PeopleMuster

Attendance policy acknowledgement

Acknowledgement forms prove one narrow thing: that a named person received a named version of a policy on a named date. Narrow, and surprisingly hard to prove later without one.

Signed at joining, and again whenever the policy changes materially. Filed with the personnel record, not with the attendance data.

Receipt and acknowledgement — attendance policy

Employee name and code: 
Policy title and version: For example, Attendance Policy v3.1
Date the policy was issued to me: DD / MM / YYYY
Format received: Printed copy, intranet link, in-product policy page
My assigned shift at signing: Shift name and window
Who explained the policy: Name and role
Questions I asked and the answers given: Leave blank if none

Points confirmed as explained to me:
  · How my working time is recorded, and what the record shows
  · My shift window, and how lateness is measured against it
  · How to report an absence, and by when
  · How to request a correction to my own record
  · What happens if the standard is not met

I confirm I received the policy above and had the chance to ask questions.
Employee signature ____________  Date ______
Issued by ____________  Role ____________  Date ______

How to fill it in

  1. Version the policy. Without a version number the form proves somebody signed something. That is not proof of anything useful.
  2. List the points explained. 'I read the policy' is weak. A list of what was actually walked through is much stronger, for both sides.
  3. Re-sign on material change. A new recording method or a new lateness rule is a new policy. Collect a new signature.
  4. Give a copy back. The employee keeps one, you file one. A receipt only one party holds is a poor receipt.

Policies live in PeopleMuster as published documents with a category, a version and an editor stamp. So the version somebody signed for is the version you can retrieve. How policies are published.

Questions people ask about this letter

Does a signature make the policy enforceable?

Not by itself. Enforceability comes from the contract and local employment law. The signature records that the policy was communicated.

What if someone refuses to sign?

Record that the policy was issued, note the refusal with a date and a witness, and carry on. A policy is not voided by an unsigned receipt.

Is an email reply good enough?

Often yes, if it names the version and the date. Keep it in the personnel file in the same place the paper forms go, or it will not be found.

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