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Human Resource Employee Handbook - Essay Example

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The company's human resource handbook is designed to systematize organizational affairs. All employees must be aware of and comply with the provisions contained herein. Should there be any question or clarification with regard to the company's human resource policies, please feel free to communicate with the Human Resource Department.
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Human Resource Employee Handbook
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"Human Resource Employee Handbook"

Download file to see previous pages Details of deductions are reflected on employees' payslips.
1.4 Mandatory Benefits. All benefits mandated by labor laws shall be provided for by the company to all employees. These benefits may include but not limited to medical benefits, minimum wage and cost-of-living allowance among others.
1.5 Queries. Questions and clarifications with regard to salaries or deductions should be immediately brought to the attention of Payroll. Should there be any correction, necessary adjustments will be done in the subsequent payroll period.
1.6.1 Company Performance. This additional benefit depends on the company's annual profit. This is expressed as certain percentage of the employees' salaries. Granting of bonus and setting of percentage are subject to the approval of the company officers.
1.6.2 Individual Performance. All regular employees are evaluated by their immediate superiors at the end of the year. Performance bonus is granted to employees with performance rating ranging from above satisfactory (B+) to excellent (A). Similarly, it is expressed as a percentage of employees' salaries depending on job level and rating. The percentage is set annually subject to the approval of the company officers.
1.7 Sick Leave Conversion. ...
1.7 Sick Leave Conversion. Employees' unused sick leaves will be converted to cash and be paid out at the end of each year. This is equivalent to the employees' daily rate multiplied by the number of unused sick leaves. It should be noted that only sick leaves are convertible to cash. Vacation leaves are carried over the following year.
2. Agency Relationships
2.1 Regular Employees. Only workers whose status is regular are considered as employees of the company. As such, they shall receive all the benefits granted to company's regular employees.
2.2 Probationary Employees. Newly-hired workers whose status is probationary are considered as employees of the company. In this regard, they shall receive pro-rated benefits granted to company's probationary employees.
2.3 Contracted Workers, Consultants, Suppliers and Brokers. Outside parties, which include janitors, consultants, suppliers and brokers, contracted by the company to render various services are not employees of the company. In this regard, the company bears no employer liability in dealing with these parties.
3. Storing Employees' Personal Items on Company Property
3.1 Employees are allowed to store personal items on company property providing that these:
3.1.1 do not occupy too much office space that quality of work of co-workers are compromised;
3.1.2 do not cause disruption of work of the individual and co-workers as well; and
3.1.3 do not cause any damage to company's facilities
3.2 The company bears has no liability whatsoever should the item/s stored in company premises or property is/are lost or damaged. As such, it is entirely the employees' responsibility to secure his/her possessions.
3.3 Employees should seek the approval of their immediate superior in ...Download file to see next pagesRead More
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