.jpg?width=1168&height=1512&name=APAC%20Employee%20Handbook_May%2024%20(Chinese).jpg) Foreword 前言 This Citadel APAC Employee Handbook is supplemented by separate Addenda for your Home Location (as defined below).
本 Citadel 亚太地区员工手册由针对您的常驻地（定义见下文）单独编制的附录进行补充。
References below to the Handbook mean the Handbook and the Addenda which apply to you. 下文提及的手册系指本手册及适用于您的附录。
This Handbook supersedes all previous employee handbooks, policies, practices and procedures applicable to Citadel employees whose normal place of work is in APAC. In addition, this Handbook supplements Citadel’s compliance policies, manuals, procedures and bulletins, which are available on our Legal and Compliance web or intranet page, as appropriate. You should also refer to the Intranet’s “Employee Resources” and “My Benefits” tabs for additional policies and benefits information. 本手册替代日常工作地点位于亚太地区的 Citadel 员工先前所适用的所有员工手册、政策、惯例和程序。此外，本手册对 Citadel 的合规政策、手册、程序和公告进行了补充，上述内容可在我们的法律与合规网页或公司内网页面（视情况而定）上查阅。关于政策和福利的更多信息，请参阅公司内网上的“员工资源”和“我的福利”内容。
It is important that you adhere to all of Citadel’s policies and procedures, whether included in the Handbook or elsewhere. You may be required to affirm and accept the information contained in the Handbook on a yearly basis, and by affirming the Handbook, you will be deemed to have accepted the terms and conditions of employment set out in it (as amended from time to time). 请您务必遵守 Citadel 的所有政策和程序，无论其是否记录于本手册或其他文件之中。您可能需要每年确认并接受本手册中包含的信息，一旦确认本手册，您将被视为已经接受其中规定的雇用条款和条件及其不时的修订。
We expressly reserve the right to modify the Handbook or amend or terminate any policies, procedures or employee benefit programs, whether or not described in the Handbook, at any time, or to require and/or increase employee contributions toward such benefit programs.
我们明确保留随时修改本手册、修订或终止任何政策、程序或员工福利计划（无论是否在手册中作出规定）或者要求和/或增加员工对该等福利计划的缴款的权利。
If there are any discrepancies in this Handbook between the Chinese and English versions, the English version shall prevail.
如本手册的中文与英文文本出现不一致时，以英文版本为准。
We will provide you with the appropriate training regarding these policies. If you have any questions regarding the Handbook, please contact Human Resources.
我们将向您提供关于该等政策的适当培训。如对手册有任何疑问，请与人力资源部联系。
Table of Contents 目录
A. Introduction and Welcome 引言和欢迎辞
Welcome to Citadel! Citadel is a place where extraordinary people come together as a team in the pursuit of excellence. We have a proven history of collaborating to solve complex problems that many think unsolvable and breaking down barriers that others deem insurmountable. Our extraordinary colleagues are the key to our success. We take pride in our cohesive and cooperative work environment; an environment that offers exciting and rewarding experiences and produces superior results because of the efforts of the people involved.
欢迎加入 Citadel！在这里，优秀的人们汇聚成一个追求卓越的团队。我们曾合作解决许多人认为无法解决的复杂问题，打破他人认为无法逾越的障碍，我们在这些方面有着悠久的历史。杰出的同事是我们取得成功的关键。我们为我们团结合作的工作环境感到自豪；这种环境提供了令人兴奋的有益体验，并通过员工的努力产生卓越的成果。
Purpose of this Handbook 本手册的目的
This Handbook is your guide to your employment at Citadel and is intended to highlight important policies, procedures and programs. You should read this Handbook and familiarise yourself with its contents. Updates to the Handbook will be published periodically. Please refer to the Intranet for the most recent version.
本手册是您在 Citadel 工作的指南，旨在强调重要的政策、程序和计划。您应当阅读本手册并熟悉其内容。本手册的更新将定期发布。请在公司内网上查阅最新版本。
If you have any questions regarding any of Citadel’s policies, procedures or programs, please ask your manager or Human Resources for assistance. Note that additional policy information and forms can be found on the Intranet. 如果您对 Citadel 的任何政策、程序或计划有任何疑问，请向您的经理或人力资源部寻求帮助。请注意，更多政策信息和表格可在公司内网上查阅。
Handbook Structure 手册的结构
This Handbook is divided into a number of sections:
本手册分为以下几个部分：
Section A contains this introduction. A 部分包含本引言。 Section B contains additional terms and conditions of employment which supplement those set out in your Offer Letter, Employment Terms, and other relevant documents. The terms set out in Section B are contractually binding. B 部分包含附加雇用条款和条件，对您的录用通知书、雇用条款和其他相关文件中规定的雇用条款和条件进行了补充。B 部分所列的条款具有合同约束力。 Section C contains our policies which apply to you. These do not form part of your contract of employment and are not contractually binding (unless deemed by the laws of your Home Location to be contractually binding) but they are important and you are expected to comply with them. Failure to do so may result in disciplinary action up to and including dismissal. C 部分包含适用于您的 Citadel 政策。这些政策不构成您的劳动合同的一部分，且不具有合同约束力（除非常驻地法律认为其具有合同约束力），但这些政策非常重要，您应予以遵守。不遵守这些政策可能会导致纪律处分，直至并包括解雇。
Addenda – you should refer to the relevant Addendum for the Citadel location where you normally work. This contains additional policies and information applicable only to employees working in that country or location. 附录 – 您应当参阅您正常工作所在的 Citadel 地点的相关附录。附录中包含仅适用于在该国或当地工作的员工的其他政策和信息。 Governing Law and Interpretation 适用法律和释义
This Handbook is governed by and construed in accordance with the laws of the location in which you normally work. In this Handbook we refer to this as your “Home Location”. The Handbook is also subject to the provisions set out in the Citadel Dispute Resolution Procedure.
本手册适用您正常工作地点的法律，并根据其进行解释。在本手册中，我们将该地点称为您的“常驻地”。本手册还受限于 Citadel 争议解决程序的规定。
In this Handbook: 在本手册中： “Citadel” means the Citadel entity which employs you and any other Citadel Group entities in your Home Location (or assignment/seconded location where applicable); and “Citadel” 系指雇用您的 Citadel 实体以及位于您的常驻地（或派遣/借调地点，如适用）的任何其他 Citadel 集团实体；及 “Citadel Group” has the meaning given in the definitions section of your Dispute Resolution Procedure. “Citadel 集团”具有您的争议解决程序的定义部分所规定的含义。 References to “we”, “us” and “our” are to Citadel. 提及“我们”和“我们的”系指 Citadel。 B. Supplementary Terms and Conditions of Employment 补充雇用条款和条件
This Section B of the Handbook, together with the following documents, comprise your contractual terms and conditions of employment (i.e. your contract of employment):
本手册 B 部分连同以下文件构成您的劳动合同条款和条件（即您的劳动合同）： 1. Offer Letter and/or any separate International Assignment Letter/Secondment Letter (as appropriate);
录用通知书和/或任何单独的国际派遣函/借调函（视情况而定）； 2. Employment Terms;
雇用条款； 3. Non-Disclosure, Non-Compete, Supplemental Non-Compete (as applicable) and Non-Solicitation Agreements;
保密协议、竞业限制协议、补充竞业限制协议（如适用）和禁止招揽协议； 4. Dispute Resolution Procedures in place from time to time;
不时制定的争议解决程序； 5. Employee Incentive Plans; and
员工激励计划；及 6. Affirmations.
确认书。 The terms and conditions set out in the above documents take precedence if there is any inconsistency or conflict between them and Section B of the Handbook (as supplemented by the corresponding section of your Home Location Addendum).
如果上述文件中规定的条款和条件与本手册 B 部分（由您的常驻地附录中的相应部分进行补充）存在任何不一致或冲突，以上述文件中规定的条款和条件为准。 If you are assigned/seconded to work for Citadel in APAC from another member of the Citadel Group outside of APAC, your contractual terms of employment (and benefits) will continue to be governed by your Offer Letter and/or contract of employment (except in relation to work schedules and holidays which will be governed by local custom in your host location instead), together with any separate international assignment letter or secondment letter (as applicable). You will be expected to adhere to the policies in Section C of this Handbook and the relevant host location Addendum for the duration of your assignment/secondment.
如果位于亚太地区以外的 Citadel 集团的其他成员将您派遣/借调到位于亚太地区的 Citadel 工作，您的劳动合同条款（和福利）将继续适用您的录用通知书和/或劳动合同以及任何单独的国际派遣函或借调函（如适用）（但有关工作时间安排和假期的条款将适用工作所在地的当地惯例）。在派遣/借调期间，您应当遵守本手册 C 部分和相关工作所在地附录中的政策。 Except where the contrary is stated, all consents and authorisations which you are required to obtain from us shall be given by your manager or the Chief Operating Officer, or by such other person as they may nominate from time to time.
除非有不同的规定，您需要从我们获得的所有同意和授权均应由您的经理或首席运营官或他们不时指定的其他人员作出。 With the exception of any member of the Citadel Group, a person who is not a party to any of the documents listed above, has no rights to enforce the terms of those documents or Section B of this Handbook (as supplemented by the corresponding section of your Home Location Addendum).
除 Citadel 集团的任何成员外，非上述任何文件一方的人士无权执行该等文件或本手册 B 部分（由您的常驻地附录中的相应部分进行补充）的条款。 We reserve the right to make reasonable changes to any of the terms and conditions in this Section B and the Addenda.
我们保留对本 B 部分和附录中的任何条款和条件作出合理变更的权利。 Your Appointment and Working Hours 您的委任和工作时间
Right to Work and Background Checks 工作权和背景调查
Your employment with us is conditional on you being legally entitled to work in your Home Location at all times during your employment. It is also conditional upon us receiving satisfactory results of full background, reference and other checks, where applicable.
您受雇于我们的前提条件是您在雇用期间始终依法有权在您的常驻地工作。在适用的情况下，上述前提条件还包括我们收到全面的背景调查、证明文件调查和其他调查并对其结果满意。 In particular, to the extent permitted by law, the commencement and continuation of your employment is conditional upon satisfactory results of a standard pre-employment drug screen in compliance with local laws. However, we reserve the right to waive the requirement to undergo a pre-employment drug screen.
特别是，在法律允许的范围内，您与我们建立和维持劳动关系的前提条件还包括我们按照当地法律的规定进行标准的入职前药检并对其结果满意。但是，我们有权放弃进行入职前药检的要求。 Before you start employment with us and, if requested, at any time during your employment, you must provide us with acceptable evidence of your right to work in your Home Location. You will allow Human Resources to inspect your original passport/identity card or other documentary evidence of your right to work in your Home Location and take a copy for our records.
在您开始受雇于我们之前，或者在您受雇于我们期间的任何时候（如我们提出要求），您必须向我们提供可以接受的证据，证明您有权在您的常驻地工作。您应当允许人力资源部检查您的护照/身份证原件或其他证明您有权在您的常驻地工作的证明文件，并复印一份存档。 If you require a work visa or other legal permission to work in your Home Location, your employment with us is and will continue to be conditional upon such visa or permission being granted and remaining in force and you must:
如果您在常驻地工作需要获得工作签证或其他法定许可，您与我们的劳动关系以且将持续以该等签证或许可的签发和持续有效为前提条件，并且您必须：
Subject to applicable laws, your employment with us will terminate automatically and without notice if you cease to be lawfully entitled to work in your Home Location.
受限于适用法律的规定，如果您不再依法有权在您的常驻地工作，您与我们的劳动关系将自动终止，而无需发出通知。 Restrictions and Regulatory Approval 限制和监管批准
Your employment is also conditional upon you:
您受雇于我们的前提条件还包括：
Subject to applicable laws, your employment with us may be terminated without notice if you are unable to comply with these requirements.
受限于适用法律的规定，如果您不能满足上述要求，您与我们的劳动关系可不经通知即解除/终止。 Commencement and Continuous Service 开始和持续服务
The commencement date of your employment will be as stated in your Offer Letter or notified separately to you in writing. Your period of continuous employment will begin on the commencement date unless otherwise stated. Your employment will continue indefinitely until terminated in accordance with your Employment Terms or this Handbook.
您与我们的劳动关系的开始日期将在您的录用通知书中说明，或将另行向您书面通知。除非另有说明，您的持续雇用期将从上述开始日期起算。您的劳动关系将无限期持续，直至根据您的雇用条款或本手册解除或终止。 Probationary Period 试用期
Upon commencement of your employment, you will be subject to a probationary period to review your suitability for the job. The duration of this probationary period is set out in your Offer Letter and in the Home Location Addendum. Unsatisfactory performance or conduct could result in a decision to terminate your employment in writing at any time during or at the end of your probationary period. We reserve the right to extend your probationary period at our sole discretion.
在您的劳动关系开始后，您将有一段试用期，以评估您是否适合该份工作。试用期的期限详见您的录用通知书和常驻地附录。在试用期内的任何时候或试用期结束时，如果您的表现或行为不能令人满意，我们将以书面形式决定解除您的劳动关系。我们保留自行决定延长您的试用期的权利。 Your employment may be terminated during the probationary period in accordance with local law. Please refer to the Home Location Addendum for further information.
在试用期内，您的劳动关系可能会根据当地法律解除或终止。更多信息请参阅常驻地附录。 On satisfactory completion of your probationary period (or any extension), and subject to the termination provisions in relation to Right to Work and Regulatory Approval in this Handbook, your notice period will be as set out in your Employment Terms. Unless you are notified otherwise in writing, you will be deemed to have successfully completed your probation at the end of your probationary period.
在您顺利通过试用期（或任何延长期）后，受限于本手册中与工作权和监管批准相关的解除或终止条款，您的通知期将在您的雇用条款中说明。除非我们另行向您发出书面通知，否则在您的试用期结束时，您将被视为已经顺利通过试用期。 Job Title, Duties and Training 职位、职责和培训
Your job title is as set out in your Offer Letter. Your role will include any duties that we may assign to you consistent with your job title (including any regulatory duties applicable to your role) and any other duties that we reasonably ask you to undertake from time to time. We reserve the right to make certain changes to your title, duties or reporting line (and any written job description) at any time. In addition, you may be assigned/seconded to, or asked to perform duties for, other members of the Citadel Group.
您的职位详见您的录用通知书。您的职责将包括我们根据您的职位可能分配给您的任何职责（包括适用于您的职位的任何监管职责），以及我们不时合理要求您承担的任何其他职责。我们保留随时对您的职位、职责或汇报关系（以及任何书面的职位描述）作出一定变更的权利。此外，我们可能会将您派遣/借调至 Citadel集团的其他成员，或要求您为 Citadel 集团的其他成员履行职责。 You must attend any compulsory training given. Please refer to Section C of this Handbook and the Intranet for further information on training programs that we offer.
您必须参加我们安排的任何强制性培训。关于我们提供的培训计划的更多信息，请参阅本手册 C 部分和公司内网。 Normal Place to Work 日常工作地点
Your normal place of work is set out in your Home Location Addendum. You may be required to undertake business travel within your Home Location and to other jurisdictions including to the offices of any member of the Citadel Group, clients and business associates, for the proper performance of your duties. You may also be required to travel to other Citadel Group offices in other jurisdictions for training which, on commencing employment, may be for an extended period of several months.
您的日常工作地点详见您的常驻地附录。为适当履行职责，您可能需要在您的常驻地内出差或前往其他司法管辖区出差，包括前往 Citadel 集团的任何成员、客户和业务伙伴的办公室。您还可能需要前往位于其他司法管辖区的 Citadel 集团的其他办公室参加培训，培训期在劳动关系开始之后可能会持续数月之久。 Your Work Schedule 您的工作时间安排
Citadel’s typical work week is Monday to Friday. Your manager will determine your normal working schedule and may authorise variations from this schedule. While your schedule will typically reflect our normal office hours for your Home Location, you may be required to work additional hours. Citadel may modify your normal schedule from time to time to meet varying business conditions. Schedules for part-time employees will be as agreed with the relevant manager(s). Please refer to your Home Location Addendum for further details on your work schedule.
Citadel 通常的工作周为周一至周五。您的经理将决定您的正常工作时间安排，并可授权对此时间安排作出变更。虽然您的时间安排通常反映了我们在您的常驻地的正常办公时间，但您可能需要延长工作时间。Citadel 可能会不时修改您的正常时间安排，以满足不同经营状况的需求。兼职员工的时间安排将与相关经理商定。关于您的工作时间安排的更多详情，请参阅您的常驻地附录。 Attendance and Punctuality 出勤与守时
Your regular attendance and punctuality are vital to operations and performance, and are your responsibility. If you are unable to work because of injury or illness or will be late for any reason, you must notify your manager in accordance with the applicable sickness or other notification requirements. In the absence of mitigating circumstances, you are expected to notify your manager of your absence or lateness prior to the start of your scheduled workday. Failure to do so will result in an unauthorised absence. Excessive unauthorised absences or lateness may result in disciplinary action, up to and including termination of employment.
您的正常出勤与守时对运营和业绩至关重要，也是您的责任。如果您因为受伤或疾病而无法工作，或者因为任何原因将要迟到，您必须按照适用的疾病通知或其他通知的要求通知您的经理。如果没有减轻责任的情形，您应当在计划工作日开始之前将您缺勤或迟到的情况通知您的经理，否则将被视为擅自缺勤。擅自缺勤或迟到的次数过多可能会导致纪律处分，直至并包括解雇。 Outside Interests and Whole Time and Attention 外部利益与全部时间和注意力
As an employee of Citadel, you are expected to devote your full business time and attention to the performance of your duties at Citadel. Accordingly, you may not:
作为 Citadel 的员工，您应当将全部工作时间和注意力用于履行您在 Citadel 的职责。因此，您不得：
Prior to commencing any Outside Business Activity, employees must obtain approval via the Outside Business Activity Disclosure Form which is available on the Compliance Intranet page. Your manager may request that you terminate or modify the terms of any outside work at any time, in order to allow you to devote your business energies to Citadel business. Refusal to comply with such a request may result in disciplinary action, up to and including termination of employment.
在开始任何外部经营活动之前，员工必须通过合规公司内网页面上的外部经营活动披露表获得批准。您的经理可以随时要求您终止或修改任何外部工作的条款，以便您能够将业务精力投入到 Citadel 的业务。拒绝遵守上述要求可能会导致纪律处分，直至并包括解雇。 Personal Solicitations 私人招揽
To maintain a professional and respectful work environment and to avoid potential offence or disruption, you should not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions or otherwise promote causes to your colleagues without prior approval from Legal & Compliance. Your attention is also drawn to our Political Contributions Policy which is available on the Intranet.
为了保持一个专业和相互尊重的工作环境，避免潜在的冒犯或干扰，未经法务与合规部事先批准，您不得向同事分发任何种类的宣传品或印刷材料、销售商品、募捐或以其他方式进行事业宣传。另外，请注意我们在公司内网上发布的政治献金政策。 Salary and Expenses 工资和费用
Salary and Benefits 工资和福利
Salary 工资
Your basic salary is as set out in your Employment Terms. This will be paid monthly after deduction of any applicable tax and social security contributions and any other statutory or contractually agreed deductions (to the extent permitted by law), or deductions required by law, in equal instalments in arrears in accordance with our procedures from time to time in force. Currently payment is made on or around the 25th day of each month and credited to the bank account nominated by you.
您的基本工资详见您的雇用条款。在扣除任何适用的税款和社会保险缴款以及任何其他法定或合同约定的扣款（在法律允许的范围内）后，或在扣除法律规定的扣款后，基本工资将根据我们不时生效的程序，在每个月月末分期等额发放。目前，基本工资将在每月25日或该日期前后支付，并存入您指定的银行账户。 Your salary will be reviewed from time to time. Any changes are solely at our discretion and will be notified to you in writing. Any increase in salary should not give rise to any expectation of further increases in subsequent years. Except where prohibited by the laws of your Home Location, all such communications should be kept private and confidential and should not be discussed with other employees. Any queries relating to salary payments should be raised with the Payroll Team without delay.
我们将不时对您的工资进行调整回顾。任何变更将由公司全权决定，并将以书面形式通知。任何加薪都不应导致对未来年度进一步加薪的任何预期。除常驻地法律禁止外，所有该等沟通均应保密，不得与其他员工讨论。任何关于工资支付的问题均应及时向薪资团队提出。 Benefits 福利
During your employment with us, you will be eligible to participate in a number of benefit schemes, subject in each case to you meeting (and continuing to meet) any terms, requirements and conditions imposed by the vendor or insurer from time to time. Details of the current scheme(s) and scheme documents are available on the Intranet, or alternatively from Human Resources.
在您受雇于我们期间，您将有资格参加一系列福利计划，前提是您每次满足（并持续满足）供应商或保险公司不时规定的条款、要求和条件。现行计划和计划文件的详情可在公司内网上或从人力资源部处获取。 We may amend, replace or discontinue any of these benefits or change the benefit providers at our discretion at any time. If a vendor or insurer refuses cover or fails to provide a benefit then we shall be under no obligation to take any further steps to provide it and you will have no right of action against us in respect of such a refusal or failure.
我们可以随时自行决定修订、替换或停止任何该等福利，或者更换福利提供商。如果供应商或保险公司拒绝承保或未能提供福利，我们没有义务采取任何进一步措施提供该等福利，您也无权就拒绝或未能提供福利的情况向我们提起诉讼。 Expenses and Deductions 费用和扣除
We shall reimburse you for all expenses reasonably and necessarily incurred by you in the proper performance of your duties in accordance with the Travel and Expense Policy as amended from time to time, and available on the Intranet.
根据公司内网上获取的差旅和费用政策及其不时的修订，我们将报销您在适当履行职责的过程中合理发生的所有必要费用。 Any payments (including reimbursement of overpayments) due from you to us or any member of the Citadel Group may be deducted from your salary, bonus, unvested or vested CEIF or other deferred compensation plans, incentive awards and/or from any other money that we owe to you, to the extent permitted by law. To the extent Citadel is required to pay tax, social security contributions, any levy and/or associated costs in any jurisdiction other than your Home Location, it may deduct these from any sums owed to you on the same basis.
在法律允许的范围内，您应向我们或 Citadel 集团的任何成员支付的任何款项（包括多付款项的偿还）可以从您的工资、奖金、未归属或已归属的 CEIF 或其他递延薪酬计划、激励奖励和/或我们应向您支付的任何其他款项中扣除。如果 Citadel 被要求在您的常驻地以外的任何司法管辖区支付税款、社会保险缴款、任何征税和/或相关费用，Citadel 可以在相同的基础上从应向您支付的任何款项中扣除该等款项。 Bonus Awards 奖金奖励
Bonus/Incentive Awards 奖金/激励奖励
Citadel retains the option, in its sole discretion, to pay bonuses to employees on a periodic basis, in recognition of your achievements. Decisions as to whether to award a bonus, the amount of such bonus, and who receives a bonus are entirely at our discretion and you will be notified in writing whether you will receive a bonus. Eligibility for incentive awards, deferred awards, equity awards and other bonuses or special payments is also conditioned on the employee meeting all terms, conditions and/or obligations of the applicable award documents (including any partnership agreements, program documents, and award letters), as amended from time to time.
为表彰员工取得的成就，Citadel 保留自行决定定期向员工发放奖金的选择权。是否支付奖金、奖金金额以及奖金支付对象完全由我们自行决定，我们将以书面形式通知您是否将获得奖金。获得激励奖励、递延奖励、股权奖励和其他奖金或特别付款的资格还取决于员工是否满足适用的奖励文件（包括任何合伙协议、计划文件和奖励函）及其不时修订的所有条款、条件和/或义务。 You will not be eligible to receive a bonus/incentive award if your employment has been terminated (by you or us) or if you are under a notice of termination (whether given by you or us) at the time such bonus/incentive award is paid. The decision whether to award you a bonus/incentive award and/or the payment of any bonus/incentive award that has been awarded may be deferred at our discretion in the event that you are under investigation for a potential disciplinary offence or disciplinary proceedings are pending or proceeding against you. If disciplinary allegations are upheld against you between the date of the award of any bonus/incentive award and payment of bonus/incentive award, the award may be reconsidered and may be reduced (or cancelled entirely) at our discretion.
如果在奖金/激励奖励发放时，您的劳动关系已经（由您或我们）解除或终止，或者您处于（由您或我们发出的）解除或终止通知期内，则您没有资格获得该等奖金/激励奖励。如果您因为潜在的违纪行为正在接受调查，或者存在针对您的尚未结束或正在进行的纪律处分程序，我们可以酌情推迟是否向您授予奖金/激励奖励的决定，和/或推迟发放已经授予的任何奖金/激励奖励。如果在任何奖金/激励奖励的授予日至奖金/激励奖励的发放日期间，针对您的纪律指控成立，我们可以自行决定重新考虑该等奖励，并减少（或完全取消）该等奖励。 Annual Leave and Sickness 年假和疾病
Annual Leave 年假
Entitlement 权利
Unless otherwise specified in your Home Location Addendum, our annual leave year is the calendar year. In addition to public holidays in your Home Location, you are entitled to the specified number of paid annual leave days per year as set out in your Home Location Addendum (your “Annual Leave Entitlement”) to be taken at times convenient to us. Your Annual Leave Entitlement is inclusive of any statutory annual leave entitlement. If we require you to work over a public holiday you may be entitled to alternative time-off and any additional payments in accordance with the law in your Home Location. 除非您的常驻地附录中另有规定，否则我们的年假年度为公历年。除了您的常驻地的公共假期之外，每年您还有权享有您的常驻地附录中规定的一定天数的带薪年假（您的“年假权利”），您可在我们方便的时候使用您的年假权利。您的年假权利包括任何法定年假权利。如果我们要求您在公共假期期间工作，您有权根据常驻地法律获得调休和任何额外付款。 Procedures 程序
We will not unreasonably refuse requests to take annual leave, although approval is granted in our sole discretion. Please ensure that you make every effort to give your manager reasonable notice of any proposed annual leave that is requested. You may not take annual leave without the prior approval of your manager. Where you hold a regulated position, it is especially important that annual leave absences are booked and planned well in advance to ensure appropriate temporary cover of any regulatory responsibilities.
尽管是否作出批准由我们自行决定，但我们不会无理拒绝年假申请。请确保尽最大努力向您的经理合理通知任何拟提出的年假申请。未经经理事先批准，不得休年假。如果您在受监管的职位任职，为确保任何监管职责得以适当临时代替履行，提前预订和规划年假将尤其重要。 Carry over of any accrued but unused Annual Leave Entitlement is set out in the Home Location Addendum.
任何累计但未使用的年假权利的结转规定详见常驻地附录。 Please refer to your Home Location Addendum for further details on procedures for taking annual leave.
关于年假使用程序的更多详情，请参阅您的常驻地附录。 Termination of Employment 劳动关系的解除或终止
On the termination of your employment we will, where required by the laws of your Home Location, pay you in lieu of any accrued but untaken Annual Leave Entitlement. Any such payment in lieu will be based on the accrual rate specified in your Home Location Addendum. Subject to applicable laws, we reserve the right to require you take any outstanding Annual Leave Entitlement during your notice period (including during any period of garden leave) to the extent permitted by law.
在您的劳动关系解除或终止时，我们将按照常驻地法律的规定向您付款，以替代任何累计但未使用的年假权利。任何该等替代付款都将基于您的常驻地附录中规定的年假累计比例。受限于适用法律的规定，在法律允许的范围内，我们有权要求您在通知期内（包括在停职留薪期的任何时候）使用任何剩余年假权利。 Sickness 疾病
Notification and Sick Pay 通知和病假工资
We recognise that employees may need to take time off from work as a result of sickness or injury. You must comply with the notification requirements set out in your Home Location Addendum in respect of any absence and in order to receive any statutory or company sick pay that you may be entitled to. Failure to do so may also be a disciplinary offence. Subject to local law, we reserve the right to only pay statutory sick pay where you take sick leave whilst under investigation or where disciplinary proceedings have commenced against you.
我们认识到，员工可能会因为生病或受伤而需要请假。您必须遵守您的常驻地附录中规定的与任何缺勤有关的通知要求，以便获得您可能有权获得的任何法定或公司病假工资。未能遵守该等通知要求还可能构成违纪。受限于当地法律的规定，如果您在接受调查期间或已针对您启动纪律处分程序的情况下休病假，我们保留仅向您支付法定病假工资的权利。 Medical Examinations 医疗检查
We reserve the right to require you to be examined at any time by an independent doctor or medical practitioner of our choice and at our expense, and you agree to give consent to the disclosure of any medical report prepared by such person to us. Subject to local law, we reserve the right to only pay statutory sick pay and other statutorily required benefits to you if you unreasonably refuse to comply with any such requests, if you are deemed fit to return to work or if you fail to follow medical advice concerning treatment, medication or rehabilitation without good reason.
我们保留要求您在任何时候接受由我们选定的独立医生或执业医师进行检查的权利，相关费用由我们承担，您同意该等人员可向我们披露其准备的任何医疗报告。受限于当地法律的规定，如果您无理拒绝遵守任何该等要求，如果您被认为适合返回工作岗位，或者如果您无正当理由不听从关于治疗、药物或康复的医疗建议，我们保留仅向您支付法定病假工资和其他法定福利的权利。 Please refer to your Home Location Addendum for further details on procedures for taking sick leave. 关于病假使用程序的更多详情，请参阅您的常驻地附录。 Rules and Codes of Practice 规章和行为准则
Ensuring Ethical Responsibility 确保道德责任
We expect all of our employees to act with the highest standards of integrity. You should at all times be guided by the fundamental principles of trust, honesty, objectivity, fairness and respect for yourself and others. Our reputation for high regulatory and professional standards is vitally important. Every employee has a direct personal responsibility to:
我们希望所有员工都能以最高的诚信标准行事。在任何时候，您都应当遵循信任、诚实、客观、公平以及尊重自己和他人的基本原则。我们在高监管和高专业标准方面的声誉至关重要。每位员工都有直接的个人责任：
Due to the nature of Citadel’s activities, our practices and procedures are highly regulated. Specific standards and guidelines for ethical conduct are explained in the Code of Conduct or Code of Ethics (as applicable to you) and any applicable Compliance Manual, and other policy statements or manuals that you may receive from time to time. If you are unsure what is expected of you or if a matter is particularly complex or sensitive, you should discuss the matter with your manager, Human Resources, the Chief Compliance Officer or the Chief Operating Officer.
由于Citadel 从事的活动的性质，我们的行为和程序受到严格监管。具体的道德行为标准和指引在行为准则或道德准则（如适用于您）和任何适用的合规手册以及您可能不时收到的其他政策声明或手册中说明。如果您不确定对您的要求，或者如果某件事情特别复杂或敏感，您应当与您的经理、人力资源部、首席合规官或首席运营官讨论。 Cooperation with Investigations 配合调查
From time to time, and in our sole discretion, we may authorise or conduct an investigation into possible misconduct, rule or regulatory breaches or otherwise seek to gather information for compliance purposes. You are expected to fully co-operate with any request to participate in such an investigation. Investigations may be conducted in person, via telephone, or over platforms such as Zoom, and you may be required to turn on the webcam. Failure to cooperate so may result in disciplinary action.
我们可能会不时自行决定对可能存在的不当行为或违反规则或监管规定的行为授权或开展调查，或以其他方式为合规目的收集信息。您应当全力配合参与该等调查的任何要求。调查可能当面进行，也可能通过电话或Zoom等平台进行，您可能需要打开网络摄像头。不配合调查可能会导致纪律处分。 Protecting Confidential Information 保护保密信息
As our employee, you will have continuous access to proprietary information, confidential business information and trade secrets regarding our affairs, and our current and former employees and investors (and those of any member of the Citadel Group). You are responsible for maintaining this information in strict confidence. You may be required to accept and sign the following additional documents as a condition of your employment. Where applicable, they will be provided to you with your offer documentation:
作为我们的员工，您将不断接触到关于我们（以及 Citadel 集团的任何成员）的事务、现任与前任员工和投资者的专有信息、机密商业信息和商业秘密。您有责任对该等信息严格保密。作为雇用条件之一，我们可能会要求您接受并签署以下附加文件。在适用的情况下，它们将与您的录用文件一并提供：
You must familiarise yourself with these documents.
您必须熟悉这些文件。 You are also responsible for complying with Citadel’s Confidential Information and Material Non-public Information Policy and other policies related to confidential information such as Citadel’s Information Barrier Policy and IT Systems Use Policy which can be found on the Intranet.
您还有责任遵守 Citadel 的保密信息和重大非公开信息政策以及与保密信息有关的其他政策，例如 Citadel 的信息屏障政策和 IT系统使用政策（可在公司内网上查阅）。 Any improper use, transfer or disclosure of Confidential Information (which is defined in your Dispute Resolution Agreement), whether for business or personal purposes, may result in disciplinary action, up to and including summary dismissal, and you may also be subject to civil and criminal penalties.
无论是为了商业目的还是个人目的，任何不当使用、传输或披露保密信息（定义见您的争议解决协议）的行为都可能会导致纪律处分，直至并包括立即解雇。此外，您还可能面临民事和刑事处罚。 Generally, all information obtained and work product produced – including, but not limited to, Confidential Information, documents (whether printed, electronic, white-boarded, or other), data, source code, executable binaries, notes, and diagrams – during your employment with Citadel, are Citadel property. You may not remove documents or work product from Citadel’s premises without authorisation. You are responsible for taking necessary care to adequately secure our Confidential Information against inadvertent disclosure. This includes, but is not limited to, sealing files, locking cabinets, desk drawers and briefcases, avoiding sensitive conversations on mobile phones and in public areas (particularly enclosed areas such as elevators and airplanes), never sending Confidential Information to your personal email or data-storage account, and ensuring that data stored on computer hardware, such as laptops, cannot be viewed by others in your surroundings and is password protected or encrypted where appropriate. You must ensure you do not store Citadel documents or work product in unapproved locations, or store using unapproved tools, including source code management systems, or document management or workflow systems. In addition, you must carefully safeguard Confidential Information provided to you by third parties by virtue of your employment with Citadel. Personal photographic and/or other imaging devices, including phone cameras, are not to be used in Citadel offices at any time.
一般而言，您在受雇于 Citadel 期间获得的所有信息和产生的所有工作成果，包括但不限于保密信息、文件（无论是以打印、电子、白板还是其他形式存在）、数据、源代码、可执行二进制文件、笔记和图表，均属于 Citadel 的财产。未经授权，您不得将文件或工作成果带离 Citadel 的场所。您有责任采取必要的谨慎措施，充分保护我们的保密信息，防止无意中泄露。上述措施包括但不限于密封文件，将文件柜、抽屉和公文包上锁，避免在公共场所（特别是电梯和飞机等封闭区域）使用手机进行敏感对话，从不向您的个人电子邮件账户或数据存储账户发送保密信息，并确保存储在计算机硬件（如笔记本电脑）上的数据不会被周围其他人查看且在适当的情况下设置密码保护或加密。您必须确保不会将 Citadel 的文件或工作成果存储在未经批准的地点，或使用未经批准的工具进行存储，包括源代码管理系统、文件管理系统或工作流系统。此外，您必须谨慎保护第三方因您受雇于 Citadel 而向您提供的保密信息。任何时候都不得在 Citadel 的办公室内使用个人摄像和/或其他成像设备，包括手机摄像头。 If you leave Citadel, you may not in any way misappropriate, store, use, disclose, or transmit Confidential Information obtained while working here.
如果您从 Citadel 离职，您不得以任何方式盗用、存储、使用、披露或传输在 Citadel 工作期间获得的保密信息。 Nothing in this Section will prevent you from reporting misconduct in accordance with the Reporting Misconduct section in this Handbook and your Home Location Addendum or from:
本节的任何内容均不妨碍您根据本手册中的举报不当行为章节以及您的常驻地附录举报不当行为，也不妨碍您：
Citadel is firmly committed to cooperating with regulatory inquiries and examinations. You should abide by our policies and agreements in relation to communications with regulatory authorities, including but not limited to the Code of Ethics or Code of Conduct (as applicable to you).
Citadel坚决承诺配合监管机构的调查和审查。您应当遵守我们关于与监管机构沟通的政策和协议，包括但不限于道德准则或行为准则（如适用于您）。 Avoiding Conflicts of Interest 避免利益冲突
We respect the right of employees to invest in private enterprise and to engage in appropriate personal activities. However, you are responsible for avoiding any conflict between your personal interests or activities, and our interests and those of the Citadel Group. As a general rule, this means that you must not acquire a personal interest in securities or properties or permit yourself to come under any personal obligation that might tend to cause you to use your position with us for private gain or to obtain benefits or favours either for yourself or anyone you know, or will influence your conduct on our behalf. Conflicts can arise with suppliers, investors and other organisations or people seeking to do business with us and any member of the Citadel Group, and can involve investments, outside employment or personal relationships.
我们尊重员工投资私营企业并从事适当的个人活动的权利。但是，您有责任避免您的个人利益或活动与我们和 Citadel 集团的利益发生任何冲突。一般而言，这意味着您不得在证券或财产中获取个人利益，或允许自己承担任何个人义务，以至于利用您在我们的职位谋取私利或为您自己或您认识的任何人士获取利益或好处，或者影响您代表我们进行的行为。冲突可能会与供应商、投资者以及寻求与我们和 Citadel 集团的任何成员开展业务往来的其他组织或个人发生，也可能涉及投资、外部雇用或个人关系。 If you encounter a situation in which you or an immediate family member, including your spouse, minor children and other adults living in your household, might have an actual or potential conflict of interest, you must immediately discuss the situation with your manager, the Chief Compliance Officer or the Chief Operating Officer. This allows appropriate personnel within the organisation to make an informed, independent decision regarding a potential conflict. We will determine in our sole discretion whether a conflict exists and what action, if any, should be taken. Failure to follow these steps or breaches of the conflict rules as set out above may result in disciplinary action.
如果您遇到您或您的直系亲属（包括配偶、未成年子女以及与您同住的其他成年人）可能存在实际或潜在的利益冲突的情况，您必须立即与您的经理、首席合规官或首席运营官讨论这种情况。这样，组织内的相关人员就可以就潜在的冲突做出明智、独立的决定。我们将自行决定是否存在冲突以及应采取何种行动（如有）。不遵循这些步骤或违反上述冲突规则可能会导致纪律处分。 Disclosing Potential Conflicts 披露潜在冲突
We have established certain disclosure requirements designed to help you comply with these professional standards of responsibility and thereby prevent conflicts of interest. These policies attempt to cover common situations but are not exhaustive. You must exercise sound judgement consistent with these policies at all times in the performance of your duties. If you are unsure as to the conduct required from you or have any questions either regarding your own activities or those of your co-workers, you must seek guidance from the Chief Compliance Officer or the Chief Operating Officer.
我们制定了一些披露要求，旨在帮助您遵守上述职业责任标准，从而防止利益冲突。这些政策意图涵盖常见情况，但并非详尽无遗。在履行职责的过程中，您必须始终根据这些政策作出合理判断。如果您不确定自己的行为要求，或者对自己或同事的行为有任何疑问，您必须向首席合规官或首席运营官寻求指导。 Financial Interests 财务利益
You must disclose any financial interests that you or any member of your immediate family holds in a present or potential investor, vendor or competitor of ours (or any member of the Citadel Group). Immediate family includes your spouse, minor children and any adult living in your household. Such financial interests, which include individual brokerage accounts, must be identified on the Personal Account Information Form or Private Placement Disclosure and Pre-Approval Form as appropriate. If you do have such a financial interest, you must not represent us or be involved in any transaction with such present or potential investor, vendor or competitor of ours (or any member of the Citadel Group). This sub-section does not apply to ownership of less than 1% percent of the equity or debt of a publicly held corporation.
您必须披露您或您的任何直系亲属在我们（或 Citadel 集团的任何成员）现有或潜在的投资者、供应商或竞争对手中持有的任何财务利益。直系亲属包括配偶、未成年子女以及与您同住的其他成年人。该等财务利益，包括个人经纪账户，必须在个人账户信息表或私募披露与预先审批表（视情况而定）中说明。如果您拥有该等财务利益，在与我们（或 Citadel 集团的任何成员）现有或潜在的投资者、供应商或竞争对手进行的任何交易中，您不得代表我们，也不得参与其中。本款规定不适用于拥有上市公司低于1%的股权或债权的情况。 As further explained in the Code of Conduct or Code of Ethics (as applicable to you) and any applicable Compliance Manual, and the Policies and Procedures regarding Confidential Information, Material Non-public Information, Information Barriers, and Personal Investment (the “Policies”), any trading in Covered Accounts as defined in the Personal Investment Policy, such as trading on your personal account, and any trading your immediate family wishes to make on their personal accounts must be approved in advance. Approval must be sought for personal account trading by using the relevant platform at the Personal Investment Center located under “Legal & Compliance” on the Intranet. Failure to comply may result in disciplinary action, up to and including dismissal, as well as other legal implications and penalties.
根据行为准则或道德准则（如适用于您）和任何适用的合规手册，以及关于保密信息、重大非公开信息、信息屏障和个人投资的政策和程序（“政策”）的进一步说明，通过个人投资政策中定义的相关账户进行的任何交易，例如通过您的个人账户进行的交易，以及您的直系亲属希望通过其个人账户进行的任何交易，都必须事先获得批准。个人账户交易必须通过公司内网“法律与合规”下的个人投资中心的相关平台进行审批。不遵守上述规定可能会导致纪律处分（直至并包括解雇）以及其他法律后果和处罚。 Personal Data 个人数据
Processing of personal data and Citadel’s policies 个人数据处理与 Citadel 的政策
In a similar way to many businesses, we hold and process a wide range of information, some of which relates to individuals – known as “personal data”. In relation to the protection and processing of employee personal data in your Home Location, please refer to the relevant section of your Home Location Addendum. To help us comply with data protection regulations, we have also adopted policies including the Information Security Policy and IT Systems Use Policy. Copies of these policies may also be found on the Intranet. You must read these and comply with them in carrying out your work. If you are unclear how the policies apply or, more generally, what you need to do to comply with the law on data protection, you should speak to Human Resources or contact Legal & Compliance via email at AsiaLegalCompliance@citadel.com
与许多企业类似，我们持有并处理各种信息，其中一些信息与个人有关，称为“个人数据”。关于您的常驻地对员工个人数据的保护和处理，请参阅您的常驻地附录的相关章节。为了帮助我们遵守数据保护法规，我们还采用了信息安全政策和 IT 系统使用政策等政策。您也可以在公司内网上查阅这些政策的副本。您必须阅读这些政策，并在开展工作时遵守这些政策。如果您不清楚这些政策如何适用，或者更广泛地说，您不清楚如何行事才可以遵守数据保护法律，您应当联系人力资源部或通过电子邮件联系法务与合规部: AsiaLegalCompliance@citadel.com In the event of a data breach, you must notify your line manager and Legal & Compliance at AsiaLegalCompliance@citadel.com immediately. Failure to provide notice of a breach or to provide information as set out above will be treated seriously and disciplinary action may be taken. Please refer to your Home Location Addendum for further information about data breaches.
如果发生数据泄露，您必须立即通知您的直线经理和法务与合规部 AsiaLegalCompliance@citadel.com。未能按照上述规定发出数据泄露通知或提供信息的，将受到严肃处理并可能受到纪律处分。有关数据泄露的更多信息，请参阅您的常驻地附录。 We monitor our premises and the use of our communication facilities for the purpose of monitoring compliance with our policies – in particular our data, IT and Compliance policies - and where non-compliance is suspected, investigating in a more targeted way. There are CCTV cameras in operation within and outside our offices, which are used for the following purposes:
为监督我们的政策（尤其是数据、 IT 和合规政策）是否得到遵守，我们会对我们的场所和通讯设施使用情况进行监控，并在怀疑有违规行为时，进行更有针对性的调查。我们的办公室内外均有监控摄像头运行，其用途如下：
We reserve the right to amend any notice, policy and procedure documents relating or referred to above from time to time.
我们保留不时修订与上述内容相关或上文提及的任何通知、政策和程序文件的权利。 Leaving Citadel 从 Citadel 离职
Notice of Termination of Employment 劳动关系的通知解除或终止
We reserve the right to enforce your full notice period. However, in some situations, we may consent to waiving all or part of your notice period at our discretion.
我们保留执行完整通知期的权利。但是，在某些情况下，我们可能会酌情同意免除您的全部或部分通知期。 Where legally permissible in your Home Location, we reserve the right (but shall not be obliged) to terminate your employment with immediate effect and pay your salary only (but not any other benefits, bonuses or other pay, unless required by law) in lieu of all or any of your notice period. This applies whether notice has been given by you or us and this right may be exercised at any time. Any payment in lieu of notice will be subject to any applicable tax or other deductions required by law. Any payment in lieu of notice shall be made within one month or by such earlier date as required by law of us notifying you in writing that we intend to exercise this right.
如果常驻地法律允许，我们有权（但无义务）立即解除或终止与您的劳动关系，并仅支付工资（但不支付任何其他福利、奖金或其他报酬，法律要求的除外）代替您的全部或任何通知期。无论通知由您还是由我们发出，此项权利均适用，并可在任何时候行使。任何代通知金均须缴纳任何适用税款并扣除法律规定的其他款项。任何代通知金均应在我们以书面形式通知我们拟行使此项权利后的一个月内支付，或在法律规定的更早日期前支付。 We also reserve the right to require you not to perform any duties and/or not to attend our premises and not to contact any of our (or any member of the Citadel Group’s) clients, counterparties, brokers or employees once notice of termination of employment has been given. This is known as garden leave. During any period of garden leave you will continue to receive your salary and benefits (or a payment in lieu of the value of such benefits, where applicable) and you will be required to take any accrued outstanding Annual Leave Entitlement, to the extent permitted by law. You will not be eligible to receive a bonus or an Incentive Award. For the avoidance of doubt, you shall not work for anyone other than us during garden leave and you shall continue to comply with your express and implied duties under your terms of employment (except those from which you are explicitly released by Citadel). In particular, your obligations of good faith, fidelity and confidentiality continue to apply (including but not limited to, your obligations under the Non-Disclosure, Non-Compete, Supplemental Non-Compete (as applicable), Non-Solicitation Agreements and the Dispute Resolution Procedure).
我们还保留以下权利，即一旦劳动关系解除或终止通知发出，我们可以要求您不得履行任何职责和/或不得前往我们的场所，并且不得联系我们（或 Citadel 集团的任何成员）的任何客户、交易对手、经纪人或员工。这称为停职留薪期。在停职留薪期间，您将继续获得工资和福利（或代替该等福利价值的付款，如适用），并且在法律允许的范围内，我们将要求您使用任何已累计但未使用的年假权利。您将无权获得奖金或激励奖励。为避免疑义，在停职留薪期间，您不得为我们以外的任何人士工作，并且您应当继续遵守您在雇用条款下承担的明示和默示义务（Citadel 明确免除的义务除外）。特别是，您承担的诚信、忠诚和保密义务应继续适用（包括但不限于您在保密协议、竞业限制协议、补充竞业限制协议（如适用）、禁止招揽协议和争议解决程序项下的义务）。 Prior to your last day of employment, including before and during your notice period, you may not disclose your resignation internally or externally (other than to your immediate family, legal or tax advisors, or a future employer on a confidential basis in connection with the acceptance of an offer of employment) except with your manager’s prior written approval. Doing so would be a breach of your Non-Disclosure Agreement and Citadel’s Confidential Information and Material Non-public Information Policy. The ability of Citadel to maintain the confidentiality of employee resignations before and during the notice period is necessary to protect Citadel’s business interests and ensure a smooth transition.
在您的劳动关系解除/终止日之前，包括在您的通知期之前及期间，除非您的经理事先书面批准，否则您不得对内或对外披露您的辞职（但向您的直系亲属、法律或税务顾问，或与接受雇佣要约相关以保密方式向未来雇主披露除外）。这样做将违反您的保密协议和 Citadel 的保密信息和重大非公开信息政策。Citadel 有能力在通知期之前和期间对员工辞职进行保密，这对于保护 Citadel 的商业利益并确保平稳过渡是至关重要的。 Please refer to your Home Location Addendum for further details on notice of termination of employment.
关于劳动关系解除或终止通知的更多详情，请参阅您的常驻地附录。 Summary Termination 立即解除或终止
Notwithstanding any other provision of this Handbook and subject to local law, we shall (without prejudice to our other rights and remedies) be entitled to terminate your employment without notice and without pay in lieu of notice in appropriate circumstances including those listed in the Disciplinary Rules in this Handbook, your Home Location Addendum, or if you become incapacitated, bankrupt or if you make any arrangement or composition with or for the benefit of your creditors generally.
尽管本手册中有任何其他规定，受限于当地法律的规定，在不影响我们享有的其他权利和补救措施的情况下，我们有权在适当情况下（包括本手册中的纪律规定和您的常驻地附录中列出的情形，或者您丧失行为能力、破产或与债权人达成或为债权人的整体利益达成任何安排或和解）解除或终止与您的劳动关系，而无需经通知且无需支付代通知金。 Please refer to your Home Location Addendum for further details on summary termination.
关于立即解除或终止的更多详情，请参阅您的常驻地附录。 Service of Notice 通知的送达
Any notice required to be given under this Handbook or your Employment Terms should be in writing, addressed for the attention of your manager or Human Resources, and shall be deemed served if it is personally delivered or sent by registered post to the last known address of the other party, or sent by email. Any notice posted shall be deemed served upon the second calendar day following that on which it was posted. Any notice sent by email shall be deemed served on the business day after it was sent.
本手册或您的雇用条款要求发出的任何通知均应采用书面形式，以供您的经理或人力资源部注意，如果该等通知通过专人递送或通过挂号信发送至另一方的最近的已知地址，或通过电子邮件发送，则应视为送达。通过邮寄方式发送的任何通知应在邮寄后的第二个公历日视为送达。通过电子邮件发送的任何通知应在发送后的第一个工作日视为送达。 Return of Citadel Property 归还 Citadel 的财产
Upon termination of your employment, or at any other time if so required by us, you shall immediately return to us via your manager or Human Resources any property, including any files, reports, analyses, charts, records, materials, drawings, laptops, computer hardware or software, entry passes, keys, mobile telephones and other electrical devices, credit cards, etc., any copies of the same, and any intellectual property belonging or relating to us or any member of the Citadel Group which you created or received during the course of your employment with us and which are in your possession or under your control. Any confidential information or intellectual property belonging to us or any member of the Citadel Group which is on a personal computer, personal electronic device or personal storage device of any kind must be forwarded to us and then irretrievably deleted upon the termination of your employment. You also agree to sign an affirmation (where requested) that all such property has been returned/deleted.
在您的劳动关系解除或终止后，或在我们要求的任何其他时间，您应当通过您的经理或人力资源部立即向我们归还您在受雇于我们期间创造或收到的、由您占有或控制并且属于或关于我们或 Citadel 集团的任何成员的任何财产，包括任何文件、报告、分析、图表、记录、材料、图纸、笔记本电脑、计算机硬件或软件、通行证、钥匙、手机和其他电子设备、信用卡等，上述物品的任何副本或复制品，以及任何知识产权。在您的劳动关系解除或终止时，个人电脑、个人电子设备或任何种类的个人存储设备中属于我们或 Citadel 集团的任何成员的任何保密信息或知识产权必须转发给我们，并且随后应不可逆转地予以删除。您还同意签署一份确认书（如我们要求）以确认所有该等财产均已归还或删除。 C. Non-Contractual Policies and Procedures 非合同政策和程序
Introduction 引言 This Section C of the Handbook (as supplemented or amended by any relevant Addenda), sets out our non-contractual* policies and procedures which apply to you. We reserve the right to amend, withdraw or replace any policies in this Section C and the Addenda at any time.
本手册 C 部分（经任何相关附录补充或修订）列明了您所适用的我们的非合同*政策和程序。我们保留随时修订、撤销或替换本 C 部分及附录中的任何政策的权利。 Citadel expects every employee to use common sense and good judgement, to perform their job in a careful, conscientious and satisfactory manner, to comply with all policies and procedures, and to conduct themselves professionally in a way that will foster good relationships with the employee’s managers, co-workers, investors, vendors and other persons with whom Citadel does business. The policies and procedures in this Section C are important and you are expected to comply with them. Failure to do so may result in disciplinary action up to and including dismissal. While this Handbook lists some of the ways in which Citadel expects its employees to act, it is not exhaustive.
Citadel 希望每位员工运用常识和良好判断，认真、尽责、令人满意地履行本职工作，遵守所有政策和程序，并以专业的方式行事，促进与员工的经理、同事、投资者、供应商以及与 Citadel 有业务往来的其他人士的良好关系。本 C 部分中的政策和程序非常重要，您应予以遵守。不遵守这些政策和程序可能会导致纪律处分，直至并包括解雇。本手册列出了Citadel 希望员工采取的一些行为方式，但并非详尽无遗。 * Section C sets out policies and procedures that do not form part of your contract of employment and are not contractually binding (unless deemed by the laws of your Home Location to be contractually binding). However, these policies and procedures are important and you are expected to comply with them.
* C 部分列明了不构成您的劳动合同的一部分，且不具有合同约束力（除非常驻地法律认为其具有合同约束力）的政策和程序。但是，这些政策和程序非常重要，您应予以遵守。 Employment Policies 雇用政策 Citadel maintains personnel records for each employee in a personnel file. These files contain documentation regarding most aspects of your employment, including, but not limited to, performance evaluations, compensation letters, disciplinary warnings and other notices. Citadel seeks to maintain up-to-date, accurate and complete personnel files at all times. It is your responsibility to manage updated telephone number(s), home address, emergency contact information or legal or preferred name in the relevant HR system. It is your responsibility to maintain and update changes in number of dependents, or beneficiary designations in the respective employee benefit system. You have the right to review your personnel file and payroll records consistent with applicable law in your Home Location. If you wish to review your personnel file, please submit a written request to Human Resources. Further information about your right to access your personnel file is set out in your Home Location Addendum.
Citadel 在人事档案中保存每位员工的人事记录。这些档案包含与劳动关系的大多数方面有关的文件，包括但不限于绩效评估、薪酬函、纪律警告通知和其他通知。Citadel 力求始终保持最新、准确、完整的人事档案。您有责任在相关人力资源系统中管理最新的电话号码、家庭住址、紧急联系人信息或法定姓名或首选姓名。您有责任在相关员工福利系统中维护和更新受抚养人人数或指定受益人的变更。您有权根据常驻地的适用法律查阅您的人事档案和工资记录。如果您希望查阅您的人事档案，请向人力资源部提交书面申请。关于您查阅人事档案的权利的更多信息，请参阅您的常驻地附录。 We respect the privacy of employees and will control access to individual files. Personnel records are maintained as confidential data, and are shared only with those persons with a need to know.
我们尊重员工的隐私，并将控制对个人档案的查阅。人事记录将作为机密资料保存，仅与有必要了解的人士共享。 Employment References 雇用证明文件
We provide multiple resources for employees to obtain employment and/or income verification letters. Please refer to the Employee Resources section on the Intranet for more information on available options.
我们提供多种资源供员工获得雇用和/或收入证明信。关于可用选项的更多信息，请参阅公司内网上的员工资源部分。 Employment of Relatives 雇用亲属
Relatives of employees are eligible to work for Citadel if they meet our hiring standards. To avoid conflicts of interest and the perceived appearance of bias or favouritism, relatives may not work with one another in a manager/subordinate relationship, in the same managerial line, or in positions involving the review or auditing of each other’s work.
员工亲属如符合我们的聘用标准，即有资格在 Citadel 工作。为避免产生利益冲突或被认为存在偏见或偏袒，亲属不得在上下级关系、同一管理线或涉及审查或审计彼此工作的岗位上共事。 For purposes of this policy, a relative is any person who is related by blood or marriage/civil partnership, or whose relationship with the employee is similar to that of persons who are related by blood or marriage/civil partnership. This policy applies to all employees without regard to the gender or sexual orientation of the individuals involved.
就本政策而言，亲属系指任何有血缘关系或婚姻/民事伴侣关系的人士，或与员工的关系类似于血缘关系或婚姻/民事伴侣关系的人士。本政策适用于全体员工，无需考虑所涉个人的性别或性取向。 Personal Relationships in the Workplace 工作场所中的私人关系
Citadel prohibits relationships between a manager and a member of the manager’s staff (an employee who reports directly or indirectly to that person) and between employees who are in positions involving the review or audit of each other’s work, as permitted by law. Citadel also prohibits relationships where there may be a real or perceived conflict of interest, as determined in Citadel’s sole and absolute discretion. If such relationships exist, the parties need to be aware that Citadel, at its sole discretion, may effect modifications, including, but not limited to, implementation of enhanced controls in respect of one or both roles, one or both employees may be moved to a different department, or other action may be necessary, up to and including, in accordance with applicable law, separation from employment.
在法律允许的情况下，Citadel 禁止经理与其下属员工（直接或间接向其汇报的员工）之间建立私人关系，以及在担任涉及审查或审计彼此工作的岗位的员工之间建立私人关系。Citadel 亦禁止可能存在 Citadel 全权自主认定的实际或可预见之利益冲突的关系。双方需要注意的是，如果存在该等关系，Citadel 可自行决定做出调整，包括但不限于加强对一方或双方岗位的控制，将其中一位或将两位员工调至其他部门，或采取其他必要的行动（直至并包括根据适用法律的规定进行解雇）。 If any employee enters into (or is already in) a relationship, the parties must notify their Department Head and Human Resources. If there is any ambiguity or doubt as to whether a particular relationship creates a real or perceived conflict of interest, employees are expected to seek clarification with Human Resources. At all times, you are expected to respect the confidentiality obligations that you and other employees owe to Citadel. You may not disclose sensitive information to any employees that do not have a business need to know, and should not ask or probe for sensitive information that other employees are not permitted to disclose to you.
如果任何员工正在建立（或已经建立）关系，双方必须通知其部门主管和人力资源部。如果对于某一特定关系是否会造成实际或可预见之利益冲突存在任何歧义或疑义，员工应当向人力资源部寻求澄清。无论何时，您都应当遵守您和其他员工对 Citadel 负有的保密义务。您不得将敏感信息披露给工作上无需了解该等信息的任何员工，且不得询问或打听其他员工不被允许向您披露的敏感信息。 Illegal, Unethical or Unsafe Activities 不合法、不道德或不安全的行为
If at any time you have any question or comment relative to any activity of Citadel managers or employees, please seek out Human Resources or the General Counsel as soon as possible to report this concern. You will never be reprimanded or dismissed for reporting this information in good faith/if you have reasonable grounds to suspect misconduct, and all communications will be held confidential to the extent possible. However, if after investigating a complaint of unlawful discrimination/harassment, or any complaint including, but not limited to, a complaint of a violation of any of Citadel’s policies, Citadel determines that the complaint was not made in good faith/there were no reasonable grounds to suspect misconduct, or that an employee has knowingly provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the complaint or who gave false information, up to and including dismissal.
如果您在任何时候对 Citadel 的经理或员工的任何行为有任何疑问或意见，请尽快向人力资源部或总法律顾问汇报。您不会因为出于善意汇报这些信息/有合理理由怀疑存在不当行为，而被训斥或解雇，并且所有通信都将在最大可 能范围内保密。但是，如果在调查关于非法歧视/骚扰的投诉或任何其他投诉（包括但不限于关于违反 Citadel 政策的投诉）后，Citadel 确定该投诉并非出于善意/没有合理理由怀疑存在不当行为，或者员工故意提供与投诉相关的虚假信息，则提出投诉或提供虚假信息的个人可能会受到纪律处分，直至并包括解雇。 Workplace Policies 工作场所政策 Working with Respect 相互尊重的工作方式
Equal Opportunity 机会均等
Citadel is an equal opportunity employer and we oppose all forms of discrimination. Employee achievement at Citadel is measured by merit and accomplishment, including decisions regarding hiring, promotion and compensation. As an organisation, Citadel is committed to these ideals as they relate to employment, promotions, compensation, benefits, disciplinary actions, training opportunities and all other terms and conditions of employment.
Citadel 是一个提倡机会均等的雇主，我们反对任何形式的歧视。员工在 Citadel 的绩效是根据业绩和成就来衡量的，包括有关聘用、晋升和薪酬的决定。作为一个组织机构，Citadel 致力于实践这些理念，因为它们涉及雇用、晋升、薪酬、福利、纪律处分、培训机会及所有其他雇用条款和条件。 Employees with Disabilities 残疾员工
Citadel prohibits unlawful discrimination against qualified individuals with disabilities and endeavours to provide reasonable accommodation for those individuals. If you feel you need an accommodation to perform your job, you should discuss the request with the HR Benefits team, complete the necessary accommodation request paperwork, and provide supporting documentation, as appropriate. Upon receipt of the accommodation request, and supporting documentation, Citadel will work with you in seeking a reasonable accommodation that enables you to perform the essential functions of your job.
Citadel 禁止非法歧视符合条件的残疾人员，并努力为这些人员提供合理便利。如果您认为自己需要获得便利来从事工作，您应当与人力资源福利团队讨论该请求，填写必要的便利请求文件，并提供支持性文件（视情况而定）。在收到便利请求和支持性文件后，Citadel 将与您一起研究合理便利，以使您能够履行基本的工作职能。 Diversity and Inclusion Policy 多元化和包容性政策
A diverse team and an inclusive culture are foundational to Citadel’s mission of being the world’s most successful investment team and market maker. For three decades, Citadel has flourished by attracting extraordinary individuals of all backgrounds, upholding meritocracy and winning with integrity.
多元化的团队和包容的文化是 Citadel 成为世界上最成功的投资团队和做市商这一使命的基础。三十年来，Citadel 通过吸引各种背景的卓越人才、坚持精英管理和诚信致胜而蓬勃发展。 This policy sets out the elements of Citadel’s core values and strategies as they pertain to promoting a work environment that is diverse and inclusive.
本政策列明了Citadel 的核心价值观和战略的要素，因为它们关乎促进营造一个多元化和包容的工作环境。 Citadel believes a diverse team of individuals is a powerful source of strength. A broad array of viewpoints and experiences drives faster innovation and superior execution, creating a meaningful source of competitive advantage. We believe diversity of background, experience, beliefs and thought drives unique and greater outcomes. Citadel’s commitment to attracting and developing a diverse talent base reflects its culture of meritocracy.
Citadel 相信，由个人组成的多元化团队是强大的力量源泉。广泛的观点和经验推动更快的创新和卓越的执行，创造了一个重要的竞争优势来源。我们相信，背景、经验、信仰和思想的多元化推动取得独特和更好的成果。Citadel 致力于吸引和发展多元化的人才基础，这反映了其精英管理文化。 Policy Against Discrimination, Harassment, Victimization and Retaliation 反对歧视、骚扰、伤害和报复政策
Citadel is committed to maintaining a work environment that fosters appropriate conduct and respect for individuals, and therefore strictly prohibits all forms of unlawful discrimination, harassment, victimisation and retaliation. This policy also prohibits offensive conduct which does not give rise to a violation of law. Accordingly, Citadel has adopted this policy in order to create a work environment free from discrimination, harassment, victimisation and retaliation of any kind, including sexual harassment and harassment based upon race, religion, religious creed, colour, sex (including pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity, national origin, ancestry, age, disability, military or veteran status, sexual orientation, caregiver status, familial status, marital status, medical conditions, genetic information or any other classification protected by law. In addition to sexual harassment, Citadel wishes to emphasise that all forms of discrimination, harassment, victimisation and retaliation are unacceptable. Accordingly, Citadel will not tolerate discrimination, harassment, victimisation or retaliation by or of any employee, non-employee, intern, vendor or workplace visitor, including co-workers, third parties (e.g., independent contractors, clients, members of the general public, etc.), managers, supervisors, and others with whom the employee comes into contact.
Citadel 致力于保持一个促进妥当行为、尊重个人的工作环境，因此严格禁止一切形式的非法歧视、骚扰、伤害和报复。本政策还禁止未构成违法的冒犯行为。因此，Citadel 采取本政策，以创造一个没有任何形式的歧视、骚扰、伤害和报复的工作环境，包括没有基于种族、宗教、宗教信仰、肤色、性（包括怀孕、分娩、母乳喂养及相关医学状况）、性别、性别认同、民族起源、血统、年龄、残疾、军人或退伍军人身份、性取向、照料者状况、家庭状况、婚姻状况、医学状况、遗传信息或任何其他受法律保护特征而实施的性骚扰和骚扰。除性骚扰外，Citadel 希望强调，一切形式的歧视、骚扰、伤害和报复都是不可接受的。因此，Citadel绝不容忍由任何员工、非员工、实习生、供应商或工作场所访客，包括同事、第三方（如独立承包商、客户、公众成员等）、经理、主管及员工接触到的其他人实施的歧视、骚扰、伤害或报复。 All employees must review this policy and commit to maintaining a work environment free from discrimination, harassment, victimisation and retaliation. In addition, all employees must complete training on prevention of discrimination, harassment, victimisation and retaliation on an annual basis.
所有员工均须审阅本政策，并承诺保持一个没有歧视、骚扰、伤害和报复的工作环境。此外，所有员工均须完成关于防止歧视、骚扰、伤害和报复的年度培训。 Any employee violating this policy shall be subject to remedial and/or disciplinary action, up to and including dismissal.
任何违反本政策的员工将受到补救措施和/或纪律处分，直至并包括解雇。 Our zero-tolerance approach to discrimination in all forms, includes the bullying or harassment of any individual whether on grounds protected by law or otherwise. This applies not only in the workplace but outside work where there is a work connection – for example at a social or Citadel sponsored event, or whilst individuals are travelling for business. Bullying and harassment can occur in-person or remotely including through calls, texts, instant messaging, emails, and social media usage (whether using work or personal devices and irrespective of whether it takes place in or out of work hours). Such behaviour is normally considered gross misconduct and is likely to result in dismissal; in serious cases, it may be a criminal offence. It is also no excuse to say you were unaware your words or actions would cause offence.
我们对一切形式的歧视采取零容忍的态度，包括对任何个人的霸凌或骚扰，无论其实施的理由是否受到法律保护。本政策不仅适用于工作场所内，也适用于工作以外存在工作联系的场所，如在社交活动或 Citadel 主办的活动中，或当个人因公出差时。霸凌和骚扰可能会当面或远程发生，包括通过电话、短信、即时通讯、电子邮件和使用社交媒体发生（无论是使用工作设备还是个人设备，也无论是发生在工作时间以内或以外）。此类行为通常被视为严重不当行为，并可能导致被解雇；情节严重的可能构成刑事犯罪。声称您不知道自己的言行会冒犯他人也不是借口。 Bullying and harassment includes conduct that creates an intimidating, degrading, or offensive environment. It might include (but is not limited to):
霸凌和骚扰包括创造一个恐吓、有辱人格或冒犯的环境的行为。此类行为可能包括（但不限于）以下各项：
Whilst we take all forms of harassment very seriously, for illustrative purposes we have listed below some examples of what might constitute harassment related to sex or of a sexual nature:
尽管我们非常严肃地对待所有形式的骚扰，但为了便于说明，我们列出了以下一些可能构成与性相关或具有性意味的骚扰的示例：
Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender, and/or the status of being transgender. The list above is not exhaustive and is also illustrative of the types of conduct which might constitute harassment based on other grounds.
性骚扰包括基于性、性取向、自我认定或感知的性、性别和/或作为跨性别者这一身份而实施的骚扰。以上所列并非详尽无遗，也是用于说明可能构成基于其他理由的骚扰的行为类型。 Citadel recognises that people and their perceptions and sensibilities are different and can change. Comments, jokes or personal advances that you may perceive as innocent or funny may be offensive to a co-worker. You should know that even innocent intentions do not excuse actions that are unwanted or that may be reasonably perceived as threatening or offensive. Therefore, Citadel encourages you to avoid misunderstandings by acting professionally, treating others with respect, and avoiding conduct that others could misinterpret as inappropriate conduct.
Citadel 承认，人们的感知和感受是不同的，是会变化的。您可能认为是没有恶意或有趣的评论、笑话或个人求爱可能会冒犯同事。您应当知晓，即使是没有恶意，也不能成为实施不受欢迎的行为或可能被合理地视为冒犯或威胁性行为的借口。因此，Citadel 鼓励您专业行事、尊重他人并避免实施可能被他人误解为不当行为的行为，从而避免误解。 Your responsibilities 您的责任
You must demonstrate respect for your colleagues and act appropriately and respectfully at all times. All employees have a personal responsibility to comply with this policy, do their best to ensure that it is adhered to in their day-to-day work and ensure discrimination, harassment, victimisation or retaliation in any form does not occur. Managers are responsible for ensuring that this policy is applied in their area of responsibility.
您必须展示出对同事的尊重并在任何时候都以适当和尊重的方式行事。所有员工均有个人责任遵守本政策，尽其最大努力确保本政策在其日常工作中得到遵守，并确保不会发生任何形式的歧视、骚扰、伤害或报复。经理们有责任确保本政策在他们的责任范围内得到执行。 What to do if you have a complaint 有投诉时该做什么
We all have an interest in maintaining a safe and comfortable workplace that is free from discrimination, harassment, victimisation and retaliation. If you believe that you are being subjected to harassment, victimisation, discrimination or retaliation, or if you have reason to believe that someone else is being subjected to harassment, victimisation, discrimination or retaliation, you should immediately report the offending incident(s) or conduct to your manager, Human Resources, your Business COO, a member of Legal & Compliance, or any other member of Firm management with whom you are comfortable. The contact information for these individuals can be found on the Intranet.
保持一个没有歧视、骚扰、伤害和报复的安全且舒适的工作场所符合我们所有人的利益。如果您认为自己遭受了骚扰、伤害、歧视或报复，或者如果您有理由相信其他人正在遭受骚扰、伤害、歧视或报复，您应当立即向您的经理、人力资源部、业务首席运营官、法务与合规部成员或任何其他您认为合适的公司管理层成员投诉冒犯事件或行为。上述人士的联系方式可在公司内网上查阅。 Any manager receiving a complaint of discrimination, harassment, victimisation or retaliation must report the incident promptly to Human Resources. A manager’s failure to report such conduct may result in disciplinary action, up to and including dismissal. Managers may also be subject to disciplinary action if they engage in, or in any other way condone discriminatory, harassing, victimising or retaliatory conduct.
接到歧视、骚扰、伤害或报复相关投诉的任何经理必须立即向人力资源部报告。如果经理未报告该等行为，可能会导致纪律处分，直至并包括解雇。如果经理参与或以任何其他方式纵容歧视、骚扰、伤害或报复行为，也可能会受到纪律处分。 No individual is required to report a complaint of harassment, victimisation, discrimination or retaliation to an immediate supervisor or other person responsible for the conduct being complained about.
不要求个人向直属上司或其他被投诉行为的责任人报告关于骚扰、伤害、歧视或报复的投诉。 All complaints of conduct inconsistent with this policy will be investigated promptly and effectively. In doing so, Citadel will attempt to preserve confidentiality to the maximum extent as possible, to the extent that the needs of the situation permit. Accordingly, absolute confidentiality cannot be guaranteed. While the investigation process may vary from case to case, upon receipt of a complaint, Citadel will conduct a review of the allegations and may take any interim actions as deemed appropriate. Investigations will be fair, thorough, impartial, conducted by qualified personnel, and documented and tracked for reasonable progress and timely closure. As applicable, Citadel will review relevant documents, such as electronic communications and phone records, as well as interview necessary and relevant parties involved, including witnesses. Citadel will reach reasonable conclusions based on the evidence collected and reviewed. Where applicable, Citadel will take appropriate corrective action based on such conclusions, consistent with applicable laws and the goals of this policy. If it is found that a disciplinary offence has occurred, disciplinary action will be taken under the Disciplinary Rules.
所有对与本政策不符的行为的投诉都将获得及时、有效的调查。在此过程中，Citadel 将在情况所需要的范围内最大限度地保密。因此，无法保证绝对保密。虽然调查程序可能因个案而异，但在收到投诉后，Citadel 将对投诉事项进行审查，并可能采取任何认为适当的临时措施。调查将是公平、彻底、公正的，由适格人员开展，并且记录和跟踪合理进度和及时结案。在适用的情况下，Citadel 将审查相关文件，例如电子通讯和电话记录，并约谈必要、相关的当事人，包括证人。Citadel 将根据收集和审查的证据得出合理的结论。在适用的情况下，Citadel 将根据该等结论采取符合适用法律和本政策目标的适当纠正措施。如果认定发生了违纪行为，将根据纪律规定进行纪律处分。 Prohibition Against Retaliation 禁止报复
We prohibit any form of retaliation or victimisation against any employee who, in good faith/had reasonable grounds to suspect misconduct, reports a complaint under this policy or assists in an investigation and shall treat such retaliation or victimisation as a disciplinary offence.
我们禁止对出于善意/有合理理由怀疑存在不当行为并根据本政策举报投诉或协助调查的任何员工实施任何形式的报复或伤害，该等报复或伤害应视为违纪行为。 Training 培训
We conduct regular workplace training on discrimination, harassment and respect.
我们定期在工作场所开展关于歧视、骚扰和尊重的培训。 Please see your Home Location Addendum for any additional requirements that may apply in your location or country.
关于您的所在地或国家适用的任何其他要求，请参阅您的常驻地附录。 Health and Safety Policy 健康和安全政策
We are committed to providing a safe work environment for our employees and other visitors to our facilities. We seek to provide and maintain safe working conditions, equipment and systems of work for all our employees, and to provide such information, training and supervision as they need for this purpose. To help accomplish this, you are expected to work diligently to maintain safe working conditions and to adhere to practices and procedures designed to prevent injuries and illness. Your responsibilities in this regard include:
我们致力于为我们的员工和拜访我们场所的其他访客提供一个安全的工作环境。我们致力于为我们的所有员工提供和保持安全的工作条件、设备和工作系统，并为此目标向员工提供所需的信息、培训和监督。为帮助实现这一目标，您应勤勉工作以保持安全的工作条件，并遵守旨在防范伤害和疾病的惯例和程序。就此而言，您的责任包括：
We reserve the right to request that you leave the premises if, in our judgement, your injury or illness poses a direct threat to the health and safety of others in the workplace, in accordance with applicable law.
如果根据我们的判断，您的伤情或病情对工作场所内其他人员的健康和安全构成直接威胁，我们保留根据适用法律要求您离开相关场所的权利。 Further details of this policy and the employees responsible for health and safety issues will be provided to you from time to time by the Workplace Team.
工作场所团队将不时向您提供关于本政策和负责健康和安全事宜的员工的更多详情。
Drugs and Alcohol 药物和酒精
Employees who work while under the influence of alcohol or illegal drugs pose a danger to themselves, their colleagues, Citadel and the general public. Accordingly, you are strictly prohibited from using, possessing, distributing, selling, purchasing, manufacturing or being under the influence of illegal drugs or prescription only drugs that have not been prescribed for your current use at any time while you are employed by Citadel. In addition to potential legal consequences, violations of this policy may lead to disciplinary action, up to and including termination of employment.
在酒精或非法药物的影响下工作的员工对其本人、同事、Citadel 和公众构成危险。因此，在您受雇于 Citadel 期间的任何时候，严禁使用、拥有、分发、出售、购买、制造非法药物或未经开具处方的处方药，或受该等药物影响。除潜在的法律后果外，违反本政策还可能会导致纪律处分，直至并包括解雇。 Employees must also be mindful of alcohol consumption at company sponsored events. We expect every member of our team to act with integrity and exercise sound judgement. Accordingly, no Citadel sponsored events will serve alcohol past 11pm local time.
员工还须注意在公司主办的活动中的饮酒事宜。我们要求我们团队的每一名成员均正当行事并运用良好判断。因此，Citadel 主办的任何活动均不得在当地时间晚上11点之后提供含酒精饮品。 This policy does not apply to the lawful use of prescription drugs under the supervision of a licensed health care professional within the limits of a valid prescription, or the possession or consumption of reasonable quantities of alcohol in the workplace when sanctioned by Citadel management.
本政策不适用于在执业医疗保健专业人员的监督下，在有效处方的范围内合法使用处方药的情形，也不适用于经 Citadel 管理层批准在工作场所拥有或饮用合理数量的含酒精饮品的情形。 As permitted by law in your Home Location, Citadel reserves the right to require you to undergo appropriate tests designed to detect the presence of alcohol, illegal drugs or other controlled substances when in Citadel’s sole discretion there is a reasonable basis to do so. Your refusal to submit to a requested test under this policy may result in disciplinary action, up to and including termination of employment.
在您的常驻地的法律允许的情况下，Citadel 有权在其自行酌定具有合理依据时，要求您接受检测是否存在酒精、非法药物或其他受管制物质的适当测试。您拒绝接受本政策项下所要求的测试可能会导致纪律处分，直至并包括解雇。 Office Facilities and Environment 办公设施和环境
Noticeboards, Property and Facilities 公告栏、财产和设施
Noticeboards in communal office spaces and kitchens are predominantly intended to be for Human Resources to post useful information; they should not be used to post materials of any kind that are inconsistent with our Personal Solicitations policy. Office equipment, stationery and other office supplies and facilities are our property and are not for your personal use, unless approved in advance by your manager. Unless expressly authorised, services provided by our vendors should not be used by employees for personal use.
公共办公区域和厨房内的公告栏主要用于人力资源部张贴有用信息；它们不应当用于张贴任何类型的不符合我们的私人招揽政策的资料。除非您的经理事先批准，办公设备、文具及其他办公用品和设施均为我们的财产，不得用于您的个人用途。除非明确授权，我们的供应商提供的服务不应由员工用于个人用途。 Smoke-Free Environment 无烟环境
To maintain a safe and comfortable working environment, and in accordance with local legislation, smoking (including electronic cigarettes) is prohibited in all our office premises without exception.
为保持一个安全舒适的工作环境，根据当地法律，我们的所有办公场所一律禁止吸烟（包括电子烟）。 Personal Appearance 个人仪表
Our office dress code is business casual. However, you should wear appropriate attire having regard to any client or other appointments, and present professionally at all times.
我们的办公室着装要求是商务休闲装。但是，您应该考虑到任何与客户或其他人士约见而穿着适当的服装，并始终保持职业形象。 You are also expected to keep your work environment clean and tidy. To this end, please make an effort to organise and clear all materials from work surfaces prior to leaving at the end of each day. Confidential or sensitive materials should be securely stored at the end of the day and computers switched off.
我们还希望您保持您的工作环境干净整洁。为此，请在每天下班离开前努力整理和清理工作台面上的所有资料。机密或敏感资料应在一天工作结束时安全存放，并关闭电脑。 Personal Property 个人财产
Property 财产 You should take care of your property to prevent theft and you are responsible for the safety of your own personal property on our premises. We cannot accept responsibility for any loss or damage caused in this regard. If you choose to keep personal property at work, be advised that it may be accessed at any time by Citadel personnel. Notification of articles lost or found on the premises should be made to the Workplace Team or Security. You should refrain from having personal mail sent to you at our premises. We cannot accept liability for the loss of such mail.
您应当保管好您的财产以防失窃，您对您在我们场所内的个人财产的安全负责。就此而造成的任何损失或损害，我们概不负责。如果您选择在工作场所放置个人财产，请注意 Citadel 的人员可能会随时接触到该等个人财产。如有物品在我们的场所内丢失或被发现，您应通知工作场所团队或安保部门。您应避免在我们的场所接收您的私人邮件。我们不对此类邮件的丢失承担责任。 Inspections 检查
In the interests of the safety and security of our staff and property, we reserve the right, subject to applicable law, to inspect any personal bags, briefcases, clothing, possessions or storage areas within our offices where this is considered to be reasonably necessary. Such inspections will only take place with the authorisation of the Chief Operating Officer or a member of the Human Resources team and will be conducted with a witness.
为了我们全体员工和财产的安全和安保，我们有权在遵守适用法律的前提下，在被视为合理必要的情况下检查我们的办公室内的任何私人手袋、公文包、衣物、个人物品或储藏区域。此类检查将仅在首席运营官或人力资源团队成员授权的情况下，由一名见证人员陪同进行。 Workplace Violence 工作场所暴力
You are strictly prohibited from any act or threat of violence against any person, including employees, customers, clients, vendors, service providers or other visitors, in or about our facilities or while you are engaged in our business. You are further prohibited from such conduct against any of your colleagues at any time, to avoid tension and conflict inside the workplace. 严禁您在我们的场所内或周边或在您从事我们的业务时，对任何人（包括员工、顾客、客户、供应商、服务提供商或其他访客）实施任何暴力行为或暴力威胁。亦禁止您在任何时候对您的任何同事实施此类行为，以避免工作场所内的紧张关系和冲突。 You may not bring weapons of any type onto our premises at any time, regardless of whether they are in your personal possession or whether they are properly licensed. If you violate this rule, this will be treated as an act of gross misconduct which is likely to result in the immediate termination of your employment as well as possible legal prosecution. We will take appropriate action where such conduct does occur, including notifying law enforcement officials. 您不得在任何时候将任何类型的武器带入我们的场所，无论其是否归您个人所有，也无论其是否获得了适当的许可。如果您违反此规定，将被视为严重不当行为，可能导致您的劳动关系被立即解除，并可能被提起法律诉讼。我们将在此类行为发生时采取适当措施，包括通知执法官员。 As our employee, you should warn appropriate personnel, for example your manager or the Chief Operating Officer, if you observe or are made aware of any inappropriate behaviour relating to violence in the workplace. Your report will be held in confidence to the extent possible and you should not suffer any detrimental treatment by us for making a report in good faith/if you had reasonable grounds to suspect misconduct under this policy. 作为我们的员工，如果您观察到或获知与工作场所暴力相关的任何不当行为，您应当提醒相关人员，例如您的经理或首席运营官。您的举报将在最大可能范围内保密，并且，您不会因出于善意/有合理理由怀疑存在本政策下的不当行为进行举报而遭受我们的任何不利对待。 Policy for Use of Citadel’s IT Systems Citadel IT系统使用政策
You must comply with the provisions of our IT Systems Use Policy on the Intranet when accessing or using our IT systems or equipment including our network, computers, laptops, mobile phones and other electronic devices. For further information, please refer to the policy.
在访问或使用我们的 IT 系统或设备（包括我们的网络、计算机、笔记本电脑、手机和其他电子设备）时，您必须遵守我们在公司内网上发布的 IT 系统使用政策的规定。更多信息请参阅该政策。 Performance Evaluations 绩效评估
Citadel endeavors to conduct an annual written performance evaluation of each employee’s performance. This process is administered by Human Resources. Your manager should schedule a meeting to discuss your evaluation within the timeframe established by Human Resources; however, if you find that such a meeting has not been scheduled during this timeframe, you should bring it to the attention of Human Resources. This will help ensure that evaluations are provided in a timely manner.
Citadel 尽力对每名员工的绩效进行年度书面评估。该流程由人力资源部管理。您的经理应在人力资源部确定的时间范围内安排会议讨论对您的评估；但是，如果您发现在该时间范围内未安排该等会议，您应提请人力资源部注意。这将有助于确保及时提供评估。 To ensure that you perform your job to the best of your abilities and in accordance with our expectations, Citadel will endeavor to provide you with appropriate suggestions for improvement on an ongoing and informal basis. You may also receive periodic written evaluations of your performance from your manager on an as needed basis. 为确保您尽您所能按照我们的期望执行工作，Citadel 将努力持续和非正式地向您提供适当的改进建议。您还可能收到您的经理根据需要对您的绩效进行的定期书面评估。 All written performance evaluations will be based on your manager’s view of your overall performance in relation to your job responsibilities, achievement of goals and expectations and will also take into account your manager’s view of your conduct, demeanor and attendance. 所有书面绩效评估均将基于您的经理对您与您的工作职责相关的整体表现、目标和期望的达成情况的评估，还将考虑您的经理对您的行为、举止和考勤情况的评估。 Professional Standards, Conduct and Ethics 职业准则、行为和道德 Reporting Misconduct 举报不当行为
We conduct our business in accordance with all applicable laws and regulatory requirements within your Home Location and all countries in which we do business. It is important you fulfil your own responsibilities consistently with this intention at all times. Failure to do so may lead to disciplinary action and other legal and regulatory consequences.
我们根据您的常驻地和我们开展业务的所有国家的所有适用法律和监管要求开展业务。您应始终本着该初衷履行自身职责，这一点非常重要。否则可能会导致纪律处分和其他法律和监管后果。 You are required to promptly report any actual or suspected violation of applicable law, regulatory requirements, or the Firm’s policies. Please refer to the Code of Ethics or Code of Conduct (as applicable to you) for further details on reporting misconduct. 您须及时举报任何实际或涉嫌违反适用法律、监管要求或公司政策的行为。关于举报不当行为的更多详情，请参阅道德准则或行为准则（如适用于您）。 Where relevant, your Home Location Addendum or other local compliance policies may contain additional details concerning the reporting of misconduct. 在相关情况下，您的常驻地附录或其他本地合规政策可能载明了关于举报不当行为的更多详情。 We prohibit any form of retaliation, harassment or adverse employment consequence against any employee who, in good faith/had reasonable grounds to suspect misconduct, reports a violation or raises a concern, or assists in an investigation. 我们禁止对出于善意/有合理理由怀疑存在不当行为、举报违规行为或提出疑虑或协助调查的任何员工施以任何形式的报复、骚扰或与雇用相关的不利后果。 If you have a concern relating to your own employment or working conditions, this may be more appropriately raised under the Grievance & Workplace Concerns Procedure (see below). 如果您对自己的雇用或工作条件有任何担忧，通过申诉和工作场所相关疑虑处理程序（见下文）提出可能更为合适。 Media Enquiries, Social Media, and Presenting in Public 媒体询问、社交媒体和公开演讲
As Citadel grows, the Firm attracts increasing levels of attention from the public, including media, industry groups, and online forums. Every employee should be conscious of how we represent our organisation to the public. When in doubt, consult with your manager or Corporate Communications. Below are policies for the most common situations.
随着Citadel 的发展，公司吸引了越来越多的公众关注，包括媒体、行业团体和在线论坛。每名员工都应该意识到我们如何在公众面前代表我们的组织机构。如有疑问，请咨询您的经理或公司通讯部。以下是针对最常见情况的政策。 Media Enquiries 媒体询问
All media enquiries about Citadel should be referred to Corporate Communications. Employees may only speak to the press on Citadel’s behalf with proper authorization from Corporate Communications. If you believe you’ve said something to a reporter unknowingly or mistakenly, or you need guidance on a press query you’ve received that is not related to Citadel, contact Corporate Communications.
所有关于 Citadel 的媒体询问均应提交公司通讯部。员工仅可在获得公司通讯部适当授权的情况下代表 Citadel 接受媒体采访。如果您认为自己在不知情的情况下或错误地对记者讲述了什么，或您就自身收到的与 Citadel 无关的媒体询问需要指导，请与公司通讯部联系。 Social Media 社交媒体
Social media consists of blogs, online social networks and other similar public communication venues. Participation in online forums is permitted in a purely personal capacity. However, employees are not authorised to act as a representative or spokesperson for Citadel, or to disclose information that pertains to Citadel’s business or confidential information, and must comply with Citadel’s Social Media Policy, which is available on the Intranet. Unauthorised disclosure will constitute a violation of your Non-Disclosure Agreement.
社交媒体包括博客、在线社交网络及其他类似的公共交流场合。允许以纯个人身份参与在线论坛。但是，员工无权作为 Citadel 的代表或发言人或披露与 Citadel的业务或保密信息相关的信息，且员工必须遵守 Citadel 的社交媒体政策（可在公司内网上获取）。未经授权进行披露将构成对您的保密协议的违反。 If you choose to participate in forums on the Internet, you are personally responsible and liable for what is communicated. Employees are expected to exercise common sense and caution. You must take care to ensure nothing you post is attributable to us or could reasonably be expected to damage our reputation. You should never post comments on social media that are discriminatory, harassing, offensive or defamatory to us, fellow employees or managers, investors, counterparties or clients. 如果您选择参与互联网上的论坛，应由您个人对所传递的内容负责和担责。我们希望员工运用常识并谨慎行事。您须注意确保您发布的任何内容均不会归咎于我们且合理预期不会损害我们的声誉。您不得在社交媒体上发布对我们、同事或经理、投资者、交易对手或客户有歧视、骚扰、冒犯或诽谤的评论。 If you come across online content related to us that is incorrect or potentially damaging to our reputation, please forward it to Corporate Communications for appropriate action. 如果您在网络上发现与我们相关的、不正确或可能损害我们声誉的内容，请将其转发给公司通讯部以便采取适当措施。 Please refer to our Social Media Policy on the Intranet for more information. 更多信息请参阅公司内网上我们的社交媒体政策。 Public Speaking 公开演讲
From time to time our employees are invited to speak on topics pertaining to our industry. These programs are often valuable to our business and to our reputation as a market leader. Because these programs require a considerable time commitment from our employees, it is important to manage this investment wisely. We pursue opportunities that are relevant, reach audiences who are important to us and provide value to the organisation. If you have been requested to speak on our behalf and feel the opportunity is worthwhile, contact Corporate Communications prior to agreeing to the speaking engagement and complete the Public Speaking Request form on the Intranet.
我们的员工不时受邀就与我们所在行业相关的话题进行演讲。这些项目往往对我们的业务和我们作为市场领导者的声誉而言是很有价值的。由于这些项目需要我们的员工投入大量时间，因此明智地管理该等投入非常重要。我们寻求适宜的机会，接触对我们而言重要的受众并为组织提供价值。如您被请求代表我们演讲，并且认为机会值得把握，请在同意演讲之前联系公司通讯部，并在公司内网上填写公开演讲申请表。 Presenting Appropriately 恰当地展示自我
As a member of our organisation, you are viewed by others as a representative of our business. Be sensitive to how you and we may be perceived by others through your words and actions. When in public – including business trips, industry events and Company functions – exercise good judgement and common sense.
作为我们组织的一员，您被其他人视为我们的业务的代表。请注意他人可能通过您的言行对您和我们产生的看法。在公共场合（包括商务旅行、行业活动和公司活动），请运用良好判断和常识。 Disciplinary Rules 纪律规定
Any employee who is found to have committed the following acts of misconduct may be subject to disciplinary action, including termination of employment. The following list of misconduct is not intended to be exhaustive and any other conduct identified by Citadel, in its sole discretion, to be similar misconduct or conduct that interferes with its operations or is generally offensive to co-workers, customers, clients, vendors, services providers or other visitors may also result in disciplinary action, including termination of employment.
任何员工如被发现有以下不当行为，可能会受到纪律处分，包括解除劳动关系。以下不当行为清单并非旨在详尽无遗，Citadel 自行决定认定的任何其他类似不当行为，或干扰其运营的行为，或通常冒犯同事、顾客、客户、供应商、服务提供商或其他访客的行为，也可能会导致纪律处分，包括解除劳动关系。 Citadel may issue you with a warning and/or take further disciplinary action if the conduct persists. Citadel may, in accordance with local laws, terminate your employment summarily without notice or without pay in lieu of notice if it regards the misconduct as gross misconduct. 如果该等行为持续存在，Citadel 可向您发出警告和/或施以进一步纪律处分。如果 Citadel 认为不当行为构成严重不当行为，Citadel 可根据当地法律在不经通知或不支付代通知金的情况下立即解除您的劳动关系。 Gross Misconduct 严重不当行为
Gross misconduct is conduct which particularly warrants severe disciplinary action up to and including immediate dismissal without any notice or payment in lieu of notice. The following are non-exhaustive examples of gross misconduct:
严重不当行为是应受到严厉纪律处分的行为，直至并包括在不另行通知且无需支付代通知金的情况下被立即解雇。以下是严重不当行为的非详尽示例：
Grievance & Workplace Concerns Procedure 申诉和工作场所相关疑虑处理程序
This procedure is designed to help us resolve any workplace concerns raised by employees. If you are dissatisfied with any aspect of your employment, it is often best to try and resolve the matter informally by discussing it with your manager or with Human Resources. If you have a concern that cannot be resolved informally, you should set out in writing the alleged concern and send the written complaint to Human Resources. We will then invite you to attend a meeting to discuss the matter where you will have an opportunity to explain your views. After the meeting, we will inform you of our decision. Please see your Home Location Addendum for any additional requirements that may apply in your country or location.
该程序旨在帮助我们解决员工提出的任何工作场所相关疑虑。如果您对工作中的任何方面不满意，最好的方法通常是与您的经理或人力资源部进行非正式讨论以尝试解决问题。如果您的疑虑无法通过非正式的方式解决，您应当以书面形式列出该等疑虑，并将书面投诉发送给人力资源部。我们将随后邀请您参加会议讨论该事项，在会议上您将有机会说明您的观点。会后，我们将通知您我们的决定。关于您所在国家或地区所适用的任何其他要求，请参阅您的常驻地附录。 Use of recording devices in meetings 会议中录音设备的使用
You, and anyone accompanying you, must not make any recordings (whether on your own device or on our device) of any meeting or conversation without the express consent of the person or people being recorded. This consent must be obtained in advance of making any recording. Covert recording is strictly prohibited.
未经被录音者明确同意，您和您的任何陪同人员不得对任何会议或谈话进行任何录音（无论是在您自己的设备上还是在我们的设备上）。该等同意必须在进行任何录音之前取得。严禁秘密录音。 Employee Welfare and Benefits 员工福利待遇 Education and Training Programs 教育和培训计划
Citadel recognizes the important role you have in creating and maintaining our learning organization.
Citadel 认可您在创建和维持我们的学习组织方面所起的重要作用。 Our Learning and Development Team provides professional development opportunities that enhance the performance of our individuals and teams, including various onsite training, online training and self-study resources, offsite continuing education and training, and individual and team coaching. For full details regarding our education and training programs, including eligibility requirements, program restrictions, and the application/reimbursement process, please visit the Intranet. 我们的学习和发展团队提供能够提高我们个人和团队表现的专业发展机会，包括各种现场培训、在线培训和自学资源、非现场继续教育和培训、以及个人和团队辅导。关于我们的教育和培训计划的详细信息，包括资格要求、计划限制规定和申请/报销流程，请访问公司内网。 Employee Referral Program 员工推荐计划
Citadel strives to create a workplace in which we can all take pride and encourages employees to refer candidates for employment consideration. If an individual referred by you is hired by Citadel, you may be eligible to receive an employee referral bonus. Further information is available on the Intranet. If you have any questions regarding this Policy, please contact the Recruiting team.
Citadel 致力于创造一个让我们所有人引以为豪的工作场所，并鼓励员工推荐求职者。如果您推荐的求职者被 Citadel 聘用，您将有资格获得员工推荐奖金。更多信息可在公司内网上获取。如您对本政策有任何疑问，请与招聘团队联系。 Family Leave and Other Time Off 亲职假和其他休假
We recognise that many employees will have family responsibilities and other obligations in addition to the responsibilities they have to us. We are therefore pleased to support employees in achieving a healthy work/life balance. For some, this will include taking leave as a result of becoming a parent. Others may require time off to perform public duties or care for a dependant. We provide a number of options with regard to leave from work, many of which exceed legal requirements. Please refer to your Home Location Addendum for more information or contact Human Resources.
我们承认，许多员工除了对我们负有的责任外，还负有家庭责任和其他义务。因此，我们很乐于支持员工实现健康的工作/生活平衡。对一些人来说，这将包括因成为父母而休假。另一些人可能需要休假以履行公共职责或照料受养人。关于休假，我们提供了诸多选择，其中许多选择超出了法律要求。请参阅您的常驻地附录了解更多信息或与人力资源部联系。 |
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