Working Time Recording Policy & Log (Arbeitszeiterfassung)

WORKING TIME RECORDING POLICY & LOG (ARBEITSZEITERFASSUNG) ✓Employer name — effective Effective date (Article 46 Arbeitsgesetz "ArG" and article 73 Verordnung 1 zum Arbeitsgesetz "ArGV 1")

1. LEGAL BASIS AND SCOPE 1.1. Every employer subject to the ArG must record, for every employee, the daily start and end of work, and any breaks of 30 minutes or more, so the total daily and weekly working time can be verified (art. 46 ArG, art. 73 ArGV 1). 1.2. Responsible person for reviewing and archiving records: Responsible person. 1.3. Recording method used: Recording method

2. HOSPITALITY-SPECIFIC RULE (L-GAV ART. 21) 2.1. In hospitality businesses subject to the L-GAV, article 21 L-GAV requires the Employer to keep the working-time record; where the Employee keeps their own record, the Employer must review and countersign it monthly.

3. LOG ENTRY — ✓Employee name, PERIOD Period covered 3.1. Log columns / template 3.2. Night work and Sunday/public-holiday work: Night / Sunday work note — record the actual start and end for these periods without exception; they are the most frequently checked entries at inspection.

4. OVERTIME 4.1. Overtime handling

5. SIMPLIFIED RECORDING (ART. 73b ArGV 1) 5.1. Simplified recording status 5.2. A simplified system (recording only the total hours worked per day, without start/end times) is permitted ONLY under a written agreement with the employee (or, in businesses with fewer than 50 employees, individually with each employee) — see the separate Simplified Working Time Recording Agreement template. 5.3. A full waiver of recording (art. 73a ArGV 1) requires both a collective agreement (GAV) provision AND an annual income above CHF 120,000 — in practice this is not available to small employers.

6. RETENTION AND INSPECTION 6.1. Records must be kept for Retention period (years) years (statutory: 5 years) and produced on request to the cantonal labour inspectorate (kantonales Arbeitsinspektorat). 6.2. ⚠️ Missing or incomplete working-time records are one of the most common findings in hospitality inspections and expose the Employer both to administrative fines/orders and to losing overtime disputes in court — without records, courts tend to believe the employee's account of hours worked.

Prepared by: Responsible person Employee acknowledgement: ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Swiss employment, consumer-protection, data-protection, and food-safety law (Code of Obligations "OR"/"CO", L-GAV/CCNT für das Gastgewerbe, Arbeitsgesetz "ArG"/ArGV 1, Datenschutzgesetz "DSG" 2023, LMG/LGV) includes significant cantonal variation (minimum wages, Meldeschein/guest-registration forms, Kurtaxe rates, Spesenreglement approval, hygiene guidance, alcohol age limits) and the L-GAV minimum-wage figures are re-indexed every year — have this document reviewed and adapted by a Swiss employment/legal advisor and verified against your canton before use. Where a German-, French- or Italian-language version of this document is also used, that version prevails in case of conflict.