國外軍隊(duì)離職人事政策翻譯-中英對照
JOHNSONDIVERSEY H. 1.
終止
沒有人有權(quán)在JohnsonDiversey公司保留其職位。雇主JohnsonDiversey公司可以與任何雇員，以任何理由或不告知任何理由，結(jié)束雇用關(guān)系。雇員相同也有權(quán)利，以任何理由或不告知任何理由，隨時(shí)決定結(jié)束與JohnsonDiversey公司的雇用關(guān)系。此處的規(guī)定并不解釋為創(chuàng)造一份合同，表明或者暗示，在JohnsonDiversey公司和它的任何雇員之間，隨時(shí)可能進(jìn)行處罰，在不經(jīng)任何警告以及任何具體善后程序的情況下，僅憑JohnsonDiversey的權(quán)限，終止雇用關(guān)系。
A.離職說明
(1) 自愿離職
自愿離職是根據(jù)雇員的意愿，或者通過具體行動或者非具體的行動提出離職請求，。
JohnsonDiversey 公司鼓勵雇員留出合理的期限(例如,兩周) 結(jié)束業(yè)務(wù)上的雇用關(guān)系，在計(jì)劃離職具體日期前，JohnsonDiversey公司有時(shí)間決定受雇人的職責(zé)的有序過渡。
根據(jù)JohnsonDiversey公司的最大利益，部門主管有權(quán)決定，是否在通知期間的任何時(shí)間或全部時(shí)期終止雇員的雇傭關(guān)系。例如；管理人員感到安排不合理，雇員將在通知期限內(nèi)或最多兩(2)周內(nèi)獲得報(bào)酬，無論哪個(gè)期限較短。管理人員在向任何雇員的通知期限提供薪水之前，必須和當(dāng)?shù)厝肆Y源接觸協(xié)商。
(a)退休
打算退休的雇員必須盡早向管理機(jī)構(gòu)提出退休的打算。通常雇員應(yīng)該在他或她計(jì)劃的退休日期之前，提前90天或者長的時(shí)間提出退休申請通知。
(2) 非自愿終止
非自愿雇用的終止行為由JohnsonDiversey公司發(fā)起。
(a)臨時(shí)裁員
臨時(shí)裁員可能隨時(shí)發(fā)生，并且可能由多種因素引起。 如果形勢需要進(jìn)行裁員，下列執(zhí)行下列文案程序：
(i)部門主管必須完成要求的文件資料，在的雇員離職后90日內(nèi)提醒期望復(fù)工的雇員。 職能部門的負(fù)責(zé)人和人力資源的接觸必須通過批準(zhǔn)，并提交最后一個(gè)工作日的相關(guān)資料。如果雇員沒有提供在90天內(nèi)返工日期，這些雇員將視為永久離職并發(fā)放遣散費(fèi)。
(ii)在返工之前，管理人員必須重新確認(rèn)雇員的地位，并且提交份新的雇員返工日期資料。按照各計(jì)劃的規(guī)定執(zhí)行相關(guān)福利，從實(shí)際裁員或者離職日期開始計(jì)算。
(b)任意終止
任意終止指的是裁員發(fā)生在一個(gè)模糊的時(shí)間范圍，或雇員以任意原因永久離職。 因此，雇員屆時(shí)可以領(lǐng)取遣散費(fèi)。單個(gè)遣散費(fèi)的計(jì)算和關(guān)于附加福利，由當(dāng)?shù)厝肆Y源確定。 團(tuán)體退職遣散費(fèi)必須在計(jì)劃開始前，通過分區(qū)副總裁，通過當(dāng)?shù)厝肆Y源聯(lián)系高級副總裁，全球人力資源決定。
(c)終止相關(guān)執(zhí)行情況
在終止執(zhí)行之前，管理人員應(yīng)該和他的/她的當(dāng)?shù)厝肆Y源聯(lián)系，協(xié)商評論任何相關(guān)執(zhí)行的進(jìn)度。
(d)終止的原因
雇員終止的原因包括，例如，雇員違反雇員指導(dǎo)政策規(guī)定，與外部的雇員政策沖突、工作的機(jī)密性沖突，或者在指導(dǎo)，操作或執(zhí)行方面
與JohnsonDiversey的政策發(fā)生沖突。雇員終止的理由可以在不經(jīng)警告的情況下，執(zhí)行終止行為。
LEAVING JOHNSONDIVERSEY H.1. Termination
No one has the right to remain in the employment of JohnsonDiversey. As an at-will employer JohnsonDiversey can, at its discretion, choose to terminate the employment relationship it has with any employee at any time for any or no reason. Employees also have these same rights and can decide to terminate their employment relationships with JohnsonDiversey at any time, for any or no reason. Nothing in this policy is to be construed as creating a contract, express or implied, between JohnsonDiversey and any of its employees. Disciplinary actions may be initiated at any time, and termination of employment may occur without warning and without following any specific steps, at JohnsonDiversey's sole discretion.
a. Separation Guidelines
(1) Voluntary Resignations
A voluntary resignation is a separation of employment initiated at the employee's discretion and request, or through specific actions or non-action.
JohnsonDiversey encourages employees to give reasonable notice (e.g., two weeks) of their intent to terminate their employment with the business, in advance of their scheduled departure date, so that JohnsonDiversey can decide upon the orderly transition of the employees' duties.
Department Managers, at their discretion, will determine whether or not it is in the best interests of JohnsonDiversey to allow a terminating employee to work throughout any or all of the notice period. In instances where the manager feels this arrangement is unnecessary, the employee will be paid-in-lieu of the notice period or to a maximum of two (2) weeks, whichever is less. Managers must consult with their local Human Resources contact prior to offering pay-in-lieu of notice to any employee.
(a) Retirement
Employees contemplating retirement should advise management as early as is practical of their intentions. Normally, in a retirement situation, it is customary for an employee to provide 90 days notice or longer prior to his or her scheduled retirement date.
(2) Involuntary Terminations
An involuntary termination is termination of employment at JohnsonDiversey's initiative.
(a) Temporary Layoffs
JohnsonDiversey «3£3
Clean is just the beginning
U.S. Human Resources Policies Leaving JohnsonDiversey - Termination
Effective Date: October 1, 2007
Policy No.: H.1. Supersedes: January 1, 2004
Page: 2 of 5
Temporary layoffs can occur at any time, and can be caused by a variety of reasons. If a situation occurs that necessitates a reduction of employees from the active payroll, the following paperwork processing will be followed:
(i) The appropriate department manager must complete the required document noting the employee's expected return to work date within 90 days from the date of separation. The appropriate functional head and Human Resources contact must approve and submit the appropriate documents to the last day worked. If the employee is not given a return to work date within 90 days, the employee will be considered permanently separated and eligible for severance pay.
(ii) Prior to the return to work, the manager must re-confirm the employee's status and initiate a new document indicating the employee's return to work date. Benefits continuation is subject to the rules in effect for each Plan, as of the actual lay off or separation date.
(b) At-Will Terminations
Terminations occur when layoffs are of an indefinite timeframe or where employees are permanently separated from employment for at-will reasons. As a result, employees may be eligible for severance benefits in effect at that time. Individual severance calculations and information on additional benefits eligibility are determined through the local Human Resources contact. Group severance benefit requests should be made by the appropriate Divisional Vice President through the local Human Resources contact to the Senior Vice President, Global Human Resources, as soon as the reduction is contemplated.
(c) Performance Related Terminations
Before a performance related termination takes place, the manager should consult with his/her local Human Resources contact to review any performance improvement efforts.
(d) Termination for Cause
Employees may be terminated for cause that includes, for example, specific violations under the Employee Conduct Policy, the Conflict of Interest and Outside Employment Policy, the Confidential Nature of Work Policy, or conduct, actions or performance that violate or conflict
JohnsonDiversey «3£3
Clean is just the beginning
U.S. Human Resources Policies Leaving JohnsonDiversey - Termination
Effective Date: October 1, 2007
Policy No.: H.1. Supersedes: January 1, 2004
Page: 3 of 5
with JohnsonDiversey's policies. Employees terminated for cause may be terminated immediately and without warning.
2012.12.16