It happened to a client in the restaurant industry two months ago: they fired a cook for cause due to repeated late arrivals and, at the hearing, the other party's lawyer asked only one thing: "Where is the attendance policy signed by the worker?". It didn't exist. The dismissal was overturned and they ended up paying full severance. Here I leave you an attendance control policy model for an Argentine company, I explain how it is supported by the LCT 20.744 and internal regulations, and why having it in writing is what separates a valid sanction from a lost lawsuit.