薪酬管理制度

Salary Management Rules

薪酬管理制度

一、总则(General Principles)

1.目的 Purpose

（1）建立一种以岗位为基础，以工作绩效考核为核心的正向激励机制。

Establish to base on positions and as the core of the performance appraisal positive

incentives.

（2）把员工的薪资收入与岗位责任、工作绩效密切结合起来。

Closely combined staff’s salary with position responsibility and performance

（3）实现薪酬管理与分配的制度化，规范化。

Realize salary management and make distribution institutional and standard.

2.适合范围Application Scope

（1）适用于公司全体员工（临时工除外）。

For all staffs (expect temporary workers).

（2）非公司所属的外联人员除外。

Except non-company outreach workers.

3.管理职责Management Responsibility

（1）总经理和副总经理 General Manager and Deput General Manager

 根据公司的战略发展规划，提出本制度的制订与修正原则，以及本公司收入分配的原则方案。According to the company's strategic development plan, put forward the

formulation and revision of this system principles and the principles of the program's

income distribution.

 组织讨论并批准本制度的实施。Organize to discuss and approve the implementation of

the system.

（2）人力资源部 /Human Resource Department

 负责组织本制度的修订和实施过程中的解释，负责本制度的执行和监督。

Responsible for organizing the system implementation、 the process of revision and

system interpretation, responsible for the implementation and monitoring.

 负责按各部门上报的考勤、考核等资料，计算员工工资与奖金。

According to each department attendance and evaluation data, calculate staff salary and

bonus.

 拟订薪资年度预算，提出员工薪酬调整议案。

Protocol salary yearly budget, put forward salary adjustment motion.

 负责与HR外包供应商接洽，薪资答疑等工作。

Responsible for contacting HR outsourcing, and answering salary question and other

work.

（3）财务部/Financial Department

负责对人力资源部提交的员工工资表进行复核及最终发放。

Review the payroll that human resources submit and final release.

二、薪资的构成(SALARY STRUCTURE)

1.薪资划分 /Salary Division

（1）按各部门的具体职责划分为五大系列：生产、包装、仓库、业务、管理

According to the various departments of the specific responsibilities are divided into five

series: production、package、warehouse、business、management.

（2）根据公司的性质 ，集团以岗位标准工资为主体结构的薪酬制度。

According to the nature of the company, group will set as the main structure system of the

position wage .

（3）基于激励的需要，将薪酬体系划分为固定工资与浮动工资两大部分.固定工资包括岗位工资、工龄工资及各项福利津贴;浮动工资包括绩效工资、加班工资及年终奖金。

Based on the need to encourage, divide the salary system into two parts: fixed salary and

floating salary. Fixed salary includes position wage, seniority wage and other welfare allowance;

Floating wage includes performance wage, overtime wage and end year bonus.

（4）岗位工资、绩效工资、工龄工资、加班工资以及福利津贴共五个项目构成月薪资总额：Position wage, performance wage, seniority wage, overtime wage and other welfare allowance

are consist of the monthly gross salary.

月薪资总额/Monthly gross salary

固定工资/Fixed Wage 浮动工资/Floating Wage

岗位工资

/Position

Wage

工龄工资

/Seniority

Wage

福利津贴

/Welfare

Allowance

绩效工资

/Performance

Wage

加班工资

/Overtime

Wage

年终奖金

/End-year

Bonus

2.岗位标准工资 /Post Standard Wage

（1）岗位工资即各岗位的基本工资，由总经理确定。

Post salary is that the basic wage of the position, determined by General Manager.

3.绩效工资/Performance Wage

（1）绩效工资体现员工在某一考核期内的工作成绩，以员工考核评估确定的等级结果为依据，确定绩效工资额。Performance wage is staff’s work performance during

assessment period, according to staff assessment to determine the ranking

results, determine the performance wage.

（2）绩效工资分为A 、B、C、D、E共五等，A为最高等，E为最低等。

The performance salary is divided into A, B, C, D, E five levels, A as the most advanced, the

lowest is E

车间一线员工：

Workshop frontline staff:

绩效工资等级/Performance

wage level

计算比例

/Calculate

the

proportion

150 125 100 75 50

A等

Level A

B等

Level B

C等

Level C

D等

Level D

E等

Level E

办公室及车间组长以上级别：

Office Staff and all department supervisor level

绩效工资等级/Performance

A等

Level A

B等

Level B

C等

Level C

D等

Level D

E等

Level E

wage level

计算比例

/Calculate

the

proportion

（3） 评估方式：各部门负责人对其管理的部门员工评估，副总经理负责对各部门负责人进行评估。评估必须按照员工的真实表现；客观事实,公正严明并且不夹带任何私人感情给予评估。Evaluation mode: Each department leader responsible for own department staff

assessment, Deputy General manager is responsible for evaluate all department supervisors’

performance, Assessment must be followed with the staff’s true performance with Objective fact,

fairness and don’t join your personal feelings to assessment.

（4）各部门绩效评估表见附档 Various departments performance evaluation files form

please see attached file

4.工龄工资Seniority Wage

（1）公司为了激励长期为本公司工作的员工而设定的工龄工资。

In order to encourage staff to work long time in company, so company set seniority wage for

staffs.

（2）公司中层以上人员，不再计算和发放工龄工资。

Above the management level staff, company will not calculate and release the seniority wage.

（3）工龄是指进入本公司后连续工作的年限。

The seniority wage refers to the time that staff works in company.

（4）工龄工资： 50元/年，仅限一线车间员工

Seniority wage: 50 yuan per year, for workshop frontline staff only

5.加班补贴 Overtime allowance

（1）员工加班须由本部门负责人审核，经批准的加班需提前报人力资源部办理加班手续，未按规定办理的人员不计付加班补贴。Staff need overtime work which must be approved

300 200 150 100 50

by department manager before, after approval need to report to HR department for the overtime

procedure, not in accordance with the provisions of staff won’t give overtime allowance.

（2）员工加班分延时加班、休息日加班与法定假日加班。

Staff overtime work can be divided into working days delay overtime, weekend overtime

and statutory holiday overtime.

（3）原则上安排加班的，当月尽量安排补休，如当月不能补休的，则计算加班补贴，标准如下：Overtime is arranged in principle, company will try to arrange compensatory in the same

month, if can’t arrange compensatory , will calculate overtime allowance, standards are as follows:

延时，补贴按 1.5倍 计算;

Working day delay overtime & weekend overtime allowance will be calculated by 1.5 times;

法定假日加班，补贴按 3倍 计算。

Statutory holiday overtime, allowance will be calculated by 3 times.

6.福利津贴 Welfare allowance

（1）社会保险津贴 Social insurance allowance

公司根据国家有关规定为员工办理社会保险。

According to relevant state provisions, company will provide social insurance for all staffs.

（2）假期津贴 Holiday allowance

全公司员工统一享受国家的法定带薪节假日。

All Staff will take the state’s statutory paid holiday.

女工符合计划生育的产假，哺乳假按照国家法律规定享受；

Female workers applicates maternity leave which meets govenment family planning, and the

lactation period vacation, will enjoy in accordance with provisions of the national law.

婚假，丧假按照国家法律规定享受；

Marriage holiday, Compassionate leave will be taken according to state law regulations.

病假工资：按照日工资的50%计算扣除（需提供市级以上医院证明）

Sick leave wage: Calculated according to 50% of daily wage deduction ( Need to provide

medical certificate from City leave above hosipital)

事假工资：按照日工资的100%计算扣除

Casual leave wage: Calculated according to 100% of daily wage deduction

（3）住房补贴 Housing subsides

根据公司规定，为员工办理公积金

According to company rules, will provide housing provident fund for staffs.

（4）伙食津贴 Food allowance

公司免费提供全公司员工的午餐。

Company will provide free lunch for all staffs.

（5）其他津贴 Other allowance

a) 住在市区，班车不到之处所乘公车费用以实际金额按月报销； （仅针对办公室人员）

Staff who lives in urban area, and shuttle doesn’t reach there, will give actual amount of

Reimbursement by month; (Only for office staff)

b) 所有员工生日当天或者月底送上价值200元生日蛋糕券

Company will provide the value of 200yuan cake coupons on the staff birthday day or end of

month

c) 由绩效考核结果评选出优秀员工，优秀员工每年享受一次国内旅游机会，具体地点由公司统一决定。Excellent staff chose by performance appraisal will enjoy an annual domestic

tourism opportunity, company decides the specific locations.

7.奖金 Bonus

奖金分为一次性奖励、特殊贡献奖、项目奖和年终奖四部分组成，以货币形式给予奖励。Bonus is divided into four parts, they are one-time award, specific contribution award ,project

award and end-year award, company will reward by monetary.

8.薪资扣款项目 Salary Deduction Program

个人所得税、代扣社保费、及其他代扣应扣事项。

Personal income tax, social security costs, fine and other payments to be deducted.

三、定薪 Fixed Salary

1.新进人员定薪 Make fixed salary for new joiner.

（1）新员工试用期为2个月，New joiner has two months’ probation.

新进员工

提交试用意见

所属岗位

New joiner’s

subordinate position

经理级以上（含）

Above manager

level(Include

manager)

经理级以下

Submit trial

comments

Approval

Application

申请

批准

试用岗位直属上司

Trial post

supervisor

试用岗位直属上司

人力资源部经理

HR Manager

总经理

General Manager

人力资源专员

HR Specialist

人力资源部经理

HR Manager Below Manager level Trial post supervisor

2.内部员工定薪 Internal Staff Salary

（1）规范定薪，根据员工个人表现，部门及公司的综合评价，按照新制定的薪酬体系等级确定现有人员的薪资等级。Standard salary, according to staff performance, department and

company will evaluate comprehensive, according to the new formulation of the salary system to

determine the existing personnel grade.

（2）人员调整：每年6月份，各部门根据上一年的人员绩效考核成绩及新一年的工作目标、任务对人员进行优化组合，对于被优化出来的人员及新一年的人员缺口，以书面形式报人力资源部备案。Personnel Adjustment: Every year in June, according to last year of personnel

performance appraisal achievement and new year working target, personnel optimization task, to

optimize staff and a new year personnel notch, need report as written form to the human resource

department for record.

（4）对不胜任本岗位工作的人员，公司对其培训或转岗，如果培训或转岗仍不胜任者，将解除劳动合同。The position of incompetent staff, company will train them or transfer to other

position, if after training or transferring, she/he is still not competent, we will terminate the labor

contract.

四、薪资调整 SALARY ADJUSTMENT

1.个人薪资调整 Personnel salary adjustment

（1）薪资调整时间为每年6月份，7月份实施。薪资调整比例按照前12个月的绩效考核评分的平均分相对应的等级而定。Annual salary adjustment time is in June、July for

implementation. Percentage salary adjustment is according to the first 12 months of average

performance appraisal score of the corresponding grade.

（2）岗位或职称无变动的个人薪资等级调整，以每年12次考核为准，若未完成12次考核，则按未完成考核次数对应比例减少绩效等级数：No change in individual job title or salary

grade adjustment ,if you can’t complete 12 assessment, evaluation will be set according to the

number corresponding to the ratio of reduce the number of outstanding performance levels.

条件：绩效等级

Condition: Performance Rate

控制幅度

Span of Control

比例

Proportion

全年至少10个A

At least ten “A” a year

5% 10%

全年至少8个B

At least eight “B” a year

8%

不符合上面或下面的条件

Don’t meet the condition above or

below

0

全年8个D或E，或连续3个E

Eight D or E, or three consecutive E in

the whole year

-5%

全年8个及以上E 辞退

Eight or more than eight E Dismissal

（3）考核评估结果由考核得分按照规定的等级分布比例强制确定：

Evaluation results from examination score in accordance with the provisions of the grade

distribution ratio of force determine:

绩效工资等级

Performance

Salary Grade

人员分布比例

Personnel

Distribution

Ratio

（4）由于岗位或职称变化的个人薪资调整：

The position or title changes in individual salary adjustment:

调整事因Adjust

Reason

职位晋升

Position

Promotion

薪等

Salary Level

对应晋升后所在岗位的薪等

Corresponding salary level of the

current position after promotion

薪级

Salary Grade

重新评估，一般为该薪等的较低薪级，但必须确保薪资总额不低于晋升前的水平Reassessment, is general

the lower grade in the salary grade,

but must ensure that the gross salary

not less than the level before

promotion.

依新的职位重新评估薪级

According to the new position to

reassess the salary grade.

5% 20% 65% 5% 5%

A等

Level A

B等

Level B

C等

Level C

D等

Level D

E等

Level E

职位平调Lateral

Transfer

Position

薪等不变

Salary level constant

职位降级

Position

Downgrade

对应降级后所在岗位的薪等

Corresponding salary level of the

current position after downgrade

重新评估，但必须确保薪资总额不高于调整前的水平Reassessment,

but ensure that total gross salary is

not more than before adjustment

（5）薪资调整后的计算方式：每月15日以后生效的，当月按原等级计算，15日之前生效的，当月按新等级计算。Calculation of salary adjustment: it will be effective after 15th every

month, current month will be calculated as the original level, if it is effective before 15th,will be

calculated as the current level.

（6）个人薪资调整的岗位权限见下表：

Individual salary adjustment of status privileges as follows:

调整类型

Adjustment Type

岗位变化

Position Change

岗位不变化

提交建议与申请

Submit Proposal And Application

人力资源部经理

Human Resource Manager

部门经理提交上一年度绩效考核批准

Approval

总经理

General Manager

人力资源部经理

Human Resource Manager

成绩和调整建议Department

Position Don’t Change

manager submit performance

appraisal results and suggestion for

adjustment

2.全公司普调(COMPANY GENERALLY ADJUSTMENT)

（1）薪资普调：指公司根据定期同行业的薪酬调查情况以及国家物价上涨指数而对公司薪酬体系全部或部分内容进行的调整。General Salary Adjustment: The company will adjust all

or parts according to the survey of the same industry salary standard and national inflation index.

（2）有下列情况者，无资格参与薪资普调：

Who has following conditions that can’t involve in general salary adjustment.

 病假、事假、工伤假、产假等累计超过一个月者。

Sick leave, casual Leave, injury leave, Maternity leave accumulative

more than 1 month.

 该年度因违反公司纪律受到重大行政处罚以及收到两次警告信处罚者。

The person who violate the company’s discipline that subject to significant administrative

penalties and those who received two warning letters in this year.

 加薪实施日前提出离职者。

The person who proposes to resign before implementation day.

五、薪资计算、审批与发放(SALARY CALCULATION、APPROVAL AND

RELEASE)

1.薪资计算/Salary Calculation

（1）薪资计算项目/Salary Calculation Items

员工月薪资总额=岗位工资+绩效工资+工龄工资+加班补贴+各种福利津贴+补杂-应扣款项。Staff gross monthly salary=Post Wage+ Performance Wage+ Seniority Wage+ Overtime Pay+

Various Welfare Allowance+ Additional-Should Deduct Money

（2）考勤管理/Attendance Management

 薪资计算的考勤期间为自然月，严格按照当月指纹考勤记录计发。无考勤者视为缺勤。During the attendance of calculation salary is natural month, strictly according to the

fingerprint attendance record to release. Be treated as absent without attendance.

（3）计件工资的计算/ Calculation of the piece rate

 必须在每月5日之前将计算好的计件工资表提交到人力资源部。

The relevant person must submit calculated piece-rate wages sheet to Human Resource

Department before 5th monthly.

 每月第6-10日为劳资专员汇总、计算计件工资时间。

Labor commissioner will summary and calculate the piece rate wage time from 6th to 10th

every month.

（4）绩效工资计算/Performance calculation

 每月的前5个工作日为各部门绩效考核评估时间，并于第6个工作日汇总到人力资源部。The time of examining and evaluating performance to various department is the

first five working days per month.

 每月第6至10日为人力资源部专员汇总绩效考核结果并确定绩效工资等级的时间。Human resource commissioner will summarize the results of performance appraisal

and merit pay grade from 6th to 10th every month.

 每月第10至11日为劳资专员计算工资并制成“工资表”的时间。

The labor commissioner will make the “salary sheet” start from 10th to 11th every month

（5）薪资计算时，各项目一律以元为单位计算，若有小数产生，一律四舍五入。

During calculating salary, the project will be calculated by unit Yuan, if there is a decimal

generate, all four to five homes.

2.工资审批 (SALARY APPROVAL)

（1）薪资必须由总经理批准后方能发放.

The salary must be approved by General Manager before being released.

（2）劳资专员完成薪资计算并形成“工资表”后，一并提交副总经理核查，再交由总经理审批，审批完毕后交财务部出纳员。After labor commissioner finish salary’s calculation to

become “salary sheet”, submit all relevant information to Deputy Manager for verification, then get

approval from General Manager, after approval, then deliver to cashier from Finance Department.

（3）所有中间核查及审核人，批准人的工作完成时间最长不得超过3个工作日。

Verification and audit of all the middle people, who approved the work completion time

shall not exceed three working days.

3.薪资发放 (SALARY PAYMENT)

（1）薪资发放日期：每月14日发放上月薪资，如遇周末/节假日，则顺延发放，如提前发放，必须经总经理批准。Payroll time: Last month’s salary will be released in monthly 14th ,in

case of weekend /holiday, then will extend to release, if paid in advance, must be approved by the

General Manager.

（2）因计算错减造成员工薪资不符的，将在下月发放的薪资中补扣。

Reduced due to the calculation errors caused staff salary inconsistent, will release from next

month’s salary up to buckle.

（3）年终奖金发放日期为每年春节前。

The date of releasing annual year-end bonus is before Spring Festival.

六、说明(EXPLAINATION)

1.员工对薪资产生异议时可以提出书面申请，行使薪资请求权，但自发生之月起1个月内未行使则视为弃权。Staff disagree the payroll should submit a written application to request

correct salary, but since from start month, if there is no staff to put up with within 1 month, then

consider an abstention.

2.本制度规定的薪资为税前薪资。

The system provides pre-tax salary.

3.对于本制度未规定的事项，依本公司人力资源部管理的相关制度办理。

For the matter isn’t mentioned in the system, will handle according to the company’s relevant

human resource management rules.

4.本制度于试行3个月后将进行一次总结，做必要的修正。

The system was tried for three months will be a summary, and make necessary amendments.

5.本制度自颁布之日起开始执行，其他类似或有冲突的规定自行失效，将以本制度为准。Since the system started from the date of promulgation, other similar or conflict rules will

automatically void, subject to the current system.