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Example of a delay certificate issued by a Japanese railway (Sagami Railway Yokohama station).A delay certificate (Japanese: chien shōmei sho (遅延証明書), "certificate of lateness"; German: Bescheinigung über Zugverspätung, "certificate about train delay") is a documentation of proof issued by a railway company that its scheduled passenger train arrived at a station later than what is ...
Employers have varying views of sleeping while on duty. Some companies have instituted policies to allow employees to take napping breaks during the workday in order to improve productivity [11] while others are strict when dealing with employees who sleep while on duty and use high-tech means, such as video surveillance, to catch their employees who may be sleeping on the job.
To be at work on time is an implied obligation unless stated otherwise. It is a legal reason for discharge in cases when it is a demonstrable disregard of duty: repeated tardiness without compelling reasons, tardiness associated with other misconduct, and single inexcusable tardiness resulted in grave loss of employer's interests. [2]
While 70% of boomers have zero tolerance for any level of tardiness, in Gen Z’s eyes, 10 minutes late is still on time—explaining the friction between the two generations at work. (hobo_018 ...
Typical examples include job scheduling in manufacturing and data delivery scheduling in data processing networks. [1] In manufacturing environment, inventory management considers both tardiness and earliness undesirable. Tardiness involves backlog issues such as customer compensation for delays and loss of goodwill.
No wonder bosses say Gen Z are hard to manage: While 70% of Boomers have zero tolerance for any level of tardiness, in Gen Z's eyes, 10 minutes late is right on time.
In the Philippines, there are employers' confederations to lobby the protection of firm owners; they also represents the business sector and employers in the country. The most widely known is the Employers' Confederation of the Philippines, which is leads as the voice of the employers in labor management and socioeconomic development. [43]
Article 99 of the Labor Code of the Philippines stipulates that an employer may go over but never below minimum wage. Paying below the minimum wage is illegal. [10] The Regional Tripartite Wages and Productivity Boards is the body that sets the amount for the minimum wage. In the Philippines, the minimum wage of a worker depends on where he works.