Dismissal for absenteeism threatens an employee who is absent from the workplace for more than four hours continuously. Business leaders like to threaten a negligent (or simply objectionable) employee with removal "under the heading", however, these plans are not implemented so often. But precedents do happen. How to make sure that the "bad" record does not spoil your work record book?
Instructions
Step 1
The grounds for dismissal can be a one-time absence from the workplace within four hours. However, this absence must be continuous. If your workplace is empty for two or three hours, it does not count as absenteeism.
Step 2
Keep in mind that the revealed absenteeism must be recorded directly on the day it was committed or, if impossible, the next day. It is impossible to issue absenteeism retroactively. If you are threatened, recalling the misdeeds of two weeks ago, do not pay attention - it is no longer possible to document this, therefore, there are no grounds for dismissal.
Step 3
If your absenteeism was noticed, an appropriate act must be drawn up on his fact, certified by your signature or the signatures of two witnesses. You should be required to provide an explanatory note stating the reasons for the truancy. In the absence of these papers, it is impossible to prove the fact of absenteeism.
Step 4
Sometimes, wanting to get rid of an employee, the manager hints to him: if he does not leave of his own accord, he will be fired for absenteeism. In theory, it is not difficult to organize a truancy situation. For example, an employee can be sent on a verbal assignment - to take documents to a branch, send a certified letter, or buy something for the office. Upon his return, he is presented with a ready-made act of violation of labor discipline. In order not to find yourself in such a situation, do not agree to fulfill requests made orally. Demand an order or, in extreme cases, a note from your immediate supervisor with his signature. This will be your excuse if necessary.
Step 5
If you inevitably want to be fired, try to be as discreet as possible. Try not to be late - being late is not considered a gross violation of labor discipline, however, if a corresponding act is drawn up for each of them and a reprimand order is issued, you may be fired after the second delay.
Step 6
You can protect yourself from unfair dismissal with the help of third parties. Having heard from the head the words “otherwise I’ll fire you under the article,” write a statement to the labor inspectorate, where you explain that you are constantly being subjected to moral pressure, threatening to be fired, and ask for a check. If your company does not have a time tracking system, be sure to mention this.
Step 7
Tell your manager about the action you have taken. Usually, the legal competence of an employee confuses the boss. And by consulting a lawyer or HR manager, your manager will understand that the truth is on your side. And, if you really do not violate work discipline, you will be completely safe.
