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  3 ways to bring-on young people into your workplace | UNICEF Thailand

If the prospect of training young employees intimidates you, you’ll want to create employee training material that addresses both the strengths of young employees and the realities of your workplace. Since your job applicants are likely to include Millennials, it can really hold your business back if you aren’t prepared. An effective employee training program may take some time and money to implement upfront, but it allows you to quickly onboard younger, less experienced (and, consequently, better resourced) employees. 2 - Cultural shift When you hire young people, the culture of your company should be welcoming to them. (...) Rasa, UNICEF Thailand These programs allow you the opportunity to see if you like the workers before deciding to hire them full time. As you incorporate younger employees into your workplace, your older employees will work closely with the younger new hires, and both can learn from each other. 

Score: 1698920 - https://www.unicef.org/thailan...ng-young-people-your-workplace

  I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? |

I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? | UMOJA Skip to main content Bienvenue aux Nations Unies Toggle navigation Langue： English Français TRAINING COURSES ON INSPIRA EMPLOYEE & MANAGER SELF SERVICE iLEARN UMOJA JOB AIDS RESOURCES REPORTING BI Reports Inventory NEWS SUPPORT SYSTEM STATUS GLOSSARY SUPPLY CHAIN MANAGEMENT                                                         Self Service Production Systems Strategic Planning Fundraising Umoja Mobile Accueil News I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? I am a new hire, how do I enrol myself and my family members to health and dental insurance plans?

Score: 1657109 - https://umoja.un.org/fr/node/711

  I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? |

I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? | UMOJA Skip to main content Welcome to the United Nations Toggle navigation Language: English Français HOME ABOUT TRAINING COURSES ON INSPIRA EMPLOYEE & MANAGER SELF SERVICE iLEARN UMOJA JOB AIDS RESOURCES REPORTING BI Reports Inventory NEWS SUPPORT SYSTEM STATUS GLOSSARY SUPPLY CHAIN MANAGEMENT                                                         Self Service Production Systems Strategic Planning Fundraising Umoja Mobile Home News I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? I am a new hire, how do I enrol myself and my family members to health and dental insurance plans?

Score: 1657109 - https://umoja.un.org/news/i-am...lth-and-dental-insurance-plans

  I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? |

I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? | UMOJA Skip to main content Bienvenue aux Nations Unies Toggle navigation Langue： English Français TRAINING COURSES ON INSPIRA EMPLOYEE & MANAGER SELF SERVICE iLEARN UMOJA JOB AIDS RESOURCES REPORTING BI Reports Inventory NEWS SUPPORT SYSTEM STATUS GLOSSARY SUPPLY CHAIN MANAGEMENT                                                         Self Service Production Systems Strategic Planning Fundraising Umoja Mobile Accueil News I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? I am a new hire, how do I enrol myself and my family members to health and dental insurance plans?

Score: 1657109 - https://umoja.un.org/fr/news/i...lth-and-dental-insurance-plans

  I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? |

I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? | UMOJA Skip to main content Welcome to the United Nations Toggle navigation Language: English Français HOME ABOUT TRAINING COURSES ON INSPIRA EMPLOYEE & MANAGER SELF SERVICE iLEARN UMOJA JOB AIDS RESOURCES REPORTING BI Reports Inventory NEWS SUPPORT SYSTEM STATUS GLOSSARY SUPPLY CHAIN MANAGEMENT                                                         Self Service Production Systems Strategic Planning Fundraising Umoja Mobile Home News I am a new hire, how do I enrol myself and my family members to health and dental insurance plans? I am a new hire, how do I enrol myself and my family members to health and dental insurance plans?

Score: 1657109 - https://umoja.un.org/node/711

  Disability and Employment | United Nations Enable

‘The Next Great Hiring Frontier’, Wall Street Journal, 13 September 2005 Few employers are willing to hire workers with disabilities. (...) “Besides, staff turnover is very low with disabled employees, less than 2%.” ‘A factory of hope for disabled’, The Korea Herald, 29 August 2005 Kookmin Bank hired more than 100 persons with disabilities. (...) Focus on Autism and Other Developmental Disabilities’, 2002 A 2003 survey of employers found that the cost of adaptation to accommodate employees with disabilities was $500 or less. 73% of employers reported that their employees did not require special facilities at all.

Score: 1639899 - https://www.un.org/development...disability-and-employment.html

  1 Diagnostics of com

Some recommended corrective action to support good practice S1-S5 • Provide employment contracts, clearly understood and signed by employees. • Require contracts with business partners/suppliers to provide contracts to their employees. • Maintain records of wage payments and deductions. (...) S10-S12 • Establish Equal Employment Opportunity policy and procedures in all HR processes. • Ensure hiring advertisements and procedures are non-discriminatory in accordance with law. • Establish procedure where employees can safely report discrimination issues. • Establish procedures to address discrimination issues. 9 10 S13-S14 • Establish venue or mechanism for regular dialogue with employees to address concerns. (...) S24-S43 • Register establishment with DOLE (Rule 1020). • Hire or appoint trained Safety Officer to lead OSH policies and programmes, (at least Safety Officer 1). • Establish OSH policies appropriate for the company. 11 S44-S46 • Register all employees, regardless of status, with SSS, PhilHealth, Pag-Ibig. • Remit all government-mandated contributions on a regular monthly basis. • Inform employees of remittance made to SSS, PhilHealth, Pag-Ibig.

Score: 1602302.3 - https://www.ilo.org/wcmsp5/gro...ts/publication/wcms_714321.pdf

  EmployAbility A res

Many companies recognize the business case for hiring workers with disabilities. Simply put, the business case acknowledges that if given opportunity and matched to jobs according to their abilities, people with disabilities make good employees and bring many other hiring benefits. (...) It makes sense to have employees who know first-hand about the product and service needs of this consumer segment. introduction in t r o d u c t io n 6 About this resource mAnuAl Many employers who want to hire disabled workers have expressed difficulty in finding disability information and sources of disabled job seekers tailored to their needs. (...) Web site: www.dol.gov/odep Sample fact sheet titles: l Accommodating Employees with Hidden Disabilities, 2000 l Diversity and Disabilities, 1996 l Small Business and Self Employment for People with Disabilities, 2000 publicAtions free upon request International Labour Organization AbilityAsia: Hiring People with Disabilities – Employer Perspectives and AbilityThailand are videos on CDs that are geared to an employer audience to encourage employers to hire disabled workers by identifying specific benefits.

Score: 1596622.95 - https://www.ilo.org/wcmsp5/gro...ts/publication/wcms_103320.pdf

  rla

Under the SSA, by comparison, the individual is hired directly by UNDP; the SSA is issued and payments are made to the consultant. 5. (...) Under the Procurement Contract for Services, the company is held responsible for the performance of its employees. Moreover, unlike with RLAs , the company is obligated to replace its employees should they become unavailable to deliver the services as contracted, thereby reducing the risk of non-performance. - 3 - 6. (...) The rate of payment for a consultant hired under an RLA shall include any overhead costs of the company/institution.

Score: 1582051.7 - https://www.undp.org/sites/g/f.../pdf/8.%20RLA%20Guidelines.pdf

  Corporate Culture

Corporate Culture Corporate Culture Where Equality Starts ICAO Global Aviation Gender Summit Cape Town, South Africa August 9th,2018 Jane Potapova Chief Operating Officer DAC Aviation International The Goal “In order for there to be true equality, organizations need to create an environment where it’s clear that people will be treated equally” Ellyn Shook, Accenture Chief Leadership and Human Resources Officer Getting to Equal Bold Leadership Comprehensive Action An Empowering Environment  Gender diversity is a priority for management  A diversity target or goal is shared outside the organization  The organization clearly states gender pay-gap goals and ambitions  Progress on gender diversity is measured and shared with employees  Leaders are held accountable for improving gender diversity  A diversity target or goal is shared inside the organization  The leadership team is diverse BOLD LEADERSHIP COMPREHENSIVE ACTION  Progress has been made in attracting, retaining and progressing women  The company has a women’s network  The company's women’s network is open to men  Men are encouraged to take parental leave  Employees trust that the organization pays women and men equally for the same work  The proportion of women in senior leadership has increased over the last five years COMPREHENSIVE ACTION  The organization is fully committed to hiring, progressing and retaining women  Progress has been made in improving gender equality in senior leadership  There is a clear maternity policy in place  Women are encouraged to take maternity leave  There is a clear parental policy in place  The organization hires people from a variety of backgrounds  Leaders take action to get more women into senior roles  Employees have never been asked to change their appearance to conform to company culture  Employees have the freedom to be creative and innovative  Virtual/remote working is widely available and is common practice  The organization provides training to keep its employees’ skills relevant  Employees can avoid overseas or long-distance travel via virtual meetings  Employees can work from home on a day when they have a personal commitment  Employees are comfortable reporting sex discrimination/sexual harassment incident(s) to the company  Employees feel trusted and are given responsibility  Employees have the freedom to be themselves at work  Leadership has a positive attitude toward failure AN EMPOWERING ENVIRONMENT  Leaders set a positive example around work–life balance  Networking events with company leaders take place during office hours  Employees can decline a request to work later without negative consequences  Employees can decline a request to attend early-morning/late-evening meetings without negative consequences  Sex discrimination/sexual harassment is not tolerated at work  The company has made progress in reducing tolerance of sex discrimination or gender- biased language  Company training times and formats are flexible  Supervisors respond favorably to flexible working requests  The organization respects employees’ needs to balance work with other commitments  The organization has made progress on building a workplace where no one feels excluded AN EMPOWERING ENVIRONMENT The Divide Women’s pay could increase by 51 percent, or up to an additional US$30,000 per woman each year. Globally, that equates to a lift in women’s earnings of US$2.9 trillion. 100 84 The Future Male Female 100 34 Current Divide Male Female 0% 5% 10% 15% 20% 25% Employees Managers Pilots Engineers Female Representation DAC Aviation: Current Reality DAC Aviation: Current Reality TOTAL NO. FEMALE MALE Employees 175 42 133 Managers 25 5 20 Pilots 31 5 26 Engineers 22 1 21 Where Do We Start?

Score: 1580056.4 - https://www.icao.int/Meetings/...20in%20pdf/Jane%20Potapova.pdf