职工带薪休假条例(英文版)
职工带薪年休假条例(中英对照)
职工带薪年休假条例(国务院令第514号)《职工带薪年休假条例》已经2007年12月7日国务院第198次常务会议通过，现予公布，自2008年1月1日起施行。
总理温家宝二○○七年十二月十四日Announcement of the State Council on the Regulations of Paid Annual Leave ofEmployees Order of the State Council [2007] No. 514The Regulations of Paid Annual Leave of Employees adopted at the 198th General Meeting of the State Council on December 7, 2007 are hereby promulgated and shall be effective as of January 1, 2008.Primer: Wen Jiabao,December 14, 2007第一条为了维护职工休息休假权利，调动职工工作积极性，根据劳动法和公务员法，制定本条例。
Article 1 These Regulations are formulated in accordance with the Labor Law and the Public Servants Law in order to protect the rights to rest days and annual leave of employees and deploy employees to actively discharge their duties.第二条机关、团体、企业、事业单位、民办非企业单位、有雇工的个体工商户等单位的职工连续工作1年以上的，享受带薪年休假（以下简称年休假）。
单位应当保证职工享受年休假。
职工在年休假期间享受与正常工作期间相同的工资收入。
中小型外资企业考勤与休假管理规定(双语版)
中小型外资企业考勤与休假管理规定（双语版）第七部分：工作时间，休假和考勤Section 7:Working Hours, Leave, Attendance &Timekeeping7.1 工作时间7.1 Working hours工作时间将根据员工所在的当地分公司的制度来确定，可以是下列时间安排之一: Working hours are specified by your local office, theyfall under one of the following categories:-上班时间为 9:00－18:00，午休时间为12:00－13:00 Workingtime 9:00–18:00; lunch break12:00– 13:00.或者or8:00 – 18:00 午休时间 12:00 –14:00 8:00 –18:00; lunchbreak 12:00 –14:00或者Or8:30 – 18:00 午休时间 12:00 –13:30 8.30 –18:00; lunchbreak 12:00 –13:30上、下班均需本人准时打卡All employees are required to use the finger print scanning machine or their swipe card when they arrive and leave work.如员工因打卡机损坏、停电、忘带门卡等原因无法打卡，则应及时按要求填写《未打卡说明》并经其主管领导签字批准；When an employee is unable to use the attendance tracking devices due to machine fault, power outages, absence of the entrance card or other reasons, he/she is required to fill out the "Non-Attendance Form” and have it signed by his/her supervisor.到达公司的时间晚于公司规定时间的行为，视为迟到。
公司休假规章制度
公司休假规章制度英文回答：As a newly hired employee, I'm curious about the company's vacation policy. Could you please provide me with a detailed explanation of the rules and regulations regarding time off?中文回答：作为一名新入职的员工，我很好奇公司的休假制度。
关于休假时间，你能否详细解释一下规则和规定？以下是我对公司休假规章制度的理解：英文，Employees are entitled to a certain number of paid vacation days per year, depending on their length of service with the company.中文，员工每年享有带薪休假的天数，具体取决于他们在公司的服务年限。
英文，Vacation days can be used for any purpose, including personal travel, family obligations, or simply taking a break from work.中文，休假时间可用于任何用途，包括个人旅行、家庭义务或仅仅是为了休息一下。
英文，Employees must submit a vacation request form to their supervisor at least two weeks in advance, except in cases of emergency.中文，员工必须至少提前两周向他们的主管提交休假请求表，除非紧急情况。
英文，The supervisor will review the request and approve it if there are no conflicts with business needs.中文，主管将审查请求，并在不与业务需求冲突的情况下批准请求。
休假管理中英文版
1.0总则1.0General Principles1.1 目的为规范公司员工休假管理，维护公司正常的工作秩序和生产经营活动，根据国家或地方政府有关规定制定本规定。
1.1 PurposeTo standardize HDTD employee leave & holiday management for companies smooth Operations. This Policy has been formulated in accordance with relevant provisions from local and national government.1.2 适用范围此规定适用于与公司签订劳动合同的全体员工。
如有从借调过来的员工，其休假制度将根据与公司签订的借调协协议执行。
所有的借调员工的任何休假申请，必须得到其直线经理的批准。
1.2 Scope of ApplicationThis rule applies to all the HDTD Employees who have signed labor contract with HDTD. As for the Employee on load from Halliburton or SPT, they should perform their vacation according to the loan agreement they have signed with HDTD. For all seconded/loaned employees approval from reporting manager in HDTD is mandatory to avail any of the leaves.1.3 休假管理原则•各部门应充分做好员工休假的统筹安排，避免因员工休假对公司业务及生产经营活动产生不利影响。
•关注员工身心健康和生活质量，保障员工合理的休假权利•员工休假应全面履行休假手续，确保员工休假信息的准确、完整1.3 Leave Management Principles•All the departments should arrange the Vacation of their Employee in advance to avoid the negative influence for Company’s business andCompany’s normal production and operation•Company should pay attention to employee’s health and living quality, ensuring the right of Employees for reasonable Vacation application.•Employee should perform their Vacations on the condition of fulfilling the Vacation application process. The data of Employee Vacation must beaccurate and completed.2.0休假管理2.0Leave Management2.1 休假种类员工休假包括事假、病假、调休、婚假、产假/陪产假、丧假、年假、法定节假日、工伤假、外派境外员工回国例行休假、公司规定的其它休假等。
休假管理制度英文
休假管理制度英文1. IntroductionVacation is an essential part of work-life balance and employee well-being. A well-structured vacation management system is crucial for managing employee leaves, ensuring business continuity, and maintaining a healthy work environment. This document outlines a comprehensive vacation management system that includes policies, procedures, and guidelines for managing employee vacation leaves effectively.2. PurposeThe purpose of the vacation management system is to ensure that employees have fair and consistent access to vacation leaves, while also ensuring that business operations are not negatively impacted by employees taking leaves. The system aims to create a balance between the needs of the employees and the needs of the organization, to promote employee well-being and engagement, and to maintain productivity and efficiency in the workplace.3. PolicyThe vacation management policy outlines the rules and regulations regarding vacation leaves, including eligibility, entitlement, approval process, and other related matters. The policy should be communicated to all employees and made available in the employee handbook or company intranet for easy reference.3.1 EligibilityAll regular full-time employees are eligible for vacation leaves after completing the probation period as specified in the employment contract. Part-time and temporary employees may also be eligible for vacation leaves based on their employment status and length of service.3.2 EntitlementEmployees are entitled to a certain number of vacation days per year based on their length of service, position, and employment status. The vacation entitlement should be clearly stated in the employment contract or employee handbook.3.3 Vacation RequestEmployees are required to submit a vacation request to their immediate supervisor or designated authority for approval. The request should be submitted in advance, preferably at least two weeks before the intended vacation date. The vacation request should include the proposed vacation dates, reason for the vacation, and any other relevant details.3.4 Approval ProcessVacation requests are subject to approval based on the operational needs of the department or organization. The immediate supervisor or designated authority will review the request and approve or deny it based on the availability of the employee, workload, and other relevant factors. Employees should receive timely notification of the approval or denial of their vacation requests.3.5 Vacation SchedulingVacation scheduling should be done in a fair and equitable manner, taking into consideration the needs and preferences of the employees as well as the operational needs of the organization. Conflicts in vacation scheduling should be resolved through mutual agreement or based on established guidelines.3.6 Carryover and PayoutUnused vacation days may be carried over to the next year within certain limits, as specified in the vacation management policy. Employees may also be entitled to a payout for unused vacation days upon termination of employment, based on the applicable labor laws and company policy.3.7 Vacation Blackout PeriodsThere may be certain periods during the year when vacation leaves are restricted due to high workload, seasonal demands, or other operational reasons. These blackout periods should be communicated to employees in advance and reflected in the vacation management policy.3.8 Vacation Management ReviewThe vacation management policy and procedures should be reviewed periodically to ensure that they are aligned with the changing needs of the organization and the employees. Any necessary updates or revisions should be made in consultation with the relevant stakeholders.4. ProceduresThe vacation management procedures provide a step-by-step guide for employees and managers on how to request, approve, track, and manage vacation leaves effectively. These procedures should be clearly communicated to all employees and documented for easy reference.4.1 Vacation Request ProcessEmployees should follow the designated process for submitting vacation requests, including the required forms, documentation, and approval channels. The process should be simple, transparent, and efficient to encourage employees to take vacations and to streamline the approval process.4.2 Vacation Approval ProcessManagers and designated authorities should follow a consistent and fair process for reviewing and approving vacation requests. This process should consider the operational needs of the department or organization while also respecting the needs and preferences of the employees.4.3 Vacation Tracking and ManagementThe HR department or designated personnel should maintain a comprehensive record of employee vacation leaves, including entitlement, usage, balances, carryovers, and payouts. This information should be accurate, up-to-date, and accessible to the relevant stakeholders.4.4 Communication and NotificationEmployees should receive timely communication and notification regarding the approval or denial of their vacation requests, as well as any updates or changes to the vacation management policy and procedures. Clear and effective communication is essential for managing employee expectations and promoting transparency.4.5 Vacation Coverage and HandoverManagers and employees should plan for adequate coverage and handover of responsibilities when employees are on vacation to ensure that business operations continue smoothly. This may involve reassigning tasks, delegating authority, or providing temporary support as needed.4.6 Conflict ResolutionIn cases of conflicts related to vacation scheduling or approval, employees and managers should work together to find a mutually acceptable solution. This may involve revising the vacation dates, adjusting work schedules, or seeking alternative arrangements.4.7 Monitoring and ComplianceThe HR department or designated personnel should monitor compliance with the vacation management policy and procedures, address any violations or concerns, and provide guidance and support to employees and managers as needed.5. GuidelinesThe vacation management guidelines provide additional information and best practices for employees and managers to effectively manage vacation leaves and promote a positive vacation culture in the organization. These guidelines may cover topics such as planning vacations, minimizing disruptions, and maximizing the benefits of time off.5.1 Planning VacationsEmployees are encouraged to plan their vacations in advance to ensure that they can take time off when it is most convenient for them and the organization. Planning ahead also allows for better coordination and scheduling of vacations among team members.5.2 Minimizing DisruptionsEmployees should take proactive steps to minimize disruptions to their work and the work of their colleagues when they are on vacation. This may include completing pending tasks, informing key stakeholders in advance, and setting up appropriate out-of-office messages and arrangements.5.3 Maximizing BenefitsEmployees are encouraged to make the most of their vacation time by disconnecting from work, engaging in activities that promote relaxation and rejuvenation, and spending quality time with family and friends. Taking regular vacations can lead to increased productivity, creativity, and overall well-being.5.4 Supporting ColleaguesEmployees should support their colleagues in taking vacations and provide necessary assistance and coverage when they are away. This may involve collaborating on workload distribution, sharing knowledge and resources, and offering to help with urgent matters.5.5 Returning from VacationEmployees are expected to return from their vacations refreshed and ready to resume work with a positive attitude. Managers and colleagues should be supportive and understanding during the transition back to work, allowing employees to ease back into their routine.6. ConclusionA well-designed vacation management system is essential for promoting employee well-being, maintaining productivity, and creating a positive work environment. By implementing clear policies, efficient procedures, and helpful guidelines, organizations can effectively manage employee vacation leaves while ensuring business continuity and employee satisfaction. Regular communication, monitoring, and review of the vacation management system are critical for its success and continuous improvement.。
带薪休假英语作文模板
带薪休假英语作文模板英文回答：Paid Time Off (PTO)。
Paid Time Off (PTO) is a type of employee benefit that allows employees to take time off from work without losing pay. PTO can be used for a variety of purposes, including vacation, sick leave, and personal days.Types of PTO。
There are several different types of PTO, including:Vacation time: Vacation time is time off that employees can use for any purpose they choose.Sick leave: Sick leave is time off that employees can use when they are sick or injured.Personal days: Personal days are time off that employees can use for any personal reason, such as doctor's appointments or family emergencies.Accrual and Use of PTO。
PTO is typically accrued on an hourly basis, and employees can typically carry over unused PTO from one year to the next. However, there may be limits on how much PTO employees can accrue or carry over.Employees can typically request to use PTO by submitting a request form to their supervisor. The request will typically be approved if the employee has enough PTO available and the time off does not conflict with any business needs.Benefits of PTO。
企业职工带薪年休假实施办法中英版
Article 3 Employees who have worked continuously for one year or more are entitled to paid annual leave.
前款规定的折算方法为：（当年度在本单位剩余日历天数÷365天）×职工本人全年应当享受的年休假天数。
Article 6 Home leave, marriage or funeral leave and maternity leave as given by the state as well as the period of suspension of work with reservation of salary due to work injury shall be additional to paid annual leave.
第一条 为了实施《职工带薪年休假条例》（以下简称条例），制定本实施办法。
Article 2 These Measures apply to the enterprises, private non-enterprise entities and individual industrial and commercial households hiring labor (hereinafter referred to as "employer") in the People's Republic of China and the employees having an employment relationship therewith.
公司短期病假规定中英文
SHORT TERM SICK LEAVE美國公司短期病假中英文規定Ⅰ. GENERAL（原則）The Company’s Short Term Sick Leave policy provides a consistent basis for salary continuance during periods of temporary absence resulting from illness or injury.當員工因生病或身體受傷而需要臨時缺席休假不能夠上班時，公司的短期病假政策，提供在此期間一個給薪的準則。
Full-time employees who have completed three full month of continuous service are eligible.全職員工必須連續服務滿三個月才有資格適用這個政策。
No contribution is required other than the statutory amount stipulated by the concerned labor laws.公司只需依據勞基法所規定的條例給予他們所需要的補償，不需額外提撥。
Benefits depend upon length of service and the employee’s past attendance record.員工所能得到的補償是根據他們在公司的服務年資及該員工過去的出勤紀錄。
One day of paid sick leave for five-day workweek employees is allowed for each completed month of continuous service less any paid days of sick leave taken since employment.凡每週工作五天的員工，每工作服務滿一個月就有一天的有薪病假的權利，但有薪病假天數是可以累計的。
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Announcement of the State Council on the Regulations of Paid Annual Leave of EmployeesArticle 1 These Regulations are formulated in accordance with the Labor Law and the Public Servants Law in order to protect the rights to rest days and annual leave of employees and deploy employees to actively discharge their duties.Article 2 The employees of units such as authorities, organizations, enterprises, institutions, private non-enterprise units and individually-owned commercial and industrial businesses with employees that have been worked continuously for more than one year are entitled to paid annual leave (hereinafter referred to as "annual leave"). Units shall guarantee that employees are entitled to annual leave. Employees taking annual leave are entitled to the wages of a normal working day.Article 3 Where an employee has served one full year but less than 10 years accumulatively, he is entitled to five days of annual leave. If he has served 10 full years but less than 20 years, annual leave is 10 days. If he has served for 20 full years, annual leave is 20 days.Article 4 An employee is not entitled to annual leave for the current year if he is under any of the following circumstances:1. The employee is entitled to summer and winter vacations in accordance with the law and the number of days of such vacations is more than that of his annual leave;2. The employee has taken more than 20 days of casual leave accumulatively and his unit does not deduct wages in accordance with provisions;3. The employee has served one full year accumulatively but less than 10 years and has taken more than two months of sick leave accumulatively;4. The employee has served 10 full years accumulatively but less than 20 years and has taken more than three months of sick leave accumulatively;5. The employee has served more than 20 full years and has taken more than four months of sick leave accumulatively.Article 5 Units shall coordinate and arrange for the annual leave of employees on the basis of the specific conditions of production and work and the individual preference of employees. Annual leave may be centrally arranged within one year or in several periods and does not span more than one year in general. Units may make such arrangement that spans more than one year if they have a genuine need for such arrangement due to production and job specialties. Units that cannot arrange for annual leave for employees due to job requirements, they may not arrange for annual leave with the consent of such employees. In respect of the annual leave that should have been taken but otherwise, units shall pay wage remuneration to such employees at the rate of 300% of the daily wage income of such employees.Article 6 The personnel department and the labor security department of people's governments at the county level or above shall actively conduct supervision and examination on theimplementation of these Regulations by units in accordance with their authority. Labor organizations shall protect the rights to annual leave of employees in accordance with the law.Article 7 Where a unit fails to arrange for annual leave for employees and pay wage remuneration on annual leave in accordance with the Regulations, the personnel department or the labor security department of people's governments at the county level or above shall order rectification within a time limit. If no rectification is made within the time limit, such unit shall be ordered payment of wage remuneration on annual leave and also make additional compensation to employees on the basis of the amount of the wage remuneration of annual leave. Where no wage remuneration on annual leave or compensation is made, and the personnel of such units are public servants or administered with reference to the Public Servants Law, the person-in-charge that is directly responsible and other directly responsible personnel shall be punished in accordance with the law, if such unit belongs to other categories, the labor security department, the personnel department or the employee shall apply for compulsory implementation by a people's court.Article 8 Where employees and units have dispute over annual leave, it shall be dealt with in accordance with the relevant laws and administrative regulations of the state.Article 9 The personnel department of the State Council and the labor security department of the State Council shall formulate implementing procedures of the Regulations respectively in accordance with their respective authority.Article 10 The Regulations shall be effective as of January 1, 2008.。