Excusing Absence: How It Works and Its Importance for the Employee and the Company

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In this content we will address a very important subject, which has implications for both the company and the employee: leave allowance.

Absences can seriously harm the progress of any organization's work, regardless of the segment.

Let's see how to deal with the matter as this article unfolds.

The Meaning and Benefits of Excusing an Absence
Do you know what it means to excuse an absence ?

In a very simplified way, excusing absence consists of paying the employee for the day, even if he or she did not show up for work.

However, for the company to excuse the absences, the employee must prove that they were due to reasons provided for by law. Therefore, they must present documents that prove this reason, such as statements or certificates.

For the employee, the benefit of having an excused absence means that nothing will be deducted from their salary at the end of the month, in addition to not having to make up for their hours later. This means they can take time off to deal with any problem that may arise.

Impact of paid leave on employee motivation and productivity
Time off work has a positive impact on employee motivation and productivity, since the reasons that lead employees to be absent from work are generally serious and grave.

Guidelines and Policies for Excusing Absences
There are specific cases in which employees are entitled to paid sick leave. The guidelines governing this matter are listed in article 473 of the Consolidation of Labor Laws – CLT.

The rules for paying leave apply to all workers who have a signed employment contract, that is, who work according to the rules of the CLT.

What is important to highlight is that for an employee to have their day off, they must present a certificate to the company.

There are specific cases in which the certificate can be brazil whatsapp list presented, let's briefly look at what they are:

death of close people;
marriage;
arrival of a child;
blood donation;
voter registration;
fulfillment of Military Service;
taking entrance exams;
appearance in court;
union representation at official international meeting;
medical consultations for pregnant partner;
accompany a child under 6 years of age to appointments;
carry out preventive cancer exams.
If none of the reasons given above are applicable, the employee who is absent from work and wants the day's bonus must speak to the HR department so that an agreement can be reached between the parties.

Criteria for granting or denying leave of absence
The criteria for an absence to be excused are very clear, the worker needs to submit a certificate from the competent body attesting that his absence was for a justified reason and that it meets the standards of the CLT.

If the employee submits a medical certificate excusing his/her absence, the company is obliged to accept it, without prejudice to his/her salary. If the employee does not submit a medical certificate justifying his/her absence, the company may deduct the amount from his/her salary or request that the employee make up the period.

Legal and Labor Aspects of Absence Allowance
The CLT cites some rules and regulations to be followed that establish a good relationship between corporations and their employees.

It is important to remember that the justification for absences from work cannot be just a simple warning or communication to superiors. For this justification to be valid, it must be recorded through a statement demonstrating that the absence occurred due to items present among the CLT rules.

Allowing absences with justification does not need to be a bureaucratic process, as in most cases, it is only necessary to present a single document to HR for the justification to be accepted and approved.

However, it is extremely common for employees to not justify their absences for various reasons, including because in many cases absences cannot be justified according to the rules of the CLT. When this happens, the employee may be warned.

If unjustified absences become recurrent, the employee may be suspended, and if the absences persist for many times, he or she may be dismissed for just cause. This is all regulated in article 482 of the CLT.

There is no exact number of absences required for an employee to be dismissed. However, if the unjustified absences exceed 30 consecutive days, it may be considered abandonment of employment.

Rights and duties of the employer and employee related to leave