Ruijie Networks Employee Handbook

Employee Handbook V5.0

• This handbook is for employees of Ruijie Networks Co., Ltd. and its affiliates.
• It provides information on human resources policies, benefits, and rules.
• Ruijie Networks reserves the right to interpret the handbook's content.
• The handbook takes effect from the date of its release.

Corporate Culture

• Vision: To create a world-class national brand.
• Mission: Integrate technology and applications to creatively solve customer problems and promote social progress.
• Core Values: People-oriented, customer-centric, emphasizing integrity and performance.
• Business Philosophy: Sensitive to application trends, quick to meet customer needs, balanced profit strategy, independent research and development, continuous innovation, and quality first.

Recruitment and Employment

• Principle: Fair and impartial hiring based on publicly released information.
• Internal employees can apply, and external candidates can be recommended.
• Employees who recommend external candidates may receive a recommendation bonus.
• Candidates must avoid close relatives working within the company, or with competitor companies.
• Candidates must disclose any close relatives working for the firm, and those working with a competitor company.
• Failure to disclose a relationship is considered a serious breach of integrity and justifies contract termination.
• Depending on the specifics, the company will decide whether to hire or arrange certain job avoidance adjustments.

Onboarding and Employment Contracts

• Employees must provide proof of termination of their previous employment contracts.
• Failure to provide the appropriate paperwork may affect insurance enrollment, which will affect legal liabilities and risks.
• All formally employed staff must sign an employment contract within one month of joining.
• If an employee does not sign, it is treated as a voluntary resignation.

Probation Period and Assessment

• Probation periods are usually 3-6 months, but cannot exceed six months.
• The probation period is included in the first employment contract.
• Mentors and staff should create measurable assessment goals within 15 days of a new employee joining.
• The probationary period performance of new employees must be "passed", and the training assessment results must be "qualified" for a candidate to be eligible to apply for.
• Probation can be terminated if:
• Absenteeism for three or more days without approval.
• A leave of absence exceeds five days during the probationary period.
• Disciplinary or ethical violations occur.
• The candidate violates personal integrity and hides information on academic work and family.
• Background checks fail.
• The candidate is bound by a non-compete agreement.

Internal Transfer

• Based on company needs and employee capabilities, employees may be transferred to other departments, regions, or positions.
• Due to internal transfers arranged, the employee can enjoy subsidies.
• Employees can actively apply for job transfers, according to development plans.
• During the company's annual pay rise, an employee's salary will reflect their new place, without regard for international allowances.
• Conditions
• The employee must be in the original department for at least one year.
• The most recent annual performance review or SC grade must be at least be a B.
• One does not display bad conduct, nor be warned or punished.

Compensation and Benefits

• Annual Salary = Annual Wage + Annual Bonus (if applicable)
• Monthly Salary = Annual Salary / 12 (rounded to the nearest whole number)
• Monthly Wage = Base Salary (Monthly Salary * 35%) + Performance Wage Base (Monthly Salary * 65%) * Monthly Assessment Fluctuation Coefficient
• Various benefits, subsidies, and penalties are based on the company's regulations.

Salary Calculation and Distribution

• Salary is calculated monthly and paid on the 10th of the following month.
• New workers will be paid from the date of their arrival.
• Salaries for incumbent employees are awarded on the tenth of the next month, but for departing employees it is on the fifteenth.
• Salary information should not be discussed in the workplace, aside from HR and Manager.
• Pay types: Salary, bonus, overseas allowance, stock, social, housing fund, and subsidies.

Annual Bonus

• Determined by date of entry, salary adjustment date, and attendance.
• The company can deduct individual income tax on behalf of employees.

Payment of Annual Bonus

• Those whose compensation includes an annual bonus.
• Employees who are regularized before December 31.
• Employees who are employed when the annual bonus is paid.
• Employees who have complete performance assessment records.
• It must meet conditions for agreed annual bonus.
• Situations that do not seriously violate company regulations.

Benefits

• Legal benefits: Funeral subsidies, high-temperature allowances, five social insurances and one housing fund, and file account management.
• Special features: Holiday costs, birthday gifts, wedding gifts, commercial medical insurance, traffic accident insurance, overseas insurance, annual health checkups, etc.

Attendance and Leave

• Work hours: Monday to Friday, 9:00-12:00 and 13:00-18:00.
• Time clock.
• Offices can choose different methods for clocking in.
• Clocking-in must be done twice a day.
• If you are unable to clock in, you must handle additional paperwork.
• If you are unable to swipe card due to special circumstances, you must notify and report a supplementary approval form through the attendance system within 24 hours.
• Failure to do the following and failure to approve the leave will be considered. absent.
• You must follow the time, and be aware of proxy clocking.
• Employees and supervisors must deal with any abnormalities.
• All requests must be started on the register.

Leave

• Sick leave: Paid at basic wage.
• Leave: Unpaid.
• Time off will determine if you get an attendance bonus
• Annual: Compensation is paid normmal

Violations and Assessment

• You must apply prior to getting leave.
• Punishments consist of; criticism, warning, demerit, job termination.
• Factors that determine punishment include violation of company regulations, injuring colleagues.

Reward and Punishment

• Merit (determined by performance, and may not be the same).
• Punnishments are based on damage costs, but the maximum is defined. and does not apply in al conditions

Departure

• Can quit 30 days prior, or 3 days if within probationary period
• Must transfer all materials, documentation, and logins
• Must go through termination protocol.