Ningbo Qiaopu Electric Co., Ltd. solution to disputes, labor

In order to promote the stable development of Ningbo Qiaopu Electric Co., Ltd., to maintain normal working order and carry forward the corporate spirit of teamwork, especially the development of this program.
First, the regulations follow the "cut after the first tune" principle, prudence labor dispute cases to resolve conflicts in the invisible, and create good corporate atmosphere.
Second, labor disputes, both parties can be a department or staff.
Third, the two parties in dispute either party is entitled to oral or written form to Qiaopu's executive leadership, human resources, superior executive leadership, until the president, vice president of applications for proposed labor disputes.
Fourth, accept the leadership or the department of labor disputes is required when the buildings were designated person investigation and verification of the truth. In the survey, should be based on the principle of fair and objective third party to listen to both parties and the statement of the facts and to seek treatment recommendations. Where no statement of facts, not on record.
Fifth, labor dispute mediation led by the director or human resources for the corresponding, but also by the vice president, president of commissioning. Before the mediation, the mediator the parties shall first state the facts in order to eliminate misunderstanding and mutual understanding. And then clearly define the responsibilities, on the basis of non-mediation.
Sixth, mediation is successful, the mediator will mediate the results Fill "Labor Dispute Mediation Agreement", the parties dispute two-million large umbrella for stalls chapter. In conjunction with the "Labor Dispute Survey Form" presented to the Human Resources files for future reference, and will report the results to the client closed.
VII, it is not mediation of labor disputes, the mediator fill out the "Labor Dispute Form" 3 copies, presented to the Head of Human Resources leadership, vice president or president of the ruling.
Eight individuals that can not be ruled by the leaders of the major labor dispute, by the president authorized the establishment of the Provisional Ruling Council, the ruling. Majority decision of the arbitration to determine, the President approved, in writing to both parties in dispute.
Nine, "notice of arbitration" in triplicate, one for your records sent to Human Resources, and the remaining two parties pay dispute.
X. After a labor dispute arbitration committee ruling by the end of a scribe, the parties in dispute must be strictly observed, if any, can be retained, but a neutral judicial body according to law the right to appeal.
XI of the dispute to the invisible, Qiaopu HR department every Saturday morning at the designated persons receiving a complaint or complaints of staff. Each employee must be receiving complaints and complaints recorded in the scribe, and priorities depending on the circumstances, the parties negotiate with the complaint processing period, and strive to ensure that there are complaints must answer. To have the complaints of the employees should try to persuade, to avoid new conflicts or the expansion of disputes.
Second, all on the deliberate creation of conflicts, expansion of disputes, inciting trouble to Xiamen without permission or untrue information to pass an informal staff, depending on the severity to warning, demerit record, suspension, demotion until the removal of punishment.
Thirteen of the program since the implementation date of approval.