Upon signing a contract with the employee, the Company shall handle the employment and relevant social security procedures according to relevant national regulations. If delays or issues with social security or provident fund procedures occur due to the employee’s personal reasons, the employee shall bear the associated losses.
2.1.6 公司与员工签订合同后,应按国家有关规定办理聘用和相关社保手续。如因劳动者个人原因造成社会保险、公积金手续延误或问题,劳动者应承担相关损失。
2.1.6.1 Transfer of social insurance (applicable to contract employees): New employees must declare if they have the social insurance before to ensure smooth transfer of their social insurance account.
2.1.6.1 社会保险的转移(适用于合同制员工):新员工必须申报 是否具有社会保险,以确保其社会保险账户的顺利转移。
2.1.6.2 Transfer of provident fund (applicable to contract employees): New employees must declare if they have the the provident fund before and provide their personal provident fund account, informing the previous employer to promptly handle the sealing or transfer procedure for their provident fund.
2.1.6.2 公积金转移(适用于合同制雇员):新员工必须申报自己之前是否有 公积金,并提供个人公积金账户,通知原用人单位及时办理公积金的查封或转移手续。
2.2 Onboarding Training
2.2 入职培训
2.2.1 New employees must undergo onboarding training arranged by the HR and Administration Department and their immediate superior and sign the relevant documents.
2.2.1 新员工必须接受人力资源、行政部及其直属上级安排的入职培训,并签署相关文件。
2.2.2 The immediate superior must introduce new employees to colleagues within the department and other departments.
2.2.2 直属主管必须将新员工介绍给部门内和其他部门的同事。
2.3 Probation Period
2.3 试用期
2.3.1 The probation period shall be determined upon the term of the labor contract according to relevant national regulations.
2.3.1 试用期根据国家有关规定,根据劳动合同 期限 确定。
2.3.2 During the probation period, if the Company finds that any employee violates the Company’s rules and regulations, fails to meet job requirements, does not satisfy the conditions for employment, or has not fully completed the resignation procedures with his or her previous employer, the Company shall have the right to terminate the labor contract immediately.
2.3. 2 在试用期内,如公司发现 任何员工违反公司规章制度、未满足岗位要求、不符合录用条件,或未完全履行离职手续的,则公司或其原用人单位的,本公司 有权立即解除劳动合同。
2.3.3 An employee completing the probation period will become a regular employee after his or her performance has been evaluated as satisfactory by the supervisor. Failing to achieve a satisfactory performance, the employee will be considered as non-compliance with the conditions for employment, and the Company may terminate the employment relationship without any economic compensation.
2.3.3 试用期满的员工,其业绩经主管评估为满意后,即成为正式员工。 如果员工未能取得令人满意的表现,将 被视为不符合雇佣条件,公司可以终止雇佣关系,而无需任何经济补偿。
3. Labor Contract or Service Agreement
3.劳动合同或者服务协议
3.1 Signing of Labor Contract or Service Agreement
3.1 签订劳动合同或服务协议
3.1.1 Hired employees must meet employment conditions and be legal workers. They cannot establish an employment relationship with the Company until they have terminated their relationship with other employers. Hired employees shall sign a labor contract or service agreement with the Company as per laws of China. If it is found that an employee is employed by another employer during their tenure, it is deemed as non-compliance with the conditions for employment, and the Company shall have the right to terminate the labor contract immediately.
3.1.1 被录用员工必须符合就业条件,是合法劳动者。在他们终止与其他雇主的关系之前,他们不能与公司建立雇佣关系。雇佣员工必须根据中国法律与公司签订劳动合同或服务协议。如发现劳动者在职期间受雇于其他用人单位的,视为不符合 用工条件,公司有权立即解除劳动合同。
3.1.2 Employees who renew their labor contract or service agreement must pass the renewal assessment and have no objections to the conditions for renewal
3.1.2 劳动者续签劳动合同或者服务协议,必须通过续签考核,且对续签条件无异议.
3.1.3 The term of contract shall be determined by the Company considering specific circumstances.
3.1.3 合同期限由公司根据具体情况确定。
3.1.4 Employees are not allowed to take part-time jobs. If discovered and verified, the labor contract will be terminated unless written approval is obtained from the Company and reported to the HR and Administration Department for record
3.1.4 雇员不得 从事兼职工作。一经发现并核实,除非取得公司书面批准并报人事行政部备案,否则劳动合同将予以终止 .
3.2 Change of Labor Contract or Service Agreement
3.2 劳动合同或者服务协议变更
3.2.1 When there are significant changes to the content of the labor contract signed between the Company and an employee, an amendment agreement must be signed as an attachment to the labor contract.
3.2.1 公司与劳动者签订的劳动合同内容发生重大变更 时,必须签订修改协议书作为劳动合同的附件。
3.2.2 For employees who cannot meet job requirements or perform their duties, the Company shall have the right to arrange appropriate training, change their positions, or even terminate the labor contract.
3.2.2 对于不能满足岗位要求或不能履行职责的员工,公司有权安排适当的培训、变更岗位、甚至解除劳动合同。
3.3 Job Changes (incl. Promotion & Job Rotation)
3.3 工作变动(包括晋升和工作轮换)
3.3.1 All employees may be subject to job changes. Based on the results of business performance and position evaluation, and development needs, the Company will negotiate job changes with employees.
3.3. 1 公司将根据业务绩效和岗位评估结果,以及发展需要,与员工协商工作变动。
3.3.2 During job changes, an assessment observation period will be set upon negotiation between the Company and employees. Upon expiry of such a period, if the performance is satisfactory, the Company will formally appoint the employee, or possibly make changes to their salary.
3.3.2 在工作变动期间,经公司与员工协商,设定考核观察期。 在这段期限届满后,如果表现令人满意,公司将正式任命该员工,或可能对其工资进行更改。
3.3.3 Employees with unsatisfactory results of performance evaluations or receiving written warnings or higher levels of administrative penalties, or those found incompetent or committing errors after a job change, may be demoted or have their salary reduced and will receive on-the-job training. If they fail twice consecutively, the Company shall have the right to terminate the labor contract according to law.
3.3.3 对绩效考核结果不满意或受到书面警告、以上行政处分的职工,或在换岗后发现不称职、犯有错误的职工,可以给予降级或者减薪处分,并接受在职培训。连续两次不予履行的,公司有权依法解除劳动合同。
3.4 Cancellation and Termination of Labor Contract
3.4 劳动合同的解除和终止
3.4.1 The labor contract signed between the Company and our employees shall become legally valid since the date of signature. Such contract may be canceled through mutual agreement. Employees who wish to cancel such contract must submit a written notice to the Company 30 days in advance, with special provisions for key positions. During the probation period, employees must submit the written notice 3 days in advance. If any employee has more than two weeks of annual leave, he or she should give a notice in advance and retain a sufficient period of time for handover.
3.4.1 公司与我公司员工签订的劳动合同 自签订之日起具有法律效力。 此类合同可以通过双方协议取消。员工如需解除合同,必须提前30天向公司提交书面通知,并对关键岗位有特殊规定。在试用期内,员工必须 提前 3 天提交书面通知。如果任何员工有超过两周的年假,他或她应提前发出通知,并留出足够的时间进行交接。
3.4.2 The Company may cancel the labor contract by giving 30 days’ prior written notice or by paying an additional month’s salary under the following circumstances:
3.4. 2 有下列情形之一的,公司可以 提前30日 书面通知或者额外支付一个月的工资来解除劳动合同:
3.4.2.1 The employee, after completing the prescribed period of medical treatment for an illness or non-work-related injury, is unable to take up his or her original job or any work arranged by the Company.
3.4.2.1 劳动者因疾病或非工伤病服完规定的医疗期满后,不能从事原有的工作或者 公司安排的任何工作。
3.4.2.2 The objective conditions taken as the basis for the conclusion of the labor contract have changed so greatly that the original labor contract cannot be carried out, and no agreement on modification of the labor contract can be reached through consultation by the Company and the employee;
3.4.2.2 作为订立劳动合同依据的客观条件发生较大变化,致使原劳动合同无法履行,公司与劳动者协商不能就变更劳动合同达成一致意见的;
3.4.2.3 The employee is unqualified for his work and remains unqualified even after receiving a training or after readjusting the work position;
3.4.2.3 劳动者不具备工作资格,即使接受培训或调整工作岗位后仍不具备工作资格的;
3.4.3 If an employee is under any of the following circumstances, the Company may cancel the labor contract with him or her according to relevant legal provisions;
3.4.3、劳动者有下列情形之一的,公司可以依据有关法律规定解除与劳动者的劳动合同;
3.4.3.1 Having been proved not up to the requirements for recruitment during the probation period;
3.4.3.1 试用期内经证明不符合录用条件的;
3.4.3.2 Having seriously violated labor discipline or rules and regulations of the Company;
3.4.3.2 严重违反劳动纪律或公司各项规章制度的;
3.4.3.3 Having caused great losses to the Company through gross neglect of duty or malpractice for personal gains;
3.4.3.3 因严重失职或以私利为私舞弊,给公司造成重大损失的;
3.4.3.4 Having been investigated for criminal responsibility in accordance with the law;
3.4.3.4 已被依法追究刑事责任的;
3.4.3.5 Signing or causing changes to the contract by means of fraud or coercion;
3.4.3.5 以欺诈、胁迫等手段签订合同或者导致合同变更的;
3.4.3.6 Engaging in dual employment or refusing to correct behaviors that affects their work without approval by the Company;
3.4.3.6 未经公司批准,从事双重雇佣或拒不改正影响其工作的行为的;
3.4.4 Resignation
3.4.4 辞职
3.4.4.1 Employees should immediately return all properties of the Company upon resignation, including but not limited to tangible materials and the Company’s information assets such as computers, mobile phones, building access cards, keys, business cards, and electronic storage devices.
3.4.4.1 员工辞职后应立即归还公司的一切财产,包括但不限于有形材料和公司的信息资产,如电脑、手机、建筑物门禁卡、钥匙、商务卡、电子存储设备等。
3.4.4.2 Employees must not copy any company data upon resignation.
3.4.4. 2 员工离职时不得复制任何公司资料。
3.4.4.3 Employees must not disclose any non-public information of the Company after resignation
3.4.4.3 员工离职后不得泄露公司的任何非公开信息 .
Failure to comply these provisions may result in serious civil or criminal penalties.
不遵守这些规定可能会导致严重的民事或刑事处罚。
3.4.4 The cancellation and termination of a service agreement shall be subject to the terms of such agreement.
3.4.4 服务协议的解除和终止应受该协议的条款的约束。
3.4.5 The retirement age is 60 for male employees and 50 for female employees (55 for female department managers and higher ranks). If there is any change to the national policies on retirement age, the latest national regulations shall be followed.
3.4. 5 男性员工的退休年龄为60岁,女性员工的退休年龄为50岁(女性部门经理及以上职级为55岁)。如果国家关于退休年龄的政策有任何变化,将按照最新的国家规定执行。
3.5 Labor Disputes
3.5 劳动争议
Labor disputes between the Company and employees should be resolved according to the procedures specified in the Labor Law of the People’s Republic of China and the Regulations on the Handling of Enterprise Labor Disputes of the People’s Republic of China
公司与劳动者之间的劳动争议,应当按照《中华人民共和国劳动法》和《中华人民共和国企业劳动争议处理条例》规定的程序解决 .
4. Training Management
4.培训管理
4.1 Onboarding Training, please refer to 2.2
4.1 入职培训,请参考 2.2
4.2 Professional Training
4.2 专业培训
4.2.1 For training in special professional domains, employees must submit an application in advance.
4.2.1 对于特殊专业领域的培训,员工必须提前提交申请。
4.2.2 Rules for leave during training
4.2.2 培训期间休假规定
Number of Days | Lower Ranks | Managers | Directors or Higher Ranks |
If the cumulative hours are ≤3 days for a training course | A written application must be submitted 3 working days in advance and obtain approvals from the HR Department, the supervisor, and the department head | A written application must be submitted 3 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director | A written application must be submitted 3 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, the Executive Director, the President and the Board Chairman |
If the cumulative hours are >3 days for a training course | A written application must be submitted 7 working days in advance and obtain approvals from the HR Department, the supervisor, the department head, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director | A written application must be submitted 7 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director | A written application must be submitted 7 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, the Executive Director, the President and the Board Chairman |
4.3 Agreement for Service Period
4.3 服务期限协议
Employees who have received any training paid by the Company must comply with the Company’s rules on the agreement for service period.
接受过公司支付的任何培训的员工必须遵守公司关于服务期限协议的规定。
5. Working Hours, Overtime and Compensatory Leave
5. 工作时间、加班和补休
5.1 Working Hours
5.1 工作时间
5.1.1 Employees shall exercise a standard working hours system of 40 hours per week excluding legal holidays, pursuant to relevant national regulations.
5.1.1 按照国家有关规定,员工实行每周40小时(法定节假日除外)的标准工时制度。
5.1.2 Work and lunch hours are arranged according to the position’s job requirements, with a one-hour lunch break to ensure normal operation.
5.1.2 工作时间和午餐时间按岗位工作要求安排,有一小时午休时间,保证正常运转。
5.1.3 The Company does not encourage overtime work, but employees should make reasonable arrangements to complete their work.
5.1.3 公司不鼓励加班,但员工应合理安排完成工作。
5.2 Overtime
5.2 加班
5.2.1 Scope of application
5.2.1 适用范围
5.2.1.1 Entertainment activities with clients, travel, annual meetings, voluntary training, and team-building activities beyond working hours shall not be considered as work overtime.
5.2.1.1 在工作时间以外与客户进行的娱乐活动、旅游、年会、义务培训、团队建设活动等,不得 视为加班。
5.2.1.2 Extended working hours without application shall not be counted as overtime hours
5.2.1.2 未经申请的延长工作时间 不计入加班时间.
5.2.1.3 This clause applies to all employees except those with irregular working hours.
5.2.1.3 本条款适用于除工作时间不规律的雇员以外的所有雇员。
5.2.1.4 Employees signing separate agreements with the Company on overtime shall follow such agreements.
5.2.1.4 与公司签订单独加班协议的员工,应遵守该协议。
5.2.2 Application and calculation of overtime hours
5.2. 2 加班时间的申请和计算
The following paragraphs shall apply only to employees with standard working hours, excluding those with comprehensive working hours and irregular working hours (overtime hours for those with comprehensive working hours shall be settled in monthly salaries according to relevant regulations).
本款规定仅适用于标准工作时间的劳动者,不包括实行全面工作时间和不规律劳动时间的劳动者(实行全面劳动时间劳动者的加班时间 ,按有关规定按月工资结算)。
5.2.2.1 Overtime must be applied for in advance and approved by the department manager and the HR Department. There will be no overtime hours counted for employees paid by commission. If it is necessary to work overtime for special needs, it must be applied for one day in advance; the Property Management Department must apply two days in advance for approval. In case of emergencies, procedures must be completed within two days after the overtime.
5.2.2.1 加班必须事先提出申请,并经部门经理和 人力资源部批准。 通过佣金支付的雇员将不计算加班时间。因特殊需要需要加班的,必须提前一天提出申请;物业管理部门必须提前两天申请审批。 如遇紧急情况,必须在加班后两天内办理手续。
5.2.2.2 Working overtime or being on duty by employees below the manager level must be approved by the supervisor, the department head, the HR Department, the Director of Comprehensive Corporate Services, or the General Manager of Property Services. Working overtime or being on duty by department heads must be approved by the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, or the Executive Director. Working overtime or being on duty by directors and higher-rank employees must be approved by the HR Department, the Director of Comprehensive Corporate Services, the Executive Director, or the President.
5.2.2.2 经理级以下员工 整班上班或 值班,必须经上级、部门负责人、 人力资源部、企业综合服务总监或物业服务总经理批准。 部门负责人加班、值班,须经人力资源部、 企业综合服务部总监、物业服务总经理或 执行董事批准。 董事及以上职级员工加班、值班,须经人事部、企业综合服务部主任、 执行董事或 总裁批准。
5.2.2.3 In principle, a compensatory leave must be arranged for all overtime, and failing to do so under special circumstances, the overtime pay will be paid according to relevant national regulations upon special approval by the Company
5.2. 2.3 原则上,凡是加班必须安排补休,特殊情况下不能安排的 ,经公司特别批准,按国家有关规定支付加班费 .
5.2.2.4 In case of compensatory leave, the overtime hours shall be counted after one hour, in half-hour increments. An overtime of less than half an hour shall not be counted, and that exceeding half an hour but less than an hour shall be counted as half an hour.
5.2.2.4 在请假的情况下,加班时间应在一小时后计算,以半小时为增量。逾半小时以上的,不 计算在内,超过半小时不满一小时的,按半小时计算。
5.2.2.5 Any overtime work past 22:00 PM qualifies for a reimbursement of taxi fare, which will be reimbursed by the HR and Administration Department after verification. Any overtime for continuous 9 hours will be entitled to a meal allowance and one hour of mealtime must be deducted. The meal allowance for overtime work will be paid in combination with the salary in the overtime month, as the relevant rules on meal standards as specified by the Company and the Property Management Department
5.2.2.5 晚上 22:00 以后的任何非正班时间均有资格报销出租车费用,经核实后由人力资源和行政部门报销。 连续加班9小时的,可领取餐费补贴,且必须扣除1小时的用餐时间。加班餐补助金与加班月份的工资一并支付,按照工监会和物业管理部门规定的有关餐食标准规定支付.
5.2.3 Refer to the SGB Leave & Overtime Application Approval Procedures (Annex 6) for details about the application approval procedures for overtime work.
5.2.3 有关加班工作申请批准程序的详细信息,请参阅SGB休假和加班申请审批程序(附件6)。
5.3 Compensatory leave
5.3 补偿假
5.3.1 The compensatory leave shall not be less than one hour if the Company has arranged employees to work overtime outside standard working hours and such overtime can be exchanged for a compensatory leave. See Clause 6.9 for details about the leave procedures
5.3.1 如公司安排员工在标准工作时间以外加班,补休时间不得少于一小时,且该加班时间可以换取补休。 有关休假程序的详细信息,请参阅第 6.9 条 .
5.3.2 Employees must take their compensatory leave within three months. The Company shall have the right to make arrangements for this. If employees refuse the arrangements and continue working, it is considered that they have taken the compensatory leave
5.3.2 员工必须在三个月内休 补休。公司有权对此作出安排。如果员工拒绝接受安排并继续工作,则视为他们已放了补假.
6. Leaves
6.叶
6.1 Annual Leave
6.1 年假
6.1.1 This policy applies to employees who have established a labor or service relationship with the Company (service employees can only enjoy benefit annual leave) as well as dispatched employees. It also does not apply to interns, outsourced personnel, or employees with less than one year of cumulative service.
6.1.1 本政策适用于与公司已建立劳动或服务关系的员工(服务性员工只能享受福利年休假)以及派遣员工。 它也不适用于实习生、外包人员或累计服务少于一年的员工。
6.1.2 Period for the calculation of annual leave: From January 1 to December 31, with national holidays subject to relevant national regulations.
6.1.2 年休假 计算期限:1月1日至12月31日,国家法定节假日按 国家有关规定执行。
6.1.3 Calculations of days of annual leave
6.1.3 年假天数的计算
Year of services at the Company 在公司工作年限 Days of annual leave Total years of service | 1≦x<5 | 5≦x<10 | 10≦x<15 | ≧15 |
1≦x<10 | 5 days of statutory annual leave and 1 day of benefit annual leave | 5 days of statutory annual leave and 2 days of benefit annual leave | --- | --- |
10≦x<20 | 10 days of statutory annual leave and 1 day of benefit annual leave | 10 days of statutory annual leave and 2 days of benefit annual leave | 10 days of statutory annual leave and 3 days of benefit annual leave | 10 days of statutory annual leave and 5 days of benefit annual leave |
≧20 | 15 days of statutory annual leave and 1 day of benefit annual leave | 15 days of statutory annual leave and 2 days of benefit annual leave | 15 days of statutory annual leave and 3 days of benefit annual leave | 15 days of statutory annual leave and 5 days of benefit annual leave |
6.1.3.1 In January every year, the number of days of annual leave for the year will be determined, and employees’ total years of service and years of service at the Company will be calculated as of January 1.
6.1.3.1 每年1月,确定当年年休假天数,计算员工总工龄和在公社工龄年限截至 1 月 1 日。
6.1.3.2 Newly hired or resigning employees’ annual leave shall be prorated according to the number of days in service in the year, and any period less than one day shall not be counted. It shall be calculated by the following methods
6.1.3.2 新聘用或离职员工的年休假,按当年 服务天数和任何时期按比例分配不足一日不 计算在内。 按下列方法计算:
Actual number of days of statutory annual leave for the year = number of days of
当年法定年假 实际天数 =
statutory annual leave / 365 * actual calendar days in service
法定年假 / 365 * 实际在职日历日
Actual number of days of benefit annual leave for the year = number of days of
当年实际享受福利年休假天数=当年实际受益年休假天数
benefit annual leave / 365 * actual calendar days in service
福利年假 / 365 * 实际在职日历天数
6.1.3.3 The total years of service shall be verified pursuant to the employee’s Labor Manual, pension payment certificate, or a termination certificate from the previous employer. Employees unable to provide such documents shall be deemed to have waived this period of service.
6.1.3.3 应根据劳动者的劳动手册、养老金支付证明或原雇主出具的解雇证明 核实总工龄。员工无法提供此类文件,将被视为放弃此服务期限。
6.1.4 Principles of use
6.1.4 使用原则
6.1.4.1 The minimum unit for using annual leave is 0.5 days, i.e., 4 hours for regular shifts and 6 hours for rotating shifts.
6.1.4.1 使用年假的最低单位为0.5天,即正常轮班为4小时,轮班为6小时。
6.1.4.2 The Company shall have the right to arrange employees’ use of annual leave. Employees who do not comply with the Company’s leave arrangement and continue to work, or who have been approved for annual leave but do not use it for personal reasons, will be considered to have taken their annual leave. If the period applied by an employee for annual leave is in conflict with his or her work arrangements, the Company can reschedule the leave.
6.1.4.2 公司 有权安排员工使用年假。员工不遵守公司休假安排继续工作,或已获准休年假但因个人原因未使用的员工,视为已放年假。如果 员工申请的年假 期限与其工作安排相冲突 ,公司可以重新安排休假时间。
6.1.4.3 Employees should proactively apply for annual leave according to the situation of work, and use the statutory annual leave first. Annual leave must be used within the year. If no annual leave can be taken within the year due to work needs, the statutory annual leave can be carried over to the first quarter of the next year; however, the benefit annual leave that is not used within the year cannot be carried over and will be forfeited without compensation.
6.1.4. 3 员工应根据工作情况积极申请年休假 , 并优先使用法定年休假。年假必须在年内使用。如年内因工作需要不能休年假的, 法定年休假可以结转至下一年第一季度; 但是,一年内未使用的福利年假不能结转,并将无偿没收。
6.1.4.4 When an employee resigns, the Company shall have the right to decide whether to pay for unused annual leave or offset it against the number of days notified in advance.
6.1.4.4 当员工离职时,公司有权决定是否支付未使用的年假或从提前通知的天数中抵销。
6.1.4.5 Employees having signed a labor contract can enjoy both statutory and benefit annual leave; and employees having signed a service contract can enjoy 5 days of benefit annual leave.
6.1.4.5 签订了劳动合同的职工,可以享受 法定年休假和福利年休假; 签订服务合同的员工 ,可享受5天的福利年休假。
6.1.5 Employees with cumulative sick leave exceeding relevant national regulations cannot enjoy annual leave for the year.
6.1. 5 累计病假超过国家有关规定的职工,不能享受当年年休假。
6.2 Sick Leave and Medical Treatment Period
6.2 病假及就医期间
6.2.1 A sick leave must be accompanied by a sick leave certificate (issued by a designated hospital within the medical insurance coverage or an emergency hospital). The HR and Administration Department shall have the right to verify the certificate. The Company may require additional supporting documents upon approval of the application for sick leave, such as medical records, lab reports, examination reports, hospitalization certificates, receipts of registration fees, and medical bills. The Company will take necessary confidentiality measures for protection personal privacy (if necessary)
6.2. 1 请病假必须附有病假证明书(由医疗保险范围内的指定医院或急救医院出具)。人力资源和行政部门有权对证书进行验证。在批准病假申请后,公司可能会要求提供额外的证明文件 ,例如病历、实验室报告、检查报告、住院证明、 注册费收据和医疗账单。公司将采取必要的保密措施保护 个人隐私(如有必要).
6.2.2 If an employee continuously applies for sick leave exceeding two weeks, or if the Company has doubts or objections to the submitted documents, the Company may require the employee to provide additional documents or have a re-examination at the hospital designated by the Company
6.2.2 如员工连续申请病假超过两周,或公司对提交的文件有疑问或异议,公司可以要求员工提供补充文件或到公司指定的医院复查 .
6.2.3 The sick leave certificate must specify the details about the disease, which must meet the conditions for sick leave. If the reason for sick leave is unreasonable or just for personal rest, the Company shall have the right to reject the sick leave application.
6.2.3 病假证明书必须写明疾病的详细情况,必须符合 病假条件。如果病假理由不合理或仅为个人休息,公司有权拒绝病假申请。
6.2.4 Any sick leave exceeding 10 consecutive working days requires approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, the Executive Director, and the President and must not exceed the medical treatment period specified by Shanghai municipality
6.2. 4 请假超过连续10个工作日的,须经人力资源部、企业综合服务部主任、物业服务部总经理、执行董事、总裁批准,且不得超过上海市规定的医疗救治期 .
6.2.5 The medical treatment period shall be subject to relevant national regulations. If an employee cannot return to work after the medical treatment period, the Company shall have the right to terminate the labor contract according to relevant regulations.
6.2.5 就医期限 按国家有关规定执行。劳动者医疗期满仍不能返回工作岗位的,公司有权按照有关规定解除劳动合同。
6.2.6 Salaries during the medical treatment period shall be paid according to relevant national regulations.
6.2.6 医疗期间的工资按照国家有关规定支付。
6.3 Official Leave
6.3 公务休假
6.3.1 For business travels (excluding temporary arrangements), an application must be reported to the immediate superior 3 days (included) in advance with related notices or letters. For details about the application procedures of official leave, please refer to 6.10.1.
6.3.1 因公务需要(不含临时安排)的,必须提前3日或3天(含)向上级机关报告申请,并附上相关通知或函件。有关公务休假申请程序的详情, 请参阅6.10.1。
6.4 Personal Leave
6.4 事假
6.4.1 The minimum unit for personal leave shall be half a day. Generally, a personal leave should not exceed 40 hours (included) at a time. In special circumstances, approval from the HR Department, the Department Head, the Director of Comprehensive Corporate Services, the Executive Director, and the President. The Company shall have the right to decide whether to approve the leave.
6.4.1 事假的最低单位为半天。一般来说, 事假一次不应超过 40 小时(包括教育)。特殊情况下,经人力资源部、部门负责人、企业综合服务部主任、执行董事、总裁批准。 公司有权决定是否批准休假。
6.4.2 The order of deductions for personal leave shall be compensatory leave, statutory annual leave, and benefit annual leave. If no leave is available, a full day’s salary and allowances will be deducted for the personal leave day.
6.4.2 事假的扣除顺序为补休、法定年假和福利年假。如无休假,则在事假当天扣除一整天的工资和津贴。
6.4.3 In case of emergencies, employees can report to the immediate superior and the HR and Administration Department on the same day and obtain approval, provided that the leave application must be submitted within one day after returning to work.
6.4.3 如遇突发事件,员工可在当天向直属上级和人力资源行政部报告并获得批准,但必须在返回工作岗位后一天内提交休假申请。
6.5 Marriage Leave
6.5 婚假
6.5.1 Employees who obtain a marriage certificate while working at the Company can take a marriage leave within one year according to relevant national regulations.
6.5.1 员工在公司工作期间取得结婚证的,可以 按照国家有关规定在一年内休婚假。
6.5.2 The marriage leave can be taken up to two times. An application must be submitted to the Company two weeks in advance for approval, and the HR and Administration Department shall have the right to verify the marriage certificate
6.5.2 临时休假最多可以休两次。申请必须提前两周提交给公司 以获得批准,人力资源和行政部门有权验证结婚证书.
6.6 Bereavement Leave
6.6 丧假
6.6.1 Employees are entitled to 3 days of bereavement leave for the death of a parent, child, spouse, or parent-in-law, and 1 day for the death of a grandparent, grandparent-in-law, or sibling. The bereavement leave must be used within one month. The Company reserves the right to withhold allowances during the bereavement leave. The bereavement leave cannot be extended if it coincides with weekends.
6.6.1 员工父母、子女、配偶或岳父母去世,有权享受丧假 3 天,祖父母、祖父母、外祖父母或兄弟姐妹死亡,享受 1 天的丧假。 休假必须在一个月内使用。公司保留在丧假期间扣留津贴的权利 。 如果假期恰逢周末,则不能延长休假。
6.6.2 After taking the bereavement leave, employees must handle leave procedures and submit relevant death certificates to the Company for record.
6.6.2 员工休 完丧假后,必须办理请假手续,并向公司提交相关死亡证明备案。
6.7 Prenatal Examination Leave, Maternity Leave, Childbirth Leave and Paternity Leave
6.7 产前检查假、产假、产假、侍产假
6.7.1 Women employees must present a pregnant woman contact manual issued by centers for women’s health care in Shanghai and records from the prenatal examination day to apply for the paid prenatal examination leave and maternity leave.
6.7.1 女职工必须出示上海市妇女保健中心出具的孕产妇接触手册和产前检查当天的病历,申请 带薪产前检查假和产假。
6.7.2 When applying for a maternity leave, women employees must promptly provide the hospital discharge summary and the child’s birth certificate to confirm the number of days of maternity leave and the start and end dates
6.7.2 女职工申请 产假时, 必须及时提供出院小结和孩子的出生证明,确认产假天数 和起止日期.
6.7.3 In addition to the documents for application of the maternity leave, women employees must also provide the marriage certificate.
6.7.3 除申请产假 的文件外,女职工还必须 提供 结婚证。
6.7.4 Men employees can apply for paternity leave within one month of the child’s birth, proven with the birth certificate and according to relevant national regulations.
6.7.4 员工可以在子女出生后一个月内申请陪产假,并须凭出生证明证明并符合国家有关规定。
6.7.5 The number of days of maternity and paternity leaves shall be subject to relevant national regulations and those of Shanghai municipality
6.7.5 法定休假和陪产假的天数按国家 有关规定和 上海市有关规定执行.
6.7.6 Salaries during the maternity and paternity leave shall be paid according to relevant national regulations.
6.7.6 休假期间的陪 产假 ,按国家有关规定支付。
6.7.7 The HR and Administration Department shall have the right to verify relevant documents
6.7.7 人力资源和行政部门有权对相关文件进行核实 .
6.8 Parental Leave
6.8 育儿假
6.8.1 Employees who comply with national laws and regulations regarding childbirth can enjoy 5 days of parental leave every year (which are calculated from the child’s birth date) until the child grows to 3 years old.
6.8.1 遵守国家有关生育法律、法规的员工,每年可享受育儿假5天 (自子女出生之日起计算),直至子女长到3岁为止。
6.8.2 The minimum unit for applying for the parental leave shall be half a day
6.8.2 申请育儿假的最低单位 为半天.
6.8.3 Employees applying for the parental leave must provide the child’s birth certificate, the marriage certificate and other documents.
6.8.3 申请 育儿假的员工必须提供子女的出生证明、结婚证等文件。
6.9 Work-related Injury Leave
6.9 工伤假
6.9.1 Employees injured at work should immediately seek treatment at a relevant hospital and report this incident to their department supervisor or manager, the HR and Administration Department, and the Company’s senior management (and the work-related injury should be identified according to relevant national regulations).
6.9.1 员工在工作中受伤,应立即到相关医院就诊,并向所在部门的主管或经理、人力资源和行政部以及公司高级管理层报告(并应查明工伤情况根据国家有关规定)。
6.9.2 Work-related injury or death shall be subject to relevant national regulations and the Company’s rules on labor protection.
6.9.2 工伤、死亡,适用国家有关规定和国家劳动保护委员会劳动保护规定。
6.10 Leave Application Procedures
6.10 休假申请程序
6.10.1 Leave Approvals
6.10.1 休假批准
Leave ≤3 days | Leave > 3 days | |
Lower Ranks | A written application must be submitted 3 working days in advance and obtain approvals from the HR Department, the supervisor, and the department head | A written application must be submitted 5 working days in advance and obtain approvals from the department manager, the HR Department, the supervisor, the department head, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director |
Managers | A written application must be submitted 3 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director | A written application must be submitted 5 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director |
Directors or Higher Ranks | A written application must be submitted 3 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, the Executive Director, the President and the Board Chairman | A written application must be submitted 5 working days in advance and obtain approvals from the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, the Executive Director, the President and the Board Chairman |
6.10.2 In case of emergencies or under unexpected situations where employees cannot submit a leave application in advance, they should notify their department head (the department head shall notify the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director) and the HR and Administration Department within one hour after the start of the workday by phone or verbal communication. The written application procedures must be completed within one working day upon returning to work.
6.10.2 如遇紧急情况或 员工无法提前提交请假申请的意外情况,应通知部门负责人(部门负责人应通知部门负责人。综合企业服务部主任、物业服务部总经理、执行董事)和人力资源行政部在工作日开始后一小时内通过电话或口头沟通方式进行。 申请 程序必须在返回工作岗位后的一个工作日内完成。
6.10.3 Failure to handle the leave procedures shall be considered absenteeism.
6.10.3 未办理 请假手续的,将视为旷工。
6.10.4 For details about the approval procedures of leave application, please refer to the SGB Leave & Overtime Application Approval Procedures (Annex 6)
6.10.4 有关休假申请 审批程序的详情,请参阅 《SGB休假及加班申请审批程序》(附件6).
Leave Allowances
休假津贴
For leaves other than annual leave, compensatory leave, and official leave, the meal allowances and communication fees shall be proportionally deducted for the month
除年休假、休补假、公务休假 以外的休假,按比例扣除当月的餐补、通讯费等费用.
7. Labor Discipline
7.劳动纪律
7.1 Attendance Discipline
7.1 考勤纪律
7.1.1 Employees must adhere to designated working hours and attendance rules, avoiding unauthorized absences, early departures, outings, or wandering to other departments or areas. After work, employees should not remain in the workplace without a work-related reason.
7.1.1 员工必须遵守指定的工作时间和出勤规则,避免擅自缺勤、提前离职、外出或徘徊到其他部门或区域。下班后,员工不应在没有与工作有关的原因的情况下留在工作场所。
7.1.2 Punch-in for others, altering or falsifying attendance records, or deliberately damaging attendance equipment shall be considered as a severe violation of labor discipline and will be penalized according to the Company’s relevant rules
7.1.2 他人打卡、涂改、伪造考勤记录,或故意损坏考勤设备的,将视为 严重违反劳动纪律的行为,将按照劳动监会的有关规定给予处罚.
7.1.3 Leaving the post or being absent during working hours without direct superior’s approval, absence from training, application for leave without justified reason, or provision of false or forged documents to unjustly obtain leave or not returning to work upon expiry of the leave period and without a reasonable explanation will be treated as absenteeism.
7.1.3 未经上级直接批准擅自离职、在工作时间旷工、旷课、无正当理由请假、提供虚假、伪造证件以不正当取假的或者休假期满未返回工作岗位,且无合理解释的,将视为旷工。
7.1.4 Employees must not engage in non-work-related activities during working hours.
7.1.4 员工不得在工作时间内从事与工作无关的活动。
7.2 Outings
7.2 郊游
Employees who need to leave for work purposes must complete the outing application procedures beforehand, obtain supervisor’s signature for approval, and submit it to the HR Department. Employees must fill out an outing application form in advance and get the supervisor’s signature before leaving. If no outing application form is filled out, the outing will be offset as a personal leave. Cumulatively three times of not filling out the form will be considered as a disciplinary violation and handled according to the Company’s relevant rules.
员工因工作需要离职的,必须事先完成外出申请手续,经上级签字批准,并提交人事部。员工必须提前填写一份外出申请表,并在离职前获得主管的签名。如果 未填写外出申请表,则外出将作为事假抵消。 逾期三次不填写表格的,将视为违纪行为,按委员会有关规定处理。
7.3 Tardiness and Early Departure
7. 3 迟到和早退
7.3.1 Early departure shall be treated as tardiness.
7.3.1 提前离港视为迟到。
7.3.2 A deduction of RMB 30 will be made for each instance of tardiness within half an hour, and tardiness exceeding half an hour will be treated as a half-day leave.
7. 3.2 每迟到半小时,扣收人民币30元,迟到超过半小时 的,按半天休假处理。
7.3.3 Attendance can affect the results of performance evaluation, and severe tardiness will impact the salary adjustments and year-end bonuses.
7.3.3 考勤会影响绩效考核结果,严重迟到会影响调薪和年终奖发放。
7.4 Absenteeism
7.4 旷工
7.4.1 Absences with justified reasons shall treated as absenteeism.
7.4.1 有正当理由缺勤的,视为旷工。
7.4.2 Each day of absence without reason will result in the deduction of the day’s salaries and a written warning.
7.4.2 无故旷工的每一天,将扣除当日的工资和书面警告。
7.4.3 Any absence without reason for three consecutive days or three cumulative days during employment will result in the Company’s immediate termination of contract.
7.4. 3、在职期间连续三天或累计三天无故缺勤的,将导致公司立即终止合同。
8. Business Travel
8.商务旅行
8.1 Approval
8.1 批准
Employees must submit the reasons and plans of business travel for approval by the department head as well as the HR Department, the Director of Comprehensive Corporate Services, the General Manager of Property Services, and the Executive Director.
员工必须将出差原因和计划提交部门负责人以及人力资源部、企业综合服务部总监、物业服务总经理、执行董事批准。
8.2 Accommodation and Allowances
8.2 住宿和津贴
For details, please refer to the Company’s Rules for Business Travel (Annex 5).
详情请参阅本公司《商务旅行规则》(附件5)。
9. Remuneration and Benefits
9.薪酬福利
9.1 Contract Salary
9.1 合同工资
9.1.1 The salaries for all positions at the Company shall be determined according to labor contracts. A monthly remuneration shall consist of base salary and performance-related bonuses, which will be determined according to the coefficient specified by the Company after the monthly performance evaluation. The base salary shall be used as the basis for the calculation of holiday (excluding annual leave and compensatory leave) pay and overtime pay. For more details, please refer to the Monthly Performance Evaluation and Bonus Management System (Annex 4).
9.1.1 公司所有岗位的工资待遇按照劳动合同规定确定。 一、每月的薪酬包括基本工资和与绩效挂钩的奖金,奖金将根据公司在月度绩效考核后规定的系数确定。 法定节假日(不含年休假和补休)、工资和加班费的计算依据以基准工资为基准。 详情请参考《月度绩效考核与奖金管理制度》(附件4)。
9.1.2 Employees must keep their labor contracts and benefits confidential. Without company permission, it is strictly prohibited to disclose salary and benefits to internal employees, personnel of all related management companies engaged by the Company, or all the persons having business relations with the Company. Anyone who intentionally disclose his or her salary and benefits to external persons will be penalized according to the Company’s relevant rules
9.1.2 员工必须对自己的劳动合同和福利待遇保密。 未经公司许可,严禁向公司内部员工、公司聘用的各相关管理单位人员或与公司有业务关系的所有人员发放工资福利。 凡故意向外界透露其工资待遇的,将依职工委有关规定予以处罚 .
9.1.3 Employee’s personal income tax shall be paid according to relevant national regulations.
9.1.3 职工个人所得税按照 国家有关规定缴纳。
9.1.4 The payday shall be the end of each month, and may be advanced if it falls on a national holiday.
9.1.4 节 末为每月月底,如遇节假日,可提前发放。
9.2 Performance Evaluation
9.2 绩效评估
9.2.1 Performance evaluation, as a bidirectional communication process between the management and employees, can provide motivation for employees. Each employee must undergo at least one performance evaluation per annuum. Performance will also be evaluated at the end of the probation period and the contract term to determine whether to continue the employment. Performance evaluations can be conducted at any time if the employee or the department head wishes to discuss employees’ performance.
9.2.1 绩效评估作为 管理层与员工 之间的双向沟通过程,可以为员工提供激励。每位员工 每年必须至少接受一次绩效评估。 在试用期和合同期限结束时,还将对 绩效进行评估,以确定是否继续 雇佣。如果员工或 部门负责人希望讨论员工的绩效,可以随时进行绩效评估。
9.2.2 The HR and Administration Department shall send out the instructions and procedures of performance evaluation to department heads at the end of each year. Evaluations are typically conducted in December. Department heads shall carry out the evaluations per instructions and upon completion, submit them to the HR and Administration Department.
9.2.2 人力资源和行政部门应于每年年底向部门负责人发出 绩效评估的指示和程序。评估通常在 12 月进行。部门负责人应按照指示进行评估,评估完成后,将其提交给人力资源和行政部门。
9.2.3 The results of performance evaluation shall be used as the basis for determining employees’ performance-based pay, bonuses, contract renewals, and position adjustments. Evaluation forms will be filed in the employee’s work archives
9.2.3 绩效考核结果作为确定员工绩效工资、奖金、合同续签、岗位调整的依据。评估表将归档在员工的工作档案中.
9.3 Annual Salary Adjustment
9.3 年度工资调整
Employees must have worked for the Company for at least one year to be eligible for salary increases. Salaries are generally adjusted annually according to the Company’s business operations, market conditions, employee performance, and inflation rates. The Company shall have the right to decide the adjustment percentage and scope.
员工必须为公司工作至少一年才有资格获得加薪。工资通常每年根据 Company 的业务运营、市场状况、员工绩效和通货膨胀率进行调整。公司有权决定调整幅度和幅度。
9.4 Annual Bonus
9.4 年度奖金
9.4.1 The Company shall give annual bonuses to employees around the Chinese New Year, with amounts depending on their performance and the previous year’s business operations of the Company, as decided by the Board chairman.
9.4.1 公司应在农历新年前后向员工发放年度奖金,具体金额取决于员工的表现和公司上一年的业务经营情况,具体由董事长决定。
9.4.2 Bonuses shall be awarded to officially employed employees who have been registered on the payday and passed their probation period. The Company shall have the right to decide the bonus coefficient and distribution scope.
9.4.2 在发薪日登记并通过试用期的正式录用员工,应发放奖金。公司有权决定奖金系数和分配范围。
9.5 Annual Health Examination
9.5 年度健康体检
The Company will provide annual health examination for employees (excluding those who have joined the Company for less than a year). Missing the scheduled health examination will be considered a voluntary waiver by the employee.
公司将对员工 (不包括入职不满一年的员工)进行年度健康体检。错过预定的健康检查将被视为员工自愿放弃。
9.6 Commercial Medical Insurance
9.6 商业医疗保险
The Company purchases commercial medical insurance for employees. For details, please refer to relevant regulations.
公司为员工购买商业医疗保险。 详情请查看相关规定。
10. Code of Conduct
10. 行为准则
10.1 Environment
10.1 环境
10.1.1 Employees must keep their office desks, work space, and all the premises of the Company clean, without causing any damage or littering. The HR and Administration Department will conduct regular inspections and evaluations
10.1.1 员工必须保持 办公桌、工作空间和公司所有场所的清洁,不得造成任何损坏或乱扔垃圾。人力资源和行政部将定期进行检查和评估.
10.1.2 Employees shall not make loud noises or play music, videos, or games, etc. in the office area during working hours.
10.1.2 员工不得大声喧哗或播放音乐、视频、游戏等。 在工作时间内在办公区。
10.1.3 Always keep alert to unfavorable trend, and create a healthy and safe work environment for employees. Employees should avoid eating strong-smelling foods in the office, promptly dispose of food waste, and properly store personal snacks and items in the communal fridge. It is strictly prohibited to store flammable or explosive materials, use unsafe appliances, or park e-bikes (or batteries) in the office environment
10.1.3 时刻保持对不利趋势的警觉,为员工创造健康、安全的工作环境。 员工应避免在办公室内食用气味强烈的食物,及时处理食物垃圾,并将个人零食和物品妥善存放在公共冰箱中。 严禁在办公环境中放置易燃易爆物品、不安全的电器或停放电动自行车(或电池).
10.1.4 Employees should maintain good public and personal hygiene habits. In shared facilities like restrooms and showers, please conserve water and paper, care for public items, and keep the environment clean.
10.1.4 员工应保持良好的公共和个人卫生习惯。在洗手间和淋浴间等共用设施中,请节约用水和纸张,爱护公共物品,保持环境清洁。
10.1.5 Employees must report any damage to the office environment or related facilities and equipment to the Administration Department for timely repair and maintenance.
10.1.5 员工如对办公环境或相关设施设备造成损坏,必须 向A区 D部门报告,以便及时维修和保养。
10.1.6 Employees should not enter areas not related to his or her work (service) for non-work-related reasons.
10.1.6 员工不得因非工作原因进入与其工作(服务)无关的区域。
10.1.7 The employee leaving the office last must ensure that all electrical equipment have been safely closed and turned off, including power sources, doors, windows, lights, computers, and printers, and that the access control system is functioning properly.
10.1.7 最后 离开办公室的员工必须确保所有电气设备都已安全关闭和关闭,包括电源、门窗、灯、计算机和打印机,并且门禁系统正常运行适当地。
10.1.8 Employees should not bring valuable personal belongings or large amounts of cash into the Company to avoid unnecessary loss and should lock personal file cabinets after work. File cabinet doors should be closed when not in use even during working hours
10.1.8 员工不得将贵重个人财物或大量现金带入公司,以免造成不必要的损失,下班后应将个人文件柜上锁。即使在工作时间内,不使用时也应关闭文件柜门 .
10.1.9 Employees should receive visitors in the reception area. Usually, visitors should not enter the office area, but can do so under special circumstances when accompanied by an employee. Visitors should not stay in any area of the Company alone out of working hours.
10.1.9 员工应在接待区接待来访者。 通常,员工不应进入办公区域,但在特殊情况下,可以在员工的陪同下进入办公区域。访客不应在工作时间以外单独停留在公司 的任何区域。
10.1.10 To maximize the use of meeting rooms and facilities, employees should reserve them in advance through the HR and Administration Department. Cancellations of meeting for any reason should be notified as early as possible. After meeting, the cleaners should clean the meeting room and reset the desks and chairs. The HR and Administration Department shall be responsible for resetting and maintaining facilities.
10.1.10 为了最大限度地利用会议室和设施,员工应提前通过人力资源和行政 D 部门进行预订。因任何原因取消会议的,应尽早通知。会议结束后,清洁工应清洁会议室并重置桌椅。人力资源和行政 D部门应负责设施的重置和维护。
10.2 No Smoking and Alcohol Drinking
10.2 禁止吸烟和饮酒
Employees must adhere to the rules on no-smoking and are not allowed to smoke anywhere except in designated areas in the building. Employees must not work under the influence of alcohol or drink alcoholic beverages while on duty.
员工必须遵守禁烟规定,除建筑物内的指定区域外,不得在任何地方吸烟。员工不得在酒精影响下工作或 在值班期间饮用酒精饮料。
10.3 Conduct and Behaviors
10.3 行为和行为
10.3.1 Employees must be courteous in the workplace and refrain from using abusive language towards guests and colleagues.
10.3.1 员工在工作场所必须彬彬有礼,不得对客人和同事使用辱骂性语言。
10.3.2 Respect others and avoid any behavior that could be perceived as harassment, hostility, or disrespect.
10.3.2 尊重他人,避免任何可能被视为骚扰、敌意或不尊重的行为。
10.3.3 Treat others’ personal information and property in the same manner you expect for your own.
10.3.3 以您对自己的期望相同的方式对待他人的个人信息和财产。
10.4 Dress Code and Appearance
10.4 着装要求和外观
10.4.1 Employee appearance has a direct bearing on the Company’s business image and reputation. The following requirements must be abided by
10.4.1 员工的出现与公司的商业形象和声誉有直接关系。必须遵守以下要求 :
10.4.1.1 Women employees (Property Management Department)
10.4.1.1 女职工(物业管理部)
Must wear the standard uniform of the Company and keep it clean and tidy at all times, including proper wearing of ties and scarves
必须穿着公司的标准制服 ,并始终保持公司干净整洁,包括正确佩戴领带和围巾
Must always wear the name badge of the Company
必须始终佩戴公司的名牌
Keep hairstyles neat, and follow departmental guidelines for specific positions. Employees should not dye their hair with exaggerated colors or wear weird hair accessories
保持 h风罩整洁,并遵循特定职位的部门指南。员工不应用夸张的颜色染发或佩戴奇怪的发饰
Wear light makeups; no heavy makeup is allowed (nail polish should be clear or nude), and strong-scented cosmetics should be avoided.
穿轻便的 makeups; 不允许浓妆(指甲油应该是透明的或裸色的),应避免使用香味浓郁的化妆品。
Regularly trim and keep clean hair and nails; exaggerated nail designs are not allowed
定期修剪并保持空气和指甲的清洁;不允许夸张的指甲设计
Have no tattoos on visible skin when wearing uniform
穿着制服时,可见的皮肤上没有纹身
Wear black leather shoes with shiny surfaces; stockings should be made of flesh-colored or black silk material
穿表面有光泽的黑色皮鞋;丝袜应由肉色或黑色丝绸材料制成
Do not drink alcohol or eat strong-smelling foods before work
工作前不要 饮酒或吃气味强烈的食物
Observe the Regulations of Shanghai Municipality on Control of Smoking in Public Places, do not smoke during working hours, and maintain a clean appearance without the smell of smoke
遵守《上海市公共场所吸烟管理条例》,工作时间内不吸烟,保持外观整洁,无烟味
Properly keep uniforms of the Company. Replacement costs due to loss or damage (except normal wear and tear) shall be borne by the employee
P.全体员工应聘 人员。因丢失或损坏(正常磨损除外)而产生的更换费用将由员工承担
10.4.1.2 Men employees (Property Management Department)
10.4.1.2 男性雇员(物业管理部)
Must wear the standard uniform of the Company and keep it clean and tidy at all times, with the tie properly tied and snug at the collar
必须穿着公司的标准制服,并始终保持公司干净整洁,领带系好并紧贴衣领
Must always wear the name badge of the Company
必须始终佩戴公司的名牌
Keep hair short and neat, not covering the ears or rear collar, without weird hairstyles or exaggerated colors. Employees must shave before work and may not have beards or mustaches
保持头发短而整齐,不要遮住耳朵或后衣领,不要有奇怪的发型或夸张的颜色。员工上班前必须刮胡子,不得留胡须或小胡子
Regularly trim and keep clean hair and nails
定期修剪并保持头发和指甲的清洁
Have no tattoos on visible skin when wearing uniform
穿着制服时,可见的皮肤上没有纹身
Wear black leather shoes with shiny surfaces; socks should be black. Maintenance personnel must wear safety shoes
穿表面有光泽的黑色皮鞋;袜子应该是黑色的。维修人员必须穿安全鞋
Wear black belts with nothing hanging on the belt except walkie-talkies or tools of the Company, such as keys, cell phones, or pouches
穿着黑色短裤,腰带上除了对讲机或公司的工具,如钥匙、手机或袋子外,没有任何东西挂在腰带上
Do not drink alcohol or eat strong-smelling foods before work
工作前不要饮酒或吃气味强烈的食物
Observe the Regulations of Shanghai Municipality on Control of Smoking in Public Places, do not smoke during working hours, and maintain a clean appearance without the smell of smoke
遵守《上海市公共场所吸烟管理条例》,工作时间内不吸烟,保持外观整洁,无烟味
Properly keep uniforms of the Company. Replacement costs due to loss or damage (except normal wear and tear) shall be borne by the employee
妥善保管公司的制服。因丢失或损坏(正常磨损除外)而产生的更换费用应由员工承担
10.4.2 The remaining employee should observe the following requirements:
10.4.2 其余员工应遵守以下要求:
10.4.2.1 Women employees
10.4.2.1 女性员工
Business attire (skirts/trousers)
商务装(裙子/裤子)
Blouses (with collars or sleeves, no crop tops or backless tops)
衬衫(有领或有袖,无露脐上衣或露背上衣)
No sports and casual clothing
禁止运动和休闲服装
Long trousers (no split pants or jeans)
长裤(不可穿开衩裤或牛仔裤)
Dresses, skirts (with collars or sleeves, no mini-skirts)
连衣裙、裙子(有领或袖子,没有迷你裙)
Jackets (no denim or sports jackets)
夹克(不含牛仔裤或运动夹克)
Leather shoes, boots (no sandals, athletic shoes, open-toe, or open-heel shoes)
皮鞋、靴子(不得穿凉鞋、运动鞋、露趾鞋或露跟鞋)
10.4.2.2 Men employees
10.4.2.2 男性雇员
Suit set
西装套装
No sports and casual clothing
禁止运动和休闲服装
Shirts
衬衫
Long trousers
长裤
Ties
关系
Leather shoes (non-athletic)
皮鞋(非运动鞋)
10.5 The Company’s Properties
10.5 公司的财产
Employees should properly keep properties of the Company, such as laptops, portable hard drives, building access cards, and office cabinet keys. Replacement costs due to loss or damage (except normal wear and tear) shall be borne by the employee. The Company’s properties shall not be used for personal purposes. All properties of the Company must be returned upon resignation; failure to return them will incur compensation according to the Company’s rules.
员工应妥善保管 公司的财物,如笔记本电脑、便携式硬盘、建筑物门禁卡、办公柜钥匙等。因丢失或损坏(正常磨损除外)而产生的更换费用将由员工承担。 不得将公司的财产用于个人目的。 公司的所有 财产必须在辞职时归还;如不归还,将根据公司章程的规定进行赔偿。
10.6 Lost and Found
10.6 失物招领
Items found within the Company must be handed over to the Company immediately. If any valuable personal belongings are lost, employees should report to the HR and Administration Department immediately.
在公司内发现的物品必须立即交给公司。 如遗失贵重个人财物,员工应立即向人力资源和行政部报告。
10.7 Employee Lockers/Office Cabinets
10.7 员工储物柜/办公柜
10.7.1 Employee lockers are dedicated for storing their clothes and should not be used for storing food or other items and must be kept tidy
10.7.1 员工储物柜专门用于存放衣物,不应用于存放食物或其他物品,必须保持整洁;
10.7.2 Do not store valuables or cash in lockers/office cabinets; the Company will not be liable for any loss caused thereby (keys should be personally kept);
10.7.2 请勿将贵重物品或现金存放在储物柜/办公柜中;由此造成的 任何损失(钥匙应由本人保管)本公司概不负责;
10.7.3 In case of emergencies, department managers or relevant personnel shall have the right to inspect lockers in the presence and with the knowledge of the relevant employee;
10.7.3 在 紧急情况下,部门经理或有关人员有权在相关员工在场且知情的情况下检查储物柜;
10.7.4 Do not duplicate keys; report any loss immediately to the department (and to the HR and Administration Department by the Property Management Department), and follow the replacement procedures;
10. 7.4 不复制钥匙;如有遗失,应立即向部门报告(并由 物业管理部门报告给人力资源和行政部门),并按照更换程序进行更换;
10.8 ID Cards and Name Badges
10.8 身份证和名牌
10.8.1 The Company shall issue relevant ID cards and name badges to each employee. Badges must be worn when entering and working at the Bund Center. Department supervisors and relevant personnel of the HR and Administration Department shall have the right to inspect badges at any time.
10.8.1 公司应向每位员工发放相关身份证和名牌。进入外滩中心并在外滩中心工作时必须佩戴胸卡。部门主管及 人力资源、行政部相关人员 有权随时对胸卡进行检查。
10.8.2 Loss or theft of badges shall be reported to the department immediately, handle the replacement procedures and pay the relevant fees. Badges shall be returned to the HR and Administration Department of the company upon resignation, otherwise the corresponding costs will be deducted.
10.8.2 徽章丢失或被盗的,应立即向本部门报告,办理补发手续并 交纳相关费用。 二、离职时应将所属款项交还 公司人力资源、行政部,并扣除相应费用。
10.9 Response to Customer Complaints
10.9 应对客户投诉
10.9.1 All employees of the Property Management Department must take customer complaints seriously, listen carefully, and allow customers to speak freely, making improvements where necessary;
10.9.1 物业管理部全体员工必须认真对待顾客的投诉,认真倾听,允许顾客畅所欲言,必要时进行改进;
10.9.2 If a complaint cannot be resolved immediately, record the details in writing and promptly notify or forward it to the relevant department;
10.9.2 投诉不能立即解决的,以书面形式记录详细情况,并及时通知或转交有关部门;
10.9.3 All complaints, regardless of the degree of severity, must be addressed, with results and responses communicated to the customer;
10.9.3 所有投诉,无论严重程度如何,都必须得到解决,并将结果和回应传达给客户;
10.9.4 In complaint cases, records shall not be altered, destroyed, or falsified;
10. 9.4 在投诉案件中,不得涂改、毁损、变造文件;
10.9.5 Complaints, if lodged and verified, can be used as a basis for disciplinary actions against employees and clarification of facts; employees must cooperate with the Company during the investigations.
10.9.5 投诉投诉如果得到提出并核实,可以作为对员工采取纪律处分和澄清事实的依据;员工在调查期间必须与投诉委员会 合作。
11. Personal Information and Data Management
11. 个人信息和数据管理
11.1 Employees acknowledge and agree that before and during their employment with the Company, the Company may legally collect, store, use, and transfer their personal information within and outside of China for HR management, background checks, investigations, and other lawful employment/business-related purposes. The Company may share employees’ personal information lawfully with its affiliated companies or suppliers for benefits administration and HR management purposes. The collection of personal information shall be limited to only legal and relevant purposes, and the Company shall take all feasible measures to ensure the accuracy of personal information held by the Company. Employees should promptly report to the Company any changes in the personal information collected by the Company. The Company shall take all feasible measures to ensure information security, preventing unauthorized or accidental access or use of employees’ personal information by other means.
11.1 员工知悉并同意,在公司工作之前和期间,公司可以在中国境内外合法收集、存储、使用和传输他们的个人信息,用于人力资源管理、背景调查、调查和其他合法的就业/业务相关目的。公司可能会合法地与关联公司或供应商共享员工的个人信息,以用于福利管理和人力资源管理目的。 个人信息的收集 仅限于合法和相关目的,公司将采取一切可行的措施确保公司持有的个人信息的准确性。员工应及时向公司报告公司收集的个人信息发生变更的情况。公司将采取一切可行的措施确保信息安全,防止未经授权或意外地访问或通过其他方式使用员工的个人信息。
11.2 According to the needs and job requirements of the position, the Company will provide IT support and communication tools, technologies and applications to its employees. Such technologies shall include laptops, desktops, company-issued mobile phones, email, instant messaging, video, internet, teleconferencing, video conferencing, desktop sharing, application sharing, and other multimedia tools. The Company may monitor, read, record, or use any communication and data created, sent, or received using such equipment or software, and in this regard, employees should have no expectation of privacy.
11.2 根据岗位的需要和岗位要求,公司将为员工提供IT支持和通讯工具、技术、应用。此类技术应包括电子笔记本电脑、台式机、公司发行的移动电话、电子邮件、即时消息、视频、互联网、电话会议、视频会议、桌面共享、应用程序共享和其他多媒体工具。公司可以监控、读取、记录或使用使用此类设备或软件创建、发送或接收的任何通信和数据,在这方面,员工不应期望隐私。
11.3 Employees must comply with the Law of the People’s Republic of China on the Protection of Personal Information and the Company’s Compliance Guidelines for Personal Information Processing (Annex 2) when accessing to others’ personal information during his or her performance of duties. If the Company incurs any losses due to an employee’s violation of the aforesaid requirements, then the Company shall have the right to claim compensation and impose disciplinary actions against this employee according to the Company’s rules and regulations.
11.3 员工在访问他人个人信息 时,必须遵守《中华人民共和国个人信息保护法》和公司的《个人信息处理合规指南》(A nnex 2)在他或她履行职责期间。 如因员工 违反上述规定造成公司损失的,公司有权依照《公司法》要求赔偿并对员工采取纪律处分的规章制度。
12. Rewards and Penalties
12. 奖惩
12.1 Penalties over Violations
1 2.1 对违规行为的处罚
No. | Violations | Penalties | ||
Minor/Oral Warning | Moderate/Written Warning | Severe/Immediate Termination of Labor Contract | ||
1 | Frequent tardiness or early departures | Tardiness or early departures less than 10 minutes cumulatively for more than 4 times in a month | Tardiness or early departures for more than 30 minutes once after receiving a verbal warning |
|
2 | Failing to adhere to dress code requirements (incl. wearing name badges) within the designated time periods; failing to meet requirements for personal appearance (uniform, hair, beard, nails, belt, shoes, socks, makeup, breath, body odor, etc.). | Showing remorse and corrective behavior after education | Continuing to violate despite education |
|
3 | Smoking in non-smoking areas or using unauthorized electrical appliances, parking, or charging electric bikes (incl. batteries) in the office, or storing flammable/explosive materials in the office | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and committing another violation. | Causing a fire |
4 | Engaging in non-work-related activities during working hours, including but not limited to sleeping, chatting in groups, eating snacks, browsing unrelated websites, online chatting, playing PC games, watching short videos, watching online movies, reading unrelated books or magazines, or participating in unrelated activities | Showing remorse and corrective behavior after education, without impact | Having a bad impact, and committing another violation. | Having a significant impact |
5 | Making long-time personal phone calls during working hours without an emergency; using the Company’s phones for premium calls | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and making an impact |
|
6 | Failing to maintain a tidy desk and office environment, or deliberately damaging office equipment, or taking away office supplies (such as paper products, shower supplies, fragrances, etc.) without permission | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and making an impact |
|
7 | Be absent from training and meetings without justified reason | Showing remorse and corrective behavior after education, without impact | Making an impact |
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8 | Failing to respond to and handle special situations (such as repair requests, complaints, etc.) promptly; deliberately delaying job duties or failing to report and submit work results (incl. job-required duties, work logs, weekly and monthly reports, etc.) on schedule | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, or offending repeatedly |
|
9 | Using unauthorized personal wireless or wired network devices and storage devices during working hours | Having a minor impact | Having a significant impact, or offending repeatedly |
|
10 | Refusing to update or provide personal information | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and having an impact |
|
11 | Causing discord among colleagues with negative consequences or making malicious complaints (proven to be false upon investigation) | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and having an impact |
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12 | Being impolite to guests or colleagues during working hours (incl. quarrels, verbal abuse, physical conflicts, etc.) | Showing remorse and corrective behavior after education, having an impact but taking corrective actions promptly | Continuing to violate despite education, and having an adverse impact | Triggering physical conflicts |
13 | Causing damage or loss of the Company’s properties due to negligence or dereliction of duty (the Company reserves the right to claim compensation and impose corresponding penalties) | No impact, or causing a loss below RMB 1,000 | Having an impact or causing a loss from RMB 1,000 to 5,000 | Having a significant impact or causing a loss above RMB 5,000 |
14 | Property management employees using tenant facilities (elevators and restrooms at tenant floors, etc.) without the Company’s permission or against the Company’s rules | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and having an impact |
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15 | Failing to turn in found money or items to the Company for unified handling | The amount of money or items is less than RMB 500, showing remorse and corrective behavior after education, handing it over to the Company for unified handling, having an impact but taking corrective actions promptly | The amount of money or items is more than RMB 500, or continuing to violate despite education, and having an adverse impact | |
16 | Using the Company’s facilities and resources for personal matters | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and having an impact | Causing serious consequences |
17 | Entering restricted areas/places of the Company or allowing/leading non-employees into restricted areas without permission | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and having an impact | Causing serious consequences |
18 | Not arriving on time for assigned duty or post, leaving the post without permission, not fulfilling post duties, or attending to personal matters during working hours | Showing remorse and corrective behavior after education, without impact | Showing remorse and corrective behavior after education, having an impact but taking corrective actions promptly | Having a significant impact |
19 | Leaving the post without permission; the on-duty supervisor neglecting to supervise and inspect subordinates | Showing remorse and corrective behavior after education, without impact | Showing remorse and corrective behavior after education, having an impact but taking corrective actions promptly | Causing serious consequences |
20 | Not following the prescribed work processes, duties, rules regulations, and methods to perform and arrange work | No impact | Continuing to violate despite education, or offending repeatedly | Causing extremely serious consequences |
21 | Bad work and service attitude, poor department cooperation, failure to meet the Company’s requirements or being complained by other departments and clients (substantiated by facts) | Having a minor adverse impact | Having a seriously adverse impact | Having an extremely adverse impact |
22 | Refusing to follow the instructions and work arrangements of superiors without legitimate reasons; neglecting duties without reason, or failing to complete tasks assigned by superiors on time without justified reason | Showing remorse and corrective behavior after education, without impact | Continuing to violate despite education, and having an impact | Having a significant impact |
23 | Engaging in non-job-related activities or privately inquiring about the Company’s information unrelated to job duties without superior’s permission; unauthorized delegation of one’s job responsibilities to others | Showing remorse and corrective behavior after education, without impact | Having an impact | Having a significant impact |
24 | Disrupting the normal work order of the Company |
| Continuing to violate despite education, and offending repeatedly | Continuing to violate despite education, and having a significant impact |
25 | Falsifying attendance by having others punch in/out, altering or forging attendance records, or deliberately damaging attendance equipment |
| Showing remorse and corrective behavior after education | Continuing to violate despite education, and having a bad impact |
26 | Violating safety and work rules, hindering production and operations |
| No impact | Having a significant impact |
27 | Without permission, posting, altering, removing, or damaging notices and materials on the Company’s bulletin boards; relocating public property; blocking the Company’s surveillance cameras |
| No impact | Having a significant impact |
28 | Soliciting donations in any form in the workplace, distributing printed materials unrelated to the Company’s business, or selling personal items without permission |
| No impact | Having a significant impact |
29 | Unauthorized duplication of the Company’s and work-related keys, incl. those for desks, filing cabinets, and lockers; violating key management regulations by lending, discarding work-related keys, causing safety hazards |
| No impact | Having a significant impact |
30 | Negligence in work or failure to take preventive measures against foreseeable accidents, resulting in damage to public property (additional compensation for economic losses or legal risks may be imposed) |
| No impact | Having a significant impact |
31 | Providing false or inaccurate information to the Company, altering documents or forging files, affecting work |
| No impact | Having a significant impact |
32 | Being employed simultaneously by other companies or employers without written consent from the Company |
| Showing remorse and corrective behavior after education | Refusing to make correction |
33 | Providing false information affecting recruitment and employment, including but not limited to educational background, work experience, medical examination information, qualification certificates, salary proofs, etc. |
|
| Immediately |
34 | Using narcotics or drugs (the Company also reserves the right to report these matters to public security authorities) |
|
| Immediately |
35 | Drinking alcohol or alcoholic beverages during working hours, or poor work performance due to getting drunk |
|
| Immediately |
36 | Being absent without leave for three consecutive days or a total of three days during employment |
|
| Immediately |
37 | Claiming to be an employee in other companies without permission, causing damage to the Company’s reputation |
|
| Immediately |
38 | Failing to report accidents and injuries promptly |
|
| Immediately |
39 | Endangering, threatening, intimidating, or slandering superiors, colleagues, or anyone in the building |
|
| Immediately |
40 | Fighting or intentionally provoking fights, or engaging in gambling within the Company (the Company also reserves the right to report these matters to public security authorities) |
|
| Immediately |
41 | Corruption and cheating, embezzlement of the Company’s funds, bribery, soliciting or accepting bribes; socializing (incl. dining, entertainment, and travel) with suppliers without the Company’s permission, and accepting valuable items from suppliers (in serious cases, the Company reserves the right to report these matters to public security authorities); engaging in conflicts of interest with the Company |
|
| Immediately |
42 | Stealing, leaking, or damaging confidential information of the Company or other employees, or failing to maintain confidentiality according to relevant rules, leaking his or her own salaries and benefits, as well as the Company’s sensitive information such as financial, leasing, procurement, IT, legal contracts, and personnel information to internal employees, those of hired management companies, business partners of the Company, or external parties |
|
| Immediately (the Company will claim for the losses caused) |
43 | Theft of or intentional damage to properties of the Company (incl. other units and vacant units in the building) and colleagues |
|
| Compensate at the prices Immediately |
44 | Negligence causing major accidents |
|
| Immediately |
45 | Damaging the Company’s reputation and economic interests |
|
| Immediately |
46 | Disclosing the Company’s related information to the public without permission, incl. through newspapers, websites, social media such as Weibo, public accounts, WeChat Moments, and other information disclosure channels | No adverse impact | Having an adverse impact | |
47 | Violating the Company’s IT-related guidelines, or causing economic loss or adverse effects to the Company, including but not limited to collapse/damage of network system, leakage/loss of important data, etc. | No economic loss or adverse impact | Causing economic loss or adverse impact | Causing serious economic loss or adverse impact |
48 | Intentionally or through gross negligence leaking sensitive personal information obtained in the course of duty to outsiders (except as needed for duty) or using it for non-duty purposes | Having a minor impact | Causing economic loss or adverse impact | Causing serious economic loss or adverse impact |
49 | Participating in or organizing gambling or other illegal activities during working hours | Immediately | ||
50 | Abusing power for personal gains, violating the Company’s rules and regulations | No adverse impact | Having an adverse impact | |
51 | Severely violating socialist core values or the Company’s integrity principles | No adverse impact | Having an adverse impact | |
52 | Committing other violations with particularly severe circumstances or causing particularly serious adverse consequences, being criminally prosecuted or administratively detained by administrative authorities |
|
| Immediately |
12.2 Rewards
1 2.2 奖励
No. | Good Behaviors | Rewards | ||
Verbal Praise | Minor Merit | Major Merit | ||
1 | Showing enthusiasm and positive attitude in work, and receiving formal commendation from clients (with factual proof or commendation letters) | √ | √ | |
2 | Identifying accident hazards and taking promot measures to prevent major incidents | √ | √ | |
3 | Proposing reasonable suggestions that, upon implementation and evaluation, show significant results | √ | ||
4 | Strictly controlling expenses and saving costs for the Company | √ | √ | |
5 | Voluntarily taking on extra work tasks, or working overtime and beyond expectations in case of emergencies | √ | √ | |
6 | Reporting violations within the Company that, after verification, prove true and help restore the Company’s reputation or prevent economic losses | √ | √ | |
7 | Representing the Company in various competitions and skill contests, bringing honor to the Company | √ | √ | |
8 | Returning lost money or items | √ | √ | |
9 | Actively representing the Company in volunteer activities (such as voluntary blood donation) | √ | ||
10 | Acting bravely to protect properties of the country or the Company | √ | √ |
12.3 Execution
12.3 执行
The department must fill out and submit an application form, specifying the names of the employee, reasons for the reward, and other specific details. After approval by the Company, it will be used as a basis for performance rewards of such employee
该部门必须填写并提交一份申请表,具体说明员工的姓名、奖励原因以及其他具体细节。经公司批准后,将作为该员工绩效奖励的依据 .
13. Procedures of Disciplinary Actions, Appeals and Reporting to Audit Committee
13.纪律处分、上诉及向审计委员会汇报的程序
13.1 Any employee who violates the code of conduct in this Handbook will be subjected to disciplinary action, including even immediate dismissal for serious offenses. If national laws are violated, the matter will be handed over to the relevant judicial authorities.
1 3.1 任何违反 本手册中行为准则的员工都将受到纪律处分,甚至包括因严重违规立即解雇。如果违反国家法律,将移交有关司法机关处理。
13.2 The Company shall have the right to impose disciplinary actions against any employee for actions that violate national laws and regulations, the Company’s rules and policies, and written commitments and agreements, including immediate termination of contract without compensation. These actions will be recorded in the employee’s personal archives
1 3.2 公司 有权对违反国家法律法规、中国劳动总局规章制度、劳动合同制度、劳动合同等行为的员工采取纪律处分处分,包括立即终止合同而无偿。这些操作将记录在员工的个人档案中.
13.3 Types of Disciplinary Actions
13. 3 D学科 Actions 的类型
Verbal warning, written warning (valid for 36 months)
口头警告、书面警告(有效期为36个月)
Immediate termination (without compensation or severance pay)
立即终止(无补偿或遣散费)
13.4 Disciplinary Regulations
13.4 纪律处分规定
The violations listed in this Handbook are not exhaustive, but cover only a part of potential offenses. The Company’s other rules regulations and code of conduct, along with any revisions or additions thereto, shall automatically become part of the Company’s rules and regulations and must be strictly followed. The internal audit department will investigate violations of professional ethics, including but not limited to those mentioned in this Handbook.
本手册中列出的违规行为并非详尽无遗,仅涵盖潜在违规行为的一部分。公司的其他规则、规定和行为准则,以及其任何修订或补充,应自动成为公司规则和条例的一部分,并且必须是 严格遵守。内部稽核部门将对违反职业道德的行为进行调查,包括但不限于本手册中提及的那些行为。
13.5 Enforcement
13. 5 E加强
13.5.1 Disciplinary violations will result in the punishments of verbal warnings, written warnings, or immediate termination of contract
13.5. 1 有纪律处分的,给予口头警告、书面警告或者立即解除合同的处罚 .
13.5.2 Three verbal warnings will be equivalent to one written warning. Cumulative three written warnings will lead termination of contract without compensation.
13.5.2 三次口头警告相当于一次书面警告。 如果三次书面警告,将导致终止合同且不予赔偿。
13.5.3 Other disciplinary violations not specified in this Handbook will be handled with reference to the most similar provisions hereof
13.5.3 本手册中未载明的其他违纪违规行为,参照本手册最相似的规定 处理 .
13.5.4 For disciplinary violations causing economic losses to the Company, the Company will seek corresponding economic compensation in addition to disciplinary actions
13.5.4 对违纪行为造成公司经济损失的,公司除要求给予纪律处分外,还要求给予相应的经济赔偿。.
13.5.5 Department heads must complete an application form for disciplinary action against employees, detailing the reasons and relevant clauses for the disciplinary action, and report it through the appropriate channels. The employee punished disciplinarily must sign the form. If no appeal is submitted in writing to relevant departments within three days, it is considered accepted.
1 3.5.5 部门负责人必须填写《 对员工采取纪律处分申请表》,详细说明纪律处分的理由和有关条款,并通过适当渠道举报。受到纪律处分的员工必须在表格上签字。逾三日内未向有关部门提出书面申诉的,视为受理。
13.6 Appeal Procedure
13. 6 上诉程序
If an employee is dissatisfied with their work, they may appeal as follows:
如果员工对他们的工作不满意,他们可以提出以下上诉:
Employees can appeal to their immediate superior
员工可以向他们的直属上级提出申请.
If the immediate superior does not respond within three working days or if the employee is unsatisfied with the response and requests for a further appeal, he or she should submit a written appeal to the department head and copy it to the HR and Administration Department.
如果直属上级在三个工作日内未回复,或者员工对回复不满意并要求进一步申诉,他或她应向部门主管提交书面申诉,并将其 抄送人力资源部和行政部。
If the department head does not respond within three working days or if the employee is unsatisfied with the response and requests for a further appeal, he or she can submit it to the HR and Administration Department, which will coordinate with the relevant departments. If necessary, the appeal can be escalated to the authorized representative of the legal entity.
如果部门负责人在三个工作日内未回复,或者员工对回复不满意并要求进一步申诉,他或她可以将其提交给人力资源和行政部门,由人力资源和行政部门将与相关部门协调。如有必要,可以将上诉上报给法人的授权代表。
13.7 Audit Committee Reporting Procedure
1 3.7 审计委员会报告程序
Procedures for receiving, handling, and storing reports on financial, internal control, audit, and other matters:
接收、处理和存储财务报告、内部控制报告、审计报告和其他事项的程序:
13.7.1 Submission and receipt of reports
1 3.7.1 报告的提交和接收
13.7.1.1 Employees may report to their supervisor, the HR department, or CEO through normal work processes. The recipient must submit the report to the chair of the Audit Committee of the Company (“AC”) by mail. The mail should be sent to the Company’s AC, C/O the Company secretary, at 3 Shenton Way #17-07 Shenton House Singapore 068805.
1 3.7.1.1 员工可以通过正常的工作流程向其主管、人力资源部门或首席执行官报告。收件人必须通过邮寄方式将报告提交给公司审计委员会主席 。邮件应寄至公司的 AC,转交公司秘书,地址为 3 Shenton Way #17-07 Shenton House Singapore 068805。
13.7.1.2 The AC shall appoint an authorized person (hereinafter referred to as: “authorized person”) independent of the financial statements to handle the report according to the established procedures and the AC’s responsibilities, and assist the AC to deal with the report. The authorized person shall regularly report to the AC on the progress to ensure efficiency, accuracy, timeliness, confidentiality, protection of anonymity, as well as whether the validity conforms to the requirements.
1 3.7.1.2 审计委员会将委任一名独立于财务报表的授权人(以下简称:“被授权人”),按照既定程序和审计委员会的职责处理报告,并协助审计委员会处理报告。被授权人将定期向审计委员会报告进展情况,以确保效率、准确性、及时性、保密性、 匿名性以及有效性是否符合要求。
The reporting procedure must be communicated to all employees of the Company and its subsidiaries by means of public announcement
报告程序必须通过公告方式传达给公司及其子公司的所有员工.
13.7.2 Keeping of report records:
13.7.2 保存报告记录:
Report records shall the Company’s properties and must be kept
报告记录应符合委员会的职责,并且必须予以保存:
13.7.2.1 Pursuant to the document retention requirements under applicable laws and the Company’s rules
1 3.7.2.1 根据适用法律规定的文件保留要求和 Company 的规则;
13.7.2.2 With necessary security measures to ensure reporters’ confidentiality and anonymity (if applicable);
13.7.2.2 采取必要的安全措施,确保举报人的保密性和匿名性(如适用);
13.7.2.3 In a manner that maximizes their effectiveness in the Company’s overall reporting procedure.
13.7.2.3 以最大限度地提高公司整体报告程序的有效性的方式。
13.7.3 Responses to reporting
13.7.3 对报告的回应
13.7.3.1 All reports will be treated as confidential.
1 3.7.3.1 所有报告将被视为机密。
13.7.3.2 Although anonymous reporters may be informed that anonymity can reduce the investigation’s effectiveness, their information will remain confidential until they choose otherwise. An information exchange system will be designed to maintain anonymity of reporters
1 3.7.3.2 虽然匿名举报人可能会被告知匿名会降低调查的有效性,但他们的信息将保密,除非他们另有选择。将设计一个信息交换系统,以保持举报人的匿名性.
13.7.3.3 The authorized person shall report all received reports to the AC with preliminary assessment reports on the disposition of each report. The AC shall conduct assessments, investigations, and evaluations, or these actions should be done under the guidance of the AC. If deemed appropriate, the AC may hire independent consultants, such as lawyers and accountants independent of the Company’s auditors, at the Company’s expense.
13.7.3.3 被授权人应向审计委员会报告所有收到的报告,并就每份报告的处理情况提出初步评估报告。审计委员会将进行评估、调查和评估,或者这些行动应在 审计委员会的指导下进行。如果认为适当,审计委员会可以聘请独立顾问,例如独立于公司审计师的律师和会计师,费用由公司承担。
13.7.3.4 After the investigation and evaluation, the authorized person will report the penalty or remedy suggestions (if any) to the AC. The AC will submit appropriate dispositions to the board of directors or senior management of the Company for authorization or execution.
1 3.7.3.4 经调查评估后,被授权人将向审计委员会报告处罚或补救建议(如有)。审计委员会将 向公司 董事会或高级管理层提出适当的处分,以供授权或执行。
13.7.3.5 Any retaliation against good-faith reporters is strictly prohibited and will be immediately reported to the authorized person and the AC.
1 3.7.3.5 严禁对善意举报者进行任何报复行为,并立即向授权人和审计委员会报告。
14. Safety Code
14. 安全规范
14.1 Building Patrolling
1 4.1 建筑物巡逻
It will be executed according to specific rules and regulations of the Property Management Services Department.
会根据物业管理服务署的具体规章制度进行。
14.2 Security
1 4.2 安全
It will be executed according to specific rules and regulations of the Property Management Services Department.
将按照物业管理服务部的具体规章制度执行。
14.3 Safety
14.3 安全用品
14.3.1 Keep alert to fire and theft. If signs of an accident or unusual smells or sounds are detected, they must be immediately investigated, handled, and reported to relevant departments to eliminate hazards;
1 4.3. 1 对火灾和盗窃保持警惕。如发现有事故迹象或者异味、声音,必须立即调查处理,并向有关部门报告,消除隐患;
14.3.2 Before getting off work, carefully check and hand over tasks to ensure safety, and eliminate safety hazards to protect the workplace and guests’ life and property;
14.3.2 下班前,仔细检查和交接任务,确保安全,消除安全隐患,保护工作场所和客人的生命财产安全;
14.3.3 Any incidents/accidents occurring during working hours must be reported to superiors and the HR and Administration Department. Failure to report or concealment will be dealt with according to the Company’s relevant rules
14.3.3 在工作时间内发生的任何事件/事故必须向上级和人力资源和行政部门报告。对不报告或隐瞒的,将按照委员会的有关规定进行处理。.
14.3.4 If suspicious persons or illegal activities are discovered, they should be promptly stopped and reported to relevant departments;
14.3. 4.发现可疑人员或者违法行为的,应当及时制止,并向有关部门报告;
14.4 Contingencies and Emergencies
1 4.4 突发事件和紧急情况
14.4.1 In case of uncontrollable factors like traffic, if relevant proof can be provided, this will not be considered as tardiness by the Company.
1 4.4.1 如遇交通等不可控因素,如能提供相关证明,本公司不予视为迟到。
14.4.2 Severe weather (typhoon, rainstorm, snowstorm, lightning, fog, road icing): Red alerts may excuse attendance; orange alerts may excuse tardiness or early departure. Employees should follow specific notifications of the Company
1 4.4.2 恶劣天气(台风、暴雨、暴风雪、雷电、雾、路面结冰):红色警报可能是出勤的借口;橙色警报可能是迟到或提前离开的借口。员工应遵循公司的具体通知 .
14.4.3 Social events: Follow the government’s relevant regulations and the Company’s notifications.
1 4.4.3 社交活动:遵守政府的有关规定和中央政府的通知。
14.4.4 Other contingencies within the Company: Follow the Company’s notifications
1 4.4.4 公司内部的其他突发事件:遵循公司的通知.
14.4.5 In case of emergencies like typhoons, earthquakes, rainstorm, fire alarms, robberies, or elevator failures, follow the Company’s emergency response plans.
1 4.4.5 如遇台风、地震、暴雨、火警、抢劫、电梯故障等突发事件,应遵循公司的应急预案。
15 IT Security Guidelines
15 IT S安全准则
15.1 General
1 5.1 总则
15.1.1 The purchase, installation, and usage of IT equipment must be approved by the IT department.
1 5.1.1 IT设备的购置、安装、使用必须经IT部门批准。
15.1.2 Users must properly take care of and use PCs or other information devices of the Company. In case of theft, loss, or damage, please contact the IT department immediately.
15.1.2 用户必须妥善保管和使用本公司的个人电脑或其他信息设备。如果被盗、丢失或损坏,请立即联系 IT 部门。
15.1.3 When there is any change in the users of IT assets, the IT department must be contacted, and the configuration must be standardized before the equipment is reassigned. In case of exceptions, prior approval from the Company’s IT manager is required
15.1.3 当IT资产的用户数量发生任何变化时,必须与IT部门取得联系,并对设备进行标准化配置。 如有意外,需事先获得公司IT经理的批准.
15.1.4 Employees are not allowed to move PCs or other information devices of the Company without prior approval from their immediate superior and subsequent approval from the HR and Administration Department and the IT Department.
15.1.4 未经上级事先批准并经人力资源和行政部以及IT部门批准,员工不得移动公司的PC或其他信息设备。
15.1.5 Employees shall be prohibited from disassembling PC hardware. Users are not allowed to install unauthorized or non-work-related software.
15.1.5 禁止员工拆卸PC硬件。用户不得安装未经授权或与工作无关的软件。
15.1.6 To ensure the security and reliability of IT systems, the Company requires users to log in different system resources with account names and corresponding passwords.
15.1.6 为保证IT系统的安全性、可靠性,本公司要求用户使用账号名和相应的密码登录不同的系统资源。
15.1.7 PC accounts are unique identifiers for users and must not be shared with others.
15.1.7 PC 账户是用户的唯一标识符 ,不得与他人共享。
15.1.8 To ensure data security, the Company’s systems will require regular password changes. Please use complex passwords for better security.
15.1.8 为确保数据安全,中央政府系统将要求定期更改密码。 请使用复杂的密码以提高安全性。
15.1.9 It is forbidden to use the Company’s network to publish information that conflicts with laws and regulations.
15.1.9 禁止利用公司网络发布违反法律法规的信息。
15.1.10 It is forbidden to use the Company’s network to engage in unauthorized downloading activities.
15.1.10 禁止利用公司网络从事未经授权的下载活动。
15.1.11 Browsing public websites (via the Company’s network) is restricted to business or work needs. Browsing websites unrelated to business activities, watching online videos, or accessing websites with content involving pornography, racial discrimination, or violence is strictly prohibited.
15.1.11 浏览公共网站(通过公司的网络)仅限于业务或工作需要。严禁浏览与商业活动无关的网站、观看在线视频或访问含有色情、种族歧视、暴力内容的网站。
15.1.12 Emails related to the Company’s business should be conducted using the Company’s email accounts. Do not open unknown emails or links. Report suspicious emails to your direct manager and the IT Department immediately.
15.1.12 与 Company 业务相关的电子邮件 应使用 Company 的电子邮件帐户进行。不要打开未知的电子邮件或链接。立即向您的直接经理和 IT D 部门报告可疑电子邮件。
15.1.13 The Company reserves the right to monitor network browsing. Any violations will be subject to regulatory inquiries.
15.1.13 本公司保留监控网络浏览的权利。任何违规行为都将受到监管调查。
15.1.14 It is prohibited to disable antivirus software in the background.
15.1.14 禁止在后台禁用杀毒软件。
15.2 Data Confidentiality and Information Security Requirements
1 5.2 数据保密和信息安全要求
15.2.1 Confidential information accessible to employees during work must not be disclosed to unauthorized persons. Confidential information must be labeled and its storage and transmission must be encrypted.
1 5.2.1 员工在工作期间接触到的机密信息 不得透露给未经授权的人员。机密信息必须贴上标签,其存储和传输必须加密。
15.2.2 When temporarily leaving or not using a computer, always log off or lock the PC screen to prevent information leakage
15.2.2 暂时离开或不使用电脑时,务必注销或锁定电脑屏幕,以防信息泄露。.
15.2.3 Important data must be saved to the Company’s file server for backup to avoid data loss due to damage to the storage device used by the employee.
15.2.3 重要数据必须保存至公司档案服务器进行备份,以免因员工使用的存储设备损坏而造成数据丢失。
15.2.4 Unauthorized external information devices are not allowed to connect to the network of the Company. If external devices are needed for work, please follow the approval process and let the IT department handle the connection.
15.2.4 未经授权的外部信息设备不得连接到公司的网络。如果工作需要外部设备,请按照审批流程进行操作,并让 IT 部门处理连接。
15.2.5 Visitors are not allowed to access the Company’s intranet. There is a guest network available for their use.
15.2.5 V型企业不得访问公司内网。 有一个访客网络可供他们使用。
15.2.6 The use of unapproved online chat and data transmission tools on the network is prohibited by the Company
15.2.6 公司禁止在网络上使用未经批准的在线聊天和数据传输工具.
16. Validity, Amendments and Interpretation Right
16.效力、修改及解释权
16.1 This Employee Handbook shall take effect simultaneously with the labor contract. Signature on the labor contract shall represent the employee’s agreement to and compliance with all terms in the Employee Handbook.
1 6.1 《劳动合同》与劳动合同同时生效。 劳动者在劳动合同 上签字,表示劳动者同意并遵守劳动合同说明书中的所有条款。
16.2 This Handbook shall take effect from the date of announcement after discussion and approval.
16.2 本文件经讨论通过,自公告之日起生效。
16.3 The Company reserves the right to revise and update the content of the employee handbook as needed. Changes will be announced to employees.
16.3 公司保留根据需要修改和更新员工手册内容的权利。变更将向员工公布。
16.4 Any amendments to this Handbook require approval from the HR and Administration Department and the General Manager before release, and shall be promulgated and implemented according to the procedures stipulated by law.
16.4 对本手册进行修改的,须经人力资源行政部和主管部门批准后方可发布,并应按照法律规定的程序予以公布和实施。
16.5 The right to interpret the provisions of this Handbook shall remain vested in the HR and Administration Department
16.5 对本手册条款的解释权仍属于人力资源和行政部门.
Annexes:
附件:
1. Employee’s Integrity Compliance Commitment
1、员工廉洁合规承诺
2. Compliance Guidelines for Personal Information Processing
2. 个人信息处理合规准则
3. Personal Information Processing Notification and Consent Form
3. 个人信息处理通知书和同意书
4. Monthly Performance Evaluation and Performance Bonus Management System
4、月度绩效考核及绩效奖金管理制度
5. Rules for Business Travel
5. 业务管理规则
6. SGB Leave & Overtime Application Approval Procedures
6. SGB休假和加班申请批准程序程序
7. Guidelines for Etiquette in Workplaces
7. 工作场所礼仪准则
Signature of Employee Handbook (2023 Version)
《员工手册(2023年版)》签名
I hereby acknowledge that:
我特此承认:
I have received and read this Employee Handbook
我已收到并阅读了这本《员工手册》.
I agree to the contents of this Handbook and will comply with and adhere to its terms during my service period.
我同意本手册的内容,并将在我的服务期间遵守并遵守其条款。
Signed by:
签名人:
Date of Signature
签署日期
Annex 1 Employee’s Integrity Compliance Commitment of Shanghai Golden Bund Real Estate Co., Ltd.
附件1 上海金外滩房地产有限公司员工诚信合规承诺书
Name: ID Card No.:
姓名: 身份证号码:
The Company is committed to practicing integrity, complying with national laws and regulations, and prohibiting any illegal activities or acts that cause damages to the Company’s reputation and property. Employees must adhere to the Company’s principles of integrity, compliance, and confidentiality during and after their employment.
公司致力于廉洁操守,遵守国家法律法规,禁止任何 造成公司声誉和正当性损失的违法活动或行为。员工在受雇期间和受雇后必须遵守公司的诚信、合规和保密原则。
As an employee of the Company, I promise to comply with the following terms:
作为公司的n名员工,我承诺遵守以下条款:
(i) Consciously maintain the Company’s business image and interests, and refrain from acting against the Company’s interests. Firmly prevent actions or individuals that harm the Company’s business image and interests. If the Company suffers economic losses due to the leakage of its business secrets, I will be liable for compensation and may be dismissed in case of serious violations.
(i) 自觉维护公司的商业形象和利益,不采取损害公司利益的行为。坚决防止损害公司商业形象和利益的行为或个人。如果公司因泄露商业秘密而给公司造成经济损失的,本人将承担赔偿责任,严重违规的,可能被解职 。
(ii) Strictly comply with national laws and regulations, follow the Company’s Employee Handbook as well as rules and regulations, and act in a compliance manner without violation of relevant rules
(ii) 严格遵守国家法律法规,遵守公司《员工手册》和各项规章制度,在不违反相关规则的情况下,以合规的方式行事.
(iii) Take care of the Company’s properties, avoid damage or waste, and never use them for private purposes.
(iii) 爱护 Company 的物品,避免损坏或浪费,切勿 将其用于私人目的。
(iv) Never engage in private business related to the Company’s operations or take other jobs outside the Company.
(iv) 不得从事与公司运营相关的私人业务或从事公司以外的其他工作。
(v) Practice strict integrity of conduct and self-discipline.
(五)严格操守廉洁、自律己。
Never accept gifts and bribes, or borrow money from entities or individuals related to the Company’s business. Never collect any cash or benefits under any pretext without approval, and never use my position for personal gains
绝不收受礼品、行贿,不得向 与公司业务有关的单位或个人借款。未经批准,绝不以任何借口收取任何现金或利益,绝不利用职务之便谋取私利。.
Violating this commitment shall be deemed as a serious breach of the Company’s rules and regulations, and the Company shall have the right to terminate the employment contract early without any compensation. Anyone violating laws will be handed over to prosecution by judicial authorities.
违反本承诺,将被视为严重违反本合同委员会的各项规章制度,公司有权提前解除劳动合同 ,且不 予任何赔偿。 凡是触犯法律的,由司法机关依法依法起诉。
This commitment shall constitute part of the Company’s management system, and an attachment to the labor contract, and shall have the same legal effect as the labor contract.
本承诺书是公司管理制度的组成部分,是劳动 合同的附件,与劳动合同具有同等法律效力 。
Employee’s Signature:
员工签名:
Date:
日期:
Annex 2
附件2
Shanghai Golden Bund Real Estate Co., Ltd.
上海金外滩房地产有限公司 (Shanghai Golden Bund Real Estate Co., Ltd.)
Compliance Guidelines for Personal Information Processing
个人信息处理合规准则
Legal Department
法务部
Date of Release: September 23, 2021
发布日期:2021 年 9 月 23 日
Article 1 Scope of Applicability
第一条 适用范围
These guidelines apply to all the work involving the processing of personal information by the Company.
这些准则适用于公司涉及个人信息处理的所有工作。
These guidelines apply when the Company entrusts other persons or organizations to process personal information.
当公司委托其他个人或组织处理个人信息时,这些准则适用。
These guidelines apply when the Company processes personal information jointly with other persons or organizations.
当公司与其他个人或组织共同处理个人信息时,这些准则适用。
Article 2 Applicable Personnel
第二条 适用人员
All the employees of the Company shall be subject to these guidelines.
公司的所有员工都应遵守这些准则。
If the personal information processing is outsourced, the department manager in charge of this matter, or the department manager’s direct superior, shall be responsible for supervising their compliance with these guidelines.
如果将个人信息处理外包,则由负责此事项的部门经理或部门经理的直接上级负责监督其对本准则的遵守情况。
For partners entrusted by the Company to process personal information or jointly processing personal information with the Company, the department manager in charge of this matter, or the department manager’s direct superior, shall be responsible for supervising their compliance with these guidelines.
对于公司委托处理个人信息或与公司共同处理个人信息的合作伙伴,由负责此事项的部门经理或部门经理的直接上级负责监督其遵守本准则。
Article 3 Definitions of Personal Information, Personal Sensitive Information, and Personal Information Processing
第3条 个人信息、个人敏感信息的定义、个人信息处理
“Personal Information” refers to all kinds of information recorded electronically or by other means that relates to an identified or identifiable natural person, excluding anonymized information.
“个人信息”,是指以电子或者其他方式记录的与已识别或者可识别的自然人有关的各种信息,不包括匿名化信息。
“Personal Sensitive Information” refers to personal information that, if leaked or illegally used, could infringe on a natural person’s dignity or endanger personal or property safety. This includes biometric data, religious beliefs, specific identities, medical health, financial accounts, tracking data, and personal information of minors under fourteen years old.
“个人敏感信息”,是指一旦泄露或者被非法使用,可能侵害自然人的人格尊严或者危及人身、财产安全的个人信息。这包括生物识别数据、宗教信仰、特定身份、医疗健康、财务账户、跟踪数据以及 14 岁以下未成年人的个人信息。
“Personal Information Processing” includes the collection, storage, use, processing, transmission, provision, disclosure, and deletion of personal information.
“个人信息处理”包括个人信息的收集、存储、使用、处理、传输、提供、披露和删除。
Article 4 Principles of Personal Information Processing
第4条 个人信息处理原则
Personal information must be processed under the principles of lawfulness, properness, necessity, and integrity, and must not be processed through misleading, fraudulent, or coercive means.
个人信息必须按照公正、适当、必要、诚信的原则进行处理,不得以误导、欺诈、胁迫等方式进行处理。
Personal information processing must have a clear and reasonable purpose, be directly related to the purpose, and minimize impact on personal rights.
个人信息处理必须具有明确、合理的目的,与目的直接相关,并尽量减少对个人权利的影响。
Collection of personal information should be limited to the minimum scope necessary to achieve the processing purpose and must not be excessive.
个人信息的收集应限制在实现处理目的所必需的最小范围内,不得过分。
Personal information processing should be open and transparent, with clear disclosure of processing rules, purposes, methods, and scope.
个人信息处理应当公开透明,明确公开处理规则、目的、方式和范围。
Personal information processing must ensure the quality of personal information, and be accurate and complete to avoid adverse impacts on personal rights.
个人信息处理必须保证个人信息的质量,准确、完整,避免对个人权利造成不利影响。
Personal information processors shall be responsible for their processing activities and must take necessary measures to ensure the security of the personal information processed.
个人信息处理者应对其处理活动负责,并必须采取必要措施,确保所处理个人信息的安全。
It is prohibited to illegally collect, use, process, transmit, trade, provide, or disclose personal information, or engage in personal information processing activities that endanger national security or public interest.
禁止非法收集、使用、处理、传输、交易、提供、披露个人信息,或者从事危害国家安全、公共利益的个人信息处理活动。
Article 5 Notification and Consent
第5条 通知和同意
Content and requirements of notification
通知内容和要求
Before processing personal information, individuals must be clearly and fully informed in an easily understandable manner of the following information:
在处理个人信息之前,必须以易于理解的方式清楚、充分地告知个人以下信息:
(i) Name and contact details of the personal information processor;
(i) 个人信息处理者的姓名和联系方式;
(ii) Purpose, method, and type of personal information processed, and retention period;
(ii) 处理个人信息的目的、方式、类型和保留期限;
(iii) Methods and procedures for individuals to exercise their legal rights.
(三)个人行使其合法权利的方式和程序。
Any changes to the information above must be communicated to individuals.
与上述信息有关的任何问题都必须传达给个人。
If notification of anything stipulated in Paragraph 1 is made through the formulation of personal information processing rules, these rules must be publicly available for ease of inquiry and saving.
如果通过制定个人信息处理规则进行第1项规定的通知,则这些规则必须公开,以便于查询和保存。
In case of an emergency, if for the purpose of protecting their life and property safety, it is not possible to notify individuals in a timely manner, notification should be provided promptly after the emergency is resolved.
在突发事件中,为保护个人生命财产安全,不能及时通知个人的,应当待突发事件解决后及时通知。
Situations requiring individual consent
需要个人同意的情况
Except for the situations listed in Paragraph 3, Article 5 of these guidelines, individual consent must be obtained by the Company for personal information processing activities. Please refer to the sample Personal Information Processing Notification and Consent Form attached to these guidelines.
除 本指南第 5 条第 3 款中列出的情况外,公司进行个人信息处理活动 必须征得个人同意。请参阅本指南附带的《个人信息处理通知书和同意书》样本。
Situations not requiring individual consent
无需个人同意的情况
Personal information processing without individual consent may be permissible under any of the following circumstances:
在以下任何一种情况下,未经个人同意,可以允许处理个人信息:
It is required for the conclusion or performance of a contract where the individual is a party;
在个人为一方当事人的情况下,为订立或者履行合同所必需的;
It is required for HR management under legally established labor regulations and signed collective contracts;
根据依法制定的劳动法规和签订的集体合同,进行人力资源管理需要的;
It is required to respond to public health emergencies, or protect the life, health, and property safety of natural persons in case of emergencies;
需要应对突发公共卫生事件,或者在突发事件中 保护自然人 的生命健康和财产安全;
It is required to reasonably process personal information that the individual has made public or other legally disclosed information.
需要对个人公开的个人信息或其他依法披露的信息进行合理处理。
Withdrawal of consent
撤回同意
Individuals shall have the right to withdraw their consent. The Company must provide an easy and quick method for withdrawing consent. Withdrawal of consent shall not affect the validity of personal information processing conducted before the withdrawal.
个人有权撤回其同意。公司必须提供一种简单快捷的撤回同意的方法。撤回同意不影响撤回前进行的个人信息处理的有效性。
Article 6 Specific Requirements for Personal Information Processing
第六条 个人信息处理的具体要求
Measures for Personal Information Processing
个人信息处理办法
Departments involved in personal information processing must take the following measures according to processing purposes, methods, types of personal information, impact on individual rights, and potential security risks to ensure personal information processing activities comply with laws and regulations and can prevent unauthorized access, leakage, alteration, or loss of personal information:
参与个人信息处理的部门必须根据处理个人信息的目的、方式、类型、对个人权利的影响、安全隐患等情况,采取下列措施,确保个人信息处理活动符合法律法规的规定,并能够防止个人信息的未经授权的访问、泄露、篡改、丢失:
(i) Establish internal management systems and operational procedures;
(i) 建立内部管理制度和操作程序;
(ii) Classify personal information for the sake of management;
(ii) 为管理目的对个人信息进行分类;
(iii) Take corresponding security technical measures such as encryption and de-identification;
(三)采取相应的加密、去标识化等安全技术措施;
(iv) Determine reasonable operation permissions for personal information processing and conduct regular security education and training for practitioners;
(四)确定个人信息处理的合理操作权限,并定期对从业人员进行安全教育培训;
(v) Develop and organize the implementation of emergency response plans for personal information security incidents;
(五)制定并组织实施个人信息安全事件应急预案;
(vi) Take other measures as required by laws and regulations.
(六)根据法律、法规的要求采取其他措施。
Restrictions on disclosing personal information or providing it externally
对披露个人信息或向外部提供个人信息的限制
Personal information processed by the Company must not be disclosed, except with individual consent. Providing personal information externally requires notifying individuals of specific circumstances and obtaining their separate consent.
除非获得个人同意,否则不得披露公司处理的个人信息。向外部提供个人信息,需要将具体情况通知个人,并征得个人的单独同意。
Restrictions on cross-border transfer of personal information
个人信息跨境传输的限制
Transfer of personal information outside the People’s Republic of China requires legal security assessments, certification, and informing individuals of the recipient’s name, contact details, processing purposes, methods, types of personal information, and how individuals can exercise their rights over the foreign recipient. Separate individual consent must also be obtained.
向中华人民共和国境外传输个人信息,需要进行合法的安全评估、认证,并告知个人接收方的姓名、联系方式、处理目的、方式、个人信息类型以及个人如何对境外接收方行使权利。还必须获得单独的个人同意 。
Restrictions on installing image and personal identification devices in public places
限制在公共场所安装影像和个人身份识别设备
Installing image and personal identification devices in public places must be necessary for public safety, comply with relevant national regulations, and be clearly marked with easily visible signs. Collected personal images and identification information can only be used for public safety purposes unless separate individual consent is obtained.
在公共场所安装影像和个人识别设备,必须为公共安全所必需,符合国家有关规定,并有清晰的标志标记。收集的个人图像和身份信息只能用于公共安全目的,除非获得单独的个人同意。
Retention period of personal information
个人信息的保留期限
The retention period for personal information should be the shortest time necessary to achieve the processing purpose.
个人信息的保留期限应当是实现处理目的所必需的最短时间。
Mechanism for accepting and handling individuals’ request for exercise of rights
受理和处理个人 行使权利请求的机制
Departments involved in personal information processing must establish a convenient mechanism for accepting and handling individuals’ request for exercise of rights. If such request is refused, reasons must be given.
个人信息处理相关部门应当建立便民受理和处理个人行使权利请求的便民机制。如果此类请求被拒绝,则必须说明理由。
Deletion of personal information
个人信息的删除
The Company must proactively delete personal information under any of the following circumstances:
有下列情形之一的,本公司必须主动删除个人信息 :
(i) The processing purpose has been achieved, cannot be achieved, or is no longer necessary to achieve;
(i) 处理目的已经实现、无法实现或不再需要实现;
(ii) The personal information processor ceases to provide products or services, or the retention period has expired;
(二)个人信息处理者停止提供产品或者服务,或者留存期限届满的;
(iii) The individual withdraws his or her consent;
(iii) 个人撤回其同意;
(iv) The personal information processor violates laws, administration regulations, or agreements during its processing of personal information;
(四)个人信息处理者在处理 个人信息过程中违反法律、行政法规或者约定的;
(v) Other circumstances as stipulated by laws and regulations.
(五)法律、法规规定的其他情形。
If the retention period stipulated by laws and administration regulations has not expired, or if deletion of personal information is technically infeasible, the Company must cease processing except for storage and necessary security measures.
如果法律、行政法规规定的保存期限尚未届满,或者删除个人信息在技术上不可行,公司必须停止处理,但存储和必要的安全措施除外。
Article 7 Joint Processing of Personal Information and Entrusted Processing of Personal Information
第7条 个人信息的共同处理和个人信息的委托处理
Joint processing of personal information
个人信息的共同处理
When the Company and a partner jointly process personal information, a contract should be signed to clarify each other’s rights and obligations. The department of the Company responsible for managing or liaising with the partner should supervise the partner’s processing of personal information in compliance with laws and regulations. If the partner infringes on personal information rights and causes damages, the Company shall bear the joint liability according to the law.
当公司与 合作伙伴共同处理个人信息时,应签订合同,明确彼此的权利和义务。公司负责管理或与合作伙伴联络的部门应监督合作伙伴对个人信息的处理是否符合法律法规。如合作方侵犯个人信息权利并造成损害的,公司将依法承担连带责任。
Entrusted processing of personal information
个人信息的委托处理
When the Company entrusts a partner to process personal information, the purpose, duration and method of processing, types of personal information, protection measures, and the rights and obligations of both parties should be agreed upon. The Company should supervise the partner’s personal information processing activities.
公司委托合作伙伴处理个人信息时,应约定处理的目的、期限和方式、个人信息的种类、保护措施以及双方的权利和义务。公司应对合作方的个人信息处理活动进行监督。
Article 8 Special Provisions on Processing of Sensitive Personal Information
第八条 敏感个人信息处理的特别规定
Permitted processing of sensitive personal information
允许处理敏感个人信息
Sensitive personal information can only be processed when there is a specific purpose and sufficient necessity, and strict protective measures are in place.
只有在有特定目的和充分必要性的情况下,才能处理敏感个人信息,并采取严格的保护措施。
Notification and obtaining of separate written consent
通知和获得单独的书面同意
Processing sensitive personal information requires obtaining the individual’s separate written consent and informing him or her of the necessity and impact on his or her rights.
处理敏感个人信息需要获得个人的单独书面同意,并告知他或她其必要性以及对其权利的影响 。
Consent for processing information of minors under fourteen
同意处理未满14周岁的未成年人的信息
Processing personal information of minors under fourteen requires the consent of their parents or other guardians.
处理未满14周岁的未成年人的个人信息需要征得其父母或其他监护人的同意。
Article 9 Revising Departmental Business Processes, Daily Training, Management, and Supervision
第九条 部门业务流程的修订、日常培训、管理和监督
Revision of processes
流程修订
Departments involved in personal information processing must revise all business processes related to personal information processing by November 1, 2021, to comply with the requirements of these guidelines.
个人信息处理相关部门必须在2021年11月1日前对个人信息处理相关的所有业务流程进行修订,以符合本准则的要求。
Training
训练
Departments must conduct initial training for all employees according to these guidelines and the revised business processes by November 1, 2021, and thereafter conduct training once per annuum.
各部门必须在 2021 年 11 月 1 日之前根据本指南和修订后的业务流程对所有员工进行初步培训,此后每年进行一次培训。
These guidelines and the revised business processes should be included in each department’s onboarding training for new employees.
这些准则和修订后的业务流程应包含在每个部门对新员工的入职培训中。
Daily management
日常管理
Departments must classify personal information according to the requirements of these guidelines. For sensitive personal information, individual written consent must be obtained, and measures such as encryption or de-identification must be taken.
各部门必须按照本准则的要求对个人信息进行分类 。对于敏感个人信息,必须取得个人书面同意,并采取加密、去标识化等措施。
Departments should minimize the number of personnel involved in personal information processing and strengthen the management and supervision of these personnel. It is recommended to include the execution of these guidelines in the performance evaluation of positions involved in personal information processing.
各部门应当尽量减少个人信息处理人员的编制,并加强对个人信息处理人员的管理和监督。建议将本准则的执行纳入对个人信息处理相关岗位的绩效考核中。
For electronic methods for access and processing of personal information, such as mini-programs, WeChat public accounts, apps, or websites, clear notification and consent mechanisms should be set up, with evidence preserved for future reference, and convenient methods for individuals to withdraw consent should be provided. For sensitive personal information, measures such as encryption or de-identification should be implemented.
对于电子方式访问、处理个人信息,如小程序、微信公众号、APP、网站等,应当建立明确的告知和同意机制,留存证据备查,并提供便捷的个人撤回同意的方式。对于敏感个人信息,应实施加密、去标识化等措施。
Management of employee personal information by the HR Department
人事部对员工个人信息的管理
The HR and Administration Department must obtain written consent for personal information processing from current employees by November 1, 2021. For new employees, written consent must be obtained upon or before signing of the labor contract.
人事行政D部门必须在2021年11月1日之前获得在职员工的书面同意,以便处理个人信息。对于新员工,必须在 签订劳动合同时或之前获得书面同意。
The HR and Administration Department must classify personal information for management according to the requirements of these guidelines. For sensitive personal information involved, measures such as encryption or de-identification should be taken.
人力资源和行政部门必须根据本指南的要求 对个人信息进行分类以进行管理。对涉及的敏感个人信息,应采取加密、去标识化等措施。
Supervision and management of outsourcing personnel
对出厂人员的监督管理工作
For outsourcing personnel whose work involves personal information processing, the department manager in charge of managing the specific work of the outsourcing personnel, or their direct superior, shall be responsible for training and supervising the implementation of these guidelines.
对业务涉及个人信息处理的外包人员,由负责管理外包人员具体工作的部门经理或者其直接上级 负责培训,并监督本指南的实施。
Supervision and management of partners
对合作伙伴的监督和管理
For partners entrusted by the Company to process personal information or jointly processing personal information with the Company, the department manager in charge of managing the partner’s specific work, or their direct superior, shall be responsible for supervising the implementation of these guidelines. The relevant person in charge should require the partner to provide written regulations on personal information processing and verify their compliance with these guidelines, and periodically require the partner to provide a compliance self-assessment report on personal information processing.
对于公司委托处理个人信息的合作伙伴或与公司共同处理个人信息的合作伙伴,由负责管理合作伙伴具体工作的部门经理或其直接上级 负责监督本准则的实施。相关负责人应要求合作方提供个人信息处理的书面规定,并核实其对本准则的遵守情况,并定期要求合作方提供个人信息处理合规自评估报告。
Article 10 Compliance Audits, Impact Assessments of Personal Information Protection, Emergency Measures
第10条 合规审计、个人信息保护影响评估、应急措施
Compliance audits
合规审计
The Company should regularly conduct compliance audits to ensure that its personal information processing complies with laws and administrative regulations.
公司应定期进行合规审计,确保 其个人信息处理符合法律、行政法规的规定。
Impact assessments and records of personal information protection
个人信息保护的影响评估和记录
Under any of the following circumstances, departments involved in personal information processing should conduct an impact assessment of personal information protection in advance and record the processing situation:
有下列情形之一的,个人信息处理相关部门应当事前开展个人信息保护 影响评估,并记录处理情况:
(i) Processing sensitive personal information;
(i) 处理敏感个人信息;
(ii) Using personal information for automated decision-making;
(ii) 使用个人信息进行自动化决策;
(iii) Entrusting others to process personal information, providing personal information to other processors, or publicly disclosing personal information;
(三)委托他人处理个人信息、向其他处理者提供个人信息、公开披露个人信息;
(iv) Cross-border transfer of personal information;
(iv) 个人信息的跨境传输;
(v) Other personal information processing activities that significantly impact individual rights.
(五)其他对个人权利有重大影响的个人信息处理活动。
The impact assessment of personal information protection should cover:
个人信息保护影响评估应当包括:
(i) Whether the purpose and method of processing personal information are legal, proper, and necessary;
(一)处理个人信息的目的和方式是否合法、适当、必要;
(ii) The impact on individual rights and safety risks;
(二)对个人权利的影响和安全风险;
(iii) Whether the protective measures taken are legal, effective, and appropriate to the risk level.
(三)采取的保护措施是否合法、有效、是否与风险等级相适应。
The impact assessment reports on personal information protection impact assessment and records of processing should be kept for at least three years.
对个人信息保护影响评估的影响评估报告和处理记录应当至少保存三年。
Warning and emergency response to personal information leakage, tampering, or loss
对个人信息泄露、篡改或丢失的警告和应急响应
If any leakage, tampering, or loss of personal information occurs or may occur, the department involved in personal information processing should immediately take remedial measures and report to the Company’s management. Upon approval by the Company’s management, individuals should be notified. The notification should cover:
如果 发生或可能发生个人信息泄露、篡改、丢失等情况,参与个人信息处理的部门应立即采取补救措施,并向公司管理层报告。经公司管理层批准后,应通知个人。通知应包括:
(i) The types of information that the leakage, tampering or loss has occurred or may occur, the reasons such occurrence, and the possible harm;
(一)已经发生或者可能发生泄露、篡改、丢失的信息 类型、发生的原因以及可能造成的损害;
(ii) The remedial measures taken by the personal information processor and measures individuals can take to mitigate harm;
(二)个人信息处理者采取的补救措施以及个人可以采取的减轻损害措施;
(iii) Contact information of the personal information processor.
(三)个人信息处理者的联系方式。
If measures can effectively prevent harm from information leakage, tampering, or loss, individuals may not be notified, but the Company’s management should be promptly informed.
如果措施能够有效防止信息泄露、篡改或丢失造成的损害,则不得通知个人,但应及时通知公司管理层。
Article 11 Legal Liabilities
第十一条 法律责任
Legal liabilities
法律责任
Processing of personal information in violation of laws or failing to fulfill statutory personal information protection obligations will result in orders from administrative departments in charge of personal information protection to require rectification, issue warnings, confiscate illegal gains, and suspend or terminate services for applications that illegally process personal information. Refusal to make such rectification will result in a fine up to RMB one million. The supervisors and other personnel directly blamable will be imposed with a fine between RMB ten thousand to one hundred thousand.
违反法律规定处理个人信息或者未履行法定个人信息保护义务的,个人信息保护行政主管部门将责令限期改正、给予警告、没收违法所得、暂停、终止申请服务等非法处理个人信息的行为。 拒不整改的,处以100万元以下 罚款。对直接追究责任的监察人员和其他人员,处一万元以上十万元以下罚款。
In case of severe violations, the department in charge of personal information protection at the provincial level or above will require rectifications, confiscate illegal gains, impose fines of up to RMB fifty million or five percent of the previous year’s revenue, and may suspend related business or close operations, inform relevant authorities to revoke related business permits or licenses. The supervisors and other personnel directly blamable will be imposed with a fine between RMB one hundred thousand and one million and may be prohibited from serving as directors, supervisory members, senior managers, or personal information protection officers in relevant companies for a certain period.
造成严重违法行为的, 由省级以上个人信息保护主管部门责令改正,没收违法所得,处五元人民币或者上年度收入百分之五以下的罚款,可以暂停相关业务或者停业,通知有关部门撤销经营合同相关营业执照或执照。 对直接负责的上级和其他 人员,处十万元以上一百万元以下罚款,并可以禁止其担任相关公司的 董事、监事、高级管理人员、个人信息保护负责人在一定时期内。
Inclusion in credit records and public disclosure
纳入信用记录和公开披露
Processing of personal information in violation of laws or failure to fulfill statutory protection obligations of personal information will be recorded in personal and/or corporate credit records by relevant departments according to relevant laws and regulations and disclosed openly.
对违反法律规定处理个人信息 或未履行个人信息法定保护义务 的,将由相关部门根据相关法律法规的规定记录在个人和/或企业信用记录中,并公开披露。
Reversal of burden of proof
举证责任倒置
If any personal information processing infringes upon personal information rights and causes damages, and the personal information processor cannot prove that they were not at fault, they should bear liability for such damages and other tort liabilities.
如果 任何个人信息处理侵犯了个人信息权利并造成损害,而个人信息处理者无法证明自己没有过错,则应承担此类损害赔偿责任和其他侵权责任。
Determination of compensation amount
赔偿金额的确定
The liability for compensating damages shall be determined according to losses suffered by the individual or the benefits obtained by the personal information processor. If it is difficult to determine the losses suffered by the individual and the benefits obtained by the personal information processor, the compensation amount shall be determined as the case may be.
损害赔偿责任根据个人遭受的损失或者个人信息处理者获得的利益确定。个人信息处理者遭受的损失和获得的利益难以确定的,赔偿数额视情况确定。
Article 12 Legal Basis
第十二条 法律依据
These guidelines are formulated pursuant to the Civil Code of the People’s Republic of China, the Personal Information Protection Law of the People’s Republic of China, and the Data Security Law of the People’s Republic of China.
本指引根据中华人民共和国民法典、中华人民共和国个人信息保护法、中华人民共和国数据安全法制定。
These guidelines will be updated in a timely manner according to changes in relevant laws and regulations.
这些准则将根据相关法律法规的变化及时更新。
Annex:
附件:
Personal Information Processing Notification and Consent Form
个人信息处理通知书和同意书
Annex 3
附件3
Personal Information Processing Notification and Consent Form
个人信息处理通知书和同意书
Notification
通知
To whom it may concern,
敬启者,
For the reason of , we need to obtain and process your personal information as follows:
出于以下 原因,我们需要按照以下方式获取和处理您的个人信息:
(Tick the appropriate option)
(勾选适当的选项)
□ID Card Info □Mobile Number □Face Recognition Info □Fingerprint
□身份证信息□手机号码 □人脸识别信息 □指纹
□Other information
□其他资料
For the purpose of , we need to process your personal sensitive information, including but not limited to acquisition, storage, use, and deletion. If the visitor information system is involved, your personal information will be processed by our system software vendor. We will require the vendor to comply with the provisions of relevant laws and regulations and supervise their execution. Your personal information will only be used for the purposes stated above.
为此 ,我们需要处理您的个人敏感信息,包括但不限于获取、存储、使用、删除等。如涉及访客信息系统,您的个人信息将由我们的系统软件供应商进行处理。我们将要求供应商遵守相关法律法规的规定,并监督其执行。您的个人信息将仅用于上述目的。
We will take measures to properly protect your personal information, especially your sensitive information, to prevent harm due to information leakage. The information will be kept for ___ year(s) after the completion of the above matters, after which we will delete the information.
我们将采取措施妥善保护您的个人信息,尤其是您的敏感信息,防止因信息泄露年龄而造成的伤害。该信息将在上述事项完成后保留___年,之后我们将删除该信息。
If you have any questions or wish to exercise your legal rights, please contact us as follows:
如果您有任何问题或希望行使您的合法权利,请通过以下方式与我们联系:
Department: Liaison Person/Position:
部门: 联络人/职位:
Contact Phone: Email:
联系电话: 电子邮件:
Shanghai Golden Bund Real Estate Co., Ltd.
上海金外滩房地产有限公司 (Shanghai Golden Bund Real Estate Co., Ltd.)
Date:
日期:
Consent
同意
To: Shanghai Golden Bund Real Estate Co., Ltd.
收件人:上海金外滩房地产有限公司
I hereby acknowledge my receipt of the notification and agree to the processing of my personal information as stated above. My personal information can be used only for the said purposes.
我特此确认已收到通知,并同意如上所述处理我的个人信息。 我的个人信息只能用于上述目的。
Signature:
签名:
Date:
日期:
Annex 7
附件7
Guidelines for Etiquette in Workplaces
工作场所礼仪准则
Dress Code and Appearance
着装要求和外表,
Employees can reflect the Company’s business image. Please choose your work attire according to the requirements in 10.4 “Dress Code and Appearance” of the Employee Handbook
员工可以反映公司的商业形象。请根据《员工手册》10.4“着装要求和外表”中的要求选择您的工作着装 .
Mobile Phone Etiquette in the Workplace
工作场所的手机礼仪
During meetings, training sessions, or face-to-face talks
在会议、培训课程或面对面会谈期间
Avoid sending short messages and calling during meetings, training sessions, or face-to-face talks. Respect the people you are with by devoting your attention 100% to the person speaking or presenting.
避免 在会议、培训课程或面对面交谈期间发送短消息和打电话。尊重与你在一起的人,将你的注意力 100% 投入到说话或演示的人身上。
Set your phone to the silent mode. If you are waiting for an urgent call, inform others before the meeting starts and step out to answer the call when it comes in. In case of any unexpected important call, step out of the meeting room to answer the phone
将您的手机设置为 静音模式。如果您正在等待紧急电话,请在会议开始前通知其他人,并在电话打进来时走出去接听电话。 如果有任何 意外的重要电话,请走出会议室接听电话.
Do not check your phone at or under the table because this can distract the speaker and others and is impolite.
请勿在桌子上或桌子下查看手机,因为这会分散扬声器和其他人的注意力,并且是不礼貌的。
Keep your phone on vibrate or at a very low sound volume while working.
工作时,请保持手机处于振动状态或音量非常低 。
In case of personal calls, find a place where you won’t disturb others (such as a phone room) to answer them. Taking loud personal calls, especially about private matters, can distract colleagues and affect their work efficiency.
如果是私人电话,请找一个不会打扰他人的地方(例如电话室)接听电话。大声打私人电话,尤其是关于私人事务的电话,会分散同事的注意力,影响他们的工作效率。
Office Environment and Tidiness
办公环境与整洁
To create a safe and healthy work environment, please comply with the following rules
为了创造一个安全健康的工作环境,请遵守以下规则:
Do not make loud noises during work or lunch breaks, and avoid using the speakerphone.
请勿在工作或午休时间大声喧哗,并避免使用免提电话。
Keep your personal workspace tidy. Organize your desk, files, samples, etc., before getting off work each day. Arrange items (like documents and stationery) neatly on your desk. Return unused items immediately, and maintain order and cleanliness in public areas and facilities.
保持您的个人工作空间整洁。每天下班前整理好你的办公桌、文件、样本等 。将物品(如文件和文具)整齐地放在办公桌上。立即归还未使用的物品,并维持公共区域和设施的秩序和清洁。
Put important or confidential documents in locked cabinets or drawers.
将重要或机密文件放在上锁的柜子或抽屉中。
Do not leave personal belongings lying around on or under your desk; clean them up promptly.
不要将个人物品放在桌子上或桌子下;请及时清理它们。
Before getting off work, check whether all of the office equipment, especially computers and air purifiers, are turned off to ensure safety.
下班前,应检查 所有 办公设备,尤其是电脑和空气净化器是否已关闭,以确保安全。
Meeting or Training Etiquette
会议或培训礼仪
Punctuality: Arrive and take seats before the meeting or training session starts. Late arrival is discourteous.
准时: 在会议或培训课程开始前 到达并就座。迟到 是不礼貌的。
Prepare relevant documents related to the agenda and take notes.
准备与议程相关的文件并做笔记。
Do not interrupt others while they are speaking. Wait for them to finish before expressing your opinion. If you don’t understand something, ask the speaker for clarification to avoid misunderstandings.
不要在别人说话时打断他们。等待他们完成,然后再发表您的意见。如果您不明白某些内容,请要求演讲者进行澄清,以避免误解。
Stay focused and attentive, avoiding doodling or napping, which can convey a negative attitude.
保持专注和专注,避免涂鸦或打盹,这会传达消极的态度。