人力資源-公司短期病假中英文規(guī)定-資料下載頁
2025-05-29 09:53本頁面
【導讀】在此期間一個給薪的準則。全職員工必須連續(xù)服務滿三個月才有資格適用這個政策。公司只需依據(jù)勞基法所規(guī)定的條例給予他們所需要的補償，不需額外提撥。員工所能得到的補償是根據(jù)他們在公司的服務年資及該員工過去的出勤紀錄。數(shù)是可以累計的。準開始生效，如果後者比較快生效。然而，僱用第一年的員工最多的病假天數(shù)是六天，無論是工作已滿六個月或者11個月。短期病假並不是一個可以令人接受的出勤方式。不論員工累積多少的病假天數(shù)，員工應用於未來可能因生病或受傷時請假的需要。有薪病假不可他用，員工離職時，不得要求未使用的有薪病假給予補償。於真正的身體感覺不適的共識之上。規(guī)定辦理所獲得給付的差額，亦即員工會獲得全薪的補償。當其他方面獲得的補償金額超過該員工薪資時，病假不予支薪。請假時，須隨時告知主管。
【正文】 ys taken, or paid days taken for such reasons as family emergencies or a death in the family, holidays or days when an employee reports to work but is sent home ill after working a minimum of two hours are not counted in calculating sick days taken since employment. 如果員工在公司工作最少二小時，因為家人緊急事件或家屬死亡，或員工因病被送回家等原因，所請的無薪薪病假，或有薪病假，請假當日不計入自僱用日起所累積的病假天數(shù)內(nèi)。 (大量管理資料下載 ) 8 f. Negative balances of paid Short Term Sick Leave days at the establishment of the program were fiven so that no employee has less than a zero accrual at that time. 在本辦法生效前有薪病假天數(shù)是負數(shù)的將一筆勾銷，所以沒有員工會少於 0 的有薪病假天數(shù)。 4. The decision to grant unpaid leave upon the expiration of Short Term Sick Leave is dependent on the employee’ s record of attendance and job performance as well as the supervisor’ s remendation, and is reached with the approval of the HR Department. 在短期有薪病假天數(shù)用完後，給予無薪病假之決定是取決於員工的出勤紀錄及工作績效及部門主管的建議，最後經(jīng)過人力資源部的核準後實施。 5. The HR Department should be informed of any change in the employee’ s anticipated date of return. 應通知人力資源部有關該員工預定返回工作崗位日期的任何改變消息。 6. If the absence results from an onthejob injury or an automobile accident, call the HR Department on the first day as special circumstances relating to Worker’ s Compensation or NoFault Automobile Insurance may apply. 如果員工缺席是因為公傷或者交通事故的原因，必須在當天立即打電話通知人力資源部處理，特別是有關員工補償及非過失交通保險的特殊情況。 7. Correspondence relating to the termination of sick leave or termination of employment due to the expiration of sick leave must emanate from the HR Department. 關於員工病假的終止以及僱用關係終止都必須由人力資源部發(fā)出書面通知。 8. Whether or not salary payments are continued during an extended and approved absence due to illness, the employee remains on the roll of the department for 99 days. After 90 days, the HR Department requests the officerincharge to process a Personnel Action From transferring the (大量管理資料下載 ) 9 employee to a special cost center for pending. This action creates an open position in the department. The employee continues on the special cost center for pending until return to work or an appropriate resolution of the leave. 由於生病而延長請假或是經(jīng)許可的請假期間，不管是否要繼續(xù)支薪，員工名冊會保留99 天。在 90 天後，人力資源部會要求相關單位透過人事異動單的作業(yè)流程，將員工轉(zhuǎn)移往另一個特殊的成本中心待命。此一異動是將會在特殊的成本中心部門留一個空缺。而員工繼續(xù)留在特殊的成本中心，直到回到其原工作崗位，或?qū)φ埣僮鲞m當?shù)陌才? 。
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