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网页资讯视频图片知道文库贴吧采购地图|百度首页登录加入VIP意见反馈下载客户端4/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook首页分类精品内容申请认证机构合作频道专区百度智慧课堂百度教育VIP目录TABLEOFCONTENTS百度文库专业资料经管营销人力资源管理1.前言FOREWORD.........................................................................................................................22.简介INTRODUCTION...................................................................................................................22.1.概述OVERVIEW.............................................................................................................................22.2.公司使命SANDISK’SMISSION..........................................................................................................42.3.公司宗旨SANDISK’SVISION............................................................................................................42.4.公司价值观:SANDISK’SVALUES......................................................................................................42.5.公司联系方式CONTACTINFORMATION.............................................................................................52.6.公司总部HEADQUARTERS...............................................................................................................53.公司行为规范COPORATECODEOFCONDUCT.......................................................................5.3.1.商业行为与道德规范准则CODEOFBUSINESSCONDUCTANDETHICSPOLICY..................................53.2.职业行为规范PROFESSIONALCONDUCT..........................................................................................53.3.全球行为与规范GLOBAL PRACTICESANDPOLICIES.........................................................................84.人力资源政策和条款HRPOLICIES............................................................................................144.1雇佣EMPLOYMENT........................................................................................................................144.2考勤管理ATTENDANCEMANAGEMENT...........................................................................................184.3薪资福利COMPENSATIONANDBENEFITS.......................................................................................194.4行为规范DISCIPLINEPROCESS.....................................................................................................214.5雇员培训与发展EMPLOYEETRAININGANDDEVELOPMENT.............................................................304.6雇员绩效考评PERFORMANCEREVIEW..........................................................................................315.信息技术管理INFORMATIONTECHNOLOGYMANAGEMENT............................................3.16.环境、健康和安全/公司社会责任ENVIRONMENT,HEALTHANDSAFETY/CORPORATESOCIALRESPONSIBILITIES......................................................................................................326.1.环境、健康和安全ENVIRONMENT,HEALTHANDSAFETY................................................................326.2.公司社会责任CORPORATESOCIAL RESPONSIBILITY(CSR)............................................................337.安保制度SECURITYSYSTEM...................................................................................................338.财务报销制度FINANCIALAFFAIRSREIMBURSEMENTSYSTEM...........................................359.雇员手册的修改AMENDMENTTOEMPLOYEEHANDBOOK..................................................3510.附件APPENDICES.....................................................................................................................35Form No.:1382-00-00001 第1页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html1/37
14/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook1.前言Foreword本手册适用于晟碟半导体（上海）有限公司和晟碟信息科技（上海）有限公司的雇员。为避免疑义，若您是晟碟半导体（上海）有限公司的雇员，则本手册中所称的公司为晟碟半导体（上海）有限公司，若您是晟碟信息科技（上海）有限公司的雇员，则本手册中所称的公司为晟碟信息科技（上海）有限公司,每位雇员都有责任阅读本手册和遵守本手册的规定。当您阅读时，请记住本手册旨在帮助您熟悉公司的许多政策和规则，本手册并不意在也未构成一份连续劳动合同或仅能因故才能解除的合同。虽然本手册涉及到许多雇员关注的事宜，但是本手册并不能预期到可能发生的每个情况，或者回答有关您雇佣的每一个问题。如果您有任何问题，我们鼓励您与人力资源部或您的经理讨论。Thishandbookis applicabletoall employeesofSanDiskSemiconductor(Shanghai)Co.,Ltdaemployee aemployee ndSanDiskofInSfoarnmDaistikonSTeemchicnoonldougcyto(rSh(aSaSnhgahnagih)aCi)o.C,oL.t,dLFor td,tthheenavtohiedanCcoemopfandoubt, yspeicfifyieoduainrethainshandbookmeansSanDiskSemiconductor(Shanghai)Co.,Ltd,whenyouareanemployeeofSanDiskInformation Technology(Shanghai)Co.,Ltd,thentheCompanyspecifiedinthishandbookmeansSanDiskInformationTechnology(Shanghai)Co.,Ltd..Eachemployeeisresponsibleforreadingandfollowingthishandbook.Asyouread,rememberthatthishandbookisdesignedtoorientyouwithmanyoftheCompany’spoliciesandpractices,andisnotintendedtoanddoesnotconstituteacontractofcontinuedemploymentorforterminationonlyforcause.Whilethishandbookaddressesmanyofthemattersofconcerntoemployees,itcannotanticipateeverysituationthatmayarise,oranswereveryquestion youmay haveaboutyouremployment.Ifyouhaveanyquestions,we encourage youtodiscussthemwiththeHumanResourcesDepartmentoryourmanager.为确保必要的灵活性，除有关任意雇佣(at-willemployment)的政策外，公司保留在任何时间整体或部分地解释、修正、补充、修改、暂停、改变、取消或者撤销本手册中任何或者全部的章节及段落的权利。任何更改应自书面通知发布之日或者本手册重新发布之日起生效。没有任何公司雇员被授权可对本手册作出任何口头更改。Tomaintainnecessaryflexibility,theCompanyreservestherighttointerpreatm,end,supplement,mpmpaordtifoyr,wsuhsoplleynda,tcahnayntgime,eceaxncceepltofrorwitthhedrapwolicaiensyaobroaulltsaet-cwtiiollnesmapnldoypmaernatgr.apAhnsyicnhathnisgehsanshdablolobkecinomeeffectiveonthedateannouncedbywrittennoticeoruponre-issueofthishandbook.NoemployeeoftheCompanyisauthorizedtomakeanyoralmodificationstothishandbook.本手册取代并超越所有先前已发布的手册以及与本手册中涉及事项规定不符的政策、实际做法、程序和陈述。Thishandbookreplaces andsupersedesall previouslyissuedhandbooksandinconsistent policies,practices,procedures,andrepresentationsconcerningthesubjectmattersaddressedinthishandbook.2.简介Introduction2.1.概述OverviewSanDisk公司是世界上最大的闪存数据存储卡产品供应商。SanDisk由非易失性存储器技术的国际权威人士EliHarari博士于1988年创立。SanDisk设计、开发并且销售广泛用于电子系统的闪存数据存储卡产品。SanDisk优化了被称为“系统闪存”(systemflash)的闪存存储解决方案，以满足消费Form No.:1382-00-00001 第2页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html2/37
24/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook电子和工业/通信市场中不断涌现的需求。1995年11月，SanDisk成为公开交易公司（纳斯达克市场的交易代码为：SNDK）。SanDiskCorporationistheworld’slargestsupplierofflashmemorydatastoragecardproducts.SanDiskwasfoundedin1988byEliHarari,aninternationalauthorityonnonvolatilememorytechnology.SanDiskdesigns,developsandmarketsflashmemorydatastoragecardproductsusedinawidevarietyofelectronicsystems.Thecompanyhasoptimizeditsflashmemorystoragesolution,knownas“systemflash,”toaddresstheneedsofmanyemergingapplicationsintheconsumerelectronicsandindustrial/communicationsmarkets.InNovember,1995,SanDiskbecameapubliclytradedcompany(NASDAQ:SNDK).SanDisk支机构。SanDisk支机构。SanDisk在苏格兰产、品中通国过大众陆多、初香始港设、备台制湾造地商区(、O德EM国s、)、日销本售、商以、色增列值、分印销度商和(V爱AR尔s)兰和等零地售设商有在分全球销售。很多主要OEM商以其自有品牌销售SanDisk生产的存储卡。上述公司包括惠普、富士通、摩托罗拉、柯达和松下。ThecompanyhasofficesworldwideinScotland,China,HongKong,Taiwan,Germany,Japan,Israel,IndiaandIreland.SanDiskproductsaresoldworldwidethroughnumerousOEMs(originalequipmentmanufacturers),distributors,VARs(value-addedresellers)andretailers.ManymajorOEMssellcardsproducedbySanDiskundertheirownbrandnames,includingHewlettPackard,Fujitsu,Motorola,Kodak,Panasonic.SanDisk大事记SanDiskEvents·SanDisk公司由EliHarari、SanjayMehrotra和JackYuan创建1988年SanDiskCorporationwasestablishedbyEliHarari,SanjayMehrotraand1988JackYuan.·第一个嵌入式闪存盘问世1995年Thefirstembeddedflashdrivewaspublished1995·SanDisk在纳斯达克上市1995年SanDiskwaslistedinNASDAQ1995·第一个NAND闪存盘问世1997年ThefirstNANDflashdrivewaspublished1997·第一个USB闪存盘问世2000年ThefirstUSBflashmemorystickwaspublished.2000·与日立、Ingentix、松下和东芝联合开发出一种闪存卡移动安全标准2002年Flash Card Mobilizing Safety Standard was developed together with Hitachi, 2002Ingentix,PanasonicandToshiba.·推出SanDisk Shoot & Store TM, 全球第一个用于数码相机的“消耗品闪存卡”2004年Launched SanDisk Shoot & StoreTM, the first “expendible flash card” used for2004digitalcameraintheglobalworld.·第一个推出近似即插即用的嵌入式闪存盘2006年Thefirstwholaunchedtheapproximatelyplug-and-playEmbeddedFlash2006Form No.:1382-00-00001 第3页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html3/37
34/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookDrive·庆祝位于日本的NAND闪存制造厂，300mm晶圆制造厂Fab4正式投入使用。2007年CelebratedforcommissionofNANDFlashFactoryand300mmWafer2007FabricationFactory(Fab4)inJapan·在上海紫竹科学园区成立在中国大陆的第一个生产厂。2007年SetupthefirstplantinChineseMainlandinShanghaiZizhuScienceand2007TechnologyPark晟碟半导体（上海）有限公司是SanDisk在全球的第一个全资工厂，工厂占地面积60698.2平方米，投资金额达3亿美元。晟碟半导体（上海）有限公司的成立，将在移动通信设备闪存的生产、组装和测试方面起到重要的作用。SanDiskSemiconductor(Shanghai)Co.,Ltd.is thefirstwholly-ownedfactoryofSanDiskCorporationintheglobalworld, whichcoverstheareaof60698.2m2,withtheamountof investmentof300,000,000USD.SanDiskSemiconductor(Shanghai)Co.,Ltd.willplayimportantrolesintheproduction,assemblyandtestingofflashmemoryofmobilecommunicationdevices.2.2.公司使命SanDisk’sMission以数字存储随时随地带给人们丰富生活。Toenrichpeople’slivesthroughdigitalstorageanytimeanywhere.2.3公司宗旨SanDisk’sVision公司成立于1988年，基于在闪存领域的重大技术突破，结合与硬盘相融合的理念构建了全新的储存工业，并使之成为一个巨大的市场。SanDiskwasfoundedin1988andcreatedanentirenewstorageindustry basedonmajortechnologicalbreakthroughsinFlashmemorycoupledwithhard diskintegrationconcepts, enablingnewMonsterMarkets.2.4公司价值观SanDisk’sCoreValue·Innovation创新·Adaptability&Agility适应性及灵活性·Integrity诚信·Execute&Exceed执行及超越·Teamwork团队合作Form No.:1382-00-00001 第4页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html4/37
44/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook2.5公司联系方式ContactInformation上海闵行区江川东路388号No.388,EastJiangchuanRoad,MinghangDistrict,Shanghai邮编200241ZipCode200214电话:+8621-6090-5555Tel:+8621-6090-5555传真:+8621-6090-5566Fax:+8621-6090-5566网站: www.sandisk.com Website:www.sandisk.com2.6公司总部Headquarters951 SanDisk DriveMilpitas, CA 95035 USA3.公司行为规范CorporateCodeofConduct3.1.商业行为与道德规范准则CodeofBusinessConductandEthicsPolicySanDisk的《全球商业行为与道德规范准则》对SanDisk全球各地雇员的行为与业务规范提出了要求。所有SanDisk雇员均被要求阅读在下列SanDisk网址发布的该准则：http://www.sandisk.com/corporate/ethics.pdf，并应签署并交还该准则的确认页（位于该准则文件的末页）。SanDisk’sWorldwideCodeofBusinessConductandEthicsPolicysetstheexpectationsforemployeebehaviorandbusinessconductwithinSanDiskWorldwide.AllSanDiskemployeesarerequiredtoreadthisPolicyattheSanDiskwebsite(http://www.sandisk.com/corporate/ethics.pdf)andreturnasignedcopyoftheacknowledgementpage(locatedatthefinalpageofthePolicydocument).3.2.职业行为规范ProfessionalConductSanDisk致力于以积极和专业的形象来开展业务。本规范总结了职业操守的标准，以帮助雇员加深理解并掌握如何妥当地开展业务。本政策适用于所有SanDisk雇员以及公司开展业务的对象。SanDiskiscommittedtoconductingbusinessinamannerthatreflectsapositiveandprofessionalimage.Thispolicygenerally summarizesthestandardsofprofessional conductto enhanceunderstanding andenableemployeesto conductbusinessproperly.Thepolicy appliestoallSanDiskemployeesaswellasotherswithwhomtheCompanydoesbusiness.SanDisk期望所有的雇员知道并理解本规范适用于雇员个人及其下属。SanDisk并不意图为我们雇员的个人生活设立标准；但是，当工作以外的行为影响到公司的商业利益或者同事的表现之时，本规范将适用。SanDiskexpectsallemployees to know andunderstandthispolicy asitappliespersonallytothemselvesandtothoseundertheirsupervision.ItisnotSanDisk’sintenttosetstandardsfortheForm No.:1382-00-00001 第5页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html5/37
54/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookconductofour employee’spersonallives;however,whenactionsoffthejob impacttheCompany’sbusinessinterestsortheperformanceof-wcoorkers,thispolicywillbeapplied.以下是一些被禁止行为的例子，但是这些例子并不具有穷尽性。如果您对于本规范有任何具体问题，您应当和人力资源部联系。Thefollowing are examplesofimpermissible conduct,buttheexamplesdonotconstituteanexhaustivelist.Ifyouhaveanyspecificquestionsregardingthispolicyyo,ushouldcontacttheHumanResourceDepartment.·E参n与ga任gin何g与in本a手ny册co或n公du司ct任in何vi其ola他tio文n件of所C述om的p公an司y规po范licy或o准r则gu相ide违lin背e,的a活s动sta。tedinthishandbookoranyotherCompanydocument.·盗窃、窃取、非法占有、挪用、滥用、篡改、破坏或毁坏公司的财产，包括但不限于公司的资金或者其他雇员、顾客或访客的财产。Theft,misappropriation,unauthorizedpossession,removal,misuse,tampering,damageordestructionofCompanypropertyincludingbutnotlimitedtoCompanyfunds,orthepropertyofanotheremployee,customer,orvisitor.·未经通知直接主管旷工、擅离职守或不报到工作达已经安排的三个连续工作日或五个累计工作日。Jobabandonment,walkingoffthejoborfailingtoreporttoworkfortchhreedusled,consecutiveworkdaysorfivescheduledworkdaysinaggregatewithoutnotifyingtheimmediatemanager.·无视公司关于出勤、迟到、工作时间记录或者加班的准则及要求，包括但不限于在未提供适当通知或未取得必要的授权情况下休息或未进行必要的用餐休息。Disregardofattendance,tardiness,time-keepingorovertimeguidelinesandrequirements,includingbutnotlimitedtofailuretoprovidepropernoticeortoobtainrequiredauthorizationfortimeoff,andfailuretotakerequiredmealbreaks.·不服从，包括对上司的不当行为，拒绝遵守指挥或者没有完成安排的任务或职责。InsubordinationincludingimproperconducttowardsaSupervisor,refusaltocomplywithinstructions,orfailuretoperformassignedtasksorduties.·对雇佣申请、简历、时间卡、费用记录或其他公司记录中包含的主要信息存在不诚实、篡改、虚假陈述或者遗漏主要信息的行为。Engaginginactsofdishonesty,falsification,misrepresentationoromissionofmaterialinformationcontainedinanemploymentapplication,resume,timecard,expenseaccountoranyotherCompanyrecord·在公司场所持有危险或未经授权的物品例如任何种类的枪支、爆炸物或者武器。Possessionofdangerousorunauthorizedmaterialssuchasfirearms,explosivesorweaponsofanykindonCompanypremises·不当使用、未经授权使用或者泄露专属信息协议中列明的保密信息、专属或者第三方信息。Inappropriateorunauthorizeduseordisclosureofconfidential,proprietaryorthirdpartyinformationasspecifiedintheProprietaryInformationAgreement.·行为举止切实地或者潜在地危害雇员或运营的安全、健康或者福利，包括威胁行为或者未能报告不安全的状况或事故。Behavioractuallyorpotentiallydetrimentaltothesafety,security,healthorwelfareofemployeesoroperations,includingthreateningbehaviororthefailuretoreportanunsafeconditionoraccident.·使用或进行辱骂性的、冒犯性的、淫秽的、粗俗的、威胁性的、报复性的、贬低他人的或者威胁性的语言或行为。Usingabusive,offensive,obscene,vulgar,coercive,retaliatory,demeaningorthreateninglanguageorconduct.·污损、破坏或者毁损公司设施、财产或者仪器。Form No.:1382-00-00001 第6页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html6/37
64/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookDefacing,damagingordestroyingCompanyfacilities,propertyorequipment.·未经授权地占有、使用、销售、制造毒品、化学制品、管制物品或者酒精或者受上述物品的影响或损害。Unauthorizedpossession,use,sale,manufactureorbeingundertheinfluenceoforimpairedbyillegaldrugs,chemicals,controlledsubstancesoralcohol.·违反公司的反歧视或反骚扰政策以及公平就业机会承诺。ViolationoftheCompan’ysanti-discriminationorharassmentpoliciesorcommitmenttoequalopportunityemployment.·不良工作表现。Unsatisfactoryjobperformance.·不当行为。Misconduct.·未经授权使用公司设备、时间、材料或者设施。UnauthorizeduseofCompanyequipment,time,materialsorfacilities.·认罪或者被控犯罪，表明雇员不适合工作或者对公司雇员、顾客或财产的安全或福利产生威胁。Pleadingguiltytoorbeingconvictedofacrimethatindicatestheemployeeisunfitforthejoborposesathreattothesafetyorwell-beingoftheCompany'semployees,customersorproperty.·衣着服饰不整。Inappropriateappearanceorgrooming.·在公司场所内赌博。GamblingonCompanypremises.本规范中列举的例子是被禁止的行为类型的举例说明，但是这些例子并不意味着所有情况。您应当意不意不识限识限到于到于不劝不劝当告当告行、行、为口为口会头会头受警受警到告到告处、处、分书分书，面，面不警不警论告论告该、该、行解行解为除为除是劳是劳否动否动规合规合定同定同在。在。本规范或本手册的其他地方之中。处分包括但Theexamplesprovidedinthispolicyareillustrativeofthetypesofconductthatareprohibited,buttheseexamplesarenotintendedtobeall-inclusive.Youshouldbeawarethatimproperconduct,whetherornotspecificallymentionedinthispolicyorelsewhereinthishandbook,maybegroundsfordisciplinaryaction. Disciplinaryaction mayinclude,butis notlimited to,counseling,verbalwarnings,writtenwarnings,termination.3.3全球行为与规范GlobalPracticesandPolicies3.3.1平等雇佣机会与合理便利设施EqualEmploymentOpportunityandReasonableAccommodationSanDisk信SanDisk信仰、婚对姻于状全况体、雇年员龄及、求出职生者地提国供籍平或等祖的籍雇、佣生机理会或会或精，精，神无残论障其、种健族康、状肤况色、、性宗取派向、、性是别否、怀宗孕教，也无论其是否具有受到法律保护的地位，SanDisk以平等且非歧视的方式对待所有的雇员及求职者，不会考虑上面所列的任何一个因素，SanDisk的雇佣决定建立在择优录用的基础上。SanDiskprovides equalemploymentopportunitiesto all employeesandemploymentapplicantswithout regardtorace,color,creed,sex,religion, maritalstatus,age,nationalorigin or ancestry,physicalor mentaldisability,medicalcondition,sexualorientation,pregnancy or any otherstatusprotectedbythelaws.SanDisktreats allemployeesandapplicantsinafairandnon-discriminatorymannerwithoutregardtoanyoftheabovefactors,Form No.:1382-00-00001 第7页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html7/37
74/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookandmakesemploymentdecisionsbasedonmerit.平等机会原则将被贯彻到所有求职者及雇员雇佣关系的各个方面，包括但不限于：招聘、雇佣、培训、福利、升职、降职、薪酬、任务、调动、处分、裁员、再雇佣以及终止。Equalopportunitywillbeextended to all applicantsandemployeesinall aspectsoftheemploymentrelationship,including,butnotlimitedto:recruitment,hiring,training,benefits,promotion,demotion, compensation,assignment,transfer,discipline, layoff,rehire andtermination.根据相关法律，SanDisk将为受到已知生理或者精神限制的，但在其他方面均合格的作为求职者或者雇员的残障人士提供合理便利设施，除非将导致不合理的艰难履行。Inaccordancewithapplicablelaw,SanDiskwillmakereasonablaeccommodationsfortheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoranemployee,unlessunduehardshipwouldresult.任何要求便利设施的求职者或者雇员应联系人力资源部要求该等便利设施。该个人应列明他或她认为对履行职责所需要的便利设施。SanDisk将同雇员一起选择可能的、并可以使得雇员进行工作的任何便利设施。只要便利设施是合理的并且不会导致不合理的艰难履行，SanDisk就会提供该等便利设施。如有需要，SanDisk可以要求进行医学检查以确定该个人对其职务的适宜程度以及可能的合理便利设施。Any applicantor employeewhorequiresanaccommodationshouldcontacttheHumanResourcesDepartmentto request suchanaccommodation.Theindividualshouldspecifywhataccommodationheor she feelsis needed toperformthejob. Togetherwiththeemployee,SanDiskwillidentifypossibleaccommodations,ifany,thatwillallowtheemployeetoperformthejob.Aslongastheaccommodationisreasonableandwillnotimposeanunduehardship, SanDiskwillmakeanaccommodation.Ifneeded,SanDiskmay requiremedicalexaminationstodetermineanindividual'sfitnessforduty andpossiblereasonableaccommodations3.3.2工作岗位信息/内部调动JobPosting/InternalTransfersSanDisk有意为全职雇员提供在SanDisk内部调动岗位的机会，这不仅可以为雇员提供发展的机会以及丰富其工作经历，同时也可满足公司的业务需要。总监(director)级别以下的全部岗位通常将会被公布。但是，人力资源部门如认为需要拥有全权对岗位信息公布制度的例外情况进行批准。ItisSanDisk’sintenttoprovideopportunityforregularemployeestratonsfertojobswithinSanDisk,whichmayprovideadvancementor jobenrichmentwhilesatisfyingthebusinessneedsoftheCompany.AllpositionsbelowDirectorlevelwillordinarilybeposted.However,theHumanResourceDepartmentretains absolutediscretionto approve exceptionsto thepostingrequirementwheneveritdeemsappropriate.正在接受行为纠正或最近业绩评级得分在“合格”标准以下的雇员在其表现改善之前无资格参加调动。但人力资源部副总裁有权免除这一要求。EmployeesonCorrectiveAction or whohave a recentperformancerating below “MeetingExpectations” level are not eligible for transfer until their performance improves. However this requirementmaybewaivedbytheVicePresidentofHumanResources.管理职务雇员应在目前职位上至少工作十二个月才有资格参加雇员自主申请的调动。非管理职Form No.:1382-00-00001 第8页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html8/37
84/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook务雇员必须在目前职位上至少工作六个月才有资格参加雇员自主申请的调动。该等要求只有经现任经理与人力资源部副总裁共同同意后才可以免除。Exemptemployeesmustbeintheircurrentpositionaminimumoftwelve monthstobeeligibleforanemployee-initiatedtransfer.Non-exemptsmusthavbeeenintheirpositionaminimumofsixmonthsinorder tobeeligibleforanemployee-initiatedtransfer.This requirementmay bewaivedonlybyjointagreementofthecurrentManagerandtheVicePresidentofHumanResources有意申请某一内部职位的雇员若满足职位的最低资格要求，可向人力资源部门提出申请。人力资源部门将审查所有申请的合格性，并确定是否已经达到最低职位资格的要求。EmployeesinterestedinapplyingforaninternalpositionwfohrichtheymeettheminimumqRqRueasloifuicrcacaetioDnsepoafrtmtheentpowsiiltlioreview nmayall aprequests plywithtfhoereligibility HumanRaensdouto rcedeDteermpainrtemiefnmt.inTimheumHumanpositionqualificationshavebeenmet.雇员必须在职位面试之前通知雇员目前的经理他或她将参加调动面试。Theemployeemustnotifyhis/hercurrentManagerthathe/sheis goingtointerview fora transferpriortotheinterviewfortheposition.人力资源部保留在其认为合适时对本规范做出例外适用的权利。TheHumanResourcesDepartmentretainsdiscretiontomakeexceptionstothispolicywhenitdeemsappropriate.3.3.3参考/雇佣确认Reference/EmploymentVerification只参只参有考有考人或人或力者力者资雇资雇源佣源佣部确部确可认可认以的以的透要透要露求露求雇，雇，员无员无或论或论前该前该雇要雇要员求员求的为的为信书信书息面息面是或是或口Sa头n形Di式s式sk，的一贯政策。都应当被立所即有转接交收人到力的资有源关部信。息未、经人力资源部副仲裁预先批准，任何主管或经理均未获得授权可透露当前或以前雇员的信息。ItisthegeneralpolicyofSanDiskthatonlytheHumanResourceDepartmentmayreleaseinformationonemployeesorformeremployees.Allrequestsreceived,eitherwrittenorverbal,forinformation,references,oremploymentverificationsshouldbeimmediatelyforwardedtotheHumanResourceDepartment.Supervisor/Managersarenotauthorizedtoreleaseanyinformationregardingacurrentorformeremployeewithoutpre-approvalbytheVicePresidentofHumanResources3.3.4招揽Solicitation不允许非雇员在公司场所为任何目的向雇员招揽或传播非公司材料是SanDisk的政策。SanDisk的雇员可以不允许非雇员为任何目的在公司场所进行招揽或传播活动。ItisSanDisk’spolicynottopermitthesolicitationordistributiono-fconmonpanymaterialstoour employeesbynon-employeesonCompanypremisesforanypurpose.SanDiskefefomrpalonyyepeusrpmoasye.notpermitnone-mployeestosolicitordistributeontheCompany’spremisesSanDisk禁止雇员在工作时间以电子或其他方式为任何目的向其他雇员招揽。SanDisk也禁止在工作时间和工作场所为任何目的传播印刷品。工作时间被定义为进行招揽或传播的雇员的工作时间及招揽或传播所指向的雇员的工作时间。工作时间不包括休息时间、用餐时间、或者工作日中雇员合理地未在进行工作任务活动时的任何其他特定时间。SanDiskprohibitssolicitationofemployeesbyemployeesduringworkingtimeforanyForm No.:1382-00-00001 第9页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html9/37
94/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookpurpose, electronically or otherwise. SanDisk also prohibits the distribution of literature during workingtimeoronCompanypremisesforanypurpose.Workingtimeisdefinedastheworkingtimeoftheemployeedoingthesolicitingordistributingandtheemployeetowhomthesolicitingordistributingisdirected.Workingtimedoesnotincludebreakperiods,mealperiods,oranyotherspecifiedperiodsduringtheworkdaywhenemployeesareproperlynotengagedinperformingworktasks.希望在SanDisk告示牌(无论电子或有形)上张贴非公司信息的雇员必须获得人力资源部的事先授权。Employeeswishingtopostnon-companyinformationonSanDiskbulletinboards(electronicorphysical)musthavepre-authorizationfromtheHumanResourceDepartment.3.3.5针对性骚扰及其他办公场所骚扰的规范PolicyagainstSexualandOtherWorkplaceHarassment目的PurposeSanDisk奉行尊重每一位雇员的尊严并期待每一位雇员尊重我们的同事、客户以及供应商。尊重他人的、专业的行为推进我们的使命、提高生产率、减少纠纷并且能提高我们的声誉。相应地，本规范禁止任何基于以下原因的不受欢迎的举止，包括某个个人的种族、肤色、宗派、性别、宗教信仰、婚姻状况、年龄、出生地国籍或祖籍、生理或精神残障、健康状况、性取向、是否怀孕，或者其他受到法律保护的该个人及其亲友的地位。SanDisk因此承诺其将提供一个不存在不法歧视（包括任何针对受法律保护的地位的骚扰）的工作环境。公司不会容忍任何形式的违反本规范的骚扰行为。SanDiskbelievesinrespectingthedignityofeveryemployeeandexpectseveryemployeetoshow respectforall ofourcolleagues,customers,andvendors.Respectful,professionalconductfurthersourmission,promotesproductivity,minimizesdisputes,andenhancesourreputation.Accordingly, thispolicy forbidsany unwelcomeconduct thatis basedonanindividual'srace,color,creed,sex,religion,maritalstatus,age,nationaloriginorancestry,physical or mentaldisability, medicalcondition,sexualorientation,pregnancyoranyotherprotectedstatusofanindividualorthatindividual'sassociatesorrelatives.SanDiskisthuscommittedtoprovidingaworkenvironmentthatisfreeofunladwisfsfuclrimination,includingharassmentthatisbasedonanylegallyprotectedstatus.TheCompanywillnottolerateanyformofharassmentthatviolatesthispolicy.适用Coverage本规范严禁任何雇员、主管人员、经理、高级职员、客户、供应商或者SanDisk的代理人或者任何其他同SanDisk有业务往来的第三方骚扰任何雇员、求职者或者合同外包工。Thispolicyforbidsanyemployee,supervisor,manager,officer,customer,vendor,oragentofSanDisk, or any other third party doing business with SanDisk, from harassing any employee, applicant,orcontractor.被禁止的行为ProhibitedConduct被本规范禁止的行为包括任何歧视性雇佣行为以及任何因某项受保护的个人身份而影响该人的不受欢迎的行为(无论该等行为是口头的、实际的或是可视的)。在被本规范禁止的行为中包括绰号、侮辱、不雅模仿、侮辱性行为以及传播或张贴对某些个人因其被保护的地位显示敌意的Form No.:1382-00-00001 第10页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html10/37
104/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook书面或图画材料。即便该等行为并非足够严重或者普遍到可以构成不法骚扰的程度，SanDisk仍然禁止该等行为。Theconduct prohibited bythispolicy, whetherverbal, physical, or visual,includes anydiscriminatory employmentactionandany unwelcomeconduct thataffectssomeone because ofthatindividual’sprotectedstatus.Amongthetypesofunwelcomeconductprohibitedbythispolicyareepithets,slurs,negativestereotyping,intimidatingacts,andthecirculation or posting ofwrittenor graphicmaterialsthatshowhostilitytowardindividualsbecauseoftheirprotectedstatus.SanDiskprohibitsthatconductevenifitisnotsufficientlysevereorpervasivetoconstituteunlawfulharassment.性骚扰SexualHarassment性骚扰是值得特别关注的问题。基于性别的骚扰行为通常本身就与性有关，但有时也存在例外。本规范严禁基于性别的骚扰，无论该冒犯行为本身是否与性有关。任何基于性别的不受欢迎的行为也被本规范所禁止，无论涉及骚扰的个人以及被骚扰的个人之间是同性还是异性。Sexualharassmentisaproblemthatdeservesspecialmention.Harassingconductbasedongenderoftenissexualinnaturebutsometimesisnot.Thispolicyforbidsharassmentbasedongenderregardlessofwhethertheoffensiveconductissexualinnature.Anyunwelcomeconductbasedongenderisalsoforbiddenbythispolicyregardlessofwhethertheindividualengagedinharassmentandtheindividualbeingharassedareofthesameorareofdifferentgenders.本规范禁止基于性别的骚扰无论其是否已上升到违反法律的水平。本规范所禁止的基于性别的骚扰的例子包括但不限于：（1）带有冒犯性的涉及性的玩笑、打趣或者笑话；（2）反复的令人反感的涉及性的调情、举动或建议；（3）持续或重复对性话题的口头滥用；（4）对某个人的外貌或行为作出图示的或者下流的评论；（5）冒犯性的可见动作，包括用不雅目光盯着别人看、摆出与性有关的造型、展示冒犯他人的使人联想到性的物品或图画、卡通或招贴画；（6）令人反犯反犯感他感他的人的人谋的谋的求身求身性体性体活接活接动触动触的，的，努比努比力如；拍（、7揉）揉）冒、冒、犯捏他或人者的摸暗别示人性的的身或体淫。秽的信件、便条或邀请；或者（8）冒Thispolicyforbidsharassmentbasedongenderregardlessofwhetheritrisestothelevelofalegalviolation.Examplesofgender-basedharassmentforbiddenbythispolicyinclude,butnotlimitedtooffensivesex-orientedverbalkidding,teasingorjokes;(2)repeatedunwantedsexual flirtations, advancesor propositions; (3)continuedor repeatedverbal abuse ofa sexualnature;(4)graphicordegradingcommentsaboutanindividual’sappearanceorsexualactivity;(5)offensivevisualconduct,includingleering,makingsexualgestures,thedisplayofoffensivesexually suggestiveobjectsor pictures, cartoonsor posters;(6)unwelcome pressureforsexualactivity;(7)offensivelysuggestiveorobsceneletters,notesorinvitations;or (8)offensive physicalcontactsuchaspatting,grabbing,pinching,or brushingagainstanother'sbody.性偏向SexualFavoritism本规范也禁止在做出任何雇佣决定时带有性偏向。性偏向在当主管或经理根据雇员对性举动的接受程度做出决定时发生。SanDisk禁止该类行为即便该行为本身是孤立的，并且并不特别普遍以至于可以产生不法行为的问题。Thispolicyalsoforbidssexualfavoritisminthemakingofanyemploymentdecision.Sexualfavoritismoccurswhenever a supervisoror managermakesa decisionbasedupona eieismolpaltoeydeein’snraetcuerpetivaenndesnsotto susexual fficientladvances. ywidespreSaadadnntDoisckreprohibits ateanisthsuaetetcoofnduunclatweven fulcoifndidituis ct.Form No.:1382-00-00001 第11页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html11/37
114/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook雇员的责任EmployeeResponsibilitySanDisk的每个人都能够帮助确保我们的工作场所不存在被禁止的歧视或者骚扰。EveryoneatSanDiskcanhelpassurethatourworkplaceisfreefromprohibiteddiscriminationorharassment.避免被禁止的行为：期待每个雇员应当避免进行任何可以被合理解释为被禁止的骚扰行为的举止或活动；任何雇员，甚至公司中职位最高的雇员，都不能成为本规范要求的例外。若工作场所中某个雇员的活动不受欢迎，期待每个雇员都能够举报。Avoidingprohibitedconduct:Everyoneisexpectedtoavoidanybehaviororconductthatcouldreasonablybeinterpretedasprohibitedharassment;noemployees,noteven thehighest rankingpeopleintheCompany,areexemptfromtherequirementsofthispolicy.Every employeeis expectedto informanypersonintheworkplacewhoseconducttheemployeefindsunwelcome.报告被禁止的行为：任何知晓或收到与本规范不符的行为报告的主管人员或者经理都应当立即通知人力资源部负责人。尽管如此，每位根据本规范报告骚扰行为的雇员都应该尽量直接报告给他/她的经理以/或人力资源部负责人。Reportingprohibitedconduct:Anysupervisoror managerwhois awareofconductinconsistent with this policy or who receives a report of conduct inconsistent with this policy is to report immediatelytotheHumanResourcesBusinessPartner.Nonetheless,every employeewhoreportsharassmentunderthispolicyshouldmakeeveryefforttomakethatreportdirectlytohis/hermanagerand/ortheHumanResourcesBusinessPartner.报告程序ReportingProcedures如果您感觉您遇到了或者发现了任何不符合本规范的行为，您就应该立即通知您的经理或者人力资源部主管人员。这些人士是根据本规范经过授权可代表SanDisk接收并对骚扰行为的举报采取行动的人士。本规范不要求向制造歧视或骚扰的人报告骚扰或歧视。如果您的最初报告上交后人力资源部门没能立即和您联系，你应当重新将您的报告提交到人力资源部副总裁或者SanDisk的副总裁及法务总监。Ifyoufeelyouhaveexperiencedorwitnessedanyconductthatisinconsistentwiththispolicy,thenyouaretoimmediatelynotifyyourmanagerortheHumanResourcesBusinessPartner.Theseare theindividualswho are authorizedbythispolicytoreceiveandactuponcomplaintsofharassmentonbehalfofSanDisk.This policydoesnotrequirereportingharassmentor discrimination toany individualwho is creating thediscriminationorharassment.IfyouarenotpromptlycontactedbyTheHumanResourcesDepartmentaftermakingyourinitialreport,thenyouaretorenewyourreporttoVicePresidentofHumanResourcesortheVicePresident&GeneralCounselofSanDisk.公司反映CompanyResponse所有描述不符合本规范行为的报告都应得到及时调查。当调查进行时，SanDisk可能会采取一些临时措施，例如停职或者调动。当报告被完全调查之后，SanDisk会采取进一步的合适行动。该行动可以是做出违反规范的行为确实发生的结论，如同下文的例子所解释的那样。公司也可以根据具体情况做出违反规范的行为没有发生或者SanDisk不能做出违反规范行为是否发生的结论。Allreportsdescribingconductthatisinconsistentwiththispolicywillbeinvestigatedpromptly.Form No.:1382-00-00001 第12页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html12/37
124/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookSanDiskmayputcertaininterimmeasuresinplace,suchasaleaveofabsenceoratransfer,whiletheinvestigationproceeds.SanDiskwilltakefurtherappropriateactiononcethereporthasbeenthoroughlyinvestigated.Thatactionmaybeaconclusionthataviolationoccurred,asexplained immediatelybelow. TheCompanymightalso conclude,dependingonthecircumstances,either thatnoviolation ofpolicyoccurredor thatSanDiskcannotconcludewhetherornotaviolationoccurred.如果调查显示发生了违反本规范的行为或者其他不合适的行为，SanDisk就会采取纠正措施。根据具体情形，无论涉案各方的工作职务如何，该纠正措施包括直至开除职务在内的处分。公司可在根据本规范提出的报告开展调查时就发现的任何雇员的不合适行为处分雇员，无论该行为构成对法律的违反或是对本规范的违反。若该从事了不适当行为活动的人员并非由SanDisk雇佣，那么公司将视情形采取任何合理的以及适当的纠正措施。Ifaninvestigation revealsthata violation ofthispolicyor otherinappropriateconducthas occurred,thenSanDiskwilltakecorrectiveaction,including disciplineuptoandincludingdismissal,asisappropriateunderthecircumstances,regardlessofthejobpositionsoftheparties involved.TheCompanymaydisciplineanemployeeforanyinappropriateconductdiscoveredininvestigatingreportsmadeunderthispolicy,regardlessofwhethertheconductamountstoaviolationoflaworevenaviolationofthispolicy.Ifthepersonwhoengagedininappropriateconductis notemployedbySanDisk,thentheCompanywilltakewhatevercorrectiveactionisreasonableandappropriateunderthecircumstances.3.3.6反报复政策PolicyagainstRetaliationSanDisk禁止任何雇员因为报告骚扰、或者帮助其他雇员或求职者提交报告、或者协助骚扰调查或者向EEOC（美国公平就业委员会）或者其他政府机构提出行政请求而不友善地对待任何其他雇员、前雇员或者求职者。所有收到或者见到任何他们认为是报复行为的雇员应当立即按照上述的报告程序进行报告。SanDisk forbids that any employee treat any other employee or former employee or applicant adverselyforreportingharassment,forassistinganotheremployeeorapplicantinmakingareport,forcooperatinginaharassmentinvestigation,orforfilinganadministrativeclaimwiththeEEOC(EqualEmploymentOpportunityCommission)orastategovernmentalagency.Allemployees who experienceor witnessanyconducttheybelieveto beretaliatoryshouldimmediatelyfollowthereportingproceduresstatedabove.Form No.:1382-00-00001 第13页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html13/37
134/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook3.3.7保密Confidentiality在调查或者给予任何处分时，SanDisk会根据情况允许的程度努力保持秘密。Ininvestigatingandinimposinganydiscipline,SanDiskwillattempttopreserveconfidentialitytotheextentthattheneedsofthesituationpermit.3.3.8接受本规范AcceptanceofPolicySanDisk全部雇员对使其行为本规范，并报告任何发现的与本规范不符的行为负有个人责任。如果您对本规范有任何疑问，请与人力资源部负责人联系。AllSanDiskemployeeshaveapersonalresponsibilitytoconductthemselvesincompliancewiththispolicyandtoreportanyobservationsofconductinconsistentwiththispolicy.Ifyouhaveanyquestionsconcerningthispolicy,pleasecontacttheHumanResourcesPartner.4.人力资源政策和条款HRPolicies4.1雇佣Employment4.1.1自由选择职业FreelyChosenEmployment不使用强迫、抵债或用契约束缚的劳工，或者是非自愿的监狱劳工。所有工作应当是自愿的，并且雇员在合理通知的情况下拥有自由离职的权利。不要求雇员上交政府颁发的身份证、护照或工作许可证作为雇佣的条件。No forced,bonded,indenturedor involuntaryprisonlabor shall beused. Allworkswillbevoluntary,andworkersshouldbefreetoresignaftergivingreasonablenotice.Workersshallnotberequiredto surrendergovernment-issuedID card,passportsor workpermitsasaconditionofretention.4.1.2.聘用Employment公司和雇员均应遵守聘用信中列明的条款和条件。新雇员会收到一份劳动合同以确认其职务、工资、起始日以及合同的期限。BothemployerandemployeeshouldfollowthetermsandconditionssetfoinrththeOfferLetter.NewemployeesareprovidedwithanEmploymentAgreement,whichconfirmstheirtitle,salary,startdate,andtermsofcontract.雇员入职当天，雇员应提交本人毕业证书正本、个人证件以及照片，并且人力资源部门有权为建立雇员记录的目的制作复印件。Onthefirstday,theemployeeis requested topresent originalcertificate,personalidentification,photoandHRreservestherighttotakecopiesforemploymentrecords.Form No.:1382-00-00001 第14页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html14/37
144/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook4.1.3.试用期Probation所有全职雇员均将经过试用期阶段，试用期的期限将根据雇员劳动合同的期限而定。在试用期结束时，公司将对每位雇员进行表现评估。如果表现令公司满意，他/她将被确认为公司的正式雇员。Allfull-timeemployeeswillbeemployedonaprobationstatus,whichnormallycoversthe1stthreemonthsoftheemployment.Aperformanceappraisalwillbeconductedforeachstaffmemberat theendofhis/herprobationaryperiodandifthestandardofperformanceisdeemedsatisfactory,he/shewillbeconfirmedasapermanentstaffmemberofTheCompany.4.1.4.工作任务与岗位调动JobDutiesandPositionChanging上一级管理人员或者经理有责任解释雇员的工作责任及守则。在雇佣期限内，雇员的工作任务如必要时将会变化。根据内部调动规范，所有的雇员都被要求在正式的内部调动之前被要求在现有岗位上完成6个月（非管理职务雇员）至12个月（管理职务雇员）的工作且表现良好。对于根据业务需要而在目前岗位上工作时间不满12个月就需要内部调动的雇员，负责接收的经理有责任在正式内部调动之前向雇员解释新的工作范围并提供指导.Itistheimmediatesupervisoror manager’sresponsibilitytoexplainemployee’sjobdutiesandguidelines.Undertheemploymentperiod, his/herjob duties wouldbechangedwhennecessary.Accordingtotheinternaltransferpolicy,allemployeesarerequiredtocomplete6(non-exemptemployee)to12(exemptemployee)monthserviceintheircurrentpositionswithgoodstandingperformancepriorofficialinternaltransfer.Forthoseemployeeswhotransferinternallybasedonbusinessneedswithlessthan12monthsserviceintheircurrentposition,thereceiving managershave responsibilitiesto explainthenewjob scopesandprovideguidelines to the employees prior to official internal transfer. 4.1.5.解除劳动合同Terminationofemployment有下列情形之一的，公司可以解除劳动合同，但是应当提前三十(30)日以书面形式通知雇员本人；解除劳动合同的补偿将符合劳动法的规定。TheCompanycanterminatetheemploymentinanyofthefollowingcircumstances,butshallgive TheEmployeethirty(30) daywrittennotice;thecompensationofterminating theemploymentwillbeinaccordancewiththelaborregulations.·雇员不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作。TheEmployeeisincompetenttocarryouthis/herdutiesdespitetrainingorarrangementstoassignhim/heranewposition.·雇员患病或者非因工负伤，医疗期满后，不能从事原工作也不能从事由用人单位另行安排的工作。Uponexpirationofthestatutorymedicaltreatmentleave(MedicalLeaveofAbsence)forillnessornon-job-relatedinjury,TheEmployeeisnotabletoperformeithertheworkdutieshe/sheusedtoperform,orthenewassignment.·劳动合同订立时所依据的客观情况发生重大变化，致使原劳动合同无法履行，经当事人协商不能就变更劳动合同达成协议。NoagreementonmodificationoftheemploymentagreementcanbereachedthroughconsultationswhentheobjectiveconditionstakenasthebasisfortheconclusionoftheAgreementhavegreatlychangedsothattheoriginallaborcontractcannolongerbecarriedout.·如果公司无法继续运营或者不能向其雇员提供职位，公司在向本地劳动行政部门解释情况后Form No.:1382-00-00001 第15页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html15/37
154/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook可以裁减人员。If The Company can no longer operate or is unable to offer employment to its employee, TheCompanymaytakesuchreductionsinforceafteranexplanationofsituationtothelocallaborbureau.但是，雇员有下列情形之一的，公司可立即解除劳动合同：However, The Company may terminate the employment immediately when an employee is in anyofthefollowingcircumstances.·在试用期间被证明不符合录用条件;Provennotuptotherequirementsforrecruitmentduringtheprobationaryperiod;·严重违反劳动纪律或者公司规章制度;SeriouslyviolatelabordisciplinesortherulesandregulationsoftheCompany;·发生本文第3段“职业操守”所列的禁止性行为；ImpermissibleconductlistintheSection3-ProfessionalConduct;·严重失职，营私舞弊，对用人单位利益造成重大损害；CausegreatlossestotheCompanyduetoseriousderelictionofdutyorengagementinmalpracticeforselfishends;·被依法追究刑事责任的。Investigatedforcriminalresponsibilitiesbythelaw公司在作出的所有的解除雇员劳动合同决定之前，必须经过人力资源经理(BP)或人力资源副总(VP)的审核和批准。人力资源部保留根据具体情况安排补偿金的权利。AlltheterminationsbytheCompanymustbereviewedandapprovedbytheHRBPorHRVPprior theemployeeterminatingwithSanDisk.. HR reservestherightto arrange thecompensationbasedonvariouscircumstances.对于以持续雇佣为条件的培训，雇员应当补偿公司已支出的培训费用。具体的补偿方法根据具体个案情况决定。Employeehas to compensatetrainingcostsincurred andbornebyTheCompany onconditionofpersistingemployment.Thedetailmethodforcompensationis discussedfordifferentindividualcase.4.1.6.辞职Resignation雇员可在提前三十(30)日以书面形式通知公司后从公司辞职。辞职信应递交部门主管，且一份副本将转交人力资源部门。TheEmployee may resignfromemploymentwithTheCompany bygivingthirty(30)day writtennoticeinadvance.ResignationlettershouldbehandedtotheDepartmentHeadwithonecopypassedtotheHumanResourcesDepartment.雇员提出辞职的，应当按照公司的规定办理离职手续，离职手续办结后，公司应于离职当月的下月发薪日向雇员支付任何未付工资，以及补偿到最后雇佣之日雇员未使用的带薪假日及法定假日（“补偿”）。TheEmployeeshallfinishtheproceduresofresignationfirstinaccordancewiththepolicyoftheCompanyifhe/sheresignsfromemploymentwiththeCompany.Aftercompletingtheproceduresofresignation,theCompanyshallpayanysalaryowedtoTheEmployeeonnextmonth’spay day,togetherwithcompensationforaccruedunusedpaidleavebythelastemploymentdateorwithinthestatutorytimefram“eco(mpensation”).Form No.:1382-00-00001 第16页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html16/37
164/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook但是，如雇员未经正式通知公司或未经办理公司规定的必要离职手续而擅自离职的，公司将暂缓支付雇员任何未付工资和/或补偿（如有），直至雇员本人至公司办结相关离职手续后方于办结离职手续当月的下月发薪日予以支付。However, iftheEmployeeleaves theCompanywithout formalnoticeor anynecessary proceduresofresignationaccordingtothepolicyoftheCompany,theCompanywillsuspendanysalaryand/orcompensation(ifany)owedtotheEmployee.Thesuspendedsalaryand/orcompensation(ifany)willnotbepaidonthethennext month’spaydayuntilwhentheEmployeecomestotheCompanysitebyhimself/herselfto finishall theproceduresofresignation.SanDisk没有义务为辞职雇员提供推荐信。如果辞职雇员占有公司的财产或存在任何的禁止性行为（参见第3段“职业行为规范”），公司保留向该辞职雇员索赔的权利。SanDiskhas noobligationto providerecommendationletter toresignedemployee.TheCompanyreservestherighttomakclaims against the resigned employee.e(RefertoSection3–ProfessionalConduct)雇员离职时，经理必须进行离职面谈程序以确保公司的利益和财产，同时应征求雇员的反馈。通常将由经理和人力资源主管进行该离职面谈程序。完成后的表格应交至人力资源部门备案。WhenanemployeeisleavingTheCompany,themanagermustconducttheExitInterviewprocesstosecureTheCompany'sinterestandproperty,andsolicitemployee'sfeedbaatckthesametime.ThemanagerandHRmanagerusuallyconductthisinterview.ThecompletedformshouldbereturnedtoHRdepartmentforrecords.4.1.7.服务期限连续计算ServiceBridging如果一位前SanDisk雇员重新为公司工作，她/他将可能享有连续计算服务期限的资格,此资格将用于年假积累、退休金计算和服务奖励的授予。作为享受这一资格的条件，该雇员必须在离职一年内以正式雇员的身份重新回到SanDisk工作，并且其离职前的服务期限必须超过一年。任在任在任职任职何日何日一期一期次将次将请根请根假据假据中雇中雇超员过离开30SanDisk个日历日，其任职日期将进行调整，从中扣除超出第一个的天数作出调整。受制于适用法律的规定，若SanDisk30个日历雇员日的所有日数。IfaformerSanDiskemployeereturnstoworkfortheCompany,she/hemaybeeligibletohavehis/herservicedatebridgedforpurposesofannualleaveaccrual,pensionfundvesting,andserviceawards.Tobeeligible,anindividualmustreturntoworkatSanDiskasaregularemployeewithinoneyearofdeparture,andhis/herpreviousservicemusthavebeenatleastoneyearinlength.ServicedateswillbeadjustedbythenumberofdaysthattheindividualwasgonefromSanDisk.Subjecttoapplicablelaw,SanDiskemployeeswhotakealeaveofabsenceformorethan30calendardaysinanyoneleavewillhavetheirservicedateadjustedforalldaysinexcessofthefirst30calendardays.4.1.8.个人信息的变更ChangeofPersonalInformation为保证所有雇员的个人记录是最新的，所有雇员都被要求在其个人信息发生变更之时应立即通知人力资源部门，特别包括但不仅局限于以下情形：TnTnootiefynsHuurmemeathnhnaRteasllousrtcaeffspDeerspoanrtamlernetcoimrdmseadriaeteklyepotfuapn-yto-cdhaatneg,easllinemthpeloiryepeesrsoanrealrpeaqrutiicreudlartoincludingbutnotlimitedto:·国籍变化Nationalitychange·居住地址和电话号码Residentialaddressandtelephonenumber·婚姻状况及配偶资料Form No.:1382-00-00001 第17页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html17/37
174/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookMaritalStatusandspouseparticulars·教育证书和新的资格Educationcertificatesandnewqualification·紧急联系人等Persontobecontactedincaseofanemergencyetc.·子女降生Birthofchild为证明上述变更，雇员可被要求在适用情形下提供相关文件证明。Employeesarealsorequiredtofurnishrelevantdocumentaryevidencewhereapplicable,insupportofsuchchanges.4.2.考勤管理AttendanceManagement4.2.1工作时间Workinghours·非轮班工作制Non-shiftsystem周一至周五：每天工作8小时，工作上下班时间由各办公室另行安排。(用餐时间为0.5小时，不计入工作时间)Monday - Friday: 8 hours a day, on and off work time can be arranged by each office. (Includingonetimeformealtime,halfhoureachtime)·轮班工作制Shift system 上午8点30分到晚上8点30分（白班）From8:30a.m.to8:30p.m.(dayshift)晚上8点30分到第二天上午8点30分（夜班）From8:30p.m.to8:30a.m.thenextday(nightshift)(期间包括两次用餐休息,每次各半小时)(Includingtwotimesforeating,halfhoureachtime)7主管或经理根据经营业务需要将安排相关雇员进行轮班，雇员应服从公司的安排。Director or Managershallarrangerelevantworkersforshiftsaccording to therequirementsofbusiness,andworkersshallfollowthearrangement.·其他轮班工作制度Other shift systems 在法律允许的范围内可制定其他轮班工作制度。Othershiftsystemscanbeestablishedunderapplicablelaw.4.2.2.假期Form No.:1382-00-00001 第18页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html18/37
184/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookHolidays·年假Annualleave所有雇员被录用后就开始累计年假，通常不可以预支。Allemployeesshallaccruetheirannualleavesinceemployment.Annualleavecouldnotbereceivedinadvance.所有N级别的雇员第一年享受8个工作日（64工作小时）年休假，以后每多服务一年将增加一天年休假但最高不超过15个工作日（120工作小时）AllLevel-Nemployeesshallhave8workdays(64workinghours)asannualleaveinthefirstyear,andafterthat,oneday shallbeadded foreach year,butnotexceed 15workdays(120workinghours)atmost.所有级别在E以上的雇员每年年假为15工作日（120工作小时）Allemployeesabovelevel-Eshallhavetheannualleaveof15workdayseachyear(120workinghours)所有未使用的年假可结转至下一年度，累积年假最长不得超过当年应享受年假的2倍。Annualleavesnotbeenspent canbecarrieddownto thenextyear,andthelongestaggregateannualleavecannotexceed200%oftheaccruedannualleaveofthecurrentyear.·病假Sickleave所和所和有离有离试职试职用雇用雇期员期员合在合在格本格本的日的日雇历雇历员年员年能度能度享中享中受应每根个据日其历在年职时12间个按工照作比日例(享96受个。工病作假小不时能)的折全现薪。病病假假最，多新可雇预员支五天（40个工作小时）.当年度未使用完的全薪病假可顺延至下一个日历年.最高不得超过24个工作日(192个工作小时).All employees who have passed the shakedown period may have a fully-paid sick leave of 12workdays(96workinghours)eachcalendaryear.Newemployeesanddismissedemployeesshallhavetheirsickleaveprorataaccordingtoinservicetimeinthecalendaryear.Thesickleavecannotbediscounted.Mostly,thesickleavecanbedrawninadvancefor5days(40workinghours).Intheendoftheyear,thefully-paidsickleavenotbeingused can bepostponedtothenext calendaryear,notexceeding24workdays (192workinghours)tothemostextent.4.2.3.其它假期，加班管理及各类加班休假享有条件等Otherholidays,overtimeworkingmanagementandallkindsofovertimeleaveconditions请参见《SanDisk考勤管理规范》（文件编号：138-01-0003）PleaserefertoSanDiskAttendanceManagementPolicy(DocumentNo.:138-01-0003).4.3.薪资福利CompensationandBenefits4.3.1.收入管理CompensationmanagementForm No.:1382-00-00001 第19页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html19/37
194/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook雇员的收入由月薪、奖金及津贴组成，并于每月发薪日直接支付到该雇员的个人银行帐户。工资、奖金及津贴将根据现行税务规定扣除个人所得税。公司保留根据个人业绩、公司业绩和市场行情调整雇雇员资的权利。Compensationtoemployeeshallincludemonthlypay,bonusesandallowance,whichshallbepaidtothepersonalbankaccountoftheemployeeonevmeorynth’spayday.Theindividualincometaxshallbedeductedfromthewage,bonusesandallowanceaccordingtocurrenttaxationregulations.TheEmployerreservestherightofadjustingthewageofemployee accordingtoindividualperformance,corporationperformanceandmarketquotation.所有关于薪金的信息应作为机密事项严格保密。任何对薪金保密信息的泄露构成对公司规章的违反，并将导致包括解雇的纪律处分。Allinformationaboutwagesshallbestrictlykeptastheconfidentialmatters.Anydisclosureofconfidentialinformationonwagesshall beregardedasbreach ofregulations ofthecorporation,resultinginthedisciplinarytreatment,includingdismissal.4.3.2.加班津贴Overtimeallowance加班津贴将依据中华人民共和国法律法规的规定支付。Overtimeallowanceshall bepaidaccordingto thelawsandregulationsofthePeople'sRepublicofChina.加班应基于业务需求安排并事先经主管/经理的批准。Overtimeworksshallbearrangedaccordingtobusinessneeds withapproval of Director/Managerinadvance.加班报酬将按以下标准计算：Compensationforovertimeshallbecalculatedasperthefollowingstandards:·一般工作日或工作班的延长每小时基本工资的150%Prolongationofgeneralworkdaysorshifts150%ofhourlybasicwage·一般非工作日或工作班每小时基本工资的200%General off days or shifts 200%ofhourlybasicwage·国家或公司公布的法定节假日每小时基本工资的300%LegalholidaysbytheNationortheCorporatio3n00%ofhourlybasicwage4.3.3.社会保险Socialinsurance按照中国的有关劳动和财务法规规定，公司必须缴纳各种社会基金。雇员也须缴纳某些基金的个人应负担部分。公司自动将个人应缴纳的数额从雇雇员资中扣减后代雇员划帐至各有关基金管保管保留理留理相中关心解。释分权担。的比例各地在合理的幅度内有所不同。欲知详情请联系人力资源部门，该部门TheCorporationmustpayallthesocialfundsaccordingtotheregulationsofrelevantlaborlawandfinanciallawinChina.Theemployeesalsomustpaypartialoffundsthattheyshouldbear.TheCorporationshalldeducttheamountthattheemployeesshouldpayforfromtheirwages andremitto relevantfundmanagementcenter.Fundsharingratiosaredifferentindifferentareaswithinreasonablerange.PleasecontactHumanResourceDepartmentoftheCorporationfordetailsandHRDepartmentreservestherighttointerpret.Form No.:1382-00-00001 第20页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html20/37
204/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook4.4.行为规范DisciplinePolicy本行为规范旨在提高维持公司的正常运营，并防止不良行为的发生。DisciplinePolicyaimsto promoteandmaintainthenormaloperation oftheCorporation,andpreventtheimproperbehaviors.违规处理分类：解除劳动合同（即解聘），大过，小过，警告DmDmiisncoirprplidneemcearitittegaonrdiesd:istceiprprmlininaarytiownaornfinlagb.orcontract(termination),recordamajordemerit,recorda当事人主管经理可根据违纪记录情况，在年度业绩评估总结及考绩评定级别时酌情给与调整。得大过之员工当年度年终绩效评估至少降一等级。且有违纪记录的的员工当年度不得参与升职评定Atthetimeofannualperformancereviews/appraisal,appropriatemanagersmay,decreasetheratingoftheemployeebasedontheirapplicableratingoftheemployeedisciplinerecord.Anemployeehasmajordemeritshallbedemotedatleastbyonegradefortheannualyear-endperformance review. The recorded employee shall not be eligible to participate inthesameyear’spromotionappraisal雇员在被给予违纪处分时，认为其受到不公平、公正对待者，可向人力资源部或更上一级的经理申诉Whenanemployeereceivesdisciplinaryactions,iftheemployeethinksheorsheisunfairlytreated,heorshemayappealtoHRDeptoramanagerofasuperiorlevel.附：违规条款细则Attachments:DisciplineList序号分类纪律处理详细描述No.Classification Disciplinary Punishment Detailed Description 在公司内部随地吐痰，乱扔废物、乱倒杂物等破坏环境卫生行为，不听劝告者。EHS 管理警告Spit, throw the wastes, empty the sundries 1EHS Management Warning at will inside the company, have the acts damaging the environment and sanitation, and refuse to accept persuasion.在公司的墙壁、机械、器具等设施上乱写乱画者。EHS 管理警告2EHS Management Warning Scratch on the walls, machinery, instruments and other goods of the company 进入公司未佩戴识别证者，经劝告不服者。安保管理警告3/Enter into the company without wearing Security Management Warning badge, and not accept the persuasion. Form No.:1382-00-00001 第21页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html21/37
214/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook首次非故意携带未经批准过的数码类产品（含各类记忆卡，U盘，SSD等）进入产4安保管理警告线/Take the unapproved digital products Security Management Warning unintentionally for the first time (including various memory cards, USB flash disk, SSD, etc) into the production line. 员工未按照公司规定没有陪同自己的访客，造成访客随意在公司内部走动，或员工陪同的访客触犯公司相关的纪律The employee does not accompany his 5安保管理警告own visitor in accordance with the Security Management Warning provisions of the company, the visitor walks about inside the company as a result. Or the visitor accompanied by the employee breaches the relevant discipline of the company 安保管理警告非故意破损保安封条6Security Management Warning Damage the security seals unintentionally 违反安全规定将违禁物品滞留在办公桌上过夜，被保安巡检发现者。手提电脑,公章,胸卡,晟碟产品,有价值的私人小物品（如皮夹或者皮包、手机、等）Leave the prohibited goods on the office 安保管理警告desk overnight in violation of the security 7Security Management Warning provisions, which is found by the patrol guardian, including the Laptop, chest card of the company, SanDisk products and valuable personal belongings (such as the wallets or bag, mobile phone, etc.). 把食物、饮料等带入或在生产区域食用食物生产管理或饮料者警告8Operation Take the food and drink into the production Warning Management area, or eat the food or drink in the production area. 其他警告其他构成给予警告的行为9othersWarning Other acts justify a warning EHS 管理小过违反公司相关6S规定的行为/Acts violating 10EHS Management Minor Demerit the relevant 6S provisions of the company 非故意损坏保安监控、门禁设施者。安保管理小过11Damage the security monitoring, entrance Security Management Minor Demerit guard, etc. 捡到他人物品，故意不归还诚信原则小过12Pick up the goods of other person and not Integrity Principle Minor Demerit return them to the owner intentionally. Form No.:1382-00-00001 第22页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html22/37
224/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook月度迟到、早退二次及以上者；旷工一天者人力资源政策小过Arrive late and leave early for two times or 13HR Policy Minor Demerit more a month; absent from work for one day a month 在工作场所发生吵闹、嬉戏等行为，造成较坏影响者或使正常运营受到影响。日常管理(General小过14Have the acts of quarrelling and playing at Management) Minor Demerit the workplace, etc., causing quite adverse impact or affecting the normal operation. 未经主管同意，擅自离开工作岗位影响正常工作者；不服从部门主管经理的合理指令，影响正常工作者。日常管理(General小过Leave the job arbitrarily without consent of 15Management) Minor Demerit the manager, affecting the normal work; not obey the reasonable instructions of department manager, affecting the normal work.未按照规定穿戴劳动防护用品或制服，以及行为不规范，且不听劝阻者。生产管理小过Not wear the labor protective equipment or 16OperationMinor Demerit uniform in accordance with the provisions, Management and the behaviors are not regulated and refuse to accept persuasion. 其他小过其他构成给予小过的行为17othersMinor Demerit Other acts justify a minor demerit 在12个月内，连续二次受到警告处分的其他小过Receive the punishment of recording 18othersMinor Demerit warning for consecutive two times within 12 months. 在公司厂房以外的禁烟区吸烟，且不听劝告者。EHS 管理大过19Smoke in no-smoking area outside the EHS Management Major Demerit factory building of the company, and refuse to accept the persuasion.(EHS)消防疏散通道被堵;消防设施被挡住、占用、损坏;撞坏墙壁及逃生指示灯EHS 管理大过(EHS) fire control access and exist are 20EHS Management Major Demerit blocked, the fire control facilities are blocked, occupied and damaged, the walls and escape light are destroyed. (EHS)供应商施工时无“供应商施工检查表”或无专人监护;动火，吊装作业前未向EHS申请;登高（3米以上作业）未戴安全带;施工EHS 管理大过现场没有用警示锥围好或违反洁净室施工要21求EHS Management Major Demerit There is no “Supplier Construction Checking Sheet”or“nopersonassignedforsupervising the use of fire” when the supplier carries out the construction, not file Form No.:1382-00-00001 第23页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html23/37
234/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookapplication to EHS prior to the lifting operation; Notwearthesafetybeltinascending a height, the construction site is not encircled by the alert cones, or violate the requirements for the construction of clean room. 如被发现未经许可携带公司禁止物品或多次(2次)携带手机记忆卡及食品入产线者，经劝阻不听者。安保管理大过Without permission, take the prohibited 22Security Management Major Demerit goods into the production line pr have the same for times (more than two times), take thememorycardorfoodintotheproductionline, and refuse to accept the persuasion. 擅自进入与其工作无关的工作场所且不听劝阻者。安保管理大过23Arbitrarily enter into at will the workplace Security Management Major Demerit not related to his work and refuse to accept persuasion. 未经许可打开应急门或保安封条，经教育不服从者。安保管理大过24Open the emergency door or security seals Security Management Major Demerit without permission, not accept persuasion after education. 更改或涂改公告栏，撕毁公司告示板的张贴物，或未经公司许可擅自张贴其它物品、招贴物或在公司散发宣传品者Change or obliterate the bulletin board, tear 安保管理大过25up the stickers of the bulletin board of the Security Management Major Demerit company, or without permission by the Company, put up other goods, posters, redistributethepromotionalmaterialsinsidethe company. 将打火机、火柴等易产生明火的物品或香烟安保管理大过带入生产线。26Take the lighter, match and other goods Security Management Major Demerit easy to produce open fire or into cigarette the production line. 采用强制的手段进入限制区域者。/Usethe安保管理大过27compulsory means to enter into the Security Management Major Demerit restricted area. 安保管理大过修改胸卡上的员工信息者。/Modify the 28Security Management Major Demerit employee information on the chest card. 连续12个月内3次遗失员工胸卡者。/Lose安保管理大过29the employee chest card for three time in Security Management Major Demerit consecutive 12 months. Form No.:1382-00-00001 第24页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html24/37
244/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook故意破坏门禁控制系统，造成其不能正常有效地控制和管理人员进出。安保管理大过Deliberately damage the door access 30Security Management Major Demerit system, causing the inability to control and manage the entry and exit of persons normally and effectively. 未授权人员故意伺机尾随进入限制区域且不听劝告31安保管理大过TheunauthorizedpersondeliberatelyfollowSecurity Management Major Demerit the authorized persons to enter into the restricted area, and refuse to accept the persuasion. 经常受到客户或供应商投诉，情况属实者；以蛮横态度对待客户或供应商，给公司形象造成一定损害者。公共关系大过Receive frequent complaints by the clients 32Public Relations Major Demerit or supplier and the case is true; treat the clients or supplier with rude attitude, causing some damage to the image of the company. 托人或代人打考勤卡者，或把工作卡借于他人使用。人力资源政策大过33EntrusttheotherpersontopunchaclockorHR Policy Major Demerit do the same for other person, or lend the job card to other person. 一个月内旷工累计两天者人力资源政策大过34Absent from work for two days in total HR Policy Major Demerit within one month 在工作场所发生吵架、打闹等行为，做与工作无关的事情，如打扑克、麻将、睡觉等；造成一定后果或使正常运营受到影响。Have the acts of quarrelling and fighting at 日常管理(General大过35the workplace, or do the things not related Management) Major Demerit to the job at the workplace, such as playing poker, Mahjong and sleeping, etc. Which causing some consequences or affecting the normal operation. 由于擅离职守导致意外事故发生日常管理(General大过36The accident takes due to absence from Management) Major Demerit duty. Form No.:1382-00-00001 第25页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html25/37
254/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook在装卸、保管、销售商品过程中，因疏忽而使商品受损给公司造成重大损失者，除给予相应处理外，酌情予以赔偿。The commodities are damaged due to the 日常管理(General大过37negligence in the course of handling, Management) Major Demerit keeping and selling the commodities, causing the big loss to the company, the compensation shall be made to such loss, besides the corresponding punishment. 不听上司劝告，工作错误或消极怠工对公司和同事带来消极影响者或对上级限期完成的重要工作没有正当理由未如期完成或处理不当，给公司或部门造成损失者/Notacceptthepersuasion by the superior leader, make 日常管理(General大过work errors or demotivation, bringing about 38Management) Major Demerit negative impact to the company and colleagues. Fail to complete the important work without justified reason within the time limit required by the superior leader or deal with the important work improperly, causing the loss to the company or department. 利用职务之便在工作时间处理非本公司的业务或者长时间办理私事，或利用公司设备、工器具制作或修理私人物品，影响正常工作者。Take advantage of convenience of duty to 日常管理(General大过39deal with the business not attributable to Management) Major Demerit the company or handle the private affairs for a long time, or use the equipment and instrument of the company to make or repair the private goods, affecting the normal work. 在上级对下属进行有关工作上的查询时，下属故意隐瞒或报告不实者日常管理(General大过40When the superior leader inquire the work Management) Major Demerit of the subordinate, the subordinate deliberately conceals or makes false report. 未按照操作流程或因为工作不负责任，产生大量产品的质量问题、程序、流程卡错误，造成重大损失或引起严重客户投诉。生产管理Not comply with the operating flow or Not 大过41Operation being conscientious to the work, causing Major Demerit Management quality problem of a large number of products, the error of program and flow card and resulting in the big loss or serious clients complaint. 盗用他人用户名和密码进入电脑系统进行与工作无关的操作，甚至违规操作。信息管理大过Abuse the user name and password of 42ITPolicyMajor Demerit other person to access to the computer system for operation not related to the work, even the operation in violation of the Form No.:1382-00-00001 第26页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html26/37
264/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookrules.在12个月内，连续二次受到小过处分的其他大过Receive the punishment of recording minor 43othersMajor Demerit demerit for consecutive two times within 12 months. 其他大过其他构成给予大过的行为44Other acts justifying the recording of a othersMajor Demerit serious demerit 在工作场所内，藏匿、分发、销售、转让或使用国家违禁物品如药品、炸药、火器等非工作用途物品安保管理解聘45Hide, distribute, sell and assign or use the Security Management Termination state-prohibited goods in the workplace, such as drugs, explosives, firearm and other goods not used for work purpose. 在公司内散播谣言或淫秽信息；威胁、诽谤、恐吓、骚扰他人、性骚扰、施暴、打架、斗殴、诬蔑、侮辱等行为者Spread the rumors or pornographic 安保管理解聘46information; threaten, slander, intimidate, Security Management Termination disturb other persons, have the acts of sexualharassment,usingviolence,fighting,exchanging blows, defaming, insulting and making troubles, etc. in the company. 故意或重大疏忽而毁坏公司公共设施者，如消防器材、安全防护设施、防盗等保安装置或其他公司设备。Deliberately or material 安保管理解聘negligence leads to the damage of the 47Security Management Termination public facilities of the company, such as fire control equipment, security protection facilities, anti-theft other security device or other equipment of the company. 非授权或伪造授权人签字携带公司产品或公司贵重财物出规定区域。Take the products of the company or 安保管理解聘48precious goods of the company out of the Security Management Termination prescribed area without authorization or forge the signature of the authorized person. 拒绝保安的正常安检且逃离现场/Refuse the 安保管理解聘49normal security checking by the guardian Security Management Termination and escape the site. 50保密制度解聘泄露公司、客户或供应商重要商业资料、财Confidentiality Rules Termination 务状况、经营状况、生产技术质量、销售状Form No.:1382-00-00001 第27页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html27/37
274/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookand Regulations 况等属企业机密资料，或向他人探听保密信息，窃取公司重要商业情报。在未经过公司法务部审查的批准的情况下，擅自签署第三方保密协议/Divulge the important business data, financial condition, business performance, production technology and quality and sales performance and other confidential information of the company, clients or important supplier, or inquire the confidential information from others and steal the important business intelligence of the company. Sign a third party's form of non-disclosure agreement without review and approval by SanDisk legal department 冒领公司财物或用虚伪申报等不正当的方法，将公司的薪资、津贴、报销等费用领取者。/Falsely receive the goods of the 诚信原则解聘51company, or use the false declaration or Integrity Principle Termination other illegal means for receiving the salary, allowance and reimbursement and other fees of the company. 当事人在事故调查过程中故意掩盖事实，虚报信息者诚信原则解聘52Deliberately conceal the facts in the Integrity Principle Termination accident investigation and provide false information. 在客户、供应商或公共场合严重损害公司形象，或故意败坏公司声誉者；利用公司的名义，做出损害公司利益者。Severely damage the image of the 公共关系解聘53company at the clients, support or public Public Relations Termination occasions, or deliberately ruin the reputation of the company; do the things harming the interests of the company in the name of the company. 违反中华人民共和国法令、法规、法律而受到国家司法或执法机关处罚者其他解聘Violatethelaws,decreesandregulationsof54othersTermination the People’s Republic of China and receive the punishment by the state judiciary organ or law enforcement department. 虚报或伪造履历、数据和各类人事信息等，或向公司提供不确实证明文件。人力资源政策解聘Make false report of or forge the curriculum 55HR Policy Termination vitae, data and various personnel information, etc, or provide the unauthentic certificate Form No.:1382-00-00001 第28页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html28/37
284/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook未经公司同意或假借病假及无薪假名义，在他公司工作有事实者或与其他法人实体产生雇佣关系。人力资源政策解聘Have the fact of working at other company 56HR Policy Termination employment or relationship with other legal person entity under the guise of sick leave or unpaid leave without permission by the company. 无正当理由经常旷工，连续旷工时间达到三天或以上，或者三个月内累计旷工时间超过五天者。人力资源政策解聘Often absent from work without justified 57HR Policy Termination reasons, the time of being from work for consecutive three days and more, or the time of being absent from work for more than five days in total within three months. 在公司内酗酒或酒后上班，扰乱工作秩序情节严重者。Drinkalcoholexcessivelyinthecompanyor日常管理(General解聘go to work after drinking, disturbing the 58Management) Termination work order with serve consequence, the person liable for which shall compensate such loss, besides the corresponding punishment. 发生与职务有关的行贿受贿或以其它不正当的行为取得利益者日常管理(General解聘59Have the acts of bribing or accepting the Management) Termination bribery related to the post or use other improper acts to receive the gains. 违反技术操作规程和安全规程，或违章指挥，造成重大事故，Violate the technical operating rules and safety rules, or 日常管理(General解聘60command in violation of the rules, causing Management) Termination the big accident resulting in the loss of the property of the company, the life and property of other persons. 组织、领或参与聚众闹事，严重影响公司的正常工作秩序者/Organize、leador日常管理(General解聘61participate in the crow to make troubles, Management) Termination severely affecting the normal work order of the company. 严重顶撞上级，无正当理由拒不服从工作安排，严重影响工作，给同事造成恶劣影响者Severely contradict the superior leader, not 日常管理(General解聘62accept the work arrangement without a Management) Termination justifiedreason,affectingtheworkseriouslyand causing the bad impact on the colleagues. Form No.:1382-00-00001 第29页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html29/37
294/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook违反自己担当职务的规定或滥用职权，情节日常管理(General解聘严重者。/Violate the provisions for holding 63Management) Termination the post or abuse the authority, causing the severe consequence. 生产管理解聘厂房内吸烟者64Operation Termination Smoke in the plant. Management 非法或未经授权制作或使用软件、登陆公司计算机系统或服务器，造成公司系统重大损失的。用计算机技术盗取、打探公司或其他员工内部机密信息者，造成恶劣影响的。Make or use software without permission of the copyright owner or its authorized 信息管理解聘65agents, log on the computer system or ITPolicyTermination server of the company, causing the great loss to the computer system of the company, use the computer technology to steal and inquire internal confidential information of the company or other employees, causing the baneful impact. 在连续12个月内，连续二次受到大过处分的其他解聘Receive the punishment of recording a 66othersTermination major demerit for two times within consecutive 12 months. 符合劳动合同法中法定解除条款的行为其他解聘Behaviors leads to labor contract 4.67othersTermination termination by judgment in China Labor 5Law.雇其他足以构成依法解除劳动合同的行为者员其他解聘68Other acts adequate for justifying the labor 培othersTermination contract termination by law 训与发展EmployeeTrainingandDevelopment为能更好的了解公司的文化，每位新进雇员必须参加公司所组织的新雇员入职培训，否则将会被认为不能通过公司的试用期。In order to understand the Corporation culture better, every fresh worker must take part in the On BoardingTrainingfornewcomersorganizedbytheCorporation;otherwise,theemployeecannotpasstheshake-downperiod.为提高雇员的技能和知识，公司会不定期组织各类雇员培训，雇员可根据自己的培训发展需求，与直接主管确认培训及发展的需求后，在SanDisk的学习管理系统里（LMS）登记注册培训课程，https://learning.syntrio.com/SANDISK/login.asp.Inordertopromotetheskillandknowledgeoftheemployees,theCorporationwillorganizeallkindsoftrainingsirregularly.TheemployeesshallregistertrainingcoursesinLMSofSanDisk(https://learning.syntrio.com/SANDISK/login.asp),afterconfirmingthedemandoftraininganddevelopmentwiththeImmediateDirector,accordingtotheirowndemandoftraininganddevelopment.Form No.:1382-00-00001 第30页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html30/37
304/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook公司向已在SanDisk服务一年以上，并在前一年的绩效考核中达到3以上的正式雇员，资助总额不超过40，000人民币，每年最多16，000人民币的继续教育费用，具体内容请参照文件1382-02-00010SDSSEducationReimbursementWorkInstructio。nTheCorporationshallsubsidizetheregularemployeeswhohaveworkedinSanDiskformorethanoneyearandachieved3andaboveintheperformanceappraisalinthelastyear,withtotalamountof less than RMB 40,000 and mostly RMB 16,000 each year as further education expense. Please refertoDocument1382-02-00010SDSSEducationReimbursementWorkInstructionfordetails.4.6.雇员绩效考评PerformanceReview公司每年定期对员工业绩进行评审，针对公司雇员的工作业绩进行评审。该评审旨在复核表现、总结成果、提高能力以及确认任何有待发展的领域。经理与雇员应当安排会议，针对如下领域进行业绩评审：CompanyreviewEmployee’sperformanceona regularbasisannually.Itis intendedtoreviewperformance,summarize accomplishments,enhancestrengths andidentifyanydevelopmentalareas.Bothmanagerandemployeeneedtoschedulemeetingtoconducttheperformancereviewcoveringthefollowingareas:·实现了哪些成果－针对目标的业绩Whatresultswereachieved–performanceagainstobjectives·如何实现这些成果－针对公司核心竞争力的业绩：实现成就的动力、团队合作、良好的判断力/忠诚、客户关注、雇员管理（仅适用于有下属的主管级雇员）Howresultswereachieved–performanceagainstcompanycorecompetencies:driveforresults,teamwork,goodjudgment/integrity,customerfocus,peoplemanagement(forpeoplemanagersonly)·发展领域－针对雇员技能、能力以及对目前岗位的工作知识的评估。指明未来发展领域以及具体的行动计划和时间表。Developmentarea–assessmentofemployee’sskills,competenciesandjobknowledgeforcurrent positions. Identify areas for further development with specific action plan and timeline. 评审完毕后，经理和雇员都被要求对讨论予以记录，并签署书面评估表确认相互讨论及对相关内容的知晓。雇员应有机会对上司/经理做出的记录加以评论及反驳，或者提交额外信息，该等信息将被包含于评估文件中，并在个人人事档案中备案。如果经理和雇员不能就业绩评审中达成一致，则人力资源部门应当介入。After the review, both managers and employees are required to document the discussion and sign thewrittenevaluationforacknowledgingmutualdiscussionandawareofthecontent.Employeeshave anopportunitytoaddcomments,rebut statementsmadebythesupervisor/manager,orprovideadditionalinformationwhich willbeincludedintheevaluationandfiledinindividualpersonnelfile.HumanResourcesshouldbeinvolved ifthemanagersandemployeescannotreachthemutualagreementontheperformancereview.为了促进多劳多酬的文化，业绩评级将成为决定每年薪酬审核包括工资、奖金以及股票期权结果的关键决定性因素。SanDisk对于薪酬审核以及晋升拥有完全的选择权，并且薪酬审核以及晋升取决于多种因素，包括技能、知识、业绩、雇员的经验以及公司的财务状况。In order toenhancethecultureofpay forperformance,theperformancerating willbethekeyfactortodeterminetheresultofannualcompensationreviewsincludingsalary,boannudsstockoptions(ifapplicable).CompensationreviewsandpromotionsaresolelywithinthediscretionofSanDisk,anddependuponmanyfactors,includingskills,knowledge,performance,experienceoftheemployeesandthecompany’sfinancialhealth.5.信息技术管理Form No.:1382-00-00001 第31页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html31/37
314/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookInformationTechnologyManagementSanDisk的计算机系统、电话系统以及相关的网络由公司提供，以便利与业务有关的通信。所有私人信息以及讯息均应被认为是“非私密的”并且将会与其他任何形式的与业务有关的信息同等对待。SanDisk保留权利，可获取任何存储于公司自有系统且在公司运行的网络中传输的信息。SanDiskcomputersystems,telephonesystem,andrelatednetworksareprovidedbythecompanytofacilitatebusinessrelatedcommunication.Allprivateinformationandmessagesshouldbeconsidered"not-private"andwillbetreatednodifferentthanany otherformofbusiness related information.SanDiskretainstherighttoaccessanayndallinformationstoredoncompanyownedsystemsandtransmittedoncompanyoperatednetworks.公司的政策是禁止雇员滥用公司系统。滥用的例子包括但不限于威胁邮件，向未经授权的接收人发送专属信息，存储、下载或者传播歧视性的、淫秽或者冒犯性内容的资料，过度为个人目的使用，将密码给予其他非关联使用人，侵入他人系统，从互联网上下载不适宜的资料等。Company policy prohibits employees from abusing the company's systems. Examples of abuse include butarenotlimitedtothreateningmail,transmittingproprietaryinformationtounauthorizedrecipients,storing,downloading,ortransmittingdiscriminatory,obscene,oroffensivematerial,excessivepersonaluse,givingoutpasswordtootherunrelatedusers,breakingintosomeoneelse'ssystem,downloadinginappropriatematerialfromInternetetc.所有雇员都有责任维持全部公司电子通信工具处于良好状态，并使运行成本最小化。Allemployeesareresponsibleformaintainingallthecompanyelectroniccommunicationtoolsingoodconditionsandminimizetheoperationalcost.关于SDSS信息技术管理详细信息，请参阅附件IT手册。PleaserefertoITManualfordetailsaboutSDSSinformationtechnologymanagement.6.环境、健康和安全/公司社会责任Environment,HealthandSafety/CorporateSocialResponsibilities6.1.环境、健康和安全Environment,HealthandSafety作为公司的一份子，雇员应该承诺作为维持环境的拥护者。减少浪费，倡导循环利用，做好垃圾分类，防止环境污染。AsamemberofTheCompany,TheEmployeeshallbecommittedtobecomingasanadvocateofenvironmentprotection. Reduce wastes,upholdrecycling use,rubbishclassificationandpreventingfromenvironmentpollution.公司承诺为所有的雇员提供一个安全和健康的工作环境。每一位雇员都有责任学习和执行履行其工作而需要的安全方法。每一位公司雇员都必须遵守所有的公司及政府的有关安全与健康的规则和规定。作为公司的雇员，您不仅有权利而且有义务报告使得工作岗位或者工作不安全或者导致潜在危险的状况。报告应立即交给您的主管、经理及/或安全部门。SanDiskiscommittedtoprovidingasafeandhealthfulworkenvironmentforallemployees.Everyemployeehas a responsibility to learnandpracticesafemethodsofperforminghis or her job.EveryemployeeofSanDiskmustcomplywithallCompanyandgovernmentalsafetyandhealthrulesandregulations.AsaSanDiskemployee,younotonlyhavetheright,butalsotheobligationtoreportanyconditionthatrendersaworksiteorjobunsafeorpotentiallyhazardous.Areportshouldbeimmediatelymadetoyoursupervisorormanagerand/ortheSecurityDepartment.Form No.:1382-00-00001 第32页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html32/37
324/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook所有同工作有关的事故、疾病或者伤害，无论多么轻微都必须尽快报告给您的主管或经理。您的主管或经理将向人力资源部门报告事故、疾病或者伤害。而后，你会被要求填写必要的公司伤害表格和报告。Allaccidents,illnessesorinjuriesthatareworkrelated,nomatterhowsligmhitnor,mustbereportedtoyoursupervisoror managerassoonaspossible. Yoursupervisoror managerwillreporttheaccident,illnessorinjurytoHumanResources.YouwillthenberequiredtocompletethenecessaryCompanyinjuryformsandreports.6.2.公司社会责任CorporateSocialResponsibility(CSR)SanDisk努力成为一家具有社会责任感的公司。对于所有SanDisk的独资企业，SanDisk制定了一系列的商业行为，道德准则以及其他政策，使其符合所在国家或地区的法律法规。此外，SanDisk努力做到超出法律规定的最低要求，并尽量采用国际上公认的标准，来达到更高的社会责任感。SanDiskstrivestobeasociallyconscientiouscompany.AccordinglySanDisk'sCodeofBusinessConductandEthicsandotherpoliciesaredesignedtoworkwithintheapplicablelaws,rulesandregulations ofthecountriesinwhich SanDiskmaintainswhollyownedfacilitiesandoperations.Moreover,SanDiskplacesimportanceongoingbeyondminimumlegalrequirementsanddrawinguponinternationallyrecognizedstandardsinordertoadvancesocialresponsibility.基本原则：Basicprinciples:·要与SanDisk的内部规范和道德标准相一致BeconsistentwithSanDisk’sinternaploliciesandethicalstandard.·要为所有SanDisk公司雇员提供安全和健康的工作环境ProvidesafetyandhealthyenvironmentforallofSanDiskemployees.·要将保护环境的社会责任感纳入旨在提供世界一流产品和服务的SanDisk文化中IntegratesocialresponsibilitiesofprotectingenvironmentwithtopclassproductsandservicesintheSanDisk’sculture7.安保制度SecuritySystem安保制度的共同职责和要求:SanDisk每位雇员都必须遵守的安保规定.Securitysystemsetscommonresponsibilitiesandrequirementstobefollowedbyeachemployee.·维护自己所在区域内的安全Maintainthesafetyintheareawhereeachemployeeworks.·妥善保管自己的财物和公司资产Keepthepropertiesofeachownandthecompany·进出公司和产线遵从相关要求Entryintocompanypremisesandproductionlinesshallcomplywithrelativerequirements.·及时向安全部门报告安全事件和可疑行为,配合公司在不预先通知的情况下检查离开公司人员的箱包、拎袋、钱包、背包或公文包的要求CooperatewithanyinspectiondemandofTheCompanytocheckboxes,bags,purses,backpacks,andbriefcasesofpeopleleavingSanDiskwithoutnotice.Form No.:1382-00-00001 第33页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html33/37
334/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook·为安全起见,不鼓励无人监护的儿童在公司设施逗留.任何时候儿童不得靠近或进入任何实验室/生产/装运或检修维护区域.幼儿的父母或监护人应对由于其监护的儿童进入有关场所而引起的损害和责任负全部责任Forsafetyreasons,unsupervisedchildrenarediscouragedfrombeinginthefacility.Undernocircumstancesmaychildrenbenearorinanylab,manufacturing,shippingormaintenancearea.ParentsorGuardiansofminorchildrenenteringthebuildingwillbeexclusivelyresponsibleforanydamageand/orliabilityresultingfromthepresenceofchildrenunderhis/hersupervisioninthefacility.·在爆发公共卫生事件时，请密切注意安全部门的提示并给予充分配合Incaseofpublicsanitaryevents,pleasepaycloseattentiontothepromptsofHeathDepartmentandcooperatewithitclosely.·合理使用公司资源Reasonablyusethecomapny’sresources·保护机密信息Protectingconfidentialinformation·遵从行为守则和道德规范Complywithcodesofprofessionalconductandethics.新入职雇员须知:Noticesfornewemployees:·了解你工作位所在的位置,紧急情况下的逃生路线/紧急门的位置.Learnthelocationyouworkat,andthelocationsofescaperoutes/panicdoorsunderemergency·雇员牌是进入公司各个区域的钥匙,是公司的专有资产,在公司范围内须将雇员牌佩戴在显著位置以便于识别,并警惕尾随.EmployeebadgeisthekeyforenteringallzonesofSDSS,andalsothespecialassetofthecompany.EmployeeshouldwearbadgedistinctivelyforidentificationwithintheCorporation,preventingforbeingtailed.·如果忘记携带雇员卡,请遵循登记进入手续,并领取临时工卡(下班时归还)。合同期结束或离职时必须归·还工卡,雇员牌丢失/损坏立即报告保安部需通过SPAS递交申请限制区域的权限,不可以进入其它厂内建筑在公司内,一直陪同你的访客,访客离开时并负责收回访客卡Anyemployeewhoforgetscarryingtheemployeebadgeshallcomplywithregisterprocedureforenteringandgetatemporaryworkcard(whichshallbereturnedbackatcheckout)andreturnedintheendofcontracttermoratdemission.TheSecurityDepartmentshallbeinformedimmediatelyincaseofloss/damageofemployeecard.RestrictedareapermissionshallbeappliedthroughSPAS.It is not allowed to enter into other corporations constructed in the factory. You shall be responsible fortakingbackthevisitorcardsfromvisitorsaccompanyingwithyouwhentheyaregoingtoleave.·在公司范围内禁止携带武器和危险设备,毒品和酒精饮料,行车速度不得超过15公里/小时Weaponsanddangerousequipment,drugsandalcoholicdrinksarenotallowedwithintheCorporation,andthedrivingspeedcannotexceed15km/h.·在旅行仲保持警觉,并注意安放好有公司文件和笔记本的行李在你目光所及范围内Keepvigilantinthetraveling,andpayattentiontokeepthebaggageincludingcorporationdocumentsandnotebooksinplacewithinyourviewofsight·所有公司财产出厂和安检点必须申请出门单Exitsheetshallbeappliedforcorporatepropertiesleavingthefactoryandsecuritycheckpoints.Form No.:1382-00-00001 第34页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html34/37
344/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbook·任何记忆卡,包,MP3/MP4/相机,咖啡/茶包香烟/打火机等火源都不允许带入产线Anymemorycard,package,MP3/MP4/camera,coffee/teaballandcigarettes/lightersarenotallowedintheproductionline.·COP区域的记事本不得带出COPAgendaforCOPareacannotbecarriedoutfromC.OP·熟悉安检规定,积极配合保安的安检要求Getfamiliarwithregulationsofsecuritycheckandactivelycooperatewiththesecuritypersonnel.·在吸烟区域内吸烟,非授权禁止拍照,并遵守保密规定Smokeonlyinthesmokingarea,takephotosonlywithauthorizationandcomplywithconfidentialregulations.·禁止公司内的任何暴力事件如恐吓，辱骂，骚扰，胁迫，跟踪，威胁等Violenteventsareprohibitedinthecorporation,suchasintimidation,abuse,molestation,terrorization,tailingandthreateningandsoon.·公司紧急事件报告电话5999EmergencyreportcalloftheCorporationis5999.8.财务报销制度FinancialAffairsReimbursementSystem参考附件财务政策与流程RefertoAppendices,FinancialPolicyandProcessFlow9.雇员手册的修改AmendmenttoEmployeeHandbook公司可能根据情况不时对本雇员手册进行修改及修订。TheCompanyreservestherighttoamendandrevisetheemployeehandbookfromtimetotimeaccordingtosituation.10.附件Appendices10.1人力资源政策及规定HRPolicyandProcedures10.2员工补充福利EmployeeSupplementaryBenefit10.3教育费用报销制度EducationExpensesReimbursementSystem10.4IT手册Form No.:1382-00-00001 第35页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html35/37
354/13/2019雇员手册EmployeeHandbook-百度文库雇员手册EmployeeHandbookIT Manual 10.5财务政策与流程FinancialPolicyandProcessFlow10.6行为规范Discipline Policy 本雇员手册以及与其相关的所有附件及详细信息，可以http://sprocketus/china/HR/Pages/HR-General.aspx找到。ThisEmployeeHandbookwithallitsrelevantappendicesanddetailscanbefoundinhttp://sprocketus/china/HR/Pages/HR-General.aspx本雇员手册的首次发布日期为2007年5月，最新修订日期为2014年7月1日。stThisEmployeeHandbookwasfirstlyissuedinMay2007,andthelatestdateoftherevisionis,July12014.Form No.:1382-00-00001 第36页共36页Revision:4 https://wenku.baidu.com/view/f9a0e16daeaad1f346933ff3.html36/37
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