Employee date compliance check

Purpose

Validate the sequence and consistency of employee lifecycle dates across HRIS, payroll, leave, and employment documents. Report evidence-backed exceptions without inferring a legal conclusion from a date defect.

Scope

Cover employee master, employment agreements, amendments, payroll roster, leave ledger, and HR policy. Excluded: changing HRIS records, payroll processing, legal advice, employee contact, and disciplinary decisions.

Data basis

• Employee table with employee_id, hire_date, termination_date, status, and manager_id.
• Payroll table with pay_period_start, pay_period_end, and payroll_status.
• Leave table with leave_start, leave_end, leave_type, and approval_status.
• Agreements, amendments, and lifecycle policy.

Result

Produce an employee-date exception sheet and a control report with tested populations, rule results, overlaps, missing documents, and citations.

The report should show the tested employee count separately from the count of date fields and records that were unavailable. It must make clear whether an exception affects HRIS history, payroll inclusion, leave eligibility, or documentary support.

Quality criteria

• Preserve source dates beside normalized ISO dates.
• Test hire, probation, and termination sequence where those dates exist.
• Test leave intervals against active employment and duplicate leave rows.
• Reconcile payroll inclusion with pay-period boundaries and status.
• Cite employee, agreement, payroll, leave, or policy evidence for every exception.

Instructions

Apply only date rules in the supplied policy or agreement. Treat same-day hire and termination as a valid edge case unless a rule says otherwise. A missing termination date is unknown, not proof of active employment. Separate overlapping leave from approved leave and unapproved requests. Keep future-dated changes visible rather than treating them as historical errors.

Adapt before use

• Add lifecycle policy and approved date definitions.
• Map HRIS, payroll, leave, and agreement fields.
• Define future-dated amendment and same-day event treatment.
• Name the payroll cut-off periods to test.