What Working Together Looks Like
Flat-rate packages. Defined deliverables. No hourly billing surprises.
- ✓ State-by-state compliance review
- ✓ Written risk report with High/Medium/Low ratings
- ✓ An action plan with every finding
- ✓ Prioritized action plan by urgency
- ✓ Debrief call
- ✓ State-specific required policies
- ✓ Core HR policies
- ✓ Acknowledgment page
- ✓ Delivered in editable format
- ✓ Debrief call
- ✓ Multi-State Compliance Audit
- ✓ Employee Handbook Build
- ✓ Required notices checklist by state
- ✓ Offer letter review
- ✓ Job description templates
- ✓ Debrief call
- ✓ Onboarding — from $700
- ✓ Offboarding and final pay — from $700
- ✓ Progressive discipline — from $900
- ✓ Performance management — from $900
- ✓ Recruiting and hiring — from $700
- ✓ Leave requests and tracking — from $800
- ✓ Scales with headcount and states
- ✓ On-call HR guidance
- ✓ Employee relations support
- ✓ Manager coaching on documentation
- ✓ Compliance updates as state laws change
Billing
No hourly billing, no surprise line items. Here is exactly what to expect.
Half to start, half on delivery
One-time projects are split in two — 50% when you accept the quote, 50% when the finished documents are delivered. The Monthly Retainer is billed monthly in advance and stays month-to-month.
Invoices arrive by email
You’ll get an invoice you can pay by credit card or bank transfer, due within 14 days. Payment is handled by Square — card details are entered on their secure page, never on this site.
The quoted price is the price
Your flat rate covers the scope we agree to. If your headcount or the states you operate in change mid-project, I’ll tell you what that changes and what it costs before doing the work — never after.
Work begins once the deposit clears
The delivery timeline starts from your completed onboarding form, not the quote date. Cancel before the review is underway and the deposit is refunded in full.
Scope, timeline, and these terms are confirmed in a short written agreement before any work starts. Questions about billing? Book a call or email [email protected].
Preview
Nine compliance gaps were identified across four states. Three require immediate attention due to active penalty exposure. Detailed remediation guidance is provided for each finding.
| State / Area | Requirement | Finding | Risk |
|---|---|---|---|
| Colorado | Paid Sick Leave | No accrual policy in place. State law requires 48 hrs/year for all employees working in-state. | High |
| Action planAdopt a written HFWA accrual policy at one hour per 30 hours worked, capped at 48 hrs/year. Backfill balances for current Colorado staff and add the accrual to payroll. | |||
| All States | FLSA Classification | Exempt/non-exempt status not formally reviewed or documented for any role. | High |
| Action planRun every role against the salary and duties tests, document the exemption basis in each file, and route borderline positions to employment counsel before finalizing. | |||
| Utah | Final Pay Timing | No written procedure exists. Terminations require payment within 24 hours under Utah law. | Medium |
| Action planWrite a per-state final-pay procedure and assign an owner, so a termination triggers the correct deadline automatically in each state. | |||
| Florida | New Hire Reporting | Process is inconsistent. Federal 20-day reporting deadline not tracked or assigned. | Medium |
| Action planAssign ownership and add a calendar trigger at each hire date to cover the federal 20-day deadline and Florida's own reporting requirement. | |||
| Texas | Required Postings | Three required state notices confirmed at main location; remote employees not covered. | Low |
| Action planDeliver the required notices electronically to remote employees and document delivery. Re-check posting language at each annual update. | |||
Employment with Acme Manufacturing LLC is at-will. This means that either you or the company may end the employment relationship at any time, with or without cause, and with or without advance notice.
Nothing in this handbook, in any other company document, or in any statement made by a manager or company representative creates a contract of employment or changes the at-will nature of employment. Only a written agreement signed by the CEO that explicitly states employment is not at-will is binding on the company.
Employees who work in Colorado are entitled to paid sick leave under the Colorado Healthy Families and Workplaces Act (HFWA). Eligible employees accrue one hour of paid sick leave for every 30 hours worked, up to 48 hours per calendar year.
Accrued sick leave may be used for the employee's own illness or injury, to care for a family member, or for reasons related to domestic violence, sexual assault, or a similar safety concern. Unused sick leave carries over from year to year but is not paid out upon separation.
A structured review of where your HR practices sit against federal law and the law of every state you employ people in — written up so you can act on it, not just read it.
- Scope and intake. You complete a short onboarding form and share what you already have: handbook, offer letters, policies, postings, org list. I confirm the states and headcount in scope before anything starts.
- Document review. I work through what you sent against federal requirements and each state’s rules — wage and hour, leave, required notices, recordkeeping, classification.
- Gap analysis. Every gap found gets written up as a finding with a High / Medium / Low risk rating and the reasoning behind it, so you can see why something matters rather than being told to trust me.
- Action planning. Each finding gets its own action plan. Those roll up into a prioritized plan sequenced by urgency — immediate, near-term, ongoing.
- Debrief call. We walk the report together, agree what you tackle first, and I answer whatever comes up.
- Written compliance audit report, delivered as an editable document
- Findings table: area, state, risk rating, and what was found
- An action plan attached to every finding
- Prioritized action plan grouped by urgency
- Secure online version you can share internally
- Recorded debrief call
1–2 weeks from your completed onboarding form. Rush turnaround available.
- Implementing the fixes — that is the HR Process Build, the Handbook Build, or retainer support
- Legal opinions or representation; anything needing one gets referred to an employment attorney
- Payroll auditing or tax filings
- States you did not list at quote time
A handbook written for your company and the states you actually operate in — not a template with your logo dropped on it.
- Scope and intake. You share your current handbook if you have one, plus your states, headcount, and any practices you want written down.
- Policy mapping. I work out which policies you are legally required to have in each state, which you should have, and which of your current ones conflict with the law or with each other.
- Drafting. The handbook is written in plain language, with state-specific sections where the rules differ rather than one vague policy trying to cover everywhere.
- Your review. You get a draft and one round of revisions. Practices I got wrong, tone you want changed, policies you would rather not adopt — all fair game.
- Final delivery and debrief. Final editable version, acknowledgment page, and a call to walk through what changed and how to roll it out.
- Complete employee handbook in editable Word format
- Required policies for every state in scope
- Core HR policies — conduct, wage and hour, leave, EEO, anti-harassment
- State-specific sections flagged so you can see what applies where
- Signature-ready acknowledgment page
- One round of revisions
- Debrief call covering rollout
1–2 weeks from your completed onboarding form, plus your review time.
- Legal review or sign-off by an attorney — recommended before you distribute it
- Distributing the handbook or collecting signatures
- Benefits plan documents, which come from your broker or carrier
- Union or collective bargaining agreements
The audit and the handbook run as one engagement, so what the audit finds goes straight into the handbook instead of coming back to you as two separate to-do lists.
- Single intake. One onboarding form and one document request covering both pieces of work.
- Audit first. The full compliance audit runs as described in its own scope — findings, risk ratings, per-finding action plans.
- Handbook built on the findings. The handbook is drafted to close the gaps the audit found, so the two documents agree with each other.
- Supporting documents. Required notices checklist by state, review of your offer letter, and job description templates.
- One debrief. A single call covering both, and an agreed order for what you do first.
- Everything in the Multi-State Compliance Audit
- Everything in the Handbook Build
- Required notices checklist for each state in scope
- Offer letter reviewed and marked up
- Job description templates
- Combined debrief call
2–3 weeks from your completed onboarding form.
- Process build work — discipline, onboarding and performance processes are priced separately
- Legal review of the finished handbook
- Ongoing support after delivery; that is the Monthly Retainer
The machinery that makes a policy usable. A handbook says what the rule is; this is the checklist, form and manager script that gets it followed the same way every time. Priced per process, so take only what you need.
- Pick your processes. Choose from onboarding, offboarding and final pay, progressive discipline, performance management, recruiting and hiring, and leave requests. Each is priced on its own, and the listed price is what a company of under 15 people pays.
- Sized to your company. A process is not twice as hard to write for twice the people, but a larger company means more managers to brief and more edge cases, so the price steps up gently by headcount. States matter too — final pay and leave change by state — so two are included and further ones are added.
- How you work now. A short call per area on how it currently runs, who does what, and where it falls apart.
- Build. Each process is written as a step sequence with the forms, templates and manager guidance needed to run it, tailored to your states where the law touches it.
- Manager walkthrough. A call covering how to actually use them, aimed at whoever runs the process day to day rather than at you alone.
- A written process document per area, in editable format
- The forms and templates that process needs
- A manager-facing guide in plain language
- State-specific notes where the law changes the steps
- Walkthrough call
1 week for a single process, 2–3 weeks for four or more.
Listed prices are for 1–14 employees. 15–49 is ×1.25, 50–99 is ×1.5, 100–299 is ×1.8. Two low-complexity states are included; further states are added at $150, or $400 for a high-complexity state.
- Running the processes for you or processing paperwork on your behalf
- HRIS or payroll system configuration
- Manager training sessions beyond the walkthrough call
- The handbook policies these processes sit under — that is the Handbook Build
Somewhere to send HR questions as they come up, so small problems get handled before they turn into the kind that need an attorney. Month-to-month.
- Onboarding. A kickoff call to get me current on your team, states, and anything already in progress, so answers are useful from the first question.
- Ongoing questions. Email or call whenever something comes up. Most answers come the same business day.
- Employee relations support. Help thinking through complaints, performance problems, accommodation requests, and terminations before you act.
- Manager coaching. Guidance for your managers on documentation and difficult conversations.
- Compliance updates. You hear from me when a law changes in a state you operate in — and what to do about it.
- Unlimited email questions within reason
- Same-business-day response on most questions
- Employee relations guidance before you act
- Manager coaching on documentation
- Proactive alerts when state law changes affect you
- Month-to-month; cancel before the next cycle
Starts the day the first invoice is paid. No minimum term.
- Project work — audits, handbooks and process builds are quoted separately
- Legal advice or representation
- Acting as your HR department of record, or handling employee paperwork
- On-site attendance
Sample content. Your documents are written for your company, states, and headcount.