Staff code of conduct and regulations on rewards and punishments.

Sichuan Dgong Machinery Co., Ltd.

Staff Code of Conduct and Reward and Punishment System

Chapter I General Provisions

Chapter II Code of Conduct

Chapter III Awards

Chapter IV Handling of Violations

Chapter V Supplementary Provisions

Chapter I General Provisions

Article 1 In order to standardize the behavior of employees, improve the quality of employees, guide employees to form a professional concept of behavior; ensure the implementation of various rules and regulations, form and maintain a good order of production, operation and management of the company; promote the establishment and maintenance of harmonious labor relations between the company and employees. This provision is formulated in accordance with the relevant laws and regulations of the State and in combination with the actual situation of the Company.

Article 2 All employees of the company shall abide by laws and regulations; be diligent and dedicated to safeguard the interests of the company; abide by professional ethics, honesty and credit; comply with confidentiality obligations; unity and cooperation and other basic codes of conduct.

Article 3 The company advocates a sincere and honest, consistent with words and deeds, the courage to take responsibility, actively face pressure and difficulties, persevere, and never give up.

The company advocates frank communication, active cooperation, pay attention to etiquette, attention to details, clean and orderly, healthy and harmonious, peaceful and friendly, and create a safe corporate culture concept.

Article 4 The company advocates positive and effective communication skills and reasonable and peaceful ways to deal with problems. Promote a harmonious and healthy relationship between the company and its customers.

Article 5 The company advocates paying attention to the advantages and strengths of colleagues, telling colleagues frankly about their shortcomings and mistakes, communicating more with colleagues, sharing experiences and resources, and promoting friendship and harmony among employees. When an employee has misconduct and should be rewarded, the direct supervisor should have a timely and comprehensive understanding of the facts and treat them fairly.

Chapter II Code of Conduct

Article 6 Working Time

1. company implements a standard working hour system of 8 hours per day.

Employees who implement the irregular and comprehensive working hour system shall arrive at their posts on time in accordance with the relevant regulations of the company.

2. regulations and adjustments related to employees' work and rest time shall be subject to the company's document notice.

The attendance of the 3. employee in the current month will be used as one of the bases for the calculation of the employee's salary in the next month.

Article 7 Leave Procedures

1. employees must submit an application form to apply for leave, and should apply to the relevant person in charge of the department 1 working day in advance, and the leave can only be approved by the deputy general manager. The application form shall be submitted to the company office for filing at the same time.

Employees who fail to ask for leave in advance due to emergencies shall personally (except for special circumstances) inform the department leader to explain the reason for the leave within one hour after going to work on the day of the leave, which shall be valid only after the approval of the vice president (the leave is limited to within two days), and the written leave formalities shall be completed on the day after going to work.

2. department heads apply for leave, they should apply to the general manager.

3. employees to report to the relevant person in charge of the department on the day they arrive at work after the leave is over, and promptly notify the company office to cancel the leave for the record.

Article 8 Sick Leave

1. employees who apply for sick leave for more than 1 day (including 1 day) must provide the formal fee invoice, diagnosis certificate or medical record issued by the hospital.

2. employees with work-related injury, illness or non-work-related injury need to stop working for medical treatment after diagnosis, the relevant provisions of the labor law shall be implemented.

Article 9 Leave

Employees can apply for personal leave for personal reasons and take leave only after completing the approval procedures as specified above. The cumulative annual personal leave should not exceed 15 days.

Article 10 Late and Early Leave

Employees who fail to arrive at the post according to the stipulated time shall be deemed to be late. Leaving the post before the stipulated time shall be deemed to have left early.

Article 11 Absenteeism

1. employee's absence from work without reason shall be regarded as absenteeism. If an employee leaves the post without leave, leaves the post without approval, fails to arrive on schedule after the leave expires, or provides false information to cheat the leave, he shall be treated as absenteeism.

2. employees who are late or leave early for more than 3 times (including 3 times) shall be treated as absenteeism for half a day. Those who are late for a single time or leave early for more than 2 hours but not more than 4 hours shall be treated as absenteeism for half a day, and those who are absent for more than 4 hours shall be treated as absenteeism for one day.

3. the company adjusts the employee's job position, the employee neither reports to the new position nor submits the objection application for changing the job position to the company office, which is treated as absenteeism.

Article 12 The employee shall act:

1. working hours to dress neatly, generous, words and deeds appropriate, decent.

2. working hours or participate in the company's public, formal activities, wear work clothes.

I wear my employee card during 3. working hours.

Stick to your job during 4. working hours. Please explain to your colleagues when you need to leave temporarily due to work.

5. maintain and create a good office environment. Computers, telephones, book stands, stationery, cups and other work-related items can be placed on the office desktop. When leaving work or leaving the company, the desktop should be clean and tidy and the office documents should be properly organized.

6. proper management, proper use of office facilities and equipment, tools and office supplies, care for company property, save company resources.

7. attend the meeting on time, and adjust the mobile phone to the vibration state, consciously maintain the order of the meeting.

Please use polite language when answering office calls 8.. External calls should be concise and to the point. In case of matters not within the scope of one's work, one should inform the other party in time and transfer them to other colleagues for handling.

9. abide by the national laws, regulations, rules and other safety related normative documents and related requirements.

10. turn off the computer in time after get off work, and the employees who finally leave the office area should check whether the doors and windows, air conditioners, power switches, etc. have been turned off.

11. Enhance safety awareness, be familiar with and abide by all safety systems, post safety operation procedures and emergency procedures announced and adopted by the company.

Twelve, take the initiative to learn and master the knowledge of fire safety, familiar with the company's fire equipment, equipment placement location, and can correctly operate and use.

Thirteen, found that the workplace, equipment and other safety hazards, danger, immediately report to the direct supervisor, in case of major hazards, obey the unified command of professionals or company designated personnel, according to the evacuation requirements in order to evacuate to the designated place.

Article 13 Employee misconduct:

1. do not pay attention to personal appearance, working hours with shorts, vests, suspenders, miniskirts, slippers, etc.

Eating, dressing, and shouting in the office area during 2. working hours.

3. working hours to read websites, videos, newspapers, magazines, etc. that have nothing to do with work.

4. work time to eat, chat, play games, listen to audio, watch video and other activities unrelated to work.

5. drink alcohol before and during work hours.

6. smoke in non-smoking areas.

7. make personal calls indirectly during long working hours, and use the company phone to make personal calls.

8. entrust others to practice fraud in attendance records.

9., without authorization and approval, look through documents, account books, tables, materials, etc. that are not his own responsibility.

10. divulge my salary information or inquire about others' salary information.

Eleven, working hours lie down for no reason to rest, neglect work, deliberately create work contradictions, spread rumors, provoke right and wrong, hinder the normal working order of the company.

Twelve, do not perform the labor contract or the company's system of work obligations, work perfunctory.

Thirteen, working hours without permission to leave the post;

14. Lost company documents and important items.

15. Disclosure of private or commercial information that the company, colleagues, and customers have not expressly disclosed.

Sixteen, the use of the company's network to publish spam, advertising information, anonymous mail.

17. Lend the office equipment and tools provided by the company to others without permission, or use and allow others to use the company's assets for private purposes.

18. Bring personnel and non-essential items unrelated to the company's business into the company's relevant workplace.

19. Use open fire in the workplace.

Article 14 The behaviors prohibited by employees:

1. fighting or other violent acts during working hours or in the workplace.

2. have a bad attitude at work, arguing, abusive or clashing with colleagues or clients.

3. illegal activities such as gambling during working hours or in the workplace.

4. forgery, misappropriation of company documents, seals or information, deception or fraud.

5. provide false information, data, alter, falsify documents or original records to defraud the company's property and misappropriate public funds.

6. theft or intentional destruction of company and customer information and items.

7. knowingly divulge privacy or trade secrets of the company, colleagues, or customers that are not expressly available to the public.

8. to cover up or shield other employees is a violation of discipline stipulated in this article.

9. the working hours and workplace to engage in any business activities unrelated to their own work.

10. receive or solicit "red envelopes" or other property from customers or persons related to the company's business.

Eleven, in case of extraordinary accidents, avoid escaping;

12. Unauthorized removal, misappropriation or intentional damage of fire-fighting equipment and devices.

Thirteen, carry guns, drugs, flammable, explosive and other contraband into the company's relevant workplace.

Fourteen, fabricating facts, slandering the company, colleagues and customers.

15. Reactionary, violent, threatening, discriminatory, insulting, defamatory, obscene, pornographic language and behavior.

16. Incite others to violate the company's rules and regulations, strike and make trouble, spread rumors to confuse the public, and undermine unity.

17. Participate in the activities of illegal organizations such as reactionary and pyramid schemes.

18. taking drugs or other illegal drugs.

19. Other illegal or serious violations of public order and good customs.

Chapter III Awards

Article 15 The setting of the company's reward objectives not only reflects the company's business objectives, but also reflects the company's values. The purpose of the reward is to motivate employees and teams to play a greater work enthusiasm and creativity.

Article 16 If the following circumstances, the company will give special special rewards

Achieve remarkable achievements in 1. completion of production and sales tasks, and create significant economic benefits for the company;

2. protect the property of the Company, protect the interests of the Company from major losses or recover major losses for the Company;

3. to win major social honors for the company;

4. has achieved remarkable results in improving operation and management;

5. put forward rationalization proposals and have achieved remarkable results after being adopted and implemented; major achievements or remarkable achievements have been made in technology, products, patents, inventions, innovations, and utilization of waste materials;

6. to deal with emergencies and accidents properly;

7. who have always been loyal to their duties, serious and responsible, honest and outstanding deeds;

8. who can perform temporary urgent and important tasks according to the time limit;

9. who act bravely in the company and society, stop all kinds of violations of discipline, law and crime, and have made remarkable achievements;

10. who, regardless of personal gain or loss, have worked hard for a long time, have noble moral character, and can be regarded as models of dedication;

XI. Other circumstances that the Company considers should be rewarded.

Article 17 The company carries out annual evaluation activities every year, and will provide material and spiritual rewards for the outstanding work performance and outstanding contributions of employees.

Article 18 Types of awards: Progressive Employee Award, Advanced Worker Award and Star Employee Award. Bonuses can be paid at the same time; salary increase; promotion; other.

Article 19 Reward procedures:

If the 1. employee's behavior conforms to the reward regulations, the department where the employee belongs shall timely report the fact that the employee conforms to the reward and the corresponding evidence to the company office. If the company office has verified it, it shall fill in the "Reward Opinion Form" according to this system and put forward reward opinions to the company leaders.

After receiving the Reward Opinion Sheet, the leaders of the 2. company will make a reward decision and honor the reward. Announcement of the whole company.

Chapter IV Handling of Violations

Article 20 The Company shall deal with violations in the following ways: informed criticism, warning, serious warning and termination of the labor contract. Economic penalties, salary reductions and demotion may be imposed;

Article 21 If an employee fails to perform one of the provisions of Article 12, he or she shall be given informed criticism or warning according to the seriousness of the case.

Article 22 Employees who commit any of the following acts may be given a serious warning and may be concurrently punished with an economic penalty of less than 1000 yuan:

1. violation of one of the provisions of Article 13.

2. absenteeism.

3. causing economic losses to the company and its customers due to dereliction of duty, ineffective supervision, violation of law and discipline, the amount is less than 5000 yuan.

4. employee was customer complaints, the investigation is true.

Article 23 An employee may terminate the labor contract immediately if any of the following acts occurs during the contract period.

1. violation of one of the provisions of Article 14.

The 2. has been criticized or warned for more than three times (including three times), or has been severely warned for more than two times (including two times).

3. absenteeism for more than five consecutive days or accumulated absenteeism for more than ten days.

4. due to dereliction of duty, ineffective supervision, violation of law, disciplinary violations to the company and customers caused economic losses of more than 5000 yuan.

5. a written complaint or letter from the customer, which is true after investigation and causes a bad influence.

6. the company is subject to arbitration, litigation or administrative punishment due to violations of law or discipline.

The 7. is investigated for administrative or criminal responsibility for illegal or criminal acts.

Article 24 Employee violations include employee violations of the People's Republic of China laws, regulations, departmental rules and all other regulatory documents; disciplinary violations, including employee violations of company rules and regulations, operating specifications (including this system), work processes, etc.

Article 25 The adverse behaviors of employees to the company, colleagues and customers, which are not stipulated in this system, can be dealt with according to similar provisions of this system.

Article 26 Employees who cause losses to the company, colleagues and customers due to violations of regulations and disciplines shall be compensated.

Article 27 Processing procedures:

After 1. the employee's violation of discipline, the department where the employee works shall report the fact of the employee's violation of discipline and corresponding evidence to the company office in a timely manner. If the investigation is true, the company office shall fill in the Punishment Opinion Form according to this system and put forward handling opinions to the company leaders. The office of the company shall listen to the statement and defense of the employee being handled during the investigation. (In addition, the factory office has the right to supervise various departments to handle disciplinary matters)

2. the leaders of the company will make a decision after receiving the Punishment Opinion Sheet, which will be delivered to the employees in violation of discipline by the company office.

If the 3. makes a decision to terminate the labor contract, the office of the company shall notify the trade union of the reasons in advance and notify the trade union of the handling results.

Article 28 The relevant personnel of the company shall take all complaints seriously, actively follow up the investigation, deal with them in a timely and fair manner, and keep the privacy involved confidential.

Article 29 In order to ensure that the rights of employees are not infringed, if employees have any objection to the handling results of their misconduct, they shall submit a complaint to the company office with written complaint materials. The company office shall conduct a review and report the review conclusion to the company leadership. If the original handling is indeed wrong or unfair, it shall make a new handling decision. If it is correct, the original handling opinion shall be maintained and the complaining employee shall be informed.

Chapter V Supplementary Provisions

Article 30 This system is jointly formulated by the company office and the company's trade union, approved by the employee representative assembly, and formally implemented after being announced by the company office.

July 3, 2014