Employee in the context of Reimbursement

Co-worker or coworker may refer to:

• A fellow employee at the same workplace or company
• A person working at a place of coworking (common working space shared with unrelated companies)
• Coworker (company), an online marketplace for coworking spaces

A law enforcement officer (LEO), or police officer or peace officer in North American English, is a public-sector or private-sector employee whose duties primarily involve the enforcement of laws, protecting life & property, keeping the peace, and other public safety related duties. Law enforcement officers are designated certain powers & authority by law to allow them to carry out their responsibilities.

Modern legal codes use the term peace officer (or in some jurisdictions, law enforcement officer) to include every person vested by the legislating state with law enforcement authority. Traditionally, anyone "sworn, badged, and armable" who can arrest, or refer such arrest for a criminal prosecution. Security officers may enforce certain laws and administrative regulations, which may include detainment or apprehension authority, including arresting in some jurisdictions. Peace officers may also be able to perform all duties that a law enforcement officer is tasked with, but may or may not be armed with a weapon. The term peace officer in some jurisdictions is interchangeable with law enforcement officer or police officer, but in others peace officer is a totally separate legal designation with quasi-police powers.

An office is a space where the employees of an organization perform administrative work in order to support and realize the various goals of the organization. The word "office" may also denote a position within an organization with specific duties attached to it (see officer or official); the latter is an earlier usage, as "office" originally referred to the location of one's duty. In its adjective form, the term "office" may refer to business-related tasks. In law, a company or organization has offices in any place where it has an official presence, even if that presence consists of a storage silo. For example, instead of a more traditional establishment with a desk and chair, an office is also an architectural and design phenomenon, including small offices, such as a bench in the corner of a small business or a room in someone's home (see small office/home office), entire floors of buildings, and massive buildings dedicated entirely to one company. In modern terms, an office is usually the location where white-collar workers carry out their functions.

In classical antiquity, offices were often part of a palace complex or a large temple. In the High Middle Ages (1000–1300), the medieval chancery acted as a sort of office, serving as the space where records and laws were stored and copied. With the growth of large, complex organizations in the 18th century, the first purpose-built office spaces were constructed. As the Industrial Revolution intensified in the 18th and 19th centuries, the industries of banking, rail, insurance, retail, petroleum, and telegraphy grew dramatically, requiring many clerks. As a result, more office space was assigned to house their activities. The time-and-motion study, pioneered in manufacturing by F. W. Taylor (1856–1915), led to the "Modern Efficiency Desk" of 1915. Its flat top, with drawers below, was designed to allow managers an easy view of their workers. By the middle of the 20th century, it became apparent that an efficient office required additional control over privacy, and gradually the cubicle system evolved.

A service record is a collection of either electronic or printed material which provides a documentary history of a person's activities and accomplishments while serving as a member of a given organization. Service records are most often associated with the military, but are commonly found in other groups, such as large corporations or for use by employees of a civilian government.

Ethical codes are adopted by organizations to assist their members or employees in understanding the difference between right and wrong and in applying that understanding to their decisions. An ethical code generally refers to either a code of business ethics, a codes of conduct for employees, or a code of professional practice, and many organizations use the phrases ethical code and code of conduct interchangeably. Ethical codes are often adopted by management and also employers, not to promote a particular moral theory, but rather because they are seen as pragmatic necessities for running an organization in a complex society in which moral concepts play an important part. Even organizations and communities that may be considered criminal in nature may have ethical codes of conduct, official or unofficial.

They are distinct from moral codes that may apply to the culture, education, and religion of a whole society. It is debated whether the politicians should apply a code of ethics, or whether it is a profession entirely discretionary, just subject to compliance with the law: however, recently codes of practice have been approved in this field.

Japan Post (日本郵政公社, Nippon Yūsei Kōsha) was a Japanese statutory corporation that existed from 2003 to 2007, offering postal and package delivery services, banking services, and life insurance. It is the nation's largest employer, with over 400,000 employees, and runs 24,700 post offices throughout Japan. One third of all Japanese government employees work for Japan Post. As of 2005, the President of the company was Masaharu Ikuta, formerly Chairman of Mitsui O.S.K. Lines Ltd.

Japan Post ran the world's largest postal savings system and is often said to be the largest holder of personal savings in the world: with ¥224 trillion ($2.1 trillion) of household assets in its yū-cho savings accounts, and ¥126 trillion ($1.2 trillion) of household assets in its kampo life insurance services; its holdings account for 25 percent of household assets in Japan. Japan Post also holds about ¥140 trillion (one fifth) of the Japanese national debt in the form of government bonds.

A pay grade is a unit in systems of monetary compensation for employment. It is commonly used in public service, both civil and military, but also for companies of the private sector. Pay grades facilitate the employment process by providing a fixed framework of salary ranges, as opposed to a free negotiation. Typically, pay grades encompass two dimensions: a “vertical” range where each level corresponds to the responsibility of, and requirements needed for a certain position; and a “horizontal” range within this scale to allow for monetary incentives rewarding the employee's quality of performance or length of service. Thus, an employee progresses within the horizontal and vertical ranges upon achieving positive appraisal on a regular basis. In most cases, evaluation is done annually and encompasses more than one method.

Important employers to use pay grades include:

Strike action, also called labor strike, labour strike in British English, or simply strike, is a work stoppage caused by the mass refusal of employees to work. A strike usually takes place in response to employee grievances. Strikes became common during the Industrial Revolution, when mass labor became important in factories and mines. As striking became a more common practice, governments were often pushed to act (either by private business or by union workers). When government intervention occurred, it was rarely neutral or amicable. Early strikes were often deemed unlawful conspiracies or anti-competitive cartel action and many were subject to massive legal repression by state police, federal military power, and federal courts. Many Western nations legalized striking under certain conditions in the late 19th and early 20th centuries.

Strikes are sometimes used to pressure governments to change policies. Occasionally, strikes destabilize the rule of a particular political party or ruler; in such cases, strikes are often part of a broader social movement taking the form of a campaign of civil resistance. Notable examples are the 1980 Gdańsk Shipyard and the 1981 Warning Strike led by Lech Wałęsa. These strikes were significant in the long campaign of civil resistance for political change in Poland, and were an important mobilizing effort that contributed to the fall of the Iron Curtain and the end of communist party rule in Eastern Europe. Another example is the general strike in Weimar Germany that followed the March 1920 Kapp Putsch. It was called by the Social Democratic Party (SPD) and received such broad support that it resulted in the collapse of the putsch.

Remuneration is the pay or other financial compensation provided in exchange for an employee's services performed (not to be confused with giving (away), or donating, or the act of providing to). Remuneration is one component of reward management. In the UK, it can also refer to the automatic division of profits attributable to members in a Limited Liability Partnership (LLP).

Employee benefits and benefits in kind (especially in British English), also called fringe benefits, perquisites, or perks, include various types of non-wage compensation provided to an employee by an employer in addition to their normal wage or salary. Instances where an employee exchanges (cash) wages for some other form of benefit is generally referred to as a "salary packaging" or "salary exchange" arrangement. In most countries, most kinds of employee benefits are taxable to at least some degree. Examples of these benefits include: housing (employer-provided or employer-paid) furnished or not, with or without free utilities; group insurance (health, dental, life, etc.); disability income protection; retirement benefits; daycare; tuition reimbursement; sick leave; vacation (paid and unpaid); social security; profit sharing; employer student loan contributions; conveyancing; long service leave; domestic help (servants); and other specialized benefits.

The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management. Colloquially, "perks" are those benefits of a more discretionary nature. Often, perks are given to employees who are doing notably well or have seniority. Common perks are take-home vehicles, hotel stays, free refreshments, leisure activities on work time (golf, etc.), stationery, allowances for lunch, and—when multiple choices exist—first choice of such things as job assignments and vacation scheduling. They may also be given first chance at job promotions when vacancies exist.

A union representative, union steward, or shop steward is an employee of an organization or company who represents and defends the interests of their fellow employees as a trades/labour union member and official. Rank-and-file members of the union hold this position voluntarily (through democratic election by fellow workers or sometimes by appointment of a higher union body) while maintaining their role as an employee of the firm. As a result, the union steward becomes a significant link and conduit of information between the union leadership and rank-and-file workers. Above the steward level, a bargaining unit chair is typically elected to coordinate union activities across the unit, lead formal negotiations, and represent the unit in dealings with management and the union’s executive leadership.

Employee stock options (ESO or ESOPs) is a label that refers to compensation contracts between an employer and an employee that carries some characteristics of financial options.

Employee stock options are commonly viewed as an internal agreement providing the possibility to participate in the share capital of a company, granted by the company to an employee as part of the employee's remuneration package. Regulators and economists have since specified that ESOs are compensation contracts.

Overqualification is the state of being educated beyond what is necessary or requested by an employer for a position with the business. There can often be high costs for companies associated with training employees. This could be problematic for candidates resulting in failure to secure employment for the position in question. Employers foresee costs related to hiring such “overqualified” candidates. When seeking employment, candidates should consider providing explanation to potential employers as to why they are seeking a position that requires less skill, education and therefore less pay than their education and experience qualify the candidate for.

Economy’s markets and recessions have been known to affect the demand for skilled employees. As immigration has been on the rise, particularly in North America, this has resulted in an increase in the proportion of overqualified employees exceeding the demands of the positions within a majority of employment throughout many sectors.

Workplace health promotion is the combined efforts of employers, employees, and society to improve the mental and physical health and well-being of people at work. The term workplace health promotion denotes a comprehensive analysis and design of human and organizational work levels with the strategic aim of developing and improving health resources in an enterprise. The World Health Organization has prioritized the workplace as a setting for health promotion because of the large potential audience and influence on all spheres of a person's life. The Luxembourg Declaration provides that health and well-being of employees at work can be achieved through a combination of:

• Improving the organization and the working environment
• Promoting active participation
• Encouraging personal development.

Workplace health promotion combines alleviation of health risk factors with enhancement of health strengthening factors and seeks to further develop protection factors and health potentials. Workplace health promotion is complementary to the discipline of occupational safety and health, which consists of protecting workers from hazards. Successful workplace health promotion strategies include the principles of participation, project management, integration, and comprehensiveness:

Reimbursement is the act of compensating someone for an out-of-pocket expense by giving them an amount of money equal to what was spent.

Companies, governments and nonprofit organizations may compensate their employees or officers for necessary and reasonable expenses; under USlaw, these expenses may be deducted from taxes by the organization and treated as untaxed income for the recipient provided that accountability conditions are met. UK law provides for deductions for travel and subsistence. Reimbursement is also provided for supply, day care, mobile, medical, or education expenses, as determined by the payer. Similarly, a university, academic conference, or business conference may reimburse the expenses of an invited speaker or attendee.

A performance appraisal (also known as a performance review, performance evaluation, career development discussion, or employee appraisal), is a periodic process where the job performance of an employee is documented and evaluated.

Performance appraisals are most often conducted by an employee's immediate manager or line manager. While extensively practiced, annual performance reviews have also been criticized as providing feedback too infrequently to be useful, and some critics argue that performance reviews in general do more harm than good. It is a principal-agent framework that describes the relationship of information between the employer and employee, in particular the direct effect and response received when a performance review is conducted.