Attendance Points Tracker

The problem this kills

Attendance policies live and die on consistency. The moment one supervisor "lets it slide" and another writes someone up for the same thing, your policy stops being defensible — and that inconsistency is exactly what gets challenged in a dispute or unemployment hearing.

Most teams run their no-fault attendance program out of a shared spreadsheet, a manager's memory, and a folder of warning letters nobody can find. Points get added by hand and forgotten. Nobody remembers to "age off" the occurrence from eleven months ago that should have dropped to zero. Two supervisors log the same snow-day no-show twice. And when an employee hits the termination threshold, there's no clean trail showing that every step was applied evenly to everyone.

You don't need a six-figure HRIS module to fix this. You need a small, focused tool that applies your policy the same way every single time, does the rolling-expiration math automatically, refuses to double-count the same incident, and keeps an immutable history so the record holds up when it matters.

What you'll build

A private web app for your HR and supervisor team:

• Policy setup — you enter your point values (late, no-show, early-out, no-call/no-show), your warning and termination thresholds, and your rolling expiration window (e.g. points drop off 12 months after they were earned). The tool enforces this policy for everyone, automatically.
• Occurrence logging — supervisors log an occurrence (who, what date, what type) in seconds. The tool assigns the right points from your policy and blocks duplicate entries for the same employee, date, and type.
• Automatic point aging — every point carries its own expiration date and drops off the live balance when the rolling window passes, with no one having to remember.
• Threshold flags — when a balance crosses a warning or termination line, the tool flags it for HR review instead of firing off anything automatically.
• HR approval gate — HR reviews and approves each occurrence and every threshold-triggered warning before it's issued. The AI drafts; a person approves.
• Employee acknowledgment — employees can see their own current record and acknowledge a warning, and that acknowledgment is captured with a timestamp.
• Point-balance report — a clean, current view of every employee's balance, plus a CSV export.

What's inside the Implementation Plan

The plan is a single markdown file you paste into an AI coding agent. It walks the agent — and you — from empty folder to working tool, one copy-paste prompt at a time.

It opens by interviewing you about your business. Before a single line is built, the plan makes the agent ask about your actual attendance policy: your exact point values, your thresholds, how your rolling window works, how your roster and employee IDs are structured, who logs occurrences versus who approves them, and the messy edge cases (FMLA-protected absences, approved PTO, partial days, the blizzard where half the plant called out). It reflects a short tailored spec back to you, you confirm it, and only then does it build — so you get a tool shaped around your policy, not a generic template you have to bend to fit.

Inside you'll find: the discovery interview, a tailored data model, the policy-setup screen, the occurrence logging form with duplicate guards, the rolling-expiration math, the threshold-flagging logic, the HR approval workflow, employee acknowledgment, the point-balance report and CSV export, a "No API yet?" fallback that runs entirely off an imported spreadsheet, and a verification checklist so you know it actually works.

The governance it includes (this is the point)

This is built to produce a defensible record, so governance is baked in from the first prompt:

• Login so only your team can use the tool.
• Row-level security so supervisors and employees only see the data they're entitled to — supervisors see their team, employees see only themselves.
• A complete audit trail — who logged what occurrence, who approved each warning, who acknowledged it, and exactly when.
• A human-in-the-loop approval gate — no occurrence becomes official and no warning is issued until HR reviews and approves it.
• Duplicate guards — the same incident can't be logged twice (deduped on employee + date + occurrence type).
• Immutable history — points that expire drop off the live balance but never vanish from the record, so you can always reconstruct what someone's balance was on any given day.

Who it's for

HR generalists and operations managers who enforce a no-fault attendance policy and are tired of defending a spreadsheet. If you need consistent point assignment, automatic rolling expiration, and a clean trail showing every employee was treated the same way — and you'd rather build exactly what your policy needs than pay for a bloated module — this is for you.

You've got this. Paste the first prompt and let the interview tailor the rest.