unreasonable. If an employee is absent from work for one day, the employer can deduct the employee's salary for that day. However, if the employee is absent from work for three days, it is equivalent to deducting the remuneration that the employee deserves under normal labor, which will be considered as the unit's disguised deduction of wages, which is bound to be illegal. It should be noted that absenteeism is different from personal leave. Although one day's salary is deducted, absenteeism is a violation of discipline. In addition to deducting the day's salary, it may also be punished accordingly. The unit may stipulate in the rules and regulations that the unit has the right to terminate the labor relationship if the absenteeism exceeds a certain number of times.

how to deal with absenteeism for half a day

1. factory absenteeism for half a day is generally treated as salary deduction;

2. Generally, if you are absent from work for half a day, most enterprises will punish you by deducting wages;

3. Calculate the salary according to the number of absenteeism days, and multiply the daily salary by the number of days;

4. If absenteeism without reason causes losses to the company, the company has the right to claim compensation;

5. If the number of absenteeism days meets the requirements for dissolving the labor contract stipulated by the company, the labor contract can be dissolved.

from the above, it is unreasonable to deduct three days' salary for one day of absenteeism. On the day of absenteeism, the employer may not pay wages, and may not deduct extra wages except for causing economic losses to the employer.

Legal basis:

Interim Provisions on Wage Payment

Article 16

If economic losses are caused to the employing unit due to the laborer's own reasons, the employing unit may require him to compensate the economic losses according to the stipulations of the labor contract. Compensation for economic losses can be deducted from the employee's own salary. However, the monthly deduction shall not exceed 21% of the employee's monthly salary. If the deducted surplus salary is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

Article 39 of the Labor Contract Law of the People's Republic of China

The employer may terminate the labor contract if the employee is under any of the following circumstances:

(1) It is proved that the employee does not meet the employment conditions during the probation period;

(2) seriously violating the rules and regulations of the employing unit;

(3) serious dereliction of duty and graft, which has caused great damage to the employing unit;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or refuses to correct after being put forward by the employer;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) being investigated for criminal responsibility according to law.