portal-to-portal pay

简明释义

从进出口到工作现场的报酬

英英释义

例句

1.The logistics company decided to implement portal-to-portal pay to improve employee satisfaction and retention.

物流公司决定实施门户到门户薪酬以提高员工满意度和留任率。

2.The company introduced a new policy for employees that includes portal-to-portal pay, which means they will be compensated for the entire duration of their travel, from the moment they leave home until they arrive at their destination.

公司为员工引入了一项新政策，包括门户到门户薪酬，这意味着他们将获得从离开家到达目的地的整个旅行时间的报酬。

3.The new contract includes a clause for portal-to-portal pay, allowing contractors to bill for travel time.

新合同包括一条关于门户到门户薪酬的条款，允许承包商对旅行时间收费。

4.With portal-to-portal pay, workers can feel secure knowing they are paid fairly for all hours spent traveling for work-related tasks.

通过门户到门户薪酬，工人可以放心，他们在工作相关任务中花费的所有旅行时间都得到了公平的报酬。

5.Many employees appreciate portal-to-portal pay because it ensures they are compensated for every minute of their commute.

许多员工欣赏门户到门户薪酬，因为它确保他们的通勤时间每一分钟都能得到报酬。

作文

In the realm of employment and labor, various terms and practices govern how workers are compensated for their time and efforts. One such term that has gained significance is portal-to-portal pay. This concept refers to the compensation that employees receive for the entirety of their commute, from the moment they leave their home until they arrive at their workplace, and vice versa. Understanding this term is essential for both employers and employees as it impacts wage calculations and employee satisfaction.Historically, portal-to-portal pay emerged from the need to address the complexities of work-related travel. For instance, consider a scenario where an employee is required to travel to a different site for a job assignment. In such cases, the time spent traveling to and from the worksite can be substantial. If employers do not compensate for this travel time, employees may feel undervalued and demotivated. Therefore, portal-to-portal pay serves as a solution to ensure that employees are fairly compensated for all time spent in relation to their work duties.The implications of portal-to-portal pay extend beyond mere financial compensation. They also touch upon issues of fairness and equity in the workplace. For example, if some employees are compensated for their travel time while others are not, it can lead to feelings of resentment and inequality among staff. This is particularly relevant in industries such as construction or field services, where employees often travel to various job sites. By implementing portal-to-portal pay, employers can foster a more equitable work environment, which can enhance morale and productivity.Moreover, portal-to-portal pay can also influence recruitment and retention efforts. In a competitive job market, potential employees often consider the total compensation package when evaluating job offers. Companies that offer comprehensive pay structures, including portal-to-portal pay, may find themselves more attractive to candidates who value their time and contributions. This can give employers a significant edge in attracting top talent and reducing turnover rates.However, there are challenges associated with implementing portal-to-portal pay. Employers must carefully track and document the time employees spend commuting to ensure accurate compensation. This can be particularly challenging in remote work situations or when employees have flexible schedules. Additionally, there may be legal considerations regarding labor laws and regulations that govern compensation practices. Therefore, it is crucial for businesses to consult with legal and HR professionals when establishing policies around portal-to-portal pay.In conclusion, portal-to-portal pay is a critical concept in modern labor practices that addresses the need for fair compensation for all time spent related to work. By understanding and implementing this practice, employers can promote a culture of fairness and respect, ultimately leading to higher employee satisfaction and retention. As the workforce continues to evolve, embracing terms like portal-to-portal pay will be essential for creating a positive and productive work environment.

在就业和劳动的领域中，各种术语和实践决定了工人如何获得报酬。一个逐渐受到重视的术语是门户到门户工资。这个概念指的是员工从离开家到达工作地点的整个通勤时间，以及反向的补偿。理解这个术语对雇主和员工都至关重要，因为它影响工资计算和员工满意度。历史上，门户到门户工资的出现源于解决与工作相关的旅行复杂性。例如，考虑一个场景，一个员工需要到不同的地点进行工作任务。在这种情况下，往返工作地点的旅行时间可能相当可观。如果雇主不补偿这段旅行时间，员工可能会感到被低估和缺乏动力。因此，门户到门户工资作为一种解决方案，确保员工得到合理的补偿，涵盖与其工作职责相关的所有时间。门户到门户工资的影响不仅限于财务补偿。它们还涉及工作场所公平和公正的问题。例如，如果一些员工因旅行时间而获得补偿，而另一些则没有，这可能会导致员工之间产生怨恨和不平等的感觉。这在建筑或现场服务等行业尤为相关，因为员工经常需要前往各个工作地点。通过实施门户到门户工资，雇主可以促进更公平的工作环境，从而提高士气和生产力。此外，门户到门户工资还会影响招聘和留人工作。在竞争激烈的就业市场中，潜在员工在评估工作机会时，通常会考虑整体薪酬包。提供全面薪酬结构的公司，包括门户到门户工资，可能会对重视自己时间和贡献的候选人更具吸引力。这可以使雇主在吸引顶尖人才和减少员工流失率方面获得显著优势。然而，实施门户到门户工资也面临挑战。雇主必须仔细跟踪和记录员工通勤所花费的时间，以确保准确的补偿。这在远程工作情况下或员工有灵活时间表时尤其具有挑战性。此外，可能还有关于劳动法和规定的法律考虑，这些法律和规定管理着补偿实践。因此，企业在建立关于门户到门户工资的政策时，咨询法律和人力资源专业人士至关重要。总之，门户到门户工资是现代劳动实践中的一个关键概念，解决了与工作相关的所有时间的公平补偿需求。通过理解和实施这一做法，雇主可以促进公平和尊重的文化，最终提高员工满意度和留任率。随着劳动力的不断发展，接受像门户到门户工资这样的术语，将对创造积极和高效的工作环境至关重要。