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Part 24 Time and Leave

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ORDER TO SHOW CAUSE TO VACATE DEFAULT JUDGMENT

At Part of the

Supreme Court of the State of New York held in and for the County of on

200_.

PRESENT: HON. J.S.C.

Plaintiff,

-against-

Defendant.

Index No.

ORDER TO SHOW CAUSE

TO VACATE DEFAULT

JUDGMENT

Upon reading and filing the annexed affidavit of the Defendant

in this action, sworn to on together with the papers annexed thereto,

LET Plaintiff, show cause before this Court at Part

Room of this Court, to be

held at the Courthouse located at New York

on at a.m., or as soon thereafter as the parties can be heard, why

an Order should not be made: (check applicable boxes)

A) Vacating the default Judgment of Divorce pursuant to CPLR 5015(a).

B) Restraining and enjoining the Plaintiff from dissipating, wasting and transferring any of the parties' marital assets, including but not limited to the Plaintiff's pension,

C) Ordering the Plaintiff to accept the Defendant's proposed Verified Answer and Counterclaim,

D) Setting the matter down for a Preliminary Conference,

E) Other:

and Granting Defendant such other and further relief as this Court may deem just and proper;

SUFFICIENT REASON APPEARING THEREFOR,

ORDERED, that service of a copy of this Order and the papers

upon which it is granted, be made by certified mail upon the Plaintiff at

or Plaintiff's counsel

at on or before

be deemed good and sufficient service.

ENTER:

Justice of the Supreme Court

Enter text

What the Part 24 Time and Leave form is

The Part 24 Time and Leave document records an employee’s request for, and an employer’s approval of, paid or unpaid leave and associated time entries. It captures employee identity, leave type, dates and hours, certifications or medical justification when required, supervisor approvals, and payroll coding. Agencies and private employers use this form to create an auditable trail that supports payroll processing, compliance with leave policies, and resolution of disputes. When completed correctly it becomes part of the official personnel and payroll record for retention and audit purposes.

Why accurate Part 24 Time and Leave records matter

Accurate entries ensure correct pay, protect employee leave rights, and create evidence for audits or disputes. Clear records reduce payroll errors, support compliance with federal and state leave laws, and limit financial and legal exposure for the employer.

Why accurate Part 24 Time and Leave records matter

Who completes and relies on this form

Retention and accurate approval flows protect both employee benefits and employer auditing obligations, so involve HR and payroll early for complex or medical leaves.

  • Employees who request paid time off, leave of absence, sick leave, or parental leave
  • Supervisors and HR administrators who review, approve, and apply payroll codes
  • Payroll or timekeeping teams responsible for processing hours and maintaining records

Core sections and fields on a professional Part 24 Time and Leave

A well-structured Part 24 captures identities, leave details, supporting documentation, approvals, payroll coding, and version history to ensure traceability and compliance.

Employee ID

Unique employee identifier and legal name to match payroll records and prevent misapplied hours or benefits; include department and job title when applicable.

Leave Type

Clear selection of leave category (sick, vacation, FMLA, military, unpaid) with a code that aligns to payroll and legal eligibility rules.

Dates & Hours

Start and end dates plus daily or total hours; specify partial-day increments to ensure accurate overtime and accrual calculations.

Support/Certification

Space to note attached medical certificates, FMLA notices, or other supporting documents and the date they were received or verified.

Approval Block

Supervisor name, signature, date, and payroll approver information for internal controls and separation of duties.

Audit Metadata

Fields for form version, submission timestamp, and amendment notes so changes remain auditable over the retention period.

How to complete the Part 24 Time and Leave, step by step

Complete the form in this order to ensure approvals and payroll coding proceed without delay.

  • 01
    Step 1: Enter employee ID and full legal name
  • 02
    Step 2: Select leave type and reason
  • 03
    Step 3: Specify exact dates and hours requested
  • 04
    Step 4: Attach supporting documents and submit for approval

Configure online completion and approval routing

Typical online setups reduce manual handoffs and capture audit data automatically; map fields to payroll codes before launch.

Field Configuration
Employee ID Required; auto-validated against HR system via API
Leave Type Dropdown with conditional fields for FMLA or military leave
Attachments Allow PDF, JPG; require upload for medical certification
Approval Routing Route to supervisor then payroll with email/SMS notifications

Digital signing and technical requirements

Ensure the chosen platform meets compliance needs for PHI or personnel data, supports retention requirements, and provides a reliable audit trail for each signed record.

  • File formats: PDF, DOCX supported
  • Integrations: Connects to HRIS and payroll systems
  • Authentication: Email, SMS, or stronger options

Where to send and how records move

A typical submission flow routes the completed form through approvals and into payroll and HR records for retention.

  • Upload: Employee uploads or completes the form online
  • Approval: Supervisor reviews, approves, and signs
  • Payroll: Payroll receives coded entry for processing
  • Archive: Signed record stored in HR system with audit trail

Key deadlines and processing expectations

Some submission and reporting deadlines are fixed by statute; others follow employer payroll cycles. Plan ahead for statutory filing dates when linked to tax or benefits reporting.

Employee submission cadence:

Follow employer payroll period (weekly, biweekly, monthly) to meet pay run cutoffs

I-9 retention:

Retain for 3 years after hire or 1 year after termination, whichever is later (8 CFR §274a.2)

Payroll recordkeeping:

FLSA payroll basics retained for 3 years (29 CFR §516.5)

W-2 distribution:

Employers must provide W-2 to employees by January 31

Tax filing dates:

Individual returns due April 15 (Form 1040) unless extended

Typical processing milestones for a leave request

Track these stages to monitor progress from request to record retention and to identify bottlenecks.

01

Request Submitted

Employee files request with dates and attachments

02

Manager Review

Supervisor verifies eligibility and documentation

03

Payroll Adjustment

Payroll codes hours for the upcoming pay period

04

Archive & Retain

Signed record moved to HR archive with retention metadata

Common mistakes to avoid with Part 24 Time and Leave

  • Entering hours without matching employee ID or payroll code, which leads to incorrect pay and time-consuming reconciliation with payroll.
  • Failing to attach required medical or certification documents when the absence triggers FMLA or other statutory protections, risking benefit denial.
  • Approving leave without checking accrual balances or eligibility, which can create overpayments and later recovery disputes.
  • Not preserving the audit trail or signed copy after amendments, making it difficult to demonstrate proper approval during audits or legal review.

Penalties and risks for incorrect or missing records

Payroll Fines: Wage violations risk state or FLSA penalties
I-9 Penalties: $281–$2,789 per violation
Tax Filing Penalties: $60–$330 per incorrect 1099 (IRC §6721)
Intentional Disregard: $660+ per form, no cap
HIPAA Breach Risk: Significant fines for unsecured PHI
Operational Risk: Lost records disrupt payroll and audits

Security and compliance controls to include

Encryption: TLS 1.2/1.3; AES-256 at rest
Authentication: Email, SMS, or MFA options
Audit Trail: Signed timestamps and IP logs
BAA Available: Required for HIPAA workflows
Certifications: SOC 2 Type II, ISO 27001
Access Controls: Role-based permissions enforced

eSignature vendor comparison for completing Part 24 records

Compare common platform attributes when choosing an eSignature provider: price, trial availability, bulk send, audit trail, HIPAA support, and envelope limits.

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 trial Varies by plan Varies by plan Varies by plan Varies by plan
Bulk Send Yes (Business Premium) Yes Yes Yes Varies
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes Yes Yes No No
Envelope Cap No cap 100 envelopes/user/year Varies Varies Varies

Real-world examples of eSigned leave workflows

These examples show how organizations use digital forms and eSignatures to handle time and leave reliably.

Martin Properties (Tim Martin)

Tim Martin streamlined lease- and HR-related forms using online signing to eliminate in-person steps.

  • He processed approvals digitally for on-call staff.
  • This reduced turnaround time for leave adjustments and improved payroll accuracy while preserving audit trails for compliance.

Fertility Centers of Illinois (John Butler)

John Butler implemented secure eSign workflows to collect sensitive patient and staff leave authorizations.

  • Platform-level BAAs ensured HIPAA considerations were addressed.
  • The result was consistent, auditable documentation that met privacy requirements and simplified record retrieval during audits.

Practical tips for accurate and efficient completion

Adopt these practices to reduce errors, accelerate approvals, and ensure compliance with payroll and retention rules.

Use validated identifiers
Always cross-check employee names with payroll IDs and HRIS records before submission. Automated validation prevents mismatches that can delay pay and create tax-reporting inconsistencies.
Require supporting attachments
For leaves requiring documentation—medical or military—mandate scanned attachments at submission and record the verifier’s name and date to create a defensible audit trail.
Standardize leave codes
Map leave types to a controlled list of payroll codes and document accrual impacts. This reduces manual coding errors and simplifies reporting across pay cycles.
Preserve an immutable audit trail
Use platforms that record timestamps, IP addresses, and signer authentication events; do not overwrite signed versions—store amendments as new, linked records.

Frequently asked questions about Part 24 Time and Leave

Answers to common legal, technical, and process questions about completing, signing, and storing the Part 24 form.


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