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Glosarium Manajemen Sumber Daya Manusia dan Ketentuan Tunjangan Karyawan
Emergency leave, often referred to as compassionate leave or crisis leave, is a type of authorized absence from work granted to employees to address urgent and unforeseen situations that require immediate attention. These situations may include personal illness or injury, the illness or death of a family member, natural disasters, or other unexpected emergencies.
Emergency leave refers to time off from work granted to employees in response to unforeseen circumstances or urgent situations that require their immediate attention or intervention. These situations may include personal emergencies, family crises, medical emergencies, or unexpected events that make it impossible for an employee to fulfill their work obligations.
Emergency family leave, also known as family emergency leave or compassionate leave, is a type of leave granted to employees to attend to urgent matters concerning their immediate family members. This could include situations such as a family member's serious illness, injury, or death, requiring the employee's presence or support.
Yes, many companies have policies that allow employees to take time off work for family emergencies. However, it's essential to check your company's specific policies and procedures regarding emergency leave to ensure compliance.
Whether emergency leave is paid or unpaid typically depends on your employer's policies, employment contract, and applicable laws. Some employers offer paid emergency leave as part of their benefits package, while others may require employees to use accrued paid time off or offer unpaid leave for emergencies.
Emergency leave may or may not be considered part of an employee's regular leave entitlement, depending on the employer's policies. Some companies may designate a specific category of leave for emergencies, while others may require employees to use their accrued vacation or sick leave for emergencies.
The policies and procedures around emergency leaves are as follows:
The best practices for emergency leave are as follows:
In most cases, emergency leave should not count against an employee negatively, especially if it's within the framework of the company's policies and if proper procedures for requesting leave are followed. However, repeated or extended absences, even for legitimate emergencies, may be subject to disciplinary action or affect performance evaluations.
Ini adalah survei singkat yang dapat sering dikirim untuk memeriksa pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Ini dapat diberikan secara berkala (bulanan / mingguan / triwulanan).
Mengadakan rapat berkala selama satu jam untuk obrolan informal dengan setiap anggota tim adalah cara terbaik untuk mendapatkan gambaran sebenarnya tentang apa yang terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.
eNPS (employee Net Promoter score) adalah salah satu cara paling sederhana namun efektif untuk menilai pendapat karyawan Anda tentang perusahaan Anda. Ini termasuk satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS meliputi: Seberapa besar kemungkinan Anda merekomendasikan perusahaan kami kepada orang lain? Karyawan menanggapi survei eNPS pada skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' untuk merekomendasikan perusahaan dan 1 menandakan bahwa mereka 'sangat tidak mungkin' untuk merekomendasikannya.
Examples of reasons for emergency leave include sudden illness or injury requiring immediate medical attention, the death of a family member, a natural disaster or other crisis affecting the employee's home or family, or unforeseen circumstances such as a car accident or home emergency.
To apply for emergency leave, employees typically need to follow their company's established procedures for requesting time off. This often involves notifying their supervisor or HR department as soon as possible, providing relevant details about the emergency situation, and completing any required documentation. Some employers may also require a doctor's note or other proof of the emergency. It's crucial to communicate openly and honestly with your employer about the circumstances necessitating your leave.
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