[{"data":1,"prerenderedAt":488},["ShallowReactive",2],{"document-absence-policies-D698":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":35,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":487},{"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 POLICIES EXAMPLES The first sample policy is appropriate for businesses in which employee timeliness and attendance are critical. The policy is designed to impress upon employees that the needs of the business require them to get to work on time and that they need to let you know when they will be unable to make it in to work. Absence Policy #1 Your timely attendance at work is crucial to making the business run smoothly. We must meet production requirements to satisfy our customer's demands. You need to do your part in achieving this goal, and one way is to maintain a good attendance record. Any absence or tardiness becomes a part of your employment record. Punctuality Requirements Employees are expected to be at their workstations on time. Tardiness is defined as being at your workstation at least [number] minutes past your scheduled starting time. You should also notify the appropriate person when you know you may be late for work. Being on time makes it easier for all of us because tardiness hinders teamwork among employees. Being tardy for work or leaving the job station before quitting time will be considered cause for corrective action. Counting Absences Here are the rules for how absences will be counted: An unscheduled absence for at least one-half the workday will be counted as one occurrence. An absence for one or more consecutive workdays will be considered one occurrence. For example, if you're out two consecutive days, that will count as one occurrence. If an employee returns from an absence (due to an illness) and goes out again due to the same illness after being at work for no more than one day, then the absence will be counted as one occurrence. Repeated occurrences will result in verbal counseling, written counseling, and/or suspension or termination of employment. Procedure In the event that you are unable to come to work, be sure to call in and let the appropriate person know, in advance where possible, but no later than your regular starting time, so that arrangements for other help can be made. Vacation days must be scheduled at least [NUMBER] hours in advance except in cases of emergency. Employees may be granted excused absences for sickness/illness when the appropriate person is notified prior to the start of work. Pre-scheduled medical/professional appointments (lawyers, clergy, counselors, etc.) or other compelling reasons, with prior supervisory approval, may also be considered as excused absences. Absence of three or more consecutive scheduled working days without notifying the appropriate person will be considered as a voluntary termination, and you will be removed from payroll. Authorized Absence Documentation We may require documentation of authorized reasons for absence, such as sick leave or jury duty, and may also verify the documentation where appropriate. Inclement Weather The facility must continue to operate during periods of bad weather. 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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},[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":109,"url":118},"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":109,"description":6},"employment agreement_at will employee",[111,112,115],{"label":18,"url":96},{"label":113,"url":114},"Hire an Employee","hire-employee",{"label":116,"url":117},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":120,"descriptionCustom":6,"label":121,"pages":122,"size":9,"extension":10,"preview":123,"thumb":124,"svgFrame":125,"seoMetadata":126,"parents":128,"keywords":127,"url":131},"FIXED-TERM AGREEMENT This Fixed-Term Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [COMPANY NAME], (the \"Company\") a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE] with its head office located at: [YOUR COMPLETE ADDRESS] AND: [EMPLOYEE NAME], (the \"Employee\") an individual with his main address located at: [YOUR COMPLETE ADDRESS] Collectively, the Company and Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has offered employment to the Employee in the capacity of [SPECIFY CAPACITY OF EMPLOYEE] in the Company; WHEREAS, the Employee is desirous of and is willing to be employed by the Company in such capacity; NOW, THEREFORE, the Parties agree as follows: DEFINITIONS \"Agreement\" and \"this Agreement\" shall mean this Fixed-Term Agreement and all attached annexures and instruments supplemental to or amending, modifying or confirming this Agreement, in accordance with the provisions of this Agreement. \"Company\" shall have the meaning given to such expression in paragraph 1 of the introduction of the Parties. \"Confidential Information\" includes any trade/business secret, technical knowledge or know-how, financial information, plans, customer lists, pricing policies and procedures, marketing data, research and development data, product data, any formula pattern or compilation of information used in the business of the Company or any clients thereof or their affairs. \"Intellectual Property\" means all intellectual and industrial property and all rights therein, including, without limiting the generality of the foregoing, all inventions (whether patentable or not, and whether or not patent protection has been applied for or granted), improvements, developments, discoveries, proprietary information, trademarks, trademark applications, trade names, websites, Internet domain names, logos, slogans, know-how, trade secrets, processes, designs (whether or not registerable and whether or not design rights subsist in them), works in which copyright may subsist (including computer software and preparatory and design materials therefor). \"Month\" means a calendar month. \"Working Day\" means any day excluding Saturdays, Sundays, and statutory holidays. \"Customer(s)\"/\"Clients\" shall mean any individual, corporation, partnership, business, or other entity, whether for-profit or not-for-profit, whose existence and business is known to the Employee as a result of the Employee's access to the Company's business information, Confidential Information, customer lists, customer account information or any other source of information the Employee has access to during its employment. TERM This is a Fixed-Term Agreement. This Agreement will commence on [SPECIFY DATE] and will end on [SPECIFY DATE]. FIXED-TERM APPOINTMENT The Company hereby offers appointment to the Employee for a Fixed Term to serve the Company in the capacity of [CAPACITY OF EMPLOYEE], with effect from [SPECIFY DATE] (the \"Effective Date\") until [SPECIFY DATE]. The Company may conduct a background and a medical check on the Employee, who hereby agrees and assents to the aforesaid offer being made subject to the satisfactory completion of the same. The Employee shall perform their duties at [SPECIFY ADDRESS]. The Employee warrants that, by entering into this Agreement and performing obligations hereunder, the Employee will not be in breach of any terms or obligations under any subsisting agreement, written or oral, with any third party. Notice Period. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company's services. In the event of the Employee having any incomplete assignment, the Company will have the discretion to relieve the Employee only at the end of the [NUMBER OF MONTHS] months' notice period. Similarly, the Company can terminate the Employee's services by giving the Employee [NUMBER OF MONTHS] months' notice or salary thereof. The Company may terminate the Employee's services immediately on disciplinary grounds. Standard Office Hours. The Company's core hours of operation are from [OFFICE HOURS]. DUTIES AND POWERS The Employee's job description and general responsibilities shall be as set forth in \"Annexure A\" and shall include such further duties and responsibilities as the Company may delegate from time to time. The roles and duties of the Employee are not limited to the ones listed in Annexure A, and the same can be modified or altered as per the decision of the Company. The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Officers of the Company and/or his/her nominated deputies may from time to time assign or give to the Employee. The Employee shall, during the Term of this Agreement (unless prevented by ill health or accident or as otherwise agreed by the Company in writing), devote his time and attention and abilities to the employment with the Company and shall use best endeavours to promote and protect the Company's general interests and welfare. The Parties shall fulfill all their obligations by being compliant with the applicable laws. REMUNERATION The Employee shall be paid [SPECIFY MONTHLY SALARY] on a monthly basis. The said salary shall be paid on [DAY] day of each month to the Employee by the Company. The Employee's salary shall be paid through [MODE OF TRANSFER]. The Employee's salary and other benefits shall be subject to compulsory statutory and other deductions, including tax and other contributions that are to be held by the Employee in STATE/PROVINCE]. LEAVE AND HOLIDAYS The Employee shall be entitled to leave in a year as per the leave policy of the Company, which is annexed as Annexure B to the present Agreement. NON-DISCLOSURE, NON-SOLICITATION AND CONFIDENTIALITY As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement (on which the Employee has had the opportunity to take independent legal advice) are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during the Employee's employment with the Company, nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects in the course of his employment, for the purpose of the Company's administration and management of its employees, its business, and to comply with applicable procedures, laws and regulations. The Employee agrees that he will not at any time during the continuance of employment or on expiry or on termination/cessation of employment with the Company or thereafter, issue any statements to the press (whether oral or written) which have not directly been authorised by the Company. The obligations under this clause shall survive the termination or expiration of this Agreement, and any disclosure of the Confidential Information by the Employee intentionally or unintentionally shall constitute a material breach of the present Agreement, thereby making the Employee liable for the legal action that may be taken by the Company in this regard.","Fixed Term Contract","9","https://templates.business-in-a-box.com/imgs/1000px/fixed-term-contract-D13225.png","https://templates.business-in-a-box.com/imgs/250px/13225.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13225.xml",{"title":127,"description":6},"fixed term contract",[129,130],{"label":116,"url":117},{"label":116,"url":117},"/template/fixed-term-contract-D13225",{"description":133,"descriptionCustom":6,"label":134,"pages":8,"size":9,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":140,"keywords":139,"url":145},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":139,"description":6},"employee dismissal letter",[141,142],{"label":18,"url":96},{"label":143,"url":144},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":147,"descriptionCustom":6,"label":148,"pages":149,"size":9,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":155,"keywords":154,"url":160},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":154,"description":6},"non disclosure agreement nda",[156,157],{"label":116,"url":117},{"label":158,"url":159},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":9,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":173},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":169,"description":6},"remote work agreement",[171,172],{"label":18,"url":96},{"label":21,"url":98},"/template/remote-work-agreement-D13282",false,{"seo":176,"reviewer":187,"legal_disclaimer":174,"quick_facts":191,"at_a_glance":193,"personas":197,"variants":222,"glossary":249,"sections":280,"how_to_fill":331,"common_mistakes":372,"faqs":389,"industries":417,"comparisons":434,"diy_vs_pro":447,"educational_modules":460,"related_template_ids_curated":463,"schema":473,"classification":475},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Absence Policies Template | Free Word Download","Free absence policies template for managing employee leave, tardiness, and unplanned absences. Download in Word, edit online, or export as PDF.","absence policies template",[181,182,183,184,185,186],"employee absence policy template","absence management policy","workplace absence policy","employee absenteeism policy","leave absence policy template word","hr absence policy template free",{"name":188,"credential":189,"reviewed_date":190},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":192,"legal_review_recommended":174,"signature_required":174},"medium",{"what_it_is":194,"when_you_need_it":195,"whats_inside":196},"An Absence Policies document is a formal HR policy that defines how a business classifies, records, and responds to employee absences — including planned leave, unplanned sick days, tardiness, and no-call/no-show events. This free Word download gives you a structured, editable template you can tailor to your workforce and export as PDF for distribution during onboarding or policy updates.\n","Use it when onboarding your first employees, updating an outdated attendance policy, or standardizing inconsistent absence management practices across departments. It is also essential when a company reaches a size where informal verbal rules no longer scale.\n","Policy scope and objectives, definitions of absence types, notification and reporting procedures, documentation requirements, progressive discipline steps, return-to-work protocols, and manager responsibilities — all in a single coherent policy document.\n",[198,202,206,210,214,218],{"title":199,"use_case":200,"icon_asset_id":201},"HR managers","Establishing a consistent, defensible absence management framework across all departments","persona-hr-manager",{"title":203,"use_case":204,"icon_asset_id":205},"Small business owners","Replacing verbal attendance expectations with a written policy before the first absence dispute","persona-small-business-owner",{"title":207,"use_case":208,"icon_asset_id":209},"Operations directors","Reducing unplanned absences that disrupt scheduling, output, and team productivity","persona-operations-director",{"title":211,"use_case":212,"icon_asset_id":213},"Startup founders","Formalizing people operations as headcount grows past the point where informal norms work","persona-startup-founder",{"title":215,"use_case":216,"icon_asset_id":217},"Office managers","Handling day-to-day absence tracking and ensuring employees follow notification procedures","persona-office-manager",{"title":219,"use_case":220,"icon_asset_id":221},"Compliance officers","Ensuring the absence policy aligns with applicable leave laws and reduces wrongful-termination exposure","persona-compliance-officer",[223,226,230,234,238,242,245],{"situation":224,"recommended_template":7,"slug":225},"Managing a workforce with high unplanned absenteeism","absence-policies-D698",{"situation":227,"recommended_template":228,"slug":229},"Tracking vacation and PTO accrual alongside absence rules","Vacation and PTO Policy","vacation-policy-D739",{"situation":231,"recommended_template":232,"slug":233},"Handling extended medical or family leave separately","Leave of Absence Policy","leave-of-absence-policy-D14000",{"situation":235,"recommended_template":236,"slug":237},"Documenting a formal disciplinary process tied to attendance","Progressive Discipline Policy","progressive-discipline-policy-D728",{"situation":239,"recommended_template":240,"slug":241},"Formalizing remote work attendance and availability expectations","Remote Work Policy","remote-work-agreement-D13282",{"situation":243,"recommended_template":87,"slug":244},"Consolidating all HR policies into a single reference document","employee-handbook-D712",{"situation":246,"recommended_template":247,"slug":248},"Recording a specific employee's absence incidents over time","Employee Attendance Record","employee-record-D13469",[250,253,256,259,262,265,268,271,274,277],{"term":251,"definition":252},"Unplanned Absence","Any absence not scheduled in advance — typically a same-day call-out for illness, personal emergency, or unexplained non-attendance.",{"term":254,"definition":255},"Planned Absence","Leave requested and approved in advance, such as vacation, scheduled medical appointments, or pre-approved personal days.",{"term":257,"definition":258},"No-Call/No-Show","When an employee fails to report to work and does not notify their manager before the shift or workday begins.",{"term":260,"definition":261},"Bradford Factor","A formula used to measure the impact of short, frequent absences — calculated as S² × D, where S is the number of absence spells and D is total days absent.",{"term":263,"definition":264},"Return-to-Work Interview","A brief, structured conversation between a manager and employee on the employee's first day back after an absence, used to verify fitness for work and identify underlying issues.",{"term":266,"definition":267},"Trigger Point","A predefined absence threshold — such as three unplanned absences in 90 days — that automatically initiates a formal management review or disciplinary step.",{"term":269,"definition":270},"Fit Note","A medical certificate (historically called a sick note) issued by a healthcare provider confirming that an employee is either unfit for work or fit with adjustments.",{"term":272,"definition":273},"Absence Rate","Total days lost to absence divided by total available working days, expressed as a percentage — a standard workforce health metric.",{"term":275,"definition":276},"Reasonable Adjustment","A change to working conditions — altered hours, modified duties, or remote work — made to support an employee with a disability or health condition in attending work.",{"term":278,"definition":279},"Self-Certification","An employee's own written declaration confirming the reason and dates of a short-term absence, typically accepted for absences of seven days or fewer before a medical certificate is required.",[281,286,291,296,301,306,311,316,321,326],{"name":282,"plain_english":283,"sample_language":284,"common_mistake":285},"Policy scope and objectives","States which employees are covered, what the policy is designed to achieve, and how it interacts with related HR policies.","This policy applies to all employees of [COMPANY NAME] employed on a full-time, part-time, or casual basis at all [COMPANY NAME] locations. Its objectives are to reduce unplanned absence, ensure consistent treatment of all employees, and support employees experiencing genuine health difficulties.","Scoping the policy only to full-time employees and inadvertently excluding part-time or casual workers — creating inconsistent enforcement that exposes the company to discrimination claims.",{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Definitions of absence types","Clearly distinguishes between the categories of absence the policy covers — sick leave, authorised leave, unauthorised absence, lateness, and no-call/no-show.","'Unplanned absence' means any absence not approved in advance. 'Authorised absence' means leave approved by [MANAGER TITLE] prior to the absence date. 'Unauthorised absence' means any absence that is neither pre-approved nor covered by a valid sick-leave notification.","Conflating sick leave with unauthorised absence in the definitions, which can result in disciplining employees for legitimate illness and trigger wrongful-termination liability.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Notification and reporting procedure","Specifies how, when, and to whom an employee must report an absence — including the required notice window, contact method, and what happens if they fail to notify.","Employees must notify their direct manager by telephone no later than [30] minutes before their scheduled start time on each day of absence. Text messages and emails are not acceptable substitutes unless prior written approval has been given.","Accepting any notification method without specifying a hierarchy — employees who text a colleague instead of calling their manager create record gaps that make absence tracking and discipline nearly impossible.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Documentation requirements","Details what written evidence the employee must provide to support their absence, based on duration — self-certification for short absences and a medical certificate for longer ones.","Absences of [1–3] days require completion of a self-certification form on the employee's return. Absences exceeding [7] consecutive calendar days require a fit note from a registered medical practitioner, submitted to HR no later than the eighth day.","Setting the medical certificate threshold at the first day of absence — this creates unnecessary cost and friction for employees with common short-term illnesses, damaging morale without reducing absenteeism.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Absence recording and tracking","Describes how absences are logged, which system or form is used, and who is responsible for maintaining accurate records.","All absences must be recorded in [HR SYSTEM / PAPER LOG] by the employee's direct manager on the day of occurrence. Monthly absence summaries are reviewed by [HR MANAGER / PEOPLE OPERATIONS LEAD] and reported to [LEADERSHIP TEAM] on the [DATE] of each month.","Relying on managers to track absences informally in personal notes or email threads rather than a central system, which creates data inconsistencies and makes Bradford Factor calculations unreliable.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Trigger points and management review","Sets the specific thresholds — number of instances or days within a rolling period — that trigger a formal management review conversation.","A formal absence review meeting will be initiated when an employee reaches any of the following trigger points: (a) [3] or more separate absence episodes in any rolling [90]-day period; (b) [8] or more working days of absence in any rolling [12]-month period; or (c) a pattern of absence on particular days (e.g., consistently on Mondays or Fridays).","Setting trigger points so high that chronic absenteeism goes unaddressed for months, or so low that employees with one or two genuine illnesses face unnecessary formal scrutiny.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Progressive discipline procedure","Outlines the sequential steps — verbal warning, written warning, final written warning, dismissal — and the conditions that move an employee from one step to the next.","Stage 1: Informal counselling and support discussion. Stage 2: Formal verbal warning, recorded and placed on file for [12] months. Stage 3: Written warning. Stage 4: Final written warning. Stage 5: Dismissal for persistent unauthorised absence, following a fair process.","Skipping straight to formal written warnings without an informal counselling stage — removing the procedural fairness layer that employment tribunals and labour boards look for before upholding a dismissal.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Return-to-work protocol","Requires a structured conversation between the manager and employee on the first day back after any absence, covering fitness for work, any required adjustments, and outstanding documentation.","On the first day of return from any absence of [1] or more days, the line manager must conduct a return-to-work interview using the standard [RTW FORM]. The discussion must cover: reason for absence, fitness to return, any outstanding fit notes, and any workplace adjustments required.","Treating the return-to-work interview as optional for short absences — research consistently shows it is the single most effective intervention for reducing repeat unplanned absence.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Long-term and disability-related absence","Distinguishes how the policy applies to employees on extended medical leave or those whose absence pattern relates to a disability, and confirms the duty to make reasonable adjustments.","Where an absence exceeds [4] continuous weeks, or where the employee's absence pattern may be related to a disability or chronic health condition, HR will arrange an occupational health referral. [COMPANY NAME] will consider all reasonable adjustments before commencing any formal capability process.","Applying the standard progressive discipline ladder to an employee whose absences stem from a disability without first exploring reasonable adjustments — this is a common basis for disability discrimination claims.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Manager responsibilities and policy review","Confirms manager accountability for consistent application of the policy and states the review cycle for updating the document.","Line managers are responsible for consistent and fair application of this policy. This policy will be reviewed annually by [HR MANAGER / PEOPLE OPERATIONS] or following any significant change in applicable employment legislation. Last reviewed: [DATE]. Next review due: [DATE].","Publishing the policy without assigning accountability to line managers — inconsistent application across departments then creates precedent arguments that undermine later disciplinary action.",[332,337,342,347,352,357,362,367],{"step":333,"title":334,"description":335,"tip":336},1,"Define the scope and covered employee groups","Insert your company name and specify which employee categories fall under the policy — full-time, part-time, casual, and contractors if applicable. Confirm whether the policy applies to remote and hybrid workers.","If remote workers are covered, add a sentence clarifying that availability during core hours constitutes 'attendance' for the purpose of this policy.",{"step":338,"title":339,"description":340,"tip":341},2,"Set your absence categories and definitions","Review the draft definitions for unplanned absence, authorised absence, unauthorised absence, lateness, and no-call/no-show. Adjust the language to match the terminology already used in your employment contracts and employee handbook.","Consistency with your employment contract terminology prevents employees from arguing that a policy term means something different from the contract.",{"step":343,"title":344,"description":345,"tip":346},3,"Specify notification requirements in detail","Enter the exact notification deadline (e.g., 30 minutes before shift start), the required contact method (phone call to direct manager), and the fallback if the manager is unreachable.","Name a specific backup contact (e.g., the department head or HR inbox) for when the line manager cannot be reached — vague fallback instructions are the most common source of first-day notification disputes.",{"step":348,"title":349,"description":350,"tip":351},4,"Set the self-certification and medical certificate thresholds","Enter the number of days after which a medical certificate is required. The common range is 4–8 calendar days. Confirm who receives the certificate — HR, the line manager, or both.","Aligning your threshold with statutory sick pay rules in your jurisdiction avoids administrative duplication and signals to employees that the policy is built around compliance, not surveillance.",{"step":353,"title":354,"description":355,"tip":356},5,"Configure trigger points for management review","Insert the specific numbers for your trigger thresholds — separate absence episodes within a rolling period and total days in a 12-month window. Consider adding a pattern-based trigger (e.g., repeated absence on specific days).","Pilot the trigger thresholds against last year's absence data before publishing — if more than 20% of your workforce would have hit a trigger, the thresholds are too low.",{"step":358,"title":359,"description":360,"tip":361},6,"Map the progressive discipline stages","Confirm the number of formal stages and the conditions for escalation. Insert the retention periods for each warning — typically 6 months for a verbal warning, 12 months for a written warning.","Reference your disciplinary policy or employee handbook here rather than restating the full procedure — this prevents the two documents from falling out of sync.",{"step":363,"title":364,"description":365,"tip":366},7,"Add the return-to-work interview requirement and attach the RTW form","Confirm that a return-to-work interview is required after all absences (or absences exceeding a minimum duration) and reference the RTW form template managers should use.","Making the RTW interview mandatory for all absences — not just those over three days — reduces recurrence rates measurably without increasing management burden significantly.",{"step":368,"title":369,"description":370,"tip":371},8,"Set the policy review date and assign ownership","Enter the last-reviewed date, the next scheduled review date (typically 12 months), and the name or role responsible for maintaining and updating the policy.","Calendar a reminder 30 days before the review date so the update is never reactive — post-incident rewrites carry less legal weight than proactively maintained policies.",[373,377,381,385],{"mistake":374,"why_it_matters":375,"fix":376},"Applying the same discipline ladder to disability-related absences","Progressing an employee through warnings for absences tied to a disability, without first exploring reasonable adjustments, is one of the most common grounds for a successful disability discrimination claim.","Add a clear carve-out for disability and long-term health conditions, and require an occupational health referral before any formal capability step is taken.",{"mistake":378,"why_it_matters":379,"fix":380},"Vague notification instructions with no named backup contact","If an employee texts a colleague or sends an email to a general inbox, and the policy doesn't prohibit it, the absence notification is technically compliant and disciplinary action becomes procedurally difficult.","Specify the exact method (phone call), the deadline (30 minutes before start), the primary contact (direct manager), and a named fallback contact if the manager is unavailable.",{"mistake":382,"why_it_matters":383,"fix":384},"Setting trigger points without piloting them against actual absence data","Thresholds set too low will flag the majority of employees for formal review — creating an administrative burden and eroding trust — while thresholds set too high allow chronic absenteeism to go unmanaged for months.","Run the proposed trigger numbers against the previous 12 months of absence records before publishing, and adjust until fewer than 10–15% of employees would have been flagged.",{"mistake":386,"why_it_matters":387,"fix":388},"Publishing the policy without training line managers on consistent application","When one manager applies trigger points strictly and another ignores them, the inconsistency creates grounds for discrimination claims and undermines the policy's deterrent effect.","Pair the policy rollout with a 30–60 minute manager briefing covering trigger thresholds, return-to-work interview technique, and when to escalate to HR.",[390,393,396,399,402,405,408,411,414],{"question":391,"answer":392},"What is an absence policy?","An absence policy is a written HR document that defines how a company classifies, records, and manages employee absences — including sick leave, unplanned days off, lateness, and no-call/no-show events. It sets out notification procedures, documentation requirements, trigger thresholds for management review, and the progressive discipline steps that apply when absence reaches unacceptable levels. A well-written absence policy protects both the employer and the employee by creating clear, consistent expectations.\n",{"question":394,"answer":395},"What should an absence policy include?","At minimum, an absence policy should cover: the categories of absence it applies to, how and when employees must report an absence, what documentation is required and after how many days, how absences are tracked, the trigger thresholds that initiate a formal review, the progressive discipline steps, return-to-work procedures, and how the policy treats disability-related absences differently from general unplanned absence. Missing any of these creates gaps that are difficult to manage consistently.\n",{"question":397,"answer":398},"Is an absence policy legally required?","In most jurisdictions, no law explicitly mandates a written absence policy by that name. However, employment law in the US, UK, Canada, and Australia requires employers to treat employees consistently and fairly when managing attendance. A written policy is the primary evidence of consistent treatment and is routinely requested during employment tribunal, labor board, and wrongful-termination proceedings. In the UK, statutory sick pay rules and the Equality Act 2010 make having a clear, disability-aware policy effectively essential.\n",{"question":400,"answer":401},"How many unplanned absences are acceptable before formal action?","There is no universal legal standard — it depends on your industry, role criticality, and workforce size. Common practice in the UK applies the Bradford Factor, with scores above 45 or 100 triggering review. A widely used US and Canadian approach is three separate unplanned absence episodes in any rolling 90-day period. The key is that whatever thresholds you set, you apply them consistently across all employees — selective enforcement exposes you to discrimination claims.\n",{"question":403,"answer":404},"How is an absence policy different from a leave policy?","An absence policy focuses on unplanned, short-term attendance failures — sick days, no-shows, lateness — and the management response to them. A leave policy (or leave of absence policy) covers planned, pre-approved extended absences such as parental leave, medical leave, bereavement leave, and jury duty. Both are needed in a complete HR framework, and they should reference each other to avoid overlap or contradiction.\n",{"question":406,"answer":407},"Should remote employees be covered by the same absence policy?","Yes, remote employees should be covered by the same absence policy with minor adaptations. The core obligations — notification timing, absence recording, return-to-work conversations — apply equally. The main adjustment is defining what 'attendance' means for remote workers: typically, being available and responsive during agreed core hours. Add a short paragraph to the policy clarifying this so remote employees and their managers are not operating on different assumptions.\n",{"question":409,"answer":410},"What is a return-to-work interview and is it required?","A return-to-work interview is a brief, structured conversation between a manager and employee on their first day back after an absence. It covers confirmation of the absence reason, fitness to return, any outstanding documentation, and whether workplace adjustments are needed. It is not legally mandated in most jurisdictions, but CIPD and SHRM research consistently identifies it as the single most effective tool for reducing repeat unplanned absence. Most employment law advisors recommend making it mandatory for all absences regardless of duration.\n",{"question":412,"answer":413},"Can you dismiss an employee for excessive absence?","Dismissal for persistent unauthorised absence or long-term incapacity can be lawful if the employer has followed a fair procedure — including documented warnings, regular review meetings, consideration of reasonable adjustments, and, for long-term illness, an occupational health assessment. Dismissing without following these steps, or without distinguishing disability-related absence from general attendance issues, is one of the most common causes of unfair dismissal and disability discrimination findings. Consider consulting an employment lawyer before taking this step.\n",{"question":415,"answer":416},"How often should an absence policy be reviewed?","An absence policy should be reviewed at least annually and updated whenever applicable employment law changes — for example, when statutory sick pay rates or leave entitlements are revised. It should also be reviewed after any significant disciplinary case or employment tribunal outcome that reveals a gap in the policy. Assign a named HR owner and calendar the review date in the document itself so it never becomes stale by default.\n",[418,422,426,430],{"industry":419,"icon_asset_id":420,"specifics":421},"Manufacturing and warehousing","industry-manufacturing","Shift-based operations make even a single unplanned absence a scheduling and safety problem, making trigger thresholds and rapid notification procedures especially critical.",{"industry":423,"icon_asset_id":424,"specifics":425},"Healthcare and social care","industry-healthtech","Minimum staffing ratios mean absence directly affects patient safety, and disability-related absence provisions must be carefully drafted given the high incidence of occupational health conditions.",{"industry":427,"icon_asset_id":428,"specifics":429},"Retail and hospitality","industry-retail","High turnover and variable shift patterns require clear rules on what constitutes a no-call/no-show and how last-minute cover requests interact with the formal absence record.",{"industry":431,"icon_asset_id":432,"specifics":433},"Professional services","industry-professional-services","Client-facing roles mean absence has direct revenue and relationship consequences, making return-to-work protocols and workload transition planning particularly important.",[435,438,440,443],{"vs":232,"vs_template_id":436,"summary":437},"D{LEAVE_OF_ABSENCE_POLICY_ID}","A leave of absence policy governs planned, extended absences — parental leave, medical leave, sabbatical, and jury duty — that are requested in advance and approved. An absence policy focuses on unplanned, short-term attendance failures and the disciplinary response to them. Most HR frameworks need both, and they should cross-reference each other to prevent employees or managers from conflating the two.",{"vs":87,"vs_template_id":244,"summary":439},"An employee handbook consolidates all HR policies — including absence — into a single reference document distributed to all staff. A standalone absence policy provides greater detail, is easier to update independently, and can be issued separately when a specific attendance issue needs to be addressed without reissuing the full handbook. The handbook typically includes a summary of the absence policy and points to the full standalone document.",{"vs":236,"vs_template_id":441,"summary":442},"D{PROGRESSIVE_DISCIPLINE_POLICY_ID}","A progressive discipline policy covers the formal warning and escalation framework for all misconduct and performance issues — absence being one subset. An absence policy references the discipline steps but focuses specifically on absence classification, notification, documentation, and trigger thresholds. Having both prevents the absence-specific rules from getting lost in a general discipline framework.",{"vs":444,"vs_template_id":445,"summary":446},"Attendance Record Form","D{ATTENDANCE_RECORD_ID}","An attendance record form is the transactional tool used to log individual absence events — dates, reasons, and duration. The absence policy is the governing framework that tells managers and employees what to do, when to do it, and what happens when attendance falls short. The form has no effect without the policy to back it; the policy is difficult to enforce without the tracking records the form provides.",{"use_template":448,"template_plus_review":452,"custom_drafted":456},{"best_for":449,"cost":450,"time":451},"SMEs and startups creating their first formal absence policy or updating an outdated one","Free","1–3 hours",{"best_for":453,"cost":454,"time":455},"Companies in regulated industries, those with a recent absence-related dispute, or employers with unionised workforces","$200–$600 (HR consultant or employment lawyer review)","2–5 days",{"best_for":457,"cost":458,"time":459},"Large employers, multi-site or multi-jurisdiction operations, or businesses implementing absence management alongside a new HRIS","$1,000–$3,500+","2–4 weeks",[461,462],"managing-employee-absence-101","bradford-factor-explained",[244,464,465,466,467,241,468,469,470,466,471,472],"employment-agreement_at-will-employee-D541","fixed-term-contract-D13225","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","job-offer-letter-long-D12769","how-to-create-a-performance-improvement-plan-D12564","letter-of-appreciation-to-employee-D664","human-resource-policy-D13494","disciplinary-action-policy-D13486",{"emit_how_to":474,"emit_defined_term":474},true,{"primary_folder":96,"secondary_folder":476,"document_type":477,"industry":478,"business_stage":479,"tags":480,"confidence":486},"workplace-policies","policy","general","all-stages",[481,482,483,484,485],"time-off","compliance","absence-policies","hr-policy","employee-management",0.95,"\u003Ch2>What is an Absence Policies document?\u003C/h2>\n\u003Cp>An \u003Cstrong>Absence Policies\u003C/strong> document is a formal HR policy that establishes how a business defines, records, and manages employee absences — covering unplanned sick days, authorised leave, lateness, no-call/no-show events, and long-term incapacity. It sets out precisely how employees must report an absence, what documentation they must provide, how managers track and respond to patterns, and what progressive steps follow when attendance falls below an acceptable threshold. Rather than leaving these decisions to individual managers to interpret case by case, a written absence policy creates a single, consistently applied standard across the entire organisation.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written absence policy, even a single attendance dispute can expose your business to an unfair dismissal or discrimination claim — because inconsistent management of absence is one of the most common procedural failures cited in employment tribunal decisions. When one manager tracks absences diligently and another ignores them, or when discipline is applied to some employees but not others with identical records, the inconsistency itself becomes the legal problem. A well-structured absence policy eliminates that risk by making the rules, the thresholds, and the process explicit and visible to everyone. It also reduces absenteeism in practice: organisations that publish clear absence policies, train managers to conduct return-to-work interviews, and apply trigger thresholds consistently typically see measurable reductions in short-term unplanned absence within the first year. This template gives you a ready-to-edit framework that covers every material element, so you spend your time on the decisions specific to your workforce rather than building the structure from scratch.\u003C/p>\n",1779480708097]