Zhejiang Times Foundry Co., Ltd. Management Rules and Regulations

                                                                                （ Revised and adopted at the first meeting of the Sixth Congress of the Trade Union on June 27, 2024 ）

Chapter 1 General Provisions

Article 1   In order to standardize the behavior of the company and employees, jointly safeguard the legitimate rights and interests of both parties, and build and develop harmonious and stable labor relations, this regulation is formulated in accordance with the "Labor Contract Law of the People's Republic of China" (hereinafter referred to as the Labor Contract Law) and relevant supporting laws and regulations, and in combination with the company's actual situation.

Article 2   These regulations apply to the company and all employees (including probationary employees). For employees in special positions or posts, if the company has other agreements, those agreements shall prevail.

Article 3   The company has the obligation to arrange appropriate work tasks for employees and provide necessary labor protection measures, pay employees' wages on time, and consciously safeguard the legitimate rights and interests of employees; at the same time, the company has the right to make production and operation decisions, labor employment and personnel management, wage and bonus distribution, and to formulate regulations and systems in accordance with the law.

Article 4   Employees should consciously fulfill their obligations to obey the company's management, actively complete work tasks, abide by the company's rules and regulations, and consciously maintain the company's image; at the same time, employees enjoy the rights to obtain labor remuneration, rest and holidays, and labor safety and health protection.

  Chapter 2 Employee Recruitment and Training

Article 5 Applicants who want to work for this company need to meet the following conditions:

(1) Must be 18 years of age or older and in good health;

(2) Must have a junior high school education or above;

(3) Must hold a valid People's Republic of China resident identity card and other legal documents;

(4) Must truthfully fill out the application form.

Article 6   The resident identity card, employment introduction letter, technical grade certificate, professional qualification certificate, diploma, unemployment certificate, and proof of termination or termination of the labor contract provided by the applicant must be true and reliable, and must not use deception such as concealing or forging documents.

Article 7   The company implements a probationary period system for newly recruited employees and specifies the probationary period in the labor contract in accordance with the provisions of the "Labor Contract Law".

Article 8   Newly recruited employees who meet the recruitment conditions and pass the probationary period will be converted to regular employees.

Article 9   The company provides special training funds for employees, and for professional and technical training, it can sign an agreement with employees to specify the service content.

Chapter 3 Labor Contract Management

Article 10   The company shall conclude a written labor contract with the employee within one month from the date of employment, and both parties shall fully fulfill their respective obligations in accordance with the agreement of the labor contract.

Article 11   The company and the employee may, by mutual agreement, conclude a fixed-term labor contract, an indefinite-term labor contract, or a labor contract with a term for completing a specific task; they may also change some of the contents of the labor contract, including changing the contract term, job position, and labor remuneration.

Article 12   In any of the following circumstances, the company may terminate the labor contract:

(1) Those who are proven not to meet the recruitment conditions during the probationary period;

       (2) Those who provided false certificates or proof of labor relations status during recruitment;

       (3) Those who seriously violate production technology operating procedures, safety operating procedures, post responsibility systems, and other company regulations;

(4) Continuous absenteeism for 5 days; failure to return to the factory to report for duty on time after the start of the next year for more than 5 days (including 5 days); cumulative absenteeism for 12 days within one year; all of which are considered serious violations of regulations and disciplines by employees.

( (5) Violation of labor discipline, failure to wear labor protection articles, failure to do labor protection as required, and being punished three or more times within two years.

(6) Violating process operating procedures, being punished three or more times within two years.

(7) Failure to complete work tasks within the stipulated time within one year, being punished three or more times.

(8) Leaving the post or wandering around the post three or more times within one year.

(9) Failure to perform assigned tasks or refusal to follow work arrangements, being punished twice or more within one year.

(10) Serious dereliction of duty, embezzlement and bribery, causing significant damage to the company's interests;

(11) Establishing labor relations with other employers at the same time, seriously affecting the completion of the company's work tasks, or refusing to correct after being proposed by the company;

(12) Using fraudulent, coercive means, or taking advantage of others' difficulties to make the company enter into or change a labor contract against its true intentions;

(13) Being investigated for criminal responsibility by law;

(14) Having illegal or seriously immoral behavior, and continuing to maintain labor relations may have a negative impact on the company's reputation;

(15) Other circumstances stipulated by laws and administrative regulations.

Article 13   In any of the following circumstances, the company may terminate the labor contract by giving the employee 30 days' written notice:

(1) Employees who are ill or injured non-occupationally and cannot perform their original work or other work arranged by the company after the expiration of the prescribed medical treatment period;

(2) Employees who are unable to perform their work and still cannot perform their work after training or adjustment of their work positions;

(3) The objective circumstances on which the labor contract is based have undergone significant changes, making it impossible to perform the original labor contract, and the two parties have failed to reach an agreement on changing the content of the labor contract through consultation.

Article 14   The labor contract shall be terminated under any of the following circumstances:

  (1) The labor contract expires and both parties have not renewed it;

  (2) The employee reaches the statutory retirement age;

  (3) The employee dies, or is declared dead or missing by a people's court;

       (4) The company is legally declared bankrupt, has its business license revoked, is ordered to close, revoked, or decides to dissolve early;

  (5) Other circumstances stipulated by laws and administrative regulations;

   Article 15   If an employee terminates the labor contract in violation of regulations and causes losses to the company, the employee shall compensate for the following losses:

(1) Training fees paid by the company for the employee;

(2) Direct economic losses caused to the company's production and operation;

(3) Other compensation expenses stipulated in the labor contract;

Article 16 Employees must handle work handover according to company regulations when terminating or ending the labor contract. The company shall promptly process relevant departure procedures, such as social insurance relationship transfer, for employees after the completion of work handover;

Article 17   Regarding whether the company needs to pay economic compensation to employees after the termination or ending of the labor contract relationship, it shall be handled according to the local practice of the company;

Chapter 4 Working Hours and Labor Wages

Article 18   The company implements an 8-hour workday, and for employees in special positions, it implements an irregular or comprehensive working hour system;

Article 19   Employees' daily working hours are determined by the company according to production needs and seasonal changes;

Article 20   The company may appropriately extend working hours based on production and operational needs and with the employee's consent after consultation;

Article 21   Rest and leave shall be implemented in accordance with relevant national regulations, and the company may arrange compensatory leave according to actual production needs;

Article 22   Employees' labor wages are independently determined by the company based on the principles of "equal consultation and distribution according to work";

Article 23   Employees' labor wages consist of basic salary (piece-rate salary), overtime pay, and various performance bonuses. Basic salary refers to the remuneration received by employees for participating in work and completing the prescribed workload within statutory working hours, with a standard not lower than the minimum wage in Ruian City. Other parts are determined based on working hours, work performance, and work attitude;

Article 24   The days not taken as holidays during national statutory holidays will be uniformly arranged for compensatory leave during the Spring Festival, or treated as overtime subsidies in the form of year-end bonuses;

Article 25   If employees voluntarily work overtime, the company shall pay overtime wages according to relevant national regulations. If employees are arranged to work overtime on rest days and can be given compensatory leave, overtime wages are not required to be paid;

Article 26   The company entrusts (Agricultural) Bank to issue or directly distribute wages in cash. When paying employee wages, the company should provide a payslip (two copies) and require employees to sign the payslip;

Article 27   The company implements a monthly wage payment system, meaning wages for the previous month are paid at the end of each month;

Article 28   If work, production, or business suspension occurs due to non-employee reasons, and employees cannot perform normal labor, the company shall pay employees' wages according to holiday pay or the minimum wage standard within one month; if layoffs are indeed necessary, it shall be implemented in accordance with the Labor Contract Law;

Article 29   In the following circumstances, the company may directly deduct or withhold from employees' wages and bonuses:

(1) Various social insurance premiums that should be borne by the individual employee;

(2) Compensation required due to economic losses caused to the company by the employee, or withholding of bonuses from employees for violating company rules and regulations;

(3) Other deductions stipulated by laws, administrative regulations, and company policies;

Article 30   The company establishes a wage adjustment mechanism adapted to market relations, gradually improves employee wage levels, and continuously stimulates the work enthusiasm of all employees;

Chapter 5 Labor and Personnel Management

Article 31   When the company needs to increase personnel due to business needs, department and workshop supervisors shall submit applications, and after approval by the company's main leaders, the company's human resources department shall uniformly arrange recruitment;

Article 32   Due to work needs, various departments and workshops of the company may submit applications for personnel transfer. After approval, the transfer shall be processed, and employees must obey the company's work arrangements without legitimate reasons;

Article 33   If an employee encounters situations such as military enlistment, national cadre recruitment, or further studies, they need to present a formal notice or relevant proof to handle resignation and other related procedures;

Article 34   If an employee resigns for any reason, they should submit a written application to their department or workshop 30 days in advance. After approval by the company, they shall complete work handover and be processed for resignation;

Article 35     The company's HR department is the sole confirmation department for the establishment, termination, and dissolution of employee labor relations. The HR department shall promptly handle labor and personnel management and other related procedures for employees;

Chapter 6 Labor Discipline and Employee Code of Conduct

Article 36   Employees shall adhere to the company's labor disciplines, including the attendance system, leave application and approval system, performance appraisal system, 5S management for workstations, and rotation system for key positions;

Article 37 Employees must remain at their posts during working hours and may not leave without permission. Those without clock-in records will be marked as absent. Those who are absent without reason will be considered absent from work.

Article 38   Frontline employees must wear work uniforms during working hours. Different positions should wear and use labor protective equipment according to the corresponding requirements, and do a good job of labor protection.

Article 39 To protect the physical and mental health of employees, a maximum tenure system is implemented for special positions; the paint position shall not exceed 10 years, and those who have worked for 10 years must be transferred. The salary after the transfer will be calculated according to the new position.

Article 40 Employees should accept the work assigned by their leaders, obey scheduling arrangements, and complete work tasks on time.

Article 41 Follow the production process, abide by the production technology operating procedures and safety operating procedures, optimize on-site environmental management, and ensure safe and orderly production.

Article 42 Adhere to quality standards and improve work efficiency.

Article 43 Implement the concept of thrift and eliminate all kinds of waste.

Article 44 Adhere to the principle of seeking truth from facts and avoid fabrication.

Article 45 Cherish company property and do not damage it without reason or use it for personal gain.

Article 46 Do not do private work, talk about private matters, smoke, eat snacks, leave your post, spread rumors, or harass others during working hours. Avoid playing around and prohibit fighting.

Article 47 Promote unity, kindness, cooperation, and mutual assistance; promote dedication, hard work, and innovation; and achieve obedience to orders and loyalty to one's duties.

Article 48 Cultivate good hygiene habits, do not spit, do not litter, and maintain a clean and hygienic environment.

Article 49 Gambling, pyramid schemes, the dissemination of pornography, and the promotion of religious superstition are prohibited within the company.

Article 50 It is forbidden to alter the company's text or information, impersonate or imitate the signature of company leaders, and consciously maintain the company's normal production and work order.

Article 51 Strictly implement the archives management system and do a good job in collecting and managing documents, drawings, and other materials.

                                                                         Chapter 7 Safety Regulations

Article 52   Strictly follow the technical operating procedures and safety operating procedures, maintain the normal operation of machinery and equipment, and ensure the safety of personnel.

Article 53   If any abnormality is found during the use of machinery and equipment, the operator should closely pay attention to the development of the situation and promptly report to the workshop director and relevant professional and technical personnel for handling, and shall not operate blindly without authorization.

Article 54   In case of an emergency that may directly endanger personal safety, emergency measures should be taken immediately, and the on-duty team leader and workshop (department) supervisor should be reported in a timely manner.

Article 55   Strictly implement fire safety regulations, keep fire lanes unobstructed, and prohibit placing any items in fire lanes. Do not arbitrarily move or remove fire equipment, hazardous goods protection facilities, and other occupational health equipment; maintain their intact protective functions.

Article 56   When repairing machinery, equipment, and electrical tools, the power must be cut off, and the work must be carried out by relevant professional and technical maintenance personnel or electricians.

Article 57   Non-professional mechanical equipment operators shall not touch or operate mechanical equipment without authorization.

Article 58   Dangerous goods must be stored in designated locations according to regulations, and shall be managed by a designated person to ensure safe storage.

Article 59   Smoking is strictly prohibited in workshops and warehouses. In special circumstances, smoking should be done in designated areas without affecting work, but safety should be noted, and cigarette butts should be extinguished promptly.

Article 60   It is strictly forbidden to bring flammable, explosive, or toxic and harmful dangerous goods into the company without authorization.

Article 61 Comply with environmental protection regulations, and follow the company's environmental protection regulations to do a good job in the company's environmental protection and safety work.

Article 62   When finishing work, organize machinery, tools, and materials, keep documents and materials well, confirm the safety of fire, electricity, and gas, close doors and windows, and lock the doors. 

Chapter 8 Confidentiality Obligations and Non-Competition

Article 63   Maintaining the confidentiality of the company's trade secrets and intellectual property rights is the responsibility and obligation of all employees of the company. Employees who disclose the following company secrets and cause losses to the company shall compensate for the losses in accordance with the facts; if the losses are difficult to calculate, the compensation amount shall be 5000 yuan:

(1) Technical information;

(2) Customer information;

(3) Raw material supply channels and product sales channels;

(4) Major company decisions;

(5) Internal company contracts, agreements, opinions, and feasibility reports, etc.;

(6) Various company operating reports and financial budget reports;

(7) Designs, engineering formulas, processes, methods, and know-how with intellectual property rights;

(8) Other company confidential business information.

Article 64   Senior management personnel, senior technical personnel, and other personnel with confidentiality obligations of the company shall abide by the non-competition restrictions. Within two years after the termination or expiration of the employment contract, they shall not work for other units in Wenzhou City that are in competition with the company in producing or operating similar products or engaging in similar businesses, or start their own businesses to produce or operate similar products or engage in similar businesses.

Article 65   If an employee violates the non-competition restrictions by signing a contract with other units and operating the company's similar products, or taking away the company's product sales business, and arbitrarily lowering prices, causing substantial losses to the company, the company has the right to pursue compensation from the employee. For particularly serious cases, compensation shall be made according to the actual amount of losses, or the matter shall be resolved through legal procedures.

Chapter 9 Rewards and Punishments

Article 66   In order to enhance employees' sense of professional responsibility, fully mobilize employees' labor enthusiasm and creativity, and improve labor productivity and work efficiency, the company will reward employees who have outstanding performance, outstanding achievements, and significant contributions.

Rewards are divided into three types: public commendation, awarding bonuses, and promotion.

         Article 67 Employees who care about the company's development, obey superior arrangements, work actively and diligently, and have outstanding performance, and can serve as a role model for other employees, will receive public commendation.

   Article 68   Employees with any of the following achievements will receive public commendation, as well as bonuses or promotions:

(1) Those who propose specific innovative solutions for production technology or management systems, which have proven effective after implementation, improve the company's economic efficiency, and make significant contributions to the company;

(2) Those who save materials or have significant achievements in the utilization of waste materials, improve the company's economic efficiency, and make significant contributions to the company;

(3) Those who, in the event of a disaster, make every effort to rescue and handle the situation properly, show bravery, and prevent major losses to the company's interests;

(4) Those who dare to fight against bad people and bad deeds, actively report behaviors that harm the company's interests, and prevent major losses to the company;

(5) Other behaviors that should be rewarded.

   Article 69   To maintain the normal production and work order of the company and strictly enforce regulations, the company will punish employees who violate regulations and disciplines.

    Punishments are divided into four levels: 1. Verbal warning, 2. Deduction of bonus, 3. Suspension of work, 4. Termination of employment contract. Verbal warnings, bonus deductions, and suspension of work are each counted as one punishment, but the latter punishments are relatively more serious than the former.

Article 70   Employees who violate labor discipline, employee code of conduct, and other regulations will be punished according to the relevant regulations. For violations not clearly defined in the regulations, verbal criticism, verbal warnings, or bonus deductions will be given depending on the severity of the situation. For serious cases, the employment contract may be terminated.

Article 71 Employees who violate safety regulations will receive verbal criticism, verbal warnings, or bonus deductions depending on the severity of the situation. For serious cases, the employment contract may be terminated.

Article 72 Employees who violate labor discipline, violate regulations, or operate improperly, resulting in safety production accidents, will be held accountable according to the responsibilities for safety production accidents. For economic losses caused by employees, the company may require compensation for certain economic losses depending on the circumstances.

Article 73   The company has the right to terminate the employment contract of employees under any of the following circumstances:

(1) Continuous absenteeism for 5 days or more (including 5 days), or a cumulative absenteeism of 12 days or more (including 12 days) within one year;

(2) Violation of operating procedures, damaging machinery, equipment, or tools, wasting raw materials, causing economic losses of more than 10,000 yuan to the company;

(3) Embezzlement, misappropriation, theft, or intentional damage to company property, causing economic losses of more than 10,000 yuan to the company;

(4) Serious violation of company regulations, causing adverse effects or significant losses;

(5) Fighting during work hours;

(6) Other circumstances equivalent to the above.

Article 74   For minor violations of regulations and disciplines by employees, the department or workshop will propose a handling opinion, which will be implemented after approval by the company office; for serious violations or those involving termination of employment contracts, the department head of the violating employee will draft a written handling opinion based on the relevant clauses of the regulations, submit it to the company office, and then the office will submit it to the general manager for approval. After approval, the office will send the handling decision to the violating employee.

Article 75   Employees who are dissatisfied with the company's handling have the right to appeal. Employees can appeal through the following three channels: First, appeal to the department head; second, appeal to the company office; third, appeal directly to the general manager. The handling decision made by the general manager is the final decision of the company.

                                                                                                                   Chapter 10 Appendix

Article 76   If any clause in this regulation is inconsistent with the employment contract, the employment contract shall prevail.

Article 77   The company has the final right of interpretation of this regulation.

Article 78   This regulation shall be implemented from the date of its adoption and promulgation by the employee representative congress.

Article 79 Matters not covered by this regulation or the company's specific management regulations may be handled by referring to this regulation according to the nature of the employee's behavior.

                            Zhejiang Times Foundry Co., Ltd.

                          2024 Announced on June 28