BJC Labor and Employment Declaration
In according to the Labor Contract Law and its supporting regulations, rules, and the actual situations of the company, the declaration is used for regulating the behaviors and protecting the lawful rights and interests of both company and employees.
The guideline declared here is applied for directors, managers and employees (generally called, Staffs), no matter who is full-time, part-time, consulting, or casual employed.
I. Recruitment and employed
During recruiting and employing, the company needs to provide employee about content,
location, situations, occupational hazards, safe working conditions and salary of the job, and other information the worker asked for. The company is not allowed to take worker’s deposit or gage, and forbidden to seize worker’s ID card, diploma or other certificates.
II. Labor compensation, insurance and welfare
Completing the tasks, following the company’s regulations and rules professionally and ethically, staffs have rights to gain labor compensation, holidays, labor safety and health protection, social insurances and welfares.
The company is obligated to pay staffs remuneration fully, provide the necessary working conditions, and protect staffs’ lawful rights and interests. The company also has powers of decision-making in production and operation, labor employment and personnel management, distribution of salaries and bonuses, making the regulation and rules legally, and so on.
The lowest salary is not less than the local lowest salary standard. It includes individual paid social insurance, but not OT payment, subsidies of housing, food, shift, high or low temperature and hazard environment, social insurance, welfares and benefit. Staffs have rights to enjoy leaves for festivals, vacations, public holidays, visiting parents or spouses and handling funeral affairs, and maternity leave for women employees with salary in line with the country regulations. The company needs to increase the staffs’ welfares, improve the accommodation condition and working environment, enhance the subsidies. The company must not only provide social insurances of old-age, Medicare, unemployment, industrial injury and child-bearing, also pay the premiums of social insurance ipso jure.
III. Working time, rest and leave
The company runs the standard working hour policy, 8 hours per day and 40 hours weekly.
The special working hour policy approved by labor department will be applied for the staffs who work in special position. Designated holiday will follow the national regulations.
IV. Labor safety, health and protection
The company provides safe and healthy working environment. Every staff is obligated to
keep the safe and healthy working environment, obey the rules and regulation of environment, safety and health, and report the accidents, damages, unsafe equipment, operation and situation. The violence and threat are forbidden.
Every staff should execute the duty in safe way and not be influenced by alcohol, illegal drugs, control items. Illegal drugs and other control items are strictly prohibited in working environment.
V. Training
After hiring, the company has to organize orientation/induction training about company’
s policy, security, job skills and working process. The company attaches importance to training and education for employees. According to the quality of employee and position requirement, the company provides pre-employment training, vocational education or on-job-training alternatively to bring up staffs’ professional pride and sense of ethics.
VI. Work quota management
The company uses scientific measurement methods to determine the proper work quota
standard.
VII. Employment (Contract) management
The company strictly follows the Labor Contract Law and related rules and regulations to implement the employment management. The company will sign the paper contract with employee in 30 days after hiring. The contract will be taken 1 copy by both employee and the company. The contract is the sample text issued by labor safeguard department or the agreement which is negotiated equally between employee and the company. The contract will be effective by signed or sealed by both employee and company.
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Morality and Behavior Policy of BJC Employees
General principles:
Wuhan Bill-JC Technology Co., Ltd. (BJC)follows legal, equal, consensual, since policies; all employees are required by the moral standards of the highest standards in line with the state laws and regulations.
Scope:
The guideline is applied for directors, managers and employees (generally called, Staffs), no matter who is full-time, part-time, consulting, or casual employed.
Items:
1. Conflict of interest
• Employees are forbidden to work in a company which is competitive against BJC with business or the organizationdeprived the BJC’s business opportunities.
• Employees are not allowed to have the ownership interest of a private company which is competitive against BJC.
• Employees shall not hold directly or indirectly through their spouses or other family members in any other organization or entity may be held by BJC's duties as employees performance or adversely affect the company's services should be occupied by employees of working hours and company’s economic interests (equities or other interests);
• Employees are forbidden to use corporate properties, information or their positions in the company to obtain the business opportunities are belong to BJC. If you need corporate property, information or your position in the company that the company's business within the scope of business opportunities in their personal capacity to use the business opportunities, you mustreport to the business opportunities for the company at first time
2. Gifts and hospitality
• Giving and receiving gifts is a normal business practices. Proper giving gifts and reception is designed to build business relationships and promote understanding each other with partners. However, the gifts and hospitality must not prejudice you to make objective and fair business decisions. Gifts or hospitality cannot be incentives of any business decisions. All gifts and hospitality on behalf of the company's costs must be expressed properly in the expense’s report.A gift, the value is more than 200 YUAN, must be immediately handed over to the company’s executive.
• Business Conductto comply with "fair trade" principle. Therefore, any employee must not accept kickbacks, bribe others, and receivesecret commissions or other personal interests.
3. Protection and Use of Company Assets
Employees of BJC should protect the assets of the companyand ensure the properties which only can be effectively used for legitimate business purposes.Thefts, waste of corporate assets, lax supervision will have a direct impact on the company's profitability.It is forbidden for any illegal or improper use of company funds or assets of the purpose, no matter if for personal gain as purpose or not. To ensure the protection and proper use of company assets, each employee should be follow these items:
• Employees are obligated to prevent theft, damage or misuse of company property;
• Employees should report suspected theft, damage or misuse of company property immediately;
• Protect all software programs, data, and written documents, to avoid unintentionally coming into contact with other people such materials;
• Only use company property for legitimate business purposes.
4. Intellectual Properties and Confidentiality:
• All inventions, creative works, computer software technology secrets and commercial secrets which are completed by BJC employees during working in company or performing the duty, or with company’s materials and technology, are all company’s properties.
• Employeesmust comply withthe written or unwritten rules and regulations about confidentiality of the company,and perform theresponsibilities and obligations regarding confidentiality.
• Besides performing their duties and responsibilities related to confidential obligations, without the prior permission of the company, employee is not allowed to disclose trade secrets and other confidential business information. Employee is also not allowed tousethe confidential information out of duty.
• Even if not in the work environment, employees must also remain vigilant and do not to disclose the company's business operations, customers and employees’ important information.
• No matter which reason why employee ends the contract with the company, the confidential information obligations will not be released until the information was issued publicly by the company or employee’s mistake.
• Termination of employment or in the company's request, the employeesshould return all properties to the company, including a variety of media containing confidential information, and shall not retain any copies.
5. Financial reports and accuracy of other public communication
• Executives and employees employed by financial sector in the company havea special responsibility which is in order toensure the comprehensiveness, fairness, accuracy, timeliness and understandability of the financial disclosure.
• Employeesare forbidden toproduce misleading financial reports as the purpose force manipulation, misleading or fraudulently influence the company's independent auditors directly or indirectly.
• All company records must be comprehensive, accurate and reliable. It is no reason for false or misleading records. Strictly prohibits any undisclosed or unrecorded funds, payments or income. It is your responsibility to understand and comply with the company'spoliciesof preservativerecord.
6.Comply with laws and regulations
Employees must to comply with the local municipal, provincial, regional and national laws and regulations of company. The areas are covered by laws and regulations, including but not limited to: commercial bribery and rebates, patents, copyrights, trademarks, trade secrets, privacy of information, insider trading, giving or receiving gifts, the harassment of work environment, environmental protection, occupational health and safety, false or misleading financial information, misuse of company property and foreign exchange activities. Employeeshould understand and comply with all rules and regulation related to his duties.If you have a doubton the rules, you should immediately consult human resources department.
7. Discrimination and harassment
Company committed to providing equal employment opportunity in all aspectsfirmly, will not tolerate any work based on race, ethnicity, religion, sex, age, health status, nationality or other was protected categories of discrimination and harassment.
8.Violations of this Code
All employees have an obligation to report what they knew or suspected illegal conduct of the guidelines, including the company's violation of applicable laws, rules, regulations or policies. Reporting known or suspected violation against this guideline is not considered as dishonest behavior, but to defend the reputation and integrity of the company and employeebehavior.
If you know or suspect a violation of the norms, you have responsibilities to reported to the head of human resources immediately; human resources director will work with you to investigate your reported problems. For all information on known or suspected violations of this Code and reporting of behavioral problems, the company will be handled carefully.
Company's policy is any violation of this Code for employees will be based on specific facts and circumstances of the case shall be subject to appropriate disciplinary action, including termination of employment. As a company employee, if your behavior does not comply with the law or do not meet the requirements of the guidelines, you and your company will have serious consequences.
Company prohibited for help or reported what they known or suspected violations of the integrity of employees against retaliation strictly. Report known or suspected violations of other employees to retaliate against any employee will be subject to appropriate disciplinary action, the most severe cases include termination of employment.
9. Conclusion
The guidelines contained to the highest standards of business ethics in the company's general principles. On these general principles, if you have any questions, please contact the company's compliance director. We expect all employees to comply with these standards. Every employee will be responsible for their own actions. Violation of the law or the norms of behavior is not due to employees is based on their supervisors or higher level of instruction in the charge of legitimacy. If you are engage in any action which isoutside the law or act is prohibited by this Code, you will be identified as acting beyond the scope of employment. Such conduct will subject you to disciplinary action, including termination of employment.
Each company's subsidiaries and affiliates in accordance with their own circumstances and needs-based criteria to prepare a comprehensive, specific implementation details.
To implement the foregoing, and strive to reduce and prevent the occurrence of violations staff, head of human resources in addition to the above complaint channel, the internal audit department in BJC set up a "complaints-mail" for the whole community to monitor the company's employees and through Contact the following complaints of irregularities employees.
Complaint E-mail: public@billjc.com
