Enterprises punish employees for absenteeism differently. Some enterprises will use warnings, some enterprises will use fines, and the more serious way is to dismiss employees. On September 4th, Thinking Fish launched "How do you punish employees for absenteeism?" According to netizens' discussion and statistics, about 90% of enterprises impose fines on employees who are absent from work for the first time, and directly expel them if the circumstances are serious. Secondly, some companies will use punishment methods such as criticism and education, deduction of performance scores, written review of employees or salary reduction and demotion.
What is absenteeism?
Enterprises cannot punish for the sake of punishment.
At present, some HR don't really know what kind of behavior employees should regard as absenteeism. Absenteeism employees do not ask for leave, in fact, workers do not provide labor according to regulations. Different enterprises have different regulations on absenteeism. Common rules and regulations on absenteeism include "absenteeism for five consecutive days without justifiable reasons, or absenteeism for ten days in a year, and immediate dismissal", and "absenteeism for more than three times in a year or absenteeism for more than three days without justifiable reasons, the company may immediately terminate the labor contract".
It is necessary for every enterprise to punish workers who are absent from work, but the punishment methods are different. The company of netizen "Wind Thirteen" was punished in this way. "Employees who are absent from work for no reason must write criticism letters, accept criticism and education, and give appropriate economic penalties; Absenteeism is unpaid on the day, and two days' salary will be deducted for every absenteeism 1 day (that is, three days' salary will be deducted for absenteeism 1 day generally recognized by HR). Those who are absent from work for more than three days (inclusive) in a month, five days (inclusive) or three times (inclusive) in a year are serious violations of discipline and will be treated as automatic resignation. First, review fines and terminate labor contracts in serious cases, which is also the punishment method of most companies.
It is necessary to punish employees who are absent from work, but it is also a foolish behavior for enterprises to punish for punishment. Netizen "Post-80s HR Alliance" said that they attached great importance to linking absenteeism punishment with employees' performance scores and year-end assessment, and achieved good results. He believes that HR pays attention to performance in order to prevent employees from doing meaningless absenteeism, not to punish, but to punish for deducting money.
Three factors to judge employees' absenteeism are indispensable.
It can't be said that employees are absent from work even if they don't provide labor to the enterprise during working hours. Judging whether an employee is absent from work depends on whether the employee's behavior of not providing labor constitutes the constituent elements of absenteeism. The courseware shared by thinking fish in punching in today is Three Elements of Absenteeism, and the regulations in the courseware are as follows:
The first requirement: labor force is not provided as required.
Not coming to work or not attending work is not the same as "not going to work according to regulations". The work place is usually the office of the company, but some employees often need to go out on business trips, or the company has several office places, or employees can work at home with the consent of the company, or some employees implement flexible working system and can arrange their own work places and working methods.
The second requirement: no justifiable reason.
The legitimate reasons for the laborer's failure to provide labor according to regulations include illness, personal leave, participation in social activities according to law, participation in trade union activities, participation in vocational training, refusal of the unit to provide working conditions, illegal adjustment of work posts or workplaces by the unit, illegal termination of contracts by the unit, court notice to appear in court, force majeure, etc.
The third requirement: without the approval of the supervisor
There are two situations in which the supervisor approves. One is to approve employees not to provide labor or go to work for a period of time, such as sick leave, personal leave, leave, etc. Another is to allow employees to change their work place and work style, such as home office, network office, telephone contact office and so on. The supervisor's consent is divided into two forms, one is temporary oral form, such as oral consent or telephone consent; The other is written reply or email reply. From the time point of view, the supervisor's approval includes prior approval and subsequent approval procedures or subsequent confirmation.