HR policies
1. INTRO
2. WHY AMONG TOP 10 ?
3. WHY 2ND ?
4. Hr policies
5. Unique features
6. Conclusion
Hr policies :
1. Maternity leave
“My aim is that every employee at Intel Israel can honestly say: I believe in the company, I belong to the Intel team and I matter to the company and its success” said Nirit . Good example is the “Gradual Return from MLOA” program. It all started when we noticed women working in our manufacturing operation were not returning to their jobs at the end of their maternity leave. After discussing with mothers the reasons for their leaving Intel, we decided to offer mothers the opportunity to return to work gradually, rather than all at once. The Gradual Return from MLOA program allows mothers in the first year after giving birth to work part time. For the first three months after their maternity leave ends, mothers can work a 25%-time position and then for the next six months they can work at 50% of full time. Only at the end of one year do the mothers have to return to full time work.
2. Diversity & non-discrimintaion
-Intel respects values and welcomes diversity in its workforce.
-Provides equal employement opportunities regardless race, community, colour, age, disability, maritial status etc.
-This applies to all areas of employement.
3. Harassment prohibition
-Intel is committed to provide an harassment-free workplace.
-harassment in any contexts ie; sexual, gender, age, religion etc. 4. Workplace safety & environment quality
-comitted to provide safe and healthful workplace.
-intel seeks to provide a secure business envrmnt.
-environment safety, community safety is taken car of.
5. prevention of child or forced labour
-intel does not employ any worker under the age of 16.
-workers below 18 yrs of age are kept away from hazardous jobs.
-intel forbids corporal punishment or any inhumane treatment. 6.working hours & min. wage std.s
-workweeks does not exceed the maximum set
2. WHY AMONG TOP 10 ?
3. WHY 2ND ?
4. Hr policies
5. Unique features
6. Conclusion
Hr policies :
1. Maternity leave
“My aim is that every employee at Intel Israel can honestly say: I believe in the company, I belong to the Intel team and I matter to the company and its success” said Nirit . Good example is the “Gradual Return from MLOA” program. It all started when we noticed women working in our manufacturing operation were not returning to their jobs at the end of their maternity leave. After discussing with mothers the reasons for their leaving Intel, we decided to offer mothers the opportunity to return to work gradually, rather than all at once. The Gradual Return from MLOA program allows mothers in the first year after giving birth to work part time. For the first three months after their maternity leave ends, mothers can work a 25%-time position and then for the next six months they can work at 50% of full time. Only at the end of one year do the mothers have to return to full time work.
2. Diversity & non-discrimintaion
-Intel respects values and welcomes diversity in its workforce.
-Provides equal employement opportunities regardless race, community, colour, age, disability, maritial status etc.
-This applies to all areas of employement.
3. Harassment prohibition
-Intel is committed to provide an harassment-free workplace.
-harassment in any contexts ie; sexual, gender, age, religion etc. 4. Workplace safety & environment quality
-comitted to provide safe and healthful workplace.
-intel seeks to provide a secure business envrmnt.
-environment safety, community safety is taken car of.
5. prevention of child or forced labour
-intel does not employ any worker under the age of 16.
-workers below 18 yrs of age are kept away from hazardous jobs.
-intel forbids corporal punishment or any inhumane treatment. 6.working hours & min. wage std.s
-workweeks does not exceed the maximum set