portal-to-portal pay

简明释义

按进出门时间计付的工资法

英英释义

例句

1.The contract stipulates that all workers will receive portal-to-portal pay for their time spent on the job site.

合同规定所有工人在工作现场的时间将获得门到门工资。

2.Employees are entitled to portal-to-portal pay when they travel for work, meaning they get paid from the moment they leave home until they return.

员工在出差时有权获得门到门工资，这意味着他们从离家出发到返回的整个过程中都能得到报酬。

3.For remote workers, portal-to-portal pay can include the time spent commuting to the office once a week.

对于远程工作者，门到门工资可以包括每周一次通勤到办公室的时间。

4.Understanding portal-to-portal pay is crucial for employees who frequently travel as part of their job.

了解门到门工资对于经常出差的员工至关重要。

5.The company has implemented portal-to-portal pay to ensure fair compensation for employees traveling long distances.

公司实施了门到门工资以确保长途旅行员工的公平报酬。

作文

In the world of labor and employment, compensation structures can vary significantly depending on the nature of the work and the agreements between employers and employees. One term that has gained attention in discussions about fair pay is portal-to-portal pay. This term refers to the compensation provided to employees for the time spent traveling from their home to their workplace and back again. Understanding this concept is crucial for both employers and workers, as it addresses the complexities of how time is valued in the workplace.Traditionally, many employers only compensate workers for the hours spent actively engaged in their job duties. However, with the rise of remote work and flexible schedules, the definition of a workday has evolved. Employees often find themselves spending significant amounts of time commuting or preparing for work, which is not always accounted for in their paychecks. This is where portal-to-portal pay becomes relevant. It seeks to ensure that employees are fairly compensated for all the time they dedicate to their jobs, including travel time.For instance, consider a construction worker who travels from their home to a job site. If the commute takes an hour each way, that adds two hours to their workday. Under traditional pay structures, these hours might go unpaid, leading to dissatisfaction among workers who feel their time is undervalued. By implementing portal-to-portal pay, employers can create a more equitable compensation system that acknowledges the full scope of an employee's workday.Moreover, portal-to-portal pay can also have implications for employee morale and productivity. When workers feel that their time is respected and compensated appropriately, they are likely to be more motivated and engaged in their tasks. This can lead to higher levels of productivity and lower turnover rates, ultimately benefiting the organization as a whole. Therefore, considering portal-to-portal pay in compensation strategies can be a win-win situation for both parties.However, there are challenges associated with implementing portal-to-portal pay. Employers must carefully track and manage the time employees spend commuting, which can be logistically complex. Additionally, there may be concerns about fairness, particularly in industries where some employees have longer commutes than others. To address these issues, companies can establish clear policies and guidelines that outline how portal-to-portal pay will be calculated and applied.In conclusion, the concept of portal-to-portal pay represents a shift towards a more holistic understanding of work and compensation. As the nature of work continues to evolve, it is essential for both employers and employees to engage in conversations about fair pay practices. By recognizing the value of all time spent related to work, including travel, organizations can foster a more positive work environment that benefits everyone involved. Ultimately, embracing portal-to-portal pay could lead to a more satisfied workforce and a more successful organization overall.

在劳动和就业的世界中，薪酬结构可能因工作性质和雇主与员工之间的协议而显著不同。一个在关于公平薪酬讨论中引起关注的术语是门到门薪酬。这个术语指的是雇员从家到工作场所及其返回期间所花费的时间所提供的补偿。理解这一概念对雇主和工人都至关重要，因为它涉及到工作场所时间价值的复杂性。传统上，许多雇主只对工人实际参与工作职责的小时进行补偿。然而，随着远程工作和灵活工作时间的兴起，工作日的定义也在不断演变。员工往往发现自己在通勤或准备工作上花费大量时间，而这些时间并不总是计入工资。这就是门到门薪酬变得相关的地方。它旨在确保员工为他们投入工作的所有时间，包括通勤时间，获得公平的补偿。例如，考虑一个从家到工地的建筑工人。如果通勤单程需要一个小时，那么这样就增加了他们的工作日两个小时。在传统的薪酬结构下，这些小时可能不会得到报酬，导致工人感到他们的时间被低估。通过实施门到门薪酬，雇主可以建立一个更加公平的薪酬系统，承认员工工作日的全部范围。此外，门到门薪酬还可能对员工的士气和生产力产生影响。当工人感到他们的时间受到尊重并获得适当的补偿时，他们更有可能对自己的任务保持积极性和参与感。这可能导致更高的生产力和更低的员工流失率，最终使整个组织受益。因此，在薪酬策略中考虑门到门薪酬可能对双方都是双赢的局面。然而，实施门到门薪酬也面临挑战。雇主必须仔细跟踪和管理员工通勤所花费的时间，这在后勤上可能很复杂。此外，可能会对公平性产生担忧，特别是在一些员工的通勤时间比其他员工长的行业中。为了解决这些问题，公司可以建立清晰的政策和指南，概述如何计算和应用门到门薪酬。总之，门到门薪酬的概念代表了对工作和薪酬更全面理解的转变。随着工作性质的不断演变，雇主和员工都必须就公平薪酬实践展开对话。通过认识到与工作相关的所有时间的价值，包括通勤时间，组织可以营造一个更积极的工作环境，使每个人都受益。最终，接受门到门薪酬可能导致更满意的员工和更成功的组织。