凯悦酒店人资部操作手册hr_policy_manual

凯悦酒店人资部操作手册hr_policy_manual内容摘要：

ould not receive a copy of the report.Human Resources Policy Manual Page 12 October 1999 Remended Examinations The following is a typical list of examinations, but is not necessarily all inclusive or all required. Sample Examination: Female Executives 1. Complete Medical History (family and personal history, current concerns) 2. Thorough physical examination 3. Vision (near and far acuity, colour blindness, depth perception, vertical and horizontal phoria, retinoscopy and glaua test 4. TB Tine Test (skin test for tuberculosis) 5. Hemoccult slides (search for hidden blood in stool) 6. Electrocardiogram (resting 12 lead EKG) 7. Spirometry (measures blood carbon monoxide level 8. Urinalysis (includes chemical analysis and microscopy) 9. Blood Analysis (SMAC 24, T4, plete blood count, lipid profile, HDL, triglycerides) 10. Fitness, Nutrition and Stress Management Consultation 11. Pap Smear 12. Mammogram Sample Examination: Male Executives 1. Complete Medical History (family and personal history, current concerns) 2. Thorough physical examination 3. Vision (near and far acuity, colour blindness, depth perception, vertical and horizontal phoria, retinoscopy and glaua test. 4. Audiometry (standard hearing test) 5. TB Tine Test (skin test for tuberculosis) 6. Hemoccult slides (search for hidden blood in stool) 7. Electrocardiogram (resting 12 lead EKG) 8. Spirometry (measures blood carbon monoxide level 9. Urinalysis (includes chemical analysis and microscopy) 10. Blood Analysis (SMAC 24, T4, plete blood count, lipid profile, HDL, LDL, Human Resources Policy Manual Page 13 October 1999 triglycerides) 11. Fitness, Nutrition and Stress Management Consultation PreEmployment Medical Examinations For the safety of employees being hired in, or transferred to, locations where local medical conditions are poor, it is remended that the employee be requested to plete a “PreEmployment Medical Examination” at the cost of the employer. Human Resources Policy Manual Page 14 October 1999 Group Benefits Programme: Insurance Plans Original Date Revised Date January 01, 1990 August 1, 1999 Policy Statement All hotel Executive Committee Members should be enrolled in Hyatt International’s Group Insurance Plans with the premiums being paid for by the hotel unless: • they are enrolled in local plans of equal coverage • they are not legally entitled to participate in the Company’s “Insurance Plans”. In this case an alternative local plan of equal standard should be established. Technicians: Long serving, skilled technicians such as Housekeeping Managers, Pastry Chefs who are not members of the Executive Committee may be considered for Group 3 Benefits subject to the approval of the Divisional Human Resources Department. Group 4: All junior employees on “international status” must be enrolled in the stipulated Insurance Plans but will not be eligible to participate in any of the Optional Plans. Local employees who are required to travel may be enrolled in the Group 4 Travel Accident Insurance Plan. Dependant Children: Written proof must be obtained for all dependant children of Plan Members who have passed 19 years of age and are designated as students. Purpose To ensure that all Executives and designated employees receive the correct entitlement as outlined in the Administration Manual Insurance Plans and the Employee Handbook. Procedures The Director of Human Resources and/or Director of Finance must ensure that: • the procedures outlined in the Administration Manual Insurance Plans and the attached Benefits Administration Cycle are followed at all times. • all Plan Members are fully conversant with their coverage and the claims procedure. • all Plan Members keep their Beneficiary Information up to date.Human Resources Policy Manual Page 15 October 1999 Aon Benefits Administration Cycle: Insurance Plans S. O. S. Coverage Where appropriate, employees (and family if on site) may be enrolled for “Emergency Evacuation” Coverage following approval by the Divisional Human Resources Department. Unpaid Leave If the employee is forced by circumstances to take unpaid leave, his/her insurance coverage should be continued at the cost of the hotel. Human Resources Policy Manual Page 16 October 1999 Group Benefits Programme: Retirement Plan Original Date Revised Date January 01, 1990 August 1, 1999 Policy Statement All hotel Executive Committee Members should participate in the Hyatt International Retirement Plan with the contributions being paid for by the hotel. In those cases where Executive Committee Members are not legally entitled to participate in the Company’s “Retirement Plan”, an alternative local plan of equal standard should be established. An employee is not allowed to participate in both the Hyatt Retirement Plan and the local Retirement Plan of equivalent standard. • Technicians: Long serving, skilled technicians such as Housekeeping Managers, Pastry Chefs who are not members of the Executive Committee may be considered for Group 3 Retirement Benefits subject to the approval of the Divisional Human Resources Department. This benefit will continue throughout their career with the pany. • Group 4: Group 4 employees are not entitled to participate in the Hyatt International Retirement Plan. Purpose To ensure that all Executives receive the correct entitlement as outlined in the Administration Manual Retirement Plan and the Employee Handbook. Procedures The Director of Human Resources and/or Director of Finance must ensure that: • the procedures outlined in the Administration Manual Retirement Plan and the attached Benefits Administration Cycle are followed at all times. • all Plan Members are fully conversant with their coverage and their option to make voluntary contri。