Attendance Policy Form

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Attendance Policy Form

An attendance policy form is used by employers to inform staff of their late policy and protocol for taking time off. It specifies the amount of time past a worker’s scheduled start time that is considered late or an absence, and the measures taken for such violations. Providing this form to new employees ensures all members are on the same page regarding their duties and expectations.

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Last updated June 24th, 2025

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An attendance policy form is used by employers to inform staff of their late policy and protocol for taking time off. It specifies the amount of time past a worker’s scheduled start time that is considered late or an absence, and the measures taken for such violations. Providing this form to new employees ensures all members are on the same page regarding their duties and expectations.

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Using a Work Attendance Policy

An attendance policy ensures employees understand how much advance notice is required to schedule time off and what disciplinary action may occur if they begin work late or miss work without notice. Disciplinary actions, such as warnings, loss of privileges, or reduced hours, are generally allowed, though actions should be consistent with the employer’s policy.[1]

As most U.S. states allow “at-will” employment, termination may be used in response to tardiness or absenteeism.[2] Montana is the only state that requires “good cause” for termination, which includes the repeated violation of a workplace policy.[3]

Sample

PDF, MS Word, ODT

[EMPLOYER NAME]
ATTENDANCE POLICY

  1. BACKGROUND AND SCOPE. Tardiness and absenteeism have a negative impact on fellow employees and the company as a whole. The procedures and policies set forth herein apply to all employees and are designed to encourage strong attendance and punctuality as the foundation of a successful work environment. This policy shall not interfere with any unionized employee’s existing collective bargaining agreements or their rights under the National Labor Relations Act.
  2. ATTENDANCE AND PUNCTUALITY. Employees are expected to report to work on time according to their established schedule. Tardiness is defined as reporting to work [AMOUNT OF TIME] late without proper notice. Missing work or arriving more than [AMOUNT OF TIME] late is considered an unplanned absence.
  3. PLANNED LEAVE. Employees must submit a formal request for planned time off at least [AMOUNT OF TIME] in advance. If it is not possible to give such notice due to unexpected illness or exemptions under the Family Medical Leave Act, Americans with Disabilities Act, Uniformed Services Employment and Reemployment Rights Act, or any other applicable state law, the employee should communicate with the relevant HR representative or supervisor immediately.
  4. EMERGENCIES. Under extenuating circumstances, exceptions to the required notice period may be granted at the discretion of management. Employees should notify their supervisor of an unplanned absence or lateness at the earliest possible opportunity, including their expected timeline for returning to work. Documentation, such as a doctor’s note, may be required.
  5. DISCIPLINARY ACTION. The company is committed to maintaining a fair and consistent approach to managing Individual circumstances will be taken into account before and during the disciplinary process, including overall employee performance, any applicable legal protections, and the reasons for the infractions. Disciplinary action may include:
    • [DISCIPLINARY ACTION] for the first policy violation
    • [DISCIPLINARY ACTION] for the second policy violation
    • [DISCIPLINARY ACTION] for three or more policy violations

The employer reserves the right to act in its sole discretion and modify the steps based on the severity of the violation and other factors.

  1. EMPLOYEE ACKNOWLEDGMENT. I, [EMPLOYEE NAME], acknowledge that on [MM/DD/YYYY] I received a copy of [EMPLOYER NAME]‘s Attendance Policy and that I read it, understood it, and agree to comply with it. I understand that [EMPLOYER NAME] has the maximum discretion permitted by law to interpret, administer, change, modify, or delete this policy at any time with or without notice.

Employee Signature:                                                          Date:
Print Name: [EMPLOYEE NAME]

Sources

  1. U.S. EEOC – Frequently Asked Questions
  2. Termination Guidance for Employers
  3. § 39-2-903(5)(c)