Start with the worker and work date
A rule can exist without being applicable to a particular worker or date. First identify the worker’s site, branch, department and employment type, then check binding dates and the active rule. Do not choose a rule merely because its name looks relevant.
Attendify’s effective attendance-policy resolver considers matching active rules within the binding’s effective period. Its precedence is employee-specific, then matching group, then company-wide. A group can be a site, branch, department or employment type.
Follow the tie-break in order
Scroll the table sideways to read all columns.
| Level | Precedence | Example |
|---|---|---|
| Individual | Highest | A worker-specific night assignment |
| Matching group | Middle | Site or department pattern |
| Company | Baseline | Company-wide normal pattern |
| Same level | Higher explicit priority, then stable ID | Two matching group bindings |
This means “newest created” is not the selection rule. A site binding does not inherently outrank a department binding at the same group level. If both apply, inspect explicit priority and the stable tie-break.
A fictional conflict
Suppose the company has a daytime default, a site has a rotating pattern and one worker has a temporary individual night rule. During the individual binding’s effective period, that binding wins over the group and company choices. Outside the period, review which remaining bindings apply.
Record the intended effective date and inspect the resulting assignments and timesheet. When investigating history, do not assume a marketing description means every configuration has been preserved as a complete capture-time snapshot.
Distinguish capture policy from hours calculation
Attendance-policy settings control requirements such as geofencing and verification on the server. Work-rule compilation also supplies templates and assignments to the daily-hours engine. The phone retains capture-side checks, so a server policy relaxation does not automatically prove the mobile interaction changed.
Configured breaks, grace and overtime influence attendance calculations. They are not a universal determination of legally payable time.
Use a small validation set
Preview the affected workers. Test a normal day, an individual exception, equal-priority group overlap, an effective-date boundary and an overnight shift. Review both the worker interaction and the resulting daily record.
Read work-rule capabilities, timesheet calculations and overnight examples before applying a broad change.