Attendance Point System Tracker

Run a no-fault point system for a whole team in one file. Set the policy once, log each occurrence, and the workbook ages points off after your window and shows each person’s active points, current stage, and who has reached a discipline step.

One Excel workbook that runs the point system and rolls up the whole team

A working tracker, not a blank grid. You set the point values, the rolling window, and the thresholds once, log occurrences as they happen, and the workbook handles the points, the roll-off, the protected-leave exclusion, and the per-person rollup. It opens on a worked example so the logic is clear before you change anything.

• Point policy and attendance log. Set your point values, an As of date, a rolling window, and your verbal, written, final, and termination-review thresholds on the Point Policy tab. Log one row per occurrence with a date, a type from the dropdown, and a protected flag; the points, whether the occurrence still counts inside your window, and the points counted calculate automatically.
• A team summary, sourced benchmarks, and the method in plain English. An Employee Summary rolls every person up to active points, a current stage, the points to their next step, and an On track or Action needed status, and counts how many have reached a step. A Benchmark tab holds typical absence rates and common point values from BLS, the EEOC, and SHRM, lists the protected-leave types you must never count, and the Notes tab documents how each number is built.

Three steps from a written policy to a team you can read at a glance

You set the policy once, log occurrences as they happen, and the workbook ages points off, excludes protected leave, and shows where everyone stands.

• Set your policy once. On the Point Policy tab, fill the amber cells: a point value for each occurrence type, an As of date, your rolling window in months, and the point totals that trigger a verbal, a written, a final warning, and a termination review. These are your tolerance, not a legal standard, and they drive every total in the file.
• Log each occurrence. Add one row per occurrence with the date, the type from the dropdown, and whether it is protected. Points look up from your policy, the workbook marks whether the occurrence still counts inside your window, and protected or aged-out occurrences count zero. Clear the worked example and use the blank rows for your own people.
• Read the summary. The Employee Summary rolls each person up to active points, a current stage, the points to their next step, and an On track or Action needed status, and shows how many people have reached a step, so you can see who needs attention and who is close to a line.

A point system is only as fair as the leave it leaves out

A no-fault policy keeps attendance consistent: the same occurrence earns the same points for everyone, and discipline rests on a documented record rather than a manager’s memory. What turns that into legal exposure is counting time the law protects.

• No-fault means the fact, not the reason. The same occurrence earns the same points for everyone, so no one has to explain or justify an absence and the process stays consistent. Consistent enforcement applied the same way for everyone is what makes a point system defensible.
• Protected leave is never counted. Time covered by the FMLA, the ADA, the PWFA, workers’ compensation, USERRA, jury duty, or a state or local leave law cannot add points, even under a no-fault policy. Mark it protected so it counts zero, and confirm what is protected in your state before you act.
• Points roll off so a clean stretch recovers. Each occurrence stops counting once its date passes your roll-off, which keeps the system from holding an old absence against someone forever and gives everyone a way back to a clean record.

Who this tracker fits and where to go if that is not you

Built for

• An owner or operations manager running attendance across an hourly team who wants one consistent, documented system instead of a folder of one-off spreadsheets.
• An HR generalist who has to keep a point policy applied the same way for everyone and be able to show the record behind any warning or termination.
• A manager who needs to see who has reached a discipline step and who is close, without rebuilding the math by hand every time someone misses a shift.

If you are looking for

• The dollar cost of the absences this tracks, broken out by department and against a national benchmark. The Absenteeism Cost Calculator prices that.
• The write-ups, scripts, and final-pay steps for acting on a high-point record. The Discipline and Termination Decision Kit covers that.

Before you buy

What format is it and can I edit it?

It is one Excel workbook that also works in Google Sheets. Every point value, threshold, and formula is editable, and the file is yours to keep. Add occurrences or employees by inserting rows inside the tables, and duplicate the file to run a second location on its own.

There is a free version of this. Why pay for this one?

The free calculator scores one employee in the browser and resets when you close the tab. This workbook runs the whole team in one file: it logs each occurrence with a date, ages points off automatically once they pass your rolling window, flags protected leave so it counts zero, and rolls every person up to active points, a current stage, and an On track or Action needed status. It is a file you keep, with open formulas and a sourced benchmark tab, so you can set the policy to your own operation, hold the record a warning rests on, and read where the whole team stands on one page.

How accurate is the result?

The math is correct for what you log: points look up from your policy, occurrences age off on the rolling window you set, and protected occurrences count zero. The output is a consistent read on attendance, not a decision. It does not judge whether an occurrence is protected or decide who to discipline. Confirm what is protected under federal, state, and local law, apply your policy the same way for everyone, and get qualified legal or HR help before you discipline or terminate.

What counts as a protected absence I should not point?

Time off protected by law cannot add points, even under a no-fault policy: leave under the FMLA, an ADA accommodation, the Pregnant Workers Fairness Act, workers’ compensation, military duty under USERRA, jury duty, and state or local protected-leave or paid-sick-leave laws. Mark those occurrences as protected so they count zero. Counting protected leave, or disciplining someone for it, is where employers draw interference and discrimination claims, so identify and exclude it first and confirm your state and local rules, which vary and change.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets, set your point values and thresholds on the Point Policy tab, and start logging occurrences. If a file gives you trouble, email support@truestephr.com.

Recordkeeping and planning support, general business information, not legal or tax advice. It runs a consistent point system and documents occurrences; it does not decide what is lawful or who to discipline. Confirm what is protected under federal, state, and local law, apply your policy the same way for everyone, and get qualified legal or HR help before you discipline or terminate. Last reviewed June 2026.