雇傭規(guī)定合同--中英文版

1、EMPLO YMENT CONTRACT勞動(dòng)合同This stateme nt is issued in accorda nee with the curre nt employme nt legislati on and sets out the terms and con diti ons of your employme nt with the Employer.本合同符合現(xiàn)行勞動(dòng)法規(guī)，闡明了用工期間的各項(xiàng)條件條款。PART A: EMPLOYER:NAME:XJS ELECTRONCIS PRIVATE LIMITEDADDRESS: B-105, Noida Phase 2, Nea

2、r Old Noida Court Complex Noida- 201305, U. P. I ndia.地 址：PART B: EMPLOYEE:NAME: ID APPROVE AND NUMBER:ADDRESS:1. TERM OF THE CONTRACT本合同期限類型為有期限合同。The term of the con tract isyears，fromtoThe two sides agreed probati on period ends on, 3 mon ths'duration. For the outstanding Employee, the probat

3、ion period can be shorte ned by Party A, but no less tha n 1 mon th.2. JOB CONTENT AND RESPONSIBILTYJOB TITLE:From time to time the Management may consider it necessary for you to do other jobs withi n your skill and compete nee.根據(jù)現(xiàn)實(shí)需要，管理者有時(shí)會(huì)要求你做能力范圍內(nèi)的其他工作3. SALARYAccordi ng to the prin ciple of dis

4、tribute n, and equal pay for equal work, salary of Party B shall not be lower than the local minimum wage standard.3.1. Probatio n period basic salary:3.2. After probation period, salary according to the company” Salary andcommissi on system根據(jù)“按勞分配”原則，實(shí)行同工同酬，乙方的報(bào)酬不得低于當(dāng)?shù)刈畹凸べY標(biāo)準(zhǔn)。試 用期過(guò)后，工資按公司制定的薪酬管理制度執(zhí)行

5、。Your Basic salary pay-day is 7 th mon thly, other part salary pay-day is 15th monthly. All salary will be paid directly into your Bank account on the last day of each mon th( Compa ny may have less tha n one week delay with adva nee no tice).工資實(shí)行每月結(jié)付，會(huì)在每月7號(hào)打入你的銀行賬戶(公司可能會(huì)延遲少于一周支付, 但會(huì)提前通知)。4. NORMAL

6、WORKING TIMEMonday to Friday : 10 : 0018： 30Saturday : 10:0016:005. HOLIDAY ENTITLEMENT:The Employee who work for employer more tha n 1 year will en titled to 5 work ing days holiday per year.工作超過(guò)1年的員工每年享有5天帶薪年假。The holiday year will comme nee on 1st January and end on 31st December of the same year

7、.休假年份計(jì)算從1月1日開(kāi)始到同年12月31日結(jié)束。Holidays will be paid at basic rates of pay.休假期間按基本工資計(jì)算ALL HOLIDAYS MUST BE PRE-BOOKED IN AGREEMENT WITH MANAGEMENT. 為便于管理，所有休假都必須提前申請(qǐng)。The Employer reserves the right to reimburseme nt by the employee for any payme nt in excess of holiday en titleme nt on term in ati on of

8、service.協(xié)議終止時(shí)，對(duì)于員工額外享有的假期福利，公司保留索取賠償?shù)臋?quán)利。All holidays must be take n in the holiday year - no holidays may be carried forward to the followi ng year without prior agreeme nt with the man ageme nt. 所有假期都必須在當(dāng)年休完，未經(jīng)管理方同意，來(lái)年不再補(bǔ)休。Pers on al leave will be give n con siderati on by the Employer. The Employe

9、r however does not hold itself bound to make any payme nt for pers on al leave uni ess take n as part of curre nt holiday en titleme nt.公司考慮會(huì)準(zhǔn)許事假，但一般不帶薪，除非現(xiàn)行假期福利另有規(guī)定。Maternity leave will be subject to the guidelines laid out by theDepartme nt Social Security ("DSS") or such other releva nt

10、 gover nment authority or legislation from time to time.產(chǎn)假則遵循社會(huì)保障部或政府法規(guī)的相關(guān)規(guī)定。SICKNESS:病假Should you be unable to attend work due to sickness you are required to con tact your immediate supervisor by 11.00 hours on the first day of in capacity.如果因病不能工作，則必須在生病的第一天11： 00之前通知你的直接上司。All leave due to sick

11、ness must be supported by a bona fide medical certificate. This Certificate from your Gen eral Practiti oner.所有的病假都應(yīng)有醫(yī)學(xué)證明，前五天可以是自我證明( SC1格式)，此后的由主治醫(yī) 師開(kāi)具。The Employer reserves the right (at its own expe nse) to have an in depe ndent medical opinion on any injury or sick ness of a long term n ature wi

12、th special regard to future fit ness for employme nt.考慮到未來(lái)工作的需要，公司保留對(duì)長(zhǎng)期傷病獨(dú)立的醫(yī)學(xué)鑒定權(quán)利（費(fèi)用自理）All Compa ny sick leave will be calculated from 1st January to 31st December the same year.公司所有假條從每年1月1日開(kāi)始計(jì)算至同年12月31日止。6. GENERAL RULES AND PROCEDURAL GUIDELINESThe Employer expects employees to be punctual and r

13、egular in their atte ndance for work. It is un derstood that employees will always do their work to the best of their ability to mai ntai n good worki ng relati on ships with every one else in the Employer and preserve the reputatio n of the establishme nt.公司要求員工按時(shí)到崗工作。員工也應(yīng)盡力做好自己的工作，與同事相處融洽，維護(hù) 公司榮譽(yù)。

14、Employees must report for work suitably clothed and equipped. 員工必須穿戴得當(dāng)、配備整齊并加以報(bào)告。You may be required to complete a time sheet of your weekly activities which must be completed and han ded in by 17.30 hrs on Friday of that week and placed in the box provided.員工應(yīng)當(dāng)制定一周待辦記事的時(shí)間表，并于本周周五 17： 30之前放至指定盒子內(nèi)7.

15、DISCIPLINARY PROCEDURES紀(jì)律處罰程序(Subject to the provisi ons re: "Serious Con duct" and "Gross Misc on duct")(規(guī)定分為“違紀(jì)”和“嚴(yán)重違紀(jì)”)The developme nt and prosperity of the Employer and of its employees is dependent to a large extent on its ability to achieve and preserve a high standard of

16、co-operation and discipline. The Employer believes that most employees un dersta nd and accept this and that there must be rules of con duct and behaviour if the Employer's activities are to be smooth and orderly.公司與員工共同的發(fā)展與強(qiáng)大很大程度上取決于能否保持高度合作并嚴(yán)守紀(jì)律。公司 相信每一位員工都理解并認(rèn)同這個(gè)觀點(diǎn)，為保證公司各項(xiàng)活動(dòng)順利進(jìn)行，就必須制定 行為規(guī)范。Fi

17、rst StageThe employee will be given a formal oral warning, and advised of the reason for the warning and that this warning con stitutes the first stage of the procedure.程序第一步：?jiǎn)T工會(huì)被給出一個(gè)正式的口頭警告及其原因。Second Stage 第二步Further miscon duct or failure to resp ond to the first warni ng will lead to a further w

18、arning. This will be in writing and set out the nature of the offence as well as the likely con seque nces of further offen ces. The employee will be rem in ded that this is the sec ond stage of the procedure.如果第一次警告后仍不知悔改，則會(huì)給出一份書(shū)面警告并注明違紀(jì)行為的性質(zhì)和后 果。提醒員工這是程序的第二步。Third Stage第三步Failure to improve in res

19、ponse to the procedure so far will result in the issue of a final written warning. This will state the nature of the offence and likely con seque nee should the employee's con duct con ti nue to be un acceptable, which would no rmally be dismissal.如果此時(shí)仍不知悔改，員工將收到一份書(shū)面的最后警告。這份警告將說(shuō)明違紀(jì)行為的 性質(zhì)，若員工繼續(xù)我行

20、我素則可能帶來(lái)的后果是不被允許的，通常會(huì)被解雇。Final Stage第四步Failure to meet the requirements set out in the final written warning will normally lead to dismissal with appropriate notice of termination, or payme nt in lieu of no tice.若員工未能按照最后書(shū)面警告的要求改進(jìn)行為，則一般會(huì)被辭退并給予一定的解雇補(bǔ) 償或補(bǔ)償金。During all stages of the discipli nary proced

21、ure the employee will be give n the opport unity to state their case before a decisi on is reached.在紀(jì)律處罰的每一個(gè)步驟里，員工都有機(jī)會(huì)在決定給出前給出他們的解釋。It is an employee's right to be accompa nied or represe nted by a colleague from the Employer duri ng all stages of the discipli nary procedure.在紀(jì)律處罰的每一個(gè)步驟里，員工都有權(quán)由公

22、司同事陪同或代表。All warnings both verbal and writte n will be no ted on the employee's record for a period of 6 mon ths for minor misc on duct and 12 mon ths for serious misc on duct and may be reflected in any refere nee the Employer may be called upon to submit.所有的口頭和書(shū)面警告都會(huì)被記錄在員工的履歷里，輕微違紀(jì)保留記錄6個(gè)月，嚴(yán)重違紀(jì)

23、12個(gè)月，并被反映在公司要提交的參考文件里。8. SERIOUS MISCONDUCT 違紀(jì)行為Where con duct occurs which the Employer regards as a serious breach of the Gen eral Rulea nd Procedures the Employer reserves the right to issue an immediate first and final written notice without issuing verbal or written warnings as in the Discipli

24、nary Procedures first and sec ond stage.若公司認(rèn)為員工違犯了一般規(guī)則程序，則公司有權(quán)立即發(fā)布首次和最終書(shū)面警告通 知，而不必遵循紀(jì)律處罰程序中的第一、二步發(fā)布口頭和書(shū)面警告。An example of serious misc on duct would be:部分違紀(jì)行為：Neglige nee: where an employee carelessly causes the Employer to fail to meet its sta ndards of performa nee or customer service.責(zé)任事故：由于員工的疏忽導(dǎo)

25、致公司工作或客戶服務(wù)達(dá)不到標(biāo)準(zhǔn)。Abse nteeism: should an Employee be abse nt for a period exceed ing three con secutive days without prior arran geme nt or valid reas on the Employer will view this as serious misc on duct and immediately issue a first and final written warning.曠工：?jiǎn)T工未經(jīng)同意或無(wú)正當(dāng)理由連續(xù)超過(guò)三天曠工將被認(rèn)定為違紀(jì)，可立即給予首 次

26、和最終警告處分。It is emphasised that these examples are not exhaustive. 需要強(qiáng)調(diào)的是，這些例子并非包括了所有的違紀(jì)行為。9. GROSS MISCONDUCT嚴(yán)重違紀(jì)行為Misc on duct un der this head ing is regarded by the Employer to be so serious that an employee who commits it may be summarily dismissed. In such cases the Employer reserves the right t

27、o waive no tice of term in ati on and payme nt in lieu of notice. The following examples give an indication of the Employer's view of gross misc on duct. It must be stressed that this list is not exhaustive. Some of these offen ces might well en tail prosecutio n as well as dismissal, depe nding

28、 on the circumsta nces.此欄的違紀(jì)行為屬于公司認(rèn)為十分嚴(yán)重，一旦違紀(jì)就要被立即開(kāi)除的范疇。在此類事 件中，公司有權(quán)更改解雇補(bǔ)償或賠償金。以下的例子就說(shuō)明了公司在處理嚴(yán)重違紀(jì)時(shí) 的做法。需要強(qiáng)調(diào)的是，這些例子并非包括了所有的嚴(yán)重違紀(jì)行為。其中有些在被開(kāi) 除的同時(shí)可能還會(huì)被起訴，視情況而定。9.1. Taking away Compa ny property, property held in trust by the Employer or the property of its employees without permissi on.未經(jīng)允許帶走公司財(cái)產(chǎn)、公司信托財(cái)產(chǎn)

29、或其他員工財(cái)產(chǎn)者。9.2. Wilful refusal to carry out a reas on able in structio n from a supervisor or member of the man ageme nt or other forms of wilful in subordi nati on. 蓄意拒絕服從上級(jí)領(lǐng)導(dǎo)合理指令或有其他蓄意拒絕形式者。9.3. Violenee, threats of violence or abuse both physical or verbal to other employees, man ageme nt or visito

30、rs. This will be deemed to in clude worki ng on site or represe nti ng the Employer away from the Employer's premises.在工作場(chǎng)所或代表公司的場(chǎng)合對(duì)其他員工、管理者或訪客行為或口頭上威脅、恐嚇、 辱罵者。9.4. To report for work whilst un der the in flue nce of alcohol, or other substa nces, or to become unfit for work duri ng work ing hou

31、rs due to the in flue nce of alcohol, drugs or other substa nces.被舉報(bào)醉酒或在其他藥物影響下工作；或在工作時(shí)間內(nèi)因受酒精、毒品等物質(zhì)的影響 不能勝任工作者。9.5. Improper use or dan gerous use of Compa ny property. 將公司財(cái)產(chǎn)置于危險(xiǎn)之中或使用不當(dāng)者。9.6. Improper dan gerous or in dece nt behaviour.行為不當(dāng)、行為危險(xiǎn)或行為下流者。9.7. Breach of con fide nce: employees are not p

32、ermitted to com muni cate in formatio n of any ki nd regard ing the Employer's affairs, activities, work, tech niq ues or procedures to any pers on not authorised to receive it, be they a member of the Employer or not.泄密：?jiǎn)T工不允許向未經(jīng)授權(quán)的人(不管他是不是公司成員)談及任何有關(guān)公司的事 宜、活動(dòng)、工作、技術(shù)或程序。9.8. Knowin gly and wilful

33、ly caus ing delay to jeopardise the meeti ng of a delivery date.蓄意破壞延誤交付日期會(huì)議者。9.9. Kno wi ngly and wilfully faili ng to meet the Employer's acceptedsta ndard of excelle nee and high quality of product ion.有意不符合公司所能接受的優(yōu)質(zhì)產(chǎn)品標(biāo)準(zhǔn)者。In serious cases the Employer reserves the right to suspe nd the employ

34、ee concerned with pay whilst an inv estigati on takes place.情節(jié)嚴(yán)重者，公司有權(quán)暫停支付接受調(diào)查員工的薪酬。10. THE CHANGE, TERMINATION AND CANCEL OF EMPLOYMENT CONTRACT 勞動(dòng)合同更改，終止和取消。10.1. Change con tract: The parties get consen sus, the con tract can be changed.10.2. Termi nate con tract: Any result as below, the con tac

35、t can be termi nated.10.2.1. Con tract period expired.10.2.2. Part B come to the statutory retirement conditions.10.2.3. All other term in ati on situati ons accordi ng to laws and regulati ons.10.3. Can cel con tract: Any result as below, the con tact can be can celed.10.3.1. The parties get consen

36、 sus.10.3.2. Part B shall inform Party A in written form 30 days advanee, so that the con tract can be term in ated(probati on period 7 days adva nee).10.3.3. Part B have any result as below, Part A can can cel the con tact immediately and will not pay any compe nsati on.10.3.3.1. During the probati

37、on period, part B be proved unsuitable for hiri ng con diti ons;10.3.3.3. Serious violate labor discipline or Part A's rules and regulati ons.10.3.3.3. Serious derelicti on of duty, caus ing sig nifica nt damage to Part A.10.3.3.4. Other results in Article 9 of the con tract.10.3.4. Part B have

38、any result as below, Part A can inform Part B 30 days adva nee or pay 1 month basic salary to can cel the con tract.10.3.4.1. If Party B is sick, or injured because work, cannot do the same work or some otherwork arrange by part A after rehabilitati on.10.3.4.2. Party B can not compete nt the work, after trai ning or adjust ingthe job title, still can not compete nt