An attendance tracker can make dates, events and policy thresholds easier to follow. That is useful for consistency and communication. It does not remove the need for careful review.
Before a point total is treated as a decision, someone needs to check the underlying entries. Was the time recorded correctly? Does the policy apply to that event? Is there an exception, protected absence or other context that belongs with HR review? A dashboard cannot answer every one of those questions by itself.
The best tracker makes its rules visible and leaves a traceable record of changes. Managers should be able to understand why a total changed, while access to an individual’s information stays limited to the people who need it.
The interactive attendance sandbox on my site uses invented people and rules. It shows how a system can organize events and flag a case for review. It does not make disciplinary decisions or represent any employer’s real policy.