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版Asia EMPLOYEE HANDBOOKR ECEIPT OF E MPLOYEE H ANDBOOKPlease sign this form and return it to Human ResourcesI have received a copy of the Char-Broil Asia Employee Handbook which is effective May 1, 2007. I understand this is for informational purposes only, and it is my responsibility to review and become familiar with all of the material contained in it.I further understand the content of this Handbook supersedes any and all handbooks, guidelines and personnel policies previously issued. Terms of a valid Employment Contract will supercede this document in cases in which the Employment Contract terms are different from those within this document. I also understand the company may supersede, change, eliminate or add to any policies, benefits or practices described in the Handbook at its discretion, with or without prior notice.I agree and understand this Handbook is not intended to create an express or implied contract of employment, nor does it guarantee my continued employment with the company. I further agree that my employment is “at will” and may be terminated at any time by me or the company, with or without prior notice and with or without cause.My signature below indicates that I have received my personal copy of the Handbook. Employee Signature_________________________________________________ Employee Name (printed)____________________________________________ Location__________________________________________________________Date_____________________________________________________________Content1.Welcome to Char-Broil (3)1.1The history of Char-Broil Corporation1.2W.C.Bradley Company1.3CHAR-BROIL Mission And Shared Values1.4Relationship Between Colleagues1.5What CHAR-BROIL Expects From You1.6What You Can Expect From CHAR-BROIL1.7Communication1.7.1Induction Training1.7.2Team meeting1.7.3Notice Board1.7.4Open Door Policy2.Health and Safety Policy (11)2.1Non Smoking Policy2.2Use of Drugs And Alcohol2.3Rehabilitation After Injury or Illness3.CONDITIONS OF EMPLOYMENT.............................................................................................................一三3.1CHAR-BROIL Employment Policy3.2Physical Examinations3.3Offer of Employment3.4Probationary Period3.5Labor Contract3.6Resignation3.7Termination3.8Working Hours3.9Punctual and Regular Attendance3.10Job Reassignment3.11Performance Reviewpensation and Benefits (16)4.1Pay Day and Method of Payment4.2Paid Overtime4.3New Year Bonus (一三 month salary)4.4Training and Study Assistance4.5Holidays & Leave4.5.1Statutory Holidays4.5.2Annual Leave4.5.3Sick Leave4.5.4Wedding Leave4.5.5Maternity Leave4.5.6Bereavement Leave4.6Insurance4.6.1Social Insurance4.6.2Industrial Injury Insurance4.7Suspension of Operations and Layoffs5.RULES OF EMPLOYMENT (22)5.1Sole Employment and Work Ethics5.2Patents and Inventions5.3Confidentiality5.4CHAR-BROIL Property5.5Authorization to Purchase5.6Personnel Records5.7CHAR-BROIL Identification Card5.8Work Schedule5.9Absence From Duty5.10Personal Appearance5.11Personal Visits And Telephone Calls5.12Health and Safety5.13Illness Or Injury At Work5.14Security5.15Duty on Typhoon6.DISCIPLINARY ACTIONS (27)6.1First Degree Offences6.2Second Degree Offences6.3Intolerable Behavior6.4Verbal Warning6.5Misconduct Notice6.6Final Written Warning6.7Additional Disciplinary Actions6.8Immediate Dismissal6.9Ex-CHAR-BROIL Employees7.CONCLUSION (31)1.Welcome To Char-BroilWe are glad to have you working with us and we want you to enjoy your career with Char-Broil Technical Consulting (Shenzhen) Co., Ltd. or Char-Broil Asia Limited (“CHAR-BROIL”).Policies are necessary for a company, especially one like CHAR-BROIL. They help us to function in an efficient and orderly manner. We all benefit when we work together toward a common goal but if we are to work together, there must be rules for the protection and benefit of everyone. We know that most people want to work co-operatively, courteously, efficiently and honestly, and we feel that the CHAR-BROIL Employee Handbook will help you do so.This is your “Employee Handbook”. It describes the terms, conditions, rules, regulations and policies which govern the employment of all CHAR-BROIL employees. It has also been designed to make your experience at CHAR-BROIL more rewarding, make you feel at home in your new job and to give you some very necessary information. Please read it carefully. Reviewing it from time-to-time will help you make the best of your experience with us.Your supervisor will explain additional policies or procedures which may apply to you and your tasks. From time-to-time it may be necessary for CHAR-BROIL to amend or modify our policies and procedures. Any changes will apply with or without notice on the effective date.If at any time you have questions concerning the Employee Handbook, you are encouraged to discuss them with your supervisor or the Human Resources Department.We know you'll find your stay with CHAR-BROIL a happy and rewarding experience.We are glad to have you working with us!Alan ShawCEO1.1The History of Char-Broil CorporationCHAR-BROIL HISTORY1948 Columbus Iron Works manufactures first Char-Broil grills. The new cooker, known as the barbecue grill was the Char-Broil 19. It sold in the same hardware stores that carried Bradley’s agricultural and stove supplies. An ad offering the CB for only $19.00, delivered anywhere in the U.S. sold more grills than even Bradley thought possible. This new cooker was a “hot item”. Early grills were made from steel drums with cast iron firegrates and cooking grates.1953 Hooded grills were introduced. As the backyard barbecue market grew bigger and consumers demanded more choice.1961 Cooking System:Filed patent for the 1st grease handling system for an outdoor BBQ grill1966 The first Char-Broil aluminum gas grills are introduced, followed 2 years later by electric grills. Char-Broil brand products set the standards for grills and still lead the way with innovation.World’s Best BBQ GrillThe CB940 was then cited in 1984 as the World’s Best BBQ Grill (Book of Bests)1970s Firsts:• First to package (LP) tank and grill in one box, revolutionizing the grill industry• First major manufacturer to offer electric grills• First to offer portable gas grills vs post mount natural gas grill• First mass marketer of table-top portable grills1980s Firsts:Introduced Certified Grill Parts and Accessories®, including Universal Fit parts.1990s Firsts:Introduced the mass market to powder coat paint, easy-to-clean weather resistant plastic sideshelves, the rotisserie burner, electronic ignition and new styled Widebody® frame system.Created the first NO TOOLS REQUIRED quick assembly grill available in high-volume and at popular prices. Decreased assembly times from 1 hour plus, to less than 20 minutes.2002 Firsts:The Big Easy® cooking system was the first mass market grill system to combine top consumer rated evenness of heat with a built-in smoker and griddle to cook breakfast, lunch & dinner.2003 Firsts: The first grill at mass to have dual charcoal/gas capability.2004 Firsts: Char-Broil was the first to introduce a built-in handle light - grilling at night just got easier.2005 Firsts: Introduced the Outdoor Stove & Griddle™ - The first sideburner to combine high heat, a non-stick griddle and wok cooking - the ultimate in sideburner use and versatility.2006 First: The first grill to have truly easy-to-convert Liquid Propane to Natural Gas grill capability - fewer SKUs at retail while giving the consumer the ability to change their fuel source.TEC – INFRA-RED GRILLS1961 Infra-Red: Patented the first ceramic infra-red burner in the U.S. This device is now widely used in commercial cooking and is exploding into the residential gas grill scene.1980s Accessory Firsts:The first infra-red grill also had the following:• First frying griddle attachment for a gas grill• First deep fryer attachment for a gas grill2000 Improvements: Introduced the first infra-red grill to employ radiant glass emitters to permit cooking with virtually 100% infra-red energy. TEC also introduced its innovative upscale, all-metal "Ultimate Island" build- in enclosures and the first portable infra-red gas grill for table-top use.2002 Mobile Technology: Introduced the first electric infra-red grill in a portable, table-top model.The 2005 Grilling Revolution: TEC began the next revolution in grilling with its introduction of a flare-resistant infra-red gas grill that employs a new, more durable all-metal infra-red burner and distributes 100% infra-red energy with complete uniformity into the cooking surface with enhanced char-broiled taste. Winner of Hearth & Home magazine's 2005 Vesta Awards for Best New Gas Barbecue and Best New Outdoor Room Product.1.2W.C.Bradley CompanyA History of InnovationAn enterprising young man of twenty-two named William Clark Bradley moved to Columbus, Georgia, in 一八85 to work as a clerk for Bussey-Goldsmith, a cotton factoring firm. Two years later he marriedSarah M. Hall, daughter of famous Connecticut ship builder Henry T Hall. Shortly after, he and his brother-in-law Samuel A. Carter purchased the cotton factoring business, changing the name to Carterand Bradley.Immediately after buying the business, Bradley expanded by adding a wholesale grocery department and began to manufacture a high grade fertilizer for the farmers who grew cotton.In 一八88, Bradley and G. Gunby Jordan founded the Third National Bank and the Columbus SavingsBank. In 1930, these banks merged to form Columbus Bank & Trust Company. Today CB&T is the lead bank of CB&T Bancshares, Inc., a multi-bank holding company composed of more than fifteen banks in Georgia, Florida, and Alabama, a Bankcard and Bank Data Processing Company and severalBroker/Dealer Companies. CB&T Bancshares' Total Systems, founded in 1983, is the second largest credit card processing company in the nation today.In 一八95, Bradley bought his brother-in-law's share of the business, and changed the name of the Company to the W C. Bradley Co.Over the next five years Bradley bought Eagle and Phenix Mills and founded the Columbus Manufacturing Company, two of the largest textile mills in the South. He also built a mammoth cottonwarehouse, cited in the Columbus Daily Inquirer – Sunday, July 一三, 一八99, as the largest in theSouth. This warehouse, listed on the National Register of Historic Places, today houses the corporate and administrative offices of the W C. Bradley Co., the W C. Bradley Co. Museum, and the D. A. Turner Memorial Chapel. The chapel was a gift from the employees to the shareholders, given in grateful appreciation during the Company's centennial celebration in 1985.In the late 一八00's, Bradley also became the General Manager of the Merchant and Planters SteamboatLine. He shipped groceries and fertilizer down the Chattahoochee River to plantations, all the way to Florida, and returned to his warehouse and mills loaded with cotton, as well as providing traveling accommodations for passengers traveling to and from the plantations. W C. Bradley was the dominant figure the last twenty-five years of Chattahoochee River steamboat history. In 1923, Bradley donated the entire steamboat line as well as operating capital to the Columbus Chamber of Commerce.In 1917, Bradley purchased five plantations forty-five miles south of Columbus-along the Chattahoochee River. Today they form the base of the Company's Farm Division, one of the largest farm operations in the state of Georgia .... with 4,000 acres of row crops including peanuts, soybeans, corn, and wheat .... 30,000 acres of timber .... and a modern scientific swine handling facility producing over 10,000 hogs per year for market.Also in 1917, D. A. Turner married Bradley's only daughter, Elizabeth. D. A. Turner immediately beganlearning to manage the company's diverse operations.In 1919, Bradley and Earnest Woodruff organized an investment syndicate and purchased the Coca Cola Company for $25,000,000. Bradley became Chairman of the Board and remained active on the Board for 27 years, until 1946, just one year before his death. His son-in-law, D. A. Turner, joined the Board in 1923. D. A. Turner retired from the Coca Cola Board in 1980, and was replaced on the Board by his son, William B. TurnerAt the end of World War I, in the sugar crisis, Coca Cola almost went broke. The "syndicate" was unable to borrow the money to save it. Bradley went to New York and borrowed four million dollars in his own name to help save the company.During the early 20's, Bradley continued to diversify his holdings. in 1920, Bradley acquired the Hamburger Cotton Mills and renamed them Bradley Manufacturing Company.In 1925, the W C. Bradley Co. acquired control of the Columbus Iron Works. The Iron Works, dating back to 一八49, had manufactured cannons and cannon balls as well as gunboats during the War Between the States, and in 一八72 the world's first commercial ice machines. When Bradley took overownership they began manufacturing circulating heaters and stoves as well as horse drawn farm implements.The Textile Mills were sold during-the 40's. When W C. Bradley died on July 26, 1947, D. A Turner became Chairman of the Board. Four years before his death, Bradley and Turner formed the W C. and Sarah H. Bradley Foundation. Since that time the Foundation has contributed over $23 million dollars to charitable, educational, religious and cultural programs, and for community improvement. The W C. Bradley Co. has always made a strong commitment to its employees and to the community to provide a better quality of life.As the agricultural belt moved west, and electricity outdated the wood and coal burning stoves and heaters, the Iron Works manufactured its first cast iron Char-Broil Barbecue Grill in 1949. During the 60's they added gas grills. In 1973, the Manufacturing Division moved from the Columbus Iron Works to a new modern plant in Bradley Industrial Park, and became known as W C. Bradley Enterprises in 1977, now known as Char-Broil. Today the original Iron Works facility is the Columbus Iron Works Trade and Convention Center, one of the most beautiful and unique convention facilities in the country.D.A. Turner died on August 11, 1982. An excerpt from a resolution from Columbus Bank and Trust Company honoring his life stated, "Fundamental to all his admirable qualities, Mr Turner had a deep abiding love and appreciation for people. Because of his example and leadership, an atmosphere of patience, kindness and unselfishness developed that allowed others to grow.Mr. Turner exemplified integrity and stability. He never departed from a basic set of values and priorities that established him as a pillar of strength in a world of constant uncertainty and change. Though he received countless honors and enjoyed prosperity in every respect, he remained a simple man with humility who attributed his successes to his Maker and to those around him"D. A. Turner's son, William B. Turner. assumed the title of Chairman after his father's death, although he had been actively managing the Company since he became Vice Chairman and Chief Executive Officer in 1973. D. A. Turner's son-in-law, Lovick P. Corn, assumed the duties of Vice-Chairman of the W.C. Bradley Co. after his father-in-law's death.On August 4, 1987, William B. Turner stepped down as Chairman and turned the management of the Company Char-Broiler to the fourth generation of the founder's family. Stephen Turner Butler was elected Chairman and Chief Executive Officer and William B. Turner, Jr. was elected President and Chief Operating officer of the W C. Bradley Co.Today the W C. Bradley Co. continues to be a financially sound and growing Company. The Company is comprised of three primary businesses: manufacturing, wholesaling and retailing. These businesses share the common bond of marketing leisure oriented family products. The Company's extensive property holdings including prime commercial property, industrial property, warehouse space, investment buildings and development properties are managed by the W. C. Bradley Real Estate Division and the Bradley Farms Division continues to operate at Omaha, Georgia.For over a century, the W C. Bradley Co. has been dedicated to its employees, to the community, and to establishing a national reputation for quality products and services.The W C. Bradley Co.... Strong traditions, with a proud past and a promising future.The article from xwcbradleyx1.3CHAR-BROIL Mission And Shared ValuesMission Statement:To be the leading supplier of branded outdoor cooking products to the mass market, with concentration on a full line of gas grills and grilling accessories marketed under the Char-Broil and Thermos brands. Development and distribution of Char-Broil division productions will be on a global basis with world-class responsive service to all customers.Char-Broil will leverage divisional competencies and brands to pursue market, product or serviceopportunities beyond outdoor cooking, focusing on the backyard environment.Servant leadership – Value Creation Model1.4Relationship Between ColleaguesCHAR-BROIL relies on a combined effort of its workers to achieve efficiency, safety, and excellence in the quality of its products and services. We need to be a single harmonious team that recognizes the satisfaction of our customer’s requirements is a top level priority.To achieve this, you must have an open, co-operative relationship with all of your colleagues, and you must do your part to keep the paths of communication open at all times. You must respect your colleagues and supervisors as you command respect from others.Courtesy is always easier if you remember to treat everyone, colleague, supplier and customer alike, the way you want to be treated yourself.1.5What Char-Broil Expects From YouChar-Broil expects that employees are loyal and committed to a long term career with the company. As a member of the Char-Broil team, you are expected to perform your duties professionally with knowledge, swiftness, care, and politeness. If you find yourself in a situation where you are not sure what to do, you should ask your supervisor or a colleague who understands what needs to be done.Communication is the key, you must work and be open to the input of others, just as you expect others to be open to your ideas, criticism and requests for help. You should try to develop ideas and concepts that improve efficiency and performance in your own job area as well as ideas and concepts for improvements within the Char-Broil business.1.6What You Can Expect From Char-BroilYour efforts, contributions and loyalty will be recognized and rewarded by Char-Broil. Apart from an attractive salary and benefits package, Char-Broil strives to provide its employees with a secure, safe and healthy work environment, challenge and job satisfaction along with continued career development.1.7CommunicationChar-Broil believes that supporting internal communication is of great importance to its success. The following methods will be used to maintain this policy.1.7.1Induction TrainingCHAR-BROIL recognizes the importance of a comprehensive induction for all new employees. Accordingly, it is CHAR-BROIL policy that all new employees are inducted into the operations of the company and receive training for the specific job to which they have been appointed.The Human Resources Department and your supervisor are responsible for your induction. Please use this opportunity to discuss anything you feel is important before starting your work.1.7.2Team MeetingsMeetings will be held to discuss operations, goals, policy, procedures, products, problems, sales goals, activities, and administrative matters. These meetings are an opportunity for the team to make theirviews and concerns known in an informal setting.1.7.3Notice BoardA notice board displaying CHAR-BROIL activities, articles, news and notices will be set up in a conspicuous location on the premises. The notice board is an important medium for communication and should be referred to by you frequently. Any notice to be posted on the notice board should first be approved by the General Manager and supervised by the Human Resources Department.1.7.4Open Door PolicyYou have the right to seek resolution of problems relating to your individual employment and should feel confident of exercising that right without concern. Any problem raised will be settled fairly and promptly. If you feel dissatisfied or unhappy about your employment, have concerns about the content of this Employee Handbook or have any basis for concern about any working conditions, you should first discuss this with your supervisor. It is the responsibility of your supervisor to see that everything is done to rectify your issue as quickly as possible. Your supervisor is required to take an active interest in the matter until it is settled to your satisfaction. If you are not comfortable discussing the matter with your immediate supervisor, you may contact Human Resources or another member of the local management team to discuss the issue. If you remain unsatisfied with resolution of the issue you may contact Char-Broil human Resources in the U.S. or any member of the U.S. Executive Team for further discussion.2.HEALTH AND SAFETY POLICYCHAR-BROIL places the highest priority on providing a safe and healthy working environment.Our objective is the elimination of all incidents that could result in personal injury or occupational illness. To this end:∙Everyone who works for CHAR-BROIL has a personal responsibility and accountability to work safely and to avoid injury to themselves, other CHAR-BROIL employees, other fellow workers, our customers and the public.∙Managers are accountable for the health and safety of their work groups.∙Consultation and training will be provided in areas identified as potential hazards and the implementation of safe work practices.∙No task is so important as to compromise the health and safety of our team members. Full consideration will be given to this statement when determining a safe and healthy work method for all activities.2.1Non Smoking PolicyCHAR-BROIL recognizes that there is substantial medical and scientific evidence that smokingcontributes to the deterioration in the health of an individual and is a major cause of illness and death. CHAR-BROIL is therefore committed to the establishment of smoke free workplace.Accordingly, other than in dedicated “Smoking Areas”, smoking is prohibited in the following work areas:∙All CHAR-BROIL premises, including offices, warehouses, factories and their facilities such as cafeterias, change and lunch rooms.∙Our customer’s premises that are known to be smoke free zones or smoke free workplaces.∙All CHAR-BROIL vehicles.2.2Use of Drugs And AlcoholWe recognize that the use of illegal drugs or the misuse of alcohol or prescribed drugs by an employee will have a significant adverse effect on the health and safety of that employee, other CHAR-BROIL employees, our customers and the public.Accordingly,∙The possession or use of illegal drugs on CHAR-BROIL or on our customer’s premises or in CHAR-BROIL vehicles is strictly prohibited and will result in disciplinary action up to and including termination. This prohibition also applies to the misuse of narcotics, depressants, stimulants or hallucinogens whose sale, use or possession is legal. The only exception is the taking of prescribed drugs under the direction of a doctor.∙CHAR-BROIL recognizes that alcohol or drug dependency is a treatable illness. Employees with such a dependency will be encouraged to seek appropriate treatment.∙The possession or use of alcohol on CHAR-BROIL or our customer’s premises or in CHAR-BROIL vehicles is strictly prohibited unless approved by the General Manager or customer responsible for that premise. Failure to comply with this requirement will result in disciplinary action up to and including termination.∙An employee suspected of being under the influence of alcohol, drugs or other illegal substances will be prohibited from continuing to work.∙Employees may be required to submit to medical evaluation and or drug testing where evidence exists to suspect alcohol or drug misuse.2.3Rehabilitation After Injury or IllnessCHAR-BROIL will:∙Provide the necessary resources for the rehabilitation of employee(s).∙Ensure that rehabilitation commences as soon as possible following injury or illness.∙Encourage safe and timely return to work after an injury or illness.∙Provide alternative duties where appropriate, as part of your rehabilitation process.∙Consult with employees and rehabilitation providers to ensure our program operates effectively, without prejudice to any injured employee(s).3.CONDITIONS OF EMPLOYMENT3.1CHAR-BROIL Employment PolicyIt is the policy of CHAR-BROIL to seek, select and retain employees of the highest quality based on attitude, ability, experience, training and character. Promotions will be based on ability and performance, and shall be made from within CHAR-BROIL whenever this is appropriate and feasible.All facilities of CHAR-BROIL will be maintained in a clean, orderly and attractive manner to ensure the proper safety and physical welfare of our employees.Most importantly it is our policy to provide an atmosphere in which each individual employee recognizes the importance of their role in CHAR-BROIL and has a sense of pride and participation in its success.3.2Physical ExaminationsCHAR-BROIL recognize its obligation to protect the health of each employee and does not want to place an employee in a job which they may physically not be able to perform safely nor do we want an employee to perform work which may be detrimental to their or another employee’s health. Therefore, prior to commencement of employment, each employee must undergo a medical examination by a doctor, clinic or hospital specified by CHAR-BROIL and provide the necessary medical certificate. CHAR-BROIL reserves the right to request a physical examination of any employee at any time.3.3Offer of EmploymentAfter the decision has been confirmed for you to commence employment with CHAR-BROIL you will be asked to sign an “Offer of Employment” which together with this Employee Handbook covers the terms, conditions, rules, regulations and policies which govern the employment of all CHAR-BROIL employees.3.4Probationary PeriodCHAR-BROIL seeks, as regular employees, men and women who can work harmoniously with others and who can perform their assigned tasks efficiently. In order to determine if this new association is mutually satisfactory, CHAR-BROIL, like many other companies, has a probationary period of sixty (60) days.During this period, both you and CHAR-BROIL have the opportunity to judge whether it is desirable to continue our relationship which we hope to last for many years. If at any time during this period you feelthat CHAR-BROIL is not right for you, you are free to quit for any reason or if CHAR-BROIL feels that you are not suitable for the position, it may terminate your employment immediately.You will be evaluated during your Probationary Period, and if, at the end of that time, in the judgment of your supervisor and the Human Resources Manager, you are doing well at your job, have a good attendance record, and have no discipline problems, you will be taken off probationary status and will become a regular employee of CHAR-BROIL.Employee benefits, as described elsewhere in this Employee Handbook, accumulate from the date of employment.3.5Labor ContractYou will be asked to sign the official Labor Contract as required by the laws of the country. The duration of the labor contract is always for a fixed period.3.6ResignationA regular employee may submit a letter requesting voluntary resignation with a minimum of thirty (30) days notice. If you want to resign without the minimum notice you must pay CHAR-BROIL the equivalent of thirty (30) days salary. Employees may not use their annual leave to offset the notice period without prior approval of management. Annual leave balance will be paid along with final payroll.3.7TerminationCHAR-BROIL may dismiss an employee at any time with thirty (30) days notice if:∙an employee has become redundant due to changes in production, technical conditions or business conditions; or∙The operations of CHAR-BROIL are dissolved or terminated.CHAR-BROIL may immediately dismiss an employee at any time without any severance payment who:∙receives three misconduct slips, or∙Commits an “Intolerable Offence” as defined in this Employee Handbook.3.8Working HoursYou are expected to adhere to the following work schedule:∙Standard working hours are 8 hours per day, 40 hours per week;。