Měsíční výkaz práce pro zaměstnance

The 4 Day Work Week refers to a progressive employment arrangement where the standard five-day working week is reduced to four days, without a reduction in total hours worked. It is viewed as a way to improve work-life balance, increase productivity, and maintain employee well-being. Each workday may be longer, but employees get a three-day weekend.

A 9/80 work schedule refers to a type of flexible work arrangement where employees work nine-hour days for eight days in a two-week period, and then enjoy one eight-hour day, providing them with an extra day off every two weeks. The total worked hours still equal 80 over the course of two weeks, thus maintaining full-time status. It's a strategy used by employers to improve employee morale and work-life balance while maintaining productivity.

Absence Management is a strategic approach by businesses to control, track, and reduce the rate of employee absence due to sickness, vacation, or other kinds of leaves. The primary goal is to reduce the negative impact that employee absence can have on business productivity. This approach encompasses policies and frameworks that aid in maintaining a productive business environment.

Accruals, in terms of leave, refers to the process by which employees accumulate or earn time-off benefits the longer they stay in service. The accrual rates can be based on factors like number of hours worked, length of service, or type of employment. These benefits can be used for paid vacation, sick leave, or personal time off.

After-Tax Deduction refers to a deduction from an employee's salary that occurs after their income taxes have been calculated and withheld. This is unlike pre-tax deductions that reduce an employee's taxable income. Examples of after-tax deductions include Roth IRA contributions and certain types of life insurance.

An Agile Organization is a dynamic and flexible entity that swiftly adapts to changes in its external environment. It is characterized by quick decision-making processes, cross-functional teams, and a customer-centric approach. Agile organizations prioritize responsiveness over efficiency and adaptability over predictability.

The Base Wage Rate refers to the minimum fixed compensation an employee receives for performing specific job responsibilities. It does not include bonuses, benefits, commissions or other forms of additional compensation. This rate is typically determined by the skills, experience and responsibilities required for the position.

Basic salary refers to the base income of an individual before any extras are added. This figure generally accounts for a large majority of the total salary, excluding bonuses, benefits, or overtime payments. This income is a fixed amount paid to employees for their services to the employer and is subject to income tax.

Before-tax deduction refers to any costs that are taken out of an individual's paycheck before the income tax is deducted. This lowers the taxable income, meaning that the person will pay less in income tax. Such deductions can include contributions to health plans, retirement savings, or certain transportation costs.

Biweekly pay refers to a payment schedule where employees receive their wages every two weeks, typically on a specific day such as Friday. This results in approximately 26 pay periods in a year. This payment method is one of the most common payroll schedules in businesses.

A Blended Workforce is a modern employment approach that involves a combination of full-time staff, part-time employees, contract workers, freelancers, and remote workers. This allows companies to be more flexible and convenient in managing employment based on demand, skills, and budget constraints. It can also help organizations bring together diverse talent and experience for specific projects.

A bonus is an additional monetary reward provided to an employee beyond their regular salary. It is usually awarded for extraordinary performance or achieving specific targets set by the company. Bonuses can serve as a motivational tool and are often used as an incentive to increase productivity or improve job commitment.

Bring Your Own Device (BYOD) is a business policy that allows employees to use their personal devices for work-related tasks. This includes laptops, smartphones, and tablets that are not directly owned by the company. The advantages of BYOD include increased employee satisfaction and potentially cost savings, but it also poses significant security and data privacy challenges.

Compensation refers to the total amount of the monetary and non-monetary pay provided to an employee by an employer in return for work performed as required. It includes elements such as base salary, allowances, reimbursements, bonus, stock options, and benefits such as medical insurance and retirement plans. Compensation is a primary motivator for employees, and it also represents a major cost for companies.

Compensatory Time Off refers to the policy of granting employees extra time off as compensation for extra hours they've worked beyond their scheduled working hours. Instead of paying overtime, businesses might adopt this approach to minimize costs. It becomes an alternative to paying employees overtime in cash while giving flexibility to employees.

Competency Based Pay is a compensation structure where employees are paid based on their skillsets, knowledge, and abilities, rather than their job title or seniority. This system rewards individuals who have a broad or deep skill set and it encourages continuous learning and self-development. It is typically used in industries where the work is largely skill or knowledge-based, such as technology or engineering.

Conditions of Employment refer to the terms and stipulations agreed upon by both employer and employee at the time of hiring. These typically include details about job responsibilities, remuneration, working hours, benefits, and policies for vacation, sickness, and termination. Both parties are obligated to abide by these agreed-upon conditions during the course of employment.

A Direct Report refers to an employee who is directly supervised or managed by a particular supervisor or manager. The term corresponds to the relationship between the manager and the subordinate in a corporate structure. It emphasizes the straight-line of command and communication existing within organizational hierarchies.

Direct Reports refer to employees or subordinates who are directly supervised or managed by a particular boss or manager. They are the individuals that a manager is directly responsible for in terms of task allocation, performance appraisal and oversight. The term originates from the organizational structure of businesses, primarily focusing on hierarchical relations.

Employee Evaluation, also known as performance review or appraisal, is a method employed by companies to assess the work performance of their employees. It provides a platform for supervisors to give constructive feedback on employee performance, identify skill gaps, and define future goals. Essentially, it forms an integral part of talent management and development in organizations.

Employee Type refers to the classification of an employee based on their job roles, functionalities, and responsibilities within an organization. Common employee types include full-time, part-time, permanent, temporary, contract workers, and freelancers depending on the hours they work and the permanency of their role. These classifications can greatly affect their benefits, compensation, and legal rights.

An employment contract is a legally binding document that outlines the formal agreement between an employer and an employee. This agreement defines the terms and conditions related to the job, including job responsibilities, salary, benefits, working hours, and termination conditions. It provides protection for both parties involved and helps prevent potential disputes.

Employment status refers to the classification of an individual working for a company based on certain predefined parameters. It often categorizes workers into areas such as full-time, part-time, temporary, contract, or independent contractors. The status is significant as it dictates various rights, benefits, and legal protections for the worker.

Exempt employees are categories of employees who are exempt from certain labor laws, including specifically from overtime pay provisions. This includes typically high-level positions such as executives, professionals, and outside sales employees. Their salary isn't based on the number hours worked and they aren't eligible for overtime, regardless of the amount of hours they work per week.

Full-Time Equivalent (FTE) is a unit that indicates the workload of an employed person in a way that makes workloads or class loads comparable across various contexts. An FTE of 1.0 means that the person is equivalent to a full-time worker, while an FTE of 0.5 signals that the worker is only half-time. Essentially, it's a measurement that translates part-time work into full-time work terms.

Full-Time Hours refer to the conventionally accepted amount of hours an employee is expected to work in a week in a full-time job. Depending on the country and/or industry, this typically ranges between 35 to 40 hours per week. Full-time employment often comes with benefits like health insurance, paid vacation and sick days, which may not be available to part-time or contract workers.

An hourly employee is a type of worker who is paid on an hourly basis, rather than receiving a fixed salary. The pay would depend on how many hours they work in a specific pay period and it usually includes payment for overtime hours as per federal or state laws.

Hourly to Annual Salary is a conversion used to estimate a worker's annual wage based on their hourly pay. It is typically calculated by multiplying the hourly wage by the number of hours worked in a week and then multiplying that number by 52 (the number of weeks in a year). This calculation provides a rough estimate and does not account for factors such as overtime, bonuses, or time off.

Hourly to Yearly is a conversion used to estimate the annual salary of a worker based on the hourly wage. It's generally calculated by multiplying the hourly wage by the number of working hours in a week and the number of weeks in a year. A common estimate is based on a 40-hour week over 52 weeks, although actual work patterns may differ.

Hours Worked refers to the amount of time an employee spends on job-related tasks in a specified period. It usually includes regular working hours, mandatory or voluntary overtime, and training hours. It's crucial for calculating compensation, benefits, and compliance with labor laws.

The Labor Force refers to the total number of individuals available to supply the labor for the production of economic goods and services. It includes both the employed individuals and those seeking employment, typically of working age. A larger labor force is generally indicative of a stronger economy, and changes in its size can influence other economic indicators.

New Hire Orientation refers to the process of introducing newly hired employees to the workplace, culture, people, responsibilities, and policies of the company. It is a crucial HR activity that helps new employees to understand the expectations and to adjust smoothly to the new environment. This process can range from a day-long overview to an in-depth, week-long experience depending on the company and role.

Occupational stress refers to the physical, mental, and emotional strain or tension caused by the demands and pressures linked to one's job. Factors leading to such stress can range from heavy workload, lack of career growth or job satisfaction, poor work organization, or a challenging office environment. This stress, if not managed efficiently, can result in severe health issues and decreased productivity.

Performance Management is a continuous process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. It involves activities such as setting clear goals, regular feedback, conducting regular appraisals, promoting employee skills development, and recognizing employees' achievements. The main goal is to improve employees' effectiveness and productivity to meet the company's overall mission and goals.

A salaried employee is a type of worker who is paid a fixed amount of money or compensation (salary) by an employer. Instead of being paid per hour, these employees receive their salary which is typically stated in annual terms. Benefits, expectations, and work hours may differ from hourly employees.

Salaried Non-Exempt is a category of employment where an employee is paid a fixed salary but is also eligible for overtime pay per the Fair Labor Standards Act (FLSA). This means that, unlike "exempt" employees who are not paid extra for more than 40 hours of work in a week, salaried non-exempt employees get overtime compensation. The non-exempt status is often due to the nature of the job duties or the level of decision-making power held by the employee.

Seasonal employment refers to a type of temporary employment where workers are hired for a specific season, usually due to increased workload at that particular time. The most common example of this is retail jobs during the holiday season. These jobs can vary in duration, with some lasting a few weeks to several months, but they are not intended as long-term employment.

Standard Hours refer to the typical amount of time that an employee is expected to work in a regular workday or workweek. It is the benchmark used to calculate wages, discern overtime, and allocate resources. Often, in many jurisdictions, standard hours are dictated by labor laws to ensure a fair working environment.

Straight-Time Pay refers to the regular compensation that an employee receives for the standard number of hours they worked, excluding any overtime or bonuses. This rate is usually defined in the employment contract and varies depending on the individual's job profile and experience. It is often used as a basis for calculating overtime payment or bonuses.

Wage to salary refers to the conversion of an hourly wage into a yearly salary or vice versa. It is a common practice in HR calculations to provide comparative analysis between different pay structures. This concept is significant when determining an employee's annual compensation based on hourly wage or in converting a salary into hourly pay for part-time employees.

Work-Life Balance refers to the equilibrium between professional responsibilities and personal life activities or leisure time. It's about striking a balance between work demands, such as work schedules, workload, and pace, and personal life including leisure activities, family time, and personal interests. Maintaining a good work-life balance is critical to reduce stress, enhance job satisfaction, and improve overall wellbeing.

A worker refers to a person who is involved in some form of economic activity to earn a living. This includes individuals performing jobs in various sectors such as agriculture, industry, services, etc. Workers can be categorized into different types such as self-employed, employees, unpaid workers, etc.

Workers' Compensation is a type of insurance that provides wage replacement and medical benefits to employees injured in the course of employment. It is a mandatory type of insurance carried by many businesses and is considered a trade-off where employees receive guaranteed coverage without having to litigate their employer for compensation. This system allows for protection of both employers and employees in case of workplace accidents.

Workforce Analysis refers to the process of evaluating the current capacity of an organization in context to its labor force. It involves assessing the skills, capabilities, productivity, and other factors related to the employees within an organization. This analysis helps to identify any gaps between the employees’ existing skills, the organizational objectives and to plan for future workforce requirements.