[{"data":1,"prerenderedAt":530},["ShallowReactive",2],{"document-employee-time-record-D629":3},{"document":4,"label":26,"preview":11,"thumb":27,"thumb600":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":178,"customdescription":6,"mdFm":179,"mdProseHtml":529},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"Is a form that indicates the number of hours each employee worked in a specified period of time.",null,"Employee Time Record","1",513,"xls","https://templates.business-in-a-box.com/imgs/1000px/employee-time-record-D629.png","https://templates.business-in-a-box.com/imgs/250px/629.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#629.xml",{"title":15,"description":6},"employee time record",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Employee Records","/templates/employee-records/","Employee Time Record Template","https://templates.business-in-a-box.com/imgs/400px/629.png","https://templates.business-in-a-box.com/imgs/600px/629.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"HR Operations & Records","/templates/hr-operations-and-records/",[40,44,48,53,57,61,65,69,73,77,81,85,89,108,123,138,150,163],{"label":41,"url":42,"thumb":43,"extension":10},"Employee Record","/template/employee-record-D13469","https://templates.business-in-a-box.com/imgs/250px/13469.png",{"label":45,"url":46,"thumb":47,"extension":10},"Employee Training and Development Record","/template/employee-training-and-development-record-D12689","https://templates.business-in-a-box.com/imgs/250px/12689.png",{"label":49,"url":50,"thumb":51,"extension":52},"Record Retention Policy","/template/record-retention-policy-D13760","https://templates.business-in-a-box.com/imgs/250px/13760.png","doc",{"label":54,"url":55,"thumb":56,"extension":52},"Record Retention Policy For Nonprofits","/template/record-retention-policy-for-nonprofits-D14045","https://templates.business-in-a-box.com/imgs/250px/14045.png",{"label":58,"url":59,"thumb":60,"extension":52},"Time Off Policy","/template/time-off-policy-D737","https://templates.business-in-a-box.com/imgs/250px/737.png",{"label":62,"url":63,"thumb":64,"extension":10},"Time Sheet","/template/time-sheet-D630","https://templates.business-in-a-box.com/imgs/250px/630.png",{"label":66,"url":67,"thumb":68,"extension":52},"Overtime and Compensatory Time Policy","/template/overtime-and-compensatory-time-policy-D13743","https://templates.business-in-a-box.com/imgs/250px/13743.png",{"label":70,"url":71,"thumb":72,"extension":52},"Paid-Time-Off Policy","/template/paid-time-off-policy-D721","https://templates.business-in-a-box.com/imgs/250px/721.png",{"label":74,"url":75,"thumb":76,"extension":52},"Time Off to Vote Policy","/template/time-off-to-vote-policy-D738","https://templates.business-in-a-box.com/imgs/250px/738.png",{"label":78,"url":79,"thumb":80,"extension":52},"Employee Handbook","/template/employee-handbook-D712","https://templates.business-in-a-box.com/imgs/250px/712.png",{"label":82,"url":83,"thumb":84,"extension":52},"Applicant Selection Criteria Record","/template/applicant-selection-criteria-record-D561","https://templates.business-in-a-box.com/imgs/250px/561.png",{"label":86,"url":87,"thumb":88,"extension":52},"Driving Record Check Letter","/template/driving-record-check-letter-D569","https://templates.business-in-a-box.com/imgs/250px/569.png",{"description":90,"descriptionCustom":6,"label":91,"pages":92,"size":9,"extension":52,"preview":93,"thumb":94,"svgFrame":95,"seoMetadata":96,"parents":98,"keywords":97,"url":107},"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":97,"description":6},"employment agreement_at will employee",[99,101,104],{"label":18,"url":100},"human-resources",{"label":102,"url":103},"Hire an Employee","hire-employee",{"label":105,"url":106},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":109,"descriptionCustom":6,"label":110,"pages":111,"size":112,"extension":52,"preview":113,"thumb":114,"svgFrame":115,"seoMetadata":116,"parents":117,"keywords":121,"url":122},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR 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] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[118],{"label":119,"url":120},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":124,"descriptionCustom":6,"label":125,"pages":126,"size":9,"extension":52,"preview":127,"thumb":128,"svgFrame":129,"seoMetadata":130,"parents":132,"keywords":131,"url":137},"[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":131,"description":6},"employee dismissal letter",[133,134],{"label":18,"url":100},{"label":135,"url":136},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":139,"descriptionCustom":6,"label":140,"pages":8,"size":9,"extension":52,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":146,"keywords":145,"url":149},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":145,"description":6},"job offer letter long",[147,148],{"label":18,"url":100},{"label":102,"url":103},"/template/job-offer-letter-long-D12769",{"description":151,"descriptionCustom":6,"label":152,"pages":153,"size":9,"extension":52,"preview":154,"thumb":155,"svgFrame":156,"seoMetadata":157,"parents":159,"keywords":158,"url":162},"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":158,"description":6},"fixed term contract",[160,161],{"label":105,"url":106},{"label":105,"url":106},"/template/fixed-term-contract-D13225",{"description":164,"descriptionCustom":6,"label":165,"pages":166,"size":9,"extension":52,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":172,"keywords":171,"url":177},"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":171,"description":6},"remote work agreement",[173,174],{"label":18,"url":100},{"label":175,"url":176},"Company Policies","company-policies","/template/remote-work-agreement-D13282",false,{"seo":180,"reviewer":192,"legal_disclaimer":196,"quick_facts":197,"at_a_glance":199,"personas":203,"variants":228,"glossary":257,"clauses":291,"how_to_fill":342,"common_mistakes":383,"faqs":408,"industries":436,"comparisons":453,"diy_vs_lawyer":470,"jurisdictions":483,"related_template_ids_curated":504,"schema":516,"classification":517},{"meta_title":181,"meta_description":182,"primary_keyword":183,"secondary_keywords":184},"Employee Time Record Template (Free Word)","Free employee time record template for tracking hours worked, overtime, and breaks. Compliant with FLSA and labor law requirements. Used in 190+ countries. Free Word and PDF download.","employee time record template",[15,185,186,187,188,189,190,191],"employee time record template word","employee hours tracking form","timesheet template","employee time log template","work hours record template","employee attendance record template","payroll time record form",{"name":193,"credential":194,"reviewed_date":195},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":198,"legal_review_recommended":196,"signature_required":196,"notarization_required":178},"medium",{"what_it_is":200,"when_you_need_it":201,"whats_inside":202},"An Employee Time Record is a binding business document used to capture an employee's daily start and end times, break durations, total hours worked, and overtime hours for each pay period. This free Word download gives employers a structured, legally defensible record they can edit online and export as PDF — ready for payroll processing, wage-dispute resolution, and labor-law compliance audits.\n","Use it every pay period for any hourly, non-exempt, or variable-schedule employee whose hours determine their wages. It is also required whenever an employer must demonstrate compliance with federal or provincial minimum wage, overtime, and break requirements.\n","Employee and employer identification fields, pay-period dates, daily time-in and time-out entries with break deductions, regular and overtime hour totals, employee certification signature, and supervisor approval signature — all structured to satisfy statutory recordkeeping requirements in the US, Canada, the UK, and the EU.\n",[204,208,212,216,220,224],{"title":205,"use_case":206,"icon_asset_id":207},"Small business owners","Tracking hourly employee hours to meet FLSA recordkeeping obligations","persona-small-business-owner",{"title":209,"use_case":210,"icon_asset_id":211},"HR managers","Standardizing time capture across departments for payroll and audit trails","persona-hr-manager",{"title":213,"use_case":214,"icon_asset_id":215},"Payroll administrators","Collecting certified weekly time data to calculate regular and overtime pay","persona-payroll-administrator",{"title":217,"use_case":218,"icon_asset_id":219},"Contractors and staffing agencies","Documenting placed workers' hours for client billing and labor law compliance","persona-staffing-agency",{"title":221,"use_case":222,"icon_asset_id":223},"Restaurant and retail operators","Recording split-shift and variable-schedule hours for tip-credit and break compliance","persona-retailer",{"title":225,"use_case":226,"icon_asset_id":227},"Construction project managers","Capturing on-site labor hours by worker and cost code for certified payroll reporting","persona-contractor",[229,233,237,241,245,249,253],{"situation":230,"recommended_template":231,"slug":232},"Tracking hours for a single employee on a weekly pay cycle","Weekly Employee Time Record","employee-time-record-D629",{"situation":234,"recommended_template":235,"slug":236},"Recording hours for a team across a bi-weekly or semi-monthly period","Bi-Weekly Timesheet","weekly-report-D13417",{"situation":238,"recommended_template":239,"slug":240},"Logging project-based time by task or cost code","Project Timesheet","project-management-template-D12774",{"situation":242,"recommended_template":243,"slug":244},"Capturing daily punch-in and punch-out with automatic overtime calculation","Daily Time and Attendance Log","attendance-policy-D12625",{"situation":246,"recommended_template":247,"slug":248},"Documenting hours for government-funded projects requiring certified payroll","Certified Payroll Report","payroll-deduction-authorization-D678",{"situation":250,"recommended_template":251,"slug":252},"Recording contractor hours for client invoicing purposes","Contractor Timesheet","acknowledgment-of-independent-contractor-D138",{"situation":254,"recommended_template":255,"slug":256},"Tracking employee vacation, sick leave, and PTO alongside worked hours","Employee Attendance and Leave Record","employee-record-D13469",[258,261,264,267,270,273,276,279,282,285,288],{"term":259,"definition":260},"Non-Exempt Employee","An employee covered by the FLSA's minimum wage and overtime provisions — entitled to 1.5× their regular rate for hours worked beyond 40 in a workweek.",{"term":262,"definition":263},"Overtime","Hours worked beyond a statutory threshold — typically 40 hours per week under US federal law or 44 hours per week in most Canadian provinces — compensated at a premium rate.",{"term":265,"definition":266},"Pay Period","The recurring interval for which an employer calculates and pays wages — commonly weekly, bi-weekly, semi-monthly, or monthly.",{"term":268,"definition":269},"Regular Rate of Pay","The hourly rate used as the base for calculating overtime premiums, including all remuneration except specific statutory exclusions.",{"term":271,"definition":272},"Break Deduction","An unpaid rest period, typically 30 minutes or more, subtracted from total hours worked when the employee is completely relieved of duties.",{"term":274,"definition":275},"FLSA (Fair Labor Standards Act)","The US federal law setting minimum wage, overtime pay, recordkeeping, and child labor standards for covered private and public sector employees.",{"term":277,"definition":278},"Recordkeeping Obligation","A statutory duty requiring employers to create and retain accurate records of hours worked and wages paid for a specified retention period.",{"term":280,"definition":281},"Certified Payroll","A weekly payroll report required on federally funded construction projects under the Davis-Bacon Act, certifying that workers were paid prevailing wages.",{"term":283,"definition":284},"Split Shift","A work schedule divided into two or more distinct periods in a single day, separated by a non-paid interval longer than a standard meal break.",{"term":286,"definition":287},"Time and a Half","The overtime premium rate equal to 1.5 times the employee's regular hourly rate, required for non-exempt employees under FLSA and most provincial statutes.",{"term":289,"definition":290},"Workweek","A fixed, regularly recurring period of 168 hours — seven consecutive 24-hour periods — established by the employer for overtime calculation purposes.",[292,297,302,307,312,317,322,327,332,337],{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Employee and employer identification","Names the employee and employer as legal entities, records the employee's ID number, department, job classification, and pay rate — establishing who the record applies to.","Employee Name: [EMPLOYEE FULL NAME] | Employee ID: [ID NUMBER] | Department: [DEPARTMENT NAME] | Job Title: [JOB TITLE] | Hourly Rate: $[RATE]/hr | Employer: [EMPLOYER LEGAL NAME]","Using a nickname or informal name instead of the employee's legal name as it appears on payroll records — creating a mismatch that complicates wage dispute documentation.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Pay period dates","Specifies the start and end dates of the pay period covered by the record, defining the exact scope of hours being reported and certified.","Pay Period: [START DATE] to [END DATE] | Pay Cycle: [Weekly / Bi-Weekly / Semi-Monthly]","Leaving the pay period dates blank and writing only the submission date. Without explicit period dates, the record cannot be matched to a specific payroll run during an audit.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Daily time-in and time-out entries","Captures the exact start and end time of each work period each day, forming the raw data from which total hours are calculated.","Monday [DATE]: Time In: [HH:MM AM/PM] | Time Out: [HH:MM AM/PM] | Break Deduction: [MINUTES] | Total Hours: [X.XX]","Rounding all entries to the nearest quarter hour without a written policy to that effect. Unauthorized rounding that consistently benefits the employer violates FLSA and most provincial wage statutes.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Break and meal period deductions","Records unpaid meal and rest breaks taken each day, with duration, so they can be lawfully deducted from compensable hours.","Meal Break: [START TIME] to [END TIME] | Duration: [MINUTES] | Paid Rest Break(s): [YES / NO] | Total Unpaid Deductions: [MINUTES]","Deducting a 30-minute meal break automatically regardless of whether the employee was actually relieved of duties. Automatic deductions that include on-duty meal periods create back-wage liability.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Daily and weekly total hours","Summarizes the compensable hours for each day and the total for the full pay period, separated into regular and overtime hours.","Daily Total: [X.XX hrs] | Weekly Regular Hours: [X.XX hrs] | Weekly Overtime Hours: [X.XX hrs at 1.5×] | Total Compensable Hours: [X.XX hrs]","Combining regular and overtime hours into a single total without breaking them out. Failure to segregate overtime hours makes correct premium-pay calculation impossible and obscures underpayment.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Overtime classification and rate","Identifies which hours qualify as overtime under the applicable statute, states the overtime rate, and calculates the overtime premium owed.","Hours beyond [40] in workweek [DATE RANGE] qualify as overtime at $[RATE × 1.5]/hr. Overtime Hours: [X.XX] | Overtime Premium Due: $[AMOUNT]","Applying the overtime threshold to a calendar week instead of the employer's defined workweek. If the workweek starts on Wednesday, overtime is calculated Wednesday-to-Tuesday — not Monday-to-Sunday.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Employee certification and signature","A signed declaration by the employee attesting that the time entries are accurate and complete to the best of their knowledge, creating a verified record.","I certify that the hours recorded above accurately reflect all time worked during this pay period and that I received all required rest and meal breaks. Employee Signature: [SIGNATURE] | Date: [DATE]","Allowing employees to sign blank or pre-filled time records. Signature on an incomplete record provides no evidentiary value and can be challenged in any wage claim.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Supervisor review and approval","Documents that an authorized manager verified the time entries against work schedules and approved them for payroll processing.","Reviewed and approved by: [SUPERVISOR NAME] | Title: [TITLE] | Signature: [SIGNATURE] | Date: [DATE] | Any discrepancies noted: [YES / NO — if yes, attach explanation]","Treating supervisor approval as a formality and signing without comparing entries against scheduling or access logs. Unchecked approvals allow buddy-punching and create employer liability for unverified overtime.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Amendment and correction record","Provides a structured space to document any corrections made after initial submission, with the reason, who made the change, and when — preserving an audit trail.","Correction to [DATE] entry: Original Time In [HH:MM] corrected to [HH:MM]. Reason: [DESCRIPTION]. Corrected by: [NAME / TITLE] | Date: [DATE] | Employee Acknowledgement: [SIGNATURE]","Crossing out original entries with a single line and writing corrections without initialing and dating them. Undated corrections are indistinguishable from falsification during a wage audit.",{"name":338,"plain_english":339,"sample_language":340,"common_mistake":341},"Recordkeeping retention notice","States the employer's obligation to retain the completed record for the minimum statutory period and identifies where records are stored.","This record will be retained by [EMPLOYER NAME] for a minimum of [3 years] in accordance with [FLSA / applicable provincial / national statute]. Storage location: [PHYSICAL / ELECTRONIC LOCATION].","Discarding time records after one year to save storage space. FLSA requires a minimum of two years for supplementary records and three years for payroll records — premature disposal removes the employer's only defense in a wage claim.",[343,348,353,358,363,368,373,378],{"step":344,"title":345,"description":346,"tip":347},1,"Enter employee and employer details","Fill in the employee's legal name, employee ID, department, job title, and hourly rate, along with the employer's registered name. Cross-reference payroll records to ensure names match exactly.","Include the employee's FLSA classification (exempt or non-exempt) in the header — it determines which overtime rules apply and removes ambiguity during audits.",{"step":349,"title":350,"description":351,"tip":352},2,"Set the pay period dates","Enter the first and last day of the pay period being recorded. Confirm these dates align with your established workweek definition and payroll calendar.","If your workweek starts on a day other than Monday, note it explicitly on the form — auditors and employees both need to know where the overtime threshold resets.",{"step":354,"title":355,"description":356,"tip":357},3,"Record daily start times, end times, and breaks","For each working day, enter the exact time the employee began work, the time they stopped, and the duration of any unpaid meal break. Include days with zero hours worked to confirm the employee was not on duty.","Use 24-hour (military) time to eliminate AM/PM ambiguity — midnight shift entries are especially prone to transcription errors with 12-hour notation.",{"step":359,"title":360,"description":361,"tip":362},4,"Calculate daily totals and check break deductions","Subtract unpaid break time from each day's gross hours to arrive at compensable daily hours. Confirm that any break deducted meets the minimum duration required for it to be unpaid under applicable law — typically 30 minutes in the US.","If an employee worked through a scheduled meal break, count that time as compensable even if the break was automatically deducted by a timekeeping system — manual correction is required.",{"step":364,"title":365,"description":366,"tip":367},5,"Sum regular and overtime hours for the period","Total all daily compensable hours for the workweek. Hours up to the statutory threshold (40 in the US, 44 in most Canadian provinces) are regular; hours beyond the threshold are overtime.","For employees working in states with daily overtime rules — California requires OT after 8 hours in a day — calculate daily overtime first, then weekly overtime, and pay whichever yields the higher total.",{"step":369,"title":370,"description":371,"tip":372},6,"Have the employee sign and date the certification","Present the completed record to the employee for review. They must sign the certification attesting the entries are accurate and that they received all required breaks before the record is submitted for payroll.","Collect the employee's signature on the same day the pay period closes — waiting more than 48 hours reduces the reliability of any corrections and weakens the record's evidentiary weight.",{"step":374,"title":375,"description":376,"tip":377},7,"Supervisor reviews and approves","The employee's direct supervisor compares the time entries against scheduling data, access logs, or job-site records, then signs and dates the approval block. Note any discrepancies before approving.","Supervisors should never pre-sign blank time records for employees to fill in later — doing so voids the supervisory review as a control and creates personal liability for wage-and-hour violations.",{"step":379,"title":380,"description":381,"tip":382},8,"File and retain per statutory requirements","Store the completed, dual-signed record in a secure physical or electronic filing system. Retain for at least three years under FLSA, or longer if applicable state, provincial, or national law requires it.","Scan and store a digital backup immediately after signing — physical records lost in a flood or fire leave the employer without a defense in a wage claim filed years later.",[384,388,392,396,400,404],{"mistake":385,"why_it_matters":386,"fix":387},"Automatic meal-break deductions regardless of actual break taken","Deducting 30 minutes for a meal break an employee worked through constitutes wage theft under FLSA and most provincial statutes, triggering back pay, liquidated damages, and potential civil penalties.","Either require employees to affirmatively record meal breaks as taken, or implement an exception process that restores deducted time when a break was not fully relieved.",{"mistake":389,"why_it_matters":390,"fix":391},"Supervisor signing blank or incomplete time records","A supervisor signature on an empty form provides no audit trail and can be challenged as fraudulent during a Department of Labor investigation or wage-dispute proceeding.","Establish a policy requiring all daily entries to be completed before the supervisor review step, and train managers to return incomplete forms to employees for completion.",{"mistake":393,"why_it_matters":394,"fix":395},"Discarding records after one payroll cycle","FLSA requires payroll records to be retained for three years and supplementary time records for two years. Premature disposal leaves the employer unable to defend against wage claims filed within the statute of limitations.","Set a calendar reminder or document-management retention rule that flags time records for destruction only after the applicable statutory minimum has passed.",{"mistake":397,"why_it_matters":398,"fix":399},"Applying overtime to the calendar week instead of the defined workweek","Using Monday–Sunday universally when the employer's workweek starts on a different day miscalculates overtime, resulting in either underpayment (back-wage liability) or overpayment.","Document the company's official workweek start day in a written policy, print it on the time record form, and train payroll staff to apply overtime calculations accordingly.",{"mistake":401,"why_it_matters":402,"fix":403},"Recording only total daily hours without individual time-in and time-out entries","FLSA regulations require records of the time of day and number of hours each workday — a single daily total does not satisfy this requirement and cannot be audited for accuracy.","Use a form that captures discrete start and stop times for each work period each day, including after-break return times for employees with split or irregular schedules.",{"mistake":405,"why_it_matters":406,"fix":407},"Allowing employees to submit time records without their own signature","An unsigned time record is a unilateral employer document — it carries no employee acknowledgement that the hours are accurate and provides weak evidentiary support in a disputed wage claim.","Make employee signature on the certification block a hard requirement before the record is accepted by payroll; return unsigned records to the employee for execution the same day.",[409,412,415,418,421,424,427,430,433],{"question":410,"answer":411},"What is an employee time record?","An employee time record is a documented log of the hours an employee worked during a specific pay period, including daily start and end times, break deductions, and total regular and overtime hours. It is signed by both the employee and a supervisor to certify accuracy, and it serves as the primary evidentiary document for wage calculation, payroll audits, and labor law compliance.\n",{"question":413,"answer":414},"Are employers legally required to keep time records?","Yes. In the United States, the FLSA requires employers to maintain accurate records of hours worked for all non-exempt employees and to retain those records for at least two to three years. Canada, the UK, and EU member states impose similar obligations through provincial employment standards acts, the Employment Rights Act, and the Working Time Directive respectively. Failure to maintain records shifts the burden of proof to the employer in any wage dispute.\n",{"question":416,"answer":417},"Does an exempt employee need a time record?","FLSA does not require employers to track hours for genuinely exempt employees (executive, administrative, professional, and certain other categories). However, many employers voluntarily track exempt employees' time for project costing, leave management, and client billing purposes. In Canada and the EU, even salaried workers may have statutory rights to overtime or rest periods that require some form of time tracking.\n",{"question":419,"answer":420},"How long must employee time records be kept?","Under FLSA, payroll records must be retained for three years and supplementary time records (including individual time cards) for two years. Many states and all Canadian provinces impose longer minimums — Ontario requires records for three years, and several EU member states require up to five years. Best practice is to retain all time records for five years to cover the longest applicable statute of limitations for wage claims.\n",{"question":422,"answer":423},"Can an employer round employee time entries?","Rounding is permitted under FLSA only if the employer uses a consistent rounding practice (typically to the nearest five or ten minutes) that does not, over time, result in employees being undercompensated. In practice, rounding that consistently benefits the employer will be found unlawful. California courts have been especially hostile to rounding policies. The safest approach is to capture exact times and pay accordingly.\n",{"question":425,"answer":426},"What happens if an employee refuses to sign their time record?","The employer should document the refusal in writing, note the reason if given, and have a supervisor sign confirming that the record was presented to the employee. The unsigned record should still be submitted to payroll and retained on file. Persistent refusal to sign time records is a disciplinary matter but does not excuse the employer from paying wages for hours actually worked.\n",{"question":428,"answer":429},"Can time records be kept electronically?","Yes. Electronic time records are acceptable under FLSA and most jurisdictions provided they are accurate, cannot be altered without an audit trail, and are accessible for inspection by labor authorities. Electronic systems must still capture the required data points — actual start and stop times, break deductions, and total hours — and employees should be able to review and certify their entries digitally.\n",{"question":431,"answer":432},"What is the difference between a time record and a timesheet?","The terms are often used interchangeably, but a time record typically refers to the formal, signed document retained for legal compliance and payroll, while a timesheet may refer to a working document used for project tracking or client billing. An employee time record specifically includes employee and supervisor certifications, pay-period dates, and overtime segregation — elements not always present in a basic timesheet.\n",{"question":434,"answer":435},"What should an employer do if a time record contains errors after signing?","The correcting party should draw a single line through the incorrect entry, write the correct information alongside it, initial and date the correction, and have the employee acknowledge it with a separate signature. Never use correction fluid or delete the original entry. The amendment block in the time record template provides a structured space for this process so corrections are transparent and defensible.\n",[437,441,445,449],{"industry":438,"icon_asset_id":439,"specifics":440},"Retail and Hospitality","industry-retail","Variable shift schedules, tip-credit tracking, minor labor restrictions, and split-shift premium requirements in states like California and New York demand precise daily time capture.",{"industry":442,"icon_asset_id":443,"specifics":444},"Construction and Trades","industry-construction","Prevailing wage and certified payroll requirements on public projects, multiple workers across job sites, and cost-code allocation for labor billing make detailed per-worker time records legally mandatory.",{"industry":446,"icon_asset_id":447,"specifics":448},"Healthcare","industry-healthtech","12-hour shift schedules, on-call time compensability questions, mandatory rest periods between shifts, and strict overtime rules for nurses and technicians create complex recordkeeping obligations.",{"industry":450,"icon_asset_id":451,"specifics":452},"Manufacturing","industry-manufacturing","Multi-shift operations, piece-rate and incentive pay interactions with the regular rate, and OSHA fatigue-management requirements make accurate start-stop time records essential for both wage law and safety compliance.",[454,458,462,466],{"vs":455,"vs_template_id":456,"summary":457},"Timesheet","D{TIMESHEET_ID}","A timesheet typically captures total hours worked per day or project without formal certification fields. An employee time record adds employee and supervisor signatures, pay-period identification, overtime segregation, and a correction audit trail — making it the appropriate document for wage compliance rather than project tracking alone. Use a timesheet for internal billing; use a time record for payroll and labor law compliance.",{"vs":459,"vs_template_id":460,"summary":461},"Employee Attendance Record","D{ATTENDANCE_RECORD_ID}","An attendance record tracks presence, absences, tardiness, and leave usage — it does not capture precise start and stop times or calculate compensable hours. An employee time record focuses specifically on hours worked and overtime for wage calculation purposes. Employers typically need both: the attendance record for leave management and the time record for payroll.",{"vs":463,"vs_template_id":464,"summary":465},"Payroll Register","D{PAYROLL_REGISTER_ID}","A payroll register summarizes wages paid to all employees for a period — it is an output document produced after time is processed. An employee time record is the input document that feeds the payroll register. Both must be retained, but the time record is the foundational evidentiary document for any per-employee wage dispute.",{"vs":467,"vs_template_id":468,"summary":469},"Independent Contractor Timesheet","independent-contractor-agreement-D160","A contractor timesheet records hours for billing purposes and does not carry the same legal obligations as an employee time record under wage-and-hour statutes. If a worker classified as a contractor is later found to be an employee, the absence of FLSA-compliant time records creates additional back-wage liability. When worker classification is unclear, use an employee time record as a precaution.",{"use_template":471,"template_plus_review":475,"custom_drafted":479},{"best_for":472,"cost":473,"time":474},"Small businesses with straightforward hourly workforces in a single US state or Canadian province","Free","10 minutes per employee per pay period",{"best_for":476,"cost":477,"time":478},"Employers with tipped workers, piece-rate employees, multi-state operations, or daily overtime states like California","$200–$500 for an employment lawyer or HR consultant review","1–3 days",{"best_for":480,"cost":481,"time":482},"Government contractors with Davis-Bacon or prevailing-wage obligations, healthcare employers with complex shift rules, or multinational employers with EU Working Time Directive compliance requirements","$500–$2,000+ for custom compliance design","1–2 weeks",[484,489,494,499],{"code":485,"name":486,"flag_asset_id":487,"note":488},"us","United States","flag-us","The FLSA requires employers to keep accurate records of hours worked and wages paid for all non-exempt employees and retain them for two to three years. Overtime applies at 1.5× the regular rate after 40 hours in a workweek. California, Alaska, Nevada, and Puerto Rico also impose daily overtime after 8 hours in a day — employers in these jurisdictions must capture daily totals separately. Several states have mandatory rest and meal break rules that must be reflected in the break deduction fields.",{"code":490,"name":491,"flag_asset_id":492,"note":493},"ca","Canada","flag-ca","Each province sets its own Employment Standards Act requirements for records retention and overtime thresholds — most provinces trigger overtime after 44 hours per week, though Alberta uses 8 hours per day or 44 per week. Ontario requires records to be kept for three years. Quebec's Act Respecting Labour Standards adds specific rest period requirements. Employers must ensure time records are available for inspection by provincial employment standards officers on request.",{"code":495,"name":496,"flag_asset_id":497,"note":498},"uk","United Kingdom","flag-uk","The Working Time Regulations 1998 limit working time to an average of 48 hours per week (with an opt-out available) and require employers to maintain adequate records to demonstrate compliance. There is no statutory right to overtime premium pay, but many contracts provide for it. Records must be retained for two years. HMRC also expects time records to support National Minimum Wage compliance, particularly for workers paid close to the minimum rate.",{"code":500,"name":501,"flag_asset_id":502,"note":503},"eu","European Union","flag-eu","A 2019 European Court of Justice ruling (CCOO v Deutsche Bank) requires EU member states to mandate that employers implement objective, reliable, and accessible systems to measure each worker's daily working time. The Working Time Directive caps the working week at 48 hours averaged over a reference period and requires minimum daily rest of 11 consecutive hours. Retention requirements and overtime premiums vary by member state — Germany, France, and Spain impose some of the strictest daily and weekly limits.",[505,468,506,507,508,509,510,511,512,513,514,515],"employment-agreement_at-will-employee-D541","employee-handbook-D712","employee-dismissal-letter-D508","job-offer-letter-long-D12769","fixed-term-contract-D13225","remote-work-agreement-D13282","employment-agreement-executive-D543","non-disclosure-agreement-nda-D12692","temporary-employment-contract-D12734","small-business-expense-report-D13396","purchase-order-D1411",{"emit_how_to":196,"emit_defined_term":196},{"primary_folder":100,"secondary_folder":518,"document_type":519,"industry":520,"business_stage":521,"tags":522,"confidence":528},"hr-operations-and-records","form","general","all-stages",[523,524,525,526,527],"payroll","compliance","time-tracking","employee-records","labor-law",0.95,"\u003Ch2>What is an Employee Time Record?\u003C/h2>\n\u003Cp>An \u003Cstrong>Employee Time Record\u003C/strong> is a legally binding document used by employers to capture the precise hours worked by each employee during a defined pay period — recording daily start and end times, break deductions, and the segregation of regular versus overtime hours. Both the employee and a supervising manager sign the completed record to certify its accuracy, creating a verified evidentiary document for payroll processing, labor law compliance, and wage dispute resolution. Unlike an informal timesheet, an employee time record is structured to satisfy the specific recordkeeping requirements imposed by the Fair Labor Standards Act, provincial employment standards legislation, the UK Working Time Regulations, and the EU Working Time Directive.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a properly completed, signed employee time record, an employer has no reliable defense when a non-exempt worker files a wage claim alleging unpaid overtime or missed breaks. Under FLSA, when an employer cannot produce accurate time records, the burden of proof shifts — courts accept the employee's recollection of hours worked as presumptively correct, and back-pay awards with liquidated damages can reach double the amount owed. Beyond litigation risk, routine payroll errors compound silently: incorrect overtime calculations, automatic break deductions applied to worked time, and workweek misalignments each generate liability that accumulates across every pay period they go uncorrected. A completed, dual-signed time record closes that exposure for every pay cycle it covers. This template provides the structure employers need to satisfy statutory obligations across all major jurisdictions — without spending hours building a compliant form from scratch.\u003C/p>\n",1781186027708]