 带薪假期管理制度6 [9 U+ h+ _/ S
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为了进一步完善带薪假期管理制度， 明确休假条件及具体实施办法，特制定本制度，具体内容如下：3 j H5 M' J- y ]- B! d3 j( u: g% K
+ y4 Z% |# _' k( _(一)带薪假期
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8 a2 v5 v4 t& f# F6 W除法定公共假日外，正式全职员工每年可享受带薪假期。带薪假可用于处理个人事务、度假、病休等各种情况。可享受的带薪假期的长短取决于职位或服务年限，具体如下:; \5 s3 _/ W% e( m: r
在ZNA的服务年限或岗位职称# i) N) |1 J6 a5 F% s
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$ b5 i1 P: g7 l+ @% w享有带薪假
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连续工作0-2年! @. j3 |8 N$ |& g, b
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资深员工及连续工作3-5年
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12天
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助理董事及连续工作6-10年/ l9 D4 a+ K1 K, X4 h
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15天
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" Q+ c+ w- A8 @* r7 k2 n资深助理董事及连续工作10年以上
% A9 x* S0 F1 K. i) ], X- F20天
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5 ^) J. H! q7 X- |( F$ [2 @4 d8 w试用期合格后开始享受带薪假。如果在试用期内终止雇佣关系，将不能享受到ZNA的带薪假福利。雇佣期开始或结束时享受的带薪假，以及因服务满周年而增加的当年可享受的带薪假，将根据相关日历年中的服务天数按比例计算。
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! I$ V% A) x1 h! c- {+ s5 }- x3 ^( s* D带薪假经书面批准可推迟到次年三月休完。（例如：2013年3月31日是使用2012年带薪假的最后时限。）在该截止日期前未使用的带薪假将被取消。除员工离职外，未使用的带薪假均不以现金形式进行对换或补偿。
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所有带薪假的申请均应事前书面提出，并且只有在获得书面批准后方可执行。如果您要一次连续休三天（及以上）的带薪假，您必须提前一个月以上提交申请。如属突发健康状况无法事前书面申请，您有义务主动在上班时间前及时告知您的项目经理/人力资源部或前台，并在您重返工作岗位时应当及时地补签带薪假申请单并提供相应的医疗证明供审核。(如提前申请，因病申请带薪假不需要提供医疗证明)
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全年事假累计超过15天的，或者当年享受产假的员工，不再享受当年带薪假；如当年带薪假已休的，不再享受次年带薪假。
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在ZNA工作未满一年自行辞职、未按手续辞职或被辞退和开除的员工，自停薪之日起，带薪假作废，亦不发给补偿金。停薪时如已休假期超出标准，超休假期将在最后一个月工资内抵扣。- ~, K# a4 i0 e
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年休假的休假时间按天计算，不足1天按1天计算。- ^2 f6 n/ x; q! L( x
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ZNA尽力使您能在自己选定的时间休带薪假，但我们无法完全保证。如果选定时间与人员安排紧张期有冲突，或由于业务原因而不适宜安排带薪假，则ZNA保留拒绝带薪假申请的权利，并在考虑业务总体需要后确定您休假的具体时间。ZNA也可根据业务的具体情况，统筹安排员工休带薪假。建议您提前准备并在最终安排带薪假前与您的经理商议。1 I) G# Y2 |5 c7 @$ l! g2 w, Q- Z$ \1 y
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如果在因任何原因离职时，因为ZNA业务之需，您还没有被允许在离职前休带薪假，ZNA可要求您在通知期间休累积的剩余带薪假。不允许在终止日期生效后休带薪假（无论带薪或不带薪）以致延长雇佣期。, F% W8 `8 P( D* L% T; |
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ZNA员工除可以利用带薪假期病休以外，按照国家相关法律规定享有提供长期病假医疗期福利。对于长期病假医疗期天数及相应待遇，ZNA将按照国家和地方法律规定进行核算，相关信息请向人力资源部咨询。
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- r) b, _" O, j; o- d) C( E: H; [ZNA员工长期病假福利制度是建立在提供有效医生证明/病假单/医疗证明的基础上，所以每一位员工都有义务在结束病假时，及时地提供真实、准确的医疗证明。如遇到长期病假医疗期，公司有权要求员工按时提供市级以上正规医院出具的以下全部医疗证明。$ q# Z+ Q! ^1 z
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A. 盖有医院公章的当日病假单原件；; v7 Z; w, ~7 O
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B. 当日看病的病历本/卡原件(含医生签字)；
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0 O. z/ f* @7 w' c/ L6 D+ `C. 当日的诊断证明原件及检查或购药的收费单原件。
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当无医疗证明时ZNA将自动的按照无薪假期进行处理。如提供虚假的医疗证明，一经查实ZNA保留开除该员工的权利。
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延时工作, T$ ^5 ], r" y$ H6 ?: A, ?
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; v4 c w" i5 [" y/ T设计师从事的是团队工作，为了你和工作伙伴最佳效率的配合，ZNA提倡统一的集中工作时间。我们现行的集中工作时间，为上午8:30-12:30，下午13:30-17:30。$ _4 ~0 R6 I3 c4 Y
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0 T/ M6 G' v& D; }2 V9 g2 c& A, T当你因工作需要，于非工作日或集中办公时间以外在公司工作的为延时工作。处理私人事务、用餐及其它非工作时间不视为延时工作。) _& ^4 R) ]' G8 q8 n/ l, H
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- Q3 z, _- h& O F- }& g未经批准，不应在非工作日或工作日21点后延时工作。确有需要的：a) 必须于当日下班前向部门负责人提出邮件申请，部门负责人回复邮件批准并抄送ATD@znarch.comb) 当你结束延时工作离开公司前，请简单列明工作内容，发邮件向部门负责人汇报，并抄送至ATD@znarch.com，以便准确纪录你的考勤。
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1 `# R, M& U, F0 }$ O7 Q+ ` W符合申请流程并获批的延时工作可申请适当调休，并可申请餐费及交通费用报销。[email=人事部门会根据当天的ATD@znarch.com]人事部门会根据当天的ATD@znarch.com[/email]邮件纪录复核批准相应的调休及报销申请。员工在工作日延时工作超过21点，可凭实际发票报销1次餐费，并按实际路途报销单程打车费。在休息日连续工作超过8小时（含）的，可凭实际发票报销2次餐费，并按实际路途报销往返打车费。如果有同事与您邻近而住，您最好与他/她结伴同行。这样可以为公司节省开支。同时，请在收据上写下同行者的姓名。餐费报销的标准为≤30元/次。
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# O8 O% [6 B* a6 v& x, E员工在非工作日工作，填报调休单经直属上级批准后，可在次周工作日期间调休；如因工作需要，次周内无法调休的，经直属上级特批，可于下月月底之前调休。- c/ \5 [9 v* }
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9 ?+ j' M$ F% W$ n A7 }每次调休不得连续超过两天。调休假最小单位为“半天”，不足半天按半天计算。4 O5 `% n: I$ \
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P, p$ p# s" @. q( |5 p) E: rMain point：( ^# L! b( N" m: O6 K
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Paid days off# e7 X3 i3 {% F% i
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In addition to statutory public holidays, you will beentitled to paid days off each calendar year that can be used for variousreasons at your discretion upon confirmation. The amount of paid days off towhich you are entitled in ZNA depends on your job title or length of service,as set out in the following table:
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8 Z$ |% {+ x( \Completed years of service with ZNA or Title
) `0 }- Q* L V3 \! H) S. dPaid days off entitlement4 I, S4 b5 H/ E2 \
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0 to 2years in ZNA
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[$ Q0 B. D3 D/ K1 n( B, ?4 j3 to 5years or Senior Designer in ZNA
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12 days
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! M4 \+ u- c. H f g2 m6 to 10years or Associate in ZNA
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3 Q) H+ }) E# l! R' {5 z15 days: C6 d- c) w+ o# x k! z9 O
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Over 10years or Senior Associate in ZNA- D. r) c. A2 n" k
2 n, j* u; r( L20 days6 C: H# y9 w; J( H& O
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Paid days off mayonly be taken after you have successfully completed your probationary period.If your employment ends during the probationary period you will not be eligiblefor paid days off benefits in ZNA. Paid days off entitlement on commencement ortermination of your employment will be prorated according to the number ofcompleted days of service in the relevant Calendar Year. Service anniversarieswhich mandate an increase in paid days off entitlement during the Calendar Yearwill be prorated accordingly. 2.
* R. F1 a: e; u# H6 N# j3 x Paid days off entitlement not taken within a calendaryear may be carried forward onto end of March of the succeeding year by writtenpermission. Any paid days off entitlement not claimed by this time will beforfeited. (Example: ZNA will observe March 31, 2013 as the deadline to use allpaid days off accrued during calendar year 2012.) No payment in lieu of unusedpaid days off entitlement will be made except when staffs are leavingemployment. 3.2 l5 ]2 `( E' J+ ~: P4 a; C
All requests to take paid days off should be made on theappropriate office form to your Manager or as otherwise instructed who willconsider the overall needs of the business in agreeing to specific dates. Nopaid days off should be taken until approval has been endorsed on theapplication form. If you intend to take three (3) continuous days (or more) ofpaid days off at one time, you are required to submit your leave application atleast one (1) month ahead of the intended leave period. In case of sickness,you must inform your project manager/HR or reception about your sick leave assoon as possible and provide the application form and medical certificate forreview when you are back to work. 4.
9 P# |2 w* `" `The personal leave entitlement is currently no more thana total of 15 days (excluding Saturday and Sunday) annually before you forfeityour paid days off.9 I. ]" h) f- @6 r
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You forfeit your paid days off or payment in lieu of paiddays off if you: a) voluntarily leave ZNA within the first year fromcommencement of work, b) resign without following termination procedure, c) aredismissed from your duty for misbehavior or inaptness. If, on the terminationof your employment, you have taken paid days off in excess of your entitlement,ZNA shall recover from you the appropriate amount of pay for the leave periodby deduction from your final salary payment.. k; ^# H; K- l9 o9 u
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Fractions of one day or less will be treated as one day'spaid days off.
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While every effort will be made to enable you to takepaid days offs at the time of your choice, this cannot always be guaranteed. ZNAreserves the right to refuse your request for leave if this coincides with apeak period in terms of work or other absences or if there are any otherbusiness reasons for refusing your request for paid days off during anyspecific period. ZNA may require you to take accrued paid days off entitlementduring any specific period if there are any business reasons. You are thereforeadvised to plan well in advance and to consult your Manager before making finalpaid days off arrangements. 8. ^( g; b. P W$ n7 i- c
If, on the termination of your employment for any reasonwhatsoever, you have not been permitted to take your holiday entitlement priorto the termination of your employment, due to the requirements of ZNA’sbusiness, ZNA may require you to take accrued paid days off entitlement duringthe notice period. 9 R0 Q9 ?; A1 P( p& U
Long-TermSick Leave0 k5 z# |0 q6 y5 s7 o. P7 A- W
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# B; c* Z! Z9 uYouwill be entitled to long-term sick leave in accordance with the provisions ofrelevant PRC labor laws and regulations. Contact HR for details.
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4 a9 V* t8 a9 U. x4 t% XThesick leave policy is based on the effective medical certificate. Therefore, youshall present appropriate and authentic medical certificate in time when backto work. All the following medical certificates issued by municipal hospitalmay be requested when employee takes Long-term sick leave. ; g5 |7 u$ l' v' l- h: p2 e: I
A. Original Sick Certificate with thehospital’s chop for that day; 0 ~& E" N: r& T5 B! ]* I( M& Z
B. Medical records with doctor’s signaturefor that day; 3 r+ `/ e3 i' ~8 t5 v1 [# a8 {0 E
C. Original Diagnosis proved by doctor andreceipts for that day.
7 |5 S: G4 M* MThe leave without a certificate will betreated as unpaid leave. In the event that the medical certificate you presentis proved to be false, ZNA reserves the right to dismiss you.( U R4 @" s5 W5 y6 H
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WorkOvertime2 C+ l$ R& M/ f& \! W& X
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' @3 N' ~* Z7 ?: S( P7 q& z( zYouare expected to be present and ready to begin work on time each day for the followingschedule: Morning: 8:30-12:30, afternoon: 13:30-17:30. It is yourresponsibility to notify your supervisors and HR prior to any scheduled leave,unless an emergency situation prohibits you from doing so.
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Should you work overtime and beyond 9:00 p.m. duringworking days (Monday to Friday), or any pre-approved overtime on a non-workingday (i.e. a Saturday, Sunday or public holiday), you are eligible forreimbursement of actual transportation expenses against receipts.0 U0 C8 X7 ]6 X: n' ~, w/ q. w+ K
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( j- f$ z. m* ], D1 o9 d, n- t0 rWorking overtime beyond 21:00 during working days (Mondayto Friday) or on a non-working day (i.e. a Saturday, Sunday or Public holiday)has to be pre-approved. 4.
- v$ F7 v7 @0 k; C3 j8 _" h7 i l8 wShould you are approved to work overtime and beyond 21:00during working days (Monday to Friday), or 8 hours or more on a non working day(i.e. a Saturday, Sunday or public holiday), you are eligible for reimbursementof actual transportation expenses and reasonable meal expenses againstreceipts. To your best effort, you should attempt to share taxi transportationwith colleagues who would live within close proximity to your home. Pleaseindicate name of passenger(s) on the receipt when claiming such expenses.Thiswould help to reduce financial impact on projects. Judging from reimbursement experienceand understanding of meal expenditure within office vicinity, you are eligiblefor a meal allowance of up to RMB 30.Please indicate name of passenger(s) onthe receipt when claiming such expenses. 5.$ K# u5 S O) {% b- t
Should you work 8 hours or more on a non working day(i.e. a Saturday, Sunday or public holiday), you are eligible to takecompensatory time off in the following week. If you have not been permitted totake your compensatory time off before the end of following week due to therequirements of ZNA’s business, you will be entitled to take such off latest bythe end of following month by written permission. The maximum period of compensatory time offs you cantake is two (2) consecutive days. Fractions of half of a day or less will be treatedas half day's off |
