A simple daily sign-in and sign-out sheet for sites without a time clock.
Paper sign-in sheets are still common at small sites and temporary locations. They work if people write their own times and a supervisor checks them the same day.
Sheets left unchecked invite rounding and buddy signing, so verify daily and move to a time clock when you can.
10 items. Use it on screen, or print it and fill it in by hand.
A small event company uses a sign-in sheet at a temporary venue. The supervisor notices two rows in the same handwriting and asks both employees to confirm their times before payroll.
The FLSA requires accurate records of hours worked for nonexempt employees, and a sign-in sheet is often the only record at a temporary site. Supervisor review and signatures make the sheet reliable if hours are later disputed.
| Business | Golden Gate Catering, event at Pier 27, San Francisco CA |
|---|---|
| Date | Sat, June 20 |
| Sample row | Nadia, in 3:00 pm, meal 6:30 to 7:00, out 11:45 pm |
| Rows | 14 staff signed |
| Correction | Ben’s out time changed 11:15 to 11:30, initialed |
| Supervisor check | No blank rows; times match event schedule |
| Filed | Sheet signed by captain Lou, sent to payroll Jun 21 |
The correction is crossed out and initialed instead of written over, so payroll can see both times. The supervisor checks that no rows were left blank, since blank rows invite filling in later.
It can be, if accurate and kept as required.
No, each person records their own time.
As long as time records must be kept under federal and state rules.
A time clock or app with photo or location checks.
Yes. Federal law does not require a particular method, only that hours worked are recorded accurately. A paper sheet must still show each day’s start, end and meal times and be kept for the required period, usually at least two years for time cards under the FLSA.
Have each employee write their own time and sign their own row, keep the sheet where a supervisor can see it, and check the sheet at the end of each shift for matching handwriting or times filled in later. State in your policy that signing for another person is a disciplinary matter. Correct errors with a line through and initials, not erasing.
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Use the employee sign-in sheet for the record you need today. To see who clocked in, and when, book a demo of EZTime.