What should I do if I don't agree to leave as absenteeism?

If absenteeism is not approved by the company, it can be reported to the local labor authorities, applied to the labor arbitration committee for labor arbitration, or complained to the labor inspection brigade.

Workers who take leave without approval are regarded as absenteeism and punished according to the rules and regulations of the unit; If the employer deliberately refuses to approve, the laborer may apply for labor arbitration to protect his rights. Absenteeism is stipulated by the rules and regulations of the employer, and the employer shall publicize the absenteeism system or inform the workers. Under normal circumstances, unauthorized absenteeism is absenteeism, which means that employees are absent on normal working days or without approval, unless the workers are absent due to force majeure, courage, participation in social activities according to law and other reasons. The employer has the right to refuse the employee's personal leave for personal reasons without special reasons. Laborers have the obligation to observe labor discipline, subject to personal leave. Absenteeism is treated as absenteeism.

After the leave is rejected, there are several ways to avoid absenteeism records. First of all, actively communicate with superiors or personnel departments, explain the reasons and urgency of asking for leave, and strive for understanding and support. Secondly, look for alternatives, such as adjusting the leave time or seeking the help of colleagues to replace the class. In addition, you can try to provide more proof materials, such as diagnosis or emergency certificate, to increase the rationality of leave. In addition, you can take the initiative to put forward compensation measures, such as overtime or leave adjustment, to make up for the work during the period without vacation. Finally, abide by the company's leave regulations, ensure that leave applications are submitted in advance, try to avoid frequent leave, and maintain the credibility of personal leave. Through the above efforts, we can effectively avoid recording absenteeism after the leave is rejected.

To sum up, as a migrant worker, it is normal to take time off for various reasons. Some holidays must be approved by the company, while others are not clearly defined and can be negotiated.

Legal basis:

People's Republic of China (PRC) Labor Contract Law (revised on 20 12)

Article 50

After the compulsory labor contract of both parties is dissolved or terminated, the employing unit shall issue a certificate of dissolution or termination of the labor contract at the time of dissolution or termination, and handle the transfer formalities of the file and social insurance relationship for the employee within 15 days. Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed. The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.

According to Article 50 of the Labor Law, the employing unit shall pay the wages of workers on time, and shall not deduct them or default without reason. Facing the rejection of leave, we can effectively avoid recording absenteeism after leave by actively communicating, looking for alternatives, providing proof materials and abiding by company regulations. The protection of holiday rights and interests is our common goal. Let's jointly safeguard the legitimate rights and interests of workers.