{"title":"Compensation and Pay","description":"\u003cp\u003eTools for building pay structures and making increase decisions you can stand behind, including salary bands, merit matrices, promotion equity, and loaded employee cost. Built to keep pay decisions consistent and explainable.\u003c\/p\u003e","products":[{"product_id":"employee-cost-calculator","title":"Employee Cost Calculator","description":"\u003cp\u003eSee what an employee actually costs, not just the salary. This Excel workbook adds payroll taxes, benefits, workers compensation, paid time off, and overhead, then returns the fully loaded annual cost, the cost per month, and the real hourly rate.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank sheet\u003c\/h3\u003e\u003cp\u003eEnter base pay or an hourly wage and scheduled hours, plus bonus, benefit costs, a retirement match, workers compensation, and your payroll and overhead. The workbook returns the fully loaded annual cost, the multiple of pay, the cost per month, and the effective hourly cost, with a breakdown of where the money goes. Employer Social Security to the 2026 wage base, Medicare, and FUTA are applied for you; your state SUTA rate, workers compensation, and benefit costs stay yours to set. It opens on a filled-in example so the math is clear before you change a number, and an optional section adds one-time recruiting, onboarding, and equipment for a first-year total kept separate from the ongoing cost.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn owner or HR lead pricing a hire who needs the real cost behind the salary before committing.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead building a budget or a bill rate a client can stand behind.\u003c\/li\u003e\n\u003cli\u003eAnyone setting a contractor or staffing bill rate who has to know the loaded cost underneath it.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e what it costs when someone leaves rather than to employ, the Cost of Turnover Calculator covers that. To size headcount against demand, see the FTE Headcount Planner and the Workforce Planning Pack.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep and reuse for as many roles as you like. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator on your site?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe paid workbook is the file you keep: set your own benefit, tax, and workers compensation assumptions once, reuse the sheet for every role, duplicate it to compare roles side by side, and drop the numbers straight into your budget. The formulas are open, so you can adjust every line. A quick web calculator gives you a one-time estimate; this is the file you keep and reuse for every role.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates, not legal or tax advice. Federal figures use 2026 rates; state and benefit costs vary, so set them to your own and confirm specifics with a qualified professional.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis tool is a planning and analysis model. Its outputs depend entirely on the inputs and assumptions you enter, and they are estimates for decision support, not accounting, tax, or legal conclusions. It is not legal, tax, or financial advice, and it is not a substitute for qualified counsel on your specific situation. Check the assumptions against your own data and have any decision with pay, headcount, or separation consequences reviewed against applicable law before you act on it.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502200084,"sku":"TSHR-001","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/employee-cost-calculator-hero.jpg?v=1781718573"},{"product_id":"labor-burden-rate-calculator","title":"Labor Burden Rate Calculator","description":"\u003cp\u003eTurn a base salary into the number you can price and bid against: the fully burdened hourly cost and the burden multiplier on base pay. This Excel workbook layers every employer cost on top of the wage, divides the all-in cost across the productive hours you really get from the year, and returns the burdened hourly rate, the multiplier, and the fully burdened annual cost.\u003c\/p\u003e\u003ch3\u003eA working model with a rate card built in\u003c\/h3\u003e\u003cp\u003eEnter the role salary and the productive hours you expect, then set each burden component as a percent of base pay: payroll taxes, health and dental, retirement, workers compensation, paid time not worked, training, equipment, and overhead. The Rate Card tab applies that profile across several roles and returns the base hourly, the burdened hourly, the annual burden, and the fully burdened annual cost for each. A sourced Benchmark tab sense-checks every input against current SSA, IRS, BLS, and workers-compensation figures, a one-page Summary carries the headline numbers, and the workbook opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn agency, consultancy, or contractor pricing labor for a bid or a client rate who needs the fully burdened hourly cost, not the wage.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner costing a role all-in for a budget or a make-versus-buy call.\u003c\/li\u003e\n\u003cli\u003eA small business owner setting bill rates who wants to stop giving away the burden in margin.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e the full annual cost of making a hire including recruiting and ramp, the Employee Cost Calculator builds that up. For the recruiting cost to fill a role, see the Cost Per Hire Calculator.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; duplicate it to bid a different role or compare profiles. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the paid workbook do that a free calculator does not?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThis workbook is the file you keep. The Rate Card applies one profile across several roles, the sourced Benchmark tab sense-checks every input, the one-page summary suits a pricing or budget review, and the open formulas are yours to set to your own taxes, benefits, and overhead. A quick browser estimate gives you a single number; this gives you the rate card, the sources, and a file you reuse every time pay changes.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates built from your inputs, not legal or tax advice. Actual burden moves with your location, industry, benefits, and overhead, so set each component to your own and sense-check the total before you bid.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis tool is a planning and analysis model. Its outputs depend entirely on the inputs and assumptions you enter, and they are estimates for decision support, not accounting, tax, or legal conclusions. It is not legal, tax, or financial advice, and it is not a substitute for qualified counsel on your specific situation. Check the assumptions against your own data and have any decision with pay, headcount, or separation consequences reviewed against applicable law before you act on it.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502232852,"sku":"TSHR-002","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/labor-burden-rate-calculator-hero.jpg?v=1781898163"},{"product_id":"salary-band-builder","title":"Salary Band Builder","description":"\u003cp\u003eBuild a pay structure from your job data. Set the market position you want, enter pay for each role, and the workbook returns grade boundaries, compa ratios, range midpoints, and the cost to bring people inside the band.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that turns job data into a pay structure\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You set the structure inputs and list your jobs, the workbook returns the grade boundaries and the compa ratios, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSalary Band Builder.\u003c\/strong\u003e Set the number of grades, the range spread and midpoint progression, and your market-positioning percentile. List each job with its grade, current pay, and market midpoint, and the workbook returns the band minimum, midpoint, and maximum for each grade, the compa ratio for each person, the range penetration, and a flag for below, in-band, or above. A cost tab totals what it would cost to bring below-minimum employees to the band floor.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA board-ready summary, sourced benchmarks, and the method in plain English.\u003c\/strong\u003e A one-page Summary carries the structure parameters, the compa ratio distribution, and the bring-to-minimum cost into a compensation review or budget conversation. A Benchmark tab holds range spread and midpoint-progression norms from WorldatWork and Mercer, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from job data to a pay structure\u003c\/h3\u003e\u003cp\u003eYou set the structure parameters, list the jobs, and the workbook returns the bands, the compa ratios, and the cost to fix the gaps.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the structure parameters.\u003c\/strong\u003e Fill the amber cells for the number of grades, the range spread as a percent from minimum to maximum, the midpoint progression, and the market-positioning percentile. These build the grade boundaries the jobs slot into.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eList your jobs.\u003c\/strong\u003e Enter each job with its grade, current pay, and market midpoint. The band minimum, midpoint, and maximum, the compa ratio, the range penetration, and the in-band flag calculate for each person.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDecide the treatment for outliers.\u003c\/strong\u003e For each person the in-band flag marks outside the band, record the plan: a raise to the band floor, a freeze, or a documented exception, so the structure launches with the exceptions handled, not discovered.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eA pay structure is not a spreadsheet of everyone’s salary\u003c\/h3\u003e\u003cp\u003eMost pay conversations start from individual salaries and work backward. A structure starts from the market, sets the bands, and places people inside them, so the question is not whether someone earns enough but whether the structure is competitive and consistently applied.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe market midpoint anchors the band, not the current pay.\u003c\/strong\u003e Each grade’s midpoint is the market rate for roles in that grade at your positioning percentile. People below midpoint have room to grow; people above midpoint are more expensive than the market, which is a conversation to plan for, not an error to fix immediately.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompa ratio is the single most useful number.\u003c\/strong\u003e It puts each person’s pay against the midpoint on a common scale: 1.0 means they earn exactly the market midpoint; 0.85 means they earn 85% of it. Looking at the distribution of compa ratios tells you whether the structure is being applied consistently or whether pay has drifted.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe cost to bring to minimum is the floor, not the recommendation.\u003c\/strong\u003e People below the band minimum are a compliance and retention risk, so the cost tab prices the minimum correction. Bringing everyone to midpoint or above is a separate, larger exercise.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho this builder fits and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or comp lead building a pay structure from scratch or reviewing whether the current one still fits the market.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner who needs the cost of a band correction before the next comp review cycle.\u003c\/li\u003e\n\u003cli\u003eA small business owner setting pay ranges for the first time and wanting a defensible structure before the next hiring wave.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA merit increase budget that distributes raises within the bands you build here. The Merit Increase Matrix does that.\u003c\/li\u003e\n\u003cli\u003eA review of internal equity across roles and levels, not the band structure itself. The Pay Structure and Internal Equity Review covers that.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep. Add jobs by inserting rows inside the table, and duplicate the file to model a second structure or to run the next year’s review.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow do I get market midpoints?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMarket data comes from compensation surveys, published salary tools, or a comp consultant. Free sources include the BLS Occupational Employment and Wage Statistics tables and published surveys from SHRM, though surveys from vendors like Mercer, Willis Towers Watson, or Radford carry more granularity by level and industry. Enter the 50th-percentile figure for each role at the grade you are targeting, or a higher percentile if you lead the market.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets, set the structure parameters, and list your jobs. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThese are planning estimates, not legal advice. A pay structure is a planning tool; confirm market rates from a current survey, and have qualified counsel review any pay-equity exposure before you act on the findings.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503019284,"sku":"TSHR-018","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-018__salary-band-builder-hero_7d1c0567-7728-48a8-8b97-b574d3f686bc.jpg?v=1781713287"},{"product_id":"merit-increase-matrix","title":"Merit Increase Matrix","description":"\u003cp\u003eRun a merit cycle on performance and where each person sits in their range, not a flat percent. Set your matrix, enter your people, and the workbook returns each raise, the cost, and a check against your budget.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eSet the range-position cut points and the increase percent for each performance rating and band on the matrix tab, then enter each person with their rating, current salary, and range minimum and maximum. The workbook returns where they sit in range, the merit increase that applies, the dollar increase, and the new salary, rolled up to a total cost and a blended increase. A Budget Scenario tab compares the plan to an approved merit budget and returns the headroom, the blended increase against target, and a scale factor to bring the cycle in line. A one-page Summary carries the cost and the new payroll, a Benchmark tab holds current merit and total salary increase budgets from the major surveys, and it opens on a worked example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA flat percent rewards last year’s salary, not this year’s performance\u003c\/h3\u003e\u003cp\u003eA flat percent hands the largest dollars to whoever already earns the most and ignores how they performed. A two-axis matrix sizes each raise on performance and on range position: the same rating earns a larger raise low in the range and a smaller one near the top, so underpaid strong performers catch up and people already high in their range do not run past it. Keep merit separate from cost-of-living, market, and promotion adjustments, which come from other budgets, and audit the result before you finalize, since a merit cycle can widen a pay gap as easily as close it.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR or compensation leader running a merit cycle who wants a defensible matrix, performance against range position, in place of a flat percent or manager discretion.\u003c\/li\u003e\n\u003cli\u003eA finance or compensation partner who needs the cycle costed against an approved budget, with the headroom, the blended increase, and a scale factor to bring it in line.\u003c\/li\u003e\n\u003cli\u003eAn owner or manager setting raises across a small team who wants consistency and a number they can explain to each person.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e building the salary ranges themselves, the Salary Band Builder does that. To run a pay-equity review, see the Pay Structure and Internal Equity Review; to size the promotion budget funded outside merit, the Promotion and Internal Equity tool.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; add people by inserting rows, change the matrix to your own policy, and duplicate the file to run a second group or next year’s cycle. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is a planning estimate, and the matrix and ranges you enter drive it. Position is range penetration, the salary measured across the whole range from minimum to maximum, so each increase rests on the cut points and percents you set. Every figure foots to your inputs, and the Budget Scenario tab shows whether the plan lands inside your approved budget.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is a merit increase different from a cost-of-living or market raise?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA merit increase rewards individual performance and is what this matrix allocates. A cost-of-living adjustment keeps pace with inflation across the board, a market or structure adjustment realigns pay or ranges to current rates, and a promotional increase funds a move to a higher level. These come from separate budgets, so keep them apart to hold the merit conversation to performance and range position.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates, not legal advice. It allocates a merit budget by performance and range position; confirm pay decisions against the equity and pay rules that apply to you, and run a pay-equity review on the result before you finalize it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503052052,"sku":"TSHR-019","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/merit-increase-matrix-hero.jpg?v=1781721087"},{"product_id":"promotion-and-internal-equity-calculator","title":"Promotion and Internal Equity Calculator","description":"\u003cp\u003ePressure-test one promotion before you commit to it. Enter the current salary, the new grade and its range, the proposed pay, and what peers already earn, and the workbook shows the size of the raise, where it lands in the new range, how it compares to peers, and what it costs in the first year.\u003c\/p\u003e\u003ch3\u003eA working model, not a blank grid\u003c\/h3\u003e\u003cp\u003eEnter the current salary, the new grade with its minimum, midpoint, and maximum, the proposed pay, and the peers already in that grade, then set the payroll tax and benefits rates for the cost view. The workbook returns the increase, the range position, the peer comparison, and the loaded first-year cost. A one-page Summary carries the whole case into the approval, a Benchmark tab shows typical promotion increases, and it opens on a filled-in example so the logic is clear before you change anything.\u003c\/p\u003e\u003ch3\u003eA promotion priced the way it gets questioned\u003c\/h3\u003e\u003cp\u003eA raise that looks fine as a percentage can still land in the wrong part of the range or past peers, so the workbook keeps range position, peer pay, and cost on the surface. It reports compa-ratio and range penetration against the new grade, so a promotion does not start someone near the top of the range by accident. The proposed pay sits next to the peers already in the grade, with a compression check to the level above, because paying past peers is the most common promotion mistake. Payroll tax and benefits load onto the increase, so the first-year cost is what you take to approval rather than the headline number.\u003c\/p\u003e\u003ch3\u003eBuilt for\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003eAn HR lead or manager preparing a single promotion who needs the raise sized right before asking for approval.\u003c\/li\u003e\n\u003cli\u003eA comp partner sanity-checking promotion requests against the range and against peers.\u003c\/li\u003e\n\u003cli\u003eA small-business owner promoting someone for the first time who wants the move to hold up if other people ask about it.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e a whole pay structure to build rather than one move, the Salary Band Builder builds the grades and ranges this promotion lands inside. For the annual raise cycle across the team, see the Merit Increase Matrix.\u003c\/p\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it, and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep; duplicate it to test another promotion or compare two offers side by side. Checkout delivers an instant download link, with the same link emailed on your receipt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it tell me how big the raise should be, or include market data?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo to both. It shows the size of the raise you propose and where it lands against the range and peers, so you can judge it against your own policy; the number is your call. It does not pull salary survey or market data, so enter grade ranges and peer pay from your own structure or a current survey.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is exactly as good as the range and peer numbers you enter. The workbook does the range position, the peer comparison, and the first-year cost correctly from those inputs, so confirm your range data is current and check a sensitive move against your own structure before it is final.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms. Questions? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are planning estimates, not legal advice. A promotion carries pay-equity weight, so confirm your range and peer data against current figures and review a sensitive move against applicable law before you finalize it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503084820,"sku":"TSHR-020","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/promotion-and-internal-equity-calculator-hero.jpg?v=1781721090"},{"product_id":"pay-structure-and-internal-equity-review","title":"Pay Structure and Internal Equity Review","description":"\u003cp\u003eRun a directional pay-equity self-assessment on two groups in your workforce. Assign each person to a group, enter pay, time in role, and performance, and the workbook shows the raw pay gap, then the gap that remains after accounting for time in role, so you know whether a deeper, controlled review is warranted.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that screens two groups for a pay gap\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You sort people into two groups, the workbook measures the gap and what tenure explains, and it opens on a filled-in example so the read is clear before you load your own data.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePay Structure and Internal Equity Review.\u003c\/strong\u003e Assign each person to one of two groups and enter pay, time in role, and performance. The workbook returns the raw gap in pay between the groups, then an adjusted gap that accounts for time in role, and opens on a filled-in example so the read is clear before you load your own data.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe adjusted view, the summary, and what to do next.\u003c\/strong\u003e An Adjusted View tab isolates how much of the gap time in role explains and what is left over. A summary rolls it onto one page. An Action and Privilege tab and a Benchmark and Law tab document the limits of a self-assessment and how a controlled analysis is run, so the result is used the way it is meant to be.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThree steps from your pay data to a clear read\u003c\/h3\u003e\u003cp\u003eYou sort people into two groups, the workbook measures the gap, and an adjusted view tells you how much of it tenure explains.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the two groups.\u003c\/strong\u003e Assign each person to Group 1 or Group 2 and enter pay, years in role, and performance.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead average against median.\u003c\/strong\u003e Compare the two figures the gap tab returns, because a large spread between them usually means a few outliers, not a broad pattern, and that changes what you investigate first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAccount for tenure, then decide.\u003c\/strong\u003e The adjusted view removes the part of the gap time in role explains and states what is left, so you know whether the gap warrants a deeper, controlled review.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho this review fits and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or comp lead who wants a structured first look at internal equity before deciding whether to commission a full audit.\u003c\/li\u003e\n\u003cli\u003eAn owner or lean HR team putting eyes on pay for the first time and needing to know where the problems are.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead who runs a directional equity screen for clients and wants the method and its limits documented.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA privileged statistical pay-equity audit you can stand behind in a dispute. That is a controlled analysis run under privilege, a different exercise from this directional screen.\u003c\/li\u003e\n\u003cli\u003eA whole pay structure to screen against. The Salary Band Builder builds the grades and ranges this review reads people against.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is one Excel workbook that also works in Google Sheets. Every input and formula is editable, and the file is yours to keep. Duplicate it to screen another pair of groups.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this a pay-equity audit?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo, and it does not pretend to be. It is a directional self-assessment that flags where pay looks uneven so you know where to look. A defensible pay-equity audit is a controlled statistical analysis run under privilege. This screen tells you whether that deeper work is worth commissioning.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe gap math is exact for the data you enter, and the adjusted view correctly removes the part of the gap that time in role explains. What it cannot do is control for every legitimate factor behind a pay difference, which is the work an audit does, so read each result as a question to investigate, not an answer. On a small group, treat it as directional only.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include market or survey data?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It reads the pay, tenure, and performance you enter for your own people. Pull current market data separately if you need it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets and start with the example before you load your own data. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis kit is a set of working tools and editable templates for making pay decisions in a clear, consistent, and defensible way. It is not legal advice, and it is not a substitute for qualified counsel on your specific situation. Wage, overtime, exempt classification, pay transparency, and equal pay rules vary by state and change over time, and a pay structure can create exposure it was meant to prevent. Have your bands, your increases, and your classifications reviewed against applicable law before you finalize them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503117588,"sku":"TSHR-021","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/pay-structure-and-internal-equity-review-hero.jpg?v=1781721088"},{"product_id":"compensation-toolkit","title":"Compensation Toolkit","description":"\u003cp\u003eBuild a defensible pay structure and run a merit cycle against a budget, with the two tools large companies use to do both. Set one market anchor and the Salary Band Builder builds your grades and places your people, then the Merit Increase Matrix turns performance and range position into a recommended raise for each person and rolls it up against your target.\u003c\/p\u003e\u003ch3\u003eTwo tools, each with a guide, that cover building bands and spending the merit budget\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, and each tool pairs an Excel workbook with a PDF guide and opens on a worked example.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSalary Band Builder.\u003c\/strong\u003e Set your Grade 1 midpoint from a market source, pick a midpoint progression and a range spread, and the grades build with a minimum, midpoint, and maximum. The Employee Placement tab returns each compa-ratio, range penetration, and status; a Summary rolls it up; and a Benchmark tab shows the settings other employers use.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eMerit Increase Matrix.\u003c\/strong\u003e Set your increase percentages by performance and range position and your cut points, enter your people, and it recommends each raise with the blended increase. The Budget Scenario tab checks the plan against the merit budget you have to spend.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eBuild the structure first, place your people, then size the raises against the budget.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the bands.\u003c\/strong\u003e In the Salary Band Builder, set your Grade 1 midpoint from a salary survey, then choose a progression and a spread so the grades and ranges build for you.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePlace your people.\u003c\/strong\u003e Enter your employees on the Employee Placement tab to see who sits below, within, or above their range, then read the Summary.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSize the raises.\u003c\/strong\u003e Open the Merit Increase Matrix, set your increase percentages and cut points, enter your people, and use the Budget Scenario tab to hold the plan to your merit budget.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on standard formulas and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis gives you a grounded structure and a budgeted plan; it does not supply the market data, and it does not decide whether your pay is equitable or lawful.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe formulas large employers use.\u003c\/strong\u003e Compa-ratio, range penetration, midpoint progression, and a merit matrix are standard practice, built here in an open workbook you can read.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eYou bring the market data.\u003c\/strong\u003e The tools do not include salary survey data; you set the anchor from a survey at the percentile you target.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA plan, not a pay-equity ruling.\u003c\/strong\u003e Pay decisions carry legal and equity weight, so run a pay-equity review and confirm figures against current data and applicable law before you finalize anything.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e The guidance carries a review date, and pay rules vary by location and change over time.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or total-rewards owner setting up a first real pay structure, who wants grades and ranges grounded in a market anchor.\u003c\/li\u003e\n\u003cli\u003eA manager or finance partner running the annual merit cycle, who needs each raise and the budget roll-up in one place.\u003c\/li\u003e\n\u003cli\u003eA founder formalizing pay as the company grows beyond ad-hoc offers.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eOnly one of the two tools. The Salary Band Builder and the Merit Increase Matrix are each sold on their own.\u003c\/li\u003e\n\u003cli\u003eA read on pay equity and internal fairness across the company. The Pay Structure and Internal Equity Review is built for that.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format is it and can I edit it?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwo Excel workbooks that also work in Google Sheets, each with a PDF guide. Every input and formula is editable, and the files are yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. These are practical compensation tools, not legal advice. Pay decisions carry legal and equity weight, so review them against applicable law.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include salary market data?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. You bring the market data from a salary survey and set your anchor from it, usually the market median or a higher percentile for scarce skills. The tools build the structure around the number you provide.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from buying the two tools separately?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is the same Salary Band Builder and Merit Increase Matrix, bundled with both guides and a single Start Here so the structure you build feeds the raises you plan. Buy the bundle if you want both; buy either tool on its own if you only need one.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eThese are practical compensation tools, not legal advice. The tools do not include market salary data, so bring that from a survey, run a pay-equity review, and confirm figures against current market data and applicable law before you finalize anything.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503609108,"sku":"TSHR-034","price":89.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-034__compensation-toolkit-hero_ee9b1d6c-8b30-417a-89b3-6cdb1b6a22e0.jpg?v=1781713287"},{"product_id":"contingent-labor-cost-and-conversion-workbook","title":"Contingent Labor Cost and Conversion Workbook","description":"\u003cp\u003eAnswer the question finance keeps asking: should these agency workers be on our payroll, and what would we save. Four options side by side, on your numbers, with every default sourced.\u003c\/p\u003e\u003ch3\u003eA workbook built for the meeting where the number gets challenged\u003c\/h3\u003e\u003cp\u003eOne Excel workbook, opened on a worked example, plus the guide that tells you the order to work in. Works in Excel or Google Sheets.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e How the tabs fit together and the order to work in. One page, read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eContingent Labor Cost and Conversion Workbook.\u003c\/strong\u003e Seven tabs: the single-role four-way calculator with a breakeven read, the multi-role program model across pay bands, the burden builder, scenario compare with a recommendation cell, and an assumptions and sources tab that dates every default. Opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrueStep HR Product License.\u003c\/strong\u003e What you can and cannot do with the files, including the consultant and white-label tiers.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eUsing This Workbook in Google Sheets.\u003c\/strong\u003e The two-minute import path if your team lives in Google Sheets rather than Excel.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order the decision runs\u003c\/h3\u003e\u003cp\u003eThe workbook moves from one role to the whole program, then stress-tests the answer before anyone presents it.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice one role four ways.\u003c\/strong\u003e Enter the pay rate, hours, and remaining need. The calculator prices the agency bill, a payrolling arrangement, and internal payroll with and without benefits, and reads the breakeven.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild your real burden.\u003c\/strong\u003e Replace the planning defaults with your rates: FICA and FUTA are fixed, your state unemployment and workers compensation are not. The burden builder assembles the real number line by line.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRoll up the program.\u003c\/strong\u003e Model the whole contingent population across pay bands with per-band markup and burden. This is the tab that turns a hunch into a program-level annual savings figure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompare scenarios and decide.\u003c\/strong\u003e Status quo, partial conversion, full conversion, side by side, with a recommendation cell driven by your inputs. Print it for the meeting.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt to survive a skeptical CFO\u003c\/h3\u003e\u003cp\u003eA savings claim built on a made-up burden number dies in one meeting. This workbook is built so every figure can be traced to an input, and every input to a source.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEvery default sourced and dated.\u003c\/strong\u003e The BLS benefits share, the IRS statutory rates, and the survey markup ranges are named on the assumptions tab with the date each was checked.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eUser inputs where averages lie.\u003c\/strong\u003e State unemployment and workers compensation ship as your inputs, never hardcoded, because no published average matches your rate notice.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAn honest crossover.\u003c\/strong\u003e When the remaining need is short or the buyout is high, the model shows the agency winning. A tool that always says convert is not trusted, and should not be.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every tab.\u003c\/strong\u003e The workbook opens on a realistic 40-worker program, not a blank sheet you have to decode.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho it is built for and where to go if that is not you\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn operator or HR lead who needs a defensible answer to the payroll-vs-agency question this quarter.\u003c\/li\u003e\n\u003cli\u003eA finance partner who wants the assumptions on the surface instead of buried in a consultant deck.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead pricing a conversion case for a client.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA free, quick read on one crew. The free Staffing Agency vs Payroll Cost Calculator runs the four-way comparison in your browser.\u003c\/li\u003e\n\u003cli\u003eThe classification and agency-terms layer. The Contingent Workforce Cost and Compliance Kit bundles this workbook with both.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free calculator prices one crew in your browser. The workbook adds the program-level rollup across pay bands, the burden builder that replaces the defaults with your real rates, scenario compare with a recommendation cell, and the sourced assumptions tab, and it saves your work.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat burden figures does it use?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe defaults are an 18% statutory-only planning figure and a 30% with-benefits figure tracking the BLS finding that benefits run 30.1% of total compensation. Both are inputs: the burden builder assembles your real number from FICA, FUTA, your state unemployment rate, your workers compensation class rate, and your benefits load.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it handle overtime?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. Hours and overtime hours are separate inputs, overtime is priced at time and a half on the internal routes and at the billed premium on the agency route, and the worked example carries five overtime hours a week so you can see the effect.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal or tax advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is a cost model with planning figures. Worker classification and co-employment carry legal exposure, and the workbook marks where those questions start and routes them to qualified counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, no recurring fee. You keep the files.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the figures change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach file carries a last-reviewed date so you can see how current it is, and the assumptions tab dates every default to its source, so a changed rate is a one-cell update rather than a mystery.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files are delivered as a digital download, and your receipt arrives by email. Open the Start Here page first; it tells you the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eCan I expense this purchase to my business?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMost customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant. Your receipt arrives by email at checkout and works as documentation.\u003c\/p\u003e\u003cp\u003ePlanning figures built from sourced, dated defaults. General information, not legal or tax advice; confirm your own rates and terms before acting on the outputs.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow the download works\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYour files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at \u003ca href=\"https:\/\/truestephr.com\/pages\/download-help\"\u003etruestephr.com\/pages\/download-help\u003c\/a\u003e.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":53002614341908,"sku":"TSHR-065","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-065-hero-v2.jpg?v=1784916952"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/compensation-and-pay-banner.jpg?v=1781299017","url":"https:\/\/shop.truestephr.com\/collections\/compensation-and-pay.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}