How should corporate discipline be formulated? Why should companies be disciplined?

Here are some of Haier's.

According to their actual situation, each company is different!

Employees are required to comply with the following regulations during their working hours:

1. Employees should arrive at work on time.

2. Employees must wear the work card issued by the company in a standardized manner, and must wear it on the left chest.

3. Employees must dress neatly and dignifiedly, not barefoot, not wearing slippers, sneakers, T-shirts, jeans, shorts, miniskirts and low-cut, sleeveless, backless and other clothing. Female employees should wear light makeup. Male employees are not allowed to grow beards and long hair.

4. When employees go to work, they are not allowed to work for no reason, and they are not allowed to gather to talk and laugh, quarrel and make loud noises;

Do not bring personal friends who are not related to work into the office.

5. Employees should behave elegantly, pay attention to politeness, treat people kindly, respect their bosses and colleagues, and do not spread rumors or provoke incidents.

6. Employees are not allowed to eat snacks, play poker, play chess, read **, magazines, chat and handle personal affairs when they go to work.

7. Employees should stick to their posts, save assets, and improve the efficiency of property use. It is not allowed to use stationery, communication and other facilities of the management office for personal convenience, and it is not allowed to embezzle the company's property and damage the company's interests. 8. Employees should keep office facilities and supplies clean and tidy, and ensure the safety of office equipment to the public.

Facilities, office supplies and documents shall not be lost, misplaced, misappropriated or damaged.

9. Before leaving the office, employees should tidy up office supplies and other things, and should be careful not to affect others when leaving.

For violations of the above provisions, the management office will be fined not less than 100 yuan each time according to the severity of the circumstances, until the employment is terminated.

The first is the operational system.

The second is the system of humanized management of personnel.

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According to the company's business projects...

Refer to others more ...

Hehe...

We ourselves will encounter some such problems in our work, that is, the company will always pay attention to discipline. Because such discipline will actually affect the operation of our own company. Then for our own boss, we must hope that our company can get a reasonable development.

If you don't go to scratch fibroids.

Everyone has some loopholes, and at this time, it will also cause some serious effects on the company。Because everyone is inert, then in the case of no one to manage, such a company is a plate of scattered sand

Because employees are inert.

Therefore, we also feel that it is understandable that the company should grasp discipline. For example, if our own boss has no time to take care of us after a business trip, or when he is going to do something more important. Then people who work in their own positions and pretend to have a bad reputation will inevitably run away or do something unrelated to work.

At this time, it will bring some serious losses to the company's efficiency. If we continue like this for a long time, it will be difficult for this company to sustain itself. <>

If you don't pay attention to discipline, you won't work well.

And the operation status will be seriously threatened, and even lead to loss of money or bankruptcy. When encountering such things, the boss of his own company will definitely grasp the company's discipline. And we also understand that what kind of achievements an organization or collective can achieve is inseparable from the spiritual level of such a collective.

If we can work well and work diligently in our work, then our work will be smooth sailing. <>

It is also a responsible performance for such a group as we work. If everyone can save money in their own department work, or do something unrelated to work, the company's operation will be threatened. And we don't get some improvement for ourselves, which causes problems with the appearance of our own company, which rises to a more serious level.

In this way, a particularly good workplace model can be formed, and then there will be no particularly strict violations of law and discipline, and at the same time, it can also mobilize the enthusiasm of employees to work, and then it can also create a particularly good workplace atmosphere.

If the company does not grasp discipline, then it is difficult for the company to survive, and discipline is also very important for everyone in Hehao, if a company employee has no discipline, then the company is a plate of loose sand.

Because if you pay attention to discipline, you can make the company run better and develop more.

The company's internal establishment of a variety of work discipline system norms, has a great effect of internal constraints, in addition to many company systems it requires employees to sign, but some provisions if the relevant provisions of the labor law, he is illegal company system, generally speaking, after employees enter the company, must have a set of written documents of various work systems established within the company. The Labor Code, which crosses the written documents of the work system, marks some doubtful areas. When necessary, you should ask the relevant leaders about some areas that you are not clear about.

Generally speaking, when you encounter something that you can't know when working in the company, it is best to keep relevant supporting materials in order to protect your legitimate rights and interests. If there is a conflict of interest with the company in the future, you can provide some evidence in your favor.

According to rumors, the accounting positions in the department will be additionally compensated by the company when they leave the company. The accounting position is basically to deal with the national tax department, and the core accounting position, he controls the tax payment situation in the company. The lifeblood of a company is interconnected with the core positions of accounting.

Generally speaking, rules and regulations are valid if they do not violate the Labor Law, Labor Contract Law and other relevant laws and administrative regulations. Of course, the Labor Contract Law also stipulates the procedures to be performed in the formulation of some rules and regulations.

Labor Contract Law

Article 4 Employers shall establish and improve labor rules and regulations in accordance with the law to ensure that workers enjoy labor rights and perform labor obligations.

When an employer formulates, amends, or decides on rules and regulations or major matters directly related to the vital interests of employees, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, employee training, labor discipline, and management of labor settlement and clearance, the employer shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the labor union or employee representatives.

In the process of implementing the rules and regulations and decisions on major matters, if the trade union or employees deem it inappropriate, they have the right to propose it to the employer and revise and improve it through consultation.

The employer shall publicize or inform the employee of the rules and regulations and decisions on major matters that directly affect the vital interests of the employee.

Article 80 Where the rules and regulations of an employer directly related to the vital interests of the workers violate the provisions of laws and regulations, the labor administrative department shall order it to make corrections and give it a warning; If any damage is caused to the worker, he shall be liable for compensation.

1.The content of the rules and regulations is legal and the language is standardized. Many enterprises formulate rules and regulations because they do not understand or ignore the current laws, regulations, and policies, resulting in some of the contents of the rules and regulations that violate the mandatory provisions of the law and do not have legal effect, such as the unit rules and regulations clearly stipulate that some positions can only be held by men, this kind of provisions are obviously illegal, infringing on women's equal employment rights, and some enterprises stipulate in the rules and regulations that female high-rent buried workers are not allowed to get pregnant, which is obviously illegal, and for example, The basic management system of the company, which should have been formulated by the board of directors and formulated by the general manager, was directly formulated by the general manager without the approval of the board of directors, etc.

There should be rules and regulations formulated by the general manager, and if the general manager orally agrees to the general manager after the general manager's office drafts them, the unit does not seal it, and the general manager does not sign and approve it, the enterprise manages employees according to these contents and disputes arise, and the enterprise naturally does not get legal support.

2.Rules and regulations shall be determined through democratic procedures. Many companies formulate rules and regulations that are only formulated by the board of directors or general manager of the company, or even by a certain department.

The law stipulates that the rules and regulations of enterprises involving the interests of employees shall be adopted by the workers' (representatives) congress, otherwise they shall not take legal effect.

3.After the rules and regulations are determined, they shall be publicized or directly signed by the employee as an annex to the labor contract. Many enterprises have some rules and regulations that are not known to employees at all, which also makes these systems unable to be fully implemented, and it is recommended to use written form or including electronic documents, which must be publicized to all employees, otherwise they will not be effective for employees.

4.The rules and regulations shall be revised and supplemented in a timely manner. Real life is complex and changeable, and the current laws are constantly evolving, and what was legal at the time may no longer be illegal or the content of the rules and regulations is no longer in line with the actual situation.

First, strictly speaking, the various discipline systems within the company are essentially management norms, and the correct statement is whether it is legal, and how much effect it is to be impure.

2. If the company's management norms are legal, they must meet the following conditions to have legal effect:

1. It must be approved by the company's labor union or more than half of the employees.

2. It must be publicized.

3. It cannot be contrary to national laws.

First of all, fines are one of the means of administrative punishment, and the company does not belong to the administrative agency, so it cannot fine employees.

Secondly, if an employee makes a mistake at work and the company wants to punish the employee, the following measures can be taken.

If it is stipulated in the labor contract that the employee fails to complete the labor quota or contracted tasks, the company may pay the minimum wage.

However, it should be noted here that if the employee fails to complete the work tasks as agreed, the minimum wage cannot be lower than the local minimum wage standard when the company pays the minimum wage. Otherwise, this clause has no legal effect.

Clarify the punishment provisions for disciplinary violations in the employee handbook and rules and regulations, and obtain the consent of the company's employees.

Although the company does not have the right to impose fines according to the regulations, it can be specified in the employee handbook or the rules and regulations system, and once the employee violates discipline, the violation and punishment can be explained to the employee.

However, these penalties must be disclosed to the employees and agreed to by the employees, otherwise they will not be valid for the employees.

Replace punishment with rewards and agree with employees on the rules for obtaining bonuses, such as "full attendance awards".

In order to promote the motivation of employees, the company can set bonuses, if the employees do not meet the qualifications for the award, the company will not pay the bonus. So, this is actually another way to impose fines.

The establishment within the company generally does not have legal effect, but only plays a restraining role within the company.

The system and discipline that infiltrates the company have no legal effect. If there is a conflict with the law, then it is a violation of the law. Therefore, the company's system is only internal to the company.

The work discipline system established within the company has no legal effect, only part of it has a legal effect, but it has a binding effect.

The company's internal rules and regulations must meet two conditions before they can be legally valid:

1.The content of the system shall comply with the current laws and regulations, and there shall be no conflict with the current laws and regulations;

2.The content of the system should be filed and effective with the relevant local state departments (for example, the company's relevant system for labor discipline should be filed with the local Labor and Personnel Bureau before it has legal effect).

Because of the various rules and regulations set up within the company, I think they should be implemented, if you don't implement them, there is any problem and regret, then you have to be responsible for the dust of God, and you have to act according to the rules and regulations, I think this is the case with Youzen.

If the company system conforms to the laws and regulations of the state, it has legal effect, and vice versa.

Labor law is the largest, as long as there is no deliberate ambition, this problem is not big.

The rules and norms formulated by any individual or organization shall not be higher than national laws. It must not go beyond the Constitution.

Summary. Hello dear. Do you want to say what is the difference between company discipline and system?

Answer: Strictly speaking, there is no essential difference, they are all rules that restrict people's words and deeds, but discipline is stricter, it is a red line, and it must be implemented whether you understand it or not. The regulations are the product of the industry's contract, historical experience summary, and accumulation, mainly relying on everyone's consciousness.

It's like the yellow line and the wall on the road!

Hello dear. Do you want to say what is the difference between company discipline and system? A:

Strictly speaking, there is no essential difference between the shed, they are all rules that restrict people's words and deeds, but the discipline is stricter, it is a red line, and it must be implemented whether you understand it or not. The regulations are the product of the industry's contract, historical experience summary, and accumulation, mainly relying on everyone's consciousness. It's like the yellow line on the road and the wall next to it!

Extended information: 2. The difference between rules and discipline: 1. The form of existence is different.

Rules are generally behavioral agreements that are naturally formed through a long-term life process, and do not have a certain written form; Discipline is generally formulated and approved by a certain organization, and exists and is issued in the form of a document. 2. Different class attributes. Discipline can be class or not; For example, corporate discipline has no class nature, while party discipline has class nature; Rules are the way people behave conventionally, and there is no hierarchy.

3. The binding force is different. Whether it is political discipline that symbolizes the power and will of the ruling class, or professional discipline in all walks of life, which reflects the law of socialized mass production, it is compulsory. The rules are not mandatory, and mainly rely on people's quality and morality to maintain.

4. Relevance. They are all conventions that regulate people's behavior, and they can all promote the civilized development of society; The enforcement of discipline sometimes requires the assistance of rules, and where the rules cannot be restrained, discipline can be enforced too late.