Avoid absenteeism when you are absent because you are sick.

Avoid absenteeism when you are absent because you are sick.

When you suddenly feel sick and have difficulty going to work, were you worried that you might be disadvantaged by the company? You may simply notify them that "I can't go because I'm sick" and then be treated as absenteeism without leave.

Today, I will clearly identify the difference between absenteeism, absenteeism, and sick leave when you are sick and will teach you how to deal with it without losing money.

Absence vs. Absence without leave vs. sick leave, what's the difference?

The three biggest differences are whether the company approves them.

* Absence without leave: If you do not go to work without the company's approval without justifiable reasons.

* Absence: I was unable to go to work due to personal reasons such as illness, but I was approved by the company.

* sick leave: Rest for treatment of illness or injury, and is handled according to company bylaws.

For both absenteeism and absenteeism, wages on the day of absence are deducted according to the principle of "no work, no pay".

In addition, the weekly holiday allowance will not be available because the condition for receiving the weekly holiday allowance, "one week of working day full attendance", will not be met. If you treat your absence as an annual leave, you can take a paid break without a wage deduction.

⚠️: Absence without leave is considered gross negligence and can be a reason for disciplinary action or dismissal.

When you are absent from work because you are sick, take care of it like this.

The severity of the disease depends on how you handle absenteeism.

1. When it is a mild disease (annual treatment)

It is recommended to take care of the absence of a day or two, such as a cold or a body ache, as an annual vacation.

* Notification of absence: In time for work, the boss is informed of the reason for absence by phone or text message and approved.

* Prepare supporting documents: If you say 'I'm going to the hospital', prepare a medical certificate or prescription record in the medicine bag. If the company requests it, we need to be prepared to prevent false reports.

* Application for annual leave: After going to work, fill out the application form for absenteeism and annual leave according to the company form. This will change the unpaid absence to paid and avoid disadvantages in weekly holiday allowances.

2. When it is a serious disease (application for sick leave)

If you need a long break, such as when surgery or hospitalization is required, you should apply for sick leave.

* Check the company bylaws: The regulations on sick leave are not stipulated by law. Therefore, you must ensure that the company's employment rules state how the criteria for using sick leave (paid/unpaid, period, etc.) are stated.

* Submission of evidential documents: Usually, objective evidential documents such as hospitalization confirmation or medical certificate are required.

* Approval of sick leave: The company's review determines whether to take sick leave. In the case of long-term sick leave, the remaining annual leave may be exhausted first or unpaid leave may be taken.

Conclusion: To avoid unfair loss

If you are sick and absent, remember only the following three things.

* Be sure to notify your boss of absence and get approval. (Call or text)

* If you say 'I'm going to the hospital', prepare the supporting documents in advance. (Prevent false reports)

* Apply for annual leave after work to prevent wage loss.

To minimize the disadvantages caused by absenteeism, it is important to actively inform the company of the situation and follow the necessary procedures.

Behavior creates trust rather than words - the surest way to gain trust at work.

table of contents

John Maxwell's quote: ``People see action rather than your words.''

The power of action that is more important than words in the workplace.

Three ways to build trust through practice.

Changes that occur when you do your best in small things.

'Trustful behavior' that can be implemented today.

‘People see action rather than what you say.’

This is a quote from leadership expert John C. Maxwell. Is there anything else that feels more realistic at work?

Trust in the workplace is not gained in words.

No matter how good the words are, trust will quickly collapse if the action is not followed. On the other hand, anyone who consistently fulfills their responsibilities even if they are not talkative will believe. After all, the basis of trust is not words, but actions.

1. A person who keeps his promise

Not being late for meetings, finishing your duties before the deadline, and saying only what you can say rather than overdoing it. This seemingly trivial practice is more powerful than words.

2. A person who reflects feedback into action

Rather than being upset by being pointed out, anyone who shows better results at the next meeting wants to trust and leave it to them. The most obvious communication is to reduce words and show them in action.

3. A person who practices silently even in silence

If any of the team members are quiet but make few mistakes and work steadily, they are already unspoken leaders. This is why it has a stronger influence than words.

In the workplace, trust is more than promotion.

The attitude of putting sincerity into every small task and choosing silent practice over fancy words.

That is the beginning of creating ‘invisible leadership’.

Rather than saying a lot today,

Let's do one thing for sure.

That's how trust builds.

Always annoyed, always pointed out, always angry boss.

Always annoyed, always pointed out, always angry boss.

A boss who is always angry, irritated, and intelligent is a psychological stressful entity for many office workers. Even though it's not your fault, if you get a constant negative response, your self-esteem will be reduced and you will lose motivation for work. The way to deal with these bosses is not just "endure," but rather a strategy.

Here is a realistic approach that can change things little by little:

1. Do not react emotionally – break the link between 'attack → defense'

Whenever you are annoyed and point out, if you reflexively defend or feel bad, the boss feels that you can 'control' the reaction. Reduce emotional responses, manage facial expressions, and respond calmly. Example:

I'll check what you said and improve it.

Please conclude with a short and neat answer.

2. Pick and listen to 'points' from the boss's words.

Emotional words are mixed with unnecessary attacks. Filter out the swear words, sarcasm, and unpleasant speech, and focus only on "What do you want?"

Example:

What is this, do it again! → “You felt that the results were insufficient. I'll have to ask you in which direction to change it.

3. Recurring comments are organized into notes and 'preemptive response'

In fact, 'self-control' is often more important than change or growth for bosses who repeat comments. In that case, keep a thorough record and checklist the same mistakes or forms in advance so that they are not pointed out. And before I saw it, a word:

This is how you reflected what you said last time.

→ It becomes a barrier to block the point.

4. Don't get caught up in personal emotions

The boss's attitude may not be towards your ‘individual’. There may have been a number of factors that might have been involved, including the person's personality, anxiety, and organizational pressure. We need to keep your emotions away from your boss so that you don't become an emotional outlet.

After work, practice organizing your thoughts and cutting them off. It is also good to write them on paper and throw them away.

5. Share with a reliable third party (colleagues, seniors, personnel team)

If it's too much, don't handle it alone. Write down the 'fact-oriented' rather than the emotion, and ask for advice from a trusted colleague.

“There was this word and action on the 00th, which affected me.”

It will be a material that can be officially raised if necessary later.

6. Turnover or department transfer is also one of the strategies.

In reality, there are people who do not change no matter how hard they try. It’s not a ‘duty’ to hold out. It is more important than how well you hold out, but how healthy you find an environment to work.

If changing jobs is burdensome, consider moving to an in-house department or taking a vacation first. The mind of "starting preparation, not leaving right away," gives you the power to endure.

The wisdom of working life, the way to grow beyond an incompetent boss.

The wisdom of working life, the way to grow beyond an incompetent boss.

Many office workers experience various experiences by meeting competent and incompetent bosses. The difficulties experienced by an incompetent boss, in particular, can significantly impact personal growth and work life in general, beyond simply reducing work efficiency. The criteria for evaluating the competence of a boss may vary, but the important thing is how to cope with such situations and develop yourself. Meeting an incompetent boss is not only considered a crisis, but rather a turning point in strengthening one's capabilities and seeking better opportunities.

Incompetent boss, how to deal with it

The types of bosses you encounter at work are truly diverse. Some bosses lead the team with excellent abilities and help the members grow, while others do not, which can add to the confusion in their work. It is by no means easy to work with a boss who considers himself competent but actually goes wrong or reduces the efficiency of the entire organization due to lack of communication.

In this situation, the important thing is to develop a smart strategy rather than an emotional response to the boss. Complainting or expressing dissatisfaction with an incompetent boss can be detrimental to oneself. Instead, it is necessary to objectively analyze the situation and focus on developing one's own competencies.

Sometimes, flattering your boss seems to work to your advantage. Here, 'flattery' can mean the ability to gain trust by accurately identifying and solving the needs of the boss, beyond simply humiliating. Understanding what your boss values and how he prefers to communicate and acting accordingly can help reduce unnecessary friction and build his position.

Of course, there are times when you run into difficulties while acting only by trusting your skills. Excellent people are always ready to leave in search of better opportunities, so they are sometimes considered "unlucky" within the organization. But what is clear is that excellence is the most powerful weapon that can protect yourself and open up new paths under any circumstances.

Wise choice and preparation

When a boss who lacks ability rises to a high position, his subordinates will have a great deal of trouble. Even if you report, you may not be given a proper solution, but rather experience the wrong instructions that make things more complicated. These bosses often believe that only their judgments are correct and tend to ignore the opinions around them. Working with a boss who seems unable to communicate can be a formidable mental and physical strain.

If you are in this situation, you need a strategic approach rather than running away recklessly. First of all, it is important to take the lead in the work by maximizing one's capabilities to fill the gaps of one's boss. This may seem like a replacement for your boss in the short term, but in the long term, it can be an opportunity to strengthen your skills and further prove your worth.

At the same time, preparing for a job change based on the skills accumulated through these efforts is also a realistic alternative. An incompetent boss often stays there for longer than expected, so it's much more efficient to move to a better environment for himself than to try to change him. If you have enough skills, the process of finding new opportunities will be easier. If you still think you are not good enough, it is advisable to learn what you can learn from your current position as much as possible, focus on developing your own abilities, and then consider changing jobs.

In conclusion, meeting an incompetent boss can be painful, but at the same time, it can be an opportunity to look back and develop oneself. It is important to increase one's value with cool-headed judgment and consistent effort, and to make wise choices for a better future.

Additional information

How to deal with each type of boss.

The types of bosses in the workplace vary widely. Rather than simply dividing them into 'competence' and 'incompetence', it is effective to understand their behavioral characteristics and communication methods and find appropriate coping methods. For example, for micro managers (supervisors who interfere with details) it is important to build trust through clear reporting and sharing progress. On the other hand, neglectful bosses need to take the lead in their work and actively ask for feedback. Identifying bosses' tendencies and developing appropriate strategies can help reduce unnecessary conflicts and increase work efficiency.

The Importance of Workplace Relationships

In work life, you can't succeed simply by your work skills. Amicable relationships with superiors, colleagues, and subordinates have a significant impact not only on work performance but also on individual job satisfaction. Sometimes networking skills are more important than skills. This means that we go beyond just building friendships, and we help each other, exchange information, and create synergy. Active communication and cooperation can increase work life satisfaction and further positively affect career development.

Emotional management and stress relief

The stress caused by an incompetent boss can be more severe than you think. These stresses not only affect the decline in work efficiency but also adversely affect mental and physical health. Therefore, it is important to find your own effective emotional management and stress relief methods. Efforts are needed to relieve stress and maintain a positive mind through various methods such as regular exercise, hobbies, sufficient rest, and conversations with trusted people.

Living as a department head: between horizontal and vertical, records of struggles;

Living as a department head: between horizontal and vertical, records of struggles;

I deeply sympathize with your story of working as a department head and seeing all kinds of things. The ideal of a horizontal structure, the numerous gaps encountered in reality, and the anguish and anguish experienced in the meantime, can be felt intact. As the saying goes, "I can see that it is still because it is still." It can be seen that the years of silence have created the position of department head, but the weight is never light.

The youngest members of the new generation look distinctly different from before. They struggle with the natural process of running errands and acquiring work, and sometimes they protest, saying, "Why are you ordering when you are the same employee?" This is enough to cause anger beyond embarrassment for managers who are accustomed to vertical order.

But behind their complaints may lie unfamiliar work, a flurry of responsibility, and an unappreciated frustration. Especially for older youngest members, it is difficult to show as fast learning skills as the younger generation, so you can have a harder time.

In this situation, the role of the department head becomes more important. Beyond simply dressing up and directing tasks, delicate coordination is required considering the capabilities and circumstances of each employee. When the youngest stubbornly refuses to work, the way he passes it on to the senior in a hurry becomes another seed of conflict. Senior employees have no choice but to complain, saying, "That avoids work," and the department head may feel responsible.

The department head also suffers from this dilemma. Because of the urgent need to handle the work right now, we rely on a competent senior, but this can eventually prevent the youngest from growing and lead to a decline in the capacity of the entire organization. We need a firm message that "our company does not need anyone who avoids work," but before that, it will be the true role of the department head to identify why the youngest is struggling with the work and what is lacking and lead them to grow.

Of course, not all the youngest members avoid without the will to learn. Sometimes you may be tired of overwork and complain of difficulties. Therefore, the department head should objectively assess the workload and provide the necessary support before dismissing the difficulties of the youngest as simply personal complaints.

The biggest problem is the organizational culture, where people who are good at flattering are promoted rather than being able to. This is a great disappointment for employees who diligently work on their work, and it results in their leaving the company. For the long-term growth of a company, a personnel system that selects and grows talented people with practical skills, rather than apparent intimacy or flattery, is essential.

In conclusion, the head of the department should understand the trend of the times of horizontal structure, but establish basic order and responsibility for the efficient operation of the organization. While we cannot impose unconditional obedience on the youngest, we must clearly recognize the importance of work and the need for cooperation, and provide appropriate education and opportunities for growth. At the same time, it is necessary to implement fair work division and evaluation through objective judgment without being buried in individual emotional appeals.

The key point is that rather than the cynical view of "not rewriting people," the department head should focus all his capabilities on creating a healthy organizational culture where team members with different personalities can respect, cooperate, and create synergy. Sometimes patiently waiting, sometimes resolutely presenting principles, and sometimes warm encouragement and advice-saving leadership will be the answer to finding a balance between ideal horizontal organization and realistic work efficiency. The department head's shoulders are heavy, but we must not forget that leadership is an important key to the future of the organization.