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I couldn't find a specific article detailing the night shift allowance policy for Maersk GSC India in the knowledge base. For precise details on night shift allowance, I recommend reaching out to your local HR team or People Advisor who can provide the exact policy and any applicable guidelines. If you want, I can assist you with other related queries or help you contact HR.

To change an employee's job title in Workday as a leader, you can follow these steps: 1. Go to the employee’s Workday profile by searching their name. 2. Click on Actions > Job Change and select Start Job Change. 3. In the new window, select the reason for change by choosing "Change Job Title" from the "What do you want to do?" drop-down menu. 4. Follow the guidance on the screen and click OK if the change complies. 5. On the next screen, update the job title and business title as needed. 6. Click Submit to proceed. 7. If required, the task will go to the People Advisory Team for review and addendum preparation. 8. You will receive an email notification once the job title change is successfully submitted. This process ensures the job title is updated accurately and reflected in downstream systems like Outlook and Teams. For more details, you can refer to the "Leader’s Guide - How to Change an Employee’s Job Title" in your Workday resources.

To change an employee's job title in Workday, here are the key points and steps: - Job Titles are official designations tied to contracts and require formal processes and documentation updates. - Business Titles are more flexible and can be customized locally without contract changes. - The recommended way is to use the self-service option by initiating a "Start Job Change" business process and selecting the reason "Change Job Title." - If self-service is not possible or for business justification, you can create a Workday case for the People Function team to assist. - For mass changes (more than 20 employees), raise a Workday Advanced Case with the case type "Workday Mass changes request." For detailed guidance, you can refer to the "Leader’s Guide - How to Change an Employee’s Job Title" or the "Global - Guidance on Job title and Business title" article in Workday. If you want, I can help you with the next steps or direct you to the relevant resources.

I couldn't find India-specific information on the group mediclaim policy. Here is what the Maersk Group global policy says: The group policies provide global minimum benefits available to Maersk employees, but specific terms and eligibility rules may vary by country and are detailed in local country policies. For India-specific details on the group mediclaim policy, I recommend reaching out to your local HR team.

The group mediclaim policy in India for Maersk GSC employees includes these key points: - Eligibility: All full-time employees of Maersk GSC India are eligible. - Family coverage: Self, spouse, dependent children, and one set of parents/in-laws (with some restrictions). - Sum insured: INR 5 Lakh, with a cap of INR 2 Lakh for parents/in-laws and 20% co-pay. - Enrollment: Employees and dependents are eligible from day one of joining. New joiners are enrolled the following month. - Dependent enrollment: Must be done within a stipulated timeframe; natural additions like spouse or newborn must be added within 30 days via specific MS Forms. - Claims: Use the IL TakeCare App for reimbursement claims, coverage details, e-card download, and hospital network list. - Cashless service: Available at empaneled hospitals by showing the e-card at the hospital TPA desk. - Policy deactivation: Happens after employee exit as per last working day. For adding a baby or spouse to the policy, employees must fill out the respective MS Forms provided in the policy details. If you want, I can share the links to the forms or more details from the policy.

I couldn't find India-specific information on the provident fund policy in the Maersk HR knowledge base. The available information is from the Maersk Group global policy, which does not specifically cover provident fund details for India. For India-specific provident fund policy details, I recommend reaching out to your local HR team. If you want, I can help with any other HR-related questions or policies.

The annual salary review process for your team in India follows these key points: - Eligibility includes colleagues employed on or before 31 December 2025, who are office-based, permanent, and directly employed by APMM. Frontline colleagues may also be eligible if their review aligns with the global ASR timeline. - As a leader, you will receive tasks in Workday to conduct the salary review and bonus review for your team. You can access these tasks from your main page or inbox. - Salary increases should be allocated based on individual performance, skills, experience, and career development, while keeping pay equity in mind (equal pay for equal work). - The budget for salary increases is fixed and should be used responsibly. Redistribution of budget across teams or locations is possible to address pay equity concerns. - If you exceed your budget, you can still submit your planning but should discuss the reasons with your leader. - Communication of ASR outcomes to each team member is required by 15 April, with compensation statements available in Workday. - For complex cases or operational challenges, you should consult your People Partner. You initiate and submit the salary review through Workday by opening the Annual Salary Review task assigned to you. If you want, I can guide you on how to find and complete the salary review task in Workday.

In India, the leave and time off policy includes the following key points: - Employees are responsible for requesting absences and time off through Workday, where they can also view their leave balances and history. - Daily web check-in/out is used for time tracking, though it is not mandatory. Missed punches or deviations can be manually corrected in Workday. - Managers are responsible for approving leave requests and time deviations, ideally by the 10th of the following month. - Timesheets are auto-submitted weekly and approved if error-free; deviations are routed to managers for review. - Leave types include various short-term and long-term leaves such as maternity leave, paternity leave, casual/sick leave, privilege leave, compassionate leave, and more. - Supporting documents for leave requests can be uploaded directly in Workday. - There is no auto-approval for leave requests; employees should follow up with managers if approval is delayed. - Managers can delegate approval tasks during their absence to ensure timely processing. If you want, I can also help you check your specific leave balances or available leave types. Would you like me to do that?