考勤職責(zé)中英文

員工考勤制度

Work Attendance Regulation

修改說(shuō)明Modification Description:

第一章 總 則 Chapter 1 General Provision

第一條

為規(guī)范員工管理，切實(shí)保障公司及員工利益，根據(jù)有關(guān)法律法規(guī)，結(jié)合公司實(shí)際情況，特制定本制度。

The rule is made based on the company situation in compliance with relevant laws in purpose of standardizing administration of management and safeguarding the interests of both company and staffs.

第二條

第二章 細(xì) 則

Chapter 2 Implementing Provision

第一節(jié) 考勤打卡規(guī)范/Norm of attendance 第三條

所有員工上下班必須按規(guī)定打卡，包括中途請(qǐng)假、停產(chǎn)、出差、培訓(xùn)等(應(yīng)于中途下班時(shí)刷卡)。

Staff must punch card when on and off duty. In the halfway during working time, if staff ask leave (include leaving, going out for business, training, production shutdown), they must punch when leave the company. 第四條 第五條

委托他人代打卡的或打卡后實(shí)際未到崗的，視其情節(jié)酌情懲處；代打卡者并同懲處。

Consigning others to punch card or not coming for work after punching card shall be fined upon the circumstances; those help others punch card shall be fined as well. 第六條

除外部駐廠員工外，工作時(shí)間內(nèi)出公司大門(mén)的，需填寫(xiě)《出門(mén)單》交部門(mén)主管及人力資源部審批。

Except for QC of outsourcing fac, those going out during the working hours shall submit [Gate Pass] to the dept manager and HR for approval. 第七條

正常出勤無(wú)刷卡記錄，補(bǔ)辦考勤證明的審批規(guī)定：

The approval of attendance certification:

員工正常出勤的，如發(fā)生漏刷卡、其他無(wú)刷卡記錄的合理原因?qū)е驴记谟涗洸蝗�，�?yīng)填寫(xiě)《考勤證明表》證明出勤情況。 Where there is no attendance record due to reasonable reason while the staff is on duty, he/she shall submit [Attendance Certification] for approval. 1)

《考勤證明表》須在員工未正常刷卡發(fā)生后三個(gè)工作日內(nèi)，經(jīng)部門(mén)主管審批，提報(bào)人力資源部。

公司員工出勤均應(yīng)本人親自打卡，自覺(jué)遵守，相互監(jiān)督。

Staff must punch the card on his/her own.

此制度適用于非工廠編制員工。

The rule applies to non factory staff.

[Attendance Certification] shall be submitted within 3 working days after the occurrence, and shall be approved by dept manager and HR. 第八條

在外駐廠上班的員工，需在每月3日前提交其考勤記錄，由其上級(jí)主管及部門(mén)經(jīng)理審核后交由人力資源部考勤人員。上級(jí)主管及部門(mén)領(lǐng)導(dǎo)應(yīng)對(duì)考勤的真實(shí)性和準(zhǔn)確性負(fù)責(zé)，有不實(shí)的查證后須負(fù)領(lǐng)導(dǎo)責(zé)任。

QC working in outsourcing factory shall submit the attendance sheet to HR before third of each month with the signature of direct leader and dept manager. The direct leader and dept manager shall be liable for the truthfulness and accuracy of the said sheet, and they shall bear responsibility as leader for the untruthfulness.

第二節(jié) 遲到、早退/Lateness and tardy

凡公司員工在工作時(shí)間開(kāi)始后打卡者為遲到；

Punching card after the stipulated working time is deemed as lateness; 凡公司員工在工作時(shí)間終了前打卡者為早退。

Punching card before the stipulated working time is deemed as tardy. 第九條 1)

遲到、早退/ Lateness and tardy

遲到、早退月累計(jì)超過(guò)三十分鐘，不足一小時(shí)，扣除當(dāng)月全勤獎(jiǎng)獎(jiǎng)金，并按0.5天事假處理；

Cumulative time exceeds 20 minutes but less than 1 hour, apart from the deduction of full attendance bonus, deduct salary of 0.5 day personal affair leave; 2)

遲到、早退月累計(jì)一小時(shí)及以上，不足四小時(shí) ，扣除當(dāng)月全勤獎(jiǎng)獎(jiǎng)金，并按曠工0.5天處理；

Cumulative time exceeds 1 hour but less than 4 hours, apart from the deduction of full attendance bonus, deduct salary of 0.5 day absenteeism; 3)

遲到、早退月累計(jì)四小時(shí)及以上，不足八小時(shí)，扣除當(dāng)月全勤獎(jiǎng)獎(jiǎng)金，按曠工1天處理。超過(guò)八小時(shí)，按具體曠工時(shí)數(shù)累加。

Cumulative time exceeds 4 hour but less than 8 hours, apart from the deduction of full attendance bonus, deduct salary of 1 day absenteeism; the time exceeding 8 hours shall be cumulated as actual.

第三節(jié) 曠工/Absenteeism

第十條

公司員工如有下列情形之一，均以曠工處理：

Any of circumstances hereunder is deemed as absenteeism: 1） 未請(qǐng)假或請(qǐng)假未批準(zhǔn)，不到公司上班；

No leave application or leave application is not approved, while not come on duty; 2） 用不正當(dāng)手段騙取、涂改、偽造休假證明； Offer untrue evidence to apply for leave;

3） 在工作上不服從上級(jí)領(lǐng)導(dǎo)的合理安排，煽動(dòng)其他員工舉行怠工、罷工；

Do not obey Superior’s reasonable assignment, incite others to slack in work, make strike; 

4） 被公安部門(mén)拘留，或因打架斗毆、違紀(jì)致傷造成休息；Being detained by the Police, or take rest due to fighting which is not allowed;

5） 工作時(shí)間內(nèi)未經(jīng)批準(zhǔn)，擅自離開(kāi)工作崗位或公司；離崗半小時(shí)以內(nèi)的，按一小時(shí)事假處理；離崗半小時(shí)（含）至一小時(shí)的，按曠工半天處理；離崗超過(guò)一小時(shí)（含）的，按曠工一天處理。

Leave one’s post or the company without the approval during the working time, if less than half hour, it will be treated as one hour private affair leave; if more than half hour but less than one hour, it will be treated as half day absenteeism; if more than one hour, it will be treated as one day absenteeism. 6） 本制度第二節(jié)規(guī)定的情形。

Situations in article 2 of this rule.

第十一條 曠工期間按照工資雙倍減發(fā)原則；因曠工引起的其它行政處分，詳見(jiàn)[員工手冊(cè)]。

The salary of absenteeism is deducted in double. The penalty of absenteeism refers to [Employee Handbook].

第十二條 連續(xù)曠工3天或年累計(jì)曠工7天及以上者，公司可不經(jīng)預(yù)告，視作員工自動(dòng)解除勞動(dòng)關(guān)系。自動(dòng)離職者，扣

發(fā)其截止至離職日公司所有應(yīng)支付的工資、補(bǔ)貼及獎(jiǎng)金等。直至員工辦理完離職手續(xù)后，發(fā)放其扣減曠工工資后應(yīng)得的薪資。

Successive absenteeism of 3 days or cumulative absenteeism of 7 days and above, it is deemed as staff terminate labor contract on his/her own will. Salary payable after deduction of absenteeism shall be postponed unless the staff finishes the handover procedure.

第四節(jié) 排班管理/Shift management

第十三條 為保證考勤管理的有序性，各部門(mén)根據(jù)實(shí)際需要，每周或根據(jù)實(shí)際班次情況定期提前上報(bào)〈員工排班表>，

經(jīng)上級(jí)主管審核匯總后，交由人力資源部考勤人員。

To assure the orderliness of attendance, dept shall submit [Shift Roster] beforehand to HR each week or whenever there is change.

第五節(jié) 加班管理/Overtime management

第十四條 工作時(shí)間/Working hours

1） 原則上，非工廠正常工作時(shí)間為單雙休，08:30~17:30，午休1小時(shí)。公司根據(jù)冬夏令時(shí)，另行調(diào)整作息時(shí)間。

In principal, working hours of non-factory staff is alternative weekends, 08:30~17:30, 1 hour lunch break; Company adjusts the specific timing according to winter and summer timings.

2） 在外駐廠上班的員工：按所在工廠的作息時(shí)間上班。

QC working in outsourcing factory: as per the timing of the outsourcing factory.

第十五條 加班申請(qǐng)/Application of overtime：

審批流程/Overtime approval of those not related with production：

因工作需要加班時(shí)，必須于當(dāng)日或次日向部門(mén)主管提出加班申請(qǐng)，填寫(xiě)《加班申請(qǐng)單》，經(jīng)上級(jí)主管審核后，交人力資源經(jīng)理根據(jù)申請(qǐng)理由進(jìn)行核實(shí)。

For overtime, [Overtime Application] must be submitted at the day or the next day of overtime, and submit to HR after the approval of department manager.

第十六條 加班時(shí)間計(jì)算/Calculation of overtime： 1) 2) 3)

第十七條 調(diào)休/Compensatory leave 1)

員工加班后，可以申請(qǐng)同等加班時(shí)間的調(diào)休作為對(duì)加班的補(bǔ)償； Staff may apply for compensatory leave in response to the overtime;

當(dāng)實(shí)際加班時(shí)間大于申請(qǐng)時(shí)間，以申請(qǐng)時(shí)間為準(zhǔn)； 當(dāng)實(shí)際加班時(shí)間小于申請(qǐng)時(shí)間，以實(shí)際加班時(shí)間為準(zhǔn)； 加班的最小單位為半小時(shí)，不足半小時(shí)的不計(jì)入加班。

Where the actual time of overtime exceeds the applied time, the applied one shall prevail; Where the actual time of overtime is less than the applied time, the actual one shall prevail; The minimum overtime is 0.5 hour, the time less than 0.5 hour is not deemed as overtime.

2) 3)

任何調(diào)休均需先有加班時(shí)間，后才能申請(qǐng)調(diào)休；每月最多只能調(diào)休2天，用于調(diào)休的加班時(shí)間有效期為六個(gè)月（駕駛員為一年）。

Compensatory leave must not be taken before overtime;

The maximum days of compensatory leave of each month is 2 days, the validity of compensatory leave is 6 months (driver is allowed for 1 year)

第六節(jié) 休假管理/Leave management

第十八條 休假審批/Approval of leave 1)

原則上，任何假期，員工都須提前申請(qǐng)并填寫(xiě)《員工請(qǐng)假單》。對(duì)于特殊情況的，員工須事先通過(guò)電話短信等方式向部門(mén)領(lǐng)導(dǎo)口頭請(qǐng)假，并經(jīng)相關(guān)領(lǐng)導(dǎo)批準(zhǔn)；請(qǐng)假手續(xù)必須由本人或相關(guān)領(lǐng)導(dǎo)指派代理人在開(kāi)始請(qǐng)假日期后三天內(nèi)補(bǔ)辦。逾期不辦的，視為曠工。

In principal, any sort of leave shall be approved with submission of [Leave Application]. For special circumstance, staff shall serve oral application and get the approval beforehand, but he/she or consignee shall make up written application within 3 days after the first day of leave, if not, it will be deemed as absenteeism. 2)

審批權(quán)限/Authority of approval

第十九條 休假（包括事假、病假、調(diào)休假）的最小單位為1小時(shí)；超過(guò)1小時(shí)的，最小單位為0.5小時(shí)。年休假的最小單位為0.5天。

The minimum time of leave (include personal affair leave, sick leave, compensatory leave), the minimum time of the part exceeding 1 hour is 0.5 hour. Minimum time of annual leave is 0.5 day.

第二十條

試用期內(nèi)，員工請(qǐng)假連續(xù)或累計(jì)超過(guò)7天（含7天），轉(zhuǎn)正時(shí)間順延相應(yīng)天數(shù)。

Where staff takes leave successively or cumulatively 7 days and above during the probation period, the probation period shall extend correspondingly.

第二十一條 員工連續(xù)請(qǐng)假時(shí)間超過(guò)一定期限的，經(jīng)人力資源部確認(rèn)后，如必要，須到財(cái)務(wù)部預(yù)交請(qǐng)假期間社會(huì)保險(xiǎn)個(gè)人及單位承擔(dān)部分的費(fèi)用。

Where the successive leave exceeds due period, the staff shall prepay his/her company and personal part of social insurance if necessary after being checked by HR.

第二十二條 原則上，任何假期，超過(guò)1個(gè)月的（含一個(gè)月），保留該員工編制但不保留其職位，待其返回工作崗位后公司視工作需要合理安排職位。

In principal, if the leave of any sort exceed 1 month, the company will keep the manning quotas but not the post which will be rearranged reasonably after the staff come back from the leave.

第二十三條 節(jié)假日/National holidays

員工享受以下帶薪公眾假日，具體以公司放假通知為準(zhǔn)：

Staff can enjoy the following national holidays, detail refer to company notice made otherwise: 1） 新年1天(一月一日) New Year；

2） 春節(jié)3天(農(nóng)歷除夕、初一、初二) Spring Festival；

3） 婦女節(jié)0.5天，只適用于女性員工(三月八日半天) Women’s Day；

4） 清明節(jié)1天(農(nóng)歷清明當(dāng)天) Tomb-sweeping Day；

5） 端午節(jié)1天(農(nóng)歷端午當(dāng)天) Dragon Boat Festival；

6） 國(guó)際勞動(dòng)節(jié)1天(五月一日) May Day；

7） 五四青年節(jié)0.5天，適用于14周歲以上28周歲及以下的青年 Youth’s Day；

8） 中秋節(jié)1天(農(nóng)歷中秋當(dāng)天) Mid-Autumn’s Day；

9） 國(guó)慶節(jié)3天(十月一日、十月二日、十月三日) National Day。

第二十四條 事假/Personal affair leave

1） 原則上，員工請(qǐng)事假不得連續(xù)超過(guò)30天（包括公休假及法定假）；當(dāng)月累計(jì)事假超過(guò)15天，不得享受各類津貼。 In principal, personal affair leave shall not exceed 30 days successively (include weekends and national holidays); where the personal leave in a month exceeds 15 days, the staff is not entitled to get any welfare or allowance.

2） 事假期間公司不支付任何薪資，含工資、補(bǔ)貼、獎(jiǎng)金等。

There is no income during personal affair leave, include salary, allowance, bonus and such.

第二十五條 病假/Sick leave

1） 病假：持有縣（區(qū)）級(jí)以上公立醫(yī)院出具的建議休息病假單及就診病歷記錄，經(jīng)領(lǐng)導(dǎo)批準(zhǔn)的實(shí)際病休時(shí)間； Sick leave refers to the leave with evidence from the hospital and approval from the superior.

2） 病假期限（全年累計(jì)病假日數(shù)不得超過(guò)醫(yī)療期）：

Term of sick leave (the sick leave in a year shall not exceed the term of medical treatment period):

病假最長(zhǎng)期限為1年，逾期不復(fù)工者，視作自動(dòng)解除勞動(dòng)合同。

The maximum term of sick leave is 1 year; Where the term exceeds 1 year, it is deemed as staff terminate the laborcontract without compensation.

3） 病假工資：按實(shí)際工資（不包括加班加點(diǎn)工資、獎(jiǎng)金、各類津貼等）為基數(shù)的80%發(fā)放。

Salary of sick leave: 80% of monthly actual salary (exclude overtime, bonus, welfare and allowance).

第二十六條 婚假、喪假/Marriage leave, funeral leave

1） 符合法定年齡(女20周歲，男22周歲)結(jié)婚的，可享受3天婚假；符合晚婚年齡（女≥23周歲，男≥25周歲），可再享受晚婚假12天；再婚的可享受3天婚假，不能享受晚婚假；

Those meet lawful marriage age are entitled for 3 days marriage leave; those meet lawful late marriage age are entitled for 12 days extra leave; remarriage is entitled for 3 days only.

2） 上述婚假需以相關(guān)部門(mén)開(kāi)具的結(jié)婚證明為準(zhǔn)(結(jié)婚日期早于員工入公司日期的，不能享受婚假)；

Marriage leave shall be served with marriage certificate which is possessed during the service in the company.

3） 員工的下列親屬死亡，可享受三天喪假：祖父母、父母、配偶父母、配偶、子女、兄弟姐妹（須持有醫(yī)院的死亡證明及與本人關(guān)系的證明）；

Staff is entitled for the funeral leave for the following relatives: grandparent, parent, parent of spouse, spouse, child, sister or brother (evidence of the death and relation shall be served)

4） 婚、喪假期間，視同出勤，工資、補(bǔ)貼及獎(jiǎng)金全額發(fā)放。

Marriage leave and funeral leave are paid leave.

5） 婚嫁期間包括法定假及公休假。

The term of marriage leave includes weekends and national holidays.

第二十七條 產(chǎn)假/Maternity leave

1） 員工生育、流產(chǎn)符合國(guó)家計(jì)劃生育政策規(guī)定的，憑相關(guān)證明(準(zhǔn)生證等)，可以申請(qǐng)休產(chǎn)假；

Staff meet lawful maternity regulation can take such leave;

2） 產(chǎn)假期限根據(jù)國(guó)家法規(guī)，按以下標(biāo)準(zhǔn)執(zhí)行：

The term of maternity leave is as follows:

a. 正常分娩的，享受 98天產(chǎn)假，其中產(chǎn)前可以休假15天；

Normal delivery, 98 days, among which, 15 days can be took before the delivery;

b. 分娩時(shí)遇有難產(chǎn)實(shí)施剖宮產(chǎn)或助產(chǎn)手術(shù)的，增加產(chǎn)后假15天；

Cesarean delivery, 15 days extra;

c. 生育多胞胎的，每多生育1個(gè)嬰兒，增加產(chǎn)后假15天；

Multiple births, 15 days extra for each baby;

d. 妊娠未滿3個(gè)月流產(chǎn)的(含自然流產(chǎn)、人工流產(chǎn))，享受產(chǎn)假20天；

Abortion within 3 months, 20 days;

e. 妊娠3個(gè)月及以上、7個(gè)月以下流產(chǎn)的(含自然流產(chǎn)、人工流產(chǎn))，享受50天的產(chǎn)假；

Abortion in between 3 months and 7 months, 50 days.

3） 產(chǎn)假期間，發(fā)放其標(biāo)準(zhǔn)工資作為生育津貼，月工資高于統(tǒng)籌地區(qū)職工平均工資的300%，按統(tǒng)籌地區(qū)職工平均工資的300%計(jì)發(fā)。

Maternity leave is paid leave. If the monthly salary is above 300% of the average salary in Ningbo, the Company will pay 300% of the said as the benchmark.

第二十八條 陪產(chǎn)假/Paternity leave

1） 公司男性員工，如配偶符合國(guó)家晚育政策的，可享受七天陪產(chǎn)假。

Male staff meeting lawful maternity regulation is entitled for 7 days paternity leave.

2） 員工請(qǐng)陪產(chǎn)假，需出示子女的《出生醫(yī)學(xué)證明》和《準(zhǔn)生證》。陪產(chǎn)假在子女出生的一個(gè)月內(nèi)有效，逾期作廢。 Evidence shall be served when staff takes paternity leave which is valid for only 1 month after the birth of baby.

3） 陪產(chǎn)假期間視同出勤，工資、補(bǔ)貼及獎(jiǎng)金全額發(fā)放。

Paternity leave is paid leave.

第二十九條哺乳假/Breastfeeding leave

1） 有不滿一周歲嬰兒的女員工，每天給予哺乳時(shí)間二次，共計(jì)1小時(shí)；多胎生育的女員工每多哺乳一個(gè)嬰兒，哺乳時(shí)間每天增加三十分鐘；

Staff with baby of less than 1 year old is entitled for 1 hour leave; Multiple birth, grant 30 minutes more for each baby.

2） 哺乳假期限為一年，起始日期為員工子女的出生日期。員工請(qǐng)哺乳期，需出示子女的《出生醫(yī)學(xué)證明》。 The term of breastfeeding leave is 1 year, starting from the birth date of the baby.

3） 哺乳假期間視同出勤，工資、補(bǔ)貼及獎(jiǎng)金全額發(fā)放。

Breastfeeding leave is paid leave.

第三十條 產(chǎn)檢假/Leave for physical check of pregnant staff

懷孕女工在工作時(shí)間內(nèi)進(jìn)行產(chǎn)前檢查的，憑醫(yī)院出具的證明，檢查時(shí)間視為正常工作時(shí)間，公司支付期間工資、獎(jiǎng)金及補(bǔ)貼。產(chǎn)前檢查的時(shí)間一般不得超過(guò)半天(含來(lái)回路程)。懷孕女工產(chǎn)前檢查的周期定義如下：

Pregnant staff is entitled to get the prenatal examination with the evidence from the hospital. The time of prenatal examination shall not be more than half day (include the time spent on the way). Such leave is paidleave. The period for the examination is as follows:

a. 懷孕4個(gè)月到6個(gè)月的女員工，每個(gè)月檢查一次；

Pregnant in between 4 months and 6 months, 1 time/month;

b. 懷孕7個(gè)月到9個(gè)月的女員工，每半個(gè)月檢查一次；

Pregnant in between 7 months and 9 months, 2 times/month;

c. 懷孕9個(gè)月以上的女員工，每一周檢查一次。

Pregnant above 9 months, 1 time/week.

第三十一條 工傷假/Work injury leave

員工發(fā)生事故后，由其所在部門(mén)于24小時(shí)內(nèi)出具〈工傷認(rèn)定申請(qǐng)表>，記錄事故經(jīng)過(guò)，經(jīng)相關(guān)領(lǐng)導(dǎo)審核后，上交人力資源部。人力資源部上報(bào)工傷保險(xiǎn)機(jī)構(gòu)及勞動(dòng)管理部門(mén)，上述部門(mén)調(diào)查取證，確認(rèn)屬實(shí)后，出具[工傷認(rèn)定書(shū)]。

Staff suffer from work injury shall inform HR within 24 hours after the occurrence.

1） 人力資源部在未收到勞動(dòng)部門(mén)出具的<工傷認(rèn)定書(shū)>]前，員工請(qǐng)假，視病假支付期間薪資。確定屬工傷后，按工傷假待遇補(bǔ)發(fā)期間差額。如工傷事故有第三方民事賠償責(zé)任的，且民事賠償額度高于工傷保險(xiǎn)標(biāo)準(zhǔn)的，公司將扣除視病假期間支付的薪資；如民事賠償額度低于工傷保險(xiǎn)標(biāo)準(zhǔn)的，公司只支付差額部分。

Before getting the [Work Injury Protocol], company will release sick leave salary to staff, and make up the rest part of salary once the injury is confirmed as work injury by the labor office.

2） 員工請(qǐng)假，需提供縣級(jí)及以上公立醫(yī)院的診斷證明，工傷假期限按國(guó)家相關(guān)法規(guī)執(zhí)行。

Application of work injury leave shall be served with evidence from hospital.

3） 工傷假期間，視同出勤，工資、補(bǔ)貼及獎(jiǎng)金等全額發(fā)放。

Work injury leave is paid leave.

第三十二條 年休假/Annual leave

1） 公司根據(jù)生產(chǎn)、工作的具體情況，統(tǒng)籌安排職工年休假。

Company may arrange annual leave comprehensively based on the production and business requirement.

2） 連續(xù)為公司工作一年及以上者，可按照相關(guān)規(guī)定享受年休假。

Those work in the company successively 1 year and above are entitled to the annual leave.

3） 年休假假期期限/Term of annual leave

4） 員工必須向公司提供有效累計(jì)工齡證明（勞動(dòng)合同、社保繳納年限證明、公司工齡證明）才能享受年休假；無(wú)法提供有效證明的，則按在本公司工作年限起算。

Staff must serve valid seniority evidence to the company (labor contract, insurance, seniority proof from previous company); otherwise, the seniority is calculated from the date that staff joins the company.

5） 員工年休假期間，視同出勤，工資、補(bǔ)貼及獎(jiǎng)金全額發(fā)放。

Annual leave is paid leave.

6） 年休假可在一個(gè)年休假期間內(nèi)一次或多次累計(jì)使用，不作跨年度累計(jì)。

Annual leave shall not be taken cross the years

7） 有下列情形者，不享受當(dāng)年年休假資格；如當(dāng)年已享受的，則不享受下一年度的年休假：

Staff with circumstances below is not entitled for annual leave; if the annual leave of the year has already been taken, then the one of the next year is not allowed:

a. 累計(jì)工作滿1年不滿10年的員工，請(qǐng)病假累計(jì)2個(gè)月以上的；

Cumulative seniority in between 1 year and 10 years, takes sick leave for 2 months and above;

b. 累計(jì)工作滿10年不滿20年的員工，請(qǐng)病假累計(jì)3個(gè)月以上的；

Cumulative seniority in between 10 years and 2 years, takes sick leave for 3 months and above;

c. 累計(jì)工作滿20年以上的員工，請(qǐng)病假累計(jì)4個(gè)月以上的。

Cumulative seniority above 20 years, takes sick leave for 4 months and above;

第三章 附 則

Chapter 3 Supplemental Provision

第三十三條 公司員工可以通過(guò)內(nèi)部共享鏈接確認(rèn)出勤情況；若與事實(shí)不符，應(yīng)及時(shí)補(bǔ)辦相關(guān)手續(xù)。員工未按制度規(guī)定的時(shí)限內(nèi)提交的考勤數(shù)據(jù)調(diào)整，經(jīng)核準(zhǔn)后，人力資源部將統(tǒng)一于次月工資中做相應(yīng)的補(bǔ)發(fā)。

Staff may log on company intranet to check his/her attendance; if there is any inconformity, he/she shall make up procedures in time.

第三十四條 本制度由人力資源部負(fù)責(zé)解釋，本規(guī)范如有未盡事宜，由人力資源部修訂并呈總經(jīng)理辦核準(zhǔn)后發(fā)布。修訂時(shí)亦同。

HR is responsible for the interpretation of this regulation; matters not covered herein shall be amended and shall be approved by GM to release.

第三十五條 本制度自批準(zhǔn)之日起實(shí)施。原有關(guān)規(guī)定作廢。

This regulation comes into force as of the approval date; the previous regulation shall be invalid simultaneously.

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