国外军队离职人事政策翻译-中英对照
JOHNSONDIVERSEY H. 1.
终止
没有人有权在JohnsonDiversey公司保留其职位。雇主JohnsonDiversey公司可以与任何雇员，以任何理由或不告知任何理由，结束雇用关系。雇员相同也有权利，以任何理由或不告知任何理由，随时决定结束与JohnsonDiversey公司的雇用关系。此处的规定并不解释为创造一份合同，表明或者暗示，在JohnsonDiversey公司和它的任何雇员之间，随时可能进行处罚，在不经任何警告以及任何具体善后程序的情况下，仅凭JohnsonDiversey的权限，终止雇用关系。
A.离职说明
(1) 自愿离职
自愿离职是根据雇员的意愿，或者通过具体行动或者非具体的行动提出离职请求，。
JohnsonDiversey 公司鼓励雇员留出合理的期限(例如,两周) 结束业务上的雇用关系，在计划离职具体日期前，JohnsonDiversey公司有时间决定受雇人的职责的有序过渡。
根据JohnsonDiversey公司的最大利益，部门主管有权决定，是否在通知期间的任何时间或全部时期终止雇员的雇佣关系。例如；管理人员感到安排不合理，雇员将在通知期限内或最多两(2)周内获得报酬，无论哪个期限较短。管理人员在向任何雇员的通知期限提供薪水之前，必须和当地人力资源接触协商。
(a)退休
打算退休的雇员必须尽早向管理机构提出退休的打算。通常雇员应该在他或她计划的退休日期之前，提前90天或者长的时间提出退休申请通知。
(2) 非自愿终止
非自愿雇用的终止行为由JohnsonDiversey公司发起。
(a)临时裁员
临时裁员可能随时发生，并且可能由多种因素引起。 如果形势需要进行裁员，下列执行下列文案程序：
(i)部门主管必须完成要求的文件资料，在的雇员离职后90日内提醒期望复工的雇员。 职能部门的负责人和人力资源的接触必须通过批准，并提交最后一个工作日的相关资料。如果雇员没有提供在90天内返工日期，这些雇员将视为永久离职并发放遣散费。
(ii)在返工之前，管理人员必须重新确认雇员的地位，并且提交份新的雇员返工日期资料。按照各计划的规定执行相关福利，从实际裁员或者离职日期开始计算。
(b)任意终止
任意终止指的是裁员发生在一个模糊的时间范围，或雇员以任意原因永久离职。 因此，雇员届时可以领取遣散费。单个遣散费的计算和关于附加福利，由当地人力资源确定。 团体退职遣散费必须在计划开始前，通过分区副总裁，通过当地人力资源联系高级副总裁，全球人力资源决定。
(c)终止相关执行情况
在终止执行之前，管理人员应该和他的/她的当地人力资源联系，协商评论任何相关执行的进度。
(d)终止的原因
雇员终止的原因包括，例如，雇员违反雇员指导政策规定，与外部的雇员政策冲突、工作的机密性冲突，或者在指导，操作或执行方面
与JohnsonDiversey的政策发生冲突。雇员终止的理由可以在不经警告的情况下，执行终止行为。
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