XX汽車有限公司員工薪酬管理辦法
Management Measures for Employee Remuneration of XX Motor Co., Ltd.
第一章 總則
Chapter I General Principles
第一條 根據XX汽車有限公司（以下簡稱公司）發展戰略和人力資源管理策略，為充分發揮薪酬制度吸引、保留和激勵人才的作用，進一步規範公司薪酬管理，特制訂本辦法。
Article I According to the development strategy and HR management tactics of XX Motor Co., Ltd. (hereafter referred to as 「company」), in order to make full use of the functions of attracting, retaining and motivating talented people of the salary system and further standardize salary management of the company, the management measure is hereby formulated.
第二條 薪酬分配原則
Article II Principle of Salary Distribution
（一） 為崗位付薪。薪隨崗位變，體現崗位價值差異。
（I）Pay for post. Salaries are changed along with posts, showing value differences of posts.
（二）為業績付薪。薪隨業績變，強化業績導向。
（II）Pay for performance. Salaries are changed along with performances, reinforcing performance orientation.
（三） 為能力付薪。薪隨能力變，鼓勵員工提升能力。
（III）Pay for ability. Salaries are changed along with abilities, encouraging employees to improve abilities.
（四） 制度公開、過程公正、結果公平。
（IV）Public system, justifiable process and fair result.
第三條 適用範圍
Article III Application Scope
本辦法適用於XX汽車有限公司及分公司全體員工，其中包含正式員工、外包員工及CBU事業部的員工。
The management measure is applicable to all employees of XX Motor Co., Ltd. and its branches, including official employees, outsourcing employees and employees of CBU business units.
第二章 薪酬結構
Chapter II Salary Structures
第四條 薪酬結構
Article IV Salary Structures
第五條 薪酬項目釋義
Article V Salary Item Definition
（一） 固定工資。員工在正常出勤並提供正常勞動情況下的保障性工資，其中經理及以上級別根據職位等級享受職務津貼。
（I）Fixed salary.A kind of protection salary paid on the precondition that employees are in normal attendance and provide normal labor, among which manager level and higher posts will enjoy duty allowance according to position grades.
（二） 津貼。包括出差補貼、交通補貼、加班補貼、異地工作補貼、購車津貼、通訊補貼、住房補貼、高溫補貼、取暖費、獨生子女費及節日慰問金。根據員工不同時期，不同情況酌情發放。具體細則見各項津貼具體管理辦法。
（II）Allowance.It includes business trip allowance, traffic allowance, overtime allowance, off-site work allowance, car purchasing allowance, communication allowance, housing allowance, high temperature allowance, heating fee, one-child fee and holiday solatium. These allowances are discretionary according to different periods and circumstances of employees. For specific details, please refer to detailed management method of each allowance.
（三）獎金。包括年終績效獎金和專項獎金。年終績效降級獎金根據公司及員工業績達成情況核算；專項獎金是對在特定項目中有突出貢獻或特殊才能的員工的獎勵。
（III）Bonus. It includes annual performance bonus and special purpose bonus. Annual performance bonus will be calculated according to the performance completion conditions of the company and employees; special purpose bonus is a kind of reward to employees who have outstanding contributions in specific project or are with special talents.
（四）國家法定福利。包括國家、地方政府規定的基本養老保險、醫療保險、工傷保險、失業保險、生育保險及住房公積金。
（IV）National statutory benefits.It includes basic old-age, insurance, medical insurance, work injury insurance, unemployment insurance, maternity insurance and housing fund required by nation and local governments.
（五）補充福利。為了給員工提供更多的生活保障，公司額外提供一系列商業保險，包含：補充醫療保險、旅行保險、人身意外保險、家庭財產保險。
(V) Supplement welfare. In order to provide more life guarantees to employees, the company will provide a series of commercial insurances, including supplementary medical insurance, travel insurance, personal accident insurance and family property insurance.
第三章 薪酬核算及支付
Chapter III Salary Calculation and Payment
第六條 月度固定工資
Article VI Monthly Fixed Salary
針對付薪天數不滿整月的情況，公司根據員工實際工作天數進行工資折算。
For the circumstance of payment days not reaching a whole month, the company will convert salaries according to actual working days of employees.
S月實際固定＝月度固定工資-考勤扣減項
考勤扣減項=S日固定×扣減工資的缺勤天數
S日固定＝月度固定工資÷21.75天
S(Actual fixed salary monthly) = Monthly fixed salary – Attendance deduction
Attendance deduction = S(Daily fixed salary) x Absence days of salary deduction
S(Daily fixed salary) = Monthly fixed salary ÷21.75 days
第七條 年終績效獎金。年終績效獎金根據公司及員工個人當年績效指標完成情況進行計算。入職不滿一年員工績效獎金根據實際入職時間進行折算。
Article VII Annual performance bonus. Annual performance bonus will be calculated according to performance target completion conditions of the company and employees.
第八條 津貼
Article VIII Allowance
（一） 加班津貼：臨時性、緊急性工作任務導致的加班加點可被定義為加班。助理經理及以下職位可申請支付加班工資，員工應在加班前提前得到直線經理批准，並在完成加班後及時在系統中完成加班申請，經部門主管領導批准並報人事主管部門核實後支付加班工資。根據國家規定，員工每月加班小時數不得超過36小時。因員工個人原因在正常工作時間內沒有完成工作任務需要加班的，不支付加班工資。工作日出差或出差交通時間，不計入加班時間。
（I）Overtime allowance. Work extra hours due to temporary and urgent work mission can be defined as overtime. Assistant managers and lower posts can apply for overtime salary. Employees should obtain approval of line manager in advance before overtime, and complete overtime application in the system in time after overtime. Overtime salary will be paid after being approved by department supervisor and submitted to HR department for verification. According to national provisions, monthly overtime hours of employees cannot exceed 36 hours. If overtime is required for work tasks are not completed in normal working time due to personal reasons, then overtime salary will not be paid. Business trip in working day or traffic time in business trip will not be included in overtime.
（二）計算標準如下：
（II）Calculation standards are as below:
1、工作日加班，按「計發工資標準」的150%支付；
1. Overtime in working day will be calculated and paid according to 150% of the 「normal salary standard」;
2、休息日的加班，應優先安排補休，確因工作需要不能安排補休的，按「計發工資標準」的200%支付；
2. Overtime in rest day will be arranged time off in priority, if compensatory time off cannot be arranged indeed due to work demands, then the overtime will be calculated and paid according to 200% of the 「normal salary standard」;
3、法定休假日的加班，按「計發工資標準」的300%支付。「計發工資標準」一般按S日基本計算。
3. Overtime in statutory holiday will be calculated and paid according to 300% of the 「normal salary standard」. 「Normal salary standard」 is usually calculated according to S(daily basic salary).
（三）各類津貼：以各項津貼具體實施細則為準。
(III) Various allowances:Subject to specific implementation details of each allowance. Holiday solatium will be implemented according to the standards as below:
節日慰問金按以下標準執行：
Holiday solatium will be implemented according to the standards as below:
第九條 福利。按照國家、地方政府規定的社保繳納基數和比例為員工繳納各種社會保險，住房公積金按個人12%，公司12%的比例繳納；按照公司規定提供其它補充福利。具體內容參見公司相關文件。
Article IX Welfare. Pay various social welfares according to the social security payment base and proportion prescribed by nation and local governments, individual will pay 12% of salary base for housing fund and the company will pay another 12% for the individual; provide other welfares according to provisions of the company. For detailed contents, please refer to related documents of the company.
第十條 假期薪酬支付
Article X Holiday Salary Payment
（一） 員工在按國家規定享受婚假、晚婚假、探親假、喪假、哺乳假時，在批准的假期時間內，支付全額固定工資、津貼。
（I）When employees enjoy marriage leave, late marriage leave, travel on home leave, funeral leave and breastfeeding leave according to national regulations, in the approved vacation time, fixed salary and allowances will be fully paid.
（二）按公司規定享受帶薪年休假、夏休假、全薪病假時，支付全額固定工資、津貼。
（II）When employees enjoy paid annual vacation, summer vacation and full paid sick leave according to company regulations, fixed salary and allowances will be fully paid.
（三）員工工傷和產假期間待遇按照工傷及生育保險有關規定執行。
（III）The treatment of employees during work injury and maternity leave will be implemented according to related provisions of work injury and maternity insurance.
（四）員工患病或非因工負傷停止工作，在法定醫療期內，按國家規定長期病假工資支付標準支付且不得低於當地最低工資標準的80%。
（IV）If employees stop working due to sickness or non-work-related injuries, in legal medical treatment period, they will be paid according to long-term sick leave salary standard and the payment cannot be lower than 80% of local minimum salary standard.
（五）事假：按缺勤天數從月度固定工資中扣除，扣除額= S日基本×缺勤天數。
(V) Private affair leave: The monthly fixed salary will be deducted according to absence days. Deduction amount = S(daily basic salary) x absence days.
（六）上述（一）至（四）款之外的缺勤，其工資支付視同事假處理。
（VI）Except the absences in items (1) ~ (4) mentioned above, the salary of the other absences will be handled as private affair leave.
第十一條 其他情況
Article XI Other cases
員工與公司解除勞動合同，固定工資按日標準基本工資和當月實際在崗天數核算。
When an employee terminates the labor contract with the company, fixed salary will be calculated according to daily basic salary and actual working days of that month.
第十二條 工資支付周期
Article XII Salary payment cycle
第十三條 工資支付形式。工資的計算期限從每月1日至每月末日為1個月，在次月6日以銀行轉帳的形式支付，遇法定節假日順延支付。
Article XIII Salary payment form. The calculation period of salary is from the 1st day of each month to the last day of each month. The salary will be paid in the form of bank transfer on 6th day of next month, and the payment will be deferred if statutory holiday is encountered.
第四章 薪資確定及調整規則
Chapter IV Salary Determination and Adjustment Rules
第十四條年度調薪。為保持具有市場競爭力及內部公平性的薪資水平，公司每年4月進行年度調薪。根據公司經營情況制定年度調薪比例，並根據公司付薪原則和員工在市場中的薪酬水平進行薪酬調整。未達到上年度績效目標（考核結果為低於預期）或於10月1日以後入職的員工不參與當年調薪。
Article XIV Annual salary adjustment. In order to maintain a salary level with market competitiveness and internal fairness, the company will carry out annual salary adjustment in April of every year. Annual salary adjustment proportion will be established according to operation conditions of the company, and annual salary adjustment will be carried out according to the salary payment principles of the company and salary levels of employees in the market. The employees who have not achieved the performance target of last year (assessment results are lower than expected) or entered the company after October 1st will not join in the salary adjustment of the year.
第十五條 崗位變動的員工。根據員工崗位及職位等級變化重新確定年固定工資。年終績效工資分段計算。
Article XV Position change of employees.Redefine annual fixed salary of employees according to changes of posts and positions. Annual performance salaries are calculated by sections.
第五章 日常管理
Chapter V Daily Management
第十六條 職責分工。人力資源部負責審定公司薪酬政策。研究制訂公司薪酬制度、管理人工成本總量、指導培訓薪酬制度、分析薪酬信息等工作。並根據公司薪酬制度制訂薪酬管理實施細則，負責薪酬信息的日常動態管理，負責薪酬核算；處理員工薪酬事務；上報薪酬報表及調查分析工作。
Article XVI Division of responsibilities.HR department is responsible for reviewing and approving of company salary policies, researching and establishing of company salary system, management of total labor cost, guidance and training of salary system and analysis of salary information etc. HR department is also responsible for establishing implementation details of salary management method according to salary system of the company, daily dynamic management of salary information, salary calculation, handling salary affairs of employees, submitting salary reports and carrying out investigation and analysis work.
第十七條 員工薪酬信息溝通。薪酬制度對員工保持公開透明，但個人薪酬信息屬於公司最高機密，員工在任何時間、任何場合均禁止與他人討論工資相關信息。違反規定者，按公司相關規定處罰。
Article XVII Employee salary information communication. Salary system for employees will maintain open and transparent, but personal salary information belongs to top secrets of the company, employees are not allowed to discuss salary related information at any time and any place. Anyone who breaches the management method will be punished according to related regulations of the company.
第六章 附則
Chapter VI Supplementary Provisions
第十八條 未盡事宜。對於本辦法中未作明確規定的事項，以公司有關實施細則或實施辦法為準；若本辦法中的規定與相關法律法規牴觸，按照相關法律法規執行。
Article XVIII Matters not covered. For any matter that is not prescribed clearly in this management method, related implementation details or methods of the company shall prevail; if any provision in this management method is in conflict with related laws and regulations, it shall be implemented according to related laws and regulations.
第十九條 本辦法由人力資源及行政部負責解釋。
Article XIX The management method shall be explained by HR and administration department.