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مسرد مصطلحات إدارة الموارد البشرية واستحقاقات الموظفين

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How do you set employee attendance?

Setting employee attendance involves establishing clear expectations and guidelines within an attendance policy, communicating these expectations to employees, and consistently enforcing the policy. This may include implementing attendance tracking systems, providing policy training, and addressing violations promptly and fairly.

Can the employers count FMLA leave against the employee attendance point policy?

Generally, employers cannot count FMLA (Family and Medical Leave Act) leave against an employee attendance point policy. The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Employers must comply with FMLA regulations, which typically prohibit penalizing employees for taking FMLA leave.

What is the employee attendance rule?

An employee attendance rule refers to a specific guideline or regulation that employees are expected to follow within an attendance policy. This could include requirements such as notifying a supervisor of absences, adhering to scheduled work hours, or providing documentation for medical leave.

What is an example of an employee attendance policy?

An example of an employee attendance policy could include provisions such as:

  • All employees are expected to arrive on time for their scheduled shifts.
  • Employees must notify their supervisor at least [X] hours in advance if they cannot report to work.
  • Excessive absenteeism, defined as [X] occurrences within a [time period], may result in disciplinary action, up to and including termination.
  • Requests for time off must be submitted [X] days in advance, except in cases of emergency or illness.
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What are the policies for attendance?

Attendance policies typically cover various aspects, including:

  • Reporting procedures for absences or tardiness
  • Consequences for violating attendance rules
  • Procedures for requesting time off
  • Definitions of excused and unexcused absences
  • Documentation requirements for medical or family leave
  • Processes for addressing excessive absenteeism

Employee recognition & rewards trends report

How do you set employee attendance?

Setting employee attendance involves establishing clear expectations and guidelines within an attendance policy, communicating these expectations to employees, and consistently enforcing the policy. This may include implementing attendance tracking systems, providing policy training, and addressing violations promptly and fairly.

Can the employers count FMLA leave against the employee attendance point policy?

Generally, employers cannot count FMLA (Family and Medical Leave Act) leave against an employee attendance point policy. The FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical reasons. Employers must comply with FMLA regulations, which typically prohibit penalizing employees for taking FMLA leave.

What are the expectations around employee attendance?

The expectations for employee attendance are as follows:

  • Definition of punctuality and attendance: Punctuality refers to arriving at work or scheduled events on time, while attendance encompasses being present and engaged during designated work hours.
  • Explanation of regular attendance requirements: Employees are expected to maintain regular attendance per their scheduled work hours, except in cases of approved leave or unavoidable circumstances.
  • Importance of notifying supervisors in case of absence or tardiness: Employees must inform their supervisors promptly if they cannot report to work on time or are absent due to unforeseen circumstances.
  • Clarification of acceptable reasons for absence or tardiness: Acceptable reasons for absence or tardiness may include illness, personal emergencies, family obligations, or approved time off.
  • Consequences for repeated tardiness or absences without notification: Repeated tardiness or unexcused absences may result in disciplinary action, up to and including termination, as outlined in the organization's disciplinary policy.

Do employee attendance policies need to be in writing?

Yes, employee attendance policies should be in writing. A written policy ensures clarity and consistency in enforcement, helps protect both employees' and employers' rights, and serves as a reference point for resolving disputes or misunderstandings.

What are the reporting procedures?

The reporting procedures for employee attendance are:

  • Procedures for notifying supervisors of absences or tardiness: To report absences or tardiness, employees must follow designated procedures, such as calling their supervisor or submitting an absence notification through the company's communication channels.
  • Explanation of documentation requirements for absences: As per company policy, employees may be required to provide appropriate documentation, such as a doctor's note, for medical absences.
  • Outline of the process for requesting time off in advance: Following the organization's established procedures, employees should submit requests for planned time off in advance to allow for proper scheduling and coverage.
  • Clarification of procedures for medical or emergency leave: Procedures for requesting medical or emergency leave should be clearly outlined, including any documentation requirements and the process for obtaining approval.

How to set up attendance monitoring and tracking?

To set up attendance monitoring and tracking effectively, you need to do the following:

  • Explanation of how attendance will be monitored and recorded: Attendance may be tracked through various methods, such as timekeeping systems, attendance registers, or electronic logging systems.
  • Discussion of tools or systems used for attendance tracking: The organization may utilize software or technology to facilitate accurate attendance tracking and reporting.
  • Responsibilities of supervisors in monitoring attendance: Supervisors are responsible for monitoring and addressing attendance issues within their teams, ensuring compliance with the attendance policy.
  • Frequency of attendance reviews and evaluations: Regular reviews of attendance records may be conducted to identify trends, address concerns, and provide employee feedback.

استطلاعات نبض الموظفين:

هذه استطلاعات قصيرة يمكن إرسالها بشكل متكرر للتحقق من رأي موظفيك في مشكلة ما بسرعة. يتضمن الاستطلاع عددا أقل من الأسئلة (لا يزيد عن 10) للحصول على المعلومات بسرعة. يمكن أن تدار هذه على فترات منتظمة (شهرية / أسبوعية / ربع سنوية).

الاجتماعات الفردية:

يعد عقد اجتماعات دورية لمدة ساعة لإجراء دردشة غير رسمية مع كل عضو في الفريق طريقة ممتازة للحصول على إحساس حقيقي بما يحدث معهم. نظرا لأنها محادثة آمنة وخاصة ، فإنها تساعدك على الحصول على تفاصيل أفضل حول مشكلة ما.

eNPS:

eNPS (نقاط صافي المروج للموظف) هي واحدة من أبسط الطرق الفعالة لتقييم رأي موظفك في شركتك. يتضمن سؤالا مثيرا للاهتمام يقيس الولاء. تتضمن أمثلة أسئلة eNPS: ما مدى احتمال أن توصي بشركتنا للآخرين؟ يستجيب الموظفون لاستطلاع eNPS على مقياس من 1 إلى 10 ، حيث يشير 10 إلى أنهم "من المحتمل جدا" أن يوصوا بالشركة ويشير 1 إلى أنهم "من غير المحتمل للغاية" التوصية بها.

بناء على الردود ، يمكن وضع الموظفين في ثلاث فئات مختلفة:

  • المروجين
    الموظفون الذين استجابوا بشكل إيجابي أو وافقوا على ذلك.
  • المنتقدين
    الموظفون الذين تفاعلوا بشكل سلبي أو لم يوافقوا على ذلك.
  • السلبيون
    الموظفون الذين ظلوا محايدين مع ردودهم.

How to make flexible work arrangements?

To make flexible work arrangements, you need to do the following:

  • Explanation of any flexible work arrangements available: The organization may offer flexible work arrangements, such as telecommuting or flexible scheduling, to accommodate employee needs and promote work-life balance.
  • Process for requesting flexible work arrangements: Employees should follow established procedures for requesting and obtaining approval for flexible work arrangements.
  • Guidelines for maintaining attendance expectations while on flexible work arrangements: Employees on flexible work arrangements must adhere to attendance expectations and fulfill their work responsibilities as outlined in their agreements.
  • Flexibility policies regarding remote work or alternative work schedules: Policies regarding remote work or alternative schedules should be clearly defined, addressing expectations, communication protocols, and performance standards.

How to set up attendance incentives and recognitions?

To set up an attendance incentive and recognition, you need to:

  • Overview of incentives for good attendance: The organization may offer incentives, such as rewards or recognition, to employees with exemplary attendance records.
  • Explanation of any attendance recognition programs: Attendance recognition programs may include awards, certificates, or other acknowledgment forms for consistent attendance and punctuality.
  • Benefits of maintaining excellent attendance records: Maintaining excellent attendance records contributes to employee productivity, morale, and overall organizational success.
  • Promotion of a culture that values punctuality and attendance: Promoting a culture that values punctuality and attendance fosters a positive work environment and reinforces organizational expectations.

How to communicate and train the employees about attendance policies?

To train and share the attendance policy, one must do the following:

  • Communication plan for distributing the attendance policy: The attendance policy will be communicated to all employees through various channels, such as employee handbooks, orientation sessions, and the company intranet.
  • Training sessions for employees and supervisors on policy implementation: Training sessions will be conducted to educate employees and supervisors on the attendance policy, including procedures, expectations, and consequences.
  • Resources available for addressing questions or concerns about the policy: Employees and supervisors can access resources, such as HR representatives or policy documents, to address any questions or concerns about the attendance policy.
  • Importance of ongoing communication and reinforcement of policy guidelines: Ongoing communication and reinforcement of policy guidelines are essential to ensure understanding and compliance among employees and supervisors.

How to effectively set up policy reviews and updates?

To update the attendance policy, you must do the following:

  • Schedule for regular policy reviews and updates: The attendance policy will be reviewed and updated periodically to reflect changes in organizational needs, industry standards, or legal requirements.
  • Process for soliciting feedback from employees and supervisors: Feedback from employees and supervisors will be solicited during policy reviews to identify areas for improvement and ensure alignment with organizational objectives.
  • Criteria for evaluating the effectiveness of the attendance policy: The effectiveness of the attendance policy will be evaluated based on factors such as adherence to attendance expectations, impact on productivity, and employee satisfaction.
  • Flexibility to adapt the policy to changing organizational needs and external factors: The attendance policy will remain flexible to accommodate changing organizational needs and external factors, ensuring its continued relevance and effectiveness.

How to keep track of employee point attendance policies?

Keeping track of employee point attendance policies typically involves using attendance tracking systems or software. These systems can record employees' clock-in and clock-out times, track absences, calculate points or occurrences for attendance infractions, and generate reports for management review. Supervisors may manually track attendance using spreadsheets or other tools, but automated systems are often more efficient and accurate.

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