外企员工手册、规章制度福利明细(中英文版)
外资企业员工手册中英文版
外资企业员工手册1.1 本公司为健全管理制度和组织功能,特依据外商投资企业劳动人事法规和本公司人事政策制定本手册.1.2 凡本公司所属员工,除法律法规另有规定者外,必须遵守本手册规定.1.3 凡本手册所称员工,系指正式被聘于本公司并签订劳动合同或聘用合同者.2.1 聘用关系2.1.1 ITP员工为18岁以上的成人，公司规定退休年令为60周岁。
无性别,地域,户口等区别.2.1.2新员工聘用设有三个月的试用期,如果试用期的工作表现不能令上司满意,被证明不符合录用条件的, 公司可以在试用期内终止聘用，或将试用期延长，以作进一步观察，但延长期最多不超过三个月。
在试用期内，员工及公司任何一方都可提前五个工作日通知对方，终止聘用关系。
公司为试用期员工签订3-6个月的试用合同。
公司为工作关系和户口关系不能转入公司的人员及退休被聘用人员，签订聘用合同。
2.1.3 有下列情形之一者，不得聘用为本公司员工；（1）曾经被本公司开除或未经核准而擅自离职者：（2）被剥夺公民权利者；（3）通缉在案未撤消者；（4）受有期徒刑之宣告，尚未结案者；（5）经指定医院体检不合格者；（6）患有精神病或传染病或吸用毒品者；（7）未满18周岁者；（8）政府法律规定的其他情形者。
2.1.4 应聘人员面试及体检合格后，按照公司录取通知的日期、地点、亲自办理报到手续、并应缴验下列证件：（1）本人最近一寸证件照片三张；（2）学历，职称证件、身份证；（正本核对后发还，复印件留存）（3）退工单，劳动手册等前服务单位离职证明。
经面试甑选合格之应聘人员。
未于通知时间、地点办理报到手续者，视为拒绝接受本公司聘用，该通知则失其效力。
2.1.5 有下列情形之一者，本公司可以不经预先通知而终止聘用关系，并不给予当事人补偿。
（1）在欺骗公司的情况下与公司签订劳动合同，致本公司误信造成损失者；（2）违反劳动合同或本手册规则经本公司认定情节重大者；（3）营私舞弊，授受贿赂，严重失职，对公司造成损害者；（4）对本公司各级管理者或其他同事实施暴力行为或有重大侮辱之行为而使之受到伤害者；（5）故意损耗本公司物品，或故意泄露公司技术、经营机密者；（6）无故旷工3日以上，或一年内累计旷工6日以上者；absenteeism（7）被判有期徒刑以上的刑事责任者；（8）本公司制度规定的其他严肃纪律处分而开除的情形。
外企员工手册、规章制度福利明细(中英文版)
索引Index章节目录Topic页码Page Section第一部分简介Introduction4Section11.1适用范围Application Range5第二部分员工聘用及新员工入职流程6Section2Recruitment&On boarding procedure for new staff2.1招聘流程Process for filling vacancies62.2员工推荐制度Employee Referral policy72.3任命类别Appointment types72.4合同类别Contracts72.5新员工入职流程On board procedure for new Employees82.6试用期Probationary period9第三部分员工尊重10Section3Dignity and Respect3.1机会均等Equal Opportunities103.2禁止事项Discrimination103.3骚扰Harassment113.4暴力Bullying113.5投诉Complaints Procedure123.6举报Whistle blowing12第四部分薪酬福利Compensation&Benefits15Section44.1工资Payroll15第五部分绩效管理Performance Management16Section55.1绩效评估Performance Evaluation165.2绩效管理流程Performance Management Process165.3评估标准Measuring Performance175.4绩效改进计划Performance Improvement Planning17第六部分培训19Section6Training6.1培训类别Types of Training196.2新员工入职培训New Employee Orientation Training196.3销售培训Sales Training1916.4非销售人员培训Training For Non Sales Functions206.5负责培训的相关部门Department Responsible ForTraining20 Design and Execution第七部分工作时间，休假和考勤21 Section7Working Hours,Leave,Attendance&Timekeeping7.1工作时间Working hours217.2请假流程Notification procedure for nonattendance227.3加班Overtime227.4病假Sick Leave237.5事假Personal leave237.6婚假Marital Leave247.7丧假Bereavement Leave247.8生育假期Maternity leave257.9年假Annual Leave267.10额外假期Additional Leave Entitlements277.11公共假期Public Holidays27第八部分出差和报销29 Section8Travel&Expense8.1出差审批流程Travel Approval Process298.2住宿和补贴Accommodation&Allowances298.3餐补Meal Allowances308.4客户活动Client Entertainment308.5客户礼物Client Gifts318.6现金预借Cash Advancements318.7乘坐飞机出差Air Travel328.8手机费报销政策Mobile Phone Expense32第九部分健康与安全33 Section9Health&Safety9.1安全声明Safety Statement339.2员工合作Co-operation of Employees339.3消防安全Fire Safety349.4事故与危险/风险Accidents,Hazards&Risks349.5事故与急救Accidents&First Aid35第十部分保密制度Confidentiality36 Section1010.1保密信息Confidential Information36第十一部规章制度38分Disciplinary Procedure Section1111.1行政处分程序概述Overview of the DisciplinaryProcess3811.2行政处分四个阶段The Four Stages of theDisciplinary38 Process11.3违纪Misconduct4011.4严重违纪Gross Misconduct4011.5上诉程序The Appeal Process43第十二部劳动合同终止45分Termination of EmploymentSection1212.1辞职45Resignation第十三部附件[1]Appendix[1]46分公司其他法律实体Section13Other Legal EntitiesStaff handbook Version1.0第一部分：简介Section1:Introduction欢迎加入XX网，非常高兴您能加入我们的团队，希望您能在公司有一个长期成功的职业发展。
外企员工手册中英文版)
Term over three year: probation period is six months.
《劳动合同》期限超过叁年员工,其试用期为陆个月.
3-4Formalhiring正式聘用
3-4.1HR & Adm Department will release aEvaluation for QualifiedEmployees During Probation Period15 Days before the probation period is expired to the employee’s direct supervisor.
评鉴合格的将会被邀请成为正式员工
3-4.3Both parties should decide wether to renew the contract at lease one month before this contract expires.
员工与公司须在《劳动合同》期满前一个月决定是否续签合同.
在职员工可推荐有才能的人员进入本公司，但推荐人不得收取被荐人的任何好处或介绍费。一经发现，推荐及被荐员工,无论双方是在试用期或已是正式员工，都将被立即开除，且无任何经济补偿。但如果由被荐员工揭发的，被荐员工可继续留厂工作，收取好处的推荐员工将被立即开除且无任何经济补偿。
3-3Probation period试用期
公司按政府规定为试用期满的非本市户口员工申报及办理《暂住证》.
3-6Personnel records个人档案
3-6.1Personnel records record all the information related to the employees.
员工手册 英文版员工手册外企人事必备
员工手册英文版员工手册外企人事必备03/04EMPLOYEE HANDBOOK2003-2004Table of ContentsIntroduction (5)Employee handbook receiptDistrict information (8)Description of the districtMission statementDistrict goals and objectivesBoard of trusteesAdministrationSchool directoryEmployment (12)Equal employment opportunityJob vacancy announcementsEmployment after retirementContract and noncontract employmentSearches and alcohol and drug testingFirst aid and CPR certificationReassignments and transfersWorkload and work schedulesNotification of parents regarding certification statusPerformance evaluationEmployee involvementStaff developmentCompensation and benefits................................................................................... .. (17)Salaries, wages, and stipendsPaychecksAutomatic payroll depositPayroll deductionsOvertime compensationTravel expense reimbursement Health, dental, and life insurance Supplemental insurance benefits Cafeteria plan benefits (Section 125) Unemployment compensation insurance Teacher retirementTax-shelted annunityOther benefit programsLeaves and absences……………………………………………………..……………………………. .22Personal leaveSick leaveUse and recording of sick leaveLocal leaveSick Leave PoolTemporary disabilityAbsence From Duty formsFamily and medical leaveWorkers’ compensation benefitsAssault leaveBereavement leaveJury dutyOther court appearancesMilitary leaveEmployee relations and communications (28)Employee recognition and appreciationDistrict communicationsComplaints and grievances (29)Employee conduct and welfare (31)Standards of conductCode of Ethics and Standard Practices for Texas Educators and enforceable standards HarassmentSexual harassmentDrug-abuse preventionDietary supplementsReporting suspected child abuseAssociations and political activitiesSafetyMeal charges by employeesMisuse of compensated timeTobacco useEmployee arrests and convictionsPossession of firearms and weaponsVisitors in the workplaceCopyrighted materialsIntellectual propertiesComputer use and data managementSeasonal decorationsGifts and favorsAsbestos management planPest control treatmentUse of district vehicleCommercial Drivers License-part time driversKey ControlParking at District Administrative Offices (CSS)HousekeepingPersonal phone calls and cellular telephonesAnimals in district buildingsRumor controlGeneral procedures (46)Bad weather closingEmergenciesPurchasing proceduresName and address changesPersonnel recordsBuilding useTermination of employment (48)ResignationsDismissal or nonrenewal of contract employeesDismissal of noncontract employeesExit interviews and proceduresReports to the State Board for Educator CertificationReports concerning court-ordered withholdingStudent issues (50)Equal educational opportunitiesStudent recordsParent and student complaintsAdministering medication to studentsStudent disciplineStudent attendanceHazingSchool SafetyResources (52)School CalendarHelpful ContactsIntroductionThe purpose of this Employee Handbook is to provide information to employees thatwill help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the Deputy Superintendent for Administration.This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies. District policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manuals are located in the Principal’s Office at each campus or the District’s Administrative Offices and are available for employee review during normal working hours.The Mount Pleasant Independent School District’s website has a complete copy of school board policies. The District’s website isNOTE: Employees whose English reading skills are limited may call 903-575-2000 and speak with a Spanish- speaking employee who may assist with an interpretation of provisions of this Employee Handbook.NOTA: Los empleados cuyo conocimiento del inglés es limitado pueden llamar al 903-575-2000 y hablar con un empleado que hable español el cualles traducirá las estipulaciones del Folleto de Empleados.Mount Pleasant Independent School DistrictEmployee Handbook ReceiptName _______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations ofat-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation._________________________________________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.Mount Pleasant Independent School DistrictEmployee Handbook ReceiptName _______________________________________Campus/department __________________________I hereby acknowledge receipt of my personal copy of the Mount Pleasant ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or eliminate the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations ofat-will relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or departmenthead of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the District’s Personnel Office, 903-575-2000, if I have questions or concerns or need further explanation._________________________________________________________Signature DateNote: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to your supervisor.District informationDescription of the districtThe Mount Pleasant Independent School District is located near the center of Titus County, 116 miles east of Dallas on Interstate 30. Titus County encompasses 230 square miles with a population of over 25,000. Mount Pleasant is the county seat and has a population of approximately 14,000.The Board of Trustees and its administration are constantly seeking to improve an already-excellent school system. In 2000, the Mount Pleasant community overwhelmingly endorsed a significant capital improvement plan that has resulted in 3 new elementary schools, additions to the Junior High, a new Cafeteria Building at Mount Pleasant High School, new gynasiums, new football field, track, tennis courts, and renovations to the High School.Instruction focuses on a comprehensive college preparatory and Career and Technology studies. The district is currently investing heavily in computer and multi media educational technology in a effort to meet the academic and occupational training demands of a highly competititve workplace. The curriculum of the Mount Pleasant ISD is continuously evaluated and updated in a effort to meet the needs of all students and the demands of the community, regional and national businesses, and industries. The district encourages and welcomes involvement from parents, civic organizations, industry, and local citizens to provide the best educational opportunities possible for its students.Mission statementPolicy AEMt. Pleasant Independent School District will have high expectations for all students. The district will make every effort to attract and retain the most qualified teachers available who will enhance the positive image of our schools in the community. The caring atmosphere provided by these teachers will help promote the positive self-image for the students in the district. MPISD will encourage positive staff morale by providing clean and attractive campuses.MPISD will emphasize a teaching/learning process that will enable students to see “real life” connections. Students will become responsible, productive citizens by learning to act in a socially acceptable manner through problem-solving, creative thinking, and wise decision-making. Authentic career investigation coupled with current vocational programs will meet the needs of each student. Enriched programming will be designed to prepare students for success in their personal futurein the Twenty-First Century.Technology will enhance every program throughout the district. State-of-the-art software and hardware will be available to every student on a daily basis. Students will learn how to access information from a variety of high-tech sources by becoming proficient users of computers and peripherals.MPISD will address the important issues of “time” and communication. The optimum use of instructional time will lead to enhanced programs for all students. Communication between schools, administration, school board, community, families, and students will be open and honest and constantly improving. Staff, parents, and community will be given an opportunity to be involved in decision-making as we work together through the Accelerated Schools process. These combined efforts will continue to make MPISD the best school district in the state of Texas.District goals and objectivesPolicies AB,AFThe mission of the Texas public system is to ensure that all Texas children have access to a quality education that enables them to achieve their full potential and fully participate now and in the future in the social, economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights of Texas citizens. It is further grounded in the conviction that a successful public education system is directly related to a strong, dedicated, supportive family and that parental involvement inthe school is essential for the maximum educational achievement of a child. The objectives of public education are:1) Parents will be full partners with educators in the education of their children.2) Students will be encouraged and challenged to meet their full educationalpotential.3) Through enhanced dropout prevention efforts, all students will remain in schooluntil they obtain a diploma.4) A well-balanced and appropriate curriculum will be provided to all students.5) Qualified and highly effective personnel will be recruited, developed, andretained.6) Texas students will demonstrate exemplary performance in comparison to nationaland international standards.7) School campuses will maintain a safe and disciplined environment conducive tostudent learning.8) Educators will keep abreast of the development of creative and innovativetechniques in instruction and administration using those techniques as appropriate to improve student learning.9) Technology will be implemented and used to increase the effectiveness of studentlearning, instructional management, staff development, and administration.Board of trusteesPolicies BA, BAA, BBA, BBB, BBE, BE, BEC, BEDTexas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters withinlimits established by state and federal law and regulations.The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected at-large and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district.MPISD Board members:Dr. Mary Hearron PresidentMike Reynolds Vice PresidentEzeal McGill SecretaryLoyce Henry Assistant SecretaryRoyce Carr Sergeant at ArmsBilly Wayne Flanagan MemberClint Rivers MemberTrustees usually meet monthly on the fourth Monday of each month at 5:30 p.m.in the Board Room of the district, located in the Administration Building at 105 Riddle Street. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration Building at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with atwo-hour notice.All meetings are open to the public. Under the following circumstances, Texas law permits the board to go into a closed session. Closed session may occur for such things as discussing prospective gifts or donations, real property acquisition, personnel issues including conferences with employees and employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation.AgendaA regular school board meeting usually follows this agenda:Open ForumEducationBusinessBids/Price QuotesExecutive SessionFacility ReportsPersonnelFuture BusinessAdministrationSuperintendent of Schools Dr. Kenneth English Deputy Superintendent of Administraton James W. DuBus Deputy Superintendent of Instruction/Technology Pam Fite Director of Business/Finance Stacie Thompson PrincipalsMount Pleasant High School Susy WynnMount Pleasant Junior High School Lee ClayWallace Middle School Rodney HuffmanFrancis Corprew Intermediate LaWanda McCowan Annie Sims Elementary Bruce GearingVivian Fowler Elementary Gwen RobertsE.C. Brice Elementary Regina ConroyHeadstart/Early Childhood Deborah CodyMPISD Literacy Center Debbie MaloneSchool DirectoryMount Pleasant High School (9-12)2110 North Edwards903-575-2020 Principal Susy WynnAssistant Principals Donald Patton Jason MarshallTerry Giddens David TysonCounselors Mary Gail Karkoska Tracy JohnsonDanny Welch Kelly CowanMount Pleasant Junior High School (7-8)2801 Old Paris Road903-575-2110 Principal Lee ClayAssistant Principals Ronnie Holloway Estelle DeloneyCounselors Carmen Shavers Cherri StrausWallace Middle School (5-6)504 Dunn Street903-575-2040 Principal Rodney HuffmanAssistant Principal John WilhiteCounselor Vicki SinclairFrancis Corprew Intermediate School (3-4)909 School Street903-575-2050 Principal LaWanda McCowanAssistant Principal Garry DoddCounselor Ann AllenVivian Fowler Elementary School (K-2)502 North O’Tyson903-575-2070 Principal Gwen RobertsCounselor Debra WilliamsonE.C. Brice Elementary School (K-2)311 Cedar903-575-2057 Principal Regina ConroyCounselorAnnie Sims Elementary (K-2)1801 East First Street903-575-2062 Principal Bruce GearingCounselor Pam McCainTitus County Head Start (EC and Pre K)1602 West Ferguson903-575-2092 Director/Principal Deborah CodyTitus County Early Head Start201 Gibson903-577-7645Director Shelley DerrickMPISD Community Learning Center201 Gibson903-575-2130Director Debbie MaloneEmploymentEqual employment opportunityPolicy DAAThe Mount Pleasant ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.Employees with questions or concerns about discrimination on the basis of race, color, religion, sex, national origin, age, or military status should contact the Superintendent’s Office. Employees with questions or concerns about discrimination on the bases of a disability should contact the Superintendent’s Office.Job vacancy announcementsPolicy DCTo the extent possible, announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building.Employment after retirementIndividuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their benefits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet certain strict conditions. Retirees may work in the following capacities without a loss of retirement benefits:As a principal or assistant principal on a full-time basis, if certified as a principal and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.As a full-time bus driver (early age and disability retirees excluded).As a substitute at no more than the established daily substitute pay rate (Individuals receiving disability retirement benefits may not work for more than90 days in a school year.)On a half-time or less basis during any month, provided they are not also employed asa substitute in that month. Half-time employment cannot exceed the lesser of 50percent of the position’s full-time load or 92 hours in a month.On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following theirretirement.Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month. Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restrictions.Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their annuities. Acute teaching shortage areas are determined by the Board of Trustees based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eligible for full TRS, benefits a retiree must meet the following criteria:Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisionsHave a 12-month continuous break in public school service since retirementBe appropriately certified for the position in the applicable school yearEmployees can contact the MPISD Human Resources Office for additional information or contact TRS by calling 800-223-8778 or 512-397-6400. TRS information is also available on the Web (Dismissal of noncontract employeesPolicy DCDNoncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, religion, sex, national origin, disability, military status, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and grievances, page 29).Exit interviews and proceduresPolicy DCExit interviews shall be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience.All district keys, books, property, copy of the Employee Handbook, and equipment must be returned upon separation from employment. All fees and bills owed to the District by the employee must be paid. The employee must be cleared by the campus administrator and checkout form must be signed by the administrator. The processwill continue with the employee clearing through the Employee Benefits, Payroll, and Human Resources Departments. The employee’s final paycheck will be held or automatic deposit stopped until the Exit Interview process is completed. Thedistrict may withhold the cost of any unreturned items from the final paycheck.Reports to the State Board for Educator CertificationPolicy DFThe dismissal or resignation of a certified employee will be reported to the SBEC if there is reasonable evidence that the employee’s conduct involves the following:Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or minor without regard to ageThe possession, transfer, sale, or distribution of a controlled substanceThe illegal transfer, appropriation, or expenditure of school property or fundsAn attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or toreceive additional compensation associated with a positionCommitting a crime on school property or at a school-sponsored eventReports concerning court-ordered withholdingThe district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code §8.210, 158.211). Notice of the following must be sent to the court and support recipient:Termination of employment not later than the seventh day after the date of terminationEmployee’s last known addressName and address of the employee’s new employer, if knownStudent issuesEqual educational opportunitiesPolicy FBThe MPISD does not discriminate on the basis of race, color, religion, national origin, sex, or disability in providing education services, activities, and programs, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.Questions or concerns about discrimination of students on any of the bases listed above should be directed to the Deputy Superintendent, Administration.Student recordsPolicy FLStudent records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records.The following people are the only people who have general access to a student’s records:Parents of a minor or of a student who is a dependent for tax purposesThe student (if 18 or older or attending an institution of postsecondary education) School officials with legitimate educational interestsStudent handbooks provide parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus principal for assistance.Parent and student complaintsPolicy FNGIn an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the board has adopted orderly processes for handing complaints on different issues. Any campus office or the superintendent’s office can provide parents and students with information on filing a complaint.Parents are encouraged to discuss problems or complaints with the teachers or the appropriate administrator at any time. Parents and students with complaints that cannot be resolved should be directed to the campus principal. The formal complaint process provides parents and students with an opportunity to be heard up to thehighest level of management if they are dissatisfied with a principal’s response. Once all administrative complaint procedures are exhausted, parents and students can bring complaints to the board of trustees.Administering medication to studentsPolicy FFACOnly designated employees can administer medication to students. A student who must take prescription medication during the school day must bring a written request from his or her parent and the medicine, in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students.Student disciplinePolicies in the FN series and FO seriesStudents are expected to follow the classroom rules, campus rules, and rules listed in the Student Code of Conduct and Student Handbook. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management procedures that have been adopted by the district. Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus principal.Teachers must file a written report with the principal or another appropriate administrator when they have knowledge that a student has violated the Student Code of Conduct. A copy of this report will be sent by the principal or administrator to the student’s parents within 24 hours.Student attendancePolicy FDDTeachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require students to have parental consent before they are allowed to leave campus. When absent from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus principal for additional information.HazingPolicy FNCC, FOStudents must have prior approval from the principal or designee for any type of。
《员工手册》(外资企业样本)
《员工手册》（外资企业样本）第一章总则1、本手册是本公司全体员工的指导规范和行为准则。
2、本手册解释权属中心办公室。
3、本手册自200x年x月x日开始实施生效。
第二章员工守则1.1本公司为健全管理制度和组织功能,特依据外商投资企业劳动人事法规和本公司人事政策制定本手册。
1.2 凡本公司所属员工,除法律法规另有规定者外,必须遵守本手册规定。
1.3 凡本手册所称员工,系指正式被聘于本公司并签订劳动合同或聘用合同者。
2.1 聘用关系2,1.1 本公司招聘的对象是资格最符合的个人,无性别、地域、户口等区别。
聘用员工在三个月试用期满后，凡符合录用条件的外地人员，本公司将按照上海市人才引进的有关规定，为中级职称以上符合引进条件的员工办理引进和户口转移手续。
2.1.2 新员工聘用设有三个月的试用期，销售人员的试用期为6个月。
如果磨擦员工的工作表现不能令上司满意，被证明不符合的录用条件，公司可以在试用期内终止聘用，或将试用期延长，以作进一步观察，但延长期最多不超过三个月。
在试用期内，员工及公司任何一方都可提前五个工作日通知对方，终止聘用关系。
公司为试用期员工签订3-6个月的试用合同。
公司为工作关系和户口关系不能转入公司的人员及退休被聘用人员，签订聘用合同。
2.1.3有下列情形之一者，不得聘用为本公司员工：（1）曾经被本公司开除或未经核准而擅自离职者；（2）被剥夺公民权利者；（3）通缉在案未撤销者；（4）受有期徒刑之宣告，尚未结案者；（5）经指定医院体检不合格者；（6）患有精神病或传染病或吸用毒品者；（7）未满16周岁者；（8）政府法规定的其他情形者。
2.1.4 应聘人员面试及体检合格后，按照公司录取通知确定的日期、地点、亲自办理报到手续、并应缴验下列证件：（1）本人最近一寸证件照片四张；（2）本公司指定医院之合格体检表；（3）学历、职称证件、身份证；（正本核对后发还，复印件留存）（4）退工单、劳动手册等前服务单位离职证明。
中英文版员工手册
Employee Manual 员工手册Table of contents 录目Chapter 1 General 第一章总则Chapter 2 Work Attendance Regulation 第二章考勤管理规定Chapter 3 Welfare regulation 第三章福利制度Chapter 4 Salary Regulation 第四章薪酬制度Chapter 5 Performance Assessment Regulation 第五章考核规定Chapter 6 Recruitment and Position Management 第六章聘用及岗位管理Chapter 7 Training Regulation 第七章培训制度Chapter 8 Personnel Archives Management Regulation 第八章人事档案管理制度第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage Chapter 10 Confidential Regulation 第十章保密制度Chapter 11 Reward and Punishment Regulation 第十一章奖惩制度General 总则Article1 these regulations are specially 特制定本规定。
第一条为规范公司的人事管理，s personnel management. ' stipulated to serve the need ofstandardizing the company休假、考勤、第二条本公司员工的聘用、Article2 Staff 行为规范等事项均按本规定办理。
recruitment, attendance, Leave & Holiday, code of conduct, etc matters in the companywill be in accordance with these regulations.Article3 Company employees at all 均应遵守本规则各项规定。
(完整word版)中英文版员工手册
员工手册Employee Manual目录 Table of contents第一章总则 Chapter 1 General第二章考勤管理规定 Chapter 2 Work Attendance Regulation第三章福利制度 Chapter 3 Welfare regulation第四章薪酬制度 Chapter 4 Salary Regulation第五章考核规定 Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理 Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度 Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage第十章保密制度 Chapter 10 Confidential Regulation第十一章奖惩制度 Chapter 11 Reward and Punishment Regulation总则 General第一条为规范公司的人事管理，特制定本规定.Article1 these regulations are specially stipulated to serve the need of standardizing the company's personnel management.第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理.Article2 Staff recruitment, attendance， Leave ＆ Holiday, code of conduct， etc matters in the company will be in accordance with these regulations.第三条本公司各级员工，均应遵守本规则各项规定.Article3 Company employees at all levels shall comply with these regulations.考勤管理规定 Work Attendance Regulation第一条作息时间 Article1 work and rest time一、公司实行八小时工作制，标准工作日为一周五天，周一至周五，周六、周日为公休日。
特斯拉员工手册中英对照
特斯拉员工手册中英对照版●The Anti-Handbook HandbookWe're Tesla. We're changing the world. We're willing to rethink everything.We're a high tech company unlike any other high tech company. We're a car company unlike any other car company.We're different and we like it that way. Being different allows us to do what no one else is doing; to do what others tell us is impossible.If you're looking for a traditional employee handbook filled with policies and rules, you won't find one.●反手册手册我们是特斯拉。
我们正在改变世界。
我们愿意重新思考一切。
我们是一家与众不同的高科技公司。
我们也是一家与众不同的汽车公司。
我们是特别的，而我们喜欢这样特别的方式。
与众不同让我们可以做别人没法尝试的事；做别人告诉我们不可能的事。
如果你在找一本传统的员工手册，里面都是政策和规则，那你在这里是无法找到的。
Policies and rules tell you where the bottom is-they tell you how poorly you can perform before you get shown the door. That's not us.We prefer to have incredibly high standards and to hire exceptional people who enjoy pushing themselves to perform at the highest levels every day.We want to surround ourselves with people driven to do the right things and act with integrity even when no one is looking.Is this you? If so, we're glad you're here and we look forward to doing amazing things together. If this isn't you, you'll be more successful somewhere else. We don't mean to sound harsh; it's just the truth.政策和规则会告诉你底线在哪里——它们告诉你，在你被扫地出门之前，你的行为有多糟糕。
外企员工手册(中英文版)
1. General总则1-1 Purposes 目的1-1.1 In order that employees have something to follow in the factory during working and living to keep our company’s production and living order and make sure our company’ssmooth operation, we hereby worked out this employee handbook.为了使员工在工厂的工作和生活有所遵循，维持公司的生产生活秩序并确保公司正常运转，特制定本员工手册。
1-1.2 ‘Without dividers, no circle’. Any healthily developing company couldn’t live without sound and scientific regulations and good staffs. This employee handbook specifies theworking disciplines that employees should obey, basic limit of working conditions.“没有规矩，不成方圆” 。
任何一家健康发展的企业，都离不开健全、科学的管理制度和优秀的员工。
本手册规定了员工应遵守的工作纪律、劳动条件的基准及员工在本厂从事生产、生活之基本准则和劳动纪律。
1-2 Application Scope适用范围This employee handbook is applied to all employees, including those under probation period.本手册适用于全体员工，包括试用期内的员工。
1-3 The company empowers the right on explaining and modifying this employee handbook and other regulations. Any update is subject to the newest publication in Bulletin Board Systems.公司拥有《员工手册》及其它厂规的解释权并保留修改权。
中英文版员工手册
员工手册Employee Manual目录Table of contents第一章总则Chapter 1 General第二章考勤管理规定Chapter 2 Work Attendance Regulation第三章福利制度Chapter 3 Welfare regulation第四章薪酬制度Chapter 4 Salary Regulation第五章考核规定Chapter 5 Performance Assessment Regulation第六章聘用及岗位管理Chapter 6 Recruitment and Position Management第七章培训制度Chapter 7 Training Regulation第八章人事档案管理制度Chapter 8 Personnel Archives Management Regulation第九章人力资源管理系统和互联网的使用Chapter 9 Human Resources Management System and internet usage 第十章保密制度Chapter 10 Confidential Regulation第十一章奖惩制度Chapter 11 Reward and Punishment Regulation总则General第一条为规范公司的人事管理，特制定本规定。
Article1 these regulations are specially stipulated to serve the need of standardizing the company’s personnel management。
第二条本公司员工的聘用、考勤、休假、行为规范等事项均按本规定办理。
Article2 Staff recruitment, attendance, Leave & Holiday, code of conduct, etc matters in the company will be in accordance with these regulations.第三条本公司各级员工,均应遵守本规则各项规定.Article3 Company employees at all levels shall comply with these regulations。
外资企业样本员工手册
《员工手册》（外资企业样本）第一章总则1、本手册是我司全体员工旳指导规范和行为准则。
2、本手册解释权属中心办公室。
3、本手册自200x年x月x日开始实行生效。
第二章员工守则1.1我司为健全管理制度和组织功能,特根据外商投资企业劳感人事法规和我司人事政策制定本手册。
1.2 凡我司所属员工,除法律法规另有规定者外,必须遵守本手册规定。
1.3 凡本手册所称员工,系指正式被聘于我司并签订劳动协议或聘任协议者。
2.1 聘任关系2,1.1 我司招聘旳对象是资格最符合旳个人,无性别、地区、户口等区别。
聘任员工在三个月试用期满后，凡符合录取条件旳外地人员，我司将按照上海市人才引进旳有关规定，为中级职称以上符合引进条件旳员工办理引进和户口转移手续。
新员工聘任设有三个月旳试用期，销售人员旳试用期为6个月。
假如磨擦员工旳工作体现不能令上司满意，被证明不符合旳录取条件，企业可以在试用期内终止聘任，或将试用期延长，以作深入观测，但延长期最多不超过三个月。
在试用期内，员工及企业任何一方都可提前五个工作日告知对方，终止聘任关系。
企业为试用期员工签订3-6个月旳试用协议。
企业为工作关系和户口关系不能转入企业旳人员及退休被聘任人员，签订聘任协议。
2.1.3有下列情形之一者，不得聘任为我司员工：（1）曾经被我司开除或未经核准而私自离职者；（2）被剥夺公民权利者；（3）通缉在案未撤销者；（4）受有期徒刑之宣布，尚未结案者；（5）应聘人员面试及体检合格后，按照企业录取告知确定旳日期、地点、亲自办理报到手续、并应缴验下列证件：（1）本人近来一寸证件照片四张；（2）我司指定医院之合格体检表；（3）学历、职称证件、身份证；（正本查对后发还，复印件留存）（4）退工单、劳动手册等前服务单位离职证明。
经面试甄选合格之应聘之员，未于告知时间、地点办理报到手续者，视为拒绝接受我司聘任，该告知则失其效力。
2.1.5 有下列情形之一者，我司可以不经预先告知而终止聘任关系，并不级予当事人经济赔偿费。
外企员工手册中英文
pany Introduction公司简介
***Products (Shenzhen) Limited, founded in 2005, is a foreign proprietorship company specialized in bags and other sewn products, mainly producing world famous brand kitbags, school bags for customers over Europe, America, and Asia. Located in**i Industrial District,**,**Town,**, Shenzhen, the company has workshops, dormitories, and canteen and other establishment.
员工试用即将期满时，行政人事部将会发《试用期满合格人员评鉴表》，由试用期员工所属部门及相关人员评鉴。
3-4.2The qualified employees will be hired as official employees and a confirmation letter will be issued to the employee.
如发现有任何严重传染病患者或身体不适的工作者，公司有权调整其工作岗位或要求其自动退厂。
3-1.3Inveracious certificates or misrepresentation for being employed is cause for dismissal
持有虚假证明进厂者一经发现以无薪解雇处理．
员工手册(外资企业样本)
员工手册（外资企业样本）员工手册外资企业样本第一部分：公司介绍1. 公司背景我们是一家外资企业，致力于在市场经济中提供高质量的产品和服务。
我们始终遵循诚信、专业和创新的原则，努力成为全球领先的公司。
2. 公司使命我们的使命是通过创新和卓越的业务实践，为客户、员工和股东创造持续的价值。
第二部分：员工权益和福利1. 薪酬和福利我们会为员工提供有竞争力的薪酬和福利，其中包括基本工资、奖金、年假、带薪病假、员工福利计划等。
具体的薪酬和福利将根据员工的工作表现和工作职责来确定。
2. 工作时间我们将为员工提供合理的工作时间安排，并遵守适用的劳动法法规。
加班工作会根据需要进行，加班费将按照相关法律规定支付。
3. 健康和安全我们非常重视员工的健康和安全。
公司将提供安全的工作环境，并确保员工了解并遵守相关的健康和安全标准。
如有工伤事故发生，公司将提供适当的救济和支持。
第三部分：员工发展和培训1. 培训计划公司将为员工提供持续的培训机会，以帮助他们不断提升自己的专业技能和工作能力。
培训计划将根据员工的需要进行制定，并优先考虑公司的业务需求。
2. 晋升和发展机会我们鼓励员工在公司内部发展，并提供晋升和发展的机会。
公司将根据员工的工作表现和能力来评估晋升和发展的机会，并为员工提供必要的支持和辅导。
第四部分：员工行为规范1. 遵守法律法规和公司政策在工作中，员工必须严格遵守适用的法律法规和公司政策。
任何违反法律法规和公司政策的行为将受到相应的处罚。
2. 保护公司利益员工应当保护公司的利益，包括保护公司的知识产权、商业机密和财务信息。
员工不得泄露公司的商业机密，不得利用公司的资源进行个人非法活动。
3. 尊重他人我们鼓励员工尊重他人，并营造一个不歧视、不骚扰的工作环境。
任何形式的歧视、骚扰行为都是不允许的。
第五部分：员工反馈和纠纷解决1. 员工反馈公司鼓励员工提供反馈和建议，以帮助我们改进工作环境和业务流程。
员工可以通过正式或非正式的途径向上级主管或人力资源部门提出反馈。