1: directly inform the company that the party concerned has been absent from work for 1 month, and has not asked for leave from the superior and failed to perform his work obligations, which is a long-term absenteeism, and in fact has violated the company's attendance and vacation regulations.
Although the parties may argue that they are unfamiliar with the system, in fact, the parties have been absent from work for a long time and have not consulted the relevant leaders of the unit during their resignation. If the circumstances are very bad, the company will dismiss him and the parties can appeal. If the party concerned refuses to accept the handling opinions of the unit, please prove that he has not been absent from work. Reasoning should be thorough and convincing.
2. Calculate the increased cost of human resources and the actual losses caused by the parties who left the company for 1 month, explain the fact that the parties failed to perform the resignation procedures, and then refer to the losses and adverse effects caused to the unit and submit them to the parties, explaining that they will be dismissed according to the opinions of the company leaders. (Temporarily avoid the attendance and vacation system)
3. If you want to keep customers, you should still be punished, because in management, you must first make clear the rewards and punishments: inform customers of the harm and loss caused by absenteeism, organize customers to learn the attendance and vacation system and sign it, and give customers moderate internal punishment to make them realize that they have been lenient, so that customers will be more conscientious and work harder.
Second, how much salary is deducted for one day of absenteeism?
1, absenteeism cannot be deducted from employees' wages, but can only be deducted according to personal leave, which means that there is no salary on the day of absenteeism, and three days can't be fined for one day. This is illegal.
2. Absenteeism is a serious violation of discipline in many units and may be dismissed, but the unit cannot deduct the wages of employees who have already gone to work.
3. Smart units will impose administrative penalties through other means such as rules and regulations, instead of directly deducting wages. It is illegal to deduct wages directly!
4. negotiate with the unit first. If negotiation fails, you can complain to the labor inspection brigade where the unit is located.
Absenteeism means not taking time off or not attending classes without justifiable reasons, which is a serious violation of discipline. Article 18 of the State Council's former Regulations on Rewards and Punishment of Enterprise Employees once stipulated: "If employees are often absent from work without justifiable reasons, and the criticism and education are ineffective, the continuous absenteeism time exceeds 15 days, or the cumulative absenteeism time exceeds 30 days in a year, the enterprise has the right to be removed." During the planned economy period, some local labor departments also stipulated that one day of absenteeism would be deducted from one day's salary and another day's fine. However, these provisions have been abolished. According to the labor law, how to punish absenteeism is stipulated by the rules and regulations formulated by the employer according to law.
Absenteeism is deducted from wages, whether it is deducted by two or three, and the part that exceeds one day is an economic punishment for employees. At present, whether enterprises have the right to impose fines on employees is controversial in practice. Some people think that the abolition of the "Regulations on Rewards and Punishment of Enterprise Employees" has no legal basis for the fine right of enterprises, and enterprises cannot fine employees; Others believe that the labor law gives the employer the right to formulate rules and regulations according to law. According to the Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Laws in the Trial of Labor Dispute Cases, the rules and regulations formulated by the employer through democratic procedures shall be effective if they are publicized and stipulate the punishment for absenteeism.
Three, absenteeism for a few days, the company can dismiss employees.
The issue of being dismissed for a few days is not clearly stipulated in the labor law. The regulations of each company are different, usually three days.
Laws and regulations related to the dissolution of the labor contract:
People's Republic of China (PRC) (China) Labor Contract Law
Article 36 The employing unit and the employee may terminate the labor contract through consultation.
Article 37 A laborer may terminate the labor contract by giving a written notice to the employing unit 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.
Article 38: A laborer may terminate the labor contract under any of the following circumstances:
(1) Failing to provide labor protection or working conditions as agreed in the labor contract;
(2) Failing to pay labor remuneration in full and on time;
(3) Failing to pay social insurance premiums for laborers according to law;
(4) The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;
(5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;
(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.
The above is the relevant legal knowledge about how to deal with absenteeism for one month. To sum up, absenteeism for one month may lead to the punishment of employees being dismissed, and wage deduction is also one of the punishments.