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A candidate refers to a person actively seeking a job, while an application is the formal request for employment.

Risk factors for absenteeism include stress, workplace dissatisfaction, and personal or health-related challenges.

Measuring absenteeism involves tracking absence rates, identifying trends, and analyzing root causes.

Normal absenteeism refers to acceptable absence rates that do not disrupt workplace or school operations.

Absenteeism formula helps calculate absence rates and provides insights into overall workforce attendance.

Types of absenteeism include voluntary (avoidable) and involuntary (unavoidable) absences due to emergencies.

The rule of absenteeism governs how organizations manage frequent or unjustified employee absences.

A good reason for absenteeism might include health-related issues or family emergencies that justify taking time off.

Fixing high absenteeism rates involves identifying the root causes and implementing supportive work or school policies.

Managing absenteeism requires consistent policies, employee engagement strategies, and addressing underlying issues.