seniority rights

简明释义

资历权

英英释义

例句

1.In many companies, seniority rights dictate the order of layoffs during downsizing.

在许多公司中，资历权利决定了裁员时的顺序。

2.Understanding seniority rights is crucial for employees who want to secure their positions.

了解资历权利对于希望保障自己职位的员工至关重要。

3.The new policy will affect seniority rights, making it easier for younger employees to advance.

新政策将影响资历权利，使年轻员工更容易晋升。

4.Employees with seniority rights are often given preference for promotions over newer employees.

拥有资历权利的员工通常在晋升时优先于新员工。

5.The union negotiated seniority rights to ensure that long-serving workers are not laid off first.

工会谈判了资历权利，以确保服务时间较长的员工不会首先被裁员。

作文

In the world of employment, the concept of seniority rights plays a significant role in determining the privileges and benefits that employees receive based on their length of service within an organization. These rights are often established through collective bargaining agreements between labor unions and employers, ensuring that employees who have dedicated more time to their jobs are rewarded accordingly. The principle behind seniority rights is rooted in fairness and loyalty; it acknowledges the experience and commitment that long-serving employees bring to the workplace.One of the most common applications of seniority rights is in the area of job security. For instance, in the event of layoffs, organizations typically rely on seniority as a criterion for determining which employees will be retained and which will be let go. This means that those with longer tenure are less likely to be dismissed, providing them with a sense of stability and assurance in their roles. Such practices not only foster loyalty among employees but also encourage a culture of retention, allowing companies to benefit from the knowledge and skills of seasoned workers.Moreover, seniority rights can influence promotions and job assignments. In many organizations, especially those with union representation, employees may be promoted based on their seniority rather than solely on performance metrics. This system can help mitigate favoritism and bias in promotion decisions, ensuring that those who have been with the company longer are given priority for advancement opportunities. However, this practice can also lead to challenges, as it may result in less qualified individuals being promoted over more capable newer employees.In addition to job security and promotions, seniority rights often extend to benefits such as vacation time, salary increases, and retirement plans. Employees with longer service records may receive additional vacation days or higher pay scales compared to their junior counterparts. This incentivizes employees to remain with the company longer, thus reducing turnover rates and fostering a more experienced workforce.While seniority rights can provide several advantages, they are not without controversy. Critics argue that an overemphasis on seniority can stifle innovation and performance, as it may lead to complacency among long-serving employees. Furthermore, new hires may feel demotivated if they perceive that their hard work and contributions are overlooked due to the seniority system. As such, organizations must strike a balance between recognizing the value of experience and ensuring that merit-based criteria are also considered in decision-making processes.In conclusion, seniority rights serve as a crucial aspect of employee relations, promoting fairness and loyalty while also presenting potential challenges. As workplaces continue to evolve, it is essential for organizations to evaluate their policies related to seniority and adapt them to meet the needs of both long-serving employees and newcomers. By doing so, companies can create a more inclusive environment that values both experience and performance, ultimately leading to greater overall success.

在就业的世界中，资历权利的概念在确定员工根据在组织内服务时间的长短所获得的特权和福利方面发挥着重要作用。这些权利通常通过工会与雇主之间的集体谈判协议来建立，以确保那些为工作付出更多时间的员工获得相应的回报。资历权利背后的原则根植于公平和忠诚；它承认了长期服务员工为工作场所带来的经验和承诺。资历权利最常见的应用之一是在工作保障领域。例如，在裁员的情况下，组织通常依赖资历作为确定哪些员工将被保留、哪些将被解雇的标准。这意味着那些在公司工作时间较长的人不太可能被解雇，从而为他们提供了一种稳定感和角色的保障。这种做法不仅促进了员工的忠诚度，还鼓励了保留文化，使公司能够受益于经验丰富的员工的知识和技能。此外，资历权利还可以影响晋升和职位分配。在许多组织中，尤其是那些有工会代表的组织，员工可能会根据资历而不是仅仅根据绩效指标进行晋升。这种制度有助于减轻晋升决策中的偏袒和偏见，确保那些在公司工作时间较长的人优先获得晋升机会。然而，这种做法也可能导致挑战，因为这可能导致不够合格的人被晋升，而更有能力的新员工却被忽视。除了工作保障和晋升，资历权利通常还扩展到诸如假期、薪资增加和退休计划等福利。服务时间较长的员工可能会比他们的初级同事获得额外的假期或更高的薪资水平。这激励员工在公司工作更长时间，从而降低员工流失率，培养更有经验的劳动力。虽然资历权利可以提供几项优势，但并非没有争议。批评者认为，过于强调资历可能会抑制创新和绩效，因为这可能导致长期服务员工的自满。此外，如果新员工感到他们的努力和贡献因资历制度而被忽视，他们可能会感到士气低落。因此，组织必须在承认经验的价值和确保在决策过程中考虑基于绩效的标准之间找到平衡。总之，资历权利作为员工关系的重要方面，促进了公平和忠诚，同时也带来了潜在的挑战。随着工作场所的不断演变，组织必须评估与资历相关的政策，并根据新老员工的需求进行调整。通过这样做，公司可以创造一个更具包容性的环境，既重视经验又重视绩效，最终实现更大的整体成功。