Collective Contract Of Foreign Invested Enterprises

The contract is signed by the company (hereinafter referred to as the company) and the company's trade union (hereinafter referred to as the trade union).

The first part of the general rule is: according to the law of the People's Republic of China on Sino foreign joint ventures, the labor law of the People's Republic of China and the regulations on labor management of Sino foreign joint ventures in People's Republic of China, and the relevant laws and regulations, the two parties sign this contract to clarify and adjust the relationship between the rights and obligations of the two parties.

According to the principles of this contract, second trade unions represent the overall interests of Chinese workers (hereinafter referred to as staff and workers) to guide workers to correctly handle labor relations with the company and supervise and coordinate such relations.

The contract used by the company to determine labor relations with employees is not inconsistent with this contract.

The third contract is the common principle that both sides should abide by in order to promote the development of the company, respect and mobilize the enthusiasm of the staff.

In accordance with the relevant laws and regulations, the two parties shall abide by the provisions of the relevant workers' employment, labor remuneration, labor insurance, labor protection, life benefits, retirement pension and various holidays, and strive to provide the highest standards and standards as far as possible.

The fourth companies respect the right of trade unions to safeguard and represent their interests.

The rules and regulations concerning the vital interests of employees should be complying with the principles of this contract and should be attended by trade union representatives to listen to trade union opinions and obtain trade union cooperation.

The trade unions have the obligation to support the company's production, operation and management, support the legitimate rights and interests of the company, educate employees to conscientiously fulfill their labor contracts, observe labor discipline and the company's rules and regulations, and strive to complete production and work tasks, and promote the development of the company.

The chairman of a trade union or his representative shall attend the meetings of the board of directors in accordance with the law (including preparatory meetings).

In the second chapter, fifth employees are recruited, and the company has the right to recruit employees according to their production and operation conditions and in accordance with the principle of preferential employment.

The recruitment plan and implementation of the company should be notified to the trade union.

The sixth companies signed individual labor contracts with employees. Before signing a personal labor contract, the trade union and the company should guide the staff to clearly perform the rights and obligations of the contract and deal with the liabilities for breach of contract.

Trade unions have the right to supervise the implementation of individual labor contracts.

Seventh companies should formulate and modify the standard text of individual labor contract, and they should listen to the trade union's opinions.

Eighth disputes over the implementation of individual labor contracts are handled according to the labor dispute mediation procedure.

The third chapter of the working day system is ninth. According to the production and operation conditions, the company implements the company's working day system without exceeding the standards prescribed by the government.

The tenth companies are responsible for continuously improving production management, strictly controlling the extension of their working hours, and avoiding or reducing overtime work later.

For a long or long period of overtime work and for a wide range of overtime work on public holidays and holidays, the same level of trade unions should be agreed to, and additional overtime wages should be paid to the employees. The treatment should be higher than the normal wage level.

The trade union has the right to support the staff refusing to carry out overtime.

In the summer high temperature and other special cases, the trade unions can suggest that the company reduce the working time in the eleventh phase.

The twelfth companies carry out all kinds of holiday systems stipulated by the government.

The company should listen to the trade union's opinions when formulating the company's leave system.

The fourth chapter is salary and allowances. Thirteenth companies determine the company's system according to the principle of distribution according to work and actual needs, and distribute all kinds of special allowances.

In March, the fourteenth trade unions put forward wage requirements for the company according to factors such as the price index of living and the change of labor resources.

The board of directors of the board of directors should attend trade union representatives when discussing such problems.

The formulation and alteration of fifteenth wage distribution systems (wage standard, wage distribution form and wage payment method) shall be decided by the company.

When making the above decision, the company should listen to the trade union's opinions and get the Union's cooperation.

The fifth chapter is about sixteenth employees' benefits. According to the regulations, the company extracts 20% of the total salary and 7.5% of the staff's medical expenses every month. The welfare bonus fund, which is 10% of the profit after tax, is used for the collective welfare and reward of employees.

Part of the welfare system is used by trade unions to assist companies in making reasonable arrangements.

The company should regularly provide the union with a statement of usage of the fund.

Seventeenth companies have responsibilities to improve their cultural facilities and housing, meals, medical care, childcare, pportation and other benefits that are compatible with the company's economy.

The Trade Union supports the efforts made by the company.

The setting up, standard and implementation method of the eighteenth major welfare benefits of the company, or the proposal put forward by the company or by the trade union, should be implemented after mutual consent.

The sixth chapter, labor insurance, nineteenth companies implement the labor insurance system according to the labor insurance regulations of China and the relevant laws, pay labor insurance premiums for workers, and strive to expand insurance coverage.

Twentieth employees who are injured by work, disabled due to work, death due to work, and occupational diseases, shall be paid by the company.

The company formulates such cost rules.

Twenty-first workers should undergo physical examination once a year, and women workers and toxic and harmful workers should conduct regular physical examinations according to the regulations.

Twenty-second companies have implemented the endowment insurance system.

According to the relevant regulations, the company will timely extract and issue the retirees' expenses.

Twenty-third trade unions assist the company in doing all kinds of labor insurance work.

The seventh chapter is labor protection, twenty-fourth companies implement the labor protection laws and regulations of the government.

The company is responsible for strengthening and improving labor safety technology and industrial hygiene, labor protection, special work and special protection for women workers.

The company provides the recuperation opportunities and expenses to the workers engaged in harmful activities.

Twenty-fifth trade unions support the labor protection management of the company, cooperate with the company to check and supervise labor protection.

The trade unions found that the trade unions found that they had been conducting illegal orders, forced workers to risk their work or found significant accidents and occupational hazards in the production process. They had the right to propose solutions. When they found that endangering the safety of their employees, they had the right to suggest that they should evacuate the dangerous scene from the company.

In accordance with the state regulations, the twenty-sixth companies shall implement "Three Simultaneity" for labor conditions and safety and sanitation facilities while designing, constructing, and putting into production at the same time.

The trade union has the right to give opinions on this issue for supervision and inspection.

The twenty-seventh companies must introduce or adopt reliable labor protection measures when they introduce and popularize new technology, new equipment and new working hours, and then train workers before they can be put into use.

Twenty-eighth companies according to the needs of jobs, to ensure that the supply of labor protection supplies.

The company shall formulate detailed rules for the issuance of labor protection articles.

The company provides nutritional subsidies or nutritional supplements to workers engaged in special jobs.

Twenty-ninth annual summer seasons, the company is responsible for taking measures to prevent summer heat and provide essential refreshing beverages.

In winter, the company is responsible for taking precautionary measures against cold and warmth.

Thirtieth companies will give priority to ensuring funds for improving workers' production safety and working conditions.

Every year, the company proposes annual safety technology measures project plan, implements funds, and implements it.

The trade union participates in special discussions on safety technology measures and supervises the implementation.

Thirty-first companies and trade unions have the responsibility to educate employees to strictly abide by the safety production rules and regulations of the company, and to educate and organize workers to receive safety training and management.

Trade unions support the company's penalties for endangering the safety of enterprises and employees.

In the thirty-second companies, accidents involving workers and workers or other major accidents that endanger workers' safety should be promptly notified to the trade union.

Trade unions have the right to participate in the investigation and make recommendations.

The eighth chapter is education and training. Thirty-third companies extract funds for staff education according to government regulations, helping employees acquire and improve their cultural and professional knowledge.

The education and management organization of the company is responsible for the education and training of the staff before, during and after the shift.

The company will inform the trade union of its use of the education fund annually.

Thirty-fourth trade union organizations or assisting companies to carry out education on their professional ethics, science, technology and business knowledge, encourage employees to self-study and improve their quality.

The ninth chapter is discipline and rewards and punishments. Thirty-fifth companies have the right to establish labor discipline and reward and punishment system.

The company has the right to decide whether to reward or punish employees according to the labor discipline and reward and punishment system.

The thirty-sixth companies have the right to award honorary and material rewards to the staff who have performed excellent performance in the production and work tasks, product development, technological pformation, quality improvement, labor productivity improvement and management improvement.

The thirty-seventh companies may, in the case of violation of the rules and regulations of the enterprises, give criticism and education, issue a fault list or a different administrative sanction, or impose a lump sum penalty or financial compensation as appropriate. If the situation is serious, they may be expelled.

When he takes disciplinary action against his employees, he must seek the views of the trade unions and listen to the pleadings of the employees who have been punished, and make decisions by the company.

The expulsion of workers and staff members should be countersigned by the trade unions.

The trade unions feel unreasonable and have the right to raise objections and negotiate with the company.

When the company changes its employees' work or layoffs on a large scale due to changes in production and operating conditions, it must seek the consent of the trade union.

Thirty-eighth kinds of processing and lump sum penalty items and quota are stipulated by the company's rewards and punishments rules and regulations.

The similar systems formulated by the grass-roots units or departments of the company need to be recognized and filed by the company.

The rules and regulations for rewards and punishments shall be implemented after the trade union agrees.

The tenth chapter is cooperation and contacts. The thirty-ninth sides are to promote the company's development and safeguard the interests of the company's employees, and ensure close and effective cooperation.

The vice president and the vice president of the company are holding a monthly contact meeting to inform and consult on important issues and the overall interests of the staff.

If necessary, you can see each other at any time.

Both sides abide by the decisions made by the contact meeting.

Fortieth companies, deputy general managers or their representatives can be invited to the Congress of trade union members and inform the general assembly of the company's production and operation.

The trade union vice chairman or his representative can inform the company of the major activities related to the company by the company at the request of the company.

The two sides should listen to the opinions and suggestions of the staff regularly or separately.

The forty-first sides agreed to adopt cohesive mental or material means, and through various public relations activities, to liaise and closely observe the feelings between the company leaders and employees.

The two sides agreed to inherit and develop the methods adopted to achieve the above goals since the company opened.

The eleventh chapter is the supervision and inspection of arbitration and arbitration forty-second. In order to ensure the implementation of the contract, the two sides jointly form a collective contract supervision and inspection team, whose members are composed of trade union representatives and company representatives according to the principle of equal numbers.

The company checks once a year, and the results are submitted to the representatives of both parties in written form.

The contracting representatives should seriously study and deal with the inspection results.

Forty-third disputes arising from the execution of this contract shall first be negotiated and settled by the two parties involved in the dispute, and the arbitration procedures can not be settled through consultation according to the relevant provisions.

The twelfth chapter is about forty-fourth terms.

Before the expiration of the contract, the two sides negotiated a new contract.

The contract will remain valid until the new contract is signed.

The forty-fifth contracts in the execution of the contract have special circumstances, and both parties have the right to propose amendments to this contract.

After consultation and consent, the two parties shall make amendments.

The amended clause shall be executed as an annex to this contract and shall have the same effect as this contract.

Neither party shall have the right to alter this contract without mutual consent.

The thirteenth chapter, the subsidiary rules, the forty-sixth company branches.