法拉利汽车国际贸易（上海）有限公司

Ferrari Cars International Trading (Shanghai) Co., Ltd.

员工手册
Employee Handbook

2017年12月版
December 2017 Edition
 目录

Table of Contents

1、 雇佣流程 ................................................................................................................ 9

Employment Procedure ........................................................................................................... 9

1.1 招聘流程 ............................................................................................................ 9

Recruitment process ........................................................................................................ 9

1). 招聘申请&批准 ................................................................................................ 9

Recruitment application & approval .......................................................................... 9

2). 简历筛选、面试和测评 .................................................................................... 9

CV screening, interview and assessment .................................................................... 9

3). 背景调查&录用通知 ....................................................................................... 10

Reference check & Offer letter................................................................................ 10

1.2 新员工入职手续 ............................................................................................... 10

On-board formalities ..................................................................................................... 10

1.3 雇佣亲属 .......................................................................................................... 11

Employment of family members .................................................................................... 11

1.4 试用期 .............................................................................................................. 13

Probation ...................................................................................................................... 13

1.5 岗位调整 .......................................................................................................... 14

Adjustment of position .................................................................................................. 14

1).晋升 ................................................................................................................. 14

Promotion ............................................................................................................. 14

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 2).调岗 ................................................................................................................. 15

Position transfer ..................................................................................................... 15

1.6 员工离职 .......................................................................................................... 16

Dimission ..................................................................................................................... 16

劳动合同终止 ................................................................................................ 17

Termination of the employment contract.................................................................. 17

劳动合同解除 ................................................................................................ 17

Revocation of the employment contract ................................................................... 17

3).工作年限和补偿金............................................................................................ 19

Length of service and compensation ........................................................................ 19

4).离职程序 .......................................................................................................... 20

Exit procedure ....................................................................................................... 20

2、 薪酬福利 .............................................................................................................. 22

Compensation and Benefits ................................................................................................... 22

2.1 薪酬支付 .......................................................................................................... 22

Payment of compensation .............................................................................................. 22

1).薪酬组成 .......................................................................................................... 22

Formation of compensation .................................................................................... 22

2).按比例支付....................................................................................................... 22

Proportionate payment ........................................................................................... 22

3).薪资保密 .......................................................................................................... 23

Payroll confidentiality ............................................................................................ 23

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 2.2 加班工资 .......................................................................................................... 23

Overtime pay ................................................................................................................ 23

1).加班原则 .......................................................................................................... 23

Principle of overtime work ..................................................................................... 23

2).加班流程 .......................................................................................................... 25

Procedure of overtime ............................................................................................ 25

2.3 年度奖金 .......................................................................................................... 25

Annual bonus................................................................................................................ 25

2.4 社会保险与公积金 ............................................................................................ 26

Social insurance and housing fund .................................................................................. 26

3、 培训 ..................................................................................................................... 27

Training ............................................................................................................................... 27

3.1 标准培训 .......................................................................................................... 27

Standard training ........................................................................................................... 27

3.2 专项培训 .......................................................................................................... 27

Specific training ............................................................................................................ 27

1).概述 ................................................................................................................. 27

General ................................................................................................................. 27

2).培训费用 .......................................................................................................... 28

Training costs ........................................................................................................ 28

3).服务期限 .......................................................................................................... 29

Service term .......................................................................................................... 29

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 4). 违约赔偿 ........................................................................................................ 29

Compensation for breach ........................................................................................ 29

4、 考核 ..................................................................................................................... 31

Assessment .......................................................................................................................... 31

4.1 试用期考核 ....................................................................................................... 31

Probation Assessment .................................................................................................... 31

4.2 绩效考核 .......................................................................................................... 31

Performance appraisal ................................................................................................... 31

5、 休假 ..................................................................................................................... 33

Leaves ................................................................................................................................. 33

5.1 法定节假日 ....................................................................................................... 33

Public holidays ............................................................................................................. 33

5.2 年休假 .............................................................................................................. 34

Annual leave ................................................................................................................. 34

5.3 病假 .................................................................................................................. 36

Sick leave ..................................................................................................................... 36

5.4 无薪事假 .......................................................................................................... 37

Unpaid leave ................................................................................................................. 37

5.5 产假/陪产假 ...................................................................................................... 38

Maternity / paternity leave ............................................................................................. 38

1).产假 ................................................................................................................. 38

Maternity leave ...................................................................................................... 38

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 2).陪产假 .............................................................................................................. 39

Paternity leave ....................................................................................................... 39

5.6 婚假 .................................................................................................................. 40

Marriage Leave ............................................................................................................. 40

5.7 丧假 .................................................................................................................. 40

Bereavement leave ........................................................................................................ 40

5.8 请假申请流程 ................................................................................................... 41

Leave application procedure .......................................................................................... 41

6、 行为准则 .............................................................................................................. 45

Code of conduct ................................................................................................................... 45

6.1 安全与健康 ....................................................................................................... 45

Safety and health........................................................................................................ 45

1). 安全................................................................................................................ 45

Safety ................................................................................................................... 45

2). 健康................................................................................................................ 46

Health ................................................................................................................... 46

6.2 工时与考勤 ....................................................................................................... 49

Working hours and attendance ....................................................................................... 49

1).工作时间 .......................................................................................................... 49

Working hours ....................................................................................................... 49

2).考勤 ................................................................................................................. 50

Attendance ............................................................................................................ 50

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6.3 信息安全与保密 ............................................................................................... 51

Information security and confidentiality .......................................................................... 51

1).公司信息安全 ................................................................................................... 51

Information security ............................................................................................... 51

2).保密信息 .......................................................................................................... 53

Confidential Information ........................................................................................ 53

6.4 报销制度 .......................................................................................................... 60

Reimbursement policy ................................................................................................... 60

6.5 媒体宣传 .......................................................................................................... 61

Media Promotion .......................................................................................................... 61

1).声明与保证....................................................................................................... 62

Representation and guarantee.................................................................................. 62

2).排他性服务....................................................................................................... 64

Exclusive service ................................................................................................... 64

3).竞业限制 .......................................................................................................... 66

Non-competition .................................................................................................... 66

6.6 礼品和招待 ....................................................................................................... 66

Gifts and Entertainment ................................................................................................. 66

6.7 出差制度 .......................................................................................................... 67

Travel policies .............................................................................................................. 67

6.8 仪表及着装要求 ............................................................................................... 72

Dress code .................................................................................................................... 72

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7、 纪律政策和处分程序 ............................................................................................ 74

Disciplinary policies and procedures ...................................................................................... 74

7.1 违纪行为 .......................................................................................................... 74

Misconducts ................................................................................................................. 74

7.2 处分流程 ......................................................................................................... 84

Disciplinary action ........................................................................................................ 84

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1、 雇佣流程

Employment Procedure

1.1 招聘流程

Recruitment process

1). 招聘申请&批准

Recruitment application & approval

用人部门根据已批准的年度人员配置预算和业务发展需要，填写《招聘申请表》，
并提供具体的“职位描述”，向人力资源部提出招聘申请。
The hiring department shall, subject to the approved annual work force plan and
demands for business development, fill in the Recruitment Application Form, provide
the detailed “job description” and submit the application with the human resources
department.

招聘申请应得到人力资源部、财务部、CEO及总部的批准。
The recruitment application shall be subject to the approval of the human resources
department, financial department, CEO and the headquarters.

2). 简历筛选、面试和测评

CV screening, interview and assessment

人力资源部在确认部门招聘需求、岗位要求和任职资格等信息后，将选择合适
的招聘渠道进行招聘。
The HR department will, after confirming the recruitment requirements, position
demands, and qualification requirements of relevant department, carry out the
recruitment by selecting proper recruitment channel.

人力资源部根据用人部门提供的职位描述和招聘要求进行初步筛选和面试。对
于合格的候选人，将由人力资源部安排进一步面试。候选人将根据职位的需要
参加人力资源部面试、部门面试、CEO面试或总部面试。
The HR department will conduct primary screening and interview subject to the job
description and recruitment requirements offered by the hiring department. For the
qualified candidate, the HR department will arrange for further interview. The
candidate will, as required by the position, attend the interviews conducted by the HR
department, hiring department, CEO or the headquarters.
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 面试将是筛选的常用手段。为保证筛选质量，相关的第三方测评/测试等方式也
可能会被应用。
Interview will be the common means to screen the candidates. To ensure the
screening quality, relevant third party assessment/test and other means may be
applied.

3). 背景调查&录用通知

Reference check & Offer letter

在候选人通过所有面试后，由人力资源部进行背景调查，并提供背景调查报告。
所有的候选人若提供与录用条件相关的不真实资料，可能导致公司因错误信息
对候选人是否符合录用条件判断失误的，将不考虑录用，已经录用的将导致解
除劳动合同，由此给公司造成损失，须对公司进行赔偿。
After the candidate passed all the interviews, the HR department will do the reference
check and provide reference check report. The company will terminate the
employment contract or will not employ any candidate who provides untruthful
materials related to recruitment requirements which may result in false decision of
whether the candidate is qualified or not. Any losses of the company due to it should
be compensated

录取通知仅在候选人成功通过筛选面试和背景调查流程后进行。人力资源部将
和部门一起根据公司薪酬福利政策、市场水平以及候选人能力，确定薪资。人
力资源部将填写相应的”Salary Authorization Form”并提交CEO以及总部批准。
The offer letter will be given only after the candidate passes the screening interview
and reference check. The HR department and the hiring department will jointly
determine the remuneration of the employee pursuant to the remuneration and welfare
policies of the company, market level and competency of the candidate. The HR
department will fill in the Salary Authorization Form and submit the same to CEO
and the headquarters for approval.

人力资源部负责准备“录用通知书”并通知候选人有关入职事项。
The HR department shall be responsible for preparing the Offer Letter and inform the
candidate of on-board related matters.

1.2 新员工入职手续

On-board formalities

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 新员工按照录用通知书上约定时间准时报到，并根据公司规定提交相应报到材
料。如因员工本人原因无法提供入职相关材料而影响劳动关系建立、办理社保
等，其不利后果将由员工本人承担。
New employees report for duty punctually on the specified date in offer letter and
submit relevant registration materials according to the regulations of the company. If
the employee does not submit relevant registration materials which affects the
establishment of employment relationship, social insurance and so on due to
employee’s faults, the employee will take the responsibility

公司按照法律规定与全日制员工签订书面的劳动合同，员工应于劳动合同签订
前披露是否负有与本公司相关的竞业限制义务。如未披露，使公司在不知情的
情形下侵害第三人利益的，应当就公司蒙受的损失进行赔偿。
The company signed written employment contract with full-time employees.
Employees should disclose the non-competition responsibility related to the company
before signing the employment contract. If not and results in the violation of the third
party’s interests without the company’s knowledge, the employee should compensate
for any losses.

根据公司政策，员工在入职时必须签署《职位描述》，该《职位描述》一式两
份，公司和员工各自保存一份。公司有权在《职位描述》的工作职责范围内安
排具体工作，员工应全面履行职位描述中的相关职责。基于市场变化和与时俱
进的要求，公司可对《职位描述》中的工作内容进行适当调整，包括（但不限
于）职责描述中规定的职责。
Pursuant to the policies of the company, the employee shall sign the Job Description
in duplicate upon on board which shall be held respectively by the company and the
employee. The company shall have the right to arrange for the detailed tasks within
the scope of duties of position as stated in the Job Description and the employee shall
implement fully the relevant duties as stated in the Job Description. Subject to the
market change and requirements for change with the times, the work tasks as stated in
the Job Description may be adjusted properly, including but not limited to the duties
as stated in the job description.

1.3 雇佣亲属

Employment of family members

基于利益冲突的规范，公司对于雇佣员工亲属有严格的规范。本规定中的“亲属”
指：配偶、子女、父母、兄弟姐妹、祖父母、孙子女、配偶的父母和兄弟姐妹。
Subject to the rules of conflict of interests, the employment of family members of the
employees is subject to strict requirements. The term “family member” shall refer to
the spouse, children, parents, brothers and sisters, grandparents, grandchildren,
parents of spouse, brothers and sisters of spouse.

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根据以下规则，公司将对具有连带关系的情况进行合理的判断：
The company will make decisions on whether exists the relationship subject to
following rules:

（1）员工亲属在同一部门，且与员工存在上下级领导关系；
Whether the employee and his or her family member to be employed are in the same
department and are in superior and subordinate relationship;

（2）员工亲属所在公司属于本公司的客户或供应商，且为所在公司股东或担任
高级管理人员，或其所在部门与员工所在部门直接发生业务往来；
The family member of the employee was employed by and acted as a shareholder or
officer of the company which is the client or supplier of the Company or his or
department conducts directly business with the department of the employee;

（3）员工亲属所在公司与本公司存在竞争关系，且为该公司股东或担任高级管
理人员，或其所担任的职务与员工职务相似的；
The family member of the employee was employed by and acted as a shareholder or
officer of a company directly competing with the Company, or held a position similar
with that of the employee;

（4）其它公司认为可能导致公司内部利益冲突或给公司正常业务造成不便，或
可能导致公司市场竞争过程中重要信息泄露的情形。
Other circumstances that the Company deems likely to cause internal conflict of
interests or inconvenience to the normal business of the Company or disclosure of
important information during the competition process of the Company in the market.

上述雇佣规则，将被视为“劳动合同订立时所依据的客观情况”并在劳动合同中进
行约定，员工有义务提供与上述规定相关的亲属信息。
Above mentioned employment rules will be deemed as “objective circumstance on
which the execution of the employment contract is based” and incorporated in the
employment contract. All employees are obligated to provide information about his
or her family members relating to above mentioned provisions.

对于公司内部已存在的亲属关系，如果公司认为双方在工作中有利益上的冲突，
在与员工协商确认后，公司有权调动任何一方的工作，员工必须服从公司的调
动安排。员工拒绝工作调动或拒绝接受调动的工作岗位的，公司有权依据《劳
动合同法》第40条第3项：“劳动合同订立时所依据的客观情况发生重大变化，致
使劳动合同无法履行，经用人单位与劳动者协商，未能就变更劳动合同内容达
成协议的”予以单方解除劳动合同。如公司无法在公司内部将其调动到一个合适
的岗位，公司有权与其中一名员工协商解除合同。利益上的冲突包括但不仅限
于：直接汇报关系，或者一方对另一方有决定或影响其工作职责、绩效考核、
薪资或职业发展的关系。

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 If there are conflicts of interests in work in the existing relative relationship, the
company has the right to transfer any party of both after mutual negotiation with the
employee and the employee should follow the transfer arrangement. When the
employee refuses to transfer or the transfer position, the company has the right to
terminate the employment contract unilaterally according to the third, article 40,
labor contract law: No agreement on modification of the employment contract can be
reached through consultation by the company and employee when the objective
conditions taken as the basis for the conclusion of the contract have greatly changed
so that the original employment contract can no longer be carried out. If the company
cannot transfer the employee to the appropriate position, the company has the right to
terminate one of the employees’ employment contract. Conflicts of interests include
but not limited to immediate reporting relationship or one party has relationship
which can decide or affect the other party’s work responsibility, performance review,
salary or career development.

1.4 试用期

Probation

任何新加入公司的员工，都应按照相应的劳动法律、法规以及公司的规定完成
试用期。除非在录用通知或劳动合同中有特殊说明的，新进员工试用期及合同
期限按以下规定执行：
Any new employee should complete probation according to labor law, regulation and
the company’s rules. New employees’ probation and term of employment contract
will be conducted as the following rules, except special agreement in offer letter or
employment contract:

如果员工的劳动合同期限为三个月至一年（不包括一年），试用期为一个月；
如果员工的劳动合同期限为一年至三年的（不包括三年），试用期为二个月；
如果员工的劳动合同期限为三年及以上，试用期为六个月。
For an employment contract whose term is longer than three months (three-months is
included) and shorter than one year (one year is not included), the probation period
shall not exceed one month; for an employment contract whose term is longer than
one year and shorter than three years (three-years is not included), the probation
period shall not exceed two months; for an employment contract with a fixed term
longer than three years or non-fixed term employment contract, the probation period
shall not exceed six months.

合同期的年限根据员工岗位的不同需要而设定。
Term of the employment contract is set according to different demands of work
position.

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 如果当地劳动用工法律法规对以上情形有特殊规定的，则按照当地法律法规的
规定。
If local labor law has special regulations on above situations, local labor law shall
prevail.

如果员工在试用期内要求解除劳动关系，应提前三天向其上级主管和人力资源
部提交书面申请。在收到员工的辞职通知之后，其部门经理和员工将在后三天
内完成移交工作并通知人力资源部。人力资源部将会要求员工完成相关离职手
续。
If the employee decides to terminate employment relationship, the employee should
submit written application to direct supervisor and HR department three days in
advance. After receiving the resignation notice, department manager and the
employee will finish handover process three days later and notice HR department. HR
department will request the employee to finish the relevant exit procedure.

1.5 岗位调整

Adjustment of position

1).晋升

Promotion

对于工作业绩出色的员工，有获得加薪或升职的机会。公司将要求员工所在的
部门经理为员工填写申请表，经人力资源部和公司管理层共同核准同意后对员
工实行加薪或升职的奖励。
Those employees with outstanding performance will have the opportunity to a salary
increase and job promotion. Their manager will be requested to fill the application
form for them, and salary increase or position promotion will be granted to the
employees after such application is approved by both HR department and the
management of the Company.

公司同时鼓励员工申请其胜任的更高级别职位。如员工符合以下条件并有意在
事业上有所进取，公司在有职位空缺时将予以考虑。公司将基于资质、经验、
此前的培训和受教育情况对所有申请者进行评估。
The competent employees are encouraged to apply for higher positions. If any
employee satisfies following conditions and is willing to get achievements on his or
her career, such employee will be considered if any job vacancy is available. All
applicants will be appraised on the basis of qualification, experience, training and
education.

员工应当符合以下标准：
The employees shall meet following standards:
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 a) 声誉良好；
Good reputation;

b) 在现岗位上已服务了至少一年；
Rendering service at least one year on current position;

c) 由其主管推荐晋升或调动；
Recommended to a promotion or job transfer by their supervisors;

d) 在过去的九十日内无书面警告的记录；
Having no record of written warning in the past ninety days;

e) 出勤情况良好；
Good attendance record;

f) 达到绩效考核要求；
Reaching the performance appraisal requirements;

2).调岗

Position transfer

根据《劳动法》及《劳动合同法》等国家相关法律法规的规定，如员工存在以
下情形，公司有权调整其工作岗位：
According to labor law, labor contract law and other relevant national laws and
regulations, the company has the right to transfer work position, if the employee has
following situations:

a) 医疗期满；
the completion of medical treatment period

b) 被证明不能胜任工作；
be proven to be unqualified for work

c) 劳动合同订立时所依据的客观情况发生重大变化致使原合同无法继续履行；
the objective conditions taken as the basis for the conclusion of the contract have
greatly changed so that the original employment contract can no longer be carried out

d) 员工发生职业禁忌等情形；
occupational contraindication and relevant issues

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 e) 用人单位可依法调整员工工作岗位的其它法定情形；
other legal situations that the company can transfer work position

f) 员工申请内部岗位并获得公司审核通过；
the employee applies for internal position and the company approves it

员工符合上述b)、d)情形，拒绝服从公司调岗安排的，将按违纪处理。
If the employee refuses to follow the adjustment arrangement when situation b) or d)
happens, the employee will receive disciplinary punishment.

1.6 员工离职

Dimission

如果员工在试用期以后自愿辞职，员工应提前三十天向其上级主管和人力资源
部发送电子邮件或递交书面通知。在收到员工的辞职通知之后，其部门经理将
与员工确定最后工作日，并及时通知人力资源部。如无确认，则以员工提出辞
职后的第30日为最后工作日。
If the employee resigns after probation period on his/her will, the employee should
send e-mail or submit written notice to direct supervisor and HR department 30 days
in advance. After receiving the resignation notice, department manager will make
sure the last working day with the employee and notice HR department on time. If
there is no confirmation, the 30th day after submitting the resignation letter will be the
last working day.

员工如有应休未休的剩余年假，公司有权根据工作需要，在员工提出辞职后进
行安排。未能安排年假的，公司将按国家法律法规和公司的规章制度给予补偿，
并在最后一个月的工资一起发放。
If there are unused annual leave, the company has the right to arrange it after
receiving resignation application according to work demands. The company will
compensate it according to national laws and company regulations and pay it with last
month’s payroll if the unused annual leave cannot be arranged.

员工必须完成所有离职交接手续，包括所在业务部门的工作职责交接和配合人
事行政部门将公司财物归还。辞职员工必须在最后一个工作日完成所有上述工
作交接，并完成离职表格交还给人力资源部。
The employee should finish all the exit procedure including work responsibility
handover in his/her department and cooperate with administration department to
return the company’s property. The employee who resigned should finish all above
handover before last working day and return the resignation form to HR department.

16
 员工提出辞职至最后工作日前，须正常履行工作。如无公司许可擅自离岗或旷
工的，将按公司规章制度予以处理。严重违反公司规章制度的，公司将依法解
除劳动合同。
The employee should work as usual until the last working day. If the employee leaves
the positon or absent without permission, the employee will be punished according to
the company’s rules. The company will terminate the employment contract when the
employee seriously violates the rules.

如因员工未按时完成离职交接而给公司造成损失的，应向公司进行赔偿。
If any employee causes any loss to the Company for failure to complete the handover
formalities for resignation in a timely manner, such employee shall make compensation
to the Company.

劳动合同终止

Termination of the employment contract

劳动合同在发生以下情况时终止：
The employment contract will be terminated on the following situations

 劳动合同期满；
 expiration of labor contract;

 员工达到法定退休年龄或领取养老金；
 the employee is at the legitimate retirement age or starts enjoying the basic
endowment insurance

 其它法定情形。
 Other legal situations

劳动合同解除

Revocation of the employment contract

双方协商同意解除劳动合同：
Revoke employment contract with mutual agreement

如果经过公司和员工双方协商一致，公司将以书面形式确认双方同意解除劳动
合同。由公司提出解除劳动合同的，因此产生的任何补偿将在解除合同协议书
中阐明。
17
The company will confirm the revocation of the contract in written form with mutual
agreement. Any compensation will be clarified in revocation agreement if the
company revoke the employment contract.

公司单方解除劳动合同（支付经济补偿金）：
The company revokes the employment contract (with economic compensation):

符合下列情况之一，公司提前三十日以书面形式通知员工本人或者额外支付劳
动者一个月工资后，可以解除劳动合同：
In any of the following circumstances, the company may revoke an employment
contract but a written notification shall be given to the employee 30 days in advance
or the additional one month salary shall be paid to the employees in lieu of notice:

 员工患病或者非因工负伤，在规定的医疗期满后不能从事原工作，也不能从
事由用人单位另行安排的工作的；
 The employee is unable to take up his original work or any new work arranged
by the company after the completion of his medical treatment for illness or
injury not suffered from at work

 员工不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；
 The employee is unqualified for his/her work and remains unqualified even after
receiving a training or an adjustment to an other work post;

 劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，
经公司与员工协商，未能就变更劳动合同内容达成协议的；
 No agreement on modification of the employment contract can be reached
through consultation by the company and employee when the objective
conditions taken as the basis for the conclusion of the contract have greatly
changed so that the original employment contract can no longer be carried out.

 国家相关法律法规中规定的情形。
 Other situations in relevant national laws

公司立即解除劳动合同（不支付经济补偿金）
The company revokes the employment contract immediately (without economic
compensation)

符合下列情况之一，公司可以以书面形式通知员工解除劳动合同且不支付经济
补偿金：
The company informs the employee to revoke the employment contract in written
forms without economic compensation in any of the following circumstances:

 在试用期间被证明不符合录用条件的；

18
  to be proved not up to the requirements for recruitment during the probation
period;

 严重违反用人单位的规章制度的；
 to seriously violate rules and regulations of the company;

 严重失职，营私舞弊，给用人单位造成重大损害的；
 to cause great losses to the company due to serious dereliction of duty or
engagement in malpractice for selfish ends;

 员工同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重
影响，或者经用人单位提出，拒不改正的；
 the employee has established employment relationship with other company at the
same time so that the completion of work in original company is influenced
seriously or the employee refuses the request of the original company to make
correction;

 员工以欺诈、胁迫的手段或者乘人之危，使公司在违背真实意思的情况下订
立或者变更劳动合同致使劳动合同无效的；
 employment contract is concluded or modified against the employees’ intension
by resorting to such measures as cheating and intimidation, or taking advantage
of the employee’s difficulty;

 被依法追究刑事责任的。
 To bear criminal responsibilities in accordance with the law

 国家相关法律法规中规定的情形。
 Other situations in relevant national laws

3).工作年限和补偿金

Length of service and compensation

公司将为所有的员工记录其工作年限。如果员工离开公司后又重新加入，员工
的工作年限将重新开始计算。如有特殊情况需累计其工作年限的，需经过人力
资源部和总经理的批准。
The service length of all employees will be recorded by the company. If any
employee leaved and then re-employed by the Company, the service length of such
employee will be counted from the reemployment. If the service length shall be
counted cumulatively under special circumstance, the approval of the HR department
and the general manager is required.

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 经济补偿金是指双方在某些特定情况下终止或解除劳动合同时，公司根据国家
及地方相关法律法规应向员工支付的经济补偿。公司必须根据《劳动法》、《劳
动合同法》等国家及地方的规定来支付。应缴个税的，公司履行代扣代缴义务。
The economic compensation is paid to the employee by the Company pursuant to the
national law and relevant local regulations when the employment contract is
terminated under special circumstances, which must be paid strictly pursuant to the
Labor Law and Labor Contract Law and other national or local provisions. If any
individual income tax is payable, such tax will be withheld and remitted by the
Company.

4).离职程序

Exit procedure

员工在离职前需完成以下步骤：
The employee who intends to leave the Company shall complete following
procedure:

 与上级主管或人力资源部人员进行离职面谈
 have the exit interview with his or her supervisor or personnel of the HR
department;

 与上级主管或指定人员完成业务交接
 complete the business handover with his or her supervisor or designated
personnel;

 与上级主管、人力资源部、财务和物流部门完成公司财产，产品，费用等移
交或交接工作，包括所有的公司产品、储物柜钥匙、文件、材料（包括客户
资料、供应商资料等信息）
 complete the handover of properties, products and expenses of the Company
with his or her supervisor, the HR department, the financial department and
logistics department, including all products of the company, keys of cabinet,
documents, materials (including materials of clients, suppliers and others);

 在最后工作日之前完成并提交附有相关签字的“离职申请表格”给人力资源
部，人力资源部随后支付最后一笔薪资。如果员工还有对公司的应偿付款项
或属于公司的物品未能在离职时结清，公司保留起诉员工的权利。
 Complete the Leaving Application Form signed by relevant personnel before the
last working day and submit the same to the HR department and the HR
department will pay the last installment of salary. In the event that any amount
payable by the employee to the company or any property owned by the company

20
 is not settled, the Company reserves the right to initiate a case against the
employee.

 对于需由公司支付离职补偿金的员工，如果该员工还有对公司的应偿付款项
或属于公司的物品未能在离职时结清，或未完成其它离职交接手续的，公司
将扣留离职补偿金直至该员工与公司结清所有款项及物品，以及完成离职交
接手续。
 If any economic compensation is payable to the employee and if any amount
payable by the employee to the company or any property owned by the company
is not settled, or the employee does not complete other exit handover formalities,
the Company will retain the economic compensation until such employee settles
above mentioned amount and properties and completes the exit handover
formalities.

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2、 薪酬福利

Compensation and Benefits

2.1 薪酬支付

Payment of compensation

1).薪酬组成

Formation of compensation

薪酬包括固定薪资，加班工资、奖金以及津贴补贴等。
Compensation includes the base salary, overtime pay, bonuses, allowances and so on.

员工的月度基本工资按日历月份在每月月末支付，如果月末是周末或公众假期，
则将在当月最后一个工作日支付。
The monthly base salary will be paid on the last day of each calendar month and on
the last working day if such day falls on weekend or a public holiday.

工资结算的截止日是每月15日。作为新员工，如果在工资结算截止日（即15日）
后加入公司，本月的工资将会连同下个月的工资一起在下个月发薪日一起发放。
员工可以查询由人力资源部每月发给员工的工资单，其中会列明员工的税前薪
资总额、扣减项等详情。
The deadline for payroll settlement is the 15th day of each month. For new employees,
if they join the company after the payroll deadline (the 15th day), the salary in this
month will be paid on the next payday together with the next month's salary.
Employees can check the monthly payroll issued monthly by the HR Department,
which states the total amount of employees' pretax salary, deductions and other
details.

2).按比例支付

Proportionate payment

按比例支付适用于以下情况：
Proportional payment applies to the following situations:

 作为新员工，如果员工不是在公历月的第一天加入公司，员工第一个月的薪
金将根据员工月度基本工资的基数和实际工作日支付。

22
  For new employees not joining the company on the first day of the calendar
month, the employee's salary in the first month will be paid on the basis of the
employee’s monthly base salary and actual working days.

 离职员工：最后雇佣日不是在公历月的最后一天，即未能完成整月的工作。
 For employees not leaving the company on the last day of the calendar month,
that is, failing to complete a full month's work.

3).薪资保密

Payroll confidentiality

公司员工的薪酬属于保密资料，任何员工不得泄露或打听。
The compensation of employees is confidential and no employee may disclose or
inquire such information.

2.2 加班工资

Overtime pay

1).加班原则

Principle of overtime work

公司不鼓励员工加班，员工应当在正常工作时间内完成相应工作。如遇特殊情
形需要加班的，应填写加班申请表，并事先得到直属主管的批准。未经批准的
延长工作时间不视为加班，相关费用（如当日的交通费和餐费等）不予报销。
The company does not encourage the employee to work overtime, the employee
should finish the relevant work on normal work time. If there is special situation, the
employee should finish the overtime application form with advance approval of direct
supervisor. Unauthorized extension of working hours will not be considered valid
overtime and relevant fee (such as transportation, meal expenses and so on) will not
be reimbursed.

按照中国劳动法规定，员工每月加班时间不得超过 个小时，工作日当日加班
时间不得超过 小时。标准工时制员工的加班报酬支付与调休的具体方式，以及
不定时工时制的员工在法定节假日的加班费支付标准如下：
According to the labor law of china, monthly overtime shall not exceed 36 hours and
daily overtime on weekday shall not exceed 3 hours. Specific overtime payment and
time compensation for employees in standard work hour system and for employees in
flexible work hour system in legal holidays will be :

23
 加班类型 加班报酬支付与调休
Types of overtime Overtime payment and time compensation
工作日加班 按每小时工资的 计算加班报酬
Work overtime on work 150% of hourly wage
days
周末加班 安排调休或按每小时工资的 计算加班报
Work overtime at 酬
weekends Arrange time compensation or 200% of hourly
wage
法定节假日加班 按每小时工资的 计算加班报酬
Work overtime on legal 300% of hourly wage
holidays

每小时工资指员工的小时基本工资（不包括任何的奖金、提成、补贴等）。
Hourly wage refers to hourly basic wage (bonus, percentage, subsidies and so on are
not concluded)

周末加班须以 小时（ 天）的倍数申请为可调休时间，具体方式如下：

Work overtime at weekends should be applied for compensation leave on times of
four hours (0.5 day), following are specific ways:

实际周末加班天数 可调休时间天数
actual days of working overtime at Available days for time
weekends compensation

由周末加班转换的可调休时间，应在加班发生之后的 个月内使用。直属主管有
权也有义务安排员工调休，员工须遵守该等安排。如果因工作原因无法安排调
休的，公司将按每小时工资的 支付加班报酬。
Days for time compensation caused by overtime work at weekends should be used
within the following 6 months. Direct supervisor has the right to arrange it and the
employee should follow such arrangement. The company will pay 200% hourly wage
if it cannot be arranged due to work.

24
 2).加班流程

Procedure of overtime

公司鼓励员工工作与生活平衡，因此并不鼓励加班，如因工作需要，必须在加
班前填写加班申请表，并事先获得直属主管批准后方可加班。直属主管有责任
适当及灵活安排下属的工作量。任何未经批准的延长工作时间都不视为有效加
班，员工不会因此而享有任何加班工资或调休。
The employees are encouraged to balance the work and life, therefore overtime work
is not encouraged. Overtime can be only carried out when the employee submits
overtime application form and gets prior approval from the immediate supervisor due
to the needs of work. It is the responsibility of the immediate supervisor to arrange
the work of the subordinates appropriately and flexibly. No unauthorized extension of
working hours will be considered valid overtime and the employee will not be
entitled to any overtime pay or time compensation.

任何未经登记的延长工作时间都不视为有效加班时间，员工不会因此而享有任
何加班工资或调休。
No unregistered extension of working hours will be considered to be valid overtime,
and the employees will not be entitled to any overtime pay or time compensation.

公司安排员工在非工作时间参加培训和差旅活动视为加班（但其中的在途时间
除外）。未经公司事先书面批准的社交活动或非工作时间的其他活动均不视为
加班，员工不会因此而享有任何加班工资或调休。
If the employees are arranged to take part in training and travel activities during
non-working hours, such employees will be deemed to take overtime (except the
transit time). Without prior written approval of the company, no social activities or
non-working-hour activities will be considered as overtime and employees will not be
entitled to any overtime pay or time compensation.

2.3 年度奖金

Annual bonus

公司将根据公司的经营和盈利状况以及个人业绩表现确定员工的奖金。
The Company will determine bonuses of the employees based on the operating
conditions and profitability and personal performance.

25
2.4 社会保险与公积金

Social insurance and housing fund

公司将根据当地相关的法律法规，为中国员工提供各项法定社会保险，包括养
老金、医疗保险、失业保险、住房公积金等。公司将支付当地相关法规规定的
由公司负担的部分。员工享受的具体法定社会保险将因不同地区政府的规定而
有所不同。公司将依照地方劳动社会保障局的规定，对这些法定保险进行交纳
和基数的调整。
The Company will, in accordance with local laws and regulations, provide statutory
social insurance for Chinese employees, including pension, medical insurance,
unemployment insurance and housing fund. The company will pay the portion
payable by the company as stipulated by local regulations. The specific statutory
social insurance benefits enjoyable by employees will vary subject to the regulations
of different local governments. The Company will, in accordance with the provisions
of local labor and social security authorities, make the payment and base adjustment
for these statutory insurances.

不同省份的住房公积金规定有所不同。如果当地政府已经设置了住房基金的缴
纳封顶数，公司将按照政府的规定支付，如果没有，则按照国家规定支付。
The housing funds vary in different provinces. If the local government has set up a
cap for the housing, the company will pay the housing fund in accordance with the
provisions of the government, if not, then the company will pay the same in
accordance with national provisions.

住房公积金的交付比例以14%（个人7%和公司7%）为标准。如当地的最低比例
要求高于7%的，则以当地的最低比例要求支付。
The housing fund will be paid at the standard of 14% (7% by employee and 7% by
the company). If the local minimum requirement is greater than 7%, it will be paid as
per the local minimum requirement.

法定社会保险交纳的截止日期是每月15日（如果当地的截止日期有所不同, 以当
地的截止日期为准)，如果员工在某月15日之后（包括15日）加入公司或者在15
日之前离开公司，则公司不负责为其交纳该月的法定社会保险。
The deadline for statutory social insurance contributions is the 15th day of each
month (if the local deadline is different, the local deadline shall prevail). If any
employee joins the company after the 15th day (inclusive) or leaves the company
before the 15th day of certain a month, the company is not responsible for the
payment of statutory social insurance in such month.

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 3、 培训

Training

3.1 标准培训

Standard training

为鼓励员工努力学习知识，不断提高业务能力，公司向员工不时提供境内或境
外不同类型的管理能力培训。人力资源部根据年度培训计划，开设相关课程，
员工在获得部门负责人的确认并合理安排工作后参加相关培训。
To encourage the employee to try to study and improve performance, the company
provides different types training of management skills from time to time in domestic
and abroad. HR department sets the relevant courses according to annual training plan.
The employees attend relevant training after receiving approval of department
manager and arranging work reasonably.

公司可以要求员工在公司资助的培训项目中签署培训合同。培训合同是明确个
人和公司之间的相关权利和职责。
The company can require the employee to sign the training contract on the program
financed by the company. The training contract will clarify the relevant rights and
responsibilities between the employee and the company.

如遇工作安排或其他情况无法参加培训的，一般情况下需提前向部门负责人和
人力资源部以书面形式通知。
If the employee cannot attend the training due to work or other situations, the
employee usually should notice the department manager and HR department in
written form in advance.

3.2 专项培训

Specific training

1).概述

General

公司一贯非常重视员工培训，基于员工发展的需要，公司愿意提供，并且员工
也愿意接受公司专项培训的宝贵机会，则双方将签署《培训服务期协议》。
The company always attaches great importance to employee training. Based on the
requirements for employee development, the company is willing to provide, and
27
 employees are willing to accept the valuable opportunity for special training provided
by the company and both parties will sign the Training Bond Agreement.

专项培训为固定期限的培训，但公司有权根据员工学习进度等情况调整培训期
限。
Specific training will be fixed-term training, but the company will have the right to
adjust the training period according to the employee's learning progress and other
conditions.

具体专项培训内容、培训地点将在《培训服务期协议》中进行确认，培训形式
为课堂课程培训、项目现场培训或在职培训（或以上各种形式的组合）。
The specific training contents and place of the specific training will be confirmed in
the Training Bond Agreement, and the training forms include classroom training,
on-site training or on-the-job training (or combination of above forms).

公司有权根据培训期间员工的表现及公司和/或培训单位对员工未来发展的评估，
调整培训内容及期限。
The Company shall have the right to adjust the contents and duration of the training
according to the performance of the employee during the training period and the
assessment of the future development of the employees conducted by the company
and / or training organization.

专项培训期间，员工应遵守培训当地的法律、法规，并尊重当地的风俗、习惯。
如果员工因自身过错而被追究刑事责任或遭受行政处罚，公司有权立即解除本
培训协议，并要求员工补偿公司所遭受的任何损失。
During the specific training, the employees shall abide by the local laws and
regulations, and respect for local customs and habits. If any employee is held
criminally liable or subjected of administrative penalties due to his or her own fault,
the Company shall have the right to terminate this training agreement immediately
and require the employee to indemnify the Company against any loss suffered.

培训期间，员工应遵守培训单位和/或公司制定的员工手册、规章制度和行为规
范。
During the training period, the employees shall abide by the employee manual, rules
and regulations and codes of conduct established by the training organization and/or
the Company.

2).培训费用

Training costs

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 公司支付培训期间的培训费用，包括但不限于培训课程费用、差旅费、津贴和
其他杂项费用。上述费用，均为因培训而产生的必要费用。应公司的要求，员
工应提交相关收据的原件。培训费用的实际金额以《培训服务期协议》中的约
定，或培训结束时公司确认的具体金额为准。
The company will pay the costs during the course of the training, including but not
limited to training course fees, travel expenses, allowances and other miscellaneous
expenses. The above expenses and fees shall be the necessary expenses and fees
incurred by the training. At the request of the Company, the employee shall submit
the originals of relevant receipts. The actual amount of the training expenses and fees
shall be stipulated in the Training Bond Agreement or subject to the specific amount
confirmed by the Company at the end of the training.

3).服务期限

Service term

员工应当知悉，公司为员工提供专项培训投入了巨大的资金、人力时间和其他
资源，员工将接触和获得公司及行业的重要先进技术和/或管理技能。员工应高
度珍惜专项培训机会，并有义务在培训顺利完成后为公司或公司指定的其他公
司或机构服务一定的期限，该期限为《培训服务期协议》中约定的具体“服务期
限”。
Employees shall be aware that the company contributes significant funds, manpower,
and other resources to specific training, and employees will gain access to and obtain
key state-of-the-art technology and/or management skills of the company and
industry. Employees shall cherish the opportunity of special training and have the
obligation to serve the company or other companies or institutions designated by the
company for specific term after the completion of the training period, which shall be
the specific "service term" stated in the Training Bond Agreement.

4). 违约赔偿

Compensation for breach

员工在签订《培训服务期协议》后，在培训期间内，如有：
After the signing of the Training Bond Agreement, during the training, if any
employee:

1、单方面解除与公司的劳动合同；或
unilaterally cancels the employment contract with the company; or

2、放弃专项培训或未达培训合格标准；或
29
gives up specific training or fails to meet the training standards; or

3、严重违反公司的规章制度而被公司解雇，
commits serious violation of the company's rules and regulations and thus is
dismissed by the company,

员工应全额支付公司已支付的专业培训相关费用。
The employee shall pay to the Company the full amount of the relevant professional
training expenses paid by the Company.

员工在签订《培训服务期协议》、完成专项培训，且在服务期内，如有：
After signing the Training Bond Agreement, completing the specific training, and in
the service term, if any employee:

1、单方面解除与公司的劳动合同；或
unilaterally revokes the employment contract with the company; or

2、严重违反公司的规章制度而被公司解雇，
commits serious violation of the company's rules and regulations and thus is
dismissed by the company,

员工应按以下计算方法偿还服务期尚未履行部分所应分摊的培训费用：
The employee shall repay the expenses and fees of training that shall be apportioned
by the service term having not been fulfilled pursuant to the following calculation
method:

【补偿的计算公式：培训费用×尚未履行的服务期月份数/应履行的服务期总月份
数】
【Calculation formula of compensation: training expenses and fees × number of
service months yet to be performed / total number of months of service that shall be
performed】

其它具体规定，以公司与员工签署的《培训服务期协议》为准。
For other specific provisions, the Training Bond Agreement signed by the company
and the employee shall prevail.

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 4、 考核

Assessment

4.1 试用期考核

Probation Assessment

在试用期的结束前两周内，公司会对员工在试用期间的工作情况进行审阅和评
估。如果员工的《试用期考核表》被评定为“通过”，表明员工顺利通过试用
期；被评估为“未通过”，将被认定为不符合录用标准。公司将安排部门主管
对考核结果与员工沟通，并于试用期结束前发出书面通知。
The company will review the performance two weeks before the ends of probation.
Pass in probation assessment form means the employee successfully completes the
probation period; not pass means unqualified. The company will arrange the
department supervisor to discuss with the employee and send written notice before
ends.

如果员工在试用期内被证明不符合录用条件的，公司有权与该员工解除劳动合
同，公司必须按照《劳动法》和《劳动合同法》等相关规定解除合同。
If the employee is proven to be unqualified in probation period, the company has the
right to terminate the employment contract according to labor law, labor contract law
and relevant regulations.

4.2 绩效考核

Performance appraisal

为客观和公正地评价员工的绩效和贡献，更好地激励员工的潜能和责任意识，
提高公司整体效能，公司通过绩效考核的方式对雇员的业绩和领导力进行沟通
和考核。
To evaluate employees' performance and contribution objectively and fairly, to better
motivate employees' potential and responsibility awareness, and to improve the
overall performance of the company, the Company conducts communications and
appraisals for the employees' performance and leadership by performance appraisal.

绩效考核流程：
Performance appraisal process:

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每年年初，根据总部整体业务目标要求，由雇员与部门负责人共同讨论、经CEO
批准，完成年度目标设定。拒绝完成的，将视为拒绝服从公司的工作安排，公
司将根据规章制度给予纪律处分，同时取消当年度的绩效奖金。
At the beginning of each year, according to the overall business objectives and
requirements of the headquarters, the employees and department heads will discuss
the annual target jointly, and complete the same after approved by the CEO. If any
employee refuses to complete the same, such employee will be deemed to refuse to
obey the company's work arrangements, and the company will impose disciplinary
punishment and abolish the annual performance bonus according to rules and
regulations of the Company.

每年年底，就年初确定的业绩目标进行沟通和评分，确定个人业绩评分。
At the end of each year, the individual performance score will be determined on the
basis of communications and appraisal of the performance goals set at the beginning
of the year.

公司采用九宫格评分制度，最终的分数由业绩目标完成情况和员工领导力两个
维度组成，分别为1~9分。
The company will use nine-square scoring system, and the final score will be
comprised of two dimensions: the performance objectives and employee leadership,
and ranges from 1 to 9 points.

若员工考核结果为1、2、4分的，则根据公司业务发展要求制定行动计划并进行
改进。
If the appraisal result is 1,2,4 points, then the employee shall, according to the
business development requirements of the Company, formulate action plans and
make improvements.

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 5、 休假

Leaves

5.1 法定节假日

Public holidays

1).公司遵从国家政府规定的法定节假日。员工将获准享受由国家公布的下列法定假期：
The company implements the public holidays stipulated by the state government.
Employees have the right to enjoy following public holidays published by national
government:

元旦 1天 （1月1日）
New Year’s Day, 1 day (1st January)

春节 3天 （农历大年初一、初二、初三）
Spring Festival, 3 days (1st ,2nd,3rd day of the first lunar month)

清明节 1天
Tomb-sweeping Festival, 1 day

劳动节 1天 （5月1日）
Labor Day, 1 day (1st May)

端午节 1天
Dragon Boat Festival, 1 day

中秋节 1天
Mid-Autumn Festival, 1 day

国庆节 3天 （10月1日、2日、3日）
National day, 3 days (1st,2nd,3rd October)

2).其它

Miscellaneous

上述法定节假日的具体天数、日期及换休标准，以国家每年公布的规定为准。

33
 The specific number of days, dates and time-off standards for the above public
holidays shall be subject to the provisions promulgated by the government in each
year.

5.2 年休假

Annual leave

为了维护员工休息休假权利，更好地调动员工积极性，根据劳动法及《企业职
工带薪休假实施办法》规定，公司向员工提供带薪年休假。
In order to protect the rights of employees to take leaves and to encourage their
initiative in work, according to the Labor Law and the Implementing Measures for
Paid-Leave for Enterprise Employees, the employees are entitled to paid annual
leave.

员工享有的年休假分法定年休假和公司福利年休假组成。员工自入职之日起，
每人每年可享有至少十五（15）天带薪年休假，每多服务一（1）年，年假增加
一（1）天，最多可累计到二十（20）天年假。按照自然年度计算，即第二自然
年度依然为十五（15）天。
Employees are entitled to the annual leaves comprised of statutory annual leave and
welfare annual leave. The employees will be entitled to at least fifteen (15) days of
paid annual leave from the date of entry into the Company and one (1) day for one (1)
year of service for the company, which may be up to twenty (20) days of annual leave
cumulatively. The annual leave is subject to the natural year, which means that the
days of annual leave is the second natural year are still fifteen (15) days.

如当年度未休满以上假期，公司将根据相关规定进行执行。但是如果发生部门
经理已经安排该员工进行休假，而员工拒不休假的情况，视为员工放弃相应年
休假，公司将不作额外补偿。员工离职时有被确认的未用完之法定年假，公司
将根据相关法律规定折算成现金补偿。
If the above mentioned annual leave is not utilized fully, it shall be settled in
accordance with the relevant provisions of the Company. However, if the department
manager has arranged for the employee to take the leave, and the employee refuses to
do so, such employee will be deemed to waive the corresponding annual leave, and
no additional compensation will be made by the Company. When the employee
leaves the company and does not take his or her statutory annual leave fully, the left
annual leave will be converted to the cash compensation according to relevant laws
and regulations.

原则上，当年福利年休假须在当年使用。如当年度未休满的，经部门主管和人
力资源部批准后，可以将福利年休假推迟到下一个年度的3月31日之前使用，但
推迟的福利年休假不得超过5天。

34
In principle, welfare annual leaves shall be enjoyed in the current year. If the welfare
annual leave is not taken completely in the current year, after the approval by the
department heads and Human Resource department, the welfare annual leave can be
postponed to be taken before March 31 of the next year, provided that the deferred
welfare annual leaves shall not exceed five days.

员工离职时有被确认的未用完之法定年休假，公司将根据相关法律规定折算成
现金补偿。福利年休假不予补偿。
If the statutory annual leave is not taken completely by an employee when leaving the
company, the company will convert the left statutory annual leave into cash
compensation according to relevant laws and regulations. No compensation will be
given for welfare annual leave.

如果发生部门经理已经安排该员工进行休假，而员工拒不休假的情况，公司将
视作已享受该年休假。
In the event that the department manager has arranged for the employee to take a
leave and the employee refuses to take the leave, such employee will be deemed to
have taken the leave of the current year.

员工有下列情形之一的，不享受当年的年休假（包括法定及福利）：
Employees who commit any of the following will not be entitled to the annual leave
(including welfare and statutory annual leave)：

（一）职工请事假累计20天以上且单位按照规定不扣工资的；
The employee applies for more than 20 days leave due to personal reason and the
company pay the full salary;

（二）累计工作满1年不满10年的职工，请病假累计2个月以上的；
The employee has worked cumulatively for at least one year but less than ten years
and has taken cumulative sick leave of two months or more;

（三）累计工作满10年不满20年的职工，请病假累计3个月以上的；
The employee has worked cumulatively for at least ten years but less than 20 years,
and has taken cumulative sick leave of three months or more;

（四）累计工作满20年以上的职工，请病假累计4个月以上的。
The employee has worked accumulatively for 20 years or more and has taken
cumulative sick leave of four months or more.

员工已享受当年的年休假，年度内又出现上述情形之一的，不享受下一年度的
年休假。
The taken annual leave for that fiscal year should be deducted from the annual leave
entitlement for the next fiscal year.

35
 公司根据生产、工作的具体情况，在考虑职工本人意愿后，可以统筹安排年休
假。
Annual leave shall be planned by the Company according to specific circumstances
of the production and work arrangement with consideration of employee’s personal
wishes.

员工新进公司且符合享受年假条件的，当年度年法定及福利休假天数分别按照
在本单位剩余日历天数折算确定，折算后不足1整天的部分不享受年休假。折算
方法为：（当年度在本单位剩余日历天数÷365天）×员工本人全年应当享受的年
休假天数。
If any employee enters the company newly and meets the conditions for annual leave,
the days of statutory and welfare leave in the current year shall be determined
according to the number of calendar days remaining in the company, and if the annual
leave is less than 1 day after the conversion, such annual leave will not be taken.
Conversion method: (the remaining days in the current year in the company÷ 365
days) × days of annual leave that the employee is entitled to in the whole year.

公司与员工解除或者终止劳动合同时，当年度未安排员工休满应休法定年休假
的，应当按照员工当年已工作时间折算应休未休年休假天数并支付未休年休假
工资报酬，但折算后不足1整天的部分不支付未休的法定年休假工资报酬。折算
方法为：（当年度在本单位已过日历天数÷365天）×员工本人全年应当享受的法
定年休假天数-当年度已安排法定年休假天数。
If the Company and any employee revoke or terminate the employment contract, and
if the Company does not arrange for the employee to take the statutory annual leave
completely, the employee will be entitled to the days of annual leave left in the
current year and the remuneration payable for the left annual leave converted in
accordance with the working time of the employee, and if the annual leave is less
than 1 day after the conversion, no remuneration will not be paid for the left annual
leave. Conversion method: (the calendar days of service in the Company in the
current year ÷ 365 days) × the full days of statutory annual leave that the employee is
entitled to in the current year - the days of annual number having taken in the current
year.

如员工离职时存在多享受的福利年休假，公司有权予以扣回。
If the employee takes extra welfare annual leave upon leaving the company, the
company shall have the right to deduct the same.

5.3 病假

Sick leave

36
 员工每年最多可以有15个工作日的带薪病假，但员工必须根据公司要求出具(市
二级或以上医院)区级以上医院开具的病假证明，包括但不限于挂号单、病历卡
等。未按公司要求提供病假证明而仅提供有效的病假单，则不享受带薪病假待
遇。
Each employee may take paid sick leaves of 15 days in minimum each time with sick
leave certificate given by district-level or higher hospital including but not limited to
booking form, medical record, etc. Original documentary evidence should be
submitted for applying for paid sick leave.

员工如遇门诊，应该在生病的当天中午12点以前通知其所在的部门经理；如遇
急诊，员工家属可代替员工通知其所在的部门经理。并且，员工须在当日通过
微信等网络沟通平台将病假证明的照片提供给上级主管或行政部门负责人，并
在回到工作岗位后向部门经理和公司人力资源部提交由医院开具的病假证明原
件。如员工无法提供真实有效的病假证明，将按旷工处理。
In case of out-patient, the employees shall inform their departmental managers of
such circumstance before 12 o'clock of the same date; in the case of emergency, the
family members of the employees may do so on behalf of such employees. In
addition, the employee shall provide the photo of the sick leave certificate to the
superior supervisor or the chief of the administrative department via Wechat on the
same day and submit the original sick leave certificate issued by the hospital to the
department manager and the human resources department after returning to work. If
any employee cannot provide a true and effective sick leave certificate, he or she will
be treated as absenteeism.

对于每年病假天数累计超过15个工作日的，以当地劳动法的规定发放病假工资。
When accumulative sick leaves are more than 15 working days, the employee will be
paid according to local labor regulations.

上述福利病假期间的病假，一并计入法定医疗期。医疗期以员工工作履行地的
地方规定为准。
Days of paid sick leaves will also be accumulated in the statutory medical treatment
period. Treatment period take the he local regulations at the place where the
employees work as standard.

病假工资按实际工作履行地的标准执行。
The sick pay for the employees will be executed in accordance with the local
regulations at the working place of the employees.

5.4 无薪事假

Unpaid leave

37
 在没有特殊情况下公司一般不批准无薪事假。如员工遇紧急情况并已休完年假，
须向上级主管和人力资源部事先提出申请，经批准后方可休假（超过 3 天以上
的事假须经 CEO 批准）。因紧急情况无法事先请假时，须电话告知上级主管，
事后补交申请，并由上级主管和人力资源部决定是否批准。申请无薪事假未获
批准而擅自缺勤者作旷工处理。
Without special circumstances, the company generally does not approve unpaid leave.
If an employee is in an emergency and has taken the annual leave completely, he/she
must file an application in advance with his or her superior supervisor and the Human
Resources Department, and may take a leave only after his or her application is
approved (leave for more than 3 days is subject to CEO approval). In case of
emergencies which causes prior application is impossible, the employee shall notify
the supervisor by telephone and make an application afterwards. The supervisor and
the human resources department will decide whether or not to approve the application.
Any employee who is absent from his or her work without approval after his or her
application for unpaid leave is refused will be deemed as absenteeism.

无薪事假期间的奖金、福利支付按照相关奖金、福利支付规定处理。
During the unpaid leave, bonuses and welfare benefits shall be processed in
accordance with relevant provisions on bonus and welfare payment.

5.5 产假/陪产假

Maternity / paternity leave

1).产假

Maternity leave

在中国休产假必须符合中国相关规定的要求。女性员工可以获得至少 98 天（日
历日，遇法定节假日不顺延）的产假，以及各地的延长产假（上海地区为 30 天，
遇法定节假日顺延）。产前假 15 天，产后 83 天。
Employees of normal fertility are entitled to 98 days of maternity leave (calendar date,
cannot be exceeded in public holidays), of which 15 days are for antenatal period
(subject to the due date), and exceeding days according to local regulations
(exceeding in public holidays). In Shanghai employees are entitled to 30 days as
exceeding maternity leave.

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 怀孕的女职工，根据医疗机构的要求在工作时间内进行产前检查，视为正常出
勤，但须提交相关医疗证明。
The hours taken by the antenatal examination conducted within work hours as
specified by the medical treatment and care institution during the gestation shall be
taken as work hours, but the medical records shall be presented.

怀孕女员工最晚应于孕后一个季度内通知部门主管和人力资源部其怀孕状况，
并提供合法生育及预产期的证明。
Pregnant employee should notice the department manager and HR department of the
pregnant situations at least within a quarter after being pregnant with certificates of
legal maternity and due date.

怀孕女员工应在休产假前 1 个月向上级主管和人力资源部就工作交接进行沟通，
并在生产后提交《生育医学证明》、产假结束前 15 天与公司确认产假结束和返
岗的日期，以便公司做好工作交接安排。
Pregnant women employees shall, one month before the maternity leave,
communicate with their supervisors and human resources department concerning the
transfer of work and submit the Birth-giving Medical Certificate after production,
contact with the company to confirm the date of end of maternity leave and the date
of return to work 15 days before the end of maternity leave, so as to enable the
company to arrange for the handover work.

哺乳时间
Breastfeeding time

产假解除返岗工作的女员工，在小孩满周岁前，每天享有 1 小时的授乳时间。
多胞胎的，授乳时间依法增加。
The woman employees who go back to the post after end of maternity leave are
entitled to 1 hour of breastfeeding time each day before their children reach one full
year of life. In the event of multiple births, the breast-feeding time will be increased
according to the law.

2).陪产假

Paternity leave

39
 男性员工在其合法配偶生产时，可申请不少于 10 天(日历日)的陪产假。陪产假
须在配偶预产期（或实际生产日期）前 15 天至实际生产后的 1 个月内申请并一
次性连续使用，遇法定节假日顺延。
Male employees may be granted with paternity leave for at least 10 calendar days if
their spouses meet the legal requirements of birth. It should be applied from 15 days
before the due date to one month after production at one time (exceeding in public
holidays).

5.6 婚假

Marriage Leave

员工入职后登记结婚的，根据国家法律和法规规定，可享有 10 天（日历日）婚
假，遇法定节假日顺延。员工实际工作履行地规定高于上述婚假天数的，以当
地规定的天数为准。
The employee registered for marriage after employed can enjoy 10-calendear-day
marriage leave (exceeding in public holidays). The more marriage leave regulated by
local regulation where the employee work will be conducted as the local regulation.

员工申请婚假应当提前一（1）个月填写书面申请并经部门主管和人力资源部批
准后方可休假。
The employee who apply for marriage leave should submit one (1) month in advance
with the approval of department supervisor and HR department.

员工必须向人力资源部出示其结婚证书作为证明，婚假应在结婚后（以结婚证
日期为准）一年内一次性休完。
The marriage leave shall be used up in one time within one year after the marriage
(subject to the time as set out in the marriage license) with marriage certificate
submitted to HR department.

5.7 丧假

Bereavement leave

员工直系亲属（父母、配偶、子女及同胞兄弟姐妹）或员工岳父母、公婆死亡，
公司给予三（3）天丧假。

40
 An employee may apply for bereavement leave of 3 days to take care of funeral
matters, in the case of decease of one of his/her family members (parents, parents in
law, spouse, children and fellow siblings).

员工及配偶的祖父母或外祖父母死亡，公司给予一（1）天丧假。
An employee may apply for bereavement leave of one day in the case of decease of
employee’s or employee’s spouse’s grandparents.

员工申请休丧假应当提前填写书面申请并经人力资源部及所在部门主管批准后
方可休。在公司认为有必要的情况下，可要求员工提供直系亲属的死亡证明。
The employee should submit written application and approved by HR department and
department supervisor. The company can ask the employee to submit death certificate
when necessary.

丧假原则上应于亲属死亡后的 2 个月内一次性使用。
Bereavement leave should be used up at one time within two months after the death.

5.8 请假申请流程

Leave application procedure

员工应事先向上级主管提交休假申请，上级主管审批后由员工本人告知人力资
源部，然后方可休假。
Employees shall submit the application for leave to their supervisors firstly and may
take the leave only after such application is approved by their supervisors and the
employees inform the human resources department of the same.

所有的休假申请应有足够的提前量，不同类型休假如果需要有申请提前期间的，
已经在各个相关章节注明。
All leave applications shall have sufficient lead time, and the early period required for
different types of leave has been specified in the relevant sections.

申请年假的程序：
Annual leave application procedure:

所有年假应在规定时间内向上级主管提出申请；

41
All applications for the annual leave shall be filed with the supervisors within the
prescribed time;

上级主管书面批准；
Written approval of supervisors;

请假申请报人力资源部备案，如未送达人力资源部，公司有权作无故缺勤旷工
处理。
Leave applications shall be put on file at the Human Resources Department, and if
not delivered to the Human Resources Department, the company will have the right
to treat is as absenteeism.

除了获得部门经理的书面批准，一般情况下在员工正式递交辞职信之后的离职
通知期内，员工不得再使用剩余的年假。
Unless the written approval from the department manager obtained, generally
employees are not allowed to use the remaining annual leave during the demission
notice period after the employees formally submit their resignation letter.

申请病假的程序：
Sick leave application procedure:

员工每年最多可以有 15 个工作日的带薪病假，但员工必须根据公司要求出具区
级以上医院开具的病假证明，包括但不限于挂号单、病历卡等。未按公司要求
提供病假证明而仅提供有效的病假单，则不享受带薪病假待遇。
Employees are entitled to 15 working days of paid sick leave maximally each year,
provided that the employees must present sick leave certificates issued by the
hospitals of above district level according to the requirements of the Company,
including but not limited to the registration list, medical records and so on. The
employees will be not entitled to paid sick leave treatment if failing to provide sick
leave certificates as required by the Company and providing valid sick leave notice
only.

员工如遇门诊，应该在生病的当天中午 12 点以前通知其所在的部门经理；如遇
急诊，员工家属可代替员工通知其所在的部门经理。并且，员工须在当日通过
微信将病假证明的照片提供给上级主管或行政部门负责人，并在回到工作岗位
后向部门经理和公司人力资源部提交由医院开具的病假证明原件。如员工无法
提供真实有效的病假证明，将按旷工处理。

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In case of out-patient, the employees shall inform their departmental managers of
such circumstance before 12 o'clock of the same date; in the case of emergency, the
family members of the employees may do so on behalf of such employees. In
addition, the employee shall provide the photo of the sick leave certificate to the
superior supervisor or the chief of the administrative department via Wechat on the
same day and submit the original sick leave certificate issued by the hospital to the
department manager and the human resources department after returning to work. If
any employee cannot provide a true and effective sick leave certificate, he or she will
be treated as absenteeism.

申请无薪事假的程序：
Unpaid leave application procedure:

在没有特殊情况下公司一般不批准无薪事假。如员工遇紧急情况并已休完年假，
须向上级主管和人力资源部事先提出申请，经批准后方可休假。因紧急情况无
法事先请假时，须电话告知上级主管，事后补交申请，并由上级主管和人力资
源部决定是否批准。申请无薪事假未获批准而擅自缺勤者作旷工处理。
Without special circumstances, no unpaid leave will be approved generally. If an
employee is in an emergency and has taken the annual leave completely, he/she must
file an application in advance with his or her superior supervisor and the Human
Resources Department, and may take a leave only after his or her application is
approved. In case of emergencies which causes prior application is impossible, the
employee shall notify the supervisor by telephone and make an application afterwards.
The supervisor and the human resources department will decide whether or not to
approve the application. Any employee who is absent from his or her work without
approval after his or her application for unpaid leave is refused will be deemed as
absenteeism.

申请产假的程序：
Maternity leave application procedure:

怀孕女员工应在休产假前 1 个月向上级主管和人力资源部就工作交接进行沟通，
并在产假结束前 15 天与公司确认产假结束和返岗的日期，以便公司做好工作交
接安排。
Pregnant female employees shall, one month before the maternity leave,
communicate with their supervisors and human resources department concerning the
transfer of work and shall contact the company to confirm the date of end of

43
maternity leave and the date of return to work 15 days before the end of maternity
leave so as to enable the company to make the handover arrangement.

申请婚假的程序：
Marriage leave application procedure:

员工申请婚假应提早 2 周持结婚证明向上级主管提出申请，并报人力资源部备
案。
Employees applying for marriage leave shall fine application for marriage leave with
their supervisors 2 weeks ahead of marriage leave by presence of the marriage
certificate and submit the same to the Human Resources Department for recording.

申请丧假的程序：
Bereavement leave application procedure:

若员工直系亲属死亡，经人力资源部批准，员工可有 3 天的丧假。在公司认为
有必要的情况下，可要求员工提供直系亲属的死亡证明。
In the event that any immediate family member of an employee passes away,
approved by the Human Resources Department, the employee may have three days of
bereavement leave. If the Company deems it necessary, the employee may be
required to provide evidence of the death of the immediate family member.

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6、 行为准则

Code of conduct

6.1 安全与健康

Safety and health

1). 安全

Safety

在离开办公室前，员工必须锁好公司的门（如果员工是最后一个离开公司）并/
或锁上员工工作区域存放保密信息或笔记本电脑的工作柜。
The employee must lock the door (if the employee is the last one to leave) and close
and/or lock the working cabinet with confidential information and laptop in it before
leaving.

在公司内发生任何偷窃或犯罪行为应立即向部门经理报告。如果员工发现任何
形迹可疑的人在办公室内活动，应当立即向部门经理汇报或通知办公楼的保安
人员。
Any theft should be reported to department manager. Any suspected people in office
should be reported to department manager or security people in working building.

员工将获得并使用用于识别身份、进出公司允许的指定办公区域的门卡。如果
门卡遗失，员工应该立即报告人力资源部，以便采取适当的措施。
The employee has card for identity and entry in specified working area. The losing of
card should be reported to HR department to take appropriate actions.

员工邀请外来人员，须在前台处进行登记，并在指定的会议室进行接待。未经
公司许可，不得带领外来人员前往公司办公区域。更不得向外来人员提供公司
资料及数据。
The employee who invites outside person should register in reception and take them
to the specific meeting room but not the working area. The employee should not
provide company’s materials and data to the outside people either.

如遇国家发布红色自然灾害预警，则公司将通知员工在家等待通知。当自然灾
害预警消除，员工应及时返岗工作。

45
 If the red alarm of natural disasters is released by the government, the employees stay
at home and wait for notice. When it is canceled, the employee should go back to
work in time.

2). 健康

Health

本公司认识到滥用药品和饮酒会影响员工的健康和工作，并对所有员工和客户
的工作环境产生不安全的隐患。为保持高效、安全健康的工作环境，禁止擅用
毒品和酒精。
The company realizes that drug abuse and alcohol drinking will affect employees’
health and work and cause the unsafety risk to all the employee and customers. To
maintain the effective, safe and healthy work environment, drug and alcohol should
be forbidden.

任何员工在公司办公区域非法使用、销售、制造、分发或储藏管制物品，违禁
药品和酒精或在工作中受此类物品影响都将受到处罚、解雇甚至被提起诉讼。
Any employee illegally use, sale, produce, distribute and store forbidden things, or
affected by drugs and alcohol in work will be punished, dismissed or even sued.

从事有职业危害的工作岗位，公司将定期安排专项体检。如员工存在职业禁忌
或已发生职业危害的情形，则公司有权将员工调离原岗位，并提供其它岗位的
工作机会。
The company will arrange special physical examination for the employee who work
in occupational dangerous position. The company has the right to transfer and provide
another position when occupational contraindication exists or already happen.

员工如患有行政部门颁布的严重危害他人健康的传染性疾病，应当及时向公司
报备，并按行政部门的要求进行隔离。如因员工隐瞒而导致其他员工的健康受
到危害，公司将予以违纪处理。
If the employee has the infection released by the administration department, the
employee should report to the company and be anti-apartheid according to
requirements of administration department. The company will take disciplinary
actions if other employees’ health is affected due to the concealment.

工伤事故

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Work related injury

员工在办公场所内受伤或患病的，公司将为其提供照顾、急救和紧急救护。若
周围的同事或其他人出现严重的呼吸困难、昏迷、严重的胸痛、严重出血、重
大外伤（骨折、严重烧伤等）或任何需要紧急救治的情形，员工必须立即拨打“120”
急救电话，请求紧急治疗。
Employees will be provided with care, first aid and emergency care if they are injured
or suffer sick in the workplace. In the event of severe breathing difficulties, coma,
severe chest pain, severe bleeding, major trauma (severe fractures, severe burns, etc.),
or any other emergency medical condition suffered by nearby colleague or others, the
employees must immediately dial "120" requesting for emergency treatment.

员工应及时向其主管报告任何发生在工作场所内、驾驶公司车辆时、履行工作
职责时或出差行程中的紧急状况。主管会指导他/她完成须填的表格。
The employee shall report promptly to his or her supervisor of any emergency that
occurs in the workplace when driving company vehicle, or performing job duties, or
on a business trip. The supervisor will direct him / her to complete the required form.

如果员工在工作时受伤，公司将依照有关法律法规为其提供保险和保护。员工
在工作中受伤的，必须立刻汇报至他/她的主管，主管会通知人力资源部。
If an employee is injured at work, the company will provide insurance and protection
in accordance with the relevant laws and regulations. If an employee is injured at
work, he/she must immediately report it to his / her supervisor, who will inform the
Human Resources Department.

不汇报事故可能造成严重的后果，包括使员工无法获得员工保险赔偿。
Failure to report an incident can cause serious consequences, including the
employee's inability to obtain employee insurance coverage.

欲了解员工保险赔偿的更多信息，请详见地方附录。
For more information on employee compensation, please see the local appendix.

下列内容仅作为事故发生造成人员伤害时的行动指导。员工应当根据事故的具
体情形作出最佳判断。
The following information is provided only as a guide for action when an accident
results in personal injury. Employees shall make the best judgments based on the
specific circumstances of the accident.

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轻微事故
Minor accident

若发生轻微伤害事故，应立即向当班的最高负责人报告。如果合适，应加以急
救护理。如有必要，应将伤员就近送往诊所或医院。公司所有场所均应在触手
可得的位置备置急救箱。
In the event of a minor injury, it shall be reported immediately to the highest person
in charge. If appropriate, emergency care shall be provided. If necessary, the injured
should be sent to the nearest clinic or hospital. First-aid kits shall be available at the
ready-for-use locations in the company.

严重事故
Serious accident

若发生严重伤害事故，应立即采取下列措施：
In the event of a serious injury, the following measures shall be taken immediately:

- 通知最近的主管；若电话可用，拨打“120”呼叫救护车；
Notify the nearest supervisor; if the phone is available, call "120" to call the
ambulance;

- 如果接受过急救训练，应向受伤人员提供帮助；
Assistance should be given to the injured person if first aid training is obtained;

- 如果未受过急救训练，切勿尝试提供急救，而应尽一切努力寻求医生或其他
有资质人员的帮助。请勿尝试移动伤员，除非此类行为因火灾、有害气体泄漏
或伤员有窒息危险等而确有必要。
Without first aid training, do not attempt to provide first aid, instead make every
effort to seek the assistance of a doctor or other qualified person. Do not attempt to
move a wounded person unless such action is necessary due to fire, hazardous gas
leaks, or a risk of suffocation.

- 如果员工在工作中受伤或发现其他员工受伤的，他/她应告知主管。主管应
在 24 小时内将事故的详细情况汇报至人力资源部。
If an employee is injured at work or another employee is found injured, he or she
should inform his or her supervisor. The supervisor shall report the details of the
incident to the Human Resources Department within 24 hours.

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 工伤补偿
Compensation for work related injury

员工在工作中因工作原因受伤的，有权根据工伤保险条例享受赔偿。员工或其
主管应通知部门主管及人力资源部，由其完成相应的工伤鉴定申请表。该申请
应在事故发生之日起 30 日内提交至当地相应的劳动部门。如员工适用意外事故
保险的，应同时向保险公司提交相关文件的复印件。
If an employee is injured at work due to work, he/she is entitled to compensation
according to the regulations on work injury insurance. The employee or his or her
supervisor shall notify the department head and Human Resources Department of the
completion of the corresponding work injury appraisal application form. The
application shall be filed within 30 days from the date of the accident to the
appropriate local labor department. If the employee is covered by accident insurance,
a copy of the relevant documents shall be submitted to the insurance company at the
same time.

6.2 工时与考勤

Working hours and attendance

1).工作时间

Working hours

根据国家相关规定、工作岗位性质要求和公司业务需要，公司的不同的工作岗
位适用不同的工作时间制度，包括：标准工时制、综合计时工作制、不定时工
作制等。
Different positions use different work hour system according to relevant national
regulations, requirements of work position and demands of business needs which
includes standard, comprehensive and flexible work hour system.

其中不定时工作制适用于劳动和社会保障局审批通过的高级管理、市场销售、
外勤岗位。
Flexible work hour system will be used in senior executive, business sales and field
staff after getting approval from local labor bureau.

其中外勤岗位指因工作要求，需要经常外出与政府相关部门、客户、经销商、
供应商等沟通联络的岗位，涉及岗位主要包括各地产品维修、合规审查、IT 维

49
 护、政府事务、法规事务、公共事务及传播、供应链管理、渠道管理、质量管
理、采购、人事外勤、财务外勤等。
Field staff position means usually work outside to communicate with relevant
departments of government, customer, dealer, supplier, etc. Relevant positions
include product repair, compliance review, IT maintain, government business, legal
business, public business and transmission, supplier management, channel
management, quality management, purchase, human resource field staff, financial
field staff, etc.

对于实行不定时工作制的员工，采取弹性工作方式，员工可根据工作任务合理
安排工作和休息时间，不做考勤要求。
For employees who conduct flexible work hour system, they can arrange work and
rest according to work without attendance check.

实行标准工时制的员工适用弹性工作制，公司正常工作时间为周一至周五，每
天 8 小时。上班时间在上午 9:00 至 9:30，下班时间在下午 6:00 至 6:30，期间包
括午餐时间（午餐时间为一小时，在下午 12:00 至 2:00 之间用餐），午餐时间
不计入工作时间。
For standard work hour employee, they have flexible work. Formal work hour are 8
hours from Monday to Friday. Work hour from 9:00-9:30 am. to 6:00-6:30 pm.
without lunch hour (one hour, 12:00-2:00 pm.).

2).考勤

Attendance

为了保证组织的高效运作，公司希望所有执行标准工时制的员工能准时出勤。
In order to ensure the efficient operation of the organization, the company expects all
employees implementing the standard working hours system are on duty on time.

公司禁止员工虚假考勤，包括但不限于：找人/代人打卡。一经发现，按违纪论
处。
The employees are prohibited from false attendance, including but not limited to: ask
others to check the card on his or her behalf/check the card for other employees. In
the event of such circumstance, such employee will be treated as violation of
discipline.

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 员工任何无正当理由的迟到、早退或缺勤将作为违纪处理，并影响员工年终的
业绩考核和年终奖发放。如果员工由于健康或其他不可预知的原因不能准时到
岗，员工必须在上班前与其上级主管和人力资源部联系，并在到岗后提交休假
申请。
Any late or early leave or absenteeism by employees without due reason will be
treated as a misconduct and will affect the performance appraisal and year-end
awards of employees at the end of the year. If an employee cannot arrive on time due
to health or other unpredictable reasons, he/she must contact his/her supervisor and
the Human Resources Department prior to work and submit an application for leave
after arrival.

6.3 信息安全与保密

Information security and confidentiality

1).公司信息安全

Information security

公司的信息资料（包括并不仅限于公司营业执照、组织机构代码证书、批准证
书、税务登记证、统计登记证以及外汇登记证等相关文件的原件和复印件、公
司的各种印章）及员工个人信息资料（包括并不仅限于员工的身份证、护照、
文凭、结婚证、居住证、拘留证等文件的原件和复印件）的管理使用等情况需
遵守以下规定：
The management and utilization of the information of the company (including but not
limited to the originals and photocopies of company's business license, organization
code certificate, approval certificate, tax registration certificate, statistical registration
certificate and foreign exchange registration certificate and other relevant documents
and company's various stamps) and personal information and materials of employees
(including but not limited to the originals and photocopies of identity card, passport,
diploma, marriage certificate, residence certificate, detention certificate, etc.) shall
comply with following requirements:

 上述提及的公司和员工的信息资料归公司和相关员工所有；
 The information of the company and employees mentioned above shall be
owned by the Company and pertinent employees;

 上述提及的公司和员工的信息资料的使用仅限于工作之用；

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 The use of the information of the companies and employees mentioned above is
limited to work purpose;

 公司信息资料的使用需经相关主管核实并批准后方可使用；
 The use of information of the company is subject to verification and approval by
the relevant supervisor;

 员工个人信息资料的使用需经相关主管核实并批准后方可使用；
 The use of personal data of employees shall be subject to the prior verification
and approval by the relevant supervisor;

 任何未按上述程序私自使用公司信息资料及员工个人信息资料的情形将被
视为严重违反公司规章制度的行为并将依据公司相关规章受到相应的惩处。
 Any unauthorized use of information of the company and employees' personal
data in violation of the above procedures will be considered as a serious
violation of the Company's rules and regulations and will be punished in
accordance with the Company's relevant rules and regulations.

保密：员工均不得向第三方披露公司的任何技术资料、商业信息或有关公司任
何的非公开资料，除非法律或监管指令要求该披露行为，或合同明确约定该披
露行为，但是签约方均需在合同中承诺保密信息仅用于合同目的，并承担保密
义务。保密信息的公开须符合公司的相关政策规定。
Confidentiality: Employees shall not disclose any technical, commercial or any
non-public information of the Company to any third party unless the disclosure is
required by legal or regulatory directives or any contract expressly stipulates that
disclosure, provided that the parties to the contract shall commit in the contract that
confidential information is used only for contractual purposes and all parties involved
are subject to confidentiality obligations. Disclosure of confidential information is
subject to the policies of the Company.

根据公司规定，所有关于任何员工的薪酬信息是保密的。员工不得与同事或任
何外界人员谈论或透露此类信息，包括工资、奖金、福利等等。如经发现此类
行为，公司将此认定为扰乱公司正常的营运秩序，并给予口头警告。
According to the regulations of the Company, all information about the remuneration
of any employee is confidential. Employees are not allowed to discuss or disclose
such information with their colleagues or any outside person, including wages,
bonuses, benefits, and so on. If such acts are found, such employees will be held as
disrupting the company's normal operating order, and will be subject to oral warning.

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2).保密信息

Confidential Information

专有信息
Proprietary information

员工同意，所有与公司及/或任何公司的业务、业务关系或财务相关的，且公司
及/或任何公司未向公众发布的各种信息，无论是否以书面方式存在（下文统称
为“专有信息”），都为且将为公司及/或相关公司的独占专有财产。专有信息包
括公众未能获得的信息或材料，比如：（a）公司信息，包括各种计划、战略、
方法、政策、解决方案、谈判或诉讼、协议、合同、分析、报告、函件、数据、
财务报表、会议纪要、业务拓展计划及财务信息；（b）市场营销信息，包括各
种计划、战略、方法、客户、前景预测、市场营销或推广政策或活动，或市场
分析或预测；（c）财务信息，包括成本及绩效数据、债务安排、股权结构、投
资人及持股情况、采购、销售数据、价格表及成本信息；（d）运营及技术信息，
包括各种计划、规格书、手册、表格、模板、软件、设计、程序、公式、方法、
发明、发现、改进、调查数据、概念及想法；及（e）人员信息，包括人员列表、
报告或组织结构、简历、人事数据、薪酬结构、绩效考核及解除安排或文件。
An employee agrees that, all information relating to business, business relationships
or financial affairs of the Company and/or any relevant company that are not
published by the Company and/or any company to the general public, no matter
whether they are in written form (hereinafter referred to as “proprietary information”)
are and will be exclusive proprietary property of the Company and/or relevant
company. Proprietary information include all information or materials to which the
general public cannot get access, such as: (a) Information of the Company, including
various kinds of plans, strategies, methods and policies, solutions, negotiations or
litigations, agreement, contracts, analyses, reports, correspondence, meeting minutes,
data, financial statements and financial information and business development plans;
(b) marketing information, including various kinds of plans, strategies, methods,
customers, prospect forecasts, marketing or promotion policies or activities, or market
analyses or forecasts; (c) financial information, including cost and performance data,
debt arrangement, equity structure, investor and shareholding situation, purchase and
sales data, price list and cost information; (d) operating and technical information,
including various kinds of plans, specifications, brochures, forms, templates, software,
designs, processes, formulas and methods, inventions, discoveries, improvements,

53
survey data, concepts and ideas; (e) personnel information, including personnel lists,
reports or organization structure, resumes, personnel data, salary structure,
performance appraisal and rescission arrangement or documents.

公司的权利的确认
Confirmation on Rights of the Company

在员工聘用期间及之后的任何时候，员工都将对公司的专有信息严格保密，且
在未经公司的事先书面准许时，员工在任何时候都不会向公司之外的任何人员
披露该专有信息，或将专有信息用于履行员工作为公司雇员职责目的之外的其
他目的，或允许任何其他人员用于其他目的。专有信息包括公司及任何公司的
专有信息、客户或供应商名单或公司从第三方获得的任何信息。员工将配合公
司并尽员工最大努力防止任何专有信息未经授权而被披露。
During the period the employee is employed and at any time thereafter, the employee
will keep strict confidence for proprietary information of the Company, and if there is
no prior written approval of the Company, the employee will not disclose such
proprietary information to any person other than the Company at any time, or use the
proprietary information, and will not perform duties other than being an employee of
the Company, and will not allow other persons to perform duties of other purposes.
Proprietary information includes proprietary information of the Company and any
company, name list of customers or suppliers, or any information obtained by the
Company from a third party. An employee will coordinate with the Company and try
his or her best to prevent any proprietary information from being disclosed without
authorization.

此外，员工不会将专有信息或其任何部分用于同公司及/或任何公司的任何商业
活动进行不正当竞争或为自己或第三方获得不正当利益。在公司要求时，员工
将向公司递交员工持有或控制的所有专有信息副本。员工将遵守公司及/或任何
公司就专有信息施加或要求的任何其他合理防范措施。
Moreover, the employee will not use the proprietary information or any of its part for
unfair competition against the Company and/or any company and will not obtain
improper interests for itself or a third party. Upon request of the Company, the
employee will submit to the Company all copies of the proprietary information held
or controlled by the employee. An employee will observe any other reasonable
prevention measures imposed or required by the Company and/or any company under
the Relevant company in respect of the proprietary information.

其他人权利

54
Rights of Others

员工理解，公司现在及此后可能同第三方达成保密协议，该协议可能要求公司
对第三方的专有信息进行保密或限制使用第三方的专有信息。员工将对该类第
三方信息严格保密，且员工不会向任何人员（为了履行公司及/或公司工作需要
知道该类信息的本公司及/或任何公司任何人员除外）披露该信息或将该信息用
于履行员工职责所需范围之外的其他目的。
An employee understands that, the Company may conclude a confidentiality
agreement with a third party at present and at a later time, and such agreement may
require the Company to keep confidence for the third party’s proprietary information
or restrict the use of such proprietary information. An employee will keep strict
confidence for such third party information, and the employee will not disclose such
information to any person (except for the Company and/or any company under the
Relevant company in need of knowing such information in performing work of the
Company and/or any company) or use such information for other purposes beyond
performing the employee’s duties.

开发成果
Development Results

在员工聘用期间及之后的任何时间，员工将立即向公司全面披露员工（独自或
同他人一起）在聘用期间所创造、制造、构思或实施或根据员工指示所产生的
各种发明、发现、设计、开发成果、方法、工艺、修改、改进、算法、数据库、
计算机程序、公式、技术、商业秘密、图表或图像、声音或图像作品及其他具
有著作权的作品，无论该作品是否申请了专利或著作权（下文统称称为“开发
成果”）。在法律允许的最大范围内，员工谨此不可撤销地向公司及其继受人
及让与人转让或让与员工在开发成果中的且符合下述条件的所有权利、所有权
及利益：（a）与公司的业务、或公司的客户、或供应商、或公司所开发、生产
或出售的产品或服务、或配套该服务或产品使用的服务或产品、相关的权利、
所有权及利益；或（b）因员工履行职责所产生的各种权利、产权及利益；或（c）
因使用公司所拥有的、租赁的或承包的不动产或个人财产（无论是有形财产还
是无形财产）所产生权利、产权及利益（“公司相关开发成果”），及所有相关的
专利及专利申请、商标和商标申请、著作权及著作权申请、设计及设计申请及
在任何国际公约项下全球范围内所有国家和地区的其他知识产权（下文称为“知
识产权”）。所有员工在公司的相关开发成果的权利、产权及利益根据法律或合
同并不自动归属于公司的范围内，及在法律允许的最大范围内，员工谨此同意
采取公司要求的各种措施并签署各种文件，以便将员工在开发成果中的权利、
产权及利益转让给公司。如本协议签署于员工同公司签订的劳动合同之后的，

55
员工在此对所有与公司相关的开发成果中上述提及的完整权利、产权及利益的
确认仅为确认公司及员工之前就所有公司相关开发成果所有权已达成谅解。
During the period the employee is employed and at any later time, the employee will
promptly fully disclose to the Company all inventions, discoveries, designs,
developments, achievements, methods, processes, modifications, improvements,
algorithms, database, computer programs, formulas, technologies and business secrets,
charts, or images, sound or image works and other works with copyright that are
created, made, conceived, implemented by the employee (solely or jointly with others)
or generated with instruction from the employee during the employment period, no
matter whether a patent or copyright is applied for the work (hereinafter referred to as
“development results”). To the greatest extent permitted by law, the employee hereby
irrevocably transfers or cedes to the Company, its successors and assignees all rights,
ownerships and interests of the employee in the development results that meet the
following conditions: Rights, ownerships and interests in connection with business of
the Company, products or services developed, produced or sold by the Company or
its customers or suppliers, or products or services used in mating such products or
services; (b) all rights, property rights and interests generated by the employee in
performing his or her duties; (c) rights, property rights and interests generated (“the
Company’s relevant development results”) in using real property or personal property
leased or contracted by the Company (whether tangible or intangible properties) and
all relevant patents and patent applications, trademarks and trademark applications,
copyrights and copyright applications, designs and design applications and other
intellectual property rights of all other countries and regions around the globe under
any intentional conventions (hereinafter referred to as “intellectual property right”).
To the extent that rights, property rights and interests of all the employees in relevant
development results in the Company are not automatically owned by the Company
according to laws or agreements and to the greatest extent permitted by law, the
employee hereby agrees that he or she will take all measures required by the
Company and sign all kinds of documents, so that the employee can transfer the
rights, property rights and interests in the development results to the Company. If the
agreement is signed after the date on which the employee signs employment
agreement with the Company, the confirmation made by employee here for the above
mentioned complete rights, property rights and interests in relevant development
results in connection with the Company is only a confirmation of the fact that the
Company and the employee have concluded an understanding on ownership of
relevant development results of the Company.

56
员工理解并同意，员工聘期期间及结束后，除公司另行以书面方式准许外，员
工不得自行或责成他人将员工聘用期间员工所创造、制造、构思或实施或根据
员工指示所产生的公司相关知识产权用于商业目的，员工也不得就公司相关开
发成果相关的任何知识产权进行注册或促使他人进行注册。
An employee understands and agrees that, during the period the employee is
employed and after closing of the period, the employee shall not or order others to
use relevant intellectual property rights of the Company created, made, conceived or
implemented by the employee during he or she is employed or generated upon
instruction of the employee for any commercial purpose, and the employee shall
register or cause others to register for any intellectual property right relating to
development results in connection with the Company, unless the Company otherwise
permits in writing.

员工理解并同意，公司向员工支付的报酬及/或工资包括了因剥夺员工聘用期间
员工所创造、制造、构思或实施或根据员工指示所产生的公司相关知识产权（如
有）而依法支付的补偿。
An employee understands and agrees that, the remuneration and/or salary paid by the
Company to the employee contains the compensation paid according to law due to
deprivation of relevant intellectual property rights (if any) of the Company as created,
made, conceived or implemented by the employee during the period he or she is
employed or generated upon instruction of the employee.

员工将不会在公司的产品、工艺或机器中使用符合下述条件的任何开发成果，
即员工在同公司签订劳动合同之前已经独自或协同他人构思、开发或实施的开
发成果且员工认为该开发成果属于第三方的财产（下文称为“入职前开发成果”）。
在员工的聘用期间，如果员工在公司产品、工艺或机器中并入员工认为属于员
工财产的入职前开发成果，无论是全部还是部分，员工谨此授予公司非独占、
免许可费、不可撤销、永久且适用于全球范围的许可（及再次许可的权利），
许可公司可以制造、修改、适用及出售该入职前开发成果。虽然前述作了规定，
未经公司的事先书面同意，员工不得在公司的任何产品、工艺或机器中使用、
或允许使用任何入职前开发成果。员工保证，公司根据本款规定使用入职前开
发成果的行为不会侵犯任何人员的知识产权或其他权利，且公司无需任何其他
人员的同意就可使用入职前开发成果。
An employee will not use any development result meeting the following conditions in
any product, process or machine of the Company, that is, the development result as
conceived, developed or implemented by the employee or jointly with others before
signing the employment agreement with the Company, and the employee thinks that
the development result is a third party property (hereinafter referred to as

57
“pre-employment development result”). During the period the employee is employed,
if the employee intends to combine into the Company’s product, process or machine
any pre-employment development result that the employee thinks as property of the
employee, whether fully or partially, the employee hereby grants the Company a
non-exclusive, license fee-free, irrevocable, perpetual and globally applicable license
(and right of sublicense), which will permit the Company to make, modify, apply and
sell such pre-employment development result. Notwithstanding the above provisions,
without prior written consent of the Company, the employee shall not use or permit
the use of any pre-employment development result in any product, process or
machine of the Company. An employee guarantees that, the use by the Company of
the pre-employment development result according to this article will not infringe any
person’s intellectual property right or other rights, and the Company does not need to
seek consent of others for using the pre-employment development result.

在本协议项下，员工并无义务向公司转让符合下述条件的任何开发成果：公司
根据合理判断认定该开发成果系由完全由员工的时间所开发，且与员工聘用期
内公司实际进行或可能合理进行的各种业务拓展活动及科研活动无关，且不是
利用公司所拥有或租赁的场地或设备而产生。但是，员工将及时向公司披露任
何该类开发成果。公司谨此同意将秘密地接受该披露信息，以便确定该开发成
果是否符合本条规定的除外情形。员工理解，本协议第四条的约定应解释为不
适用于任何法院裁定及/或本公司同意的以下任何发明：根据相关国家或地区法
律规定，应认为有些雇员同意转让其所进行的那些特定级别的发明奖被除外。
Under the agreement, the employee has no obligation to transfer to the Company any
development result meeting the following conditions: the Company affirms with
reasonable judgment that such development result is totally developed by the
employee by using his or her own time, which is irrelevant to various business
expansions and scientific researches actually done or may be conducted by the
Company during the period the employee is employed, and is not generated by using
the site or equipment as owned or leased by the Company. However, the employee
shall disclose to the Company any such development result in a timely manner. The
Company hereby agrees to accept such disclosure information secretly, so as to
determine that whether the development result meets the exception situation as
stipulated in this article. An employee understands that, the provisions in article 4 of
this agreement shall be construed as being not applicable to any of the following
inventions as judged by any court and/or as agreed by the Company: the special level
invention awards as agreed by an employee for transfer according to rules and
regulations of relevant state or region.

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文件及其他材料
Documents and Other Materials

员工将对员工聘用期间所开发的各种专有信息及公司相关开发成果进行和保持
充分的记录，且该记录将提交给公司或公司（依具体情况而定），且将一直为
公司或公司的专属财产。
An employee will keep and maintain sufficient records for all kinds of proprietary
information and the Company’s relevant development results as developed by him or
her during he or she is employed by the Company, and such records will be submitted
to the Company or any company (as the case may be), and will always be exclusive
property of the Company or any company.

对于员工所保管或持有的含有专有信息的各种文件、函件、备忘录、报告、记
录、数据、草图、图纸、笔记本、布局、图表、引用及建议、规格书、程序列
表或其他书面的、图像或其他有形财产，无论是否由员工还是他人创设，都为
公司及任何公司的专属财产，员工仅能用于履行员工职责所需的目的。位于本
公司办公场所内且由本公司所拥有的任何财产，包括但不限于计算机、光盘及
其他存储媒介、文件夹或其他工作区域，公司都随时进行检查，无论是否发出
通知。
For various kinds of documents, letters, memos, reports, records, data, sketches,
drawings, notebooks, layout, graphics, reference and suggestion list, specifications,
procedures or other written, graphical or other tangible properties containing
proprietary information and as kept or maintained by the employee, whether it is
created by the employee or others, shall be exclusive property of the Company and
any company, and the employee shall use the same only for the purpose of
performing his or her duties as an employee. For any properties located in office
space of the Company and owned by the Company, including but not limited to
computers, disks and other storage media, folders, or other work areas, the Company
will carry out inspection at any time, no matter whether a notice is sent.

员工的劳动合同因任何原因解除时，在公司有要求时，员工将向公司递交员工
所持有的且与公司专有信息及员工工作相关的各种文件、注释、图纸、蓝图、
公式、规格、计算机程序、模型、原型、数据及其他性质的材料，且不会持有
任何上述各项或其副本。
In case the employee’s employment agreement is rescinded due to any reason and
upon request by the Company, the employee will submit to the Company various
kinds of documents, notes, drawings, blueprints, formulas, models, prototypes,
specifications, computer programs, data and materials of other natures as held by the

59
 employee and in connection with the Company’s proprietary information and the
employee’s work, and the employee will not hold any of the above things or any of
their copies.

知识产权的执行
Enforcement of Intellectual Property Right

在员工聘期内及之后的任何时间，员工都将完全配合公司获得、维持和执行与
开发成果相关的知识产权。公司为了保护其或公司在任何开发成果中的权利及
利益，认为有必要时，员工将签署各种文书，包括但不仅限于著作权申请书、
专利申请书、声明、宣誓、专有权转让文书及授权书等。公司经过合理努力无
法获得员工在该类文书的签名时，员工谨此不可撤销地制定并任命公司的任何
高级管理人员为员工的代理人代表员工签署任何该类文书，并可采取公司认为
任何必要或合理的措施保护其或公司任何开发成果在任何国家所享有的权利和
利益。
During the period the employee is employed and at any time thereafter, the employee
will give full support to the Company in obtaining, maintaining and enforcing any
intellectual property right in connection with the development result. In order to
protect the rights and interests of the Company or any company in any development
result, the employee will sign various kinds of documents, including but not limited
to copyright application form, patent application form, statement, affidavit, exclusive
right transfer letter and letter of authorization. In case the Company cannot obtain the
employee’s signature on such documents after making reasonable efforts, the
employee hereby irrevocably designates the Company’s any senior manager as
agent of the employee to represent the employee to sign any of such documents, and
will take all measures as deemed by the Company as necessary or reasonable to
protect the rights and interests enjoyed by it or any company in any development
result in any state.

6.4 报销制度

Reimbursement policy

公司将支付或报销您因按照公司花销政策而代表公司履行您的职责时正当产生
的任何合理花费。您须提供关于该等花费的正式税务发票以及（如有必要）证
实费用明细的任何证明文件原件，且遵守公司关于花费的规章及政策。

60
 The Company will pay or reimburse you for any reasonable expenses incurred in the
performance of your duties on behalf of the Company in accordance with the
Company's expense policy. You will be required to provide an official tax invoice for
such costs and, if necessary, the originals of any supporting documents that
substantiate the expense details, and to comply with the regulations and policies of
the Company regarding expenses.

员工如提供虚假报销或虚假的报销凭证，公司将给予违纪警告处理。
If any employee provides false claims or false reimbursement vouchers, such
employee will be subject to disciplinary warning.

6.5 媒体宣传

Media Promotion

与媒体进行信息沟通在树立公司形象方面起重要作用，因此所有有关公司的信
息必须以诚实和统一的方式提供，且仅由负责媒体沟通的管理人员及员工提供，
并严格按照公司政策。任何其他管理人员及员工不得向媒体代表提供有关公司
未公开的信息，或以任何方式与其联系并披露公司的机密信息，应将所有媒体
提出的询问交由适当的人员或部门处理。
Communicating with the media plays an important role in establishing the corporate
image, therefore all information about the company must be provided in an honest
and consistent manner and only by the managers and employees responsible for
media communications and in strict accordance with the policies of the Company. No
other manager or employee may provide the representatives of the media with
information about the undisclosed information or contact them in any way and
disclose confidential information about the Company. All inquiries made by the
media shall be referred to the appropriate person or department.

当新闻媒体要求员工接受访问或发表评论，员工应告知其直接主管并将该要求
提交至公司的公共传媒部门，不得擅自发表与公司有关的言论。
When the news media requires any employee to be interviewed or give comments,
such employee shall inform their direct supervisor and submit the request to the
company's public media department, and shall not make any statements about the
company without approval.

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只有公司指定的联系人才有权对公司或对公司有影响的事件发表意见。对本制
度有疑问的，请联系人力资源部。
Only contacts designated by the Company shall have the right to express an opinion
on the events affecting the Company. If you have questions about this system, please
contact the Human Resources Department.

公开发表
Publicity

任何在社交场所、报纸、杂志、网络和其它媒体（包括但不限于微信、微博）
上发表或进行陈述与公司有关的内容，应取得公司的事先同意，除非此类发表
与公司从事的任何业务均无联系，并且不会对公司声誉造成负面影响。
Any publication or presentation of content relating to the Company in social place,
newspaper, magazine, network, or other media (including, but not limited to, Wechat,
Weibo) shall be subject to the Company's prior consent unless such publication is
irrelevant to any business conducted by the Company currently, and will not have a
negative impact on the reputation of the Company.

员工以公司员工的身份参加电视综艺节目的录制，或需要在节目中表明其为本
公司雇员，应当事先取得公司的同意。
Employees who participate in the recording of TV entertainment programs in the
name of employees of the Company or indicating that they are employees of the
Company should obtain the prior consent of the Company.

员工承认所有其创造的且与职务有关的职务作品的版权均属公司所有。公司从
员工在职期间的职务作品中取得的权利，在员工劳动合同解除或期满终止后仍
然有效。
The Employees acknowledge that all copyrighted works created by them and related
to their duties are the properties of the Company. The rights of the Company obtained
from the employees' works during the term of employment shall remain valid after
the termination or expiration of the employment contracts of the employees.

竞业禁止（利益冲突）
Non-competition (conflicts of interest)
1).声明与保证

Representation and guarantee

作为法拉利员工应做出以下声明和保证：
62
An employee of Ferrari shall make the following representations and guarantees:

（1）员工应保证其有充分能力与公司签订劳动合同、保密协议和其他协议，未
与除公司及/或公司关联方之外的任何第三方建立或保留着其他劳动关系，不受
任何竞业限制义务的约束，亦不受任何可能阻止员工履行劳动合同和保密协议
项下义务或与劳动合同和保密协议相冲突的任何其他协议/文件之约束；若员工
因与公司签订劳动合同而违反任何合同义务、法定义务或其他义务，导致公司
任何费用支出和遭受损失，则员工应就该等一切费用和损失向公司承担赔偿责
任。
The employee shall ensure that he or she has sufficient capacity to enter into
employment contract, confidentiality agreement and other agreements with the
Company and does not establish or maintain any other employment relations with any
third parties other than the Company and/or the Company's related parties, and is not
subject to the restriction of any non-competing obligation or any other
agreement/document which may prevent the employee from fulfilling the obligations
under the employment contract or in conflict with the employment contract and the
confidentiality agreement; if the employee is in breach of the employment contract
with the company, any contractual obligations, legal obligations or other obligations,
resulting in any expenses and losses incurred by the Company, the employee shall be
liable to the Company for all such expenses and losses.

（2）员工保证不存在任何针对员工的正在进行的或潜在的诉讼/仲裁或其他法律
程序。该等诉讼/仲裁或其他法律程序或是与公司及公司关联方业务相关的（包
括但不限于组织、发起设立股权投资基金或为股权投资基金提供顾问/咨询服务），
或可能将对员工履行劳动合同和保密协议项中的义务造成不利影响。
The employee warrants that there is no pending or potential litigation/arbitration or
other legal proceedings against the employee. Such litigation/arbitration or other legal
proceedings may be conducted in connection with the business of the Company and
its related parties (including but not limited to the organization, the initiation of the
equity investment fund or the provision of consultancy/advisory services for equity
investment funds) or may cause adverse impact on the performance of the obligation
under the employment contract and confidentiality agreement by the employee.

（3）员工保证其向公司及/或公司关联方提交的其个人履历、学历、健康状况、
向公司及/或公司关联方提交的其他材料及所做的陈述、声明是真实、准确的，
不存在虚假。
The employee guarantees his / her personal resume, academic record, health status,
other materials submitted to the company and/or related parties of the company and

63
the statements and representations made by the employee to the company and/or the
related parties of the company are true and accurate and contain no false information.

（4）员工违反上述声明和保证的，公司有权依法立即解除劳动合同而无需向员
工支付任何经济补偿。
If the employee violates the above mentioned representations and guarantees, the
company will have the right to terminate the employment contract without any
economic compensation to the employee.

2).排他性服务

Exclusive service

未经公司事先书面同意，员工在职期间不得直接或间接以自己的名义或代表任
何其他自然人、公司、实体、组织从事以下行为：
Without the prior written consent of the Company, employees shall not, directly or
indirectly, engage in the following acts in their own name or on behalf of any other
natural person, company, entity or organization:

（1）从事、参与、或提供服务于任何其他经营活动（无论是作为员工、高管、
董事、代理人、顾问、合伙人）；
Engage in, participate in, or provide services to any other business activities (whether
as employees, executives, directors, agents, consultants, partners);

（2）受雇于除法拉利以外的其他公司或者为其他公司提供劳务；
Be employed by companies other than Ferrari or to provide services to other
companies;

（3）获取或增持任何公司或公司关联方或其他实体的权益；
Acquire or hold interests in any company or related parties or other entities;

根据公司不时制定的各项规章制度，员工及/或其家属，以及员工及其家属拥有
权益的任何公司或实体不得就任何与公司及公司关联方相关的交易（无论该等
交易是否由员工执行），直接或间接收受任何佣金、折让、回扣、利益、实物、
礼品，如果员工及/或其家属直接或间接收受任何佣金、折让、回扣、利益、实
物、礼品，则员工及/或其家属应立即将其收取的款项或价值交付给公司或公司
关联方。

64
Subject to the rules and regulations formulated by the Company from time to time, if
any employee and/or his or her family member and any company or entity where the
employee or his or her family member has an interest, directly or indirectly, receive
any commissions, discounts, rebates, benefits, properties, or gifts, or the employee
and/or his or her family members, directly or indirectly, receive any commissions,
discounts, rebates, benefits, properties, or gifts, with respect to any transaction with
the Company or the affiliated parties of the Company (whether or not such
transactions are performed by employee), such employee and/or his or her family
member shall immediately deliver the money or value received to the company or its
related parties.

员工确认，员工已向公司全面披露员工及其家属与公司及公司关联方之间在劳
动合同签订前或签订后已经存在的或可能存在的利益冲突事项。且员工承诺，
如在员工聘用期间出现任何与利益冲突相关的新情况，员工应立即以书面形式
向公司完全披露。
The employee confirms that the employee has disclosed fully to the Company all
matters that cause or may cause conflict of interest between the employee and his
family member and the company and related parties of the company before or after
the employment contract was signed. The employee also undertakes that the he or she
shall forthwith disclose in writing to the Company any new circumstances which
arise in connection with the conflict of interest during the employment of the
employee.

以上条款所称“家属”指员工的父母、配偶、子女、同胞兄弟姐妹。
The term "family member" as used in the above articles refers to parents, spouse,
children and fellow siblings of the employee.

如果违反以上规定，员工应当承担所有相应的法律责任，包括但不限于：劳动
合同解除（无任何经济补偿金）、赔偿公司损失、停止侵害行为、返还所获收
益和/或可能存在的刑事责任。
In the event of violation of above mentioned rules, the employee shall be liable for all
liabilities including, but not limited to: termination of employment (without any
economic compensation), indemnification of the Company, cessation of the
infringement, return of proceeds and/or possible criminal liabilities.

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 3).竞业限制

Non-competition

高级管理人员（直接汇报给总经理的经理，市场经理，产品经理，产品培训经
理，全国销售经理）职位的员工、技术性工作岗位的员工和其它负有保密义务
岗位的员工，公司有权要求员工在离职后，履行竞业限制义务并签订《竞业限
制协议》。具体内容以公司与员工签署的《竞业限制协议》为准。
For senior executives (managers, marketing managers, product managers, product
training managers, national sales managers who report directly to general manager),
technical employees and other employees at positions under confidentiality
obligations, the company has the right to request such employees leaving the
Company to fulfill non-competition obligations and sign the Non-Competition
Agreement. The specific contents shall be governed by the Non-Competition
Agreement signed by the company and the employees.

6.6 礼品和招待

Gifts and Entertainment

公司关于礼品和招待的具体规定，请参照集团《Gifts and Entertainment Expenses

Procedure》执行。公司将根据需要对以上政策进行不时修改，员工可以在集团
内网（Noi Ferrari – For Work – Company Rules and Procedures）查看最新政策，
理解并同意及时学习相关政策。
The Company shall execute the rule of Gifts and Entertainment referring to the Group
<Gifts and Entertainment Expenses Procedure>. The Company shall adjust the
relevant rules and procedures ever and again as needed. The Employee can check the
updated rules via Group Intranet (Noi Ferrari – For Work – Company Rules and
Procedures); the Employee shall understand and consent to learn the relevant rules
and procedures in time.

员工接受礼物、礼品、馈赠、现金或客户款待时必须严格遵循以下原则：
Gifts, favors, gratuities, entertainment and cash payment offered to our employees,
must comply strictly with following guidelines:

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 1). 接受的赠礼及款待不得影响或可能影响收礼人对是否给予馈赠者有限待遇
的决定，也不得妨碍或可能妨碍收礼人进行合理判断。
They cannot be intended, or appear to be intended, to secure preferential treatment or
to influence the judgment of the recipient.

接受赠礼及款待对收礼人的个人经济状况或涉及公司的交易条款不具有或可能
具有实质性影响。
They must be of such limited value that they cannot have, or appear to have any
meaningful impact on the personal financial situation of the recipient or on the terms
of any transaction engaged in by the Company.

2). 员工可以接受价值 150 欧元以下的礼品或款待，且礼品或款待公开不妨碍馈

赠者、收礼人或公司体面地赠予；
Gifts or hospitality worth up to €150in value may be retained provided they are of
such nature that full public disclosure would not be embarrassing to the giver, the
recipient, or the Company；

员工不得收受价值 150 欧元或高于 150 欧元的礼品或款待。员工若收受此类礼

品必须上报经理或主管并将礼品送还供应商，顾问或潜在客户。
Gifts or hospitality worth €150or more in value are prohibited and, if received, should
be reported to your Manager/Supervisor and returned to the supplier, consultant or
prospect.

由供应商、顾问或潜在客户出资为员工购买的机票必须由直接主管及人力资源
部事先批准。
Trips involving airfare paid by the supplier, consultant or prospect must be approved
in advance by your immediate Supervisor and Human Resources.

3). 公司将对未遵守此项规定的员工进行纪律性处罚，后果严重的将做开除处分。
Failure to comply with this policy will result in disciplinary action up to and
including termination.

6.7 出差制度

Travel policies

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公司关于出差的具体规定，请参照集团《Business Travel Procedure》执行。公司
将根据需要对以上政策进行不时修改，员工可以在集团内网（Noi Ferrari – For
Work – Company Rules and Procedures）查看最新政策，理解并同意及时学习相
关政策。
The Company shall execute travel policies referring to the Group < Business Travel
Procedure >. The Company shall adjust the relevant policies ever and again as needed.
The Employee can check the updated policies via Group Intranet (Noi Ferrari – For
Work – Company Rules and Procedures); the Employee shall understand and consent
to learn the relevant policies in time.

所有出差必须提前获得部门负责人批准。主管需根据以下原则对出差具体内容
进行评估和批准：
All travels must be approved in advance by department heads. The supervisor shall
assess and approve the details of the travel on the basis of the following principles:

评估出差的需求/机会以及其他可能的备选方案；
Assess the needs/opportunities for travel and other possible alternatives;

限制出差人数、出差时间以及招待费用；
Limit the participants of business trips, travel time and hospitality expenses;

评估租车、以及使用的地方；
Evaluate car rental, and the place to go;

确保所有的流程执行，关注费用支出的合规性以及出差结束后的费用报销；
Ensure that all processes are executed, and pay attention to the compliance of all
expenses and expenditures with the requirements and the reimbursement of expenses
at the end of the travel;

在突发或不可预知的情况下需要出差的，同时部门负责人不在的情况下，出差
可以由经过授权的人力资源部经理批准；
In the event that travel is required under unexpected or unpredictable circumstances
and the department head is not available, the business trip can be approved by the
authorized manager of the human resources department.

海外出差，必须经过 CEO 批准；

Overseas travel must be approved by the CEO;

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员工结束出差后，填写“出差费用表”，同时附上经过批准的“出差申请表”；
After the employee has finished his or her business trip, he or she shall fill in the
Travel Expenses Form and attach the approved Travel Application Form.

公司不支持员工借出差的机会而安排休假旅游，公司根据出差要求统一安排交
通及出差行程。员工申请调整交通时间的，应说明理由，并经公司同意。非公
司出差行程安排而产生的费用（包括但不限于：餐费、住宿费和交通费等），
公司不予以支付。
The employees are not encouraged to take the opportunity of business travel to
arrange for vacation travel and the travel transportation and the journey will be
arranged uniformly by according to the requirements of travel. If any employee
applies for adjustment of the time of transportation, he/she shall state the reasons and
have his or her application to be consented by the company. Expenses incurred not
attributable to the arrangement for business travel (including but not limited to: meals,
accommodation and transportation expenses), such expenses will not be reimbursed
by the Company.

1). 住宿：
Accommodation:

为了获得最佳的价格，员工必须及时进行预订。除非是在价格合理的情况下，
否则国内出差至少提前 7 天进行预订，海外出差至少提前 14 天进行预订。
In order to get the best price, the employee must make a reservation in time.
Reservation must be made at least 7 days in advance for domestic travel and at least
14 days in advance for overseas travel, otherwise it must be reasonably priced.

2). 交通：
Transportation:

飞机：
Plane:

由行政指定的旅行社在保证最优价格的基础上提出最佳解决方案；
The travel agencies designated by the administrative department provide the best
solutions on the basis of ensuring the best price;

经济舱：适用于所有员工，国内或国际航班；

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Economy class: applicable to all employees, domestic or international flights;

商务舱：适用于总裁或以上级别，且直飞航程超过 6 小时或总航程超过 8 小时。

对于国内航线和国际航线结合的出差，只适用于经济舱；
Business Class: applicable to the President or above level, and a direct flight over 6
hours or a total range of more than 8 hours. For travel combined with domestic flights
and international flights, only economy class is applicable;

头等舱：任何情况都不适用；
First Class: not applicable in all circumstances;

任何行政指定的旅行社的解决方案中，员工不得改变出差行程、等级和航班计
划。
In any solution of the travel agency designated by the administrative department, no
employee may change the itinerary, rating, or flight plan.

火车：
Train:

经理级别：一等座或软卧
Manager level: first-class seat or soft sleeper

其他员工：一等座或软卧
Other employees: first-class seat or soft sleeper

出租车：
Taxi:

因业务需要，公司建议员工可以选择乘坐出租车。员工需提供正规的出租车票
提出报销。
If required for business, the company recommends that employees choose to take a
taxi. Employees need to provide a formal taxi ticket for reimbursement.

私车公用：
Utilization of private vehicle for corporate purpose

员工因业务需要使用私家车可以根据里程提出费用报销：以人民币 1.6 元每公里。

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Employees who need to use private cars for business can propose reimbursement of
expenses based on the mileage: RMB 1.6 Yuan per kilometer.

任何私车公用必须提前获得 CEO 或 CFO 的批准。

Any utilization of private car for corporate purpose must be approved in advance by
the CEO or CFO.

4). 手机费补贴：
Mobile phone subsidies:

员工按照公司相关规定，每月对报销手机费。
In accordance with the relevant provisions of the company, the cell phone charges
may be reimbursed monthly.

办公室人员和技术维修人员：每月人民币 300 元 CAP：人民币 800 元

Office personnel and technical maintenance staff: RMB 300 Yuan per month
CAP: RMB 800 Yuan;

商务团队：每月人民币 500 元 CAP：人民币 800 元

Business team: RMB 500 Yuan per month CAP: RMB 800 Yuan;

部门总监：每月人民币 1，000 元 CAP：人民币 3000 元

Departmental director: RMB 1,000Yuan per month CAP: RMB 3,000Yuan.

员工报销手机费超过正常额度且在 CAP 以内，员工须提供工作或业务原因，且

报销须有 CEO 审批。

For any reimbursement of mobile phone charges exceeding the normal limit and
within the CAP, the employee shall provide business purpose；and the reimbursement
must approved by CEO.

员工报销手机费需提供当月实际发生的费用发票进行报销，不接受定额发票。
The employee requiring reimbursement of mobile phone charges shall provide the
invoice of the actual expenses incurred in relevant month, and no fixed-amount
invoice will be accepted.

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 5). 出差保险：
Travel insurance:

公司已经为所有员工购买相关保险。因此，员工出差无须购买额外保险。
The company has already effected insurance for all employees. Therefore, employees
do not need to purchase additional insurance for travel.

员工所有的出差费用报销，必须附上发票并按照实际发生费用报销，任何与工
作无关的费用不得报销。
Reimbursement of travel expenses must be accompanied by invoices and be made at
actual costs incurred. No expenses and fees not relating to the work may be
reimbursed.

6）现金预付
Cash advance

如果员工没有公司信用卡，他/她允许向公司申请预付现金。金额必须获得部门
负责人、财务部负责人和 CEO 批准。所有现金均为人民币。如果需要，由员工
自行兑换成所需外汇。
If an employee does not have a corporate credit card, he/she is allowed to apply to the
company for advance of cash. The amount must be approved by the person in charge
of the department, the person in charge of the finance department, and CEO. The cash
shall be Renminbi. If necessary, the employee is responsible for conversion of the
cash to the required foreign exchange.

6.8 仪表及着装要求

Dress code

作为公司的一员，员工应努力在其个人仪容上体现公司的高标准，并应努力呈
现出优雅专业的仪表，包括个人修饰、良好态度和适合员工职务的着装。
As members of the Company, employees shall strive to reflect the company's high
standards in their personal appearance and shall strive to present an elegant and
professional manner, including personal grooming, good attitude and dressing
suitable for their positions.

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员工在工作时间内及在工作场合内的着装必须体现专业性，并与商业环境相匹
配。员工发型应造型优美并修饰整洁。指甲应保持在可接受的长度，且指甲油
应选择自然色。
Employees must demonstrate professionalism during business hours and in the
workplace and match the business environment. The hair shall be beautifully
decorated and modified neatly. Nails shall be kept in acceptable length, and nail
polish shall be of natural color.

为了建立和完善公司的形象，员工必须严格遵守如下着装规定：
In order to establish and improve the image of the Company, employees must strictly
comply with the following dress code:

1). 一般要求：正装或商务休闲
General requirements: suits or business casual

2). 禁止穿着：
Prohibited to wear:

男性员工：无领 T 恤衫、短裤、拖鞋
Male employees: T-shirts without collar, shorts, slippers

女性员工：超短裙、热裤、奇异服装或过于裸露的服装
Female employees: mini skirt, hot pants, bizarre dress and clothes with too much
exposure

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 7、 纪律政策和处分程序

Disciplinary policies and procedures

7.1 违纪行为

Misconducts

违纪行为是指：员工违反公司政策、规章制度或公序良俗的行为，可能给公司
造成潜在风险或不良影响，未造成严重后果的行为。
Misconducts refer to the behavior of employees in violation of the policies, rules and
regulations of the Company or public order and good customs, which may cause
potential risks or adverse effects to the Company but do not cause serious
consequences.

违纪处理
Misconduct Corrective Action

1) 公司按违纪行为的严重性，对员工的违纪行为分别给予口头警告、书面警
告和严重违纪解聘处理。
The company may give verbal warning, written warning or even terminate the
employment contract with the employee who is violated discipline according to the
severity of misconduct.

2) 员工连续十二个月内累计两次口头警告将升级为书面警告，自收到上一次
书面警告之日起两年内再次收到书面警告，将升级为严重违纪解聘处理。
The employee who gets verbal warning twice in accumulated 12 months will get a
written warning. If the employee who gets a second written warning in accumulated 2
years, the employee will be identified as serious violation and the company will
terminate the employment contract.

3) 员工如果有违纪行为，将受到相应的处罚；给公司造成经济损失的，还须
按实际损失额进行赔偿。
If the employee has misconduct, he/she will be disciplined with corrective action; if
the company suffer a loss due to the misconduct of the employee, the employee
should compensate the relevant loss.

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违纪行为包括但不限于：
Misconduct behavior including but not limited:

口头警告的违纪行为
Minor Misconducts of verbal warning

（1） 未经经理或主管事先批准，一个工作月内累计无故迟到或早退达 3 次
者或一个工作月内累计迟到、早退时间在一小时以内的（迟到和早退可以合并
累计计算）；或未经主管或经理同意擅自离岗一个月内达 2 次者或未经主管或
经理同意擅离岗位一小时以内者。
Employee who is late or leaves early for three times on an accumulated basis without
cause within one month without prior approval of the manager or the supervisor, or
the accumulated time of being late and early leave in a month is within one hour (the
time of being late and early lave can be combined together for calculation on an
accumulated basis); an employee leaves the position for two times on an accumulated
basis in a month without consent from the superior, or leaves the position for one
hour without consent from the superior.

（2） 不符合公司对员工的着装及仪容仪表的要求和规定者。
An employee does not follow requirements and stipulations of the Company on
dressing and appearance of the employee.

（3） 未经许可，擅自拍摄公司办公室内部照片并将其发布至公共信息平台
的（包括但不限于网络、论坛、博客、微博、微信等交流平台），或散布与工
作无关的信息、不利于公司的言论。
Employee arbitrarily takes photos of office or interior of store of the Company and
publishes the same onto a public information platform (including but not limited to
platforms like network, platform, blog, micro blog, WeChat, etc.) or disseminate
information irrelevant to work or comments adverse to the Company or the brand
without approval from CEO office or Communication department

（4） 工作出现较大过失，尚未造成直接损失的；或因个人过失或其他行为，
给公司造成损失，损失数额达 5000 元以内者（包括 5000 元）。

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Employee makes serious mistake in work but does not cause direct loss; or a loss is
caused to the Company due to his or her personal fault or other acts, and the loss
amount is up to 5000 (including 5000 Yuan).

（5） 消极怠工，或无正当理由不完成工作任务及履行职责的；干扰公司工
作秩序和管理，或干扰他人正常工作的；违反和教唆他人违反工作流程，未造
成影响的。
Employee slows down in work or does not finish the work task or perform the duties
without just cause; disturbs the Company’s work order and management or disrupts
others’ normal work, violates or instigates others to violate the work procedure but
does not cause an impact.

（6） 未遵守公司规定病假申请程序要求，或未能按公司规定提供相应的病
假证明的；
Employee does not follow the Company’s sick leave application procedure
requirements or fails to provide corresponding sick leave certification according to
provisions of the Company;

（7） 工作时间擅自将非公司的外来人员带入公司或公司营业场所内，或擅
自接待私人探访（特殊原因经上级主管批准后除外），尚未造成严重影响的。
Employee arbitrarily takes persons outside of the Company into the Company or its
business site or receives private visit (except as approved by the supervisor due to
special reason) during the work hours, but no serious impact is caused.

（8） 擅自利用公用或办公设备处理私人事务，或在上班时间处理私人事务。
An employee uses public or office equipment to deal with private affairs, or deals
with private affairs or engages in business activities not belonging to the Company
during work hours.

（9） 其他违反公司规章制度并与上述违纪行为程度相当者，经公司书面告
知后，明知故犯的。
An employee violates knowingly other rules and systems of the Company at a degree
as the same as the above misconducts after receiving written notice from the
Company.

书面警告的违纪行为
Major Misconducts of written warning

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（1） 未经经理或主管事先批准，一个工作月内累计无故迟到或早退达 4 次
或 4 次以上者或一个工作月内累计迟到、早退时间在一小时以上（迟到和早退
可以合并累计计算），或未经主管或经理同意擅自离岗一个月内达 4 次者或未
经主管或经理同意擅离岗位一小时以上者。
An employee is late or leaves early for four times on an accumulated basis without
cause within one month without prior approval of the manager or the supervisor, or
the accumulated time of being late and early leave in a month is within one hour (the
time of being late and early lave can be combined together for calculation on an
accumulated basis); an employee arbitrarily leaves the position for four times on an
accumulated basis in a month without consent from the superior, or leaves the
position for one hour without consent from the superior.

（2） “旷工一次。旷工包括但不限于以下行为：
"Being absent once”. Being absent from work including but not limited to the
following acts:

a) 未经批准无故缺勤的；
Employee is absent from work without cause and approval;

b) 以拜访客户或办理其他公务为名但经查实属于无故缺勤的；
Employee is absent from work by the cause of visiting customers or handling other
businesses;

旷工半天计旷工一次，在一个财政年可累计计算（四小时计半天）。
Absence without leave for half day shall be regarded as one absence that can be
accumulated during each fiscal year (absence for 4 hours as half day of absence).

（3） 在公司行为不检，包括但不限于扰乱秩序、吵架、不服纠正、对上级
主管、同事态度傲慢、言语粗暴。
Employee has disorderly conduct in the Company, including but not limited to
disrupting orders, quarrels, being disobedient, being arrogant to the supervisor and
colleagues.

（4） 不遵从上级主管指示或拒绝部门主管或其他管理人员所作的合理工作
安排或要求（包括但不限于拒绝从事工作安排、拒绝出差安排、不参加或少参
加公司规定必须参加的会议、活动或培训等），使得工作难以开展、或产生延
期或给工作带来其他重大不利影响的。

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Employee does not follow instruction of the superior or refuses the appropriate work
arrangement made by the superior (including but not limited to rejecting the work
arrangement, reject the arrangement for business trip, not participating or frequently
being absent from meetings, activities or trainings required by the Company).

（5） 了解其他员工犯有严重过失行为，在公司调查过程中提供不真实证明
的。
Employee knows that another employee has a serious fault but provides false proof
during investigation by the Company.

（6） 因个人过失或其他行为，给公司造成损失，损失数额达 5000 元以上

10,000 元以内的（包括 10,000 元）。
Employee has a personal fault or other act and causes a loss to the Company, and the
loss amount is from 5000 to up to 10,000 (including 10,000 Yuan).

（7） 滥用电子邮件系统发送电子邮件，或散播不利于公司的谣言，煽动或
非法参加集体停工、告假或怠工。
Employee sends emails by misusing the email system, spreads rumors adverse to the
Company, or incites others to disobey regulations or slow down in work.

（8） 工作态度散漫，导致工作效率低、粗心大意；办事拖拉、推诿；遇重
大活动，故意回避逃离而导致客户、其他同事或客户投诉的；或对待客户或供
应商态度消极。
Loose work attitude, leading to low efficiency and negligence; reluctance to work;
evasion of major events; low service quality or efficiency causing considerable
dissatisfaction among guests, other colleagues or suppliers; treats client or suppliers
with a negative attitude causing the client or supplier to complain to Company, or
holding negative attitude toward customers or suppliers.

（9） 管理人员在工作中出现管理失职，包括但不限于指导监督不力、消极
处理工作中发现的问题、未及时发现员工违纪事实等。
A manager has a dereliction of duty during work, including but not limited to
ineffective guidance and supervision, negative handling of problems found in work,
fails to find out misconduct of in a timely manner.

（10） 未对须保管的公司财产、物品采取安全保管措施或遗失公司账票、文
件、保险箱柜钥匙或其他物品的。

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Employee fails to take safety custody measures for properties of the Company that
should be kept, or loses bills, documents, safe box keys or other things of the
Company.

（11） 员工在有不同意见时，没有按照公司的申诉程序沟通，而是采用其它
非正常的沟通途径（如在公司内群发邮件等过激行为），在公司内造成恶劣影
响的。
When an employee has a different opinion, he or she did not make communication
according to complaint procedure of the Company but used other abnormal
communication ways (email group sending in the Company) and caused baneful
influence in the Company.

（12） 工作时间擅自将非公司的外来人员带入公司或公司营业场所内，或擅
自接待私人探访，影响公司正常运营或对履行本职工作造成影响的。
Employee takes persons outside of the Company into the Company or its business
site or receives private visit, which affects the Company’s normal operation and the
performance of the duties.

（13） 未经公司许可，擅自将公司资产带出公司，或将公司资产挪作它用，
情节轻微或初次发生者。
Employee takes an asset of the Company out arbitrarily without permission of the
Company or uses an asset of the Company for other purposes, and the impact is
minor or it occurs for the first time.

（14） 员工被证明不能胜任工作或发生职业禁忌等情形，拒绝服从公司调岗
安排的。
Employee, who is proved to be incompetent or has occupational contraindication,
refuses to obey the arrangement which the company has made.

（15） 其他违反公司规章制度并与上述违纪行为程度相当者，经公司书面告
知后，明知故犯的。
An employee violates knowingly other rules and systems of the Company at a degree
as the same as the above misconducts after receiving written notice from the
Company.

严重违纪解聘的违纪行为：
Serious Misconducts lead to termination:

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（1） 利用职权上的便利营私舞弊，包括但不限于向任何人不当索取或收取
与本公司业务有关的任何利益；假借公司或部门名义向任何人做担保、优惠
让利或其他类似承诺或行为以谋取不正当利益。
Employee practices graft by taking advantage of the position, including but not
limited to ask for or receive from any person any interest relating to business of
the Company, provides guarantee to any person in the name of the Company or
any of its department, or provides discount or preference or makes other similar
promises to seek for improper interests.

（2） 作出其他营私舞弊的行为，给公司造成重大损失，损失数额在 10,000

元以上者。
Employee has other acts of jobbery that causes great loss to the Company, and
the loss amount is 10,000 Yuan above.

（3） 违反公司专有信息或机密信息安全的行为，包括但不限于：出售、泄
露此类信息，或自己或让任何第三方使用信息进行任何未经授权的披露、交
易或贸易；将公司的业务机会转为己用；以及任何形式下的未经公司批准获
取公司利益或财产的行为。
Employee discloses the Company’s proprietary information or confidential
information, including but not limited to: Selling or disclosing such information,
use or let any third party use the information to make any unauthorized
disclosures, transactions or trades; transferring business opportunities of the
Company for his or her own use; obtaining interests or properties of the
Company without approval of the Company by any means.

（4） 在职员工未经本公司书面许可，受雇于第三人（包括竞争对手、供应
商、客户或生产厂商等）或从事除本公司工作之外的兼职，或担任顾问，或
持有上述公司非上市流通股份或上市流通股份超过 3%的。
Existing employee is hired by a third party without written consent of the
Company (including competitors, suppliers, customers or manufacturers), or
takes a job other than jobs in the Company, acts as a consultant, or holds more
than 3% of the above non-tradable shares or tradable shares of the Company.

（5） 故意破坏公司办公室、办公设备或公司其他财产或其他员工的财产；
盗用或未经公司批准私藏、非法占用或占有公司或者其他员工的财物者。
Employee intentionally damages the office, office equipment or other properties
of the Company or employees; embezzles, collects, occupies or occupies

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 unlawfully properties of the Company or other employees without approval of
the Company.

（6） 连续旷工三天或一年内累计五天的。
Absence without approval for continuously 3 days or totally 5 days in one year.

（7） 盗窃、毁坏、窜改、伪造公司记录、资料、凭证、个人记录或重要票
据、文件的行为；或将公司的记录、资料、文件、数据、产品等用于非法目
的的。
Employee steals, destroys, tampers or forges the Company’ records, data,
credentials, personal records, important notes and documents; or uses the
Company’s records, data, documents and products for illegal purposes.

（8） 提供虚假个人信息，包括但不限于虚假学历证明、虚假病情、虚假病
历证明、虚假病假单。
Employee provides false personal information, including but not limited to false
education background certificate, false illness condition, false medical history
and false sick leave certificate.

（9） 在工作时间服用违禁药品，或在服用了违禁药品后进入公司。
Employee takes illicit drugs during work hours, or enters the Company after
taking illicit drugs.

（10） 被依法追究刑事责任的。
An employee is prosecuted for his or her criminal liability

（11） 因本人故意或严重失职，给公司造成经济损失达 10,000 元以上或者造

成严重损害者，该等情形包括但不限于：
An employee has an intentional or gross neglect of duty and causes serious
damage, disaster or economic loss to the Company, or the loss amount is up to
10,000 and above.

（a）未经公司批准以公司名义对外签订合同、协议，或对已签订的合同协
议中的条款进行篡改。

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 Conclude contract, agreement in name of company but without approval from
company, or tamper the terms and conditions in the concluded contract.

（b）超越既定的职权范围和授权进行经营或投资或做出其他关于公司的商
业安排。
Manage or invest or other commercial activities for the company surpassing the
established range of functions and authority.

（d）未经公司批准将公司资金借与他人或存入非公司账户。
Lend the capitals of company to other individual(s) or deposit to private account
without the approval from company.

（12） 在审计人员进行审计或稽查调查中，故意隐瞒证据或其他资料，或故
意拖延者。
Employee intentionally conceals evidence and other information or delays in
providing such information during the process of audit or investigation by audit
staff.

（13） 涂改账目、制造假账欺骗公司，或使用虚假或不实的票据报销公务费
用，或编造、伪造费用发生事实报销公务费用的。
Employee obliterates the book of account, draws up false account, cheats the
Company or applies for reimbursement of official business charges by using
personal bill, or draws up and forges a fact of occurrence of the charge for the
purpose of applying for reimbursement of official business expenses.

（14） 未经公司允许，擅自登录、入侵公司的财务、人事、商务、物流等电
子系统，翻阅、修改、复制、打印、转发公司机密文件、信息者。
Employee arbitrarily logs in the Company’s financial system, human resources
system, business system, logistics system or other electronic system, or browses,
alters, copies, prints or resents the Company’s confidential documents or
information, without permission of the Company.

（15） 在工作区域内对公司人员、客户或供应商做出不道德或猥亵的举止或
行为，或有性骚扰行为被投诉的。
Employee has immoral or indecent manners or behaviors to the Company’s
personnel, the client or the supplier within the working area, or a complaint is
lodged against the employee due to sexual harassment.

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（16） 利用公司名誉或者以公司名义谋取私利，或者以任何方式严重损害公
司声誉或使公司利益蒙受重大损失。
Employee uses the Company’s fame or the name of the Company to seek for
private interests, or seriously damages reputation of the Company by any way or
make the Company suffer major loss of interest.

（17） 侵占或挪用公司资产，或利用职务或工作之便谋取私利的行为者。
Employee encroaches or uses an asset of the Company for other purposes or
seeks for personal gains by using post or job convenience.

（18） 接受任何形式的贿赂、红包或行贿、索贿，一次性金额达 100 美金以

上。
Employee receives any form of bribery, red envelope containing money, or
brides or asks for bribery at an amount of 100 dollar and above.

（19） 对公司员工或其他与公司有关人员进行恐吓、威胁或使用强迫手段的。
Intimidate, threaten or use other obtrusive way to the coworker or relevant
personnel in the company.

（20） 发生重大损害/损失/事故，未及时向部门主管或上级主管汇报的。
Any major damage/loss/accident that is not reported to the department supervisor
or superintendent immediately after occurred.

（21） 非因法律或工作需要，将公司其他员工个人信息及/或隐私告知任何第
三方，而使该员工名誉受到实质损害的。
Disclose the personal information and/or personal secrets of the other employees
in the company to the third party not because of the laws and work requirement,
which brings practical damage to the reputation of this employee.

（22） 违反公司商务行为准则的；
The activity conflicting with company code of conduct;

（23） 未经公司允许和市场传媒部门批准，擅自发表与公司品牌或业务相关
的言论及影音资料
Employee realeases photos, videos and comments realted to company brand and
business, without approval from CEO office or Communcation department.

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 （24） 其他严重程度与本条所列条款相似，经公司明确告知后明知故犯的。
An employee has other acts with the same severity as acts mentioned in this
article and violates knowingly after being clearly notified by the Company.

7.2 处分流程

Disciplinary action

经公司查实后，公司有权针对不同程度的员工违纪行为作出教育、警告或解除
劳动合同等处理。公司必须对员工的违纪行为进行如实调查，不能伪造事实、
虚构情节。员工有权对做出的处分决定进行申诉。
After verification, the company will have the right to impose on employees
committing different degrees of misconduct the punishments such as education,
warning or termination of employment contracts. The Company must conduct a
truthful investigation on the misconducts of the employees, and shall not falsify the
facts or fictitious plots. Employees have the right to appeal the punishment decisions.

申诉程序
Appeal procedure

如果员工认为自己被不公平对待，或对处分结果不满意，员工可以按照以下流
程进行申诉。

1) 公司部门总监
2) 人力资源部
3) 公司首席执行官
If any employee believes he or she is unfairly treated or is dissatisfied, employee
could appeal with following procedures. with the punishment, the employee may
could appeal upon following procedures.

 确认之前处分的效力
 Confirm the validity of the previous punishment

 更改处分之内容并生效
 Change the content of the punishment and take effect

 撤销先前之处分

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 Repeal the prior punishment

无论最终结果如何，这将是最终判定，在公司内部不再有更进一步的申诉和处
理。所有书面沟通和申诉听证记录备份将放入员工的个人档案。如果员工对申
诉判定结果仍不满意，可申请劳动仲裁。
Regardless of the final outcome, it will be final and there will be no further appeal or
treatment within the Company. All backups of written communications and appeals
hearing records will be placed in the employee's personal files. If the employee is still
not satisfied with the results of the appeal decision, he or she may apply for
employment arbitration.

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 员工签收页
EMPLOYEE ACKNOWLEDGEMENT FORM

1. 《员工手册》说明有关法拉利公司（“公司”）的重要信息，本人明白，若对本手册
有任何问题，应与公司联系。
The Employee Handbook describes important information about Ferrari ("Company"), and I
understand that I should contact Company regarding any questions I may have that are not
answered in this Handbook.

2. 本人承认，本人已收到并已阅读本《员工手册》（2017 年 12 月版），同时本人已
经了解本人工作岗位的岗位职责和工作流程。本人明白，本人应遵守该手册及其任何
修订内容中的政策规定以及劳动合同的约定。
I acknowledge that I have received the Employee Handbook (December 2017 Edition）and
that I have read the Employee Handbook and I’m well aware of my operating post and the
operational procedure of the boutique which I will work in. I undertake that I will comply
with the policies contained in this Handbook and any revision(s) made to it, and agreements
in the Employment Contract.

3. 本人还明白并同意，在受聘于公司期间不会复制本《员工手册》或其任何部分，也
不会向任何非公司人员泄露本手册的任何内容。在本人因任何原因解除与公司的劳动
关系时，本人将退还本员工手册的原件，并且不保留任何形式的复制件。
I also understand and agree that I will not, during my employment with Company, make any
copies of this Handbook or any portion thereof and that, upon my termination of
employment with Company at any time and for any reason, I will return the original of this
Employee Handbook to Company and retain no copies of the same in any form.

签字 Signature:

日期 Date:

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