[{"data":1,"prerenderedAt":493},["ShallowReactive",2],{"document-attendance-policy-D12625":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":26,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":27,"breadcrumb":31,"related":37,"customDescModule":182,"customdescription":26,"mdFm":183,"mdProseHtml":492},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"[COMPANY NAME] Employee Attendance Policy POLICY STATEMENT This attendance policy outlines our expectation about employees' coming to work. Being punctual when coming to work helps maintain efficiency in our workplace. SCOPE Most employees need to collaborate with their colleagues to do their job. To make this collaboration easier, we expect employees to be punctual and follow their schedule. This company attendance policy applies to all nonexempt employees regardless of position or type of employment. DEFINITIONS Absenteeism refers to frequent absence from an employee's job responsibilities. This includes not coming to work frequently or taking excessive sick leave without being able to submit doctor's notes. Presenteeism refers to being present at work beyond your schedule even when we don't require overtime. This can cause you to overwork and have an impact on your productivity and job satisfaction. We want to ensure that you keep your schedule both when coming to work and leaving. Tardiness refers to coming in late, taking longer breaks than you're entitled to and constantly leaving earlier from work without reason. We probably won't mind if you're a bit late one morning or leave a little earlier on a Friday. But, we want to make sure you generally follow your schedule and you don't cause disruption in our workplace. POLICY OVERVIEW Employees at [COMPANY NAME] are expected to be present for work, on time, every day. Regular attendance and punctuality are important to keep your team and the company running smoothly. Arriving late, being tardy, or absence from work causes disruptions and burdens colleagues. FAILURE TO CLOCK IN OR CLOCK OUT Employees must clock-in and clock-out for each shift. If there is any problem recording a clock-in or clock-out, employees should inform a manager immediately. Employees who consistently fail to clock-in or clock-out may receive disciplinary action, up to and including termination. REPORT OF ABSENCE Employees are given a five-minute grace period at the start and end of each scheduled shift and for breaks and for lunch. Employees are required to report an absence by [PROCEDURE FOR REPORTING AN ABSENCE]. Employees must report each day they are absent. Failure to call-off one hour prior to a shift will result in a no call-no show. Attendance infractions reset every [ 6 MONTHS OR 1 YEAR]. UNFORSEEN ABSENCES If you can't come in to work one day, notify your manager as soon as possible. Unexcused or unreported absence for more than three days will be considered job abandonment. If you need to leave work early one day, inform your manager. We will understand if you have good reasons for being absent, even if you don't report it",null,"Attendance Policy","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/attendance-policy-D12625.png","https://templates.business-in-a-box.com/imgs/250px/12625.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12625.xml",{"title":15,"description":6},"attendance policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Attendance Policy Template","https://templates.business-in-a-box.com/imgs/400px/12625.png","https://templates.business-in-a-box.com/imgs/600px/12625.png","\u003Ch4>Maximizing Productivity with an Attendance Policy\u003C/h4>\n\u003Cp>In today's dynamic business world, consistent attendance is the heartbeat of productivity and efficiency. An Attendance Policy is crucial for business owners to set clear expectations for employees and ensure that operations run smoothly and reliably. This document not only helps maintain a disciplined work environment but also supports the well-being of all employees by promoting balance and fairness.\u003C/p>\n\u003Ch5>What is an Attendance Policy Template?\u003C/h5>\n\u003Cp>An Attendance Policy template is a customizable document that outlines your company's rules and expectations regarding employee attendance, including punctuality, absences, and the process for requesting time off. It serves as a clear guideline for employees, helping to minimize misunderstandings and potential disputes. This template is designed to be adapted to the specific needs of your business, reflecting your culture and operational requirements while ensuring compliance with labour laws.\u003C/p>\n\u003Cp>\u003Ch5 id=\"key-components-service-agreement\">Key Elements of an Attendance Policy Template\u003C/h5>A robust Attendance Policy template should cover the following key elements:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Purpose and Scope\u003C/strong> - Clarifies the policy's objectives and whom it applies to, emphasizing its importance in achieving business goals.\u003C/li>\n\u003Cli>\u003Cstrong>Definitions\u003C/strong> - Provides clear definitions of terms related to attendance, such as tardiness, unexcused absence, and leave types.\u003C/li>\n\u003Cli>\u003Cstrong>Attendance Expectations\u003C/strong> - Details the expectations for regular attendance, including start and end times, and consequences for non-compliance.\u003C/li>\n\u003Cli>\u003Cstrong>Procedures for Absences\u003C/strong> - Outlines how to report absences, request leaves of absence, and the documentation required for planned and unplanned leave.\u003C/li>\n\u003Cli>\u003Cstrong>Disciplinary Actions\u003C/strong> - Describes the steps the company will take in response to unexcused absences or chronic tardiness.\u003C/li>\n\u003Cli>\u003Cstrong>Special Considerations\u003C/strong> - Addresses accommodations for disabilities, religious observances, and other exceptional circumstances.\u003C/li>\n\u003Cli>\u003Cstrong>Policy Administration\u003C/strong> - Details the roles and responsibilities of HR and managers in enforcing the policy.\u003C/li>\n\u003C/ul>\n\u003Ch5>Related Documents for Crafting an Attendance Policy\u003C/h5>\n\u003Cp>Developing an effective Attendance Policy often involves integrating other related documents, such as:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/employee-handbook-D712/\">Employee Handbook\u003C/a>\u003C/strong> - Your Attendance Policy should be a key component of your broader Employee Handbook.\u003C/li>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/sick-leave-policy-D732/\">Leave Policy\u003C/a>\u003C/strong> - Detailed descriptions of different types of leave (e.g., sick leave, parental leave) complement the Attendance Policy.\u003C/li>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/employee-disciplinary-action-policy-D13487/\">Employee Disciplinary Action Policy\u003C/a>\u003C/strong> - Outlines the procedures and consequences for various forms of misconduct, including attendance issues.\u003C/li>\n\u003Cli>\u003Cstrong>\u003Ca href=\"https://www.business-in-a-box.com/template/work-policy-D13896/\">Work Policy\u003C/a>\u003C/strong> - A formal document that outlines the standards, procedures, and expectations for employee conduct and operational processes within an organization.\u003C/li>\n\u003C/ul>\n\u003Ch5>Why Use Business in a Box for Your Attendance Policy?\u003C/h5>\n\u003Cp>With Business in a Box, crafting your Attendance Policy becomes a streamlined and efficient process. Our platform offers:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Professionally Designed Templates\u003C/strong> - Crafted by legal and HR professionals to ensure your Attendance Policy is up-to-date, legally compliant, and aligned with best practices.\u003C/li>\n\u003Cli>\u003Cstrong>Easy Customization\u003C/strong> - Tailor the policy to perfectly fit your company's culture, size, and specific needs.\u003C/li>\n\u003Cli>\u003Cstrong>Time Efficiency\u003C/strong> - Quickly adapt a comprehensive template, saving valuable time that can be redirected towards your core business activities.\u003C/li>\n\u003Cli>\u003Cstrong>Access to Comprehensive Resources\u003C/strong> - Benefit from our vast library of over 3,000 business and legal documents, covering all your needs beyond attendance management.\u003C/li>\n\u003C/ul>\n\u003Cp>Utilizing Business in a Box for your Attendance Policy template equips you with a professional, straightforward tool to establish clear attendance guidelines. This ensures your team remains focused, aligned, and motivated, contributing to the overall success and productivity of your business.\u003C/p>\n\u003Cp>Updated in April 2024\u003C/p>\n",[28,17,20],{"label":29,"url":30},"Templates","/templates/",[32,33,34],{"label":29,"url":30},{"label":18,"url":19},{"label":35,"url":36},"Workplace Policies","/templates/workplace-policies/",[38,42,46,50,54,58,62,66,70,74,78,82,86,102,119,137,152,166],{"label":39,"url":40,"thumb":41,"extension":10},"No-Fault Attendance Policy","/template/no-fault-attendance-policy-D14016","https://templates.business-in-a-box.com/imgs/250px/14016.png",{"label":43,"url":44,"thumb":45,"extension":10},"Work Hours and Attendance Policy","/template/work-hours-and-attendance-policy-D13863","https://templates.business-in-a-box.com/imgs/250px/13863.png",{"label":47,"url":48,"thumb":49,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":51,"url":52,"thumb":53,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":55,"url":56,"thumb":57,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"label":59,"url":60,"thumb":61,"extension":10},"Billing Policy","/template/billing-policy-D13603","https://templates.business-in-a-box.com/imgs/250px/13603.png",{"label":63,"url":64,"thumb":65,"extension":10},"Branding Policy","/template/branding-policy-D13606","https://templates.business-in-a-box.com/imgs/250px/13606.png",{"label":67,"url":68,"thumb":69,"extension":10},"Cancellation Policy","/template/cancellation-policy-D12627","https://templates.business-in-a-box.com/imgs/250px/12627.png",{"label":71,"url":72,"thumb":73,"extension":10},"Complaint Policy","/template/complaint-policy-D12631","https://templates.business-in-a-box.com/imgs/250px/12631.png",{"label":75,"url":76,"thumb":77,"extension":10},"Cookie Policy","/template/cookie-policy-D13174","https://templates.business-in-a-box.com/imgs/250px/13174.png",{"label":79,"url":80,"thumb":81,"extension":10},"Credit Policy","/template/credit-policy-D12633","https://templates.business-in-a-box.com/imgs/250px/12633.png",{"label":83,"url":84,"thumb":85,"extension":10},"Disability Policy","/template/disability-policy-D12635","https://templates.business-in-a-box.com/imgs/250px/12635.png",{"description":87,"descriptionCustom":6,"label":88,"pages":89,"size":90,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":95,"keywords":100,"url":101},"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},[96,98],{"label":18,"url":97},"human-resources",{"label":21,"url":99},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":117,"url":118},"[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","1","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":110,"description":6},"letter of appreciation to employee",[112,113,116],{"label":18,"url":97},{"label":114,"url":115},"Motivation & Appreciation","motivation-appreciation",{"label":18,"url":97},"letter appreciation to employee","/template/letter-of-appreciation-to-employee-D664",{"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":136},"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":127,"description":6},"employment agreement_at will employee",[129,130,133],{"label":18,"url":97},{"label":131,"url":132},"Hire an Employee","hire-employee",{"label":134,"url":135},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":138,"descriptionCustom":6,"label":139,"pages":140,"size":9,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":146,"keywords":145,"url":151},"[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","2","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":145,"description":6},"employee dismissal letter",[147,148],{"label":18,"url":97},{"label":149,"url":150},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":153,"descriptionCustom":6,"label":154,"pages":8,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":165},"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","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":159,"description":6},"non disclosure agreement nda",[161,162],{"label":134,"url":135},{"label":163,"url":164},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":167,"descriptionCustom":6,"label":168,"pages":8,"size":9,"extension":10,"preview":169,"thumb":170,"svgFrame":171,"seoMetadata":172,"parents":174,"keywords":173,"url":181},"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","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":173,"description":6},"how to review employee performance",[175,178],{"label":176,"url":177},"Business Plan Kit","business-plan-kit",{"label":179,"url":180},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",true,{"seo":184,"reviewer":196,"legal_disclaimer":200,"quick_facts":201,"at_a_glance":203,"personas":207,"variants":232,"glossary":259,"sections":290,"how_to_fill":331,"common_mistakes":372,"faqs":397,"industries":425,"comparisons":442,"diy_vs_pro":454,"educational_modules":467,"related_template_ids_curated":470,"schema":480,"classification":481},{"meta_title":185,"meta_description":186,"primary_keyword":187,"secondary_keywords":188},"Attendance Policy Template (Free Word)","Free attendance policy template for small businesses and HR teams. Covers tardiness, absences, call-out procedures, and disciplinary steps. Free Word and PDF download.","attendance policy template",[189,190,191,192,193,194,195],"employee attendance policy template","attendance policy template word","attendance policy template free","workplace attendance policy","employee absenteeism policy","attendance and punctuality policy","hr attendance policy template",{"name":197,"credential":198,"reviewed_date":199},"Bruno Goulet","CEO, Business in a Box","2026-05-02",false,{"difficulty":202,"legal_review_recommended":200,"signature_required":200},"medium",{"what_it_is":204,"when_you_need_it":205,"whats_inside":206},"An Attendance Policy is a formal workplace document that defines an employer's expectations for employee punctuality and presence, the procedures for reporting absences, and the disciplinary consequences for violations. This free Word download gives you a structured, editable starting point you can tailor to your workforce and export as PDF for distribution or inclusion in your employee handbook.\n","Use it when onboarding your first employees, when absenteeism is affecting operations or morale, or when you need to standardize how managers across multiple locations handle tardiness and call-outs.\n","Policy purpose and scope, definitions of absence and tardiness, call-out notification procedures, an absence tracking or point system, approved leave categories, disciplinary progression steps, and manager responsibilities.\n",[208,212,216,220,224,228],{"title":209,"use_case":210,"icon_asset_id":211},"HR managers","Standardizing attendance expectations across departments and locations","persona-hr-manager",{"title":213,"use_case":214,"icon_asset_id":215},"Small business owners","Establishing clear rules before attendance issues create legal or operational risk","persona-small-business-owner",{"title":217,"use_case":218,"icon_asset_id":219},"Operations directors","Reducing unplanned absences that disrupt shift coverage and output targets","persona-operations-director",{"title":221,"use_case":222,"icon_asset_id":223},"Office managers","Giving team leads a consistent framework to track and address tardiness","persona-office-manager",{"title":225,"use_case":226,"icon_asset_id":227},"Startup founders","Setting attendance norms before headcount grows and informal expectations break down","persona-startup-founder",{"title":229,"use_case":230,"icon_asset_id":231},"Franchise operators","Implementing a franchisor-compliant attendance standard across multiple units","persona-franchise-applicant",[233,237,241,245,248,252,255],{"situation":234,"recommended_template":235,"slug":236},"Hourly or shift-based workforce where coverage is time-critical","Shift Attendance Policy","attendance-policy-D12625",{"situation":238,"recommended_template":239,"slug":240},"Remote or hybrid workforce with flexible hours","Remote Work Attendance Policy","remote-work-policy-D12540",{"situation":242,"recommended_template":243,"slug":244},"Tracking individual absence history for progressive discipline","Employee Attendance Record","employee-record-D13469",{"situation":246,"recommended_template":247,"slug":236},"Managing chronic absenteeism with a formal points system","Attendance Points System Policy",{"situation":249,"recommended_template":250,"slug":251},"Policy covering scheduled time-off requests and approvals","Leave of Absence Policy","leave-of-absence-policy-D14000",{"situation":253,"recommended_template":88,"slug":254},"Comprehensive employee rules document that includes attendance","employee-handbook-D712",{"situation":256,"recommended_template":257,"slug":258},"Written warning for an employee who has violated the policy","Employee Warning Letter","letter-of-appreciation-to-employee-D664",[260,263,266,269,272,275,278,281,284,287],{"term":261,"definition":262},"Unexcused Absence","A missed workday for which the employee did not provide advance notice or an accepted reason, as defined by the employer's policy.",{"term":264,"definition":265},"Excused Absence","A missed workday that the employer has approved in advance or accepted as valid after the fact, such as a documented medical appointment or bereavement.",{"term":267,"definition":268},"Tardiness","Arriving at the workplace or logging in after the scheduled start time, typically defined as any arrival more than a set number of minutes late — commonly 5 or 10 minutes.",{"term":270,"definition":271},"No-Call No-Show","A situation where an employee fails to report to work and does not notify a supervisor by the required deadline — typically treated as the most serious category of attendance violation.",{"term":273,"definition":274},"Attendance Points System","A tracking method that assigns a numeric value to each absence or tardiness event; employees who accumulate points above a threshold trigger automatic disciplinary steps.",{"term":276,"definition":277},"Progressive Discipline","A formal disciplinary process that escalates in severity — verbal warning, written warning, final warning, suspension, termination — with each repeated violation.",{"term":279,"definition":280},"Call-Out Procedure","The specific steps an employee must follow to notify their supervisor when they will be absent or late, including the required lead time and accepted communication channels.",{"term":282,"definition":283},"Intermittent Leave","Approved time off taken in separate blocks rather than all at once — common for chronic medical conditions covered by FMLA or equivalent legislation.",{"term":285,"definition":286},"FMLA","The US Family and Medical Leave Act, which entitles eligible employees at covered employers to up to 12 weeks of unpaid, job-protected leave per year for qualifying medical or family reasons.",{"term":288,"definition":289},"Attendance Record","A written or system-based log maintained by HR or a direct manager that tracks each employee's absences, late arrivals, and early departures over a defined period.",[291,296,301,306,311,316,321,326],{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Purpose and Scope","Explains why the policy exists, which employees it covers, and which locations or employment types it applies to.","This Attendance Policy applies to all full-time, part-time, and temporary employees of [COMPANY NAME] at all [LOCATION / DEPARTMENT] locations. Its purpose is to establish consistent standards for attendance and punctuality that support [OPERATIONAL GOAL].","Limiting scope to 'full-time employees' without explicitly addressing part-time, temporary, or remote workers — leaving those groups in a policy gray zone.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Definitions","Clearly defines key terms — excused absence, unexcused absence, tardiness, no-call no-show — so every manager applies them consistently.","Tardiness: arriving more than [X] minutes after the scheduled start time. Unexcused Absence: any absence not approved in advance or not supported by documentation within [X] calendar days of the event.","Leaving 'tardiness' undefined or using vague language like 'on time' — this lets individual managers set inconsistent thresholds that create fairness complaints.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Call-Out Notification Procedure","Specifies exactly how, to whom, and by what time an employee must report an absence or late arrival.","Employees must notify their direct supervisor by [TIME] on the day of the absence by [phone call / text / HR system]. Notification to a coworker or team chat does not satisfy this requirement.","Allowing notification 'by any means' without specifying a channel. Employees who send a text to a coworker claim they notified someone; the manager has no record.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Absence Tracking and Points System","Describes the method used to log and accumulate attendance events — whether a simple log or a formal points system — and the thresholds that trigger review.","Each unexcused absence = [1.0] point. Each instance of tardiness or early departure = [0.5] points. Accumulating [X] points within a rolling [12]-month period triggers Step 1 of the disciplinary process.","Using a calendar-year reset instead of a rolling 12-month window — employees who accumulate points in December start fresh in January, eliminating the deterrent effect.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Approved Leave Categories","Lists the types of absence that are excused and do not count against the employee's attendance record — FMLA, bereavement, jury duty, approved PTO, and similar.","The following absences are excused and will not result in points or disciplinary action: approved PTO, FMLA-qualifying leave, jury duty, [STATE]-mandated sick leave, and bereavement leave per the Company's Bereavement Policy.","Not cross-referencing other HR policies for leave categories — employees and managers then dispute whether a specific absence should have been covered by a separate leave policy.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Disciplinary Progression","Outlines the sequential steps the company takes as attendance violations accumulate, from verbal coaching through written warnings to termination.","Step 1 ([X] points): documented verbal counseling. Step 2 ([X+2] points): written warning. Step 3 ([X+4] points): final written warning and [suspension / performance improvement plan]. Step 4 ([X+6] points): termination.","Skipping directly from a first offense to termination in severe cases (no-call no-show) without a carve-out — leaving the company exposed to wrongful-termination claims if the step was not documented.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Manager Responsibilities","Defines what direct managers are expected to do — document events in real time, initiate disciplinary conversations promptly, escalate to HR at the right thresholds.","Managers must log each absence or tardiness event in [HR SYSTEM] within [24] hours of occurrence and conduct a return-to-work conversation with the employee on their first day back. Disciplinary steps must be initiated within [5] business days of crossing a threshold.","Placing all tracking responsibility on HR and none on direct managers — this creates a bottleneck where absences go unrecorded for weeks before HR is alerted.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Employee Acknowledgement","A signed confirmation that the employee has received, read, and understood the attendance policy — typically collected at onboarding or policy update.","By signing below, I, [EMPLOYEE NAME], acknowledge that I have received and read the [COMPANY NAME] Attendance Policy (version [DATE]) and understand that violations may result in disciplinary action up to and including termination. Signature: _______________ Date: _______________","Distributing the policy by email without collecting a signed acknowledgement — without it, employees commonly claim they never received or understood the policy when discipline is challenged.",[332,337,342,347,352,357,362,367],{"step":333,"title":334,"description":335,"tip":336},1,"Define the scope and covered employee groups","Identify which employment types, locations, and departments the policy covers. If remote and on-site workers have different expectations, create separate scope paragraphs or separate policies.","State the effective date and version number in the header so employees and managers always know which version is current.",{"step":338,"title":339,"description":340,"tip":341},2,"Set precise definitions for each absence category","Write specific, numeric definitions for tardiness, early departure, unexcused absence, excused absence, and no-call no-show. Ambiguous definitions are the most common source of manager-employee disputes.","Run draft definitions past two or three front-line managers before finalizing — they will quickly identify edge cases that need clarification.",{"step":343,"title":344,"description":345,"tip":346},3,"Document the call-out procedure with a specific deadline","State the required notification channel (phone call, HR portal, text), the recipient (direct supervisor, department head, or HR), and the deadline — for example, at least one hour before the scheduled start time.","Require a phone call rather than a text for unplanned same-day absences — it reduces ambiguous or unread notifications.",{"step":348,"title":349,"description":350,"tip":351},4,"Choose a tracking method and set point thresholds","Decide whether you will use a simple absence count, a weighted points system, or your HR software's built-in tracking. Set point values for each absence type and the thresholds that trigger each disciplinary step.","Use a rolling 12-month window rather than a calendar year to prevent a December-to-January reset from erasing an employee's full year of violations.",{"step":353,"title":354,"description":355,"tip":356},5,"List excused leave categories with cross-references","Enumerate every leave type that will not count against the employee's attendance record. Cross-reference your PTO policy, FMLA policy, bereavement policy, and any state or local mandated-leave laws.","Consult your state labor department's website to confirm all legally protected leave types in your jurisdiction before finalizing this section.",{"step":358,"title":359,"description":360,"tip":361},6,"Draft the disciplinary progression with specific point triggers","Map each disciplinary step to a specific point threshold or occurrence count, name the action required (written warning, suspension, PIP), and specify the timeframe for initiating each step.","Add a no-call no-show carve-out that allows immediate progression to Step 2 or Step 3 — this is standard practice and withstands legal scrutiny when documented.",{"step":363,"title":364,"description":365,"tip":366},7,"Assign manager responsibilities with deadlines","Write a dedicated section stating what managers must do — log events in the HR system within 24 hours, conduct return-to-work check-ins, escalate to HR at defined thresholds — and in what timeframe.","Brief all people managers on the policy before it goes live; unenforced policies create more legal risk than no policy at all.",{"step":368,"title":369,"description":370,"tip":371},8,"Collect signed employee acknowledgements","Distribute the policy at onboarding and whenever it is materially updated. Collect a signed acknowledgement form from every employee and file it in the personnel record.","If you use an HRIS, configure the acknowledgement as a required digital task so you have a timestamped audit trail without chasing paper signatures.",[373,377,381,385,389,393],{"mistake":374,"why_it_matters":375,"fix":376},"Undefined or vague tardiness threshold","Without a specific cutoff — such as '5 minutes after scheduled start time' — managers set their own informal standards, creating inconsistency that exposes the company to discrimination claims.","State the exact number of minutes that constitutes tardiness and apply it uniformly across all teams and shifts.",{"mistake":378,"why_it_matters":379,"fix":380},"Calendar-year reset for attendance points","An employee who accumulates seven points between October and December starts fresh in January, meaning a pattern of chronic absenteeism resets before discipline is complete.","Switch to a rolling 12-month window so any given day looks back 365 days — the deterrent effect is continuous and consistent.",{"mistake":382,"why_it_matters":383,"fix":384},"No signed acknowledgement collected at distribution","When an employee is terminated for attendance and disputes the discharge, the absence of a signed acknowledgement is the most common procedural gap that weakens the employer's case.","Require a signed or digitally confirmed acknowledgement at onboarding and each time the policy is materially revised, and file it in the personnel record.",{"mistake":386,"why_it_matters":387,"fix":388},"No call-out channel or deadline specified","Employees who notify a coworker by text an hour after their shift starts claim they followed policy — and without a written procedure, that claim is hard to rebut.","Specify the exact communication channel, recipient, and deadline for call-outs, and state explicitly which channels do not constitute valid notification.",{"mistake":390,"why_it_matters":391,"fix":392},"Disciplinary steps not initiated within a defined timeframe","Managers who delay initiating a disciplinary step for weeks after a threshold is crossed undermine the policy's credibility and create a record of inconsistent enforcement.","State a specific deadline — for example, 'within five business days of crossing a threshold' — and hold managers accountable for initiating steps on time.",{"mistake":394,"why_it_matters":395,"fix":396},"Failing to exclude legally protected leave from point accumulation","Counting FMLA, ADA-accommodated, or state-mandated sick leave absences toward attendance points exposes the employer to retaliation or interference claims under federal or state law.","List every legally protected leave type explicitly in the excused-absence section and train managers to flag potential FMLA or accommodation situations before logging them as unexcused.",[398,401,404,407,410,413,416,419,422],{"question":399,"answer":400},"What is an attendance policy?","An attendance policy is a written workplace document that defines an employer's expectations for employee punctuality and presence, the procedure employees must follow to report an absence or late arrival, and the disciplinary consequences for repeated violations. It ensures every manager applies the same standard and gives employees clear notice of the rules before any discipline occurs.\n",{"question":402,"answer":403},"What should an employee attendance policy include?","At minimum, an attendance policy should include the policy's scope and covered employee groups, precise definitions of tardiness and the different absence types, the call-out notification procedure, a method for tracking attendance events, a list of excused leave categories, a progressive disciplinary process tied to specific thresholds, manager responsibilities, and an employee acknowledgement section.\n",{"question":405,"answer":406},"Can an employer count FMLA absences toward attendance points?","No. In the United States, counting FMLA-qualifying absences toward an attendance point total or disciplinary process constitutes interference with FMLA rights and exposes the employer to a retaliation claim. Absences covered by FMLA, ADA accommodations, or equivalent state-mandated leave must be excluded from the attendance tracking system. Consult an employment attorney if your workforce includes employees who take frequent intermittent leave.\n",{"question":408,"answer":409},"What is a no-call no-show policy?","A no-call no-show provision defines what happens when an employee misses a shift without contacting a supervisor by the required deadline. Most policies treat a no-call no-show as the most serious attendance violation and allow the employer to skip directly to a higher disciplinary step — commonly Step 2 or Step 3 — rather than starting at the beginning of the progressive discipline ladder. Three consecutive no-call no-shows is frequently treated as a voluntary resignation.\n",{"question":411,"answer":412},"Should an attendance policy use a calendar year or a rolling 12-month window?","A rolling 12-month window is strongly preferred over a calendar-year reset. With a calendar-year approach, an employee who accumulates violations through November resets to zero in January — eliminating any deterrent effect. A rolling window means any given date looks back 365 days, so the policy's consequences remain active regardless of when in the year violations occur.\n",{"question":414,"answer":415},"How do I handle attendance for remote or hybrid employees?","Remote and hybrid attendance policies focus on availability and responsiveness during core hours rather than physical presence. Define the core hours employees must be reachable, the expected response time for messages and calls, how scheduled remote workdays are tracked in the HR system, and the procedure for reporting when a remote employee is unexpectedly unavailable. Apply the same progressive discipline steps used for on-site employees so the standard is consistent.\n",{"question":417,"answer":418},"Do I need a separate attendance policy if I already have an employee handbook?","If your employee handbook includes a detailed attendance section with specific procedures, point thresholds, and disciplinary steps, a separate standalone policy may be redundant. However, many companies keep a standalone attendance policy that the handbook references — this makes it easier to update attendance rules without re-issuing the entire handbook. Either approach is valid as long as the rules are clear, consistent, and acknowledged in writing by every employee.\n",{"question":420,"answer":421},"What is a reasonable number of absences before discipline begins?","There is no universal standard, but a common benchmark in shift-based industries is three unexcused absences in a rolling 12-month period before a written warning is issued. Office environments often use four to six occurrences before formal action. The right threshold depends on your operational impact tolerance and the prevailing norms in your industry. Document your rationale so you can demonstrate the threshold is applied consistently and is not discriminatory.\n",{"question":423,"answer":424},"How often should an attendance policy be reviewed and updated?","Review the policy annually — ideally at the start of the fiscal year — and whenever there is a material change in employment law, a shift in your workforce model (for example, moving to hybrid work), or evidence that the current thresholds are being gamed or are inconsistently enforced. Distribute and re-acknowledge the updated policy every time a substantive change is made.\n",[426,430,434,438],{"industry":427,"icon_asset_id":428,"specifics":429},"Manufacturing","industry-manufacturing","Shift coverage is time-critical — a single unplanned absence on a production line can halt output, so points systems with low thresholds and rapid disciplinary escalation are standard.",{"industry":431,"icon_asset_id":432,"specifics":433},"Retail / Hospitality","industry-retail","High turnover and hourly scheduling make consistent call-out procedures essential; many operators use a three-strike no-call no-show rule as a de facto voluntary-resignation clause.",{"industry":435,"icon_asset_id":436,"specifics":437},"Healthcare","industry-healthtech","Patient safety depends on fully staffed shifts, so attendance policies often require two-hour advance notice and carry automatic Step 2 discipline for no-call no-shows; FMLA and ADA carve-outs require careful documentation.",{"industry":439,"icon_asset_id":440,"specifics":441},"Professional Services","industry-professional-services","Policies focus on availability during client-facing core hours and response-time standards rather than physical presence, with hybrid and remote arrangements requiring explicit definitions of 'present and available.'",[443,445,448,451],{"vs":88,"vs_template_id":254,"summary":444},"An employee handbook is a comprehensive document covering all workplace policies — code of conduct, benefits, safety, leave, and more. An attendance policy is a single-topic document that can stand alone or be embedded as a chapter in the handbook. Use the standalone template when you need to update attendance rules without reissuing the full handbook, or when managers need a one-page reference document for daily use.",{"vs":250,"vs_template_id":446,"summary":447},"","A leave of absence policy governs planned, approved time off — FMLA, parental leave, medical leave, and personal leave. An attendance policy governs unplanned absences and tardiness, and defines the disciplinary consequences for them. The two documents work in tandem: the attendance policy should explicitly cross-reference approved leave types so managers know which absences to exempt from the points system.",{"vs":257,"vs_template_id":449,"summary":450},"employee-warning-letter-D12671","An attendance policy is the governing rule document; an employee warning letter is the output document generated when an employee violates it. The warning letter references the attendance policy by name and version to establish that the employee had clear prior notice. You need both: the policy to set the standard and the letter to document that a specific violation occurred and was formally addressed.",{"vs":452,"vs_template_id":446,"summary":453},"Performance Improvement Plan","A performance improvement plan (PIP) addresses broader performance deficiencies — output quality, skill gaps, missed targets — over a defined remediation period. An attendance policy handles the narrower issue of presence and punctuality through a points-based or occurrence-based escalation. Some employers initiate a PIP as the final step before termination in severe attendance cases, but the two documents serve distinct purposes and should not be conflated.",{"use_template":455,"template_plus_review":459,"custom_drafted":463},{"best_for":456,"cost":457,"time":458},"Small businesses and HR teams standardizing attendance rules for the first time","Free","1–2 hours to complete and distribute",{"best_for":460,"cost":461,"time":462},"Companies with 50+ employees, unionized workforces, or operations in states with strict paid-sick-leave laws","$200–$500 for an HR consultant or employment attorney review","2–5 business days",{"best_for":464,"cost":465,"time":466},"Multi-state employers, heavily regulated industries such as healthcare, or workforces covered by collective bargaining agreements","$500–$2,000+","1–2 weeks",[468,469],"progressive-discipline-explained","fmla-basics-for-employers",[254,258,471,472,473,474,475,476,472,477,478,479],"employment-agreement_at-will-employee-D541","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","how-to-review-employee-performance-D12595","job-offer-letter-long-D12769","remote-work-agreement-D13282","how-to-create-a-performance-improvement-plan-D12564","request-for-leave-of-absence-D650","independent-contractor-agreement-D160",{"emit_how_to":182,"emit_defined_term":182},{"primary_folder":97,"secondary_folder":482,"document_type":483,"industry":484,"business_stage":485,"tags":486,"confidence":491},"workplace-policies","policy","general","all-stages",[487,488,489,482,490],"hr","compliance","attendance-policy","employee-management",0.95,"\u003Ch2>What is an Attendance Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Attendance Policy\u003C/strong> is a formal workplace document that sets an employer's expectations for employee punctuality and presence, defines the categories of excused and unexcused absence, establishes the procedure employees must follow to report a missed shift or late arrival, and specifies the progressive disciplinary steps that follow repeated violations. Unlike informal expectations passed verbally between managers and employees, a written attendance policy ensures every team lead, HR professional, and worker operates from the same written standard — reducing disputes, supporting consistent discipline, and creating the documentation trail needed if a termination is ever challenged.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written attendance policy, every manager enforces attendance by feel — one tolerates three absences before a conversation, another issues a warning after one. That inconsistency creates real legal risk: employees who are disciplined more quickly than peers in comparable situations have a credible basis for a discrimination or unfair-treatment complaint. Absenteeism without a clear tracking method also goes unaddressed until it reaches a crisis point, by which time terminating the employee without a documented escalation trail is procedurally difficult. A formal attendance policy eliminates all of these gaps: it gives employees clear notice of the rules before any discipline occurs, gives managers a consistent framework to apply uniformly, and gives HR the documented evidence base to defend a termination if it is ever challenged. This template gets you from blank page to a distributed, acknowledged policy in under two hours.\u003C/p>\n",1781185940483]