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Corporate child care is a specific form of child care sponsored or managed by an employer. [1] It may be a perk or a part of the corporate social responsibility policy of the company. It can provide the working parents with an opportunity to find work–life balance .
Big companies often trained more apprentices than they could absorb. Because after apprenticeship people went to national service, moved town, went to universities, changed jobs to work closer to home, etc. Hence companies had all age levels from 16-year-olds to seniors, who then trained up the juniors before retiring.
Employee numbers are not including those employed in foreign subsidiaries. The only three companies in 1938 with large foreign subsidiaries were Siemens with 11.2 percent of the workforce employed abroad, Allgemeine Elektrizitäts-Gesellschaft with less than 20 percent and Mannesmann with 10 percent.
Even for women who have jobs, they usually stop working at the birth of the child because mothers are seen as the best child care providers. 3-year period of parental leave is provided by the government, with low cash benefits paid under the terms of health insurance. Women tend to stay as housewives when kids are young and return to part-time ...
Childcare, also known as day care, is the care and supervision of one or more children, typically ranging from two weeks to 18 years old.Although most parents spend a significant amount of time caring for their child(ren), childcare typically refers to the care provided by caregivers who are not the child's parents.
Occupational accident insurance was established in Germany by statute in 1884. [1] It is now a national, compulsory program that insures workers for injuries or illness incurred through their employment, or the commute to or from their employment. Wage earners, apprentices, family helpers and students including children in kindergarten are ...
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More and more companies are thinking seriously about WLB concepts. After all, a non-existing balance between work and private life has negative consequences. These consequences include, for example lower job performance, higher absenteeism, more mistakes and incorrect decisions, worse working atmosphere, depending on labor market situation more willingness of resignation, abdication of image ...