Ying chuang sanzheng (yingkou) fine chemical co. LTD
Staff complaints and reporting management system
Chapter I general provisions
Complaints system, standard for workers, strengthen the staff to the supervision of the operation and management of the company, safeguard the legitimate rights and interests of staff complaints, strengthen the communication between the employees and trust, improve employee satisfaction, formulates this system.
2. This system is applicable to all employees of the company. All staff of the company can be the complainant, all have the right of supervision, the right of reporting and the right of complaint. The management personnel at all levels and the staff with certain functions and powers shall be supervised by all staff.
3. Complaints, disputes, complaints and complaints and handling procedures of employees shall be carried out in accordance with this system.
The department that accepts employee complaints and reports is human resource department. The human resources manager is responsible for the daily work of employee complaints and reports. The human resources director shall be responsible for the investigation of the investigation and report to the general manager according to the circumstances. If the complainant or the complainant is an admissible or engaged person who complains or reports to the employee, he or she shall avoid it, and the other staff shall be responsible for the acceptance, investigation and handling.
After receiving the employee complaints and reporting cases from the department, the department shall seriously investigate and investigate the case and deal with the facts on the basis of the relevant rules and regulations of the company.
Chapter ii the scope and means of accepting complaints and reporting
Six, employee complaints, is refers to the employees in the company's work and life, employees of the legitimate rights and interests have been or will be violated, or the staff found, unknown damage the interests of the company has or upcoming appeal to and expose the behavior. The scope of complaints applicable to this system includes:
1. Unlawfully deduct the wages, bonuses, or fees of the employees, or make excessive fees by the standards of the company; Violations of the economic interests of employees;
2. Conduct rumors, abuse, discrimination, insults and even beatings of employees, or breach of employee's reputation and other personal rights and interests;
3. Unfair and unfair treatment of employee performance in performance appraisal;
4. Behave badly at work and deliberately make difficult employees behave;
(5) the act of dismissing an admissible matter without reason;
6. Retaliatory ACTS against normal complaints;
7. Other ACTS that infringe or impede the lawful rights and interests of employees.
Seven, staff, refers to employees to have or will infringe upon the property of the company and reputation and so on the legitimate rights and interests, public interests or violation of company rules and regulations or the state laws and regulations, to expose and reveal the behavior. The reporting scope applicable to this system includes:
1. Seek for personal gain, embezzlement, bribery and bribe demands by taking advantage of work or position;
2. Abuse of power and reckless abandon of the company's property;
3. Deliberate destruction of equipment, tools and other corporate property;
(4) the disclosure of company secrets or the privacy of the parties;
5. The act of holding other company positions or concurrently engaged in the same business as the company;
6. Use the company's name to conduct fraud and fraud;
7. Misrepresenting the performance of the report, concealing the accident and other malpractices;
8. Neglect to take measures to prevent accidents that can be prevented;
9. Gambling or stealing, encroaching on colleagues or corporate property and other illegal activities within the company;
10. Other or serious violations of the company's rules or regulations or infringement of the rights and interests of the company.
Eight, in view of the anonymous complaints and reports made after accepting cannot contact person or complaints, bring great difficulty to obtain evidence investigation, so the employee's complaints and reports should be signed. However, anonymous complaints and reports must also be investigated.
When employees make complaints and report complaints, they can make complaints through letters, emails, online complaints, complaints on phone calls or visits.
Letter address: xiying chuangshi (yingkou) fine chemical co., LTD
Letter recipient: director of human resources of jiao yongquan
Mail editor: 115003
Web site: www.ykysfc.com
Complaint number: 0417-360709915941737668 13029307668
Chapter iii acceptance procedures for complaints and reporting
Ten, the human resources department and the office shall, in the company publicity column, newspaper, website, internal staff the way and the letter of accusation and mailing address, E-mail, url and complaints, to ensure that employees know the contact way of the report.
Eleven, complaints, or person must truthfully report the situation to them and report complaints or content should be as specific as possible, clear, including the complaint or report items of time, place, after, involving personnel, etc., and attach relevant evidence materials and witnesses. In case of malicious attack, disinformation, slander, defamation, perjury or manufacturing of a colleague, the punishment shall be imposed on the present system.
If a complaint or report is made orally, the admissible person shall be warmly received, carefully prepare the transcript of the conversation, and record the complaint or the complainant to check it and sign it.
13, such as complaint acceptance received complaints or letters, E-mail, online complaints to report is signed, to accept the person shall notify the person or complaints in secret, confirm the complaint or report material has been received, in order to protect the whistleblower or complaints.
Complaints accept according to the complaints or reports of the letter, email, online complaints, complaints telephone conversation records or visit the record materials, such as the complaint or report earnestly to register, fill out the registration form of employee complaints and reports, the contents of the registration include: name of the complainant or informant, department, position, to accept the time, complaints or reports reason, time, place, after, involving personnel, etc.
15, for the protection of whistle-blowers or complaints, complaints or contact person's name, department, position, such as limited to complain to the person or complaints or notice of investigation or the use of whistleblowers processing results, ensure that does not use any other occasions, specifically prohibit was leaked to the complainant or informant. Otherwise, it shall be punished according to this system.
Chapter iv investigation and handling of complaints and reports
16. The human resources director is responsible for reviewing and signing the employee complaint and report registration form within 2 working days. In accordance with the nature and severity of the complaint and report, it is decided that the investigation group or the company shall be led by himself to form the investigation team.
17, human resources director or team receiving or receive complaints or reports within 15 days from the next day, investigating complaints or reports matters in accordance with the law and make processing, and the results in writing reply to the complainant or informant. If the complaint or report is complicated and cannot be completed within the prescribed date, it shall be explained to the complainant or the informant, and the reply time shall be extended, but the maximum shall not exceed 30 days.
18. In case of any complaint or reporting matter entrusted by the company, the human resources director or investigation team shall submit the investigation results and treatment opinions within 30 days. If the investigation is not clear, the progress of the investigation shall be reported within the prescribed time limit.
19. In the case of a complaint or complaint investigation, the hr director or investigation team must conduct the investigation in a confidential manner. Any person who participates in the investigation shall not disclose the progress of the investigation on any occasion, nor shall he or the complainant be sent to the complainant or the complainant, otherwise he shall be punished in accordance with the present system.
The human resources manager or investigation team must listen to the complainant when dealing with a complaint case.
21. Complaints about sexual harassment shall be investigated and dealt with by the persons with the identity of the complainant.
22 and departments to report complaints or withhold, reflect not timely, not cooperate, barriers to obstruct investigation or to the complainant or informant retaliation, will pursue the responsibility of relevant personnel, shall be investigated for responsibility main leaders of the department at the same time.
When any complaint or report is completed, a complete written report shall be made by the director of human resources or the investigation team.
24. If the investigation and verification of complaints or reports are not established, the human resources director or investigation team shall make a factual statement to clarify the facts. The complainant or the complainant shall, in the light of the correct treatment of the complainant or the complainant, be not to ridicule or retaliate against the complainant or the complainant.
If the employee complains or reports the investigation is true and the circumstances are minor, the human resources director or investigation team shall order the complainant to correct the error; The complainant shall make an apology to the complainant after he has investigated the responsibility due to his attitude and improper manners.
26, such as employee complaints or reports is true after investigation, if the circumstances are serious, the human resources director or team should be according to the employee code of conduct and the relevant provisions of the company, to a penalty by the complainant or informant, after approved by the office responsible for punishment; If it breaks the law, it shall be transferred to the judicial organ.
27. For the management of employee complaints or reports, the human resources director or investigation team shall submit the opinions to the company for the approval of the company's leadership and shall be notified by the company. When necessary, the relevant responsible person should be adjusted to improve the working methods and improve the management system.
28. After the completion of the employee complaint or reporting investigation, the human resources director or investigation team shall handle the completion of the investigation
Within 5 days, a written notice shall be given to the complainant or the complainant to give a reasonable reply to the complainant or the complainant to safeguard the right to know of the complainant or the complainant.
Twenty-nine, such as the complainant or informant is still not satisfied with the treatment result or question still failed to get the solution, the human resources director or team should be a reasonable explanation, and processed by the company general manager to coordinate.
Thirty, human resource managers should report every complaint or information, including the registration form of employee complaints and reports, phone records, visiting talk record, evidence material and processing opinion and report, etc., a binder, completed to save.
Chapter v penalties
31, in violation of the provisions of this system is not made within the prescribed time limit for complaint or report the investigation and handling of matters and did not explain to the complainant or informant and processing results, the company responsible for criticized, and fined 50 yuan, such as loss and liable for compensation.
If one of the following ACTS is in violation of the system, the company shall give the responsible person a warning of the punishment and a fine of 100 yuan, such as causing loss and liability for compensation:
1. Malicious attack, rumor, slander, defamation, perjury or manufacturing of a colleague;
(2) divulging the complainant or the informant to the complainant or the informant;
3. The progress of the complaint or report investigation is made.
33, in violation of this system has one of the following ACTS, the company to give those responsible for serious warning or demoted or removed (only the management staff) punishment, fines of up to 500 yuan at the same time, such as loss and liable for:
1. Venting to the complainant or the informant;
2. Conceals or conceals the situation of complaint or report, reflects not timely, does not cooperate with the investigation, and sets up obstacles to obstruct investigation;
3. The retaliation against the complainant or the informant is true but the circumstances are minor.
Thirty-four, in violation of the provisions of this system to the complainant or informant retaliation as true if the circumstances are serious, the company to give those responsible from punishment, fines of up to 1000 yuan at the same time, based on the situation, and handed over to judicial organs.
Chapter vi supplementary provisions
The system shall be interpreted, revised and supplemented by the human resources department and the office, and shall be implemented after the approval of the general manager.
The application forms of this system include:
Employee complaints and report registration
A record of visiting conversations
Ying chuang sanzheng (yingkou) fine chemical co. LTD
March 1, 2004
Employee complaints report form
YSFCJL b. - 019 - B
年 月 日
YSFCJL b. - 020 - B