Draft of the Employment System for Personnel of the Pickleball Committee of the China Ethnic Minorities Sports Association

I. General Provisions:

1. In order to standardize the employment of personnel in the Pickleball Committee, ensure the smooth operation of the Pickleball Committee, safeguard the legitimate rights and interests of the employing unit and the employed personnel, and in accordance with laws and regulations such as the "Labor Contract Law" and the "Regulations on the Registration and Administration of Social Organizations", this system (temporary) is hereby formulated in consideration of the actual situation of the Pickleball Committee.

2. This system applies to all employed personnel, including permanent, temporary, internship, and special appointment.

3. The basic principles of employment are fairness, impartiality, openness, and selecting talents with professional knowledge and practical experience.

II. Employment Criteria:

1. Obey the Constitution and laws of the People's Republic of China;

2. Possess good moral character;

3. Be at least 18 years of age;

4. Be physically healthy and have the physical conditions to perform duties normally;

5. Possess the cultural level, professional knowledge, and business ability required for the job position;

6. Obey the rules and regulations of the Committee, fulfill job responsibilities diligently, and follow orders, abide by professional ethics.

III. Types of Employed Personnel:

1. Permanent personnel. The employment term is over one year.

2. Temporary personnel. The employment term is from 1 to 12 months.

3. Temporary hires. The employment term is less than one month.

4. Student interns.

5. Special talents appointed to honorary positions require approval by the office meeting of the president.

There are two types of employment contracts: permanent and temporary.

IV. Employment Procedure:

1. The employing department submits an application.

2. Posting recruitment announcements.

The Committee shall issue recruitment announcements for Committee staff based on work needs, including job positions, recruitment conditions, recruitment procedures, etc.

3. Registration

After the registration deadline, the employing department and the secretariat shall form an assessment team to evaluate the applicants and propose recommended candidates for employment.

4. Determination of employment candidates

Based on the recommendations of the assessment team, the final candidates will be determined according to the type of personnel being employed and the following procedures:

a) Permanent personnel. Approval is required from the deputy president in charge and ultimately reported to the president for approval.

b) Temporary personnel. Approval is required from the deputy president in charge.

c) Student interns and temporary hires. Approval is required from the head of the employing department.

d) Special talents appointed to honorary positions. Approval is required through the office meeting of the president.

5. The selected candidate should submit personal materials on time as required for record-keeping at the secretariat, including: academic (degree) certificate (copy), ID card (copy), proof of no criminal record issued by a public security organ at or above the county level of the domicile, proof of social insurance payment by the previous unit (copy), and qualification certificates for special positions (copy) and other materials.

6. Honorary appointees who do not receive salary but only enjoy administrative qualifications or participate in assisting work are not required to follow the above procedures. The secretariat shall submit an application, and upon approval by the office meeting of the president based on actual circumstances, they may commence their duties.

V. Remuneration of Employed Personnel:

1. The secretariat shall propose a remuneration plan based on the position and submit it to the office meeting of the president for approval.

2. The secretariat shall propose a plan for labor subsidies for student interns and temporary hires and submit it to the office meeting of the president for approval.

VI. Management of Employed Personnel:

1. Permanent personnel employed by the Committee shall undergo a probationary period. Upon satisfactory completion of the three-month probationary period, they may be officially employed. Once officially employed, the individual shall sign an employment contract with the Committee. Employment contracts shall be managed on a term basis, with a term of one year. After the expiration of the term, the employment procedures shall be renewed based on the job requirements. Specifically, the Committee shall enter into an agreement with a labor dispatch company to handle the employment formalities through labor dispatch.

2. The secretariat of the Committee shall be responsible for