... Extension 3. Compensatory Off a. QA to get a Compensatory Off if working on any Weekly Off/Holiday (Only if required by the organization/department). b. These Comp. Offs can be availed within 2 next months. c. Comp. Offs cannot be clubbed. 4. Privilege Leaves/Casual Leaves a. QA to intimate the Department Head for 1 or 2 days leaves at least one week in advance of the proposed date. b. The leave has to be approved by the Department Head and can be changed as per the process requirement. c. QA to intimate the Department Head for leaves (more than 2 days) at least 15 days in advance of the proposed date. d. Any deviation has to be approved from the Department Head else will be marked as Unscheduled Leave. 5. Sick Leave/Emergency Leaves a. QA to inform the Department Head for any sick/emergency leave well before his/her shift timings through call/in person. b. The leave to be approved by the Department Head. c. Any information through text or unapproved leave to be marked as Unscheduled Leave. 1. Any deviation to be approved by the Department Head. 2. Targets to be adjusted in case of Comp. Offs &Holidays. 3. Any non adherence to shift timings to be approved in advance however 3rd instance during a month to be marked as a Half Day. 1. Weekly Off a. Every...
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...United States is the only country to not have a law granting paid family leave for mothers’ with a newborn. It was not until 1993, did the U.S. enact the Family and Medical Leave Act which allows workers time off to: bond with a newborn child; treat their own serious health condition; or care for a family member with a serious health condition. The intent for FMLA is to allow workers to balance family life with job obligations, but without wage replacement, many are unable to afford unpaid time off. Further, FMLA’s eligibility requirements exclude a substantial portion of the working population, primarily part-time, temporary, and vulnerable low-wage workers. Some states, such as California have taken action to ameloriate these pitfalls through paid family leave programs using state temporary disability insurance funds. California has been a frontrunner in many public health initiatives including being the first state to provide a comprehensive Paid Family Leave (PFL) program with “a wage replacement requirement for the time parents take to bond with a newborn or adopted child” (Cohen, 2011, p.2 ). This analysis will further examine California’s paid family leave program including its’ provisions, strengths, weaknesses, and its’ overall potential to be used as a template for future federal policy. Limited leave taking in the United States is largely a result of the eligibility restrictions for job-protected leave under FMLA and the inability to finance unpaid time off even if deemed...
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...Does a Paid Parental Leave Policy Create an Organizational Culture that Contributes to the Advancement of Women in Government? April 23, 2015 Jessica Butherus, Amber Chaudhry, LeBrit Nickerson, Caty Rogers & Marcia Straut I. Introduction The 1993 Family and Medical Leave Act (FMLA) was a vital step toward improving workers’ access to leave, in order to help care for new children or ill family members. Unfortunately, the law does not require employees to be paid and does not cover organizations with less than 50 workers. Therefore, many workers still do not have access to leave, and those that do often find it financially difficult to take advantage of the benefits (Gault, Hartmann, Hegewisch, Millie, and Reichlin, p.4). With no legal requirements, only 11% of employees working in the private sector and only 16% of government employees have access to paid leave (Rosen). Discussion of paid parental leave has recently made it back in the spotlight. This January, President Barack Obama signed a presidential memorandum directing agencies to allow federal employees to take up to six weeks of advanced sick leave to care for a new child or ill family member (Mufson and Eilperin). City governments, including Boston and Seattle, recently announced paid parental leave policies of their own (O’Brien, Capitol Hills Time Staff). As aspiring female leaders in the federal government, we chose to explore: Does a Paid Parental Leave Policy Create an Organizational Culture that...
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...Days listed above are holidays that the company will pay off to all employee who has been actively working at Carter Cleaning Centers for at least 6 months. Submission of time off for vacation should be one month in advance before employee vacation starts so that it can give management time to find another person to cover that person position. The reason being for this “sick leave policy” is because we don't want employees to abuse their sick days to take off working days without notice. Unlike vacation POT policy, they are letting management know a month in advance to find other people to cover that position. Whereas sick leave policy may let employees take days off but will cause the work flow to slow down with an absences of a worker....
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...& Benefits During Leave This document either (1) integrates California and Federal law into one answer for the California library or (2) covers Federal law only for the National library, which applies to all states. The active profiles listed above show which library applies. For the National version, the federal laws set the minimum requirements for employee rights and employer obligations. However, your company may be subject to additional rules, depending on state and local laws, court decisions, or agency regulations. And, whether your company is in California or another state, if the company provides more generous terms through an oral or written contract, a collective bargaining agreement, or company policy, the company must comply with those terms. RELATED INFO/FORMS: Note: This document applies to all employees, whether exempt, non-exempt, full-time, part-time, temporary, new, or regular.1 GENERAL RULE ON PAY AND BENEFITS DURING LEAVE Employers must give employees time off from work for a variety of reasons (such as for jury duty and workers' comp injuries). Besides these mandatory leaves, many employers provide other, optional leaves (such as vacation, sick, and holiday leave). See Memo 2800 Employer's Duty to Provide Leave & Time Off. Note: If employees are entitled to take leave, employers generally must reinstate employees returning from leave to their prior pay and benefits. See Memo 2807 Employee's Rights Upon Reinstatement from Leave. Generally, employers...
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...handled. If these matters are not handled with caution and within the legal limitations, law suits are filed and companies face serious legal challenges. The Equal Employment Opportunity Commission (EEOC) is the legal voice for those individuals whom believe they have been discriminated. Laws were designed to protect employees from discrimination and to protect the jobs of employees who need to take time off work to take care of ill family members. The Family Medical Leave Act (FMLA) is designed to grant eligible employees up to 12 weeks of time off work during any 12-month period. As with anything, there are individuals who try to take advantage of this policy; therefore, employers have developed an internal “personal time off work” policy for protection. Most companies have personal leave to include limited vacation and sick days (accrued and earned), limitation on sick days taken per year and during probationary period, attendance policy, tardy policy, and separate accrual for personal days. These policies were designed to allow...
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...Case Study – Paid Time Off Policies B6032 Human Resource Management & Talent Development Courtez Kirkwood Argosy University Paid time off is awarded to those that meet the selected criteria. Usually this is by being employed, attendance at work and working over time. Merging two companies with two different PTO policies is a difficult task as ultimately; there must be one newly created policy for all employees to follow. In addition, HR will need to further research each company for information to determine the newly formed paid time off policy once the companies have merged. Length of Employment * Usually it is important to know how long an employee has been with the company. Paid time off is accumulated over time and the length of an employee at a company can really alter their paid time off. This information is important to make sure paid time off is given fairly but also to protect the company from people who join the company just to receive paid time off. Attendance * Employees work different hours throughout the day, week, month and year. Some employees are required to work 40 hours a week; some are required to work more or less. This information is needed to help define the paid time off policy and help narrow down the qualifications Employee type * In most companies there are full time employees whom are entitled to all benefits and incentives. There are also outsourced and contractor employees within a company. The different types of employees...
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...COMPENSATION MANAGEMENT Compensation is a key factor in attracting and keeping the best employees and ensuring that organization has the competitive edge in an increasingly competitive world. The Compensation Management component enables one to differentiate between one’s remuneration strategies and those of his competitors while still allowing flexibility, control and cost effectiveness. It provides a toolset for strategic remuneration planning that reflects organization culture and pay strategies, and it empowers line managers within a framework of flexible budget control. Compensation Management allows one to control bottom-line expenditures and offer competitive and motivating remuneration, be it fixed pay, variable pay, stock options, merit increases, or promotion – in other words, total compensation. In brief, it includes Create centralized and decentralized budgets Plan and administer compensation adjustments at the manager level Plan and administer compensation adjustments within budget Performing Job Pricing Define pay grades and salary structures to identify the internal value of jobs and positions in your organization Administer long-term incentives. FEATURES Compensation Management comprises the following components: Job Pricing This component uses to store and manipulate results from external job evaluation systems, and data from external marketing surveys. This data can be used as a starting point for building salary structures associating with jobs and...
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...[pic] Background of the Topic Modern communication plays an important role in the economic development of a country. Mobile operating companies are the primary contributors to the fulfillment of the demand. Practical knowledge is fundamental for the application of the theoretical intelligence. The goal of this analysis is to expose the student in the organizational work situation also to provide an opportunity for applying classroom learning in practice. There are some differences in theories and practices. Limitation of the Termpaper It is really very difficult to find out every single issue within this limited period of time. Overally the the limitations those we have faced are: ➢ Time Frame. ➢ Access to more internal information of different company. ➢ It was really difficult for us to accumulate confidential financial data of that companies . ➢ Bureaucracy. ➢ The company does not have sufficient source of secondary data and collecting of Data was not smooth. Sources of Information The scope of the study is limited within telecommunication business in Bangladesh. It is also limited within the organization of “AFS”. And for that reason that information was very much restrictive within the organization as the telecommunication business is going to be very much Competitive. The following sources have been used for the purpose of gathering and collecting data as required. A. Primary sources: 1) Observation 2) Personal interview ...
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...Course No: EHRM-521 Course Title: Compensation Management Prepared for Abu Sayef Md. Muntaquimul Bari Chowdhuri Lecturer, Department of Management Studies Faculty of Business Studies Jahagirnagor University Prepared By: Md. Abu Rukana (Std. ID: 2011 3 122 ) Md. Hemayetul Islam (Std. ID: 2011 3 022) Mohammad Khalilur Rahman(Std. ID: 20122394) Ziasmin Akter (Std. ID: 20113286) Content…….. 1. 2. 3. 4. 5. 6. 7. Synopsis of mobile operator in BD Robi Banglalink Citycell Findings Recommendation Q/A Mobile Phone Subscribers in Bangladesh Operators Grameen Phone Ltd. (GP) Active Subscribers(Million) 39.293 Orascom Telecom Bangladesh Limited (Banglalink) 25.490 Robi Axiata Limited (Robi) Airtel Bangladesh Limited (Airtel) Pacific Bangladesh Telecom Limited (Citycell) Teletalk Bangladesh Ltd. (Teletalk) Total 19.211 6.734 1.699 1.358 93.788 Source: BRTA Website Company Overview ROBI… Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication solution provider It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Company Overview ROBI Cont. On 28th March, 2010 the company started its new journey with the brand name Robi. It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207 countries. Compensation plan of ROBI Salary & Benefit Monthly salary is transferred to employees bank account on 25th of each month Employee receives a monthly pay statement which...
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...Sydni Nauflett Maternity Leave Should Be Longer Introduction In the United States, women take 6 to 12 weeks of maternity leave. It is highly unlikely a new mother will take any longer than 12 weeks, no matter what job she has (Berger & Waldfogel, 2004). In fact, the United States has a very short maternity leave when compared to other countries (Berger, Hill & Waldfogel, 2005). When making policies for maternity leave, companies fail to realize how short maternity leave can take away from the care the mother is able to give to her child. Also, short maternity leave can affect the mother’s mental health. This present paper will show how short maternity leave impacts breastfeeding, the health of child, and behaviors of the child and the mental...
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...and ADA may not have had a direct impact on you, but there may be someone in your life that it has affected. Family Medical Leave Act, or FMLA as it is commonly referred to, was signed into law in 1993 by Former President Bill Clinton. FMLA was enacted to provide employees, of companies that employed fifty or more individuals, a job protected leave of absence from work, for up to twelve unpaid weeks, unless the employee had sick or vacation time to make up the financial loss. The employee must have been with the company for twelve months and had worked at least one thousand two hundred and fifty hours, (FMLA.com). FMLA also protects the employees work position at the company. The company must offer an equivalent position with the same rate of pay upon the return of the employee. FMLA made the balance of work and personal life more manageable outside the workforce. FMLA lessened worry among the employees as well as the company itself. There was also a provision in the act for employees to care for a military service member, of their immediate family, for twenty six weeks if the service member became ill. Our employee, Mr. A, situation A, definitely qualified for, and by law was granted, FMLA time due to his wife giving birth, prematurely, to a set of twins. He was employed for two years and apparently made the FMLA request per company policy. Since Mr. A was not sick himself so, he does not have to provide proof that he is “fit” to return to work. Having said...
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...Human Resource Management Analysis Sidra Mirza Superior community institute Bachelor of Business studies LEVEL – 2 PROJECT #1 HUMAN RESOURCE MANAGEMENT ANALYSIS COURSE NAME- Human Resource Management COURSE CODE – Submitted by – Sidra Mirza Submitted to – Mrs.Madeeha Omar Date of Submission – 26/11/2013 Human Resource Management Analysis Sidra Mirza About the Project This project is based on a survey of Al-Ahlia cooperation insurance company situated in Saudi Arabia for the purpose of human resource management analysis. In this project I had to conclude whether the company has satisfying HR policies and if yes then to what extent are these policies being implemented. For this purpose this project includes The background of the company, its current human resource policies ,interview with the HR manager, Reflections of the employees regarding job content, work environment, compensations etc. Gathered through research and questionnaires, the problems and the challenges employees and company are facing, conclusion on the basis of findings and recommendations in order to overcome the problems and issues for further improvement. Human Resource Management Analysis Sidra Mirza About Al-Ahlia Cooperative Company Al-Ahlia for Cooperative Insurance Company founded in 2007G. , as a Public Shareholding Saudi Company with a capital of SR 100.000.000 pursuant to the commercial register No.1010238441, in accordance with principal of the Cooperative Insurance...
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...changes in the attendance policy could elevate problems that could affect the bottom line profits. Over the last year September 2009-September 2010, the trend of absenteeism has risen to 11.2 percent with a standard deviation of 2.8 percent, this would increase amount of employees needed in the plant that is required for production by at least sixty five, from June 2010 –August 2010 average absenteeism rat jump from 11.2 percent to 13.2 percent with a standard deviation of 3.04 that would increase our head count to seventy extra people to ensure that for at least sixty eight percent of the time we have enough employees to run our product.. Absenteeism generate manufacturing problems such as throughput and missed opportunities. Absenteeism causes throuput to be interupted because of less talented employees having to step up. Quality suffers, createing unsatisfied customers. Also, Overtime is generated due to rework or additional production, this is a financial hit on the bottom line, and the extra manpower generate additional cost of salary and benefits Attendance policies vary from one manufacturing facility to another. The effects are over whelming to each group for a variety of reasons. Whether union or non-union, these policies allow companies to curtail an attendance problem, which allows for a minimum back lash from shareholders, due to declining profits resulting from poor attendance. Our recommendation to tighten the attendance policy and FMLA policy will enhance attendance...
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...Employee A’s qualification to obtain wages while on leave under the Family Medical Leave Act (FMLA) of 1993 are succinctly clarified in the below paragraphs. Employee A requested time off due to the unexpected early delivery of his twins. Due to the unexpected circumstance Employee A was awarded leave of his job in order to assist his wife with the care of the newborns. Under the FMLA act an Employee is entitled to 12 weeks of unpaid leave while the company holds the position for the return of the employee (see below). Justification of Situation A “The Family and Medical Leave Act (FMLA) provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of the employee's own serious health condition. It also requires that employee's group health benefits be maintained during the leave. The FMLA is administered by the Employment Standards Administration's Wage and Hour Division within the U.S. Department of Labor.” (http://www.dol.gov/compliance/laws/comp-fmla.htm) Employee A did return to work after 11 weeks of approved FMLA which is within the time frame of acceptance and according to the family medical leave act there is no entitlement to lost wages; only...
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