Personnel Recruitment and Labor Contract Termination Management System¶

Chapter I – General Provisions¶

Article 1¶

To standardize the company's recruitment process, clarify the conditions and procedures for termination of labor contracts, and prevent employment risks, this system is formulated based on the Labor Contract Law, the Trade Union Law, and other relevant laws and regulations, in combination with the company's actual circumstances.

Article 2¶

This system applies to all personnel management activities within the company, including employee recruitment, employment, and termination of labor contracts. It shall be organized, implemented, and interpreted by the Human Resources Department.

Chapter II – Recruitment Management Standards¶

Section 1: Recruitment Demand Approval¶

Article 3¶

When a department has a staff vacancy, additional headcount, or temporary employment need, it must complete a Recruitment Demand Application Form (TEMS template), clearly indicating: - Job title, number of personnel required, and expected reporting date - Job requirements (education, major, work experience, skill requirements) - Job responsibilities and salary budget - Reason for recruitment (e.g., business expansion, replacement due to resignation, etc.)

Article 4¶

Approval process: 1. Initial review by department head 2. Re-review by HR Department 3. Final review by management (board review for senior positions) 4. Once approved, HR archives and initiates recruitment

Section 2: Recruitment Implementation Process¶

Article 5¶

Recruitment channels are determined based on job nature (websites, headhunters, internal referrals, campus recruitment, etc.).

Article 6¶

HR screens resumes, conducts initial interviews, and organizes secondary interviews by departments. Background checks are required for key positions.

Article 7¶

Employment approval requires consent from department head, HR head, and General Manager. Offer letters must specify salary, start date, and required documents, and cannot be altered arbitrarily.

Section 3: Onboarding and Probation Management¶

Article 8¶

New employees must submit ID, degree certificates, proof of resignation, medical report, and other required materials. An Onboarding Registration Form must be completed.

Article 9¶

Labor contracts must be signed within the month of entry. Probation for contracts under 3 years must not exceed 3 months. Monthly performance evaluations will be conducted. Unqualified employees may be terminated. Successful probationers submit a Regularization Application (TEMS template). HR archives all records properly.

Chapter III – Labor Contract Termination Standards¶

Section 1: Termination Circumstances and Conditions¶

Article 10¶

Mutual agreement termination: Both parties may sign a Labor Contract Termination Agreement.

Article 11¶

Termination for employee fault (no compensation): - Unqualified during probation - Serious rule violation - Gross negligence - Dual employment - Criminal liability

Article 12¶

Non-fault termination (30-day written notice): - Inability to resume work after illness - Incompetence after training - Major change in objective circumstances making contract performance impossible

Article 13¶

Prohibited termination: Applies to employees during pregnancy, maternity, lactation, or medical treatment period.

Section 2: Termination Procedures¶

Article 14¶

Termination approval: - Department or employee submits application (TEMS template) - HR reviews legality - Management approval required

Article 15¶

Written notice: HR issues Labor Contract Termination Notice specifying date, reason, and compensation. Deliver in person or via email with proof.

Article 16¶

Exit handover: Employees complete handover per checklist. HR handles social insurance, file transfer, and compensation settlement.

Section 3: Economic Compensation Standards¶

Article 17¶

Economic compensation follows the Labor Law.

Article 18¶

Illegal termination compensation follows the Labor Law.

Article 19¶

Consultant contracts follow the consultant agreement.

Chapter IV – Risk Control¶

Article 20¶

Recruitment risk control: - Do not hire minors, unresolved resignations, or individuals with criminal records - Job descriptions must be specific and non-discriminatory - Offer letters must avoid lifelong employment promises

Article 21¶

Termination risk control: - Maintain evidence for fault-based termination - No double punishment for same misconduct (validity within 1 year) - Compensation calculation must include base salary, performance bonus, and allowances

Chapter V – Supplementary Provisions¶

Article 22¶

Matters not covered follow national laws and company policies.

Article 23¶

The HR Department revises this system, effective upon General Manager approval.

Attachments¶

Onboarding Registration Form Resignation Registration Form - Employee Information Statistics Table

Internal Process Templates¶

Recruitment Demand Application Form
Regularization Application
Labor Contract Termination Application
Resignation Application

This system is revised by the HR Department and effective upon General Manager approval.

Omnivoltaic Energy Solutions OVES Limited