Can this agreement be signed electronically?

Yes. Electronic signatures are legally valid under the ESIGN Act (15 U.S.C. §7001) and UETA where adopted. Ensure the signer demonstrates intent, consent, attribution, and the record can be retained.

Is notarization required for enforceability?

Generally no for employment agreements. Notarization is not typically necessary unless state law or a specific attestation requires it, or the agreement includes a sworn affidavit.

How do I amend a signed agreement?

Prepare a written amendment referencing the original agreement, obtain signatures from the same authorized parties, and retain the amendment with the original for audit purposes.

Who can sign on the employer's behalf?

An authorized representative with signing authority should sign; document their title. For corporations, an officer or delegated manager commonly signs on the employer's behalf.

What if the employee refuses to sign?

Document the refusal and any discussions. Employers should follow their disciplinary policies and consult legal counsel before applying unilateral changes that affect terms and conditions.

Which authentication level is recommended?

For routine agreements, email or SMS verification is sufficient. For sensitive HR records or PHI, use multi-factor authentication and a BAA-compliant vendor for HIPAA-covered data.

Electronic Signature
Templates
HR
Employee Attendance Agreement

Employee Attendance Agreement

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE ATTENDANCE AGREEMENT

This Employee Attendance Agreement (the Agreement) is entered into between Employer Name: and Employee Name: . The parties agree that prompt and regular attendance is an essential function of the Employee's position and that compliance with the Employer's attendance policies is a condition of employment.

Personal Information

Full Legal Name Address Phone Email

Position Information

Job Title Department Reporting Manager Start Date Compensation (Salary or Hourly)

Employment Status (select applicable) Full-time Part-time Exempt Non-exempt

Attendance Expectations

Employee is required to adhere to the Employer's scheduled workdays and hours. Regular work schedule: . Scheduled start time: . Employee must be present and ready to perform duties at the scheduled start time. Repeated failure to report for scheduled shifts or frequent absences may result in corrective action.

Absence Reporting Procedures

Employee must notify the designated contact as soon as practicable and, except in emergency circumstances, no later than before the start of the scheduled shift. Designated contact (name and phone/email): .

Leave, Documentation & Verification

For absences of or more, Employee must provide appropriate documentation (for example, medical certification or other reasonable verification). Employer may require documentation for shorter absences when abuse is suspected.

Documentation submission (describe)

Tardiness and Early Departure

Tardiness and early departure are subject to progressive corrective action. The standard progressive steps are: Counseling, Written Warning, Final Written Warning, Suspension, Termination. An accumulation of occurrences within a day period may trigger formal discipline.

Flexible Work and Accommodation

Requests for schedule modifications, remote work, or other accommodations must be made in writing. Employee eligible for flexible scheduling: Yes No

If requesting accommodation, provide details

Timekeeping and Records

Employee must accurately record start and end times and any break periods using the Employer's timekeeping system: . Falsification of time records is grounds for disciplinary action, up to and including termination.

Consequences & Corrective Action

Failure to comply with attendance obligations may result in progressive discipline up to and including termination. Employer retains the right to consider the nature and frequency of absences, the reasons given, and any mitigating circumstances when determining appropriate corrective action.

Employment History

Most Recent Employer Responsibilities Reason for Leaving Previous Employer Responsibilities Reason for Leaving

Education

Degree Institution Graduation Date

References

Reference 1 Reference 2 Reference 3

Legal Disclosures

At-Will Employment: Nothing in this Agreement constitutes a guarantee of continued employment for any definite period. Employment is at-will and may be terminated by either party at any time, with or without cause, subject to applicable law.

Equal Employment Opportunity: Employer is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, or other protected status under applicable law.

Applicant Certification & Authorization

I certify that all information provided in this Agreement and accompanying attachments is true, accurate, and complete. I understand that falsification, omission, or misrepresentation of information may result in disciplinary action up to and including termination of employment.

I authorize Employer to contact my prior employers and references to verify employment history and to obtain other information relevant to my suitability for the position. I further authorize Employer to conduct background checks, reference checks, and verification of credentials as permitted by law. I understand that such checks may include criminal history and other public record information.

I consent to background and reference checks

Acknowledgment

By signing below, Employee acknowledges receipt of this Employee Attendance Agreement, understands the attendance expectations and procedures described herein, and agrees to abide by the Employer's attendance policies.

Employee:

By:

Date:

Employer:

By:

Date:

What an Employee Attendance Agreement Covers

An Employee Attendance Agreement is a written document that defines expectations for work hours, punctuality, reporting absences, and disciplinary steps for repeated violations. It typically specifies scheduled start and end times, permitted breaks, procedures for notifying supervisors of late arrival or absence, acceptable documentation for medical or personal leave, and escalation steps for unresolved attendance issues. The agreement can be used as part of onboarding, when updating company policy, or in performance improvement plans to set measurable obligations and notice procedures for both employer and employee.

Why formalize attendance rules in writing

A written Employee Attendance Agreement reduces ambiguity, documents mutual expectations, and creates a clear basis for corrective action if attendance issues arise. It supports consistent enforcement and can protect the employer from claims of arbitrary discipline.

Who typically uses an Employee Attendance Agreement

Employees receive a clear statement of obligations and consequences, which supports fair application of policy and helps resolve disputes.

Small and medium employers with hourly staff who need predictable shift coverage and documented absence procedures.
Large employers and HR teams that require standardized disciplinary steps and documentation for compliance and audits.
Remote or hybrid teams where expectations for availability, core hours, and remote check-ins must be explicit.

Step-by-step: Completing an Employee Attendance Agreement

Follow these sequential steps to draft, review, sign, and store the attendance agreement.

01

Draft terms: Detail schedule, notification rules, documentation, and consequences.
02

Review internally: Have HR and legal review for compliance with wage and hour laws.
03

Sign and date: Obtain employee and authorized employer signatures with dates.
04

Store record: Save executed copy in personnel file and HR system.

Core components to include in a professional agreement

A clear structure helps enforce the agreement and reduces disputes. Include sections that define obligations, process steps, and remedies.

Scope

Define which roles, shifts, or employees the agreement covers and whether it supplements an employee handbook or replaces prior written agreements.

Work hours

Specify start and end times, shift differentials, scheduled break periods, and any variability rules for on-call or split shifts.

Reporting process

Describe who to notify when late or absent, required notice windows, acceptable communication channels, and escalation steps for repeated failures.

Documentation standards

List acceptable proofs for absences (for example, medical notes) and timelines to submit documentation to qualify for protected leave or pay.

Corrective actions

Describe progressive discipline, timelines for improvement, and potential outcomes up to termination for continued noncompliance.

Acknowledgement

Include a signature block where employee confirms receipt, understanding, and agreement to the stated terms and procedures.

Data and privacy controls to include

Access control: Limit HR file access

Encryption: TLS in transit; AES-256 at rest

Audit trail: Record sign, view, and edit events

PHI handling: BAA required for health data

Retention policy: Store per legal retention

Authentication: Multi-factor for sensitive actions

Common preparation mistakes to avoid

Using vague terms for notification windows or documentation leads to inconsistent enforcement and disputes with employees.
Failing to align agreement language with state wage-and-hour laws or company handbook can create conflicting obligations.
Omitting a clear signature block or using initial-only acknowledgments can make enforcement and validation difficult.
Not retaining a copy in the employee file or HRIS increases risk during audits, unemployment claims, or litigation.

Risks if the agreement is incorrect or improperly used

Breach claims: Poorly drafted terms can lead to wrongful-termination or discrimination claims

Compliance gaps: Conflict with wage laws risks state penalties

Document rejection: Missing signature or date may render it invalid

Privacy exposure: Improper PHI handling can trigger HIPAA liability

Retaliation risk: Inconsistent discipline may lead to retaliation allegations

Recordkeeping fines: Failure to retain records can result in audit penalties

Typical routing and approval flow

An efficient workflow documents who prepares, reviews, and signs the agreement and how the finalized copy is stored.

Draft: HR prepares agreement and attaches policy references
Manager review: Manager confirms role-specific details and approves
Employee signature: Employee signs electronically or in person
Archive: Signed copy saved to personnel file and HRIS

Recommended settings for an online signing workflow

Configure signer order, authentication, and retention before sending the agreement for signature.

Field	Configuration
Signer order	Employee first, then HR, then manager
Authentication	Email link or SMS code for verification
Reminder schedule	Automatic reminders at 3 and 7 days
Retention	Save signed PDF with audit trail

Delivery channels and technical considerations

Ensure the platform supports secure storage, audit trails, and required integrations to minimize friction and maintain compliance.

Email signing: Works for most recipients
In-app signing: Useful for integrated HR portals
Kiosk or in-person: For onboardings and group signings

Typical timelines and processing expectations

Set clear internal deadlines for review, signature, and archiving to ensure agreements become effective and are enforceable.

Employee review period:

Allow 3–5 business days for the employee to review terms

Signature turnaround:

Target completion within 7 calendar days of issuance

HR filing:

Archive signed agreement within 2 business days

Policy updates:

Notify affected staff at least 30 days before changes take effect

Dispute window:

Document complaints or disputes within 30 days of occurrence

Sample eSignature vendor comparison for signing agreements

Compare basic pricing and key capabilities across common eSignature vendors. signNow is listed first to match plan and compliance options relevant to HR workflows.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies by vendor	Varies by vendor	Varies by vendor	Varies by vendor
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Frequently asked questions about execution and validity

Answers to common questions about electronic execution, notarization, amendment, and recordkeeping for Employee Attendance Agreements.

Need help? Contact support

Can this agreement be signed electronically?
Yes. Electronic signatures are legally valid under the ESIGN Act (15 U.S.C. §7001) and UETA where adopted. Ensure the signer demonstrates intent, consent, attribution, and the record can be retained.
Is notarization required for enforceability?
Generally no for employment agreements. Notarization is not typically necessary unless state law or a specific attestation requires it, or the agreement includes a sworn affidavit.
How do I amend a signed agreement?
Prepare a written amendment referencing the original agreement, obtain signatures from the same authorized parties, and retain the amendment with the original for audit purposes.
Who can sign on the employer's behalf?
An authorized representative with signing authority should sign; document their title. For corporations, an officer or delegated manager commonly signs on the employer's behalf.
What if the employee refuses to sign?
Document the refusal and any discussions. Employers should follow their disciplinary policies and consult legal counsel before applying unilateral changes that affect terms and conditions.
Which authentication level is recommended?
For routine agreements, email or SMS verification is sufficient. For sensitive HR records or PHI, use multi-factor authentication and a BAA-compliant vendor for HIPAA-covered data.

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