An attendance point system gives every employee a standing score. Instead of vague warnings, each attendance issue costs a set number of points, and good behavior earns them back — so expectations are clear and discipline is consistent and defensible.
How an attendance point system works
You pick a starting balance that equals 100% (many businesses use 10, 12, or 20 points). Infractions subtract points; positive actions add them back. When someone drops below a threshold, it triggers a conversation, a write-up, or — at zero — a termination review. Because every change is logged, the process is fair and easy to defend.
Sample attendance point values
- No-call, no-show: −5
- Called out (with notice): −2
- Late clock-in or left early: −1
- Covered an open shift: +2
- Perfect weekly attendance: +1
Make it fair (and legal)
- Put the point values in writing and share them up front.
- Apply them consistently to everyone.
- Keep an audit trail of every point change and who made it.
- Exempt legally protected absences (FMLA, state sick leave).
ClockAll has a built-in points program: managers award or deduct points with a reason in one tap, employees see their standing (green / amber / red), and every change is time-stamped in the audit log. At-risk staff surface automatically so you can coach early.
Related reading
- How to prevent employee time theft
- How to track employee attendance
- Overtime & payroll from your time clock
Frequently asked questions
How many points should an attendance system start with?
A common setup is 10–20 points as 100%. Fewer points make each infraction weigh more; more points give a gentler curve. Pick what matches how strict your policy needs to be.
Is a points-based attendance policy legal?
Yes, if it’s written, applied consistently, and doesn’t penalize legally protected leave (FMLA, jury duty, or state sick leave). Keeping an audit trail of each change protects you.