AskMyHR Knowledge Base — Generated 2026-05-28 14:50:16
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Global Maternity Policy Document_chunk#6 | f37d2115b2fa1000b9e5d7b60b010000 | Having a Baby/Adoption (Active) | Maersk Global |
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notify line manager and HR. HR to record reasons for leave not being taken in full. 9. Version control Policy Owner and approver (func.) Head of Diversity & Inclusion Version Date Change description Author Reviewed by 1.0 03/02/2016 First edition Head of Diversity & Inclusion (ROS018) Group HR (KPA0 |
| 2 | Global Return to Work Policy Document_chunk#2 | 34f7a303f264100141fce338884e0000 | Having a Baby/Adoption (Active) | Maersk Global |
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may also be local variations in the practical application of this policy due to local workforce regulations.❗ 3. Purpose/objective (PRINCIPLES) This Return to Work policy aims to support parents transitioning back into work after they have been on maternity or parental leave by allowing a phased ret |
| 3 | Global Return to Work Policy Document_chunk#4 | 34f7a303f264100141fce338884e0000 | Having a Baby/Adoption (Active) | Maersk Global |
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leave immediately after having made use of the Return to Work Program. 6.2.3 Benefits during leave Unless local legislation follows other rules, there are no changes to the employee’s compensation or benefits as stated in their contractual terms, except sick leave: Annual leave: will be accumulated |
| 4 | Global Maternity Policy Document_chunk#2 | f37d2115b2fa1000b9e5d7b60b010000 | Having a Baby/Adoption (Active) | Maersk Global |
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back to work for working mothers. We want our female employees to stay with us after they return from their maternity leave, so our aspiration is to reach a global best practice maternity retention rate of 90%. To accomplish this, we want our leaders and HR to do their outmost to support employee be |
| 5 | Global Return to Work Policy Document_chunk#3 | 34f7a303f264100141fce338884e0000 | Having a Baby/Adoption (Active) | Maersk Global |
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to Work program for each child where they take a minimum of 18 weeks of (continuous) parent leave. 6.1.4 Registering leave It is the employee’s responsibility to inform local HR and/or payroll as well as their manager whether they will apply the Return to Work program Timeline shall follow their exi |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Frequently asked questions: One Maersk Bonus Plan (OMBP)_chunk#9 | d6dafb6d4a2710011af5e0a8aee50000 | Rewards (Active) | Maersk Global |
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disciplinary action, in the event of profit sharing (once off or continues), change in local legal requirements etc. You will be notified upfront and in writing of these circumstances. Q10: I am based in a country that has a legal profit-sharing program. Will I receive both the OMBP and the mandated |
| 2 | Frequently asked questions: One Maersk Bonus Plan (OMBP)_chunk#2 | d6dafb6d4a2710011af5e0a8aee50000 | Rewards (Active) | Maersk Global |
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delayed for any justifiable reason, and the actual performance score is known when the payment is made? Q9: Are there any circumstances where the company can withhold my OMBP? Q10: I am based in a country that has a legal profit-sharing program. Will I receive both the OMBP and the mandated bonus? E |
| 3 | Frequently asked questions: One Maersk Bonus Plan (OMBP)_chunk#1 | d6dafb6d4a2710011af5e0a8aee50000 | Rewards (Active) | Maersk Global |
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The aim of this FAQ is to provide clarity and guidance to People Function, Leaders and Colleagues on the One Maersk Bonus plan. This FAQ should be read in conjunction with the latest Global One Maersk Bonus Plan policy (here). ELIGIBILITY, OBJECTIVE & PRINCIPLE Q1: When was the One Maersk Bonus Plan |
| 4 | Global One Maersk Bonus Policy 2026_chunk#1 | db2cf9f014f810011803c99f423e0000 | Rewards (Active) | Maersk Global |
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Table of Contents 1. EFFECTIVE DATE 2. SCOPE/ELIGIBILITY 3. OBJECTIVE & PRINCIPLE 4. KEY CONCEPTS 4.1 Annual Payout 4.2 Bonus Calculation 5. POLICY ITEMS 5.1 Business Performance 5.2 Target Bonus Percent 5.3 Eligible Salary 5.3.1 Unpaid Leave 5.3.2 Employment Start Date 5.3.3 Salary Changes 5.4 Timi |
| 5 | Global One Maersk Bonus Policy 2026_chunk#8 | db2cf9f014f810011803c99f423e0000 | Rewards (Active) | Maersk Global |
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this plan are set by the Company through global and local policies, which may be amended at any time at the Company’s sole discretion. 7.2 Other exceptions Refer to section 5.6. for Exceptions to Normal Bonus Payout Timing. 8. Policy Approval Policy Owner/Functional Approver: Rewards Solution Lead V |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Global Recruitment Policy Document_chunk#7 | d24d9a188b1510019113b045e16f0000 | Recruiting (Active) | Maersk Global |
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end of the interview process, it is crucial that all inputs are collected and taken into consideration, and that the process is facilitated in a way where the hiring decision becomes as objective and bias-free as possible. *) Selected hard-to-fill roles at JL5 can be covered by the Senior Recruitmen |
| 2 | Recruitment Guide (Hiring Managers)_chunk#2 | 7a86535126b11001923408e2458e0000 | Recruiting (Active) | Maersk Global |
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– Screen). To select who to interview from the shortlist you can add a comment directly at the bottom of the screening notes page and tag your recruiter. Before the interview, our Recruitment Coordinator or Talent Acquisition Associate will contact you to book the interviews. You will need to provid |
| 3 | Internal Hiring Policy_chunk#3 | 71406d3aa1461001e7822204f0710000 | Recruiting (Active) | Maersk Global |
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from JL0 to JL1 or JL2: People Partner (PP) approval - tracked in Workday Progression from JL0 to JL3: Isolated in numbers with robust check process in place regarding suitability - validation of specified criteria will be necessary such as JL0 Individual Contributor (IC) seeking to move into JL3 Ma |
| 4 | Internal Hiring Policy_chunk#1 | 71406d3aa1461001e7822204f0710000 | Recruiting (Active) | Maersk Global |
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Purpose and Scope: In Maersk we believe in supporting our employees in pursuing the careers they want. We encourage internal employees to move and want them to learn and grow and we see it as beneficial for the company when our employees move from one position in the company to another: across brand |
| 5 | Internal Hiring Policy_chunk#4 | 71406d3aa1461001e7822204f0710000 | Recruiting (Active) | Maersk Global |
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but not guaranteed if volumes of suitable applicants are very high. Current Manager to Hiring Manager discussion: Recruiters will check for transfer eligibility with a People Partner and therefore unless encouraged by the applicant a manager-to-manager reference check is not mandatory. External vs. |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Welcome Call Guide - for Leaders_chunk#2 | 1412574df06a100101dc79b4c8f00000 | Onboarding (Active) | Maersk Global |
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and much more. Use the Viva Engage (Yammer) new colleague communities to ask questions of other new colleagues and make connections. Explain First Day Agenda including: What time to arrive or start if working remotely. Who to ask for on arrival if working on site. What meetings they will have. They |
| 2 | Global Onboarding Guide for Leaders_chunk#1 | 237237786fe610015881141887d40000 | Onboarding (Active) | Maersk Global |
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In this article: Why Global Onboarding is important for you as a leader How your new joiner can access Global Onboarding Your role in onboarding is critical Your onboarding toolkit Why a buddy is important Picking the right buddy Links to other useful onboarding articles All new office-based colleag |
| 3 | Global Onboarding Guide for Leaders_chunk#3 | 237237786fe610015881141887d40000 | Onboarding (Active) | Maersk Global |
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at least a year, so they are well placed to share experiences, and connect the new colleague with the others key contacts, A strong communicator, motivated, and willing to support their new colleague. They should have a positive outlook on their work and use that perspective to help build self-confi |
| 4 | Being an Onboarding Buddy: A Guide_chunk#3 | 5f5036a79acf1000f51aabfc8cea0000 | Onboarding (Active) | Maersk Global |
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onboarding journey? Is there anything you can help with, or that they want more information on? How are their introduction meetings going? What has surfaced from them, any questions? Questions they may have based on their onboarding tasks, e.g., policies from the employee handbook, norms, org struct |
| 5 | Being an Onboarding Buddy: A Guide_chunk#2 | 5f5036a79acf1000f51aabfc8cea0000 | Onboarding (Active) | Maersk Global |
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gives a quick overview of the programme of activities. The article What's covered in Global Onboarding will help you to get better acquainted with the content. 2. Before your new colleague starts Once you’ve been nominated as a buddy you should receive a Workday email advising you of this. You shoul |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | India - Workday Time & Absence - Office Base (Non-GSC)_chunk#1 | aa1dda036eed1000b89f793146270000 | Time Tracking, Time Off & Absence (Active) | India |
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Scope This guidance applies to all Full-time office employees in India. Employee responsibility: Request Absence - Use Workday to request your time-off or long-term leaves. Daily Web Check-In/Out - Use Workday Time App to check in at the start and out at the end of the workday (not mandatory) Missed |
| 2 | India - Workday Time & Absence - How-To-Guide for Office Base (Non - GSC)_chunk#4 | f1e9b168d5571000b7a5cf74cac90000 | Time Tracking, Time Off & Absence (Active) | India |
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Team Absence Calendar & Time off & Leave Calendar Managers can track and manage team member absences effectively, provides a detailed breakdown of time-off usage, leave balances, and scheduled time-off for each individual team member. Review and Approve Time Deviations 1.By clicking in the Workday I |
| 3 | India Leave Policy_chunk#1 | b1cfba61ba981000a662ece8b9bd0000 | Rewards (Active) | India |
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LEAVE POLICY Objective: To facilitate employees in taking time off for personal and emergency situations that require their absence from work. Scope: This policy covers all full-time employees of Maersk Line India Pvt. Ltd, APM Terminals India Pvt Ltd and Star Track Terminals Pvt Ltd. Here are the v |
| 4 | India - Workday Time & Absence - How-To-Guide for Office Base (Non - GSC)_chunk#2 | f1e9b168d5571000b7a5cf74cac90000 | Time Tracking, Time Off & Absence (Active) | India |
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remaining leave balance available as of today's date, considering approved absences and any leave requests submitted but not yet approved. Request return from leave of absence: The option to request a return from a leave of absence is now integrated into Actions, rather than being provided as a sepa |
| 5 | India Leave Policy_chunk#2 | b1cfba61ba981000a662ece8b9bd0000 | Rewards (Active) | India |
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22 ) 7 work days. 2. Opening Balance in 2023 is 22 workdays and employee avails 50 workdays, then his/her opening balance calculation for 2024 would be (50 – 22 - 22) = 6 days as Leave without pay. 3. In case of employees being transferred to another business unit within or outside the country, leav |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | GSC India POSH policy document_chunk#7 | 59ed3e38eeb210009af9791c5edd0000 | Worklife & Wellbeing (Active) | India |
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parties involved during the course of the inquiry or post completion of the investigation proceedings. The nature and severity of the disciplinary action will be commensurate with the severity and persistence of the substantiated misconduct. The disciplinary action includes but is not restricted to |
| 2 | GSC India POSH policy document_chunk#1 | 59ed3e38eeb210009af9791c5edd0000 | Worklife & Wellbeing (Active) | India |
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Maersk Global Service Centres (India) Private Limited POLICY ON PREVENTION OF SEXUAL HARASSMENT (POSH) Version Version 2 Approval Approved by the Board of Directors on December 6, 2024 Introduction Maersk Global Service Centres (India) Private Limited (“Maersk GSC India”) will treat every employee w |
| 3 | GSC India POSH policy document_chunk#6 | 59ed3e38eeb210009af9791c5edd0000 | Worklife & Wellbeing (Active) | India |
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appropriate corrective action to end and prevent any further harassment, provide interim relief to the Aggrieved Person. - Ensure neutrality and prevent any bias among IC members by ensuring no conflict of interest. - Take appropriate action in case of any retaliatory behaviour towards or victimizat |
| 4 | Global Return to Work Policy Document_chunk#5 | 34f7a303f264100141fce338884e0000 | Having a Baby/Adoption (Active) | Maersk Global |
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notify their manager and HR that they do not intend to make use of the Return to Work program. HR to record reasons for not taking advantage of the Return to Work program. 9. Version control Policy Owner and approver (func.) Head of Diversity & Inclusion Version Date Change description Author Review |
| 5 | India - Policy Manual 2024 - GSC_chunk#3 | 8d4769e748221000dd24f059e50a0000 | Rewards (Active) | India |
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to suffer any other lesser punishment the organization at its discretion may impose, if the employee’s explanation is not found to be satisfactory and convincing. Employees are refrained from sending any sexually explicit material to any of the fellow colleagues in India or abroad. If they are found |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | India - Exit Process from the organization_chunk#2 | 4b4860c765a31000a9458af9c4590000 | Leaving Maersk (Active) | India |
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employees are encouraged to delete all private messages before leaving the Company. ❗Note: This article is part of the employee Handbook and content should only be used for that purpose.
<parent_doc><title>India - Exit Process from the organization v5</title><url>https://wd3.myworkday.com/maersk/em |
| 2 | NDC Process - Voluntary exits_chunk#2 | 30861fc05a3d1000ea5341470b690000 | Leaving Maersk (Active) | India |
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Employee’s presence at office is a must on the last working day to submit all the assets. No shipping of assets, ID card and access card will be acceptable. For post exit queries, the exited employee can write to exemp.support@maersk.com .
<parent_doc><title>NDC Process - Voluntary exits v3</title> |
| 3 | India - Proof Submission Process during exit from service - ML India, MGSC and LF Logistics India_chunk#1 | dbf9cdd9086d1001d71d638950050000 | Pay (Active) | India |
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On this page you will find information about Proof Submission during Exit from Service – India Maersk Line, Maersk GSC and LF Logistics India entities. Overview Once the employee submits their resignation, the onsite People Advisory team will send an e-mail to the employee to complete the exit forma |
| 4 | Leaving Maersk: Manager Offboarding Journey_chunk#1 | 255849500a9a1001eee7e36563740000 | Leaving Maersk (Active) | Maersk Global |
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It's never easy to say farewell to a team member. To support you preparing for their departure and guide you through the main steps, we wave prepared a Workday Journey: a simple, intuitive and easy guide. How to access the Journey? Once you are in Workday you can access the Manager Offboarding Journ |
| 5 | India - Termination All Types - Manager_chunk#1 | 2422dea4b4611000eac24ae53fb20000 | Leaving Maersk (Active) | India |
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This document will guide Managers through a step-by-step process to initiate termination. Termination to be initiated based on the below processes: Process Description Who can initiate request on Workday Process an employee resignation Employee voluntarily submit resignation. Employee Retire an empl |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Global Maternity Policy Document_chunk#6 | f37d2115b2fa1000b9e5d7b60b010000 | Having a Baby/Adoption (Active) | Maersk Global |
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notify line manager and HR. HR to record reasons for leave not being taken in full. 9. Version control Policy Owner and approver (func.) Head of Diversity & Inclusion Version Date Change description Author Reviewed by 1.0 03/02/2016 First edition Head of Diversity & Inclusion (ROS018) Group HR (KPA0 |
| 2 | Your Offboarding Guide Journey - User Guide for Employees_chunk#2 | cb60327b336d1000ead9a20b4ea70000 | Leaving Maersk (Active) | Maersk Global |
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If your leave system is not Workday. Access your country's leave booking system, and inform your manager or the local person responsible for tracking absences. Ensure all vacation or leave records are up to date, with no absences scheduled beyond your official last working day When everything is com |
| 3 | India - Workday T&A Solution for Frontliners (Training Documentation for Time and Attendance Specialists)_chunk#4 | 9bf7e91b42801001495ba807e2ad0000 | Time Tracking, Time Off & Absence (Active) | India |
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/ Out time for the worker, the Meals start / end time, you can add any additional breaks as standard, or delete the block of time entirely. ABSENCES AND TIME-OFFS This section applies exclusively to full-time Maersk employees and does not include contingent workers The Absence tab within the Time & |
| 4 | Global Return to Work Policy Document_chunk#4 | 34f7a303f264100141fce338884e0000 | Having a Baby/Adoption (Active) | Maersk Global |
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leave immediately after having made use of the Return to Work Program. 6.2.3 Benefits during leave Unless local legislation follows other rules, there are no changes to the employee’s compensation or benefits as stated in their contractual terms, except sick leave: Annual leave: will be accumulated |
| 5 | Global Return to Work Policy Document_chunk#3 | 34f7a303f264100141fce338884e0000 | Having a Baby/Adoption (Active) | Maersk Global |
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to Work program for each child where they take a minimum of 18 weeks of (continuous) parent leave. 6.1.4 Registering leave It is the employee’s responsibility to inform local HR and/or payroll as well as their manager whether they will apply the Return to Work program Timeline shall follow their exi |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Leader’s Guide: Introduction to the Redesigned Job Change Process_chunk#3 | 13da1e714df51000ff882553f9940000 | Job Changes (Active) | Maersk Global |
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to the employee’s profile in Workday. Select Actions > Job Change > Request Transfer. Complete the required details, including the effective date and the position in your team. Note: The effective date you enter at this stage does not need to be final. It can be updated later in the process, once th |
| 2 | Leader's Guide - How to Appoint an Employee to a Position_chunk#3 | 41b7844b65d51001986c7a662fbd0000 | Job Changes (Active) | Maersk Global |
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leader for the employee. Position: as mentioned in the beginning of this article and in the instructions for step 1.2 – you must have a position open and available to be filled in the supervisory organization you selected when you initiated the transfer request. If you selected the wrong supervisory |
| 3 | How to change work schedule (Workday)_chunk#1 | a8706dd40b681000f88db70514850000 | Job Changes (Active) | Maersk Global |
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As a leader, you might need to change your employee's work schedule from full- to part-time or vice versa. You could also have a need to change your employee’s working hours without impacting the salary payout e.g. in the case of parental leave where the parent is eligible to work part-time for a pe |
| 4 | Leader’s Guide: Introduction to the Redesigned Job Change Process_chunk#2 | 13da1e714df51000ff882553f9940000 | Job Changes (Active) | Maersk Global |
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that fits the action you're taking—like updating a title, changing a location, or moving someone to a new role. 2. Self-Service in Workday You are expected to start most job changes yourself in Workday. This includes: Changing someone’s role details within their current position — Role Changes withi |
| 5 | Leader’s Guide - How to Change an Employee's Role within a Position_chunk#1 | 3c908c88d4561000ac555e4169070000 | Job Changes (Active) | Maersk Global |
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This article provides step-by-step instructions on how you, as a leader, can change your employee's role within their current position in Workday. Overview You should use this process if your direct report: is having a career development AND is staying in the same position under you AND the change r |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Annual Salary Review FAQ for Leaders_chunk#11 | 41b7844b65d51000f99009695b580000 | Rewards (Active) | Maersk Global |
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to allocate salary increases across your team. The data is included only as a reference to support your allocation decisions.
<parent_doc><title>Annual Salary Review FAQ for Leaders v15</title><url>https://wd3.myworkday.com/maersk/email-universal/inst/25755$7683/rel-task/2998$40834.htmld</url></par |
| 2 | Annual Salary Review 2026 - Leaders_chunk#1 | 879a05a859271000a6bb341d8ec90000 | Rewards (Active) | Maersk Global |
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1. Training & Resources E-learning Modules Rewards Principles for ASR (30 min) Workday Guide (20 min) Additional Materials FAQ for Leaders – Find answers to common questions about the salary review process. Rewards Principles – Explore how these principles apply beyond ASR, including hiring and prom |
| 3 | How to Find Your Annual Salary Review Compensation Statement in Workday_chunk#1 | 0e6e45f1a95f1001ef570c35088c0000 | Rewards (Active) | Maersk Global |
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How to Find Your Annual Salary Review Compensation Statement in Workday Starting 15 April, all colleagues can access their compensation statements in Workday. Steps to access your statement: Log in to Workday and go to "View Profile"(top right corner) Click the Actions button Then Compensation to op |
| 4 | Annual Salary Review FAQ for Leaders_chunk#2 | 41b7844b65d51000f99009695b580000 | Rewards (Active) | Maersk Global |
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budget? 8. Should I hold back some of the ASR budget for further cost-savings or to cover unexpected changes later in the year? ELIGIBILITY AND PARTICIPATION 1. What happens if a colleague is terminated during the ASR? 2. Will someone hired in January be eligible for the upcoming ASR? 3. Why don’t I |
| 5 | Annual Salary Review FAQ for Leaders_chunk#1 | 41b7844b65d51000f99009695b580000 | Rewards (Active) | Maersk Global |
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Dear Leader, Before reviewing this FAQ, please start with the e-learning modules if you have not completed them yet. These modules cover most questions related to the Annual Salary Review (ASR) and our Rewards principles. Refer to this FAQ if your question is not answered in the e-learning resources |
| # | Title | Article ID | Category | Location | Score | Content Preview |
|---|---|---|---|---|---|---|
| 1 | Manager's Guide on Workday_chunk#2 | 5f5036a79acf1001960e80b686e80000 | Service Delivery (Active) | Maersk Global |
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detailed guide here: Leaders' Global Onboarding Journey - User Guide for Leaders 2. Change start date & Report No-show 2.1 How to report no show in Workday Option 1: Find the employee through the search bar > Select employee > Actions > Job Change > Report No Show Option 2: Search > Report No Show > |
| 2 | Manager's Guide on Workday_chunk#3 | 5f5036a79acf1001960e80b686e80000 | Service Delivery (Active) | Maersk Global |
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Job, Location, Organizations, Compensation information, keep as-is. Ensure to Input a comment at the bottom if any. Click on Submit 5. Role Changes within Position (Changing someone’s role details within their current position) A detailed step-by-step instruction is available in this article: Leader |
| 3 | Site Leader Job Profile - FLPO_chunk#2 | bee450737ea01000972027f65b300000 | Onboarding (Active) | Maersk Global |
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https://wd3.myworkday.com/maersk/email-universal/inst/25755$336/rel-task/2998$40834.htmld The job requisition process begins with the following step: locate the "create job requisition" option within the Task category. When you reach the "Job Profile Section" screen in the workflow, you need to sele |
| 4 | MPACT - How Can Leaders Cascade Team Objectives?_chunk#1 | 39ddd938bf381001d6c7c5e50a250000 | Performance/MPACT (Active) | Maersk Global |
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1. At the Workday home screen, click on the Menu option in the top left corner. Scroll down and under Performance Excellence select the Team Performance option. 2. At the Team Performance screen, under the Objective Management heading, select the option Add Objective (Goal) to Employees. 3. From the |
| 5 | How to change work schedule (Workday)_chunk#1 | a8706dd40b681000f88db70514850000 | Job Changes (Active) | Maersk Global |
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As a leader, you might need to change your employee's work schedule from full- to part-time or vice versa. You could also have a need to change your employee’s working hours without impacting the salary payout e.g. in the case of parental leave where the parent is eligible to work part-time for a pe |