Employee Handbook of Easy Technology(Hong Kong)Limited

Ⅰ.Introduction

Welcome to Easy Technology(Hong Kong)Limited!This handbook is designed to clearly define the company’s management guidelines for employees,detail our rules and regulations,and ensure that every team member thoroughly understands their rights and obligations within the company.It serves as a fundamental reference for both the company’s operations and employees’daily work.We strongly encourage all employees to read it carefully and adhere to its provisions.At Easy Technology,integrity is not just a business philosophy—it’s the cornerstone of our corporate culture.We believe that by upholding honesty and ethical practices,every employee can fully realize their potential and grow alongside the company.

Ⅱ.Company Overview

(Ⅰ)Company Introduction

Easy Technology(Hong Kong)Limited is a dedicated player in the industrial controller trading sector.Since our establishment,our unwavering commitment to integrity has enabled us to steadily build a strong reputation in the industry.We collaborate closely with a network of high-quality suppliers to offer a diverse range of high-performance,reliable industrial controller products.These products cater to various sectors,including manufacturing,the energy industry,and automated production lines.Whether supporting small enterprises in upgrading their production efficiency or providing comprehensive equipment solutions for large-scale industrial projects,we are fully dedicated to becoming the trusted trading partner for all our clients in the industrial controller market.

(Ⅱ)Company Mission

Our mission is to provide customers with the most suitable industrial controller products and services,underpinned by integrity.We strive to drive the efficient development of the industrial field,create sustainable commercial value,and contribute positively to society.

(Ⅲ)Company Culture

Integrity lies at the heart of our company culture.We expect every employee to demonstrate honesty and trustworthiness in their work,treating customers,partners,and colleagues with sincerity.By approaching work with kindness and a sense of responsibility,and balancing performance goals with care for others,we aim to foster a positive,collaborative,and inclusive work environment.

Ⅲ.Labor Relations Management System

(Ⅰ)Scope of Application

This system applies comprehensively to all company departments and to every employee who has entered into a full-time labor relationship with us.For other types of employment,such as dispatched workers,re-employed retirees,interns,and part-time employees,relevant aspects including behavior norms,work discipline,and attendance management shall follow the principles and regulations of this system.

(Ⅱ)Risk Prevention

1.The Human Resources Department,as the key department responsible for employment management,must enhance its risk-prevention awareness.It is tasked with effectively overseeing the employment management of all departments in strict accordance with this system,establishing and maintaining comprehensive employee files,and securely storing all relevant documentation.

2.All departments are required to cooperate actively with the Human Resources Department to standardize the employment process.When new employees join a department(irrespective of employment duration or household registration status),department supervisors must promptly notify the Human Resources Department and assist in completing the onboarding procedures.Similarly,when an employee leaves the company(including scenarios like contract expiration,termination,resignation,dismissal,or unauthorized departure),department supervisors should collaborate with the Human Resources Department to ensure a smooth offboarding process.

(Ⅲ)Employee Files

1.The Human Resources Department is responsible for creating and maintaining individual files for each employee.These files should include identity documents,academic and professional certificates submitted upon joining,the entry registration form,work resume,professional skill certificates,separation certificates from previous employers,labor-related agreements such as employment contracts,confidentiality agreements,and non-compete agreements,performance assessment materials,job-change records,reward and punishment documentation,as well as resignation reports,notice of labor contract termination,departure handover forms,and other relevant offboarding documents.

2.Employee files are the property of the company and are distinct from personal personnel files.After an employee’s departure,the company will retain these files for a period of at least two years from the date of separation.

(Ⅳ)Employment Principles

1.Open Recruitment and Merit-based Selection:We are committed to providing equal employment and promotion opportunities for all individuals,free from any discrimination based on ethnicity,race,age,gender,religious belief,or other factors.

2.Emphasis on Both Morality and Competence:For each position,we seek to recruit employees who not only possess the necessary professional skills but also demonstrate high moral standards.

3.Planned Management:Personnel recruitment and allocation are carefully planned in line with the company’s development strategies and business requirements.

(Ⅴ)Ineligible Employment Situations

Persons under the age of 16 are not eligible for employment within the company.

(Ⅵ)Recruitment Approval Authority

Recruitment approval authorities are defined according to different job positions.The company has clearly stipulated the specific division of these authorities,and relevant personnel for certain positions have the right to provide recruitment recommendations.

(Ⅶ)Recruitment Process

1.When a department has a job vacancy,the department supervisor initiates an application.This application must be approved by both the Human Resources Department and the General Manager before the Human Resources Department proceeds with the recruitment process.

2.The Human Resources Department formulates detailed recruitment plans and strategies based on leadership decisions.

3.Candidates are sourced according to the established plans and undergo an initial screening process.

4.Examiners are appointed based on the specific requirements and importance of the position.

5.Candidates are selected through a combination of examinations,interviews,and other assessment methods.

6.Physical examinations,background checks,and other evaluations are conducted,and employment decisions are made following a comprehensive assessment.

7.The Human Resources Department notifies successful candidates of their employment and facilitates the onboarding procedures.

(Ⅷ)Independent Recruitment

Departments operating under the contract responsibility system have the autonomy to conduct their own recruitment.However,they must strictly adhere to the company’s recruitment standards.Once candidates are selected for employment,the department must promptly inform the Human Resources Department,complete the necessary registration and onboarding procedures,and execute relevant agreements in accordance with company regulations.Departments are prohibited from signing employment contracts or other agreements with prospective employees without prior authorization,nor can they issue signed or sealed employment notices without proper approval.

(Ⅸ)Employment Notice

For candidates who have successfully passed the recruitment process,the Human Resources Department will notify them of the reporting time and location via phone or email.Formal written notices with the company seal are not issued for this purpose.

(Ⅹ)Reporting Procedures

1.Applicants must personally complete the reporting procedures at the specified time and location indicated in the employment notice.On the reporting day,they are required to present and verify academic,professional,and identity documents(originals will be returned after verification,and copies will be retained),submit four recent one-inch免冠ID photos,provide separation certificates from their previous employers(including proof of labor contract termination and work dismissal),and for previously employed individuals,submit the transfer documents for social insurance and housing provident fund.Fresh graduates must provide the required documentation as specified by the university employment guidance center,along with any other materials and certificates required by the notice.

2.Failure to complete the reporting procedures within the specified time and at the designated location will be considered a rejection of the employment offer,and the employment notice will automatically become void.

(Ⅺ)Entry Registration

1.Upon reporting for work,new employees are required to carefully complete the company’s“Entry Registration Form.”The form includes relatively static information such as name,gender,date of birth,nationality,ethnicity,place of origin,blood type,ID or passport number,pre-employment work experience,and reward-punishment records,as well as relatively dynamic information like mobile number,email address,contact address,postal code,emergency contact details,educational background,training records,marital status,family members,and main social relations.It also covers other relevant information as required by the form.

2.Employees are responsible for ensuring the accuracy and truthfulness of the information provided and must sign to confirm it.If false information is provided and results in the establishment of a labor relationship,the company reserves the right to unilaterally terminate the employment contract.In the event of any changes to the registered information in the“Employee Registration Form,”employees are required to notify the Human Resources Department in writing within 30 days.Failure to do so will mean that the company will rely on the original information,and any resulting consequences will be borne by the employee.

(Ⅻ)Item Collection

New employees are required to sign for and receive the employee handbook or company regulations,collect relevant identification and work tools,and complete the office supplies allocation form.Unless otherwise specified,all issued items remain the property of the company.Employees are expected to use and maintain these items properly and return them upon leaving the company.

(ⅩⅢ)Entry Procedures

1.When an employee joins the company,the Human Resources Department will undertake the following procedures:review and copy all original certificates submitted by the new employee,requiring the employee to confirm the accuracy of the copies in writing;review and file the departure procedures from the previous employer,verifying the employment separation status as necessary to avoid hiring employees with unresolved labor relations and checking for any non-compete obligations;assist the employee in completing the entry registration form;guide the employee through the signing and understanding of company regulations and other item-receipt procedures;and finalize all written labor-relationship agreements.

2.In cases where an employee’s reporting materials are incomplete,the Human Resources Department will follow up and ensure that the materials are completed.All onboarding documents will be archived in the employee’s file.

(ⅩⅣ)Contract Signing

The Human Resources Department is responsible for ensuring that all employees sign appropriate agreements upon joining.Dispatched workers are exempt from signing employment contracts;full-time student interns are required to sign an“Internship Contract”;and employees who have reached the retirement age(60 for men,50 for women,55 for female cadres)are to sign a“Retired Re-employment Agreement.”

Ⅳ.Working Hours and Leave System

(Ⅰ)Working Hours

1.The company operates on a 40-hour workweek.Daily working hours are from[specific time 1]AM to[specific time 2]PM,with a designated lunch break.

2.All employees are required to strictly follow the work-time punch-in and punch-out system.Proxy punching is strictly prohibited.In case of business-related absences,employees must inform their department manager in advance and record their whereabouts on the company message board.

(Ⅱ)Sick and Personal Leave Regulations

1.In the event of illness preventing work,employees should immediately notify their department manager and subsequently complete sick-leave formalities at the Human Resources Department,presenting a valid hospital-issued sick-leave certificate.

2.For personal leave requests,employees must submit a written application in advance,clearly stating the reason and the expected duration of absence.After review and approval by the department manager,the application should be submitted to the Human Resources Department for processing.For personal leave exceeding three consecutive days,additional approval from the General Manager is required,following initial department-manager approval.

3.In exceptional circumstances where advance leave application is not possible,employees must explain the situation promptly and complete the leave formalities as soon as feasible.Sick leave and personal leave are calculated in half-day increments.

(Ⅲ)Overtime and Compensatory Leave

1.Overtime hours are calculated in half-day units.Overtime work may be assigned based on business requirements,and employees are expected to cooperate.

2.Overtime compensation is managed in compliance with relevant national regulations.For work-related overtime,the company will either arrange compensatory leave or provide appropriate overtime pay.

(Ⅳ)Paid Leave

Employees are entitled to paid leave as stipulated by national laws,including annual leave,marriage leave,maternity leave,paternity leave,etc.Specific leave entitlements and application procedures are determined in accordance with national and company regulations.

Ⅴ.Assessment and Reward-Punishment System

(Ⅰ)Assessment System

1.The company conducts regular performance assessments for employees,evaluating aspects such as work performance,work attitude,professional skills,and teamwork.These assessments aim to objectively measure employees’contributions,providing a basis for promotion,salary adjustment,and training opportunities.

2.For ordinary employees,the assessment focuses on work effectiveness,attitude,teamwork,and initiative.Middle-level and senior management are evaluated on work achievements,management capabilities,decision-making skills,and innovation.

3.Regular work summaries are mandatory for all employees.Ordinary employees should submit a monthly summary,while key-position employees are required to submit written summaries monthly or after the completion of each major task.These summaries should be factual,covering work content,achievements,areas for improvement,lessons learned,existing issues,and suggestions for improvement.

(Ⅱ)Reward System

1.Employees who demonstrate outstanding performance in their work will be recognized and rewarded.This includes individuals who develop market-viable products in product development,make significant improvements to existing products,generate substantial benefits for the company,or contribute to technological advancements;those who exceed sales targets;employees in technical support and service roles who receive high customer praise,resolve complex issues,or open up new markets;and others who make significant contributions to the company’s success.

2.Rewards may include promotion,salary increments,bonuses,prizes,public recognition,and the inclusion of reward records in personal files.Nominations for rewards are made by department managers or supervisors and are subject to approval by the company’s office meeting.

(Ⅲ)Punishment System

1.Employees who violate company regulations,break laws,or cause harm to the company’s interests will face disciplinary action.Those responsible for losses due to negligence or misconduct will also be held accountable.

2.Disciplinary measures range from criticism and education,warnings,fines,demotions,to dismissal.The specific punishment is determined by supervisors or department managers based on the severity of the violation and must be approved by the office meeting.In cases of serious violations that constitute criminal offenses,legal action will be taken.

Ⅵ.Salary and Welfare System

(Ⅰ)Salary System

1.Employee salaries are determined based on factors such as job position,responsibilities,and work performance.The salary structure typically includes a basic salary component and a performance-related salary.Regular salary reviews and adjustments are conducted to ensure competitiveness and fairness.

2.Salaries are paid on a monthly basis,with the payment date set as[specific date]of each month.In the event of holidays or special circumstances,salary payments may be adjusted accordingly.

(Ⅱ)Welfare System

1.The company offers a comprehensive range of welfare benefits,including social insurance(pension,medical,unemployment,work-injury,and maternity insurance)and housing provident fund,all in compliance with national and Hong Kong regulations.

2.In addition to statutory benefits,we also provide additional perks such as annual health check-ups,team-building activities,and holiday gifts,aiming to enhance employee well-being and job satisfaction.

Ⅶ.Training and Development System

(Ⅰ)Training System

We place great importance on employees’career development and offer a diverse range of training opportunities.These include new-employee orientation training,which helps integrate new hires into the company culture,rules,and business processes;job-skills training to enhance professional capabilities;and management training for employees with leadership potential.

(Ⅱ)Career Development

1.The company is committed to providing ample career-growth opportunities,encouraging employees to continuously develop their skills through internal promotions,job rotations,etc.Employees can submit career-development applications based on their interests and career goals,and the company will design personalized development plans according to individual performance and business needs.

2.Our promotion mechanism is fair and transparent,evaluating employees based on a combination of work performance,ability,quality,and attitude.This ensures that deserving employees have the opportunity to advance and excel in more suitable positions.

Ⅷ.Environmental Safety and Hygiene System

(Ⅰ)Safety Responsibilities

1.All employees are responsible for the company’s safety and security and must strictly comply with safety regulations.Smoking is strictly prohibited within the office premises.In case of any fire hazards,employees should report them immediately and assist in taking corrective actions.

2.Employees must operate all instruments and electrical equipment in strict accordance with established procedures.Before leaving work,waste bins should be emptied,and flammable materials such as documents and papers should be stored safely.When leaving the office,it is essential to turn off all electrical appliances,water sources,and close windows.The last person to leave the office or the company is responsible for conducting a comprehensive safety check.

(Ⅱ)Hygiene Requirements

We encourage all employees to maintain good hygiene practices to keep the office environment clean and comfortable.Office desks should be kept organized,and regular cleaning of the workspace is expected to create a pleasant working atmosphere.

Ⅸ.Supplementary Provisions

1.This handbook is compiled by the Human Resources Department and comes into effect after approval by the company’s management.Any revisions or supplements will be promptly communicated to employees via email,the company’s internal platform,or other official channels.Employees are expected to review and comply with the updated version in a timely manner.

2.In the event of any conflict between the provisions of this handbook and national or local laws and regulations,the latter shall prevail.The Human Resources Department reserves the right to interpret the content of this handbook.