#workrights

Wondering what kind of evidence counts as valid proof of your work hours? Here’s a full guide on officially recognized attendance records for labor complaints in Korea. Protect your rights and learn how to present clear, acceptable proof. 👉 Read the Full Guide

People often ask how time can travel but the truth of the matter is that persons often seek an edge in business and in life.

Over time, our world has adjusted to such a demand. Is there equal protection and is there mathematical coherence?

Logic is not a strange thing but variables must be declared. For example, how many public holidays are there in a year is usually different from country to country as with their corresponding dates in the calendar.

Employment terms can vary and so accountancy must be fluid in its approach yet uncompromising in its reflection of economic phenomena.

The concept of economic phenomena can be fundamentally different from reality. This has baffled many an uninformed because so called facts can be man made such as when a public holiday is held. Can no company or government declare tomorrow - Christmas ?

The very idea of an off-in-lieu is an exemplification of such a declarative stance made often in benefit of the employer. One should also not be surprised if employment law over time evolves such that an employer has to compensate ( ex-gratia ) an employee so as to receive such an authoritative discretion that is normally reserved for an elected government.

It is precisely because of this power distance between an employer and his employee that has led to many a political movement. Consequently, we see legislative protection as a result because you cannot have a cake and eat it too.

The fundamental question is not whether one can be at different places at the same time because Harry porter fans will tell you that Ms granger has done it more often than once.

Rather, it is whether any employee would accept his Bonus paid this month as payment for his Salary next month should the employer then find itself in financial difficulty? A crippling lawsuit in a rocket docket is not at all - uncommon.

Similarly, would an employee accept that his contractual incentives be withdrawn after meeting conditions in which it is to be provided?

While often it is correct for employers to decide whether an incentive or an allowance should be provided or not, no employee would expect to return it after it has been so decided.

This is a ridiculous notion even without mathematical proof and even with it , a person is likely to be stoned in public for suggesting that case law should be passed such that it gives this effect: “all employees must return past bonuses, incentives and allowances as and when employers deem it necessary to cover up or make up for the non payment of salary or short payment of just that and more.“