What is the punishment for 12 days of absenteeism?

Employees who are frequently absent from work without justifiable reasons, and who are ineffective after criticism and education, and who have been absent from work for more than 15 consecutive days, or who have been absent from work for more than 30 days in a year, may be dismissed.

1. Absenteeism is the absence of employees who do not ask for leave or ask for leave without approval on normal working days.

2. There is no provision on self-separation in the Labor Contract Law, and Article 25 of the Labor Law, Articles 39 and 40 of the Labor Contract Law stipulate that the employer may unilaterally terminate the labor contract.

3. The legal basis for removal due to absenteeism is the provisions of the Regulations on Rewards and Punishments for Employees of Enterprises (Guo Fa [1982] No. 59), which is a way for the employer to terminate the labor relationship with an employee who is absent from work without justifiable reasons.

4. The condition for removal is that the employee is often absent from work without justifiable reasons, and after criticism and education is invalid, he or she reaches the prescribed number of days of absenteeism, that is, the continuous absenteeism period exceeds 15 days, or the cumulative absenteeism time within one year exceeds 30 days.

The specific depends on the regulations of the unit.

In accordance with labor laws and contracts, the company can terminate the employment relationship with you directly. If you actually go to work, but you miss the clock. You can provide proof of work to replace the card.

DingTalk punching is just a way to check attendance. As long as you actually go to work, don't be afraid, at most you will violate the attendance system and punish you with some money.

Any enterprise or individual has rules and regulations, and if you are absent from work for so many days without reason, there is only one consequence, and that is to be dismissed or dismissed.

If you went to work and forgot to clock in DingTalk, then you had better go to the HR department to explain, it is best for someone in the company to prove to you that you are indeed on duty, if you neither clock in nor go to work, then you will be fired.

Look at the company. Usually this situation is so serious that you can't get your boss to find a reason to stay for you. It's better to leave the job obediently.

Our company will be fired if we are absent from work for two days in a row.

Specifically, it is still according to the rules and regulations of your company.

In fact, it is illegal to deal with absenteeism in the class, and it is the company's management system to punch in and out, and if there are other penalties, it is an internal problem of the enterprise, and it should be respected as long as the department is careful not to violate the law, but the system of absenteeism is obviously beyond the scope of enterprise autonomy, so it is not legal. If you forget to punch in after work, it is recommended to check the company system first, how to manage attendance, and whether you do not punch in and out of the card, absenteeism or need special instructions to deal with normal attendance. Then write the attendance approval form signed by the department leader, indicate the reason for not paying the punch in on the sheet, and submit it to the attendance commissioner of the human resources department for recording, which will generally not have an actual impact on personal attendance, because there is the fact that there is an actual shift.

Some companies will set a monthly number of times to reissue the card, and penalties will be imposed if the number exceeds a certain number. Article 3 of the Labor Law of the People's Republic of China Workers enjoy the right to equal employment and choice of occupation, the right to receive labor remuneration, the right to rest and vacation, the right to labor safety and health protection, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement, and other labor rights prescribed by law. Workers shall complete labor tasks, improve professional skills, implement labor safety and health regulations, and abide by labor discipline and professional ethics.

Hello, I'm Mr. Yang, I'm glad to answer for you: DingTalk punch-in single and double holidays show that absenteeism is a few drafts because the time range set by the administrator has not changed. Each punch-in point in Jingyin attendance clock-in has a corresponding allowed punch-in time range, which can generally be set manually by the administrator.

If there is no punch-in record within the time frame, it will be recorded as a missing card, and a lack of a card throughout the day will be considered absenteeism. A [Attendance Punch Clock] is an attendance application specially designed for enterprise employees to clock in and out. Attendance punching and clocking can allow you to know the status of the team anytime and anywhere, and the attendance personnel are clear at a glance; Intelligent statistics of attendance data, one-click**, no need for manual accounting; Cloud storage, attendance data will never be lost.

In fact, it is illegal to deal with absenteeism as a shift, punching in is the company's management system, and if there are other penalties, it is an internal problem of the enterprise, as long as it is not illegal, it should be respected, but the system of absenteeism is obviously beyond the scope of enterprise autonomy, so it is not legal.

Legal basis: Article 32 of the Labor Contract Law of the People's Republic of China stipulates that if an employee refuses to be commanded by the management of the employer in violation of regulations and is forced to work in the dust, it shall not be regarded as a violation of the labor contract. Workers have the right to criticize, report and accuse the employer of working conditions that endanger the life and health of the employee.

Summary. Hello, the question received by the teacher is: how can the employee get back the clock-in discipline when the company punches in and out of the company

After clicking on it, we will see many of the previous email messages, and then I will find the email pushed during our work according to the time of the email: find the punch-in record email of the corresponding date, click to view and apply for labor arbitration, DingTalk was removed by the unit, how to find attendance records, and then click to view the screenshot and print: apply for labor arbitration, DingTalk was removed by the unit, how to find attendance records, and you can find the previous attendance records in the mailbox, This screenshot can be used as evidence to prove the employment relationship with the employer.

Employees punch in the company's DingTalk, and the company has eliminated how to get back the clock-in discipline.

Please wait patiently for 1 minute, the teacher is sorting out the answers, and will answer them for you immediately, and please do not end the consultation<>

Hello, the teacher received the question here: employees in the company's DingTalk punch card, the company to eliminate how to get back the punch discipline to: do the hand click on the door we will see a lot of email information before the state, and then I find the email we pushed during work according to the time of the email:

Find the corresponding date's punch record, click on the email to apply for labor arbitration, DingTalk was removed by the unit, how to find attendance records, and then click to view the screenshot and print: apply for labor arbitration, DingTalk was removed by the unit, how to find attendance records, you can find the previous attendance records in the mailbox, and you can use this screenshot as evidence to prove the labor relationship with the unit.

Dear, the above is all the teacher's answers, if you succeed in solving your problem, the banquet trouble to praise the teacher (evaluation in the lower left corner) <

Employees who fail to clock in at work cannot be counted as absenteeism, as long as they complete the labor task in accordance with the law and make up the card, they can be counted as normal attendance. If there is no provision in the law on absenteeism, the employer may unilaterally terminate the labor contract if the employee is absent from work for more than 3 consecutive days.

The basis for the punishment of irregular attendance of the company is as follows:

1. Employees forget to punch in on the same day, they need to explain to the Personnel Administration Department within the month, and provide a certificate of attendance during the normal working hours at that time, without explanation, directly according to the absenteeism, employees are allowed to forget to punch in 3 times per month, more than 3 times, from the 4th time to record 30 yuan of processing, and must provide the attendance certificate of the normal working hours at that time;

2. If you fail to punch in due to special reasons, such as finger injury, fingerprint inability to recognize, etc., you need to immediately do the "Special Failure to Punch in the Registration" at the Personnel Administration Department, which will be verified by the Personnel Administration Department and make attendance statistics;

3. If you can't punch in due to business needs, you should fill in the relevant approvals in advance and register in the personnel administration department as appropriate, and if you can't register in advance in case of emergency, you should go to the personnel administration department for field registration within 24 hours after returning to the company.

To sum up, in fact, it is illegal to deal with absenteeism in shifts, punching in is the company's management system, and if there are other penalties, it is an internal problem of the enterprise, and it should be respected as long as it is not illegal, but the system of absenteeism is obviously beyond the scope of enterprise autonomy, so it is not legal.

Legal basis]:

Article 4 of the Labor Contract Law of the People's Republic of China.

Employers shall establish and improve labor rules and regulations in accordance with the law to ensure that workers enjoy labor rights and fulfill labor obligations.

When an employer formulates, amends, or decides on rules and regulations or major matters directly related to the vital interests of employees, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and benefits, employee training, labor discipline, and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing.

In the process of implementing the rules and regulations and decisions on major matters, if the trade union or employees deem it inappropriate, they have the right to propose it to the employer and revise and improve it through consultation.

The rules and regulations and decisions on major matters directly related to the vital interests of the workers shall be made public, or the workers shall be informed.