[{"data":1,"prerenderedAt":480},["ShallowReactive",2],{"document-absence-form-D669":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":183,"customdescription":6,"mdFm":184,"mdProseHtml":479},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"ABSENCE FORM Please fill and submit this form to your supervisor when planning to be out of the office. EMPLOYEE NAME: MANAGER: REASON (please circle): DATE OUT: DATE IN: SEMINAR CONFERENCE VACATION OR PTO OTHER CC: Receptionist Personnel ",null,"Absence Form","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/absence-form-D669.png","https://templates.business-in-a-box.com/imgs/250px/669.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#669.xml",{"title":15,"description":6},"absence form",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Staff Management","/templates/staff-management/","Absence Form Template","https://templates.business-in-a-box.com/imgs/400px/669.png","https://templates.business-in-a-box.com/imgs/600px/669.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"Leaves & Time Off","/templates/leaves-and-time-off/",[40,44,48,53,57,61,65,69,73,77,81,85,89,105,120,134,151,169],{"label":41,"url":42,"thumb":43,"extension":10},"Absence Policies","/template/absence-policies-D698","https://templates.business-in-a-box.com/imgs/250px/698.png",{"label":45,"url":46,"thumb":47,"extension":10},"Leave Of Absence Policy","/template/leave-of-absence-policy-D14000","https://templates.business-in-a-box.com/imgs/250px/14000.png",{"label":49,"url":50,"thumb":51,"extension":52},"Employee Absence Tracking","/template/employee-absence-tracking-D626","https://templates.business-in-a-box.com/imgs/250px/626.png","xls",{"label":54,"url":55,"thumb":56,"extension":10},"Request for Leave of Absence","/template/request-for-leave-of-absence-D650","https://templates.business-in-a-box.com/imgs/250px/650.png",{"label":58,"url":59,"thumb":60,"extension":10},"Commitment Form","/template/commitment-form-D1234","https://templates.business-in-a-box.com/imgs/250px/1234.png",{"label":62,"url":63,"thumb":64,"extension":10},"Form Of Acknowledgement","/template/form-of-acknowledgement-D13443","https://templates.business-in-a-box.com/imgs/250px/13443.png",{"label":66,"url":67,"thumb":68,"extension":10},"Internship Form","/template/internship-form-D13448","https://templates.business-in-a-box.com/imgs/250px/13448.png",{"label":70,"url":71,"thumb":72,"extension":10},"Sponsorship Form","/template/sponsorship-form-D13240","https://templates.business-in-a-box.com/imgs/250px/13240.png",{"label":74,"url":75,"thumb":76,"extension":52},"Check Request Form","/template/check-request-form-D670","https://templates.business-in-a-box.com/imgs/250px/670.png",{"label":78,"url":79,"thumb":80,"extension":10},"Benefits Enrollment Form","/template/benefits-enrollment-form-D13602","https://templates.business-in-a-box.com/imgs/250px/13602.png",{"label":82,"url":83,"thumb":84,"extension":10},"Customer Complaint Form","/template/customer-complaint-form-D1275","https://templates.business-in-a-box.com/imgs/250px/1275.png",{"label":86,"url":87,"thumb":88,"extension":10},"Customer Feedback Form","/template/customer-feedback-form-D12790","https://templates.business-in-a-box.com/imgs/250px/12790.png",{"description":90,"descriptionCustom":6,"label":91,"pages":8,"size":9,"extension":10,"preview":92,"thumb":93,"svgFrame":94,"seoMetadata":95,"parents":97,"keywords":96,"url":104},"INCIDENT REPORT ","Incident Report","https://templates.business-in-a-box.com/imgs/1000px/incident-report-D12621.png","https://templates.business-in-a-box.com/imgs/250px/12621.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12621.xml",{"title":96,"description":6},"incident report",[98,100,102],{"label":18,"url":99},"human-resources",{"label":21,"url":101},"motivation-appreciation",{"label":24,"url":103},"staff-management","/template/incident-report-D12621",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":9,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":119},"EMPLOYEE DISCIPLINARY ACTION POLICY INTRODUCTION The Employee Disciplinary Action Policy outlines the guidelines and procedures for addressing employee misconduct, unacceptable behavior, and poor performance within [COMPANY NAME]. This Policy aims to promote a fair and consistent approach to disciplinary actions while fostering a productive work environment. All employees are expected to adhere to the standards set forth in this Policy. SCOPE This Policy applies to all employees at [COMPANY NAME], including full-time, part-time, temporary, and contract workers. It covers disciplinary actions for a wide range of infractions, such as misconduct, violation of company policies, poor performance, insubordination, and any other behavior that adversely affects the workplace or the organization's interests. PROGRESSIVE DISCIPLINE Our organization follows a progressive discipline approach, which typically involves the following steps: Verbal Warning: The initial step in addressing employee misconduct or poor performance is a verbal warning. The supervisor or manager will have a private conversation with the employee, discussing the concerns and providing guidance on how to improve. Written Warning: If the employee's behavior or performance does not improve after the verbal warning, a written warning will be issued. The written warning document will outline the specific issues, expectations for improvement, and consequences of continued misconduct or poor performance. Final Written Warning: If the employee's behavior or performance still does not meet the expected standards, a final written warning may be issued. This warning emphasizes the seriousness of the situation and may include a performance improvement plan or other corrective measures. Suspension: In cases of severe misconduct or repeated violations, a temporary suspension without pay may be imposed. The duration of the suspension will be determined based on the severity of the offense and the organization's policies.","Employee Disciplinary Action Policy","2","https://templates.business-in-a-box.com/imgs/1000px/employee-disciplinary-action-policy-D13487.png","https://templates.business-in-a-box.com/imgs/250px/13487.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13487.xml",{"title":113,"description":6},"employee disciplinary action policy",[115,116],{"label":18,"url":99},{"label":117,"url":118},"Company Policies","company-policies","/template/employee-disciplinary-action-policy-D13487",{"description":121,"descriptionCustom":6,"label":122,"pages":8,"size":9,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":132,"url":133},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Letter of Appreciation Dear [Contact name], Your enthusiasm and your ability to motivate your employees have resulted in a significant increase in productivity and profitability in [Department]. [YOUR COMPANY NAME] is very pleased to count you among our talented team. We truly appreciate you hard work and effort. If we had an award to give, you would certainly be a prime candidate. Please accept my sincerest appreciation for the fine job you are doing. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE] This email is intended only for the person to whom it is addressed and/or otherwise authorized personnel. The information contained herein and attached is confidential and the property of [SENDER]","Letter of Appreciation to Employee","https://templates.business-in-a-box.com/imgs/1000px/letter-of-appreciation-to-employee-D664.png","https://templates.business-in-a-box.com/imgs/250px/664.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#664.xml",{"title":127,"description":6},"letter of appreciation to employee",[129,130,131],{"label":18,"url":99},{"label":21,"url":101},{"label":18,"url":99},"letter appreciation to employee","/template/letter-of-appreciation-to-employee-D664",{"description":135,"descriptionCustom":6,"label":136,"pages":137,"size":9,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":143,"keywords":142,"url":150},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":142,"description":6},"how to review employee performance",[144,147],{"label":145,"url":146},"Business Plan Kit","business-plan-kit",{"label":148,"url":149},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":168},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":159,"description":6},"employment agreement_at will employee",[161,162,165],{"label":18,"url":99},{"label":163,"url":164},"Hire an Employee","hire-employee",{"label":166,"url":167},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":170,"descriptionCustom":6,"label":171,"pages":172,"size":173,"extension":10,"preview":174,"thumb":175,"svgFrame":176,"seoMetadata":177,"parents":178,"keywords":181,"url":182},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[179,180],{"label":18,"url":99},{"label":117,"url":118},"employee handbook","/template/employee-handbook-D712",false,{"seo":185,"reviewer":197,"quick_facts":201,"at_a_glance":203,"personas":207,"variants":232,"glossary":257,"fields":288,"how_to_fill":334,"common_mistakes":370,"faqs":387,"industries":412,"comparisons":429,"diy_vs_pro":442,"related_template_ids_curated":455,"schema":465,"classification":467},{"meta_title":186,"meta_description":187,"primary_keyword":188,"secondary_keywords":189},"Absence Form Template (Free Word)","Free absence form template to record employee absences, capture reasons, and get manager approval. Used in 190+ countries. Free Word and PDF download.","absence form template",[190,191,192,193,194,195,196],"employee absence form","absence form word","free absence form template","employee absence record form","absence request form","employee leave form template","attendance form template",{"name":198,"credential":199,"reviewed_date":200},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":202,"legal_review_recommended":183,"signature_required":183},"easy",{"what_it_is":204,"when_you_need_it":205,"whats_inside":206},"An Absence Form is an HR document an employee submits to formally record a period of absence from work. This free Word download captures absence dates, reason category, supporting documentation references, and manager approval in a single structured form you can edit online and export as PDF for payroll and attendance records.\n","Use it whenever an employee misses one or more scheduled workdays — whether the absence was planned in advance or unplanned — and you need a consistent, documented record for HR, payroll, and attendance tracking purposes.\n","Employee identification, absence dates and total days, reason category (sickness, personal, bereavement, jury duty, or other), supporting documentation checklist, employee declaration, and manager approval with sign-off date.\n",[208,212,216,220,224,228],{"title":209,"use_case":210,"icon_asset_id":211},"HR managers","Standardizing absence records across departments for payroll accuracy","persona-hr-manager",{"title":213,"use_case":214,"icon_asset_id":215},"Small business owners","Tracking employee attendance without a dedicated HR 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absences over a period","Employee Attendance Record","employee-record-D13469",{"situation":242,"recommended_template":243,"slug":244},"Documenting extended medical leave under FMLA or equivalent","Medical Leave of Absence Form","leave-of-absence-policy-D14000",{"situation":246,"recommended_template":247,"slug":248},"Recording a workplace injury that caused an absence","Incident Report Form","incident-report-D12621",{"situation":250,"recommended_template":251,"slug":252},"Formal return-to-work process after extended sick leave","Return to Work Form","return-to-work-form-D13036",{"situation":254,"recommended_template":255,"slug":256},"Tracking vacation and PTO balances alongside absence history","Employee Time-Off Request Form","time-off-policy-D737",[258,261,264,267,270,273,276,279,282,285],{"term":259,"definition":260},"Authorized Absence","An absence formally approved by a manager or HR before or immediately after the missed work period.",{"term":262,"definition":263},"Unauthorized Absence","A missed workday with no notification or approval, which may trigger disciplinary action under company policy.",{"term":265,"definition":266},"Self-Certification","A signed employee declaration confirming the reason for a short-term absence, typically used in place of a doctor's note for absences of fewer than seven days.",{"term":268,"definition":269},"Return-to-Work Interview","A brief meeting between a manager and an employee on their first day back, used to confirm fitness for work and capture any ongoing support needs.",{"term":271,"definition":272},"Bradford Factor","A formula that weights frequent short absences more heavily than single long absences, used to identify attendance patterns that affect team operations.",{"term":274,"definition":275},"Bereavement Leave","Paid or unpaid time off granted when an employee experiences the death of a close family member or dependent.",{"term":277,"definition":278},"Jury Duty Leave","Statutory time off for an employee summoned to serve on a jury, often required to be documented with a court summons.",{"term":280,"definition":281},"Fit Note","A medical certificate issued by a doctor confirming that an employee is unfit for work or fit with adjustments — commonly required for absences exceeding seven calendar days in the UK.",{"term":283,"definition":284},"Absence Trigger Point","A defined threshold — such as three separate absences in 12 weeks — that prompts a formal review of an employee's attendance record.",{"term":286,"definition":287},"Leave Balance","The number of paid leave days an employee has remaining in the current entitlement period, used to determine whether an absence is paid or unpaid.",[289,294,299,304,309,314,319,324,329],{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Employee information","Identifies the employee by full name, job title, department, and employee ID number.","Employee Name: [FULL NAME] | Job Title: [JOB TITLE] | Department: [DEPARTMENT] | Employee ID: [ID NUMBER]","Using a preferred name or nickname instead of the legal name on file — this creates a mismatch with payroll records and makes the form harder to file correctly.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Absence dates and total days","Records the first and last date of the absence and calculates the total number of calendar or working days missed.","First Day of Absence: [DATE] | Last Day of Absence: [DATE] | Total Working Days Absent: [NUMBER]","Counting calendar days instead of scheduled working days, which overstates the absence and causes payroll deduction errors.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Reason category","A checkbox list of standard absence reasons — sickness, personal, bereavement, jury duty, or other — so absences are coded consistently for reporting.","Reason for Absence: [ ] Sickness/Injury  [ ] Personal  [ ] Bereavement  [ ] Jury Duty  [ ] Other (specify): [DESCRIPTION]","Leaving the reason blank or marking 'Other' for absences that clearly fit a standard category, making attendance reports inaccurate.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Details of absence","A short free-text field for the employee to describe the nature of the absence without disclosing confidential medical information.","Brief Description: [EMPLOYEE TO COMPLETE — e.g., 'flu symptoms' or 'family bereavement']","Requiring employees to provide detailed medical diagnoses in this field, which may violate health data privacy obligations in many jurisdictions.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Supporting documentation","Records whether a doctor's note, court summons, or other evidence was provided, and attaches it to the form.","Documentation Provided: [ ] Doctor's Certificate  [ ] Court Summons  [ ] Other: [SPECIFY]  [ ] None — self-certification only","Not noting when documentation is outstanding, so the HR file is closed without a required certificate ever being collected.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Previous absence history reference","Flags whether this absence triggers a review point under company policy, such as a Bradford Factor threshold or a set number of occurrences within a rolling period.","Absences in last 12 months: [NUMBER] | Bradford Factor score: [SCORE] | Trigger point reached: [ ] Yes  [ ] No","Skipping this field entirely and relying on memory, which means trigger points are missed and consistent policy application breaks down.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Employee declaration","A signed statement by the employee confirming that the information provided is accurate and that they are fit to return to work.","I confirm that the information above is accurate to the best of my knowledge and that I am fit to resume my normal duties. Employee Signature: [SIGNATURE] | Date: [DATE]","Collecting the form unsigned, which removes the employee's acknowledgment and makes it difficult to address discrepancies later.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Manager review and approval","Records whether the manager classifies the absence as authorized or unauthorized, notes any follow-up actions, and signs off with a date.","Absence Authorized: [ ] Yes  [ ] No | Follow-up action required: [NOTES] | Manager Name: [NAME] | Manager Signature: [SIGNATURE] | Date: [DATE]","Managers signing off without noting whether a return-to-work interview was conducted, leaving a gap in the documented process.",{"name":330,"plain_english":331,"sample_language":332,"common_mistake":333},"Payroll notification","A handoff section confirming that payroll has been notified of the absence type, dates, and whether it is paid or unpaid.","Payroll notified: [ ] Yes  [ ] No | Absence type for payroll: [ ] Paid  [ ] Unpaid  [ ] Statutory sick pay | Notified by: [NAME] | Date: [DATE]","Treating payroll notification as implicit rather than recording it explicitly, which leads to missed deductions or incorrect pay calculations.",[335,340,345,350,355,360,365],{"step":336,"title":337,"description":338,"tip":339},1,"Complete the employee information block","Enter your full legal name, job title, department, and employee ID exactly as they appear on your HR file. This ensures the form is matched to the correct payroll and attendance record.","Pre-populate employee name and ID in the template master file to reduce errors at the point of submission.",{"step":341,"title":342,"description":343,"tip":344},2,"Enter the absence start and end dates","Record the first and last scheduled working day you were absent. Count only days you were rostered to work — exclude weekends and public holidays from the total.","If the absence spans a public holiday, note it separately so it is not counted against the employee's leave balance.",{"step":346,"title":347,"description":348,"tip":349},3,"Select the reason category","Check the single best-fit reason from the standard list. If none apply, check 'Other' and write a brief description. Consistent coding is essential for attendance trend reporting.","If your company uses an HR system, align the reason codes on the form to the system's dropdown values to avoid manual re-coding.",{"step":351,"title":352,"description":353,"tip":354},4,"Add supporting documentation","Attach any required evidence — doctor's certificate, court summons, or other documentation — and tick the corresponding checkbox. If documentation is pending, mark it as outstanding with an expected receipt date.","Set a calendar reminder for the date the certificate is due so it doesn't slip through the cracks.",{"step":356,"title":357,"description":358,"tip":359},5,"Complete the employee declaration and sign","Read the declaration confirming the information is accurate and that you are fit to return. Sign and date the form on or before your first day back at work.","Unsigned forms cannot be filed as complete HR records — managers should return unsigned forms to the employee the same day they are received.",{"step":361,"title":362,"description":363,"tip":364},6,"Manager conducts return-to-work review and signs off","The line manager reviews the form for completeness, marks the absence as authorized or unauthorized, notes any follow-up actions, and signs with the review date. This should happen on the employee's first day back.","Document any agreed workplace adjustments (e.g., reduced hours, phased return) in the follow-up notes field rather than a separate email.",{"step":366,"title":367,"description":368,"tip":369},7,"Notify payroll and file the completed form","Tick the payroll notification checkbox, record whether the absence is paid, unpaid, or subject to statutory sick pay, and file the signed form in the employee's HR record — paper or digital.","Use a shared HR folder with date-stamped filenames (e.g., LASTNAME_AbsenceForm_2026-05-02) to make retrieval fast during audits or disputes.",[371,375,379,383],{"mistake":372,"why_it_matters":373,"fix":374},"Counting calendar days instead of working days","Overstating absence duration triggers incorrect payroll deductions and inflates attendance statistics, which can unfairly affect performance reviews.","Confirm the employee's scheduled working pattern before completing the dates field, and exclude weekends and public holidays from the total.",{"mistake":376,"why_it_matters":377,"fix":378},"Filing the form without a manager signature","An unsigned form has no managerial authorization on record, making it impossible to demonstrate consistent policy enforcement if an absence is later disputed.","Set a workflow rule that forms are not accepted by HR or payroll until both the employee and manager sections are signed and dated.",{"mistake":380,"why_it_matters":381,"fix":382},"Leaving supporting documentation as permanently outstanding","HR files with missing certificates are incomplete, which creates problems during employment tribunal proceedings and statutory sick pay audits.","Record a specific due date for outstanding documentation and send a written reminder to the employee on that date.",{"mistake":384,"why_it_matters":385,"fix":386},"Skipping the payroll notification checkbox","Without an explicit handoff record, payroll may process the pay period without accounting for the absence, resulting in overpayment or incorrect statutory sick pay calculations.","Make the payroll notification section the final step in the form workflow so it cannot be submitted to HR until it is completed.",[388,391,394,397,400,403,406,409],{"question":389,"answer":390},"What is an absence form?","An absence form is an HR document an employee completes to formally record a period of missed work. It captures the dates of the absence, the reason category, any supporting documentation, and a manager sign-off. Completed forms feed into payroll processing and attendance records, providing a consistent audit trail for each absence event.\n",{"question":392,"answer":393},"When should an employee submit an absence form?","Typically on the first day back after any unplanned absence, or immediately after a planned absence has been taken. Most companies require submission within one to two working days of returning. For planned absences, some organizations require the form to be completed and approved before the leave begins.\n",{"question":395,"answer":396},"Is a doctor's note always required?","Requirements vary by company policy and jurisdiction. In the UK, self-certification covers absences of seven calendar days or fewer; a fit note from a GP is required from day eight onward. In the US, there is no federal standard, but many employers request documentation after three consecutive days of sick leave. Your company's absence policy sets the threshold.\n",{"question":398,"answer":399},"What is the difference between an absence form and a leave request form?","A leave request form is submitted in advance to seek approval for planned time off — holidays, scheduled appointments, or foreseeable personal leave. An absence form is completed after the fact to record time already missed, particularly for unplanned absences like sickness. Some employers use a single form for both purposes; others keep them separate.\n",{"question":401,"answer":402},"Who should keep the completed absence form?","The signed original should be filed in the employee's confidential HR record. Payroll should receive a copy or notification of the relevant details. The employee and line manager should each retain a copy for their own reference. In digital HR systems, the form is typically uploaded and access-controlled by role.\n",{"question":404,"answer":405},"How long should absence records be retained?","Retention requirements vary by jurisdiction. In the US, the EEOC recommends retaining personnel records for at least one year, while FMLA records must be kept for three years. In the UK, HMRC recommends retaining payroll-related absence records for at least three years after the tax year they relate to. Check your local employment law for the applicable minimum.\n",{"question":407,"answer":408},"Can an employer discipline an employee based on absence records?","Consistently documented absences can form part of a formal attendance management process, which may include verbal warnings, written warnings, or — in persistent cases — dismissal, depending on your company policy and the applicable employment law. Absence records are the evidentiary foundation of any such process, which is why complete and signed forms are important for every absence event.\n",{"question":410,"answer":411},"Does this form work for remote or hybrid employees?","Yes. The form is equally applicable to in-office, remote, and hybrid workers — the key fields (dates, reason, documentation, and manager sign-off) apply regardless of work location. For fully remote teams, use the digital Word version and collect electronic signatures via email or an eSign tool to maintain a dated audit trail.\n",[413,417,421,425],{"industry":414,"icon_asset_id":415,"specifics":416},"Healthcare","industry-healthtech","Shift-based rosters make even single-day absences operationally critical; forms must be completed and reviewed before the next scheduled shift to arrange cover.",{"industry":418,"icon_asset_id":419,"specifics":420},"Retail","industry-retail","High headcount and variable schedules mean absence forms feed directly into daily staffing calculations and agency cover requests.",{"industry":422,"icon_asset_id":423,"specifics":424},"Manufacturing","industry-manufacturing","Production line absences require immediate documentation so supervisors can reallocate tasks and record any safety-related reasons linked to workplace conditions.",{"industry":426,"icon_asset_id":427,"specifics":428},"Professional Services","industry-professional-services","Client-facing roles mean absences must be logged and escalated quickly to reassign billable work and notify account managers.",[430,433,436,439],{"vs":235,"vs_template_id":431,"summary":432},"leave-of-absence-request-form-D13272","A leave of absence request form is submitted before the time off to seek manager approval for planned leave — holidays, medical appointments, or personal events. An absence form is completed after the fact to record time already missed. Both feed the same HR and payroll records, but they cover opposite ends of the attendance management timeline.",{"vs":239,"vs_template_id":434,"summary":435},"D{ATTENDANCE_RECORD_ID}","An attendance record is a cumulative log covering all presence and absence events over a week, month, or year — typically maintained by a manager or HR system. An absence form is a single-event document for one specific absence. The attendance record is built from individual absence forms over time.",{"vs":251,"vs_template_id":437,"summary":438},"D{RETURN_TO_WORK_ID}","A return-to-work form is completed at the return-to-work interview to assess fitness for duties, identify any workplace adjustments needed, and document the conversation. An absence form records the absence itself. Many organizations complete both on the employee's first day back — the absence form first, then the return-to-work form during the manager meeting.",{"vs":247,"vs_template_id":440,"summary":441},"incident-report-form-D13403","An incident report form documents a workplace accident or near-miss event and its immediate circumstances. If that incident results in an absence, a separate absence form is also required to record the missed days for payroll and attendance purposes. The two forms serve different functions and should both be filed when an injury causes time off work.",{"use_template":443,"template_plus_review":447,"custom_drafted":451},{"best_for":444,"cost":445,"time":446},"Any business that needs a consistent, ready-to-use absence record for HR and payroll","Free","5 minutes to complete per absence",{"best_for":448,"cost":449,"time":450},"Companies adding custom absence codes, Bradford Factor calculations, or integration with an HR system","$50–$200 (HR consultant or system configuration)","Half a day",{"best_for":452,"cost":453,"time":454},"Enterprises with complex multi-site rosters, union agreements, or statutory reporting obligations requiring bespoke absence management workflows","$500–$2,000+ (HR system implementation or custom form design)","1–4 weeks",[236,248,456,457,458,459,460,461,462,461,463,464],"employee-disciplinary-action-policy-D13487","letter-of-appreciation-to-employee-D664","how-to-review-employee-performance-D12595","employment-agreement_at-will-employee-D541","employee-handbook-D712","employee-dismissal-letter-D508","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160",{"emit_how_to":466,"emit_defined_term":466},true,{"primary_folder":99,"secondary_folder":468,"document_type":469,"industry":470,"business_stage":471,"tags":472,"confidence":478},"leaves-and-time-off","form","general","all-stages",[473,474,475,476,477],"time-off","hr","absence-form","attendance","leave-management",0.95,"\u003Ch2>What is an Absence Form?\u003C/h2>\n\u003Cp>An \u003Cstrong>Absence Form\u003C/strong> is an HR document that an employee completes to formally record a period of missed work. It captures the dates of the absence, the reason — sickness, personal, bereavement, jury duty, or other — any supporting documentation such as a doctor's certificate or court summons, and a manager sign-off confirming the absence is authorized. Once completed and signed, it flows into payroll processing to ensure the employee is paid correctly and into attendance records to maintain an accurate history of time away from work.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a consistent absence form, payroll deductions are made on memory rather than a signed record, attendance patterns go untracked until they become a serious problem, and disciplinary processes lack the documentation foundation they require to be defensible. A single undocumented absence may seem trivial, but gaps in attendance records become costly during employment disputes, statutory sick pay audits, or FMLA compliance reviews. This template gives every absence the same structured paper trail — dates, reason, evidence, and manager authorization — so HR, payroll, and line managers are always working from the same verified information.\u003C/p>\n",1781186029599]