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Employee Orientation
is imperative for the new employees to be oriented to the company or organization and the position, and trained so they can perform their tasks properly
this is also critical for current employees who are moving to different positions within the pharmacy
Orientation Program
may last for several days, weeks or even months depending on the kind of job and pharmacy
may include introductions to co-workers a tour of the facilities and equipment, discussion of employee benefits, review of the policies and procedures of the department etc..
Employee Handbook
can also be of considerable value in handling future disputes and problems
this is a document that contains the goals, policies and procedures that are relevant to the employee and the job that he or she is assuming
Training
is important top the employee’s and the pharmacy’s success because if an employee is unprepared or does not understand his or her responsibilities, it is unlikely that they will perform well or reach their full potential
Training
is done to help employees, whether new or old to meet the changing demands of their jobs
it benefits both the employees and the organization as it can improve the quantity and quality of work done by the employees
Training
is to improve the performance of employees in their current tasks and jobs
Development
is to prepare employees for new responsibilities and positions
Training
is essential for meeting current needs
Development
is an investment for future needs
Orientation Training
involves welcoming new employees, presenting a positive first impression, providing information that will allow them to settle into their new responsibilities, and to establish early expectations of performance and behavior
Job Training
helps current employees keep up with the development of the organization, learn new information, develop new skills to perform better, and refresh capabilities that may have diminished over time
Development
requires long term preparation for the future needs of the individual and the organization
Job Training
may be sufficiently done with continuing-education programs, on the job construction, and short courses
Professional Development
may require formal, structured education experiences such as college courses, multiday seminars, certificate programs, residencies or fellowships
Training Programs
depends on the kind of job on whether the trainees/employees are being prepared for management or non-management positions
also show employees that the pharmacy owner is concerned about them and their development, rather than being viewed as “warm bodied”, they are considered as part and parcel of the pharmacy in which the employer is willing to invest both time and money
On-the-job Training (OJT)
The most common types of programs to develop future managers are:
pharmacies rarely need to hire people who can make immediate contributions
this offers a distinct advantage
for this method to be effective, it must be carefully planned and supervised
involves showing how to do the job and allowing the employee to actually perform the tasks
Job Rotation
can be used where there are two or more middle management positions
employees trade jobs on relatively frequent basis during the training period so that they each has an opportunity to manage a whole spectrum of positions
Creation of “assistant to” positions
if the management is training a person to assume a top-level position, it may be practical to make the trainee an ______ position
while similar to OJT, this differs in the sense that the trainee is not fully vested with specific responsibilities
Off-the-job Training
in some instances, the employee development process may include training off premises
seminars, college courses and the like may better prepare employees for serving the pharmacy’s needs
Non-management Training
while this process may be less time-consuming, complex, and expensive than training future managers, it certainly is no less important
On-the-job training
this is the most frequently used training method for non-management
jobs tend to be routine, and employers typically do not want to invest considerable sums of money in training
Apprenticeships and internships
jobs that require extensive training an practice are often handled on an apprenticeship or internship basis
such preparations may take several years and utilizes both on and off the job training
Wage and benefits
are a necessary part of any staffing process
the salary level must not exceed the pharmacy’s limitations on cost
Employee benefits
can be very costly if not carefully administered
Benefit programs
should be assessed in conjunction with the wage programs, since they can be very expensive if not implemented properly
some of the common benefits are vacations, holidays, group insurance, bonuses, saving plans, profit sharing etc…
Minimum Wage Law
was enacted in 1951 providing for minimum wage at PHP4.00/day
from then up to 1989, increases in minimum wage were affected by wage laws enacted by Congress
National Wages and Productivity Commission (NWPC)
a new law was passed in 1989
in order to improve the mechanism in setting the levels of minimum wage
16 Regional Tripartite Wages and Productivity Board (RTWPB)
was also created to improve the mechanism in setting the levels of minimum wage with the NWPC on 1989
Holiday Pay (Article 94)
a benefit granted by law, to all covered workers, as a gratuity
200% or 130%
if an employee is compelled to work on a regular holiday or a special holiday, he or she is entitled to receive a total of _____ or _______, each of his or her daily wage
200%
benefit received on a regular holiday
130%
benefit received on a special holiday
Premium Pay
an employee is entitled to acquire additional compensation when he or she is required by the employer to work overtime or beyond the regular eight hours
Overtime Work
the normal number of hours in regular working day is 8 hours within the same 24-hour period
the required additional compensation given for work rendered beyond designated hours is called?
Overtime Pay
is required for these reasons:
to compensate the worker for his or her physical and mental efforts for hours worked beyond the normal 8 hours
Overtime Pay
is required for these reasons:
it could also be viewed as a penalty imposed by society on the employer
the worker is granted an additional pay to compensate for having been deprived of time for relaxation, amusement or sports, and of the opportunity to contribute to community
Overtime Pay
is required for these reasons:
the requirement is a governmental measure to promote full employment because it forces employers to hire more workers for every 8-hour period
Plus 25% of the hourly rate
Overtime Pay Rates:
For work beyond eight hours performed on ordinary working days
Plus 30% of the hourly rate on said days
Overtime Pay Rates:
for work beyond eight hours performed on scheduled rest day, a special day and a regular holiday
Night Shift Differential
a worker is expected to work during the daytime
however, there are certain situations that compel the employer to continue operations beyond the normal daytime working hours
Night Shift Differential
is ten (10%) of the hourly basic wage for each hour of work that is performed
Night Shift Differential
Reasons why:
lack of sunlight could cause anemia or tuberculosis, and eyestrain
risk of accidents are common
Night Shift Differential
Reasons why:
attendant danger when travelling to and from work at night
Night Shift Differential
Reasons why:
disruption of normal home life
Service Incentive Leave
the labor code requires that an employee who has provided at least one year of service is entitled to this service for 5 days
is really a vacation leave
Article 95 of the Labor Code
prescribes the minimum of 5 days a vacation leave with pay
it is not merely to the worker’s additional salary or bounty
Paid Vacation Leave
is required in order to afford him or her the needed rest and renewed vitality
Five-Day Incentive leave
this type of service incentive leave is mandatory
Collective Bargaining
an additional number beyond five is voluntary or granted as a result of _________
Sick Leave Benefit
is not required by any law except that in practice, companies do grant this generally about the same number of days as vacation leave
Service Charges
are not required by law, although collected by most restaurants, night clubs, lounges, hotels, etc.
but when they are collected, the law provides a manner of distribution in order to avoid conflicts between management and its workers
Separation Pay
is granted to an employee who is involuntarily and permanently dismissed from his or her job
Retirement Pay
prior to the enactment of this on January 7, 1993, employers were not required to pay retirement benefits except when CBA provides for benefits under a retirement program or the company extends retirement benefits as part of company policy
13th Month Pay (P.D. 851)
all employers are required to pay their employees regardless of the nature of the latter’s employment and the method of salary payment provided they have worked for at least 1 month during a calendar
13th Month Pay (P.D. 851)
should be given to the employees not later than the 24th of December
Maternity Benefits
is granted to pregnant employee, married or unmarried with an accumulated service of at least 6 months within the last 12 months
60 days
Maternity Benefits Entitlement:
for a normal delivery or miscarriage
78 days
Maternity Benefits Entitlement:
for a caesarian section delivery, at the rate of 100% of the average daily salary credit
Paternity Leave
before 1996, was not mandatory, but since July 1996, the benefit has been extended and exclusive to male employees who are married to and cohabiting with his legitimate spouse at time of birth or miscarriage
Paternity Leave
it is only available for the first 4 deliveries/miscarriages
Social Security System
is an agency established to provide meaningful protection to members and their families against contingencies resulting from temporary loss of income or financial burden and to contribute to the socio-economic development of the country
Employees Compensation Commission (ECC)
the earliest laws on workmen’s compensation were the Workmen’s Compensation Law and the Employer’s Liability Act. Both laws provided for amelioration of the worker’s conditions when he or she suffers some permanent, partial or temporary or temporary disability due to injury or illness
Temporary Total Disability
Kinds of Disability:
is a disability, which prevents an employee from performing his or her work for an extended period of not more than 120 days, unless such disability requires medical attendance beyond 120 days, but not more than 240 days
Permanent Partial Disabilty
Kinds of Disability:
is a disability, which causes the harmful and permanent loss of the use of any significant part of an employee’s body
Permanent Total Disability
Kinds of Disability:
a disability that lasts for more than the period prescribed for Temporary Total Disability and prevents an employee from pursuing his or her usual work and earning therefrom
Permanent Total Disability
Kinds of Disability:
complete blindness of both eyes
Permanent Total Disability
Kinds of Disability:
loss of two limbs at or above the ankles or wrists
Permanent Total Disability
Kinds of Disability:
permanent and complete paralysis of two limbs
Permanent Total Disability
Kinds of Disability:
brain injury that resulted in incurable imbecility or insanity
Permanent Total Disability
Kinds of Disability:
such specific cases determined by the Social Security System and approved by the ECC
PhilHealth
a home mutual development fund was earlier created by the government under P/D/ 1752, and subsequently amended by RA 7742
PhilHealth
the objective of the fund, is to promote home ownership and to establish an adequate housing credit system for the member and to invest their collective provident savings to enhance and increase the fund
Regular Employee
performs the necessary or desirable tasks in the regular business or operations of the employer
Regular Employee
examples:
clerical or accounting work in a commercial establishment
Regular Employee
examples:
mechanical or electrical or process operation in a manufacturing plant
Regular Employee
examples:
secretarial work in commercial or industrial establishments
Regular Employee
examples:
regular faculty or regular part-time teaching in any academic
Regular Employee
examples:
personnel conducting audit or official examination of accounts in the controller department
Regular Employee
examples:
medical personnel in hospitals, as nurses, therapists, physicians doing work in clinics or performing administration work, etc.
Probationary Employee
it is one hired to fill up a regular plantilla position in the company but who is to undergo a trial period dictated by law to be no longer than six (6) months
Probationary Period
the employee will seek to prove to the employer that he or she is qualified and has skills necessary to meet the standards of the organization
Contractual Employee
works for a short duration of time and the wok assignment may possibly be related to the business or trade of the employer
Casual Employee
it is one whose service has been engaged intermittently, in various periods, within a period of at least one year
the employment may extend for a longer period but his or her service is either continuous or broken
Project Employee
their period of employment is fixed to last the duration of a specific project or phase
the project’s completion or employee’s termination has been predetermined on the date he or she is hired
Seasonal Employee
it is a person who is hired to perform a certain task or set of tasks, the duration of which is pre-determined on the employment during a particular season
Substitute Employee
is hired temporarily for the purpose of substituting for a regular employee who may be absent from his or her position for some valid reason such as extended sick leave, study leave, military service etc.
Competitive Salary
its data can be found in local or national reports and surveys, and in the employer’s contracts within the industry and the community