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A week off refers to designated days when an employee is not required to work, often as part of a regular weekly schedule. In some regions, it commonly means one fixed day off each week. Week offs help prevent burnout and support employee well-being.

Weaponized incompetence is when someone pretends to lack skills or ability to avoid responsibility or tasks. In the workplace, it can lead to unequal workload distribution and frustration among team members. Addressing it requires clear accountability and performance expectations.

The wage gap refers to the difference in average earnings between different groups of employees, often based on gender, race, or other factors. It highlights disparities in pay for similar roles or qualifications. Addressing the wage gap is important for promoting fairness and equal opportunity in the workplace.

Workplace bullying refers to persistent negative actions such as harassment, intimidation, exclusion, or verbal abuse at work. It can harm an employee’s mental health, performance, and job satisfaction. Organizations should address workplace bullying through clear policies and supportive reporting mechanisms.

A whistleblower is an employee or individual who reports illegal, unethical, or harmful activities within an organization. These reports may involve fraud, harassment, safety violations, or corruption. Many countries have laws that protect whistleblowers from retaliation or unfair treatment.

Wellness leave is a type of leave provided to employees to care for their overall health and well-being. It may be used for mental health breaks, stress recovery, or preventive health needs. Wellness leave supports work-life balance and promotes a healthier workplace culture.

Work clearance is a procedure followed when an employee leaves an organization. It ensures that all tasks are completed, company property is returned, and departmental approvals are obtained. Work clearance helps finalize exit formalities and smooth settlement processing.

Wrongful termination refers to the illegal firing of an employee. It may involve discrimination, retaliation, breach of contract, or violation of labor laws. Employees who face wrongful termination can seek legal remedies or compensation.

Workforce analysis involves examining employee data to assess current capabilities and future talent requirements. It helps organizations identify skill gaps, optimize staffing levels, and plan succession strategies. This analysis supports data-driven decision-making and long-term workforce planning.

Work flexibility allows employees to adjust their work schedules, locations, or hours to suit personal and professional needs. This may include remote work, flexible hours, or compressed workweeks. Flexible work arrangements improve work-life balance and employee satisfaction.

White collar jobs typically involve office-based, professional, or managerial work. Blue collar jobs focus on manual labor or skilled trades, often in manufacturing or construction. The difference lies in work environment, skill type, and compensation structure.

Form 16 is generated by an employer after the end of a financial year once all salary payments and TDS details are finalized. It is usually issued on or before 15 June of the following year. Employees use Form 16 to file their income tax returns accurately.

WFM, or Workforce Management, refers to tools and processes used to manage employee scheduling, attendance, and workload. It helps organizations ensure the right number of employees are available at the right time. Effective WFM improves productivity, cost control, and employee satisfaction.

Working Hours Regulation outlines the rules governing how long employees can work within a day or week, including overtime limits and mandatory rest periods. In Indonesia, standard working hours are generally 7 hours per day (6-day week) or 8 hours per day (5-day week). These regulations protect employee well-being and promote work-life balance.

Work days refer to the official days employees are expected to work, typically Monday through Friday, depending on company policy or labor regulations. They exclude weekends, public holidays, and approved leave days. Accurate tracking of work days is essential for calculating salaries, attendance, and leave entitlements.

Wage components refer to the individual parts that together form an employee’s overall compensation package. These typically include the basic salary, fixed and variable allowances, overtime, bonuses, and statutory deductions. Understanding wage components helps ensure transparency and compliance in payroll management.

Workforce Mobility refers to the ability of employees to move freely between roles, locations, or countries within an organization. It includes international assignments, remote work, and transfers, helping companies deploy talent strategically while promoting career growth and operational flexibility.

Wages refer to the monetary compensation paid to employees for the work they perform, typically based on hourly rates or units produced. They form the core of employee income and may include overtime, bonuses, or other earnings as defined by employment laws and company policies.

Workplace coaching is a process where a coach or manager provides personalized guidance to employees to enhance their skills, confidence, and performance. It focuses on setting goals, giving feedback, and building strengths, helping employees grow professionally while supporting business success.