Question 1

Who should approve attendance regularization requests?

Accepted Answer

The employee's reporting manager, in almost all cases. They have the context to know whether the person was actually working that day, which HR does not. Routing corrections to HR makes them the adjudicator of something they did not witness, and it turns a distributed workload into a central bottleneck.

Question 2

Does the original punch data survive a correction?

Accepted Answer

Yes. The approved correction is applied while the original captured data is retained, along with who approved it and when. This is the difference between a correction and an edit, and it is what an audit will ask to see.

Question 3

Can we limit how many corrections an employee raises?

Accepted Answer

Yes. You can cap regularizations per period and restrict how far back a correction may be applied. Worth pairing with the exception report — a consistently high volume from one team usually points at a broken device or an unworkable shift pattern rather than at the individuals.

Question 4

Do approved corrections flow into payroll automatically?

Accepted Answer

Yes. Payable days reflect the approved correction directly, so nobody has to remember to apply the same fix a second time during the payroll run.

Question 5

How do we stop corrections arriving all at once at month end?

Accepted Answer

Same-day missed-punch reminders are the effective lever. If the employee is prompted on the day, the correction is raised while the facts are fresh and the payroll window stays clear.