GS Textile Industries Kenya EPZ.

, Ltd

GS Textile Industries Kenya EPZ., Ltd

Employee
Hand
Book
Compilation: Gu Baoling, approval: Xu Xiaonan

Effective date: March 1,2016

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd

Chapter 1 Catalogue

1. catalogue

2. general rules

3. Job Responsibilities of the personnel Department

4. Employee service guidelines and code of conduct

5. Factory discipline outline

6. Recruitment and recruitment

7. contract of labour

8. Compensation system

9. reward and punishment system

10. Attendance and leave system

11. Training and development

12. employee welfare

13. Resignation and assignment

14. labour relation

15. Dormitory management system

16. Canteen management system

17. Suggestions and communication

18. Safe and civilized production

19. supplementary provisions

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Chapter 2 general rules
Article 1 You are welcome to join our company and become one of our team.
The company adheres to the "people-oriented" management philosophy.
Respect people, understand people, care about people, cultivate people, to
provide a good development space for employees. "meritocracy, employment,"
is the company’s consistent employment strategy. The company tries its best to
provide employees with fair and reasonable salary, perfect welfare treatment,
good working environment and ideal personal development space.
Article 2 It is to strengthen the management of the company, promote the
development of the company, improve the companys operation system,
establish a good image of the company, and improve the overall benefit of the
company. According to the Labor Law, the spirit of the Labor Contract Law, the
regulations and regulations related to the labor Law, and according to the
specific operation situation of the company, this article is formulated. It aims to
introduce the company’s personnel management, salary and welfare
management, reward and punishment system, dormitory management, canteen
management, and safe and civilized production management system. Please
read and understand carefully, and strictly abide by the provisions of this
handbook.
Article 3 This <<Employee handbook>> is applicable to all employees of the
company. Including the management, execution, verification and operation
personnel during the formal recruitment or probation period.
Article 4 This handbook is discussed, approved and implemented, and has the
same legal effect in the company’s management system. In case of the change
of relevant national laws and regulations or new provisions in some aspects, the
company will amend them in the form of announcement as necessary.
Article 5 This Employee Handbook is a part of the companys management
system documents, which is a brief description of the management and
operation of the company. It operates in the middle of the employee Handbook,
and the company has other supporting management system documents.
Article 6 I hope you can do your best in the company, display your wisdom and
wisdom with every employee in the same boat, and work hard for the
development and growth of the company.

Chapter 3 Job Responsibilities of the Personnel Department

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 7 Main functions: As the human resources management department of
the company, the personnel Department selects, allocates, develops, evaluates
and trains all kinds of talents needed by the company, formulates and
implements various salary and welfare policies and employee career plans,
arouses the enthusiasm of employees, stimulates their potential, and is
responsible for the sustainable and long-term development of the company.
Article 8 Personnel management
(1) Employee recruitment, entry, assessment, transfer and resignation
management;
(2) Selection, investigation, filing and training of the companys reserve cadres;
(3) Manage personnel files and labor contract management of the employees;
(4) To assist in organizing the examination, evaluation and employment of
various professional and technical positions;
(5) Provide statistics and analysis of various human resource data;
(6) Conduct regular employee satisfaction survey and develop communication
channels.
Article 9 Management of compensation and benefits
(1) Check the salary and attendance of employees of the company;
(2) Formulate, manage and implement the company employee welfare policies.

Chapter 4 Employee service standards and code of Conduct

Article 10 Employee service criteria
Love the company, loyal to duty, observe the discipline.
Obey the command, work seriously, the pursuit of efficiency.
Ensure the quality, save the materials, study hard.
Respect for superiors, harmonious colleagues, care about the collective.
Civilized manners, civilized production, safe production.
Cherish public property, maintain health, strive for honor.
Article 11 Employee code of conduct
(1) Keep in mind the principle of "customer first". Active, warm, thoughtful
service for customers, enhance customer satisfaction.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(2) Employees should have the ability to innovate, learn new knowledge, master
new skills, accept new ideas, and make their personal quality synchronized with
the development of the company.
(3) Attention should be paid to cultivating good professional ethics and integrity
and selfless personal qualities.
(4) Clarify the companys development objectives and personal work objectives.
(5) In front of the public appearance, dignified behavior, decent speech.
Remember that each employees words and deeds are the embodiment of the
companys image and style.
(6) The employees in the company should unite and cooperate, trust each other,
learn from each other, communicate ideas and exchange feelings;
(7) Abide by discipline and law, observe public morality, and foreign exchanges
should be rational, advantageous and disciplined.
(8) Pay attention to keep the environmental hygiene and objects in the working
area, living area and rest area.

Chapter V Factory outline

Article 12 Factory discipline and regulations
(I) Employees must abide by all the rules and regulations of the company,
notices and announcements.
(2) Employees shall complete the work tasks assigned by the company. Pay
attention to working methods and efficiency, clear efficiency is the life of the
enterprise.
(3) Except for different positions, employees have equal personality, should
respect each other, understand and support a harmonious and friendly
relationship; be good at coordination, integrate into the collective, have team
spirit and strong sense of collective honor, and not affect work and production
due to personal grievances.
(4) Employees shall be loyal to their duties and actively complete their own
work. To have a full load, fast pace, efficient dedication and dedication spirit.
(5) Work should be focused, during the work of reading magazines, newspapers,
smoking and eating snacks.
(6) The staff should work together and help each other in times of trouble. They
shall not make noise, fight, gamble, make trouble or disturb the order in the
office area, operation area, factory area, dormitory and canteen.
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(7) The subordinate shall respect and obey the leadership and decision of the
superior, and shall not be unkind or perfunctory; the superior shall not use
insulting language when giving work guidance to the subordinate.
(8) Those who leave their work posts during the working hours shall report to
their supervisor. Without approval, relatives or guests. If it is necessary to meet
the important guests, it should be approved by the supervisor or manager.
(9) Do not bring contraband, dangerous goods or articles unrelated to
production into the workplace.
(10) Without the permission of the department head, they shall not enter other
workshops without business.
(11) Employees must have good professional ethics, have the courage to
undertake work tasks and responsibilities, and pay attention to the efficiency
and accuracy of work.
(12) Employees shall be obliged to keep the companys business secrets, and
shall not divulge their business or job secrets or embezzle or cheat under the
guise of authority, or show to others all kinds of materials, documents and
account books of the company or customers.
(13) Employees must maintain the reputation of the company, and their
personal opinions involving the company shall not be published to the public
without the permission of the superior. In addition to handling company affairs,
they shall not use the name of the company.
(14) Employees must be civilized, dignified, generous, good cultural
accomplishment and moral cultivation, and must not affect the overall situation
of the company.
(15) The employee must take good care of public property, and those who
intentionally cause losses to the company shall be liable for compensation, and
shall be punished according to the seriousness of the case.
(16) Employees shall be honest in their duties, shall not accept gifts from
personnel related to their own business, or aspire to borrow money from the
manufacturer, and shall not take advantage of their position to embezzle or
embezzle company property.
(17) Employees are not allowed to do business, shall not operate business
related to their positions or concurrently hold positions other than the company.
(18) In addition to their daily work, the staff shall not negotiate or sign contracts
in the name of the company or provide guarantees in the name of the company
or attend public activities on behalf of the company without the authorization
and approval of the general manager of the company.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(19) Employees shall work on time except for their required rest and business
trips. No absenteeism, late arrival, or early leave. In addition to the general
manager, manager, factory director, work and work should personally swipe
card, not on behalf of others or entrust others.
(20) The employee works for eight hours every day. If the work is not
completed, they can work overtime after negotiation.
(21) Except for the operator, others shall not move the machinery and
equipment or obviously hang the "warning sign" or "under maintenance" sign,
shall not operate the machinery and equipment or start the power supply.
(22) Employees shall have the obligation to go on business trips due to their
work needs.
(23) Employees should be modest, neither humble nor pushy, and should be
skilled, warm and thoughtful in receiving visitors, and should not be rude.
(24) Employees shall not carry public property out of the company without
permission.
(25) Employees must truthfully fill in their native place, name, work experience,
educational background, etc., and shall not cheat the company.
(26) Employees must wear factory labels, factory clothes and personal
protective equipment during working hours.
(27) Employees are obliged to abide by the operating rules, do a good job in
production safety, and avoid all kinds of personal injuries and other accidents.
(28) The environment should be kept clean inside and outside the workshop
dormitory, spitting and littering are not allowed, and smoking and fire are not
allowed in the workshop.
(29) Employees must assist the company to do a good job in fire safety, be
familiar with the use of the companys fire equipment, and master the method of
fire alarm.
(30) Strictly abide by the provisions on anti-terrorism security, and the relevant
departments shall supervise the effective implementation of the safety of
containers and transportation, the safety of various factory entities, the access
control of personnel in important areas, personnel review and investigation, the
information security management of computers and data, and the management
provisions of all kinds of security.

Chapter 6 Recruitment and Recruitment

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 13 In order to strengthen the construction of the companys staff,
improve the basic quality of employees and obtain excellent talents necessary
for the development of the company.
Article 14 The Company shall take the purpose of employing talents,
accommodating shortcomings, pursuing performance and encouraging
progress; face the society, open recruitment, comprehensive assessment and
selective recruitment from the aspects of knowledge, moral character, ability,
experience, physique, and meeting the requirements of the post.
Article 15 Each department of the company shall, according to the employment
requirements, the department head shall fill in the Recruitment Application
Form, submit it to the general manager for approval, and then submit it to the
Personnel Department, which shall organize the recruitment uniformly.
Article 16 The recruitment advertisement content of the company must be
approved by the relevant leaders. See the Recruitment Policy for more details.
Article 17 The Personnel Department shall introduce the companys enterprise
culture, development prospects, product types, department setting, enterprise
philosophy, employment policies and welfare treatment to the applicants
participating in the second examination.
Article 18 The applicant shall not be employed under any of the following
circumstances:
(1) Minors under the age of 16;
(2) drug users, fugitives or prisoners;
(3) failing to terminate the labor relationship with the former enterprise;
(4) failing to be competent for the work.
Article 19 The employer shall report to the personnel department of the
company in person with his valid certificate and health certificate on the
specified date, fill in the entry registration form and submit the personal
certificate to the personnel Department for examination. Overdue date as a
waiver treatment.
(1) Original id card, academic record certificate and professional title certificate;
(2) Health certificate;
(3) The original copy of the training or qualification certificate;
(4) three one-inch color photos;
(5) Special work should be presented with relevant certificates: accountant:
accounting certificate; driver: driving license; customs declaration: customs

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
declaration certificate; electrician: electrician certificate, special operation
certificate of other special operators;
Article 20 The personnel department shall register the new employees in the
factory, issue factory labels, ID cards, factory clothing and labor protection
supplies free of charge, and arrange voluntary accommodation and staff
dormitories and meals. If the employee needs to be reissued due to the damage
to such items, the corresponding fee can be charged according to its cost price.
On the day of entry, employees should receive knowledge and skills training
such as factory regulations, fire control, health and safety, and the correct
wearing of labor protection articles.

Chapter 7 Labor Contract

Article 21 Labor contract management is a standardized management of the
labor relationship established between the company and its employees and the
rights and obligations of both parties. The management of labor contract of the
Company includes the conclusion, execution, alteration, termination or
termination and dispute settlement of labor contract. The management process
shall reflect the company’s personnel policy and comply with the labor laws and
regulations.
Article 22 The company and its employees shall conclude labor contracts
through equality, voluntary consultation and consensus, establish labor relations
according to law, and guarantee the validity of the labor contracts. The labor
contract is concluded according to the law, which shall have legal effect namely.
Article 23 A labor contract must be signed by the company and its parties
concerned in person, and shall not be signed on behalf of others. The company
and the employee shall hold one copy each. The labor contract shall be signed
within one month after the new employee reports in duty or within one month
after the contract expires.
Article 24 After the signing of the contract, both parties shall strictly abide by
the provisions of the contract and the mutual agreement, as well as the
provisions of the Company’s Employee handbook and various rules and
regulations.
Article 25 If the labor contract needs to be changed for the reasons of
promotion, demotion, department transfer, type of work change, etc., the
personnel department shall notify the employee in writing, and the contract
shall be changed after the employee signs for the receipt.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 26 After the termination or termination of the labor relationship between
the company and the employee, the personnel department shall keep all the
data for two years for inquiry.
Article 27 The probation period, contract period, working time, wages and
welfare, work tasks, labor discipline and conditions for the termination or
termination of labor relationship of the employees of the company shall refer to
the terms and mutual agreements stipulated in the labor contract.

Chapter 8: Compensation system

Article 28 The company shall implement the salary system of salary according
to ability and grading according to post. Based on the principle of internal
fairness, external competitiveness and cost-effective compensation
composition, and pay employees.
Article 29 The salary calculation period shall be from the 1st of last month to
the end of last month. The following payments shall be withheld and paid by the
Company.
(1) Individual income tax;
(2) the individual undertaking part of social insurance;
(3) Accommodation expenses, water and electricity charges for employees to
voluntarily stay in the company dormitory;
(4) other amounts or compensation to be deducted.
Article 30 The salary system shall apply to the post personnel engaged in
routine work in the company.
(1) Middle-level managers of supervisors and department managers
(2) Team leader and quality inspection execution and verification personnel
(3) Operation personnel
(4) Accounting, cashier, personnel, clerk, driver, cleaner service personnel
(5) engineering and maintenance technical personnel
Article 31 The salary structure includes attendance salary, overtime pay, wages
for waiting for materials, post and seniority allowance. See the Working Hour
and Salary Management System for details.
Article 32 The measures for the payment of various special allowances
stipulated by the state, region and industry shall be stipulated separately, and
the whole staff of the company shall be notified in the form of notice or notice.
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 33 the employee salary distribution and adjustment, mainly refer to the
local government departments to adjust the provisions of the minimum wage,
the company’s economic benefit, human resources strategic demand, social
labor supply and demand, market wages and employees own ability, jobs, staff
performance factors and determine.
Article 34 The salary adjustment shall be applied for by the head of each
department, approved by the general manager, and reported to the personnel
Department and the finance department for the record.
Article 35 The salary payment date of the company shall refer to the provisions
of the labor contract. The company shall print individual payroll and wage slip as
monthly payment list for verification; the employee shall sign on the payroll by
itself; the company shall keep the payroll for two years for future reference.
Article 36 Employees who have objections to their salary calculation can apply
to the personnel department and the finance department for review. A specific
reply will be given within 2 working days. If there is any discrepancy in the
review, the difference will be reissued together.
Article 37 The employee shall keep his / her salary confidential and shall not
publicly discuss or inquire about others salary, otherwise he / she shall be
treated as violation of discipline.
Article 38 Matters not covered in this system shall be stipulated separately, or
refer to the relevant provisions of other provisions.

Chapter 9 System of rewards and punishments

Article 39 The basic policies of the company shall implement rewards and
punishments by administrative and economic means to encourage the
advanced, spur the backward and stimulate the morale of the employees.
Article 40 Employees who meet the requirements for award shall be nominated
by their department and organize materials. After investigation and verification
by the personnel department of the company, they shall be submitted to the
general manager for approval and award. And notify me in writing and record it
in my personal file as the basis for performance appraisal.
Article 41 For those that constitute punishment conditions, after investigation
and verification by the Personnel department, they shall be reported to the
general manager for approval and examination and approval, given immediate
treatment, and shall be notified in writing and recorded in personal files as the
basis for performance assessment.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 42 If the employees poor work quality and working ability does not
constitute punishment, the work incompetence shall not fall within the scope of
punishment, and shall be implemented according to the performance appraisal
management.

reward

Article 43 Under any of the following circumstances, a notice of praise shall be

given.
(1) Work under special requirements or under difficult conditions, with
remarkable achievements, sufficient role model for employees.
(2) Find and correct major disciplinary violations within the scope of the post
responsibilities, safeguard the greater interests of the company, and be a model
for the post.
(3) Within the scope of the company, in case of special circumstances (non-job
responsibilities), to timely and effectively deal with the company without
violating the companys management system, so as to avoid unnecessary losses
or maintain the interests and image of the company.
(4) Those who violate violations of general employees within the scope of
responsibility can be fed through legitimate channels and have a benign impact
on the management of the company.
(5) good character, hard work and ability to complete major or special assigned
affairs.
Article 44 Bonus + letter of commendation
(1) Provide plans and plans for the companys standardized management or
advanced management or promote the companys strategic leap, reduce
management costs or create large long-term forecast profits for the company.
(2) Saving materials or utilizing waste effectively.
(3) Those who have completed work tasks earlier or beyond schedule without
rework or repair.
(4) To prevent theft and avoid losses suffered to the company or personal
property.
(5) In case of accidents or disasters, regardless of personal danger, not afraid of
danger, to reduce the loss for the company.
Article 45 Annual Outstanding Employee Award
Reward the employees that bring huge profits to the company, or bring
immeasurable profits.
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(1) Research and invention, which really make a significant contribution to the
company, and make a long-term increase in output, reduce cost, quality
assurance, reduce waste, and a large increase in profit.
(2) Sincere work, practical hard work, studious, far beyond the companys work
plan and tasks, to create stable and huge profits for the company.
(3) Outstanding long-term performance in the field of management, and made
outstanding contributions to the management standardization of the company.
(4) Provide feasible solutions for the companys strategic decision, which has
proved to bring stable huge profits in the long term for the company.
(5) Make substantial contributions to the reform of the companys system and
management, and provide strong supporters for the upgrading of the companys
business strategy.
punish
Article 46 Oral warning
(1) Those who fail to wear according to the companys dress code or the wearing
method of wearing labor protection supplies, but do not cause harm to safety or
health;
(2) Having indecent behaviors in the company (including taking off shoes and
socks in public places, eating snacks during working hours and other unsightly
and image behaviors);
(3) During working hours, making loudly in production positions or public places
without special reasons, affecting others workers;
(4) those who have non-malicious light waste behavior;
(5) negligence causes others passive in work, but no loss.
Article 47 Written warning (warning letter)
(1) using office equipment that they have no right to use for personal purposes;
(2) Employees of non-production posts leave without posts, chat with posts or
do anything unrelated to work;
(3) Working late or leaving less than 15 minutes;
(4) Those who meet with relatives and friends for more than 15 minutes without
authorization during working hours and affect their work.
Article 48 Record a small demerit
(1) Those who are late, leave early or meet relatives and friends for more than
30 minutes without authorization, and affect their work;
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(2) to punch in on behalf of others or ask others to punch in;
(3) Those who stay in the dormitory for the first time without approval;
(4) Smoking in the non-smoking area of the company has adverse effects and is
a first offender;
(5) Employees who leave their posts without authorization, join their posts, or do
anything unrelated to their own work without permission, which will affect their
work.
(6) Those who make noise or laugh in the workplace or interfere with others
work without listening to advice.
(7) Do not comply with the post operation procedures and cause direct
economic losses or work mistakes to the company;
(8) Violation of the company’s various rules and regulations and labor discipline
with minor circumstances.
Article 49 A big demerit record
(1) spreading the rumors about the company for bad purposes; divulging the
company’s business secrets and undisclosed economic information and other
confidential matters that cause great influence;
(2) failing to use production machinery and equipment in accordance with
regulations, and failing to take good care of production machinery and
equipment, special equipment and other labor tools, failing to make sure
production machinery and equipment, labor tools or special equipment is in
good condition, causing production hidden dangers;
(3) Without permission, operating important equipment and instruments not
related to his/her work, or handing over important equipment and instruments
in his/her custody to unrelated persons for operation, resulting in large
malfunctions, which have not yet seriously affected his/her work;
(4) In violation of organizational principles, malicious attacks or slander, perjury
or making trouble against colleagues of the company;
(5) False report or false report of the procurement funds for production and
office supplies, with minor circumstances;
(6) Those who fail to ask for leave; those who fail to go through the formalities
for renewing the leave or fail to leave without approval after the leave without
justifiable reasons, treatment as absenteeism, with one major demerit.
Article 50 Punishment for demotion
In the following cases, according to the seriousness of the case, the nature of
the violation, the severity of the consequences of the post and position
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
requirements, the company considers whether to reduce the work responsibility,
decided to give the demotion punishment.
(1) The company decides to continue to employ the employee if the job fails to
meet the companys standards or job requirements, but has special reasons or
personal outstanding strengths;
(2) Those whose personal work performance has been seriously reduced without
reasonable reasons and fail after criticism and education;
(3) Unable to complete the company’s reasonable monthly / annual work plan or
important work indicators without reasonable reasons;
(4) Those who are not competent for the post due to personal reasons or cannot
meet the requirements of the company, still cannot meet the requirements after
training, but are still considered to stay;
(5) It violates the company’s personnel management system, and is identified
as indeed suppressing subordinates, suppressing talents, and envy talents and
having specific facts;
(6) serious mistakes, serious warning punishment is insufficient in warning and
warning other employees;
(7) Those who need to be demoted under other circumstances.
Article 51 Termination of labor contract (serious violation of discipline and law)
Under any of the following circumstances, the company may terminate the labor
relationship according to the degree of its influence, and reserves the right to
recover economic losses, and the offender shall be transferred to the local
judicial organs.
(1) Irresponsibility, often produce large amounts of waste products, damage
equipment and tools, waste raw materials and energy; or cause great direct
losses to the company due to dereliction of duty or other personal reasons;
(2) Those who make trouble, destroy unity, fight, correct the public to cause
trouble, spread rumors or sow labor relations, and seriously affect the normal
work order of the company;
(3) those who commit embezzlement, bribery, serious cheating, extortion,
speculation or other violations of the law and discipline;
(4) tampering with, painting, forging or concealing important company
documents, bills and statements without authorization to seek personal
benefits;
(5) Smoking in special areas such as the non-smoking area, quarreling with
supervisors or informants, threatening or beating supervisors or informants;

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(6) those who fail to obey work assignment, transfer, command, or make trouble
without justifiable reasons, and beat, scold or intimidate the management
personnel;
(7) dereliction of duty, violation of technical operation rules and safety rules, or
illegal command, resulting in accidents and violation of the companys safety
regulations, resulting in losses to the lives of employees or the companys
property;
(8) During the service of the company, those who have been identified to
commit serious illegal or criminal acts;
(9) those who are investigated for criminal responsibility by judicial organs
according to law;
(10) theft of company property or private property with a large amount or bad
influence;
(11) Serious violation of the company’s attendance system;
(12) three or more times in a month or more than five times in a year.
Article 52 Where there are explicit provisions in laws, regulations or regulations
of the state or local ality, such provisions shall be referred to.
Article 53 If there is no clear provision in this system, but other documents of
the company have clear provisions, it shall refer to other documents.

Chapter 10: Attendance and Leave System

Article 54 Except for the general manager, manager, factory director and
registration, all employees should punch in person and shall not punch in or ask
others on behalf of others.
Article 55 The company shall work normally for 5 days a week for 8 hours a
day. Saturday and Sunday are the rest days of the work system.
Article 56 The normal working hours and overtime hours are stipulated in the
Working Hours and Compensation Management System.
Article 57 Employees who are late, leave early or absent from work shall be
handled according to the Rewards and Punishment System. Except for those
who go out on business or ask for leave and are approved by the department
leader and the personnel department. Business trip personnel can orally report
to the destination and purpose of the business trip, and go out to work after the
work handover.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 58 Those who forget to punch in from work shall be regarded as
attendance on the same day, only after obtaining the certificate of the
department leader and the personnel department in the morning of the next
day. For business trip, notify the personnel department of the business trip, the
personnel department can calculate the working hours.
Article 59 If an employee is unable to attend work normally for some reason, he
/ she shall fill in the "leave form" in advance and submit it to the personnel
Department for record after the approval of the department head.
Article 60 After approval and filing, they can leave the post, otherwise it shall
be regarded as absence. However, for those who have no time to ask for leave
due to an emergency, they should explain the situation to the department
director, manager or personnel department by telephone or other means. After
returning to work, the leave procedures in accordance with the regulations,
otherwise they will be treated as absenteeism.
Article 61 If you must take the goods from the factory, the employee shall go to
the personnel department for the release form. The staff takes the goods with
the release note. If you go out for business or private business during working
hours, the release note will be issued by the department head.
Article 62 The employee who returns to work in the factory but fails to go
through the leave cancellation formalities in the personnel department shall still
ask for leave.
Article 63 If the employee has expired but the leave is not completed, he shall
delay the leave, the employee shall notify the department supervisor or the
relevant personnel department by telephone or other means, and handle the
renewal of the leave after returning to the factory. If the leave without notifying
the relevant personnel, will be treated as absenteeism.
Article 64 the company legal holidays are: one day, lunar New Year, three days
(lunar New Years eve, the first, second day), Qingming festival holiday (lunar
day), labor day holiday 1 day (May 1), the Dragon Boat Festival holiday 1 day
(lunar day), the Mid-Autumn Festival holiday 1 day (lunar Mid-Autumn festival),
National Day holiday 3 days (October 1,2,3), if Saturday, Sunday, should be in
weekdays leave; holiday salary welfare treatment unchanged. See the Working
Hours and Compensation Management System.
Article 65 In case of work stoppage or suspension of production due to the
company, which does not exceed one wage payment period (up to 30 days), the
company shall pay the wages according to the normal working hours. If the
wages exceeds one wage payment period, the wages shall be paid according to
the new standard of the labor provided by the employee; if the employee is not
arranged to work, the living expenses of the local minimum wage shall be paid,

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
and the living expenses shall be paid to the company for resumption of work,
resumption of production or termination of labor relationship.
Article 66 The company has paid annual leave, marriage leave, funeral leave,
maternity leave, sick leave, industrial injury leave, nursing leave, etc.
(1) Annual leave. If the employee has worked in the company for 1 year but less
than 10 years, 5 days; 10 years and 20 years, 10 days; 20 years, 15 days.
National statutory holidays, rest days are not included in the annual leave leave.
The company uniformly stipulates that the employees during the Spring
Festival, if there is no annual leave during the company to pay the Spring
Festival holiday.
If the company cannot arrange the employee to take annual leave due to work
needs, it may not take annual leave with the consent of the employee. The
company shall pay 300% of the daily annual leave salary of the employee.
Employees shall not enjoy the annual leave of the current year under any of the
following circumstances:
A. The employee asks for personal leave for more than 20 days and the
company fails to deduct the salary in accordance with the regulations;
B. Employees who have worked for more than 1 year but less than 10 years
have asked for sick leave for more than 2 months;
C. Employees who have worked for more than 10 years but less than 20 years
and have asked for sick leave for more than 3 months;
D. Employees who have worked for more than 20 years and have taken sick
leave for more than 4 months.
(2) Marriage leave, employees can enjoy 3 days of marriage leave, late
marriage (male at least 25 years old. Female age or over 23 years old)
increased by 10 days.
If the married parties are not work in the same place, the leave may be given
according to the distance.
(3) Funeral leave. If the employees immediate family members (parents, spouse
and children) die, 3 days of funeral leave can be given. For those who need to
go to other places to arrange for the funeral, the distance leave can be given
according to the distance.
(4) Maternity leave, female employees shall enjoy no less than 128 days of
maternity leave.(15 days before delivery and 75 days after delivery). In special
circumstances, refer to relevant regulations. Female worker is pregnant
abortion, according to the proof of the hospital, give the maternity leave of
certain time.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
(5) The husband shall enjoy 10 days of nursing leave
(6) Medical leave, the employee who is sick or needs to receive hospitalization
due to non-work injury, shall be given a certain period of medical leave
according to the working years of the employee in the company according to
the medical records and hospital certificate. The sick leave salary shall be paid
according to the labor contract or the relevant national regulation standards,
but not less than 80% of the local minimum wage of the current year.
(7) Work-related injury leave, the employee is injured due to work, execution of
official duties or other circumstances, if identified as work-related injury, can
enjoy work-related injury leave. Industrial injury leave wages and welfare
payment according to the local industrial injury insurance regulations and other
related regulations.
Article 67 During the period of legal leave, annual leave, marriage leave,
funeral leave, maternity leave, nursing leave, sick leave and industrial injury
leave, the employees shall pay their wages according to the wage standard of
normal working hours stipulated in the labor contract.

Chapter 11: Training and Development

Article 68 Employee training refers to the systematic education, training and
development activities carried out by the company in order to enhance
employees professional knowledge and job adaptability, improve their working
skills and comprehensive quality. The company is committed to creating a
learning organization so that employees can grow and progress.
Article 69 Improve the working attitude of employees, improve their working
enthusiasm and cultivate their team spirit.
Article 70 The training object is all the employees of the company. The
company provides equal training opportunities for all the employees, and the
employees have the obligation to participate in various training activities
organized by the company.
Article 71 The company adheres to the principle of "training first, post later,
and then continuous improvement", and shall provide training for both new
employees and newly transferred employees. The training content mainly
includes company rules and regulations, occupational health and safety,
civilized production, corporate culture and skills of this position.
Article 72 On-the-job skill improvement training shall be organized and
implemented in accordance with the training plans of each stage.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 73 The employee training records will be used as the basis for
promotion, post transfer and salary increase, and the training will be included in
the scope of employee assessment.
Article 74 The personnel department and the training department shall
constantly develop new training courses, train employees in new knowledge,
skills and ideas, continuously improve employees working skills and prevent
occupational health and safety injuries, so as to improve the work and health
and safety performance of employees.
Article 75 According to the development of the company’s training work,
complete the establishment and management of the training projects and the
training files of the key training talents.

Chapter 12, Employee benefits

Article 76 The employees of the company shall enjoy the national statutory
benefits and insurance according to law, and the enjoyment contents and
enjoyment standards shall be subject to the relevant provisions of the state.
Article 77 The company shall give year-end bonus to its employees according
to the business performance and economic benefits of the current year.
Article 78 Employees of special posts shall receive additional allowances. For
specific measures, see the "Working Hours and Compensation Management
System".
Article 79 The company purchases work-related injury, medical treatment,
pension and unemployment insurance for its employees, but the maternity
insurance is not carried out locally. Most of the insurance amount is borne by
the company, the individual only bear the pension insurance compensation and
unemployment insurance compensation (local personnel) the individual should
pay part of the amount.
Article 80 The insurance fee payable by the individual shall be deducted by the
company on behalf of the monthly salary of the employee.

Chapter 13 Resignation and Disassignment

Article 81 The term "resignation" as mentioned in the Company refers to the
termination or termination of labor relationship between the Company and its
employees for some reason, including resignation, automatic resignation,
dismissal, dismissal, termination of labor contract, etc.
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 82 If the employee shall resign and terminate the labor relationship in
advance, the employee shall submit the resignation application 30 days in
advance during the probation period three days in advance; specify the reasons
for resignation, sign and date, and submit to the personnel Department after
approval by the manager of the employing department. Inform the financial
department to settle the salary on the day of the handover, and leave the
factory according to the regulations. If the workers need to return to the factory
later, the consent of the department head.
Article 83 An employee who leaves office without prior notice or approval of the
resignation application shall be deemed as automatic resignation; the company
may leave office for more than 15 consecutive days. If the workers need to
return to the factory later, the consent of the department head.
Article 84 Under any of the following circumstances, the company may dismiss)
some employees (any of the following circumstances.
(1) The employee is unable to engage in the original work or another work
arranged by the company after the expiration of his illness or non-work-related
injury;
(2) During major technical transformation, major business and organizational
adjustment;
(3) when the labor contract cannot be continued to perform due to special
reasons, and there is no appropriate work available for resettlement;
(4) The post requirements are improved, after many training still can not meet
the requirements, or not competent for the job, after training or post
adjustment, still not competent for the worker.
Article 85 Under any of the following circumstances, the company may notify
the party to terminate the labor contract and compensation shall not be made.
(1) Serious violation of Article 51 of the Rewards and Punishment System or
other management systems of the company.
(2) Serious dereliction of duty or graft, causing significant damage to the
interests of the Company.
(3) Those who do not meet the employment requirements during the probation
period.
(4) The employee is investigated for criminal responsibility according to law.
(5) Establishing labor relations with other companies at the same time, which
has serious impact on the completion of the company’s work tasks, or refusing
to make corrections by the company.
(6) entering the company by fraudulent means.
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Article 86 Automatic settlement of wages and leave the factory within the
specified time. The company may require the employees to compensate for the
economic losses caused by the resignation of the employees.
Article 87 The economic compensation for the dismissal or termination of the
labor contract for non-discipline violation shall be found in the provisions of the
labor contract. The payment standard of economic compensation is calculated
according to the working years of the dismissal or the company at the time of
termination of the labor contract, and the standard salary of one month for each
full year; for more than 6 months but less than one year, the payment is
calculated at one year; less than 6 months and half a month. If the monthly
salary of an employee is higher than three times the average monthly salary of
the employee in the previous year announced by the local municipal peoples
government, the payment of economic compensation to the employee shall be
paid three times the average monthly salary of the employee, and the
maximum number of years shall not exceed 12 months.
Article 88 Internal changes
(1) In line with the principle of making the best use of its talents, personnel and
personnel, the company will allocate appropriate positions after the assessment
of employees.
(2) Based on the work needs and fully considering the adaptability of the
employees, the company shall mobilize their positions or work positions, and
take up the post after training in skills, occupational health and safety, and
basic knowledge.
(3) Across departments, the personnel department shall issue a notice of
change. If the change exceeds more than three months, sign a new labor
contract or change the labor contract through consultation.
Article 89 The resigned employee must make the work handover clearly, return
the company supplies kept and used to the receiving department, and settle the
salary settlement only after the handover.
Article 90 The Personnel Department shall make a dimission investigation
according to the different reasons for the resignation, and form a dimission
investigation report, which shall serve as a reference basis for the improvement
of the work of all departments of the company in the future.

Chapter 14, Labor relations

Article 91 Close and friendly cooperation shall be conducted between the
employee and the company. Employees must recognize that improving
Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
productivity, improving product quality, reducing costs, ensuring occupational
health and safety, and eliminating waste are beneficial to both employees and
the company, and therefore must be "cooperative".
Article 92 Employees must realize that only by creating the maximum
economic benefits can they obtain the maximum return. Therefore, employees
should shift their attention from the distribution of surplus value to the increase
of surplus value, which will have greater social benefits. When the companys
economic benefits are greatly improved, the welfare benefits of employees will
also increase.
Article 93 Employees must constantly improve their work skills to achieve
excellence in work and improve work efficiency and efficiency. Create more
wealth for the company.
Article 94 Every employee must understand that only by working hard and
improving the quality of work can he obtain improvement and enhance welfare,
so as to achieve the purpose of mutual cooperation and labor and capital.
Article 95 Employees shall not violate the rules and regulations and principles
of the company, maliciously attack, falsely accuse, falsely testify against or
create trouble against the company and colleagues behind their backs, and
affect the labor relations.

Chapter 15 Dormitory Management system

Article 96 of the dormitory is a temporary "home", we every employee have the
obligation to the "home" to create a beautiful and comfortable, clean and
sanitary, safe and healthy living environment, and urge others also abide by the
dormitory management system, to ensure that the collective, personal property
and employees personal safety is not by any form of infringement and injury.
Article 97 Dormitory rules and regulations, please refer to the "Dormitory
Management System" for details.
Article 98 The personnel department shall send personnel to inspect once a
week or make random checks, and any violation shall be dealt with according to
the provisions of the Reward and Punishment System.
Article 99 When the dormitory employees leave office or live outside, they shall
go through the handover procedures and sort out the articles and move out of
the staff dormitory within the prescribed time limit.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong
 GS Textile Industries Kenya EPZ., Ltd
Chapter 16 Canteen management system
Article 100 In order to protect the health of employees and avoid accidents
such as food poisoning and virus transmission, provisions are made on the
canteen employees, canteen environmental hygiene, food processing and food
procurement.
Article 101 Please refer to the Canteen Management System for details of the
canteen health, safety and health management.
Article 102 Canteen operators and employees shall strictly abide by the
company canteen management regulations, and those who violate the
regulations shall be dealt with according to the Rewards and Punishment
System.

Chapter 17 Recommendations and Communication

Article 103 In order to pool wisdom, enhance the sense of responsibility of
employees, play the role of democratic management and supervision, establish
suggestions and communication channels between employees and the
company, and constantly improve the work of the company.
Article 104 the company actively advocate and encourage employees to
improve productivity (including the efficiency of other departments), reduce
costs, improve product quality, ensure occupational health and safety, put an
end to waste positive Suggestions, the feasibility of the company management
review suggestion, such as advice was adopted, the company will be spiritual
and material rewards.
Article 105 The company encourages employees to give oral and written
responses through formal channels and oppose the discussion. Problems
reacted through formal channels will be dealt with in time or given oral or
written reply.
Article 106 The company has a fairly broad communication channel. With any
problem, it can report to the department leader, factory director and general
manager of the employee according to the working procedures. Also can report
directly to the general manager. See the Communication Control Procedures for
more details.
Article 107 In the process of work, if unfair treatment, or that the boss is unfair,
or other employees, can complain through proper channels. See the Complaint
and Acceptance Procedures for details.

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 GS Textile Industries Kenya EPZ., Ltd
Article 108 No matter what form of complaint, the recipients shall take it
seriously, actively follow up the investigation, handle it in a timely and fair
manner, and keep the complainant and the contents of the complaint
confidential.
Article 109 If the administrative personnel at all levels are unfair in the handling
of complaints, they will be severely punished after verification.
Article 110 The incident reported by the employees must be practical and
realistic. Those who falsely report, fabricate facts or make trouble without
reason have been verified will be investigated for responsibility. Serious cases
will be dismissed.

Chapter 18: Safe and civilized Production

Article 111 New employees must receive various occupational health, safety
and health training before taking up the post, and can take up the post only
after passing the examination.
Article 112 The supervisor shall be responsible to do the health and safety
training of each post and to supervise whether the operators operate according
to the regulations at any time.
Article 113 The operator must strictly abide by the safety operation rules for
machinery, equipment and hazardous chemicals.
Article 114 Brutal operation is prohibited, and all kinds of materials, products,
tools, etc.
Article 115 Deliberdestruction of machinery and equipment and infrastructure
in factories is prohibited.
Article 116 The labor protection articles shall be worn according to the post
requirements to reduce occupational hazards.
Article 117 Labourers engaged in special operations must undergo special
training and obtain qualifications for special operations. Such as electrician,
welder, elevator operators.

Chapter 19: Supplementary Provisions

Article 118 Any matters not covered in this handbook shall be handled in
accordance with the relevant laws and local regulations of the State, as well as

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 GS Textile Industries Kenya EPZ., Ltd
other rules and regulations and management documents formulated by the
Company.
Article 119 In violation of certain provisions of the Employee Handbook, the
Company shall, according to the seriousness of the case, pursue the violation of
economic compensation and administrative punishment, and the Company has
the right to request the judicial organ to investigate its criminal responsibility.
Article 120 In order to reflect the overall image of the company, the employee
shall act in accordance with the Employee handbook. If he cannot clearly judge
whether his behavior violates the provisions involved in the Employee
handbook, the party concerned shall consult the personnel department or the
company leader.
Article 121 The Employee handbook is compiled by the Personnel Department
and approved by the general manager, and shall be promulgated and
implemented on March 1,2016.

Factory Add :Athi River EPZA,Nairobi ,Kenya HQ add: Room 2103, Saxon Tower, 7 Cheung Shun Street, Lai Chi Kok, Kowloon, Hong Kong