Registration of absences, leaves, and work incidents with AI

Managing the daily attendance of personnel is a routine task that, if not managed with evidentiary rigor, can become a serious vulnerability for the company. According to Fraction X of Article 47 of the Federal Labor Law, if a worker has more than three absences in a thirty-day period without the employer's permission or without justified cause, it is a ground for termination of the employment relationship without liability for the employer. However, legally establishing this ground before a court requires an impeccable chain of evidentiary custody.

Why the time clock is not enough in a trial

Many companies make the mistake of assuming that a printed report from the time clock or digital clock-ins from the access system are sufficient to prove a worker's absences before a court. In labor practice, these reports are often objected to if they are not accompanied by entry and exit notices, attendance cards, or documentation of requested leaves.

If an employee accumulates four unjustified absences but there are no properly signed records showing that they did not report to work or justify their absence, the dismissal will be classified as unjustified, forcing the employer to pay severance and back wages.

[Absence / Incident] ➔ [Attendance Cross-Reference by AI] ➔ [Digital Request / Justification] ➔ [Cryptographic Signature with Biometrics]

Auditing and integration into the file with Sora

Sora transforms the record of incidents into solid legal evidence:

• Attendance Cross-Reference: The platform audits records and detects accumulated absences in 30-day periods.

• Justification and Leave Management: Each request for leave with or without pay is processed digitally.

• Cryptographic Signature with Facial Biometrics: Requests and incident notices are signed using facial verification and a query to RENAPO with ed25519 encryption.

• File Integration: Each backed-up incident is immediately classified and integrated into the worker's file.

Documenting the history of attendance and incidents with legal validity guarantees a state of absolute labor compliance, backing up the company's operational decisions with no room for controversy.