How to write the company s general employee reward and punishment system?

It should be fair and just, treat everyone with the same punishment system, and as long as there is a problem, it must be punished relatively, so that you can know your mistakes and correct them.

As long as you work hard, as long as you don't violate a lot of discipline, you can be rewarded, but other than that, it's all punishment.

The reward and punishment system is very important for the management of the company and human resource management, it can use very clear standards to explain what is misconduct, what punishment will be imposed for these behaviors, so that human resources can use these disciplinary punishment clauses to defend the interests of the company and fire those employees who are very poor in work performance and daily behavior.

Clarify the company's unified standards for certain work behaviors, and the other is how to punish if violated, how to reward for doing well, and also explain what department will inspect and how to check.

Regarding the employee reward and punishment system, there are usually two parts of the role, one is to clarify the company's unified standards for certain work behaviors, and the other is to punish if it is violated, how to punish it, do it well, how to reward, and at the same time explain what department to inspect and how to check, so that the employee reward and punishment system can really be implemented, so that the rewards and punishments can be divided into faces, and the situation of the system and the implementation of two layers of skin can be avoided.

Well, as long as you do a good job at your job, if you take everything seriously, you will definitely be rewarded, but as long as you violate the company's system, you must be fined.

I think it should be noted that there should be clear rewards and punishments regardless of the position, so that employees will be more loyal to the company, feel that the company is very considerate of them, and the most important thing is to capture the hearts of the people.

Generally, it should include some incentive policies and what employees need to pay attention to in their daily work.

Reward, what kind of reward project the company sets, what are the conditions and standards of the reward, punishment, is to list some violations, and according to the violation of the circumstances, make different classifications, and formulate different punishment content.

It can clearly define what misconduct is and what the punishment will be, so that HR can use these disciplinary penalties to defend the company's interests and fire employees who perform very poorly at work and in their daily lives.

The company does not have the power to impose fines. However, companies often withhold bonuses and wages from employees through internal rules and regulations, which the law does not prohibit. The Labor Law advocates that employers should not establish rules and regulations just to punish employees, but should establish and improve rules and regulations in accordance with the labor law to ensure that employees enjoy labor rights and fulfill labor obligations.

If there is a general violation of discipline by a worker, it should be resolved mainly through criticism and education. If an employee seriously violates labor discipline or the rules and regulations of the employer, the employer may terminate the labor contract in accordance with the law. If an employee makes a mistake at work and the company wants to punish the employee, the following measures can be taken:

1. If it is stipulated in the labor contract that the employee fails to complete the labor quota or contracted task, the company can pay the minimum wage. 2. Clarify the punishment provisions for disciplinary violations in the employee handbook and rules and regulations, and obtain the consent of the company's employees.

According to the laws and regulations of China's existing "Administrative Punishment Law", the company, as an employer, is not an administrative organ for law enforcement in the labor law, which means that the company does not have the right to punish employees for dereliction of duty or illegal acts, that is, it cannot impose fines on employees. Therefore, in our lives, the behavior of the employer, that is, the company, imposing fines on employees is fundamentally an illegal act and a violation of national laws and regulations.

One of the provisions on the punishment of fines in China's law is that the first and most important point is that the institution that carries out the fines must be an administrative subject, that is to say, it is not a random organization or an institution, and it has the right to impose fines. Only an administrative entity recognized by laws and regulations has the right to impose fines on the administrative counterpart. So not every public organization has this right.

The second point is to mention an administrative counterpart, that is, the object of the fine. Fines are actually an act of administrative punishment from the legal point of view, so the act of fines should be carried out on the administrative counterpart, not against all people, and all private organizations cannot impose fines on the members under their management, even the administrative subject is an organization with the right to impose fines.

Legal Analysis: Generally speaking, the company's reward and punishment system is legal within the range that most people can accept, and vice versa.

Legal basis: Article 4 of the Labor Contract Law of the People's Republic of China The employer shall establish and improve rules and regulations in accordance with the law to ensure that the workers enjoy their labor rights and perform their labor obligations.

The company's reward and punishment system is written:

Article 1 General Provisions: In order to strictly discipline Hu Chang, rewards and punishments are clear, mobilize the enthusiasm of employees, and improve work efficiency and economic efficiency; In line with the principle of fair competition and fair management, we will further implement the company's rules and regulations, strengthen the work process, and clarify job responsibilities.

Article 2: The company's reward and punishment system is based on the principle of "combining rewards and punishments, rewarding meritorious service, and punishing those who have made mistakes", which is linked to the job responsibilities of employees and combined with the company's economic benefits.

Article 3: Scope of application: The penalty system runs through the company's rules and regulations, and all employees of the company must consciously abide by and supervise each other.

Article 4: Reward or Punishment Method:

1. Punishment method: cash penalty (deducted from the salary of the month and notified).

2. Reward method: The company implements a red envelope reward system, which will be issued at any time or at the end of the year according to the stage work assessment of each department.