Sick Leave Compliance Tracker: One Set of Rules per City, Done Right

The problem this kills

Paid-sick-leave mandates are a patchwork. One city says one hour accrued per thirty worked with a forty-hour annual cap; the next state over lets you frontload instead, with a different carryover rule; a third has no mandate at all. If you employ people in more than one place, you are quietly running several different leave programs at once — and a spreadsheet that bakes in one set of rules will be wrong for half your people.

The usual result: accrual is computed by hand, balances drift, carryover gets missed at year-end, and nobody finds out until an employee complains or an auditor asks. The fix is not a bigger spreadsheet. It is a tool that treats the rules themselves as data — one rule set per jurisdiction — so the same import is scored correctly for every employee based on where they actually work.

What you'll build

A small internal web app where you:

• Import hours worked by employee and work location, plus sick-leave usage, from a CSV (no integration needed to start).
• Hold each jurisdiction's rules as editable config: accrual rate, usage and accrual caps, carryover vs frontload, waiting periods, and whether sick leave is separate from general PTO.
• Compute accrual per employee against the rule for their location, apply caps and carryover, and net out usage to a current balance.
• See a compliance exception report that flags anyone under-accrued, over the cap, missing carryover, or otherwise off-rule.
• Have HR review every accrual, cap, and flag, then approve — and only then export a compliant balance CSV in your payroll/HRIS columns.

What's inside the Implementation Plan

The plan opens by interviewing you about your business — your locations and the jurisdictions you operate in, how your hours and usage data is shaped and named, whether you frontload or accrue, how you handle carryover, and where sick leave sits relative to PTO. It reads a short tailored spec back to you and waits for your thumbs-up, so the tool you build matches your actual leave program instead of a generic template.

From there it walks you, prompt by prompt, through: setting up the database and login, modeling jurisdiction rules as config the interview fills in, building the import and the per-jurisdiction accrual engine, the usage tracker, the compliance exception report, the HR approval gate, and the payroll-ready CSV export. Every build step ends with a ready-to-paste prompt.

The governance it includes (this is the point)

• Login so only your HR and payroll team can open the tool.
• Row-level security so each organization only ever sees its own employees and balances.
• A full audit trail — who computed, who reviewed, who approved, and when.
• A human-in-the-loop approval gate — the AI drafts accruals and flags, HR reviews and approves, and only then do balances export to payroll. Nothing is committed automatically.
• Duplicate guards keyed on employee plus period, so the same hours can't be accrued twice.

Who it's for

HR and payroll teams at multi-location or multi-state employers who have to honor different paid-sick-leave laws at once and need to prove, on demand, that every employee's balance is correct for the place they work.

You've got this — paste the first prompt and let the interview tailor it to your business.