[{"data":1,"prerenderedAt":494},["ShallowReactive",2],{"document-no-fault-attendance-policy-D14016":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":38,"customDescModule":177,"customdescription":6,"mdFm":178,"mdProseHtml":493},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"NO-FAULT ATTENDANCE POLICY PURPOSE The purpose of this No-Fault Attendance Policy at [YOUR ORGANIZATION NAME] is to establish clear guidelines for managing employee attendance in a fair and consistent manner. This Policy aims to minimize absenteeism and tardiness, promote accountability, and ensure operational efficiency while recognizing that employees may occasionally need to be absent for legitimate reasons. SCOPE This Policy applies to all employees of [YOUR ORGANIZATION NAME], including full-time, part-time, and temporary employees. POLICY PRINCIPLES Consistency: Apply attendance guidelines consistently to all employees to ensure fairness. Transparency: Maintain open communication about attendance expectations and consequences. Accountability: Hold employees accountable for their attendance while recognizing legitimate reasons for absences. Support: Provide support to employees who may need assistance in managing their attendance. ATTENDANCE POINT SYSTEM Employees will be assigned points for various types of attendance infractions as follows: Unexcused Absence: [X] points per occurrence Tardiness (Arriving 5-15 minutes late): [X] points per occurrence Excessive Tardiness (Arriving more than 15 minutes late): [X] points per occurrence Early Departure (Leaving 5-15 minutes early): [X] points per occurrence Excessive Early Departure (Leaving more than 15 minutes early): [X] points per occurrence Failure to Call In: [X] points per occurrence Absence Definition: An absence is defined as not reporting to work for a scheduled shift. Multiple consecutive days of absence for the same reason will be considered one occurrence if the employee provides appropriate documentation (e.g., a doctor's note). Point Thresholds and Consequences: [X] Points: Verbal warning [Y] Points: Written warning [Z] Points: Final written warning and/or suspension [A] Points: Termination of employment (Adjust point values according to organizational needs.) EXCUSED ABSENCES Excused absences are not subject to the point system and include the following: Approved Medical Leave: Absences supported by a medical certificate",null,"No-Fault Attendance Policy","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/no-fault-attendance-policy-D14016.png","https://templates.business-in-a-box.com/imgs/250px/14016.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#14016.xml",{"title":15,"description":6},"no-fault attendance policy",[17,20],{"label":18,"url":19},"Legal Agreements","/templates/business-legal-agreements/",{"label":21,"url":22},"Purchase & Sale Agreements","/templates/purchase-sale-agreement/","no fault attendance policy","No-Fault Attendance Policy Template","https://templates.business-in-a-box.com/imgs/400px/14016.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,35],{"label":28,"url":29},{"label":33,"url":34},"Human Resources","/templates/human-resources/",{"label":36,"url":37},"Workplace Policies","/templates/workplace-policies/",[39,43,47,51,55,59,63,67,71,75,79,83,87,104,117,131,144,161],{"label":40,"url":41,"thumb":42,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":44,"url":45,"thumb":46,"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":48,"url":49,"thumb":50,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":52,"url":53,"thumb":54,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":56,"url":57,"thumb":58,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"label":60,"url":61,"thumb":62,"extension":10},"Billing Policy","/template/billing-policy-D13603","https://templates.business-in-a-box.com/imgs/250px/13603.png",{"label":64,"url":65,"thumb":66,"extension":10},"Branding Policy","/template/branding-policy-D13606","https://templates.business-in-a-box.com/imgs/250px/13606.png",{"label":68,"url":69,"thumb":70,"extension":10},"Cancellation Policy","/template/cancellation-policy-D12627","https://templates.business-in-a-box.com/imgs/250px/12627.png",{"label":72,"url":73,"thumb":74,"extension":10},"Complaint Policy","/template/complaint-policy-D12631","https://templates.business-in-a-box.com/imgs/250px/12631.png",{"label":76,"url":77,"thumb":78,"extension":10},"Cookie Policy","/template/cookie-policy-D13174","https://templates.business-in-a-box.com/imgs/250px/13174.png",{"label":80,"url":81,"thumb":82,"extension":10},"Credit Policy","/template/credit-policy-D12633","https://templates.business-in-a-box.com/imgs/250px/12633.png",{"label":84,"url":85,"thumb":86,"extension":10},"Disability Policy","/template/disability-policy-D12635","https://templates.business-in-a-box.com/imgs/250px/12635.png",{"description":88,"descriptionCustom":6,"label":89,"pages":90,"size":91,"extension":10,"preview":92,"thumb":93,"svgFrame":94,"seoMetadata":95,"parents":96,"keywords":102,"url":103},"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},[97,99],{"label":33,"url":98},"human-resources",{"label":100,"url":101},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":105,"descriptionCustom":6,"label":106,"pages":107,"size":9,"extension":10,"preview":108,"thumb":109,"svgFrame":110,"seoMetadata":111,"parents":113,"keywords":112,"url":116},"EMPLOYEE DISCIPLINARY ACTION POLICY INTRODUCTION The Employee Disciplinary Action Policy outlines the guidelines and procedures for addressing employee misconduct, unacceptable behavior, and poor performance within [COMPANY NAME]. This Policy aims to promote a fair and consistent approach to disciplinary actions while fostering a productive work environment. All employees are expected to adhere to the standards set forth in this Policy. SCOPE This Policy applies to all employees at [COMPANY NAME], including full-time, part-time, temporary, and contract workers. It covers disciplinary actions for a wide range of infractions, such as misconduct, violation of company policies, poor performance, insubordination, and any other behavior that adversely affects the workplace or the organization's interests. PROGRESSIVE DISCIPLINE Our organization follows a progressive discipline approach, which typically involves the following steps: Verbal Warning: The initial step in addressing employee misconduct or poor performance is a verbal warning. The supervisor or manager will have a private conversation with the employee, discussing the concerns and providing guidance on how to improve. Written Warning: If the employee's behavior or performance does not improve after the verbal warning, a written warning will be issued. The written warning document will outline the specific issues, expectations for improvement, and consequences of continued misconduct or poor performance. Final Written Warning: If the employee's behavior or performance still does not meet the expected standards, a final written warning may be issued. This warning emphasizes the seriousness of the situation and may include a performance improvement plan or other corrective measures. Suspension: In cases of severe misconduct or repeated violations, a temporary suspension without pay may be imposed. The duration of the suspension will be determined based on the severity of the offense and the organization's policies.","Employee Disciplinary Action Policy","2","https://templates.business-in-a-box.com/imgs/1000px/employee-disciplinary-action-policy-D13487.png","https://templates.business-in-a-box.com/imgs/250px/13487.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13487.xml",{"title":112,"description":6},"employee disciplinary action policy",[114,115],{"label":33,"url":98},{"label":100,"url":101},"/template/employee-disciplinary-action-policy-D13487",{"description":118,"descriptionCustom":6,"label":119,"pages":107,"size":9,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":125,"keywords":124,"url":130},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":124,"description":6},"employee dismissal letter",[126,127],{"label":33,"url":98},{"label":128,"url":129},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":132,"descriptionCustom":6,"label":133,"pages":134,"size":9,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":140,"keywords":139,"url":143},"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":139,"description":6},"remote work agreement",[141,142],{"label":33,"url":98},{"label":100,"url":101},"/template/remote-work-agreement-D13282",{"description":145,"descriptionCustom":6,"label":146,"pages":147,"size":9,"extension":10,"preview":148,"thumb":149,"svgFrame":150,"seoMetadata":151,"parents":153,"keywords":152,"url":160},"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":152,"description":6},"employment agreement_at will employee",[154,155,158],{"label":33,"url":98},{"label":156,"url":157},"Hire an Employee","hire-employee",{"label":18,"url":159},"business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":162,"descriptionCustom":6,"label":163,"pages":107,"size":9,"extension":10,"preview":164,"thumb":165,"svgFrame":166,"seoMetadata":167,"parents":169,"keywords":168,"url":176},"Performance Improvement Plan (PIP) Standard Operating Procedure Department: Human Resources Purpose: This procedure is to help setting up a performance improvement plan for employees having difficulties in their work. Frequency: When needed Procedure: Outline employee work history. Document performance issues. Develop an action plan. Review the performance improvement plan (PIP). Set up meeting with the employee. Explain areas for improvement and plan of action. Supervisor and employee should sign the PIP form. Establish regular follow-up meetings. PIP Conclusion. Definition/Explanation: Performance improvement plan: Process used when an employee has not carried out work to satisfactory standard. Usually undertaken by supervisor with the assistance of his own superior or HR professional","How to Create a Performance Improvement Plan","https://templates.business-in-a-box.com/imgs/1000px/how-to-create-a-performance-improvement-plan-D12564.png","https://templates.business-in-a-box.com/imgs/250px/12564.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12564.xml",{"title":168,"description":6},"how to create a performance improvement plan",[170,173],{"label":171,"url":172},"Business Plan Kit","business-plan-kit",{"label":174,"url":175},"Business Procedures","business-procedures","/template/how-to-create-a-performance-improvement-plan-D12564",false,{"seo":179,"reviewer":190,"legal_disclaimer":177,"quick_facts":194,"at_a_glance":196,"personas":200,"variants":225,"glossary":250,"sections":281,"how_to_fill":327,"common_mistakes":368,"faqs":393,"industries":421,"comparisons":438,"diy_vs_pro":454,"educational_modules":467,"related_template_ids_curated":470,"schema":480,"classification":482},{"meta_title":180,"meta_description":181,"primary_keyword":182,"secondary_keywords":183},"No Fault Attendance Policy Template | BIB","Free no fault attendance policy template for tracking employee absences objectively. Covers point system, thresholds, discipline steps, and exemptions.","no fault attendance policy template",[23,184,185,186,187,188,189],"employee attendance policy template","attendance point system template","no fault attendance policy word","absenteeism policy template","workplace attendance policy template","no fault attendance policy free download",{"name":191,"credential":192,"reviewed_date":193},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":195,"legal_review_recommended":177,"signature_required":177},"medium",{"what_it_is":197,"when_you_need_it":198,"whats_inside":199},"A No Fault Attendance Policy is a formal workplace document that tracks employee absences and tardiness using a point-based system, without assigning blame for the reason behind each occurrence. Each unplanned absence or late arrival accumulates a set number of points, and progressive discipline is triggered automatically when an employee reaches defined thresholds. This free Word download gives you a ready-to-edit policy you can tailor to your workforce and export as PDF for distribution and acknowledgment.\n","Use it when absenteeism is affecting productivity, when managers are inconsistently applying attendance rules, or when you need a documented, defensible process before disciplining or terminating an employee for attendance-related issues.\n","A purpose statement, scope, point accumulation table, absence and tardiness definitions, protected leave exemptions, progressive discipline schedule, reset provisions, and an employee acknowledgment section.\n",[201,205,209,213,217,221],{"title":202,"use_case":203,"icon_asset_id":204},"HR managers","Replacing informal attendance tracking with a consistent, documented system","persona-hr-manager",{"title":206,"use_case":207,"icon_asset_id":208},"Small business owners","Establishing clear attendance rules before a problem employee forces an ad hoc decision","persona-small-business-owner",{"title":210,"use_case":211,"icon_asset_id":212},"Operations directors","Reducing unplanned shift gaps and overtime costs driven by chronic absenteeism","persona-operations-director",{"title":214,"use_case":215,"icon_asset_id":216},"Retail and hospitality managers","Managing hourly staff attendance across multiple shifts with objective, auditable records","persona-retail-manager",{"title":218,"use_case":219,"icon_asset_id":220},"Manufacturing supervisors","Enforcing line-coverage requirements where a single absence disrupts output targets","persona-manufacturing-supervisor",{"title":222,"use_case":223,"icon_asset_id":224},"Staffing agency operators","Setting attendance expectations for placed workers at client sites","persona-staffing-agency",[226,230,234,237,241,244,247],{"situation":227,"recommended_template":228,"slug":229},"Hourly workforce with shift-coverage requirements","No Fault Attendance Policy (Hourly)","no-fault-attendance-policy-D14016",{"situation":231,"recommended_template":232,"slug":233},"Salaried office or hybrid workforce","Employee Attendance and Punctuality Policy","attendance-policy-D12625",{"situation":235,"recommended_template":236,"slug":229},"Workforce where FMLA or ADA leave is a frequent consideration","No Fault Attendance Policy with Protected Leave Addendum",{"situation":238,"recommended_template":239,"slug":240},"Remote or distributed team with flexible scheduling","Remote Work Attendance and Availability Policy","remote-work-policy-D12540",{"situation":242,"recommended_template":243,"slug":233},"Construction or field service crews","Jobsite Attendance and Reporting Policy",{"situation":245,"recommended_template":246,"slug":233},"Union-represented workforce subject to a collective agreement","Attendance Policy (Unionized Workforce)",{"situation":248,"recommended_template":249,"slug":233},"Healthcare or emergency-services staff with mandatory coverage","Healthcare Attendance and Call-Out Policy",[251,254,257,260,263,266,269,272,275,278],{"term":252,"definition":253},"No Fault System","An attendance tracking method that assigns points for each absence or tardiness occurrence regardless of the reason given, removing managerial discretion from the initial recording.",{"term":255,"definition":256},"Occurrence","A single unplanned absence or late-arrival event that earns points under the policy, whether it lasts one hour or three days.",{"term":258,"definition":259},"Point Threshold","The total number of accumulated points at which a specific disciplinary action — verbal warning, written warning, suspension, or termination — is triggered.",{"term":261,"definition":262},"Progressive Discipline","A structured sequence of increasingly serious consequences applied as an employee continues to violate a policy, documented at each step.",{"term":264,"definition":265},"Protected Leave","Absences covered by law — such as FMLA, ADA accommodations, workers' compensation, jury duty, or military leave — that must be exempted from point accumulation.",{"term":267,"definition":268},"Point Reset","A provision that reduces or zeroes an employee's accumulated points after a defined period of good attendance, typically 6 or 12 months.",{"term":270,"definition":271},"Call-Out Procedure","The required steps an employee must follow to notify their supervisor before an unplanned absence, including the minimum advance notice window.",{"term":273,"definition":274},"Tardy","Arriving at the workplace or clocking in after the scheduled start time, typically defined as any arrival more than a set number of minutes late (e.g., 5 or 7 minutes).",{"term":276,"definition":277},"No Call / No Show","An absence where the employee neither appears for their scheduled shift nor notifies the employer within the required call-out window — typically assessed at a higher point value than a standard absence.",{"term":279,"definition":280},"Rolling 12-Month Period","A tracking window that looks back exactly 12 months from the current date rather than resetting on January 1, preventing employees from timing absences around a calendar reset.",[282,287,292,297,302,307,312,317,322],{"name":283,"plain_english":284,"sample_language":285,"common_mistake":286},"Purpose and scope","States why the policy exists and which employees it covers — full-time, part-time, seasonal, or all non-exempt hourly staff.","This policy applies to all [COMPANY NAME] hourly, non-exempt employees at [LOCATION(S)]. Its purpose is to ensure consistent, objective tracking of unplanned absences and tardiness while maintaining reliable workforce coverage.","Scoping the policy to 'all employees' without explicitly noting that salaried-exempt staff follow a separate process — mixing the two creates enforcement confusion.",{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Definitions","Defines the key terms used throughout — absence, tardiness, no call/no show, occurrence, and protected leave — so there is no ambiguity when points are assigned.","An 'Absence' is any full or partial shift missed without prior approval. A 'Tardy' is arrival more than [7] minutes after the scheduled start time. A 'No Call/No Show' is any absence for which the employee failed to notify a supervisor at least [1 hour] before the shift start.","Omitting a definition of 'partial absence.' Without it, a two-hour early departure may or may not earn a full point, creating disputes.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Point accumulation table","Lists each type of attendance event and the number of points it earns, displayed as a simple table for clarity.","Unplanned absence (any length): [1.0] point | Tardy (7–30 min): [0.5] point | Tardy (31+ min): [1.0] point | No Call/No Show: [2.0] points | Early departure (>30 min without approval): [0.5] point","Assigning the same point value to a 10-minute tardy and a full-day no-call/no-show. Employees perceive this as unfair, reducing compliance and increasing legal exposure.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Progressive discipline schedule","Specifies exactly what disciplinary action is taken at each point threshold — verbal warning, written warning, final written warning, suspension, and termination.","[3] points: Verbal counseling documented in personnel file | [5] points: Written warning | [7] points: Final written warning | [9] points: 1-day unpaid suspension | [11] points: Termination of employment","Setting thresholds so high that managers cannot act on chronic absenteeism for months. Most effective policies trigger a first written warning between 4 and 6 points over a rolling 12 months.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Protected leave exemptions","Explicitly lists the categories of legally protected leave that will not earn points, and requires the employee to follow the applicable notice and documentation process for each.","The following absences are exempt from point accumulation: FMLA-qualifying leave, ADA-approved accommodations, workers' compensation absences, jury duty, military leave (USERRA), and bereavement leave as defined in [COMPANY NAME]'s Bereavement Policy.","Omitting the exemption section entirely or burying it in a footnote. If protected absences are assigned points — even by clerical error — the company faces FMLA interference or ADA retaliation claims.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Call-out and notification procedure","Describes the steps an employee must follow to report an unplanned absence — who to call, how much advance notice is required, and what happens if they skip the step.","Employees must contact their direct supervisor by phone (not text) at least [60] minutes before their scheduled shift start. Voicemail is not acceptable unless the supervisor is unreachable. Failure to follow this procedure results in the occurrence being recorded as a No Call/No Show.","Allowing text message notifications as the default call-out method. Texts are easy to miss or dispute; a phone call creates a real-time record.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Point reset and good-attendance provisions","Explains how and when accumulated points are reduced or cleared — typically after 6 or 12 consecutive months without a new occurrence — and whether there is a bonus for sustained perfect attendance.","An employee who completes [6] consecutive calendar months without a new occurrence will have their point total reduced by [2] points. After [12] consecutive months without a new occurrence, all accumulated points are cleared.","Making the reset period too short (e.g., 30 days), which allows chronically absent employees to cycle through points indefinitely without triggering final discipline.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Documentation and recordkeeping","States how occurrences are recorded, who maintains the records, how long records are retained, and how employees can review their current point balance.","Supervisors must log each occurrence in [HRIS / attendance tracking system] within [24] hours of the event. Records are retained for [3] years. Employees may request a printout of their current point balance from HR at any time.","Leaving recordkeeping to supervisors' memory or informal spreadsheets. Undocumented occurrences cannot support a termination decision and expose the company in wrongful-discharge claims.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Employee acknowledgment","A sign-off section confirming the employee received, read, and understands the policy — and that it does not constitute a contract of employment.","I, [EMPLOYEE NAME], acknowledge receipt of the [COMPANY NAME] No Fault Attendance Policy dated [DATE]. I understand this policy is subject to change and does not alter my at-will employment status. Signature: _______________ Date: _______________","Omitting the at-will disclaimer on the acknowledgment. A signed policy that reads like a binding agreement can be cited by employees as an implied contract limiting termination rights.",[328,333,338,343,348,353,358,363],{"step":329,"title":330,"description":331,"tip":332},1,"Define the scope and covered employee groups","Identify which employee classifications the policy covers — hourly non-exempt, part-time, seasonal, or all staff. If you have both hourly and salaried employees, note that salaried staff follow a separate process.","Restricting the policy to non-exempt hourly employees first lets you pilot the system before rolling it out company-wide.",{"step":334,"title":335,"description":336,"tip":337},2,"Set point values for each occurrence type","Fill in the point accumulation table with values that reflect the relative severity of each event. A no call/no show should carry at least twice the points of a standard absence.","A common starting point: 1 point for an absence, 0.5 for a tardy, and 2 for a no call/no show. Adjust up or down based on your industry's tolerance for coverage gaps.",{"step":339,"title":340,"description":341,"tip":342},3,"Establish discipline thresholds","Enter the point totals that trigger each disciplinary step. Space them evenly so employees receive multiple warnings before termination, and so the first warning arrives early enough to prompt a behavioral change.","Map your thresholds against your actual absenteeism data before finalizing. If your average employee already has 4 points, a first-warning threshold of 3 will immediately put most of your workforce in discipline.",{"step":344,"title":345,"description":346,"tip":347},4,"List all protected leave exemptions","Review applicable federal and state/provincial laws and list every protected leave category that must be excluded from point accumulation. Reference your FMLA, ADA, and state leave policies by name.","Have your HR or legal team confirm the exemption list matches current law in every state or province where you have employees — protected leave categories vary by jurisdiction.",{"step":349,"title":350,"description":351,"tip":352},5,"Write the call-out procedure","Specify the notification method (phone call), the advance notice window (e.g., 60 minutes before shift start), the person to contact (direct supervisor, then backup), and the consequence for skipping the step.","Name a specific backup contact for situations where the direct supervisor is unreachable. A policy that says 'call your supervisor' with no backup creates an excuse for a missed notification.",{"step":354,"title":355,"description":356,"tip":357},6,"Configure the point reset rules","Enter the consecutive-months threshold and the number of points removed or zeroed at each reset milestone. Confirm the reset period is long enough to deter gaming.","A 12-month rolling window for full resets is the industry standard for most hourly environments. Six months is appropriate only for roles with very low absence tolerance.",{"step":359,"title":360,"description":361,"tip":362},7,"Distribute and collect signed acknowledgments","Send the policy to all covered employees and collect a signed acknowledgment form from each one. Store signed copies in personnel files for the duration of employment plus the applicable records-retention period.","Use an electronic signature or HRIS acknowledgment workflow to automate collection and create a timestamp — paper forms get lost and undated signatures are hard to rely on in disputes.",{"step":364,"title":365,"description":366,"tip":367},8,"Train supervisors before rollout","Walk supervisors through the point table, logging procedure, and discipline schedule before the effective date. Inconsistent application by one manager can expose the company to disparate-treatment claims even if the written policy is sound.","Run one 30-minute walkthrough session with all supervisors and document attendance. That training log becomes part of your defense if a discipline decision is later challenged.",[369,373,377,381,385,389],{"mistake":370,"why_it_matters":371,"fix":372},"Assigning points to protected leave absences","Applying points to FMLA, ADA, or workers' compensation absences exposes the company to federal interference and retaliation claims, regardless of intent. Courts have awarded back pay and damages in cases where point systems failed to carve out protected leave.","Add an explicit protected leave exemption section to the policy and train supervisors to flag qualifying absences for HR review before logging a point.",{"mistake":374,"why_it_matters":375,"fix":376},"No documentation trail for individual occurrences","An attendance-based termination with no written occurrence log is nearly indefensible. Without dates, times, and supervisor signatures for each event, the employee can dispute the point total and the company has nothing to produce in a hearing.","Require supervisors to log every occurrence in the HRIS within 24 hours, with a manager note confirming the absence was unplanned and not protected.",{"mistake":378,"why_it_matters":379,"fix":380},"Setting discipline thresholds too high for the policy to change behavior","If termination is only triggered at 15 or 20 points and absences earn 1 point each, a chronically absent employee can miss work 15 times over 12 months before any real consequence arrives — undermining the policy's deterrent effect.","Calibrate thresholds to your actual absenteeism baseline. A first written warning at 4–6 points over a rolling 12 months is the most common effective range for hourly environments.",{"mistake":382,"why_it_matters":383,"fix":384},"Applying the policy inconsistently across departments","If one manager logs every tardy and another ignores them, employees in the strict department can file disparate-treatment complaints. Inconsistency is one of the most common reasons attendance-based terminations are overturned.","Designate HR as the final point-logging authority, not individual supervisors. Supervisors report the occurrence; HR validates it and enters it into the system.",{"mistake":386,"why_it_matters":387,"fix":388},"Omitting the at-will disclaimer from the acknowledgment form","A signed policy document that describes a step-by-step process before termination can be interpreted by employees — and some courts — as an implied promise that they will not be fired except by following those exact steps.","Include a clear statement on the acknowledgment form that the policy does not constitute a contract of employment and does not alter the employee's at-will status.",{"mistake":390,"why_it_matters":391,"fix":392},"Never updating the policy after initial rollout","Protected leave laws change frequently at the state and local level. A policy written in 2020 may now fail to exempt leave categories that have since been added by statute, creating automatic liability.","Review the policy at least annually and after any significant change to federal, state, or local leave laws in your operating jurisdictions. Document each review with a version date.",[394,397,400,403,406,409,412,415,418],{"question":395,"answer":396},"What is a no fault attendance policy?","A no fault attendance policy is a workplace rule that assigns a fixed number of points to each unplanned absence or late arrival, regardless of the reason the employee gives. Progressive discipline is triggered automatically when points reach defined thresholds. The system removes managerial subjectivity from attendance tracking, making it easier to apply rules consistently and document decisions for HR and legal purposes.\n",{"question":398,"answer":399},"Is a no fault attendance policy legal?","A no fault attendance policy is generally legal in the United States and Canada when it explicitly exempts legally protected absences — including FMLA leave, ADA-required accommodations, workers' compensation, military leave, and applicable state or provincial leave laws. Assigning points to protected absences, even unintentionally, can expose the employer to federal interference or retaliation claims. Review the policy with HR or legal counsel if your workforce is covered by complex leave laws.\n",{"question":401,"answer":402},"What is a typical point value for different types of absences?","The most common structure assigns 1 point for a full or partial unplanned absence, 0.5 points for a tardy of up to 30 minutes, 1 point for a tardy longer than 30 minutes, and 2 points for a no call/no show. These values are not legally mandated and can be adjusted to reflect your industry's coverage requirements — some manufacturing and healthcare environments use higher point values to reflect the operational cost of a single absence.\n",{"question":404,"answer":405},"What absences must be exempt from a no fault attendance policy?","At minimum, the following must be exempt: FMLA-qualifying leave, ADA reasonable accommodations, workers' compensation absences, military leave under USERRA, and jury duty. Many states and provinces add additional protected categories — paid sick leave, domestic violence leave, school activity leave, and bereavement leave are common examples. Always review state and local law for the jurisdictions where your employees work.\n",{"question":407,"answer":408},"How does the point reset provision work?","A point reset provision reduces or zeroes an employee's accumulated points after a defined period of good attendance — typically 6 or 12 consecutive months without a new occurrence. For example, an employee with 4 points who goes 12 months without a new absence would return to 0, allowing them to start fresh. The reset period should be long enough to prevent employees from gaming the system by spacing absences just beyond the reset window.\n",{"question":410,"answer":411},"Can a no fault attendance policy be used to terminate an employee?","Yes, provided the policy was communicated in writing before the absences occurred, each occurrence was documented consistently, progressive discipline steps were followed, and no protected leave absences were included in the point total. Attendance-based terminations are among the most defensible when the policy has a clear paper trail and has been applied equally across all employees in the same classification.\n",{"question":413,"answer":414},"Do I need to get employees to sign the attendance policy?","Having employees sign an acknowledgment form is strongly recommended, though not universally required by law. A signed acknowledgment proves the employee received and understood the policy before any disciplinary action was taken — a critical defense element if a termination is later challenged. Include an at-will disclaimer on the acknowledgment to avoid any implied-contract interpretation.\n",{"question":416,"answer":417},"How often should a no fault attendance policy be reviewed?","Review the policy at least once per year and after any significant change to federal, state, or local leave laws in your operating locations. Protected leave categories have expanded significantly in many states over the past five years. Each review should be documented with a version date, and updated copies should be redistributed to all covered employees with a new acknowledgment signature.\n",{"question":419,"answer":420},"What is the difference between a no fault attendance policy and a traditional attendance policy?","A traditional attendance policy gives managers discretion to evaluate the reason for each absence and decide whether discipline is warranted. A no fault policy removes that discretion — points are logged automatically based on the type of event, not the explanation. No fault systems reduce favoritism and inconsistency, create a cleaner documentation trail, and make discipline decisions easier to defend — but they require more rigorous protected-leave tracking to avoid legal exposure.\n",[422,426,430,434],{"industry":423,"icon_asset_id":424,"specifics":425},"Manufacturing","industry-manufacturing","A single unplanned absence on a production line can halt output for an entire shift, making point-based systems with strict thresholds and fast escalation the standard approach.",{"industry":427,"icon_asset_id":428,"specifics":429},"Retail and hospitality","industry-retail","High-volume hourly workforces with predictable shift schedules benefit from no fault systems that hold all employees to the same standard regardless of role or seniority.",{"industry":431,"icon_asset_id":432,"specifics":433},"Healthcare","industry-healthtech","Mandatory staffing ratios mean a single call-out triggers costly agency fill-ins; healthcare employers often use higher point values for no call/no show events and shorter reset windows.",{"industry":435,"icon_asset_id":436,"specifics":437},"Professional services","industry-professional-services","Less common for salaried staff but widely used for support and administrative hourly roles where client-facing coverage requirements make attendance predictability critical.",[439,443,447,450],{"vs":440,"vs_template_id":441,"summary":442},"Traditional Attendance Policy","D{TRADITIONAL_ATTENDANCE_POLICY_ID}","A traditional attendance policy gives managers discretion to weigh the reason for each absence before deciding on discipline. A no fault policy assigns points automatically, removing that discretion. No fault systems are more consistent and easier to defend but require stricter protected-leave exemption tracking to avoid legal exposure.",{"vs":444,"vs_template_id":445,"summary":446},"Employee Disciplinary Action Form","D{EMPLOYEE_DISCIPLINARY_ACTION_ID}","A disciplinary action form documents a single specific incident of misconduct or policy violation. A no fault attendance policy is the governing rule that determines when disciplinary action is required and what form it takes. The policy drives the process; the form captures the output at each threshold.",{"vs":89,"vs_template_id":448,"summary":449},"employee-handbook-D712","An employee handbook is a comprehensive document covering all workplace policies. A no fault attendance policy is a standalone document that provides enough operational detail — point tables, thresholds, reset rules, exemptions — to be used independently by supervisors and HR. The standalone version is easier to update without reissuing the full handbook.",{"vs":451,"vs_template_id":452,"summary":453},"Remote Work Attendance Policy","remote-work-agreement-D13282","A remote work attendance policy governs availability, response times, and virtual check-in requirements for distributed employees. A no fault attendance policy is designed for shift-based or scheduled on-site work where physical presence at a defined time is the measurable standard. Hybrid workforces may need both.",{"use_template":455,"template_plus_review":459,"custom_drafted":463},{"best_for":456,"cost":457,"time":458},"HR managers and small business owners implementing a standard point-based attendance system for an hourly workforce","Free","1–2 hours to customize and distribute",{"best_for":460,"cost":461,"time":462},"Employers with staff in multiple states or provinces where protected leave laws vary significantly","$200–$500 for an HR consultant or employment attorney review","2–5 business days",{"best_for":464,"cost":465,"time":466},"Unionized workforces, healthcare employers with mandatory staffing ratios, or companies with recent FMLA or ADA litigation history","$800–$2,500+","1–3 weeks",[468,469],"fmla-and-attendance-policies-what-employers-need-to-know","progressive-discipline-best-practices",[448,471,472,452,473,474,475,476,477,478,472,479],"employee-disciplinary-action-policy-D13487","employee-dismissal-letter-D508","employment-agreement_at-will-employee-D541","how-to-create-a-performance-improvement-plan-D12564","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","warning-notice-D622","request-for-leave-of-absence-D650",{"emit_how_to":481,"emit_defined_term":481},true,{"primary_folder":98,"secondary_folder":483,"document_type":484,"industry":485,"business_stage":486,"tags":487,"confidence":492},"workplace-policies","policy","general","all-stages",[488,489,490,483,491],"hr","compliance","attendance-policy","employee-discipline",0.95,"\u003Ch2>What is a No Fault Attendance Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>No Fault Attendance Policy\u003C/strong> is a formal workplace document that tracks employee absences and late arrivals using a predetermined point system, assigning a fixed number of points to each occurrence regardless of the reason given. When an employee's accumulated points reach defined thresholds, progressive discipline steps — verbal warning, written warning, suspension, or termination — are triggered automatically. The "no fault" designation does not mean absences go unpunished; it means the reason for the absence is not factored into whether a point is recorded, only into whether the absence qualifies for a protected leave exemption. This removes managerial subjectivity from day-to-day attendance decisions and creates a consistent, auditable record that supports every disciplinary action taken under the policy.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written attendance policy, managers apply their own standards — one supervisor logs every tardy, another ignores all but the most egregious absences — and employees in the same role face different consequences for the same behavior. That inconsistency is one of the most common triggers for disparate-treatment complaints and wrongful-termination claims. A documented no fault system closes that gap: every occurrence is logged the same way, every threshold triggers the same response, and every termination decision rests on a paper trail that can be produced in a hearing. For industries where a single absent employee disrupts an entire shift — manufacturing, healthcare, retail — the financial cost of unmanaged absenteeism accumulates fast. A clear, pre-communicated policy changes employee behavior before the costs compound, and gives HR the defensible foundation needed to act when it does not.\u003C/p>\n",1778773547632]