フィリピンの試用期間は6ヶ月以内
さて、日本の試用期間はどうでしょうか？
皆さんは、日本の試用期間は3か月と思い込んでいるのではないでしょうか？
はなはだしい勘違いですね。労働基準法を知らないと損しますね。
実は、労働基準法から言えば、厳密な試用期間という定義はありません。
但し、試用期間が始まってから14日以内であれば、企業はいずれの義務も果たさなくて良いという特例があります。
会社は、試用期間を自社で勝手に決めることは可能なのですが、
では、2か月後に「はい。あなたは会社の求めるスキルレベルがないので、首！」ってことはできませんね。
14日を過ぎたら、解雇予告一ヶ月は、必要となる。つまり、3か月は試用期間だからいつでも首にできるってことはできませんね。
勘違いしないように！
さて、フィリピンの場合はどうでしょうか？
調べてみたら、次のように社員を定義していました。そして、6ヶ月以内であれば、契約を解約できるという便利な労働法が存在していました。
○１は、試用期間中の社員
○２は、正社員
○３は、インターンシップ社員
① Probationary Employee -An employee who is hired after complying with the pre-employment requirements and is made to undergo the required probationary employment period of not more than six (6) months to determine his/her capability to meet the Company standard regularization.
② Regular Employee -An employee who has satisfactory completed the required probationary employment period at least six (6) months and has met the Company standards for regularization involving, among other things, job productivity, job knowledge, work attitude and faithful adherence to the Company rules and regulations.
③ Internship Employee - An employee who is hired in accordance with the Company’s Internship program. The period of employment shall be for a not more than six (6) months and updating in every month.
何事も最初が肝心です。
どう社員を管理するか？ マニラのフィリピン人の管理をしっかり行う必要があります。
その為には、就業規則を作成し、それを全社員に理解させ、
厳守するようにさせることが肝要ですね。
いい加減だと、甘えが生じて、やりたい放題になるのは、
まあ、日本に限らず、世界中どこの国でも言える事ですから。。。。
就業規則で縛り付けておくこともまた重要な管理の方法の一つでもあります。
ということで、就業規則はしっかりしたものを作りましょう。
只今、作業中です。
出勤規程 欠勤、病欠、遅刻、早退、タイムカード
遅刻控除に対する規定等は、厳密に、事前に就業規則に規定しておかなければならないので、結構、神経を使う！
タイムカードレコーダーをCINTHAさんに買わせました。
動作をテストしているところらしい（ラインで送られてきました）
Attendance Policy
Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads.
Employees are expected to arrive at work before they are scheduled to start and be at their work station productively by the scheduled start and end time.
All time off must be requested in advance and submitted in writing, as outlined in the appropriate categories with the exception of sick leave.
If it is tardiness (Impossible to report for work as scheduled), employees must contact their supervisor/manager/Human Resources department (hereinafter referred to as “HR”) before their starting time. It becomes unapproved tardiness when there is no report before the commencement of work.
All the absence is the employee must notify their supervisor/manager/ HR on a daily basis unless otherwise arranged.
Report of absent is the responsibility of every employee who is absent.
Absence for three (3) consecutive work days without notifying the supervisor/manager/ HR is considered a voluntary resignation.
*Abandonment of Position in CHAPTER V GUIDELINES FOR EMPLOYEE PROGRESSIVE DISCIPLINARY ACTION
Absence -failure to report for work
Any unscheduled absence of an employee disrupts the workflow in the office and unnecessarily increases the work load of the rest of the employees. Absence inflicts serious damage on a company.
Personal Absences are unexpected personal reasons/matters other than taking a break for vacation. Examples include: to attend son/daughter PTA meeting, reunion, and Ceremonial occasions. These correspond to a incentive leave. If you have an unconsumed incentive leave you must be consumed before the end of year.
Excess absences due to employee sickness, illness or death in the family are subject to disciplinary sanctions.
Tardiness - timing in later than the official time. Tardiness caused by events that prevent an employee to report for work on time such as big typhoons, and occurrence of other calamities as determined by the General Manager and/or Administrative Manager are excused. However, employees must contact their supervisor/manager/HR before their starting time.
Under time - leaving the place of work earlier than the official time schedule and/or to report for work after 8am and/or leave for work before 5pm.
It cannot be offset by overtime. Employees must contact their supervisor/manager/HR and need approved from General Manager and/or Administrative Manager.
Leave without pay -occurs when a permanent employee has consumed all his/her leave entitlement within the earned period of leave benefit.
Time Card and the Attendance System
This policy applies to the use Time card puncher, Time record sheet or biometrics for the automated electronic attendance system.
The Daily Time Record (DTR) is the basis for attendance records, payroll computations, and leave entitlement.
Employees are required to time in before starting work at 8:00 AM or other agreed upon start of work hours.
When regular working time (8am-5pm) will be change, employees have to report it before day HR and must be approved beforehand from General Manager and/or Administrative Manager.
Employees are required to register their start of work and end of the day.
It is the responsibility of the employee to notify his or her General Manager and/or Administrative Manager, which they have, for some reason, forgotten to swipe/punch in. A Time Card Entry Correction must be filled out with a written apology including a reason to submit to the Time Keeper of HR Department.
It is corrected on condition of a General Manager and/or Administrative Manager permission.
Tardiness deductions will apply whether excused and the computation of which is as follows:
さて、日本の試用期間はどうでしょうか？
皆さんは、日本の試用期間は3か月と思い込んでいるのではないでしょうか？
はなはだしい勘違いですね。労働基準法を知らないと損しますね。
実は、労働基準法から言えば、厳密な試用期間という定義はありません。
但し、試用期間が始まってから14日以内であれば、企業はいずれの義務も果たさなくて良いという特例があります。
会社は、試用期間を自社で勝手に決めることは可能なのですが、
では、2か月後に「はい。あなたは会社の求めるスキルレベルがないので、首！」ってことはできませんね。
14日を過ぎたら、解雇予告一ヶ月は、必要となる。つまり、3か月は試用期間だからいつでも首にできるってことはできませんね。
勘違いしないように！
さて、フィリピンの場合はどうでしょうか？
調べてみたら、次のように社員を定義していました。そして、6ヶ月以内であれば、契約を解約できるという便利な労働法が存在していました。
○１は、試用期間中の社員
○２は、正社員
○３は、インターンシップ社員
① Probationary Employee -An employee who is hired after complying with the pre-employment requirements and is made to undergo the required probationary employment period of not more than six (6) months to determine his/her capability to meet the Company standard regularization.
② Regular Employee -An employee who has satisfactory completed the required probationary employment period at least six (6) months and has met the Company standards for regularization involving, among other things, job productivity, job knowledge, work attitude and faithful adherence to the Company rules and regulations.
③ Internship Employee - An employee who is hired in accordance with the Company’s Internship program. The period of employment shall be for a not more than six (6) months and updating in every month.
何事も最初が肝心です。
どう社員を管理するか？ マニラのフィリピン人の管理をしっかり行う必要があります。
その為には、就業規則を作成し、それを全社員に理解させ、
厳守するようにさせることが肝要ですね。
いい加減だと、甘えが生じて、やりたい放題になるのは、
まあ、日本に限らず、世界中どこの国でも言える事ですから。。。。
就業規則で縛り付けておくこともまた重要な管理の方法の一つでもあります。
ということで、就業規則はしっかりしたものを作りましょう。
只今、作業中です。
出勤規程 欠勤、病欠、遅刻、早退、タイムカード
遅刻控除に対する規定等は、厳密に、事前に就業規則に規定しておかなければならないので、結構、神経を使う！
タイムカードレコーダーをCINTHAさんに買わせました。
動作をテストしているところらしい（ラインで送られてきました）
Attendance Policy
Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads.
Employees are expected to arrive at work before they are scheduled to start and be at their work station productively by the scheduled start and end time.
All time off must be requested in advance and submitted in writing, as outlined in the appropriate categories with the exception of sick leave.
If it is tardiness (Impossible to report for work as scheduled), employees must contact their supervisor/manager/Human Resources department (hereinafter referred to as “HR”) before their starting time. It becomes unapproved tardiness when there is no report before the commencement of work.
All the absence is the employee must notify their supervisor/manager/ HR on a daily basis unless otherwise arranged.
Report of absent is the responsibility of every employee who is absent.
Absence for three (3) consecutive work days without notifying the supervisor/manager/ HR is considered a voluntary resignation.
*Abandonment of Position in CHAPTER V GUIDELINES FOR EMPLOYEE PROGRESSIVE DISCIPLINARY ACTION
Absence -failure to report for work
Any unscheduled absence of an employee disrupts the workflow in the office and unnecessarily increases the work load of the rest of the employees. Absence inflicts serious damage on a company.
Personal Absences are unexpected personal reasons/matters other than taking a break for vacation. Examples include: to attend son/daughter PTA meeting, reunion, and Ceremonial occasions. These correspond to a incentive leave. If you have an unconsumed incentive leave you must be consumed before the end of year.
Excess absences due to employee sickness, illness or death in the family are subject to disciplinary sanctions.
Tardiness - timing in later than the official time. Tardiness caused by events that prevent an employee to report for work on time such as big typhoons, and occurrence of other calamities as determined by the General Manager and/or Administrative Manager are excused. However, employees must contact their supervisor/manager/HR before their starting time.
Under time - leaving the place of work earlier than the official time schedule and/or to report for work after 8am and/or leave for work before 5pm.
It cannot be offset by overtime. Employees must contact their supervisor/manager/HR and need approved from General Manager and/or Administrative Manager.
Leave without pay -occurs when a permanent employee has consumed all his/her leave entitlement within the earned period of leave benefit.
Time Card and the Attendance System
This policy applies to the use Time card puncher, Time record sheet or biometrics for the automated electronic attendance system.
The Daily Time Record (DTR) is the basis for attendance records, payroll computations, and leave entitlement.
Employees are required to time in before starting work at 8:00 AM or other agreed upon start of work hours.
When regular working time (8am-5pm) will be change, employees have to report it before day HR and must be approved beforehand from General Manager and/or Administrative Manager.
Employees are required to register their start of work and end of the day.
It is the responsibility of the employee to notify his or her General Manager and/or Administrative Manager, which they have, for some reason, forgotten to swipe/punch in. A Time Card Entry Correction must be filled out with a written apology including a reason to submit to the Time Keeper of HR Department.
It is corrected on condition of a General Manager and/or Administrative Manager permission.
Tardiness deductions will apply whether excused and the computation of which is as follows:
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