Employee FAQ
Welcome to our Workforce Management (WFM) Application FAQ. Here, we have address 15 common questions and provided essential information to help you navigate your employment rights and responsibilities. Please note, while these answers apply broadly, specific details may vary by location.
Always consult your HR department or local labour laws for precise information related to your workplace.
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Frequently Asked Questions
Standard work hours vary by country, typically ranging from 35 to 40 hours per week. Overtime refers to work done beyond these hours and is often compensated at a higher rate. Policies outline the calculation for overtime pay, adhering to applicable laws.
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Consult Our Resources: First, check our online manuals and tutorial videos for guidance. You can find them on the Helpdesk.
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Public holidays are days off provided in alignment with national or regional observances. Compensation details for working on a public holiday, such as extra pay or time off in lieu (TOIL), are specified in policy documents.
Remote work is available under certain conditions, including the necessity of a suitable workspace and meeting security requirements. The remote work policy outlines expectations for performance and communication.
In compliance with EU regulations established in 2019, all employees are required to accurately track their working hours. This mandate is designed to ensure fair compensation and adherence to labour laws. Using the designated WFM application for time tracking is essential for transparency and compliance. Non-compliance with time-tracking policies may result in disciplinary action. This requirement aims to protect workers by providing a clear record of hours worked, thereby facilitating the enforcement of legal rights regarding overtime and working hours
Salaries are usually processed on a monthly basis, with pay slips providing details on gross salary, tax deductions, and net pay.
Any payroll queries should be directed to the payroll department.
For Danish workers, Visma DataLøn has made an overview of how to read your payslip.
Performance reviews are conducted annually, evaluating contributions, setting goals, and discussing career development opportunities. Feedback is provided to support growth within the organisation.
Various training and development programs are available to enhance skills and advance careers. Information on applying for these opportunities can be obtained through HR.
Health and safety are essential for you as an employee. Familiarisation with workplace safety protocols, reporting hazards, and following ergonomic guidelines to prevent injury are important. Be sure to ask your manager or team leader about these protocols.
Adherence to strict data protection regulations ensures the safeguarding of personal information. The privacy policy provides detailed information on data collection, use, and protection.
It is crucial that sensitive information, such as payslip details, social security numbers, and personal identification data, be securely stored and handled with the utmost care. Measures should be in place to protect this information from unauthorized access or disclosure, ensuring that personal data is treated with respect and confidentiality.
A grievance procedure is in place to address workplace concerns confidentially and effectively. Steps for raising and resolving issues are detailed in the employee handbook.
Make sure to ask your workplace for the employee handbook and familiarise yourself with its content.
The disciplinary process addresses violations of company policies, which can include warnings, suspension, or termination, depending on the offence’s severity. The right to appeal disciplinary decisions is maintained.
Commitment to creating an inclusive environment free from discrimination is paramount. The equality and diversity policy outlines support for these values and how complaints are handled.
Employment contracts can be full-time, part-time, or contractor-based, each with specific rights and obligations. Additionally, some employees may be covered under collective agreements, which are negotiated contracts between employers and a group of employees (often represented by a union) that establish terms of employment, including wages, hours, and working conditions.
These collective agreements complement individual contract details by providing a framework for employment status and associated rights, ensuring a unified approach to worker rights and benefits.
The termination and resignation procedure ensures a respectful and orderly transition, including specified notice periods for preparation, detailed final pay calculations covering any outstanding amounts, and an exit interview to provide feedback.
This streamlined approach respects both the employee’s contributions and the organization’s need for a smooth transition, emphasizing dignity and open communication throughout the process.
1. What are standard work hours and overtime policies?
Standard work hours vary by country, typically ranging from 35 to 40 hours per week. Overtime refers to work done beyond these hours and is often compensated at a higher rate. Policies outline the calculation for overtime pay, adhering to applicable laws.
2. How does leave policy work?
Employees are entitled to various types of leave, including annual, sick, and parental leave. The entitlements and procedures for applying for leave are detailed in policy documents, reflecting standards while complying with local regulations.
3. What happens on public holidays?
Public holidays are days off provided in alignment with national or regional observances. Compensation details for working on a public holiday, such as extra pay or time off in lieu (TOIL), are specified in policy documents.
4. Can I work remotely?
Remote work is available under certain conditions, including the necessity of a suitable workspace and meeting security requirements. The remote work policy outlines expectations for performance and communication.
5. How should working hours be tracked?
In compliance with EU regulations established in 2019, all employees are required to accurately track their working hours. This mandate is designed to ensure fair compensation and adherence to labour laws. Using the designated WFM application for time tracking is essential for transparency and compliance. Non-compliance with time-tracking policies may result in disciplinary action. This requirement aims to protect workers by providing a clear record of hours worked, thereby facilitating the enforcement of legal rights regarding overtime and working hours.
6. When and how is payroll processed?
Salaries are usually processed on a monthly basis, with pay slips providing details on gross salary, tax deductions, and net pay.
Any payroll queries should be directed to the payroll department.
For Danish workers, Visma DataLøn has made an overview of how to read your payslip.
7. What is the performance review process?
Performance reviews are conducted annually, evaluating contributions, setting goals, and discussing career development opportunities. Feedback is provided to support growth within the organisation.
8. Are there opportunities for training and development?
Various training and development programs are available to enhance skills and advance careers. Information on applying for these opportunities can be obtained through HR.
9. What should be known about health and safety?
Health and safety are essential for you as an employee. Familiarisation with workplace safety protocols, reporting hazards, and following ergonomic guidelines to prevent injury are important. Be sure to ask your manager or team leader about these protocols.
10. How is privacy protected?
Adherence to strict data protection regulations ensures the safeguarding of personal information. The privacy policy provides detailed information on data collection, use, and protection.
It is crucial that sensitive information, such as payslip details, social security numbers, and personal identification data, be securely stored and handled with the utmost care. Measures should be in place to protect this information from unauthorized access or disclosure, ensuring that personal data is treated with respect and confidentiality.
11. What if there is a workplace concern?
A grievance procedure is in place to address workplace concerns confidentially and effectively. Steps for raising and resolving issues are detailed in the employee handbook.
Make sure to ask your workplace for the employee handbook and familiarise yourself with its content.
12. What does the disciplinary process involve?
The disciplinary process addresses violations of company policies, which can include warnings, suspension, or termination, depending on the offence’s severity. The right to appeal disciplinary decisions is maintained.
13. How is equality and diversity supported?
Commitment to creating an inclusive environment free from discrimination is paramount. The equality and diversity policy outlines support for these values and how complaints are handled.
14. What are the different types of employment contracts?
Employment contracts can be full-time, part-time, or contractor-based, each with specific rights and obligations. Additionally, some employees may be covered under collective agreements, which are negotiated contracts between employers and a group of employees (often represented by a union) that establish terms of employment, including wages, hours, and working conditions.
These collective agreements complement individual contract details by providing a framework for employment status and associated rights, ensuring a unified approach to worker rights and benefits.
15. What should be known about termination and resignation?
The termination and resignation procedure ensures a respectful and orderly transition, including specified notice periods for preparation, detailed final pay calculations covering any outstanding amounts, and an exit interview to provide feedback.
This streamlined approach respects both the employee’s contributions and the organization’s need for a smooth transition, emphasizing dignity and open communication throughout the process.
