Time and Attendance Regulation Review - HR

About the role We maintain a structured, implementation-ready set of time & attendance (working-time) compliance rules for each country we operate in. These rules feed an automated calculation engine, so accuracy and traceability matter as much as coverage. We have drafted a rules document for [each Country]. We need a local subject matter expert to validate it: confirm what is correct, correct what is wrong, and add what is missing — with every rule traceable to its legal source. This is a time & attendance / working-time compliance engagement. It is not a payroll, tax, or gross-to-net role. See scope below. What you'll do * Review our draft T&A rules document for [Country], rule by rule. * For each rule, return one of: Confirm (accurate as written), Correct (state the correct rule), or Unclear / Depends (explain the condition), and provide a citation to the governing source — statute + article/section, regulation, or collective bargaining agreement (CBA) clause. * Add any material rules that are missing from the draft. * Distinguish the statutory floor from CBA / sector-level variation. Flag rules that are commonly set or overridden by collective agreements rather than national law. * Note the effective date of each rule and flag any known pending changes. * Separate hard legal requirements from common practice or employer discretion, and label them as such. * Flag ambiguity explicitly rather than guessing — a documented "this is contested / depends on X" is more valuable to us than a confident wrong answer. Topics in scope Depth expectation — you should be comfortable with rules at this level of granularity: * Working-time limits (daily / weekly / averaging reference periods) * Overtime thresholds, tiers, and rates * Daily and weekly rest periods; break entitlements * Night-work definitions and night differentials * Premium / differential stacking rules (how premiums combine or don't) * Public holiday and weekly-rest-day treatment * Hours bank / time-banking rules, including accrual and statutory expiry windows * On-call, standby, and readiness-time treatment * Timekeeping and record-keeping obligations (including whether punches are legal records and retention periods) * Rounding rules — including at what level rounding is permitted * Minimum reporting / call-in / show-up pay, split-shift rules Out of scope: payroll tax, social security / statutory contributions, gross-to-net pay calculation, benefits administration. Deliverable & format * Rule-by-rule markup of the supplied document (structured table or inline comments — we'll align on format before you start). * Each entry carries: status (Confirm / Correct / Unclear), the corrected rule where applicable, a source citation, and an effective date. * A short summary of the most significant corrections and any gaps you consider high-risk. Who you are * Practitioner background in HR policy, labor / employment law, or workforce / T&A compliance in [Country] — someone who has applied these rules, not only studied them. * Deep and current knowledge of the jurisdiction's working-time regime. * Able to read primary legal sources in the local language and communicate findings clearly in English. * Precise with citations — comfortable pointing to a specific article, regulation, or CBA clause. * Rigorous and honest about uncertainty. Why precision matters This document becomes ground truth for us. A wrong overtime threshold, a missed night differential, or a mis-stated hours-bank expiry doesn't stay on paper — it becomes a wrong number in an employee's working-time record. We're hiring for judgment and traceability, not volume.