公司短期病假規(guī)定中英文(doc 8頁).doc

1、 SHORT TERM SICK LEAVE美國公司短期病假中英文規(guī)定. GENERAL（原則）The Companys Short Term Sick Leave policy provides a consistent basis for salary continuance during periods of temporary absence resulting from illness or injury.當(dāng)員工因生病或身體受傷而需要臨時缺席休假不能夠上班時，公司的短期病假政策，提供在此期間一個給薪的準(zhǔn)則。 Full-time employees who have completed

2、 three full month of continuous service are eligible.全職員工必須連續(xù)服務(wù)滿三個月才有資格適用這個政策。 No contribution is required other than the statutory amount stipulated by the concerned labor laws. 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。Benefits depend upon length of service and the employees past attendance record.員工所能得到的補

3、償是根據(jù)他們在公司的服務(wù)年資及該員工過去的出勤紀錄。 One day of paid sick leave for five-day workweek employees is allowed for each completed month of continuous service less any paid days of sick leave taken since employment. 凡每週工作五天的員工，每工作服務(wù)滿一個月就有一天的有薪病假的權(quán)利，但有薪病假天數(shù)是可以累計的。 Period of service Days of Available Paid Sick Leave

4、 服務(wù)年資 有薪病假天數(shù) Up to 3 months None 三個月內(nèi) 0天 3 full months 3滿三個月 3天 4 full months 4滿四個月 4天 5 full months 5滿五個月 5天 6 through 11 full months 6滿六個月 6天 12 or more full months 12 up to a maximum of 175 days or until 滿十二個月或超過十二個月 the commencement of an approved Social Security Disability award, if sooner 12天或

5、最多不超過175天或等到社會保障殘障給付核準(zhǔn)開始生效，如果後者比較快生效。 The maximum number of days is determined by first deducting paid sick leave since employment from the number of days available. 有薪病假的總天數(shù)的計算方式，是用你在公司僱用起算所累積的天數(shù)減去你已經(jīng)用掉的天數(shù)。Thus, an employee with twenty years of service (240 months) could have been absent for illnes

6、s in the past for 65 days and still have 175 days of Short Term Sick Leave for a new illness or injury. 也就是說，如果一個員工服務(wù)年資有二十年(240個月)，而該員工已經(jīng)請了65天的有薪病假，那麼該員工還可以請175天的短期有薪病假。A first-year employee, however, could be paid a maximum of six days leave whether service totals six or eleven months.然而，僱用第一年的員工最多

7、的病假天數(shù)是六天，無論是工作已滿六個月或者11個月。Short Term Sick Leave is not a measure of acceptable attendance.短期病假並不是一個可以令人接受的出勤方式。 Regardless of the number of available sick leave days accrued, employees must reserve them only for bona find illness or injury. 不論員工累積多少的病假天數(shù)，員工應(yīng)用於未來可能因生病或受傷時請假的需要。They may not be used fo

8、r any other purpose nor is compensation given for unused sick days upon termination. 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。In fact, the Companys ability to provide the companion Long Term Disability Plan without employee contribution depends upon the common understanding that Short Term Sick Leave is avai

9、lable only for true illness.事實上，公司提供員工的長期傷殘計劃福利不需要員工付費，是取決於對短期病假只限用於真正的身體感覺不適的共識之上。Under Short Term Sick Leave, the company pays the full amount of salary less any statutory benefits paid under the Disability Benefits Law, Workers Compensation or No-fault Automobile Insurance.在短期有薪病假規(guī)定中，公司必須補足依據(jù)傷殘福利

10、法，員工補償或非過失的交通保險等規(guī)定辦理所獲得給付的差額，亦即員工會獲得全薪的補償。 Sick leave payments are not made when these other benefits exceed salary.當(dāng)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。Staff members are asked to notify their supervisors of an unavoidable absence within 30 minutes of their regular starting times and to keep supervisors regu

11、larly informed in the case of an extended absence. 員工如果有不可避免的缺席時，必須在正式上班前三十分鐘內(nèi)告知主管單位；如果要延長請假時，須隨時告知主管。When an employee returns to work after an absence of five or more days, a doctors certificate is required stating the nature of the illness. 當(dāng)一個員工請病假達5田或超過5天，他就必須出示自請病假日起的醫(yī)生診斷證明。In situation of doub

12、t about the authenticity of the illness or the ability to return to work, the supervisors may require a doctors certificate for an absence of shorter duration, or an examination by the Company designated doctor. 如果部門主管懷疑生病的可信度或有能力恢復(fù)上班時，可要求員工立即出示醫(yī)生證明，或由公司指派的醫(yī)生做檢查。Employees who have tendered their res

13、ignations are not paid for any absence which is not documented with a doctors certificate. Unsupported absences are treated as unexcused absences without pay. 已提出辭職的員工，無醫(yī)生證明的病假，是不予支付薪資的；提不出證明的缺席就以曠職論，且不支薪。Supervisors are required to inform resigning employees of this provision immediately upon recei

14、pt of a resignation. 部門主管在收到員工辭呈時，應(yīng)立刻通知該員工此項規(guī)定。Absence due to pregnancy-related disability is covered by the Disability Benefits Law, provided the employee is certified as disabled by a doctor. 因懷孕而無法工作的請假是包含在傷殘福利法中，懷孕的員工須由醫(yī)生證明。Even though unsatisfactory performance, attendance or punctuality may re

15、late health, the usual disciplinary procedures of warning and probation must apply. Failure to improve will result in termination unless mitigating circumstances prompt the supervisor to recommend a sick leave for pre-disability leave.雖然不理想的工作表現(xiàn)，出勤狀況，上下班準(zhǔn)時都可能與健康有關(guān)，然而適時的警告及試用規(guī)定是適用的。該情況若無法改善，將導(dǎo)致解僱，除非部

16、門主管建議將病假視為傷殘假的前置假，做為重新思考這個情況。Expiration of paid Short Term Sick Leave result in termination of employment or in an unpaid leave of absence, depending upon previous performance, attendance and the nature of the illness or injury.讓短期有薪病假結(jié)束的原因可能是由於僱用關(guān)係終止，或因為過去工作績效、出勤及生病或受傷的性質(zhì)而造成無薪假。 This determination

17、is made by the HR Department upon the recommendation of the supervisor. Further benefits may continue in either case through the Disability Benefits Law.這項決定是根據(jù)主管的建議，由人事部門來決定。在符合傷殘福利法規(guī)定狀況下，可能可以繼續(xù)享有相關(guān)福利。Three-day workweek employees accrue one full day every 52nd day of employment. Four-day workweek e

18、mployees accrue one full day every 37th day of employment. If a three-day workweek employee or a four-day workweek employee transfers to a five-day workweek or vice versa, Short Term Sick Leave is adjusted accordingly.每週工作三天的員工，每工作52天可累積享有一天的有薪病假。每週工作四天的員工，每工作37天可累積享有一天有薪病假。如果每週工作三天的員工或每週工作四天的員工職務(wù)調(diào)動

19、到每週工作五天的員工，同時短期有薪病假規(guī)定隨之變更。Employees of subsidiaries, that is without mandated disability benefits, accrue an additional half day with each full day to a maximum of 50 half days. (The half days are taken after full days expire.)分公司員工，沒有強制性的殘障福利，每累積獲得一天有薪病假，可額外增加半天，最多可累積50個半天。(在一天有薪病假用完後才使用半天有薪病假)。.PR

20、OCEDURE（程序）Because the only complete record of an employees absence is maintained in departments on leave records and also, in some case, on the absence and lateness reports, the accuracy of this policy must necessarily rest with supervisors. 因為部門保存正確員工的出勤紀錄、遲到紀錄，為維持這些紀錄的正確性，責(zé)任必須放在部門主管身上。The accurac

21、y of departmental records is, of course, a basic requirement if the policy is to be applied fairly. 當(dāng)然部門紀錄的正確是這個政策公平執(zhí)行的基礎(chǔ)。The instructions necessary to calculate paid Short Term Sick Leave of an employee appears on the Leave Request Form. 在請假單上應(yīng)有說明顯示短期有薪病假的計算方式給員工看。However, several points deserve sp

22、ecial emphasis.然而有幾個重點是必須要注意的1. In every case, it is the responsibility of the officer-in-charge to instruct the Payroll Unit to stop pay when Short Term Sick Leave has expired. This is done by using the payroll timekeeping system. The Company internal auditor verifies departmental records and the S

23、hort Term Sick Leave calculations on a regular basis. 任何狀況下，當(dāng)病假屆滿時，單位主管有責(zé)任通知薪資組停止支付薪資。這可由薪資計算系統(tǒng)來完成。公司內(nèi)稽核員應(yīng)定期的核對紀錄及短期病假總天數(shù)。2. When an employee has less than three months of service, all absences are unpaid. The supervisor should stop pay though the payroll timekeeping system but need not submit an At

24、tendance Report unless the absence is expected to be in excess of five days.當(dāng)員工服務(wù)未滿三個月，所有缺勤都是無薪假。部門主管可透過薪資計算系統(tǒng)停止支薪，且不須提送出勤紀錄，除非這項請假可能超過五天時。3. When an employee has more than three months of service, the Attendance Report should be submitted to the HR Department, as soon as it is apparent that the abs

25、ence will extend beyond Short Term Sick Leave. Granting vacation days in lieu of unpaid sick days must always be discussed in advance with an officer of the HR Department.當(dāng)員工服務(wù)滿三個月以上時，只要短期病假顯示會超過期限時，出勤紀錄須立即交給人力資源部。若用特別休來代替無薪病假必須事先與人力資源部主管討論。a. The HR Department will assist if the pervious absence re

26、cord is not available. Sick days taken 5 years ago may be disregarded if no record exists.如果沒有過去請假紀錄時，人力資源部將會協(xié)助。五年以前的病假，如果沒有紀錄，是可以被忽略的。b. A month of service is calculated from the exact date of hire.一個月服務(wù)年資是從正式雇用的當(dāng)日起開始計算的。c. Short Term Sick Leave accrual dates from employment so that three full mont

27、hs of service entitles the employment to three days, four months to four days, subject to a maximum of six days in the first year.短期病假並須服務(wù)滿三個月以上方能開始累計，滿三個月服務(wù)年資可以累積為三天，工作滿四個月服務(wù)年資可以累積為四天，滿第一年服務(wù)年資員工最多可以累積為六天。d. In case of split service, paid Short Term Sick Leave is calculated from the most recent date

28、 of employment.如果僱用期間中斷，短期有薪病假，從最近的僱用日期開始計算。e. Unpaid sick leave days 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

29、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(dāng)日不計入自僱用日起所累積的病假天數(shù)內(nèi)。f. Negative balances of paid Short Term Sick Leave days at the establishment of the program were forgiven 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

30、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 employees record of attendance and job performance as well as the supervisors recommendation, 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(zhǔn)後實施。5. The HR Department should be informed of any change in the employees anticipated date of return.應(yīng)通知人力資源部有關(guān)該員工預(yù)定返回工作崗位日期的任何改變消息。6. If the absence results from an on-the-job injury or an automobile accident, call the HR Department on the firs