<Company Name>
HR Policy
Attendance Policy
Policy Effective Date: <DD/MM/YY>
No part of this documentation may be reproduced or transmitted in any form or by any means, electronic
or mechanical, including photocopying or recording, for any purpose without express written permission of
the CEO of <Company Name Here>.
© 2021, <Company Name Here>. All Rights Reserved
Revision History
Ver No. Change Description Prepared By Reviewed By Approved By Date
Table Of Contents
1. Objective 4
2. Scope and Applicability 4
3. Definition/Glossary 4
4. Policy/Process 5
4.1. Calculation of attendance infractions. 5
4.2. Overview of disciplinary action for attendance infractions. 6
4.3. Excused, unpaid absences without disciplinary action. 6
4.4. Failure to clock-In or clock-out. 6
5. Special Circumstance and Exception 7
6. Non-compliance and Consequence 7
1.Objective
Employees at <Company Name Here> are expected to be present for work, on
time, every work day. Regular attendance and punctuality are important to keep
your team and the company running smoothly. Arriving late, being tardy, or
absence from work causes disruptions and burdens colleagues.
2.Scope and Applicability
It is applicable to all the employees in the organisation except people who are
specifically approved by management.
This policy is owned by <Name of the Person> and reachable @ <Contact
Number> and <email address>
3.Definition/Glossary
Term / Abbreviation Definition / Expansion
LOP Loss of Pay
4.Policy/Process
4.1. Calculation of attendance infractions.
● Employees must clock-in and clock-out prior and after each shift. If there
is any problem recording a clock-in or clock-out, employees should inform
the manager immediately via an email.
● Employees are expected to regularise such clock in / out in the system at
the earliest for any late arrivals or early departures or for excused leaves
of absence with the approval of respective Managers, failing which Loss of
Pay (LOP) rules will apply
● Late to office by more than 15 mins and less than 30 mins for 3 days in a
month : ½ day leave
● Late to office by more than 30 mins for 3 days in a month : 1day leave
● Early departure from office by more than 1hr for 3 days in a month : 1day
leave
● Employees are given a five-minute grace period at the start and end of
each scheduled shift and for breaks and for lunch.
● Employees are required to report an absence by email or application, as
applicable in the organisation. Employees must make prior calls each day
when they are absent. Failure to call one hour prior to a shift will result in a
no call-no show and subsequent LOP
● Early departure from office by more than 30 mins and less than 1hr for 3
days in a month : ½ day leave.
● Appropriate leaves have to be applied promptly within a reasonable period
of time for such unscheduled leaves of absence, failing which LOP will be
applied for that day(s)
● In the event an LOP has been applied and the respective Manager feels
appropriate to reverse such action, then LOP Reversal has to be applied
for those days so that the employee shall receive back the deducted pay
in the next pay cycle.
4.2. Overview of disciplinary action for attendance
infractions.
Attendance issues will result in progressive disciplinary action up to and including
termination based on the following point system:
● Late to office by more than 15 mins and less than 30 mins for 3 days in a
month : ½ day leave
● Late to office by more than 30 mins for 3 days in a month : 1day leave
● Early departure from office by more than 30 mins and less than 1hr for 3
days in a month : ½ day leave
● Early departure from office by more than 1hr for 3 days in a month : 1day
leave
● If no information about leave will be considered as Loss of Pay
If an employee is absent for three or more consecutive days, evidence for
excusing the absence - such as a doctor’s note - must be provided.
If an employee is a no call-no show for three or more consecutive days, it will be
considered a job abandonment or termination without notice.
Employees may request exceptions for extended work absences from their
respective Managers & Human Resources. These must be approved on a case-
by-case basis.
4.3. Excused, unpaid absences without disciplinary action.
Excused, unpaid absences can be granted for funerals, court duty, childbirth,
accident, medical appointment and such unavoidable emergencies. In these
cases, employees must provide documentation when demanded to prove the
reason for absence.
4.4. Failure to clock-In or clock-out.
Employees must clock-in and clock-out for each shift. If there is any problem
recording a clock-in or clock-out, employees should inform the manager
immediately. Employees who consistently fail to clock-in or clock-out may receive
disciplinary action up to and including loss of pay and in extreme cases,
termination of employment.
5.Special Circumstance and Exception
Reporting Manager & HR can jointly take a decision to excuse genuine and valid
leaves of absence on the basis of documentation or fact findings performed by
them as deemed fit.
Any Deviation to this policy has to be approved by HR.
6.Non-compliance and Consequence
Attendance management is mandatory under Labour laws and its non-adherence
will lead to non-compliance. Any changes to the policy has to be approved by
Legal and Compliance.
