[{"data":1,"prerenderedAt":480},["ShallowReactive",2],{"document-work-hours-and-attendance-policy-D13863":3},{"document":4,"label":24,"preview":11,"thumb":25,"thumb600":26,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":27,"breadcrumb":31,"related":37,"customDescModule":174,"customdescription":6,"mdFm":175,"mdProseHtml":479},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"WORK HOURS & ATTENDANCE POLICY PURPOSE The purpose of this Work Hours and Attendance Policy is to establish clear guidelines and expectations for employees regarding their work hours, attendance, punctuality, and reporting absences. This Policy aims to ensure consistency, productivity, and accountability in the workplace. SCOPE This Policy applies to all employees of [COMPANY NAME], regardless of their employment status (full-time, part-time, temporary, or contract). It encompasses all aspects of work hours, attendance, and leave management. POLICY STATEMENTS Work Hours Employees are expected to adhere to their assigned work hours, which are typically defined in their employment contracts, job descriptions, or schedules. Punctuality Punctuality is crucial. Employees should arrive at work and return from breaks and meals promptly. Excessive tardiness is disruptive and may result in disciplinary actions. Flexible Work Arrangements [COMPANY NAME] may offer flexible work arrangements, such as flexible schedules, remote work, or compressed workweeks, based on operational needs and in accordance with specific policies and agreements. Overtime Overtime work may be required to meet business needs. Overtime eligibility, compensation rates, and approval processes will be outlined in separate policies or employment agreements. Absences and Leave Employees must notify their immediate supervisors or the designated contact person as early as possible when they are unable to attend work. Notification should include the reason for the absence and the expected duration. [COMPANY NAME] offers various types of leave, including paid time off (PTO), sick leave, and other statutory leaves, as applicable by law. Eligibility and usage guidelines for each type of leave will be outlined in separate policies. ",null,"Work Hours and Attendance Policy","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/work-hours-and-attendance-policy-D13863.png","https://templates.business-in-a-box.com/imgs/250px/13863.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13863.xml",{"title":15,"description":6},"work hours and attendance policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","work hours attendance policy","Work Hours and Attendance Policy Template","https://templates.business-in-a-box.com/imgs/400px/13863.png","https://templates.business-in-a-box.com/imgs/600px/13863.png",[28,17,20],{"label":29,"url":30},"Templates","/templates/",[32,33,34],{"label":29,"url":30},{"label":18,"url":19},{"label":35,"url":36},"Workplace Policies","/templates/workplace-policies/",[38,42,46,50,54,58,62,66,70,74,78,82,86,102,115,129,147,161],{"label":39,"url":40,"thumb":41,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":43,"url":44,"thumb":45,"extension":10},"No-Fault Attendance Policy","/template/no-fault-attendance-policy-D14016","https://templates.business-in-a-box.com/imgs/250px/14016.png",{"label":47,"url":48,"thumb":49,"extension":10},"Work Policy","/template/work-policy-D13896","https://templates.business-in-a-box.com/imgs/250px/13896.png",{"label":51,"url":52,"thumb":53,"extension":10},"Hybrid Work Policy","/template/hybrid-work-policy-D13470","https://templates.business-in-a-box.com/imgs/250px/13470.png",{"label":55,"url":56,"thumb":57,"extension":10},"Remote Work Policy","/template/remote-work-policy-D12540","https://templates.business-in-a-box.com/imgs/250px/12540.png",{"label":59,"url":60,"thumb":61,"extension":10},"Flexible Work Arrangements Policy","/template/flexible-work-arrangements-policy-D13693","https://templates.business-in-a-box.com/imgs/250px/13693.png",{"label":63,"url":64,"thumb":65,"extension":10},"Flexible Work Schedule Policy","/template/flexible-work-schedule-policy-D13491","https://templates.business-in-a-box.com/imgs/250px/13491.png",{"label":67,"url":68,"thumb":69,"extension":10},"Remote Work Security Policy","/template/remote-work-security-policy-D13387","https://templates.business-in-a-box.com/imgs/250px/13387.png",{"label":71,"url":72,"thumb":73,"extension":10},"Work From Home Policy","/template/work-from-home-policy-D12737","https://templates.business-in-a-box.com/imgs/250px/12737.png",{"label":75,"url":76,"thumb":77,"extension":10},"Work Life Balance Policy","/template/work-life-balance-policy-D13802","https://templates.business-in-a-box.com/imgs/250px/13802.png",{"label":79,"url":80,"thumb":81,"extension":10},"Four-Day Work Week Policy","/template/four-day-work-week-policy-D13694","https://templates.business-in-a-box.com/imgs/250px/13694.png",{"label":83,"url":84,"thumb":85,"extension":10},"Remote Work Equipment and Security Policy","/template/remote-work-equipment-and-security-policy-D13763","https://templates.business-in-a-box.com/imgs/250px/13763.png",{"description":87,"descriptionCustom":6,"label":88,"pages":89,"size":90,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":95,"keywords":100,"url":101},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[96,98],{"label":18,"url":97},"human-resources",{"label":21,"url":99},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":114},"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":110,"description":6},"remote work agreement",[112,113],{"label":18,"url":97},{"label":21,"url":99},"/template/remote-work-agreement-D13282",{"description":116,"descriptionCustom":6,"label":117,"pages":118,"size":9,"extension":10,"preview":119,"thumb":120,"svgFrame":121,"seoMetadata":122,"parents":124,"keywords":123,"url":128},"WEEKLY PROGRESS REPORT GENERAL INFORMATION Employee Name Reporting Period Reporting Date Department COMPLETED ITEMS Task / Project Description Date Completed ","Weekly Report","2","https://templates.business-in-a-box.com/imgs/1000px/weekly-report-D13417.png","https://templates.business-in-a-box.com/imgs/250px/13417.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13417.xml",{"title":123,"description":6},"weekly report",[125],{"label":126,"url":127},"Finance & Accounting","finance-accounting","/template/weekly-report-D13417",{"description":130,"descriptionCustom":6,"label":131,"pages":132,"size":9,"extension":10,"preview":133,"thumb":134,"svgFrame":135,"seoMetadata":136,"parents":138,"keywords":137,"url":146},"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":137,"description":6},"employment agreement_at will employee",[139,140,143],{"label":18,"url":97},{"label":141,"url":142},"Hire an Employee","hire-employee",{"label":144,"url":145},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":148,"descriptionCustom":6,"label":149,"pages":118,"size":9,"extension":10,"preview":150,"thumb":151,"svgFrame":152,"seoMetadata":153,"parents":155,"keywords":154,"url":160},"[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":154,"description":6},"employee dismissal letter",[156,157],{"label":18,"url":97},{"label":158,"url":159},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":9,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":173},"[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","1","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":169,"description":6},"job offer letter long",[171,172],{"label":18,"url":97},{"label":141,"url":142},"/template/job-offer-letter-long-D12769",false,{"seo":176,"reviewer":187,"legal_disclaimer":174,"quick_facts":191,"at_a_glance":193,"personas":197,"variants":222,"glossary":245,"sections":276,"how_to_fill":327,"common_mistakes":368,"faqs":385,"industries":413,"comparisons":430,"diy_vs_pro":441,"educational_modules":454,"related_template_ids_curated":457,"schema":467,"classification":469},{"meta_title":177,"meta_description":178,"primary_keyword":179,"secondary_keywords":180},"Free Work Hours and Attendance Policy Template – Word & PDF","Free work hours and attendance policy template covering schedules, tardiness, absences, and leave procedures. Used in 190+ countries.","work hours and attendance policy template",[181,182,183,184,185,186],"employee attendance policy","work hours policy template","attendance policy for employees","workplace attendance policy word","tardiness policy template","employee absence policy template",{"name":188,"credential":189,"reviewed_date":190},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":192,"legal_review_recommended":174,"signature_required":174},"medium",{"what_it_is":194,"when_you_need_it":195,"whats_inside":196},"A Work Hours and Attendance Policy is a formal internal document that defines when employees are expected to be present, how to request time off or report absences, and what consequences apply for tardiness or unexcused absences. This free Word download gives you a structured, editable template you can tailor to your organization and export as PDF for employee handbooks or standalone distribution.\n","Use it when onboarding new staff, updating an employee handbook, or when inconsistent attendance or timekeeping is creating operational or legal exposure. Any employer with more than one employee benefits from a written policy that sets clear, consistently applied expectations.\n","Standard work schedule and hours, remote and flexible work provisions, procedures for reporting absences and late arrivals, definitions of excused and unexcused absences, a progressive discipline ladder, leave interaction guidance, and a manager responsibilities section.\n",[198,202,206,210,214,218],{"title":199,"use_case":200,"icon_asset_id":201},"HR managers","Standardizing attendance rules across departments and locations","persona-hr-manager",{"title":203,"use_case":204,"icon_asset_id":205},"Small business owners","Establishing written attendance expectations before a first dispute arises","persona-small-business-owner",{"title":207,"use_case":208,"icon_asset_id":209},"Operations directors","Reducing production disruptions caused by unplanned absenteeism","persona-operations-director",{"title":211,"use_case":212,"icon_asset_id":213},"Office managers","Documenting call-out procedures and escalation steps for a small team","persona-office-manager",{"title":215,"use_case":216,"icon_asset_id":217},"Startup founders","Creating a first written policy before the team grows past five people","persona-startup-founder",{"title":219,"use_case":220,"icon_asset_id":221},"Compliance officers","Ensuring attendance documentation aligns with FMLA and ADA obligations","persona-compliance-officer",[223,226,230,234,238,241],{"situation":224,"recommended_template":55,"slug":225},"Remote-first team with flexible asynchronous schedules","remote-work-agreement-D13282",{"situation":227,"recommended_template":228,"slug":229},"Shift-based workforce in manufacturing or retail","Shift Schedule Policy","employee-shift-schedule-D628",{"situation":231,"recommended_template":232,"slug":233},"Policy for paid and unpaid time-off accrual","Vacation and Leave Policy","vacation-policy-D739",{"situation":235,"recommended_template":236,"slug":237},"Documenting a single formal warning for attendance","Employee Written Warning","warning-notice-D622",{"situation":239,"recommended_template":88,"slug":240},"Comprehensive rules for all HR topics in one document","employee-handbook-D712",{"situation":242,"recommended_template":243,"slug":244},"Tracking hours worked against a schedule","Employee Timesheet","employee-time-record-D629",[246,249,252,255,258,261,264,267,270,273],{"term":247,"definition":248},"Excused Absence","A pre-approved or properly reported absence that does not count against an employee's attendance record under the policy.",{"term":250,"definition":251},"Unexcused Absence","A full or partial workday absence that was not reported according to the policy's call-out procedure and is not covered by an approved leave type.",{"term":253,"definition":254},"Tardiness","Arriving at work after the scheduled start time, typically measured from the first minute past the defined clock-in window.",{"term":256,"definition":257},"No-Call No-Show","A situation in which an employee neither reports to work nor notifies the employer in advance — typically treated as the most severe attendance infraction.",{"term":259,"definition":260},"Progressive Discipline","A structured sequence of increasingly serious consequences — verbal warning, written warning, final warning, and termination — applied consistently for repeated policy violations.",{"term":262,"definition":263},"Flexible Work Arrangement","A schedule that allows employees to vary their start and end times or work location within defined boundaries, subject to manager approval.",{"term":265,"definition":266},"FMLA (Family and Medical Leave Act)","A US federal law entitling eligible employees at covered employers to up to 12 weeks of unpaid, job-protected leave per year for qualifying health or family reasons.",{"term":268,"definition":269},"ADA (Americans with Disabilities Act)","A US federal law requiring employers to provide reasonable accommodations to qualified employees with disabilities, which may include modified attendance requirements.",{"term":271,"definition":272},"Attendance Points System","A tracking method that assigns a numerical value to each absence or tardy occurrence; an employee who accumulates points above a threshold triggers a defined disciplinary response.",{"term":274,"definition":275},"Core Hours","A defined window — often 10 a.m. to 3 p.m. — during which all employees on a flexible schedule are expected to be available and reachable, regardless of their start and end times.",[277,282,287,292,297,302,307,312,317,322],{"name":278,"plain_english":279,"sample_language":280,"common_mistake":281},"Purpose and scope","Explains why the policy exists, which employees it covers, and what employment types or locations it applies to.","This Policy applies to all full-time and part-time employees of [COMPANY NAME] at all [LOCATION / COUNTRY] locations, effective [DATE]. Its purpose is to establish consistent expectations for attendance, punctuality, and absence reporting.","Omitting part-time, temporary, or remote workers from the scope statement — leaving a gap that makes the policy unenforceable for those groups when disputes arise.",{"name":283,"plain_english":284,"sample_language":285,"common_mistake":286},"Standard work schedule","States the default working days, start and end times, meal break duration, and total hours per week expected of covered employees.","Standard hours are [START TIME] to [END TIME], Monday through Friday, with a [30 / 60]-minute unpaid lunch break, totaling [HOURS] paid hours per week. Schedules for part-time employees are defined in their offer letter.","Defining a single rigid schedule without acknowledging that department-specific schedules may differ — forcing managers to violate the policy in writing to accommodate business needs.",{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Flexible and remote work provisions","Describes any approved alternative schedule arrangements — compressed workweeks, flexible start/end windows, hybrid or fully remote options — and the approval process.","Employees may request a flexible schedule adjustment of up to [X] hours from the standard start time, subject to manager approval and the requirement to be available during core hours of [START] to [END]. Remote work eligibility is governed by the Company's Remote Work Policy.","Allowing informal flexible arrangements without documenting them, creating inconsistency across teams and potential discrimination claims when one group's informal flexibility is denied to another.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Reporting absences and late arrivals","Specifies exactly how, when, and to whom an employee must report that they will be absent or late — including the notification deadline and acceptable communication methods.","Employees must notify their direct manager by [PHONE / TEXT / EMAIL] no later than [X] minutes before their scheduled start time on each day of absence. Notifying a coworker does not satisfy this requirement.","Writing 'notify your supervisor as soon as possible' without a specific deadline. Employees report at 10 a.m. for an 8 a.m. shift and argue they complied — because technically they did.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Excused and unexcused absence definitions","Lists the categories of absences that are considered excused (and require no disciplinary action) versus unexcused (subject to the points system or discipline ladder).","Excused absences include: approved PTO, FMLA-qualifying leave, jury duty, bereavement per the Bereavement Policy, and absences covered by an approved accommodation. All other absences not reported per Section 4 are unexcused.","Failing to explicitly list FMLA and ADA-covered absences as excused — disciplining an employee for protected leave is a compliance violation regardless of what the policy says about points.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Tardiness and early departure definitions","Defines what constitutes a tardy arrival or early departure, any grace period, and whether partial absences count the same as full-day absences under the points system.","An employee is considered tardy if they clock in more than [5] minutes after their scheduled start time without prior approval. Leaving more than [30] minutes before the scheduled end of shift without manager approval constitutes an early departure and is treated as a half-day unexcused absence.","Applying the same point value to a 10-minute tardy and a 4-hour early departure — creating resentment and legal challenges when discipline results are disproportionate to the infraction.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Progressive discipline schedule","Outlines the specific sequence of consequences triggered by accumulating unexcused absences or tardiness events within a rolling period.","Occurrence 1–2: Verbal counseling documented in writing. Occurrence 3–4: Written warning. Occurrence 5: Final written warning with performance improvement plan. Occurrence 6 or no-call no-show: Termination. Points reset after [12] months with no new occurrences.","Setting the termination threshold so high (e.g., 15 occurrences) that it signals the policy is never enforced, undermining its deterrent value and making discipline of earlier employees seem arbitrary by comparison.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"No-call no-show procedure","Defines what constitutes a no-call no-show, how many consecutive days trigger automatic termination, and the manager's steps for attempting to contact the employee.","A no-call no-show is treated as one unexcused absence per day and triggers immediate written documentation. [2] consecutive no-call no-show days will be considered voluntary resignation unless the employee provides documentation of an emergency or qualifying leave reason within [3] business days of return.","Not specifying consecutive days before automatic resignation treatment — leaving the company exposed to claims that a termination was not voluntary when the employee returns after day three.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Manager responsibilities","States what managers must do to apply the policy consistently — tracking occurrences, documenting conversations, escalating to HR, and maintaining records.","Managers must log each absence and tardiness occurrence in [HR SYSTEM / LOG] within [1] business day of the event, conduct documented counseling conversations at each disciplinary step, and notify HR before issuing a written warning or termination.","Leaving manager documentation responsibilities vague — without a paper trail, the company cannot defend a termination for attendance against a wrongful-dismissal claim.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Policy acknowledgment and review","Requires employees to sign an acknowledgment confirming they received and read the policy, and states how often the policy will be reviewed and updated.","Each employee must sign and return the Acknowledgment Form (Attachment A) within [5] business days of receipt. This Policy will be reviewed annually by HR and updated as required by changes in applicable law or business operations.","Storing signed acknowledgments in email threads instead of the employee's personnel file — making them effectively inaccessible when needed as evidence in a dispute.",[328,333,338,343,348,353,358,363],{"step":329,"title":330,"description":331,"tip":332},1,"Define scope and covered employees","Replace all [COMPANY NAME] and [LOCATION] placeholders. Specify whether the policy covers full-time, part-time, temporary, and remote workers, and whether separate shift or department schedules apply.","If shift workers follow different rules than office staff, create a separate schedule addendum rather than trying to fit both into the main policy body.",{"step":334,"title":335,"description":336,"tip":337},2,"Set the standard work schedule","Enter the default start time, end time, meal break duration, and days of the week. If departments vary, note that department-specific schedules are defined separately.","Align the standard schedule with your payroll system's default settings to prevent discrepancies that confuse managers and trigger overtime disputes.",{"step":339,"title":340,"description":341,"tip":342},3,"Document flexible and remote work rules","Decide whether flexible scheduling is permitted, define core hours, and state who approves exceptions. Cross-reference your Remote Work Policy if one exists.","If flexible work is approved informally today, this is your opportunity to formalize it consistently — reducing future discrimination or favoritism claims.",{"step":344,"title":345,"description":346,"tip":347},4,"Write the absence reporting procedure","Specify the exact notification deadline (e.g., 30 minutes before shift), acceptable methods (phone call only vs. text or email), and who must be notified. Remove any vague language like 'as soon as practicable.'","Require a phone call rather than a text for absences — verbal communication confirms the employee is reachable and reduces no-call-no-show ambiguity.",{"step":349,"title":350,"description":351,"tip":352},5,"Define excused absence categories explicitly","List every category of absence that will not count against the employee's attendance record. Confirm that FMLA, ADA accommodations, jury duty, and bereavement leave are explicitly included.","Have HR or legal counsel confirm that your excused absence list reflects current federal and state or provincial leave requirements for your jurisdiction.",{"step":354,"title":355,"description":356,"tip":357},6,"Calibrate the progressive discipline thresholds","Set the number of occurrences that trigger each disciplinary step and the rolling lookback period (typically 12 months). Ensure the no-call no-show threshold is distinct and more severe.","Use a 12-month rolling window rather than a calendar year — a calendar year reset on January 1 incentivizes employees to exhaust absences in December.",{"step":359,"title":360,"description":361,"tip":362},7,"Assign manager documentation obligations","Name the specific HR system or log where occurrences must be recorded, the deadline for logging, and the escalation path for warnings and termination.","Run one tabletop drill with managers before launch — walk through a sample scenario step by step to confirm everyone understands what to log and when to call HR.",{"step":364,"title":365,"description":366,"tip":367},8,"Attach an acknowledgment form and publish","Add a sign-and-return acknowledgment as Attachment A. Distribute the policy to all employees, collect signed acknowledgments, and file them in each employee's personnel record.","Use an electronic acknowledgment system if available — digital timestamps are easier to produce as evidence than scanned paper forms stored in a filing cabinet.",[369,373,377,381],{"mistake":370,"why_it_matters":371,"fix":372},"Vague absence notification language","Phrases like 'notify your supervisor promptly' are interpreted inconsistently — some employees call at 9 a.m. for an 8 a.m. shift and argue they complied, making discipline difficult to sustain.","Replace all vague timing language with a specific deadline — for example, 'no later than 30 minutes before your scheduled start time' — and name the required communication method.",{"mistake":374,"why_it_matters":375,"fix":376},"Excluding protected leave from the excused absence list","Counting FMLA, ADA accommodation days, or state-mandated leave as unexcused absences and applying points to them exposes the company to federal and state enforcement actions and retaliation claims.","Explicitly list every federally and state-protected leave category as automatically excused and instruct managers to flag any absence that may qualify before assigning points.",{"mistake":378,"why_it_matters":379,"fix":380},"Informal flexible arrangements undocumented in the policy","When one employee's informal 7-to-3 schedule is granted but a similar request is denied to another, the inconsistency can support a discrimination claim even if both decisions were made in good faith.","Document all approved flexible arrangements in writing and reference the policy's approval process each time — consistency of process is the legal protection, not just consistency of outcomes.",{"mistake":382,"why_it_matters":383,"fix":384},"No manager documentation requirements","Without written occurrence logs and documented counseling records, a termination for attendance cannot be defended against a wrongful-dismissal or unemployment insurance claim.","Add a mandatory manager documentation section naming the specific system, the logging deadline, and the HR escalation trigger — and train managers on it before the policy launches.",[386,389,392,395,398,401,404,407,410],{"question":387,"answer":388},"What is a work hours and attendance policy?","A work hours and attendance policy is a written internal document that defines when employees are expected to work, how they should report absences or tardiness, what types of absences are excused, and what consequences apply when expectations are not met. It gives managers a consistent, documented framework for enforcing attendance standards and protects the company if attendance-related discipline is challenged.\n",{"question":390,"answer":391},"Why do small businesses need a written attendance policy?","Without a written policy, attendance decisions are made informally and inconsistently — leaving the company exposed to claims that one employee was disciplined differently from another for the same behavior. A written policy sets equal expectations for every employee, creates a paper trail for disciplinary actions, and is often required by unemployment insurance boards and employment tribunals as evidence that the employee was aware of the rules they violated.\n",{"question":393,"answer":394},"What should an attendance policy include?","At minimum: the standard work schedule and hours, the procedure for reporting absences and late arrivals with a specific deadline, a clear list of excused and unexcused absence categories, the progressive discipline schedule with specific occurrence thresholds, no-call no-show rules, manager documentation requirements, and a signed employee acknowledgment. Omitting any of these creates gaps that managers will fill differently, undermining consistent enforcement.\n",{"question":396,"answer":397},"How do I handle FMLA and ADA absences under an attendance policy?","Absences that qualify under the Family and Medical Leave Act, the Americans with Disabilities Act, or equivalent state laws must be designated as excused and excluded from your points or discipline system. Applying points to protected leave is an independent legal violation regardless of whether the employee otherwise meets your attendance thresholds. Train managers to flag any absence that may qualify for protected leave and route it to HR for designation before assigning an occurrence.\n",{"question":399,"answer":400},"What is a no-call no-show policy and how should it be handled?","A no-call no-show occurs when an employee is absent without notifying anyone in advance. Most policies treat it as a more severe infraction than a reported absence — typically skipping one or more steps in the progressive discipline ladder. Define in writing how many consecutive no-call no-show days constitute voluntary resignation, and require managers to attempt contact and document each attempt before treating the separation as voluntary.\n",{"question":402,"answer":403},"Should I use an attendance points system?","An attendance points system is consistent and defensible — each absence type carries a defined point value, and consequences trigger automatically at defined thresholds. It reduces the risk of inconsistent manager discretion and is easier to explain to employees. The main drawback is rigidity: a points system that cannot account for context (a flu outbreak, a family emergency) can damage morale if applied without any manager judgment. Consider a hybrid approach where points trigger a review conversation, not automatic discipline.\n",{"question":405,"answer":406},"How often should an attendance policy be updated?","Review the policy at least once per year, and update it whenever a new federal or state leave law takes effect, when your workforce structure changes significantly (e.g., adding a remote or hybrid component), or when disciplinary decisions based on the current policy are successfully challenged. Outdated policies that conflict with current law are more dangerous than no policy at all.\n",{"question":408,"answer":409},"Can I discipline an employee for excessive tardiness?","Yes, provided the policy clearly defines what constitutes tardiness (e.g., more than five minutes past the scheduled start time), specifies the point value assigned to each tardy event, and applies the rules consistently to all employees. Discipline is harder to sustain if the tardiness definition is vague, if some employees were informally excused for the same behavior, or if the employee's tardiness was caused by a condition requiring accommodation under the ADA.\n",{"question":411,"answer":412},"Do employees need to sign the attendance policy?","A signed acknowledgment is not legally required in most jurisdictions, but it is strongly recommended. Without one, an employee can claim they were never informed of the rules — a defense that routinely succeeds in unemployment and wrongful-termination proceedings. Collect acknowledgments at onboarding and each time the policy is materially updated, and store the signed forms in each employee's personnel file.\n",[414,418,422,426],{"industry":415,"icon_asset_id":416,"specifics":417},"Manufacturing","industry-manufacturing","Shift-based scheduling means unplanned absences directly halt production lines; points systems with same-day notification requirements and shift-coverage protocols are standard.",{"industry":419,"icon_asset_id":420,"specifics":421},"Retail and hospitality","industry-retail","High turnover and variable schedules require clear on-call and schedule-change notification rules alongside the standard absence procedure.",{"industry":423,"icon_asset_id":424,"specifics":425},"Professional services","industry-professional-services","Billable-hour tracking and client-facing availability make tardiness definitions and flexible-work core hours especially important for utilization and client satisfaction.",{"industry":427,"icon_asset_id":428,"specifics":429},"Healthcare","industry-healthtech","Patient safety and regulatory staffing ratios make no-call no-show procedures and mandatory overtime rules critical components requiring close coordination with HR and legal counsel.",[431,433,435,438],{"vs":88,"vs_template_id":240,"summary":432},"An employee handbook is an omnibus document covering all HR policies — code of conduct, benefits, compensation, and more — in a single reference. A work hours and attendance policy is a focused standalone document covering only scheduling and absence rules. Use the standalone policy when you need a quick-to-update document employees can sign separately, or embed it as a chapter in a full handbook.",{"vs":55,"vs_template_id":225,"summary":434},"A remote work policy addresses where employees work and the equipment, security, and communication expectations for off-site work. A work hours and attendance policy addresses when employees work and what happens when they do not. For hybrid teams, both documents are needed — the attendance policy sets the schedule and reporting rules; the remote work policy governs the physical location.",{"vs":243,"vs_template_id":436,"summary":437},"weekly-employee-timesheet-D12958","An employee timesheet is an operational record-keeping tool used to log hours actually worked each day. A work hours and attendance policy is the governing document that defines expected hours, absence procedures, and discipline rules. The timesheet provides the data; the policy provides the standard against which that data is evaluated.",{"vs":236,"vs_template_id":439,"summary":440},"D{EMPLOYEE_WARNING_ID}","An employee written warning is a disciplinary document issued to an individual after a specific policy violation has occurred. A work hours and attendance policy is the preventive framework that defines the rules and discipline ladder before any violation takes place. The warning references the policy; without the policy, the warning has no documented standard to cite.",{"use_template":442,"template_plus_review":446,"custom_drafted":450},{"best_for":443,"cost":444,"time":445},"Small and mid-size employers establishing or updating a written attendance policy for the first time","Free","1–2 hours",{"best_for":447,"cost":448,"time":449},"Employers in heavily regulated industries or states with complex leave laws (California, New York, Ontario)","$200–$500 for an HR consultant or employment attorney review","2–5 business days",{"best_for":451,"cost":452,"time":453},"Enterprise employers with multi-state or multi-country workforces, union contracts, or documented history of attendance-related litigation","$1,000–$3,000+","1–3 weeks",[455,456],"progressive-discipline-101","fmla-and-ada-attendance-basics",[240,225,458,459,460,461,462,463,464,237,465,466],"weekly-report-D13417","employment-agreement_at-will-employee-D541","employee-dismissal-letter-D508","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","how-to-create-a-performance-improvement-plan-D12564","vacation-request-form-D13860","fixed-term-contract-D13225",{"emit_how_to":468,"emit_defined_term":468},true,{"primary_folder":97,"secondary_folder":470,"document_type":471,"industry":472,"business_stage":473,"tags":474,"confidence":478},"workplace-policies","policy","general","all-stages",[471,475,476,477,470],"time-off","hr","attendance",0.95,"\u003Ch2>What is a Work Hours and Attendance Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Work Hours and Attendance Policy\u003C/strong> is a formal internal document that establishes when employees are expected to be at work, how they must report absences and late arrivals, what types of absences are considered excused, and what progressive consequences apply when expectations are not met. It converts informal scheduling norms into a written standard that every manager applies the same way — creating a defensible record for disciplinary decisions and a clear reference point for employees who want to understand what is expected of them. The policy typically covers standard and flexible schedules, remote work interactions, core hours, absence reporting deadlines, a points or occurrence ladder, and manager documentation obligations.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written attendance policy, managers fill the gap with personal judgment — and personal judgment applied inconsistently across a team is a discrimination claim waiting to happen. An employee terminated for excessive absences can challenge the decision if no written standard existed, if the rules were never formally communicated, or if another employee with similar attendance was treated differently. Unemployment insurance boards and employment tribunals routinely ask for the written policy the employee violated; the absence of one weakens or defeats the employer's position. Beyond legal exposure, unmanaged attendance issues carry a direct operational cost: unplanned absenteeism in US workplaces costs employers an estimated $1,685 per employee per year in lost productivity, overtime, and temporary staffing. A well-structured policy, distributed at onboarding and enforced consistently, reduces that cost by setting expectations before the first absence occurs rather than reacting after patterns have already formed. This template gives you a complete, editable starting point — ready to customize to your schedule, your industry, and your workforce in under two hours.\u003C/p>\n",1780924300324]