{"title":"Compliance Audit Kits","description":"\u003cp\u003eFocused audit kits for specific obligations, starting with I-9 and wage-hour. Each kit walks you through what to check and points to the rule behind it.\u003c\/p\u003e","products":[{"product_id":"i-9-and-wage-hour-audit-kit","title":"I-9 and Wage-Hour Audit Kit","description":"\u003cp\u003eAudit your own I-9 files and exempt classifications before someone else does. A 23-point I-9 file review graded with the ICE error categories from the March 16, 2026 fact sheet, the 2026 salary-floor check, the duties test, and clear lines for when to bring in counsel.\u003c\/p\u003e\u003ch3\u003eFive files that take you from the binder to a defensible record\u003c\/h3\u003e\u003cp\u003eA guide to read first, a workbook that grades every I-9, a second that tests every exempt position, and two quick checkers for single cases. Built to be used together on one audit.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e How the two workbooks and the checkers fit together and the order to run them. One page, read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eI-9 Audit Kit.\u003c\/strong\u003e A per-employee tracker that grades each form complete, technical, or substantive; a documentation log for every fix; a counsel-ready audit summary; and the ICE error benchmarks updated for the March 16, 2026 fact sheet. Opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWage and Hour Classification Kit.\u003c\/strong\u003e The 2026 federal and state salary floors, a position-by-position audit of the three-part exemption test (salary basis, salary level, duties), a reclassification plan, and a documentation log. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eI-9 and Exempt-Status Checkers.\u003c\/strong\u003e Two single-case screens that open in any browser: check one employee’s I-9 or one position’s exemption before you commit to the full audit. They run locally and upload nothing.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe method in the order an audit runs\u003c\/h3\u003e\u003cp\u003eForms first, pay second, and every fix lands in a log. The workbooks grade and organize; counsel makes the legal calls.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eScreen the I-9 file.\u003c\/strong\u003e Pull every active employee into the I-9 Tracker and grade each form against the Benchmarks tab: complete, technical, or substantive. The March 2026 ICE fact sheet reclassified a long list of formerly technical errors as substantive, so the old mental checklist is stale.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck the salary floors.\u003c\/strong\u003e In State Thresholds, compare every exempt salary to the 2026 federal and state numbers and apply the higher floor. The federal line held at $684 a week after the 2024 increase was vacated and rescinded; six states now sit well above it.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTest duties, not titles.\u003c\/strong\u003e Run the three-part test in Position Audit for each exempt role: salary basis, salary level, duties. A manager title with no exempt duties fails, and the workbook makes you write down why each position passes.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFix with counsel and log everything.\u003c\/strong\u003e Move findings to the Audit Summary and the Reclassification Plan, get counsel’s call on corrections and any back pay, and date every fix in the Documentation Log. The dated record is the good-faith evidence.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn owner or lean HR team who has never audited the I-9 binder and suspects what is in it.\u003c\/li\u003e\n\u003cli\u003eAn HR lead with exempt roles paid near the old floors who needs the 2026 numbers checked position by position.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead running a compliance cleanup ahead of a sale, an audit, or a funding round.\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\u003ePay-range posting rules, not classification. The US State Pay Transparency Pack covers the state-by-state disclosure rules.\u003c\/li\u003e\n\u003cli\u003eCompliance outside the US. This kit is built on US federal and state rules; for Canada start with the Ontario Job Posting Transparency Pack.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwo Excel workbooks, a Start Here PDF, and two web checkers that open in any browser. The workbooks work in Excel or Google Sheets, and everything is editable and yours to keep. The checkers run locally and upload nothing.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat changed in March 2026?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eICE updated its Form I-9 inspection fact sheet on March 16, 2026. A long list of errors that used to count as technical, with a cure window, now count as substantive, with fines of $288 to $2,861 per form and no cure period. The Benchmarks tab lists the current categories in plain language, with the reclassified ones flagged.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eAre the 2026 salary numbers current?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe federal floor is $684 a week ($35,568 a year): the 2024 increase was vacated in court and then formally rescinded by the Department of Labor in May 2026. The State Thresholds tab carries the 2026 state floors above it with effective dates, and every tab shows its review date so you can see how current it is.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it cover my state?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe salary-floor table lists the federal baseline, the six states with higher 2026 floors, and the rule for everyone else: apply the higher of the federal or state number. Duties tests and overtime rules also vary by state, so the workbook prompts you to confirm the rules where you operate rather than assume the federal line.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWe hired remote employees. Does the I-9 audit cover that?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. Remote verification failure is one of the substantive categories in the tracker: where documents were examined remotely, the audit checks that the alternative-procedure box and the E-Verify status are documented on the form.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the rules change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMeaningful updates are released as the rules change, and each file shows its review date so you can see how current it is. Salary floors reset every January, so plan to re-run the thresholds check each year.\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 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\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 running an HR process 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. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504166164,"sku":"TSHR-045","price":99.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/i-9-and-wage-hour-audit-kit-hero_3f5dec22-641b-4678-ac04-fa62c4d6eb1e.jpg?v=1784572985"},{"product_id":"us-state-pay-transparency-pack","title":"US State Pay Transparency Pack","description":"\u003cp\u003ePost job openings that meet every state pay-range rule that reaches you: set a defensible good-faith range, carry the right elements in each posting, keep the records each state expects, and track complaints, all in one place.\u003c\/p\u003e\u003ch3\u003eSeven pieces that take a posting from range to record\u003c\/h3\u003e\u003cp\u003eA tracker with a verified state reference, four working documents, a free web checker, and a one-page orientation. Built to be used together on every multistate posting.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eMultistate Pay Transparency Tracker.\u003c\/strong\u003e Six tabs: a verified State Requirements Reference covering the elements, remote coverage, promotion and transfer rules, and record retention by state, a Job Posting Audit with a range-width and completeness check, a Pay Range Worksheet with a width check, a Posting Compliance Tracker that calculates a retain-until date, and a complaints and remediation log. It works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eMultistate-Compliant Job Posting Template.\u003c\/strong\u003e A ready-to-fill posting with every commonly required field: title and location, summary, responsibilities, requirements, a good-faith pay range with a commission and tips line, a benefits summary that names the states that require it, how to apply with a close date, equal opportunity, and an internal record marked to delete before publishing. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePay Range and Good-Faith Estimate Worksheet.\u003c\/strong\u003e A worksheet to set a defensible range from market data, internal equity, and a sensible width, with a width-check callout and a sign-off block. One per role. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePay Transparency Posting Policy Template.\u003c\/strong\u003e An internal policy in twelve sections: what every posting includes, good-faith ranges, remote roles, promotions and transfers, who reviews postings and a checklist, records and retention, no retaliation, salary history, and a review schedule. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRecordkeeping and Remediation Guide.\u003c\/strong\u003e Why records matter, a per-state retention table, how to respond to a complaint or agency notice, the cure periods that exist, how to fix a non-compliant posting, and a note that penalties vary by state. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFree US Pay Transparency Posting Checker.\u003c\/strong\u003e Pick the states a role runs in, or a remote-nationwide toggle, and the checker unions every required element, scores a live checklist, and returns one of three results with a per-state detail panel, in any browser.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does and the order to use them. Read it first.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe method in the order a posting runs\u003c\/h3\u003e\u003cp\u003eScope first, range second, then the posting, the policy, and the records. The pack drafts and documents; counsel confirms the rule where a posting is close or questioned.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eConfirm which states reach you.\u003c\/strong\u003e Posting rules start at a size threshold in most states and apply to all employers in Colorado, Maryland, Virginia, and the District of Columbia. The free checker shows where you stand and what your postings must include.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet a defensible range.\u003c\/strong\u003e Use the worksheet to build a good-faith range from market data and your internal pay, keep the width sensible, and record how you arrived at it.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the posting and adopt the policy.\u003c\/strong\u003e Use the posting template so every posting carries a range, a basis, and a benefits description where a state requires it, and put the policy in front of the people who write and approve postings.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrack and keep records.\u003c\/strong\u003e Log each posting and its retain-until date in the tracker, record any complaint or agency notice and how you resolved it, and take a close or questioned posting to counsel.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA multistate or remote-nationwide employer that posts across several states and needs every required element handled in one place.\u003c\/li\u003e\n\u003cli\u003eAn HR or talent acquisition team that writes and approves postings and needs a defensible good-faith range, the records, and a way to handle complaints.\u003c\/li\u003e\n\u003cli\u003eA company expanding postings into a new pay-transparency state and unsure which rules reach it.\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\u003eCanadian posting rules, not US ones. The Ontario Job Posting Transparency Pack covers the Ontario 2026 rules.\u003c\/li\u003e\n\u003cli\u003eEU posting rules, not US ones. The EU Job Posting Pay Range Pack covers the recruitment side of the EU Directive.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel tracker, four editable Word documents, a Start Here PDF, and a web checker. The tracker works in Excel or Google Sheets, everything is editable, the files are yours to keep, and the checker runs locally and uploads nothing.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhich states are covered?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe posting rules in force in 2026 in California, Colorado, Washington, New York State, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Maryland, Hawaii, Virginia, and the District of Columbia, with Maine effective 29 July 2026 coming and Delaware not yet in force. Several cities and counties have their own rules, so confirm the local rule too.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo the rules reach my company?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMost states set a size threshold, commonly 15 or more employees, while Colorado, Maryland, Virginia, and the District of Columbia apply to all employers. A remote role advertised nationwide can pull in several states at once. The free checker shows which states reach a given role.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat has to be in a posting?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA good-faith pay range and how you arrived at it, plus a benefits description in the states that require one. Colorado also requires the application close date, and the District of Columbia requires disclosing that health-care benefits exist before the first interview. The posting template and the audit carry the full set.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow long do we keep the records?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt varies by state. Illinois requires the longest at five years, and the tracker calculates a retain-until date from the posted or removed date and the retention years for each state you post in.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat if a posting is found non-compliant?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eSome states give a cure period before a penalty, and the retention and remediation guide covers how to respond to a complaint or agency notice and how to fix the posting. Penalties vary by state, so take a notice to counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the rules change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eState rules move and new states are added, so meaningful updates are released as the rules change and each file shows its review date. Check the date and confirm the current rule for each state before you rely on a result.\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 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\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 running an HR process 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. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504198932,"sku":"TSHR-046","price":129.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/us-state-pay-transparency-pack-hero_5e4fce0a-4f66-4cd1-83b9-f67d35e6d16c.jpg?v=1784572984"},{"product_id":"ai-hiring-and-hr-governance-kit","title":"AI Hiring and HR Governance Kit","description":"\u003cp\u003ePut working governance around the AI in your hiring: a policy you adopt, notices candidates get before a tool runs, vendors held to their audit results, and the four-fifths check run on your own numbers.\u003c\/p\u003e\u003ch3\u003eSeven pieces that put governance around every tool\u003c\/h3\u003e\u003cp\u003eA policy you adopt, notices you paste in, a letter that holds vendors to account, a memo that documents the math, and a tracker that keeps the whole record. Built to be used together.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does, the order to use them, and the rules the kit tracks in plain language. One page, read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAI in Hiring Use Policy.\u003c\/strong\u003e A twelve-section internal policy you adapt and adopt: scope and definitions, principles, the tool inventory, human oversight, bias and adverse-impact testing, candidate notice, records, vendor management, roles, prohibited uses, and the review schedule. A plain definitions table settles what counts as a covered tool.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAI Candidate Notice.\u003c\/strong\u003e Five copy-ready notices, Options A to E: a one-line statement, wording that names what the tool assesses and offers an alternative, a human-review version, the video-interview notice and consent, and the advance notice with the 10-business-day lead time. Each carries accommodation contact language.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eVendor Bias-Audit Request.\u003c\/strong\u003e A ready-to-send letter asking each vendor for its most recent bias-audit results, methodology, data categories, selection rates and impact ratios, known limitations, and how it supports notice and accommodation, with a response grid for the vendor to complete and a reply-by date.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAdverse-Impact Review Memo.\u003c\/strong\u003e An internal memo that documents a four-fifths review of a tool or hiring round: the selection-rate table, the findings, the action taken, and a sign-off line. A flagged result is framed as a screen for a closer look, not a verdict.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eGovernance Tracker.\u003c\/strong\u003e Six tabs: a Start Here, the AI tool inventory, the bias-audit tracker with the next-audit date calculated, the adverse impact log that runs the four-fifths math, the candidate notice log with the business-day count, and a governance log for approvals and reviews. Opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eGovernance Assessment.\u003c\/strong\u003e Check your hiring against the bias-audit, notice, and human-oversight rules in any browser, and see which obligations each of your locations triggers. Its result is a self-assessment, not a compliance determination.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe method in the order governance runs\u003c\/h3\u003e\u003cp\u003eScope first, policy second, then the checks and the record. The kit structures and documents; counsel makes the close calls.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eConfirm what you use and where.\u003c\/strong\u003e List every tool that screens, scores, ranks, or assesses candidates, and check which places apply: New York City, Illinois, California, Colorado, the EU, plus federal law everywhere. The Start Here and the assessment walk through it.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eInventory the tools, adopt the policy.\u003c\/strong\u003e One row per tool in the tracker, an owner named for each, and the use policy adapted and adopted, setting the oversight, notice, and recordkeeping rules your team follows.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRun the checks.\u003c\/strong\u003e Run the four-fifths check on your own selection data, send each vendor the bias-audit request, and give candidates the right notice before a tool is used.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eLog it and review on a schedule.\u003c\/strong\u003e Record audits, notices, approvals, and decisions in the tracker. Review at least yearly and whenever a law changes or a tool is added, and take the edge cases to counsel.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR team running resume rankers, automated scoring, chatbot screeners, or AI video analysis, with no governance structure around them yet.\u003c\/li\u003e\n\u003cli\u003eA company hiring into New York City, Illinois, California, or Colorado, or employing in the EU, that needs the notice, audit, and oversight rules handled in one place.\u003c\/li\u003e\n\u003cli\u003eA team that has to answer a board, customer, or counsel question about how its AI hiring is governed, and needs the policy and the paper trail to show for it.\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\u003eOne AI policy for all of HR, not a hiring governance system. The AI in HR Policy and Risk Checklist covers AI use across the function.\u003c\/li\u003e\n\u003cli\u003eEU AI Act readiness on its own. The EU HR AI Risk Checklist maps the Act’s employment obligations and timelines.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel tracker, four editable Word documents, a Start Here PDF, and a web assessment that opens in any browser. The tracker works in Excel or Google Sheets, everything is editable, and the files are yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhich rules does the kit track?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThere is no single law for AI in hiring, so the kit tracks the common requirements: New York City Local Law 144, the Illinois Human Rights Act and AI Video Interview Act, California’s FEHA automated-decision rules, Colorado’s SB 26-189, federal Title VII, the ADA, and the ADEA with the four-fifths screen, and the EU AI Act. Each file names its sources and shows its review date.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat counts as an AI or automated tool here?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe policy uses a plain definition: a machine-based system that infers from its input to produce a score, ranking, recommendation, or decision used in hiring. Resume rankers, automated scoring, matching algorithms, chatbot screeners, and AI analysis of video interviews usually qualify. A plain keyword filter or an applicant database that only stores records usually does not. The close calls go to counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the four-fifths rule?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDivide each group’s selection rate by the rate of the group selected most often. A result below 0.80 flags a potential adverse impact that needs a closer look. It is a screen, not a verdict, and a flagged result is not proof of discrimination on its own. The tracker runs the math and the memo documents the review.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWe only use one resume-screening tool. Do we still need this?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe obligations attach to the tool, not the count. One screening tool used in New York City still needs the independent bias audit, the posted summary, and the advance notice; one video-analysis tool in Illinois still needs notice, an explanation, and consent. The kit is the same amount of structure whether you govern one tool or ten.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it cover the New York City notice timing?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. Notice Option E gives the advance-notice wording, and the tracker’s candidate notice log counts the business days between notice and use and checks the result against the 10-business-day minimum. The count excludes weekends but not public holidays, so the log tells you to treat a result at exactly 10 as marginal and add lead time when a holiday falls in the window.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eColorado and the EU rules are not in force yet. Why set up now?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eColorado’s SB 26-189 takes effect January 1, 2027, and the EU AI Act’s high-risk hiring obligations were deferred to December 2, 2027 by Digital Omnibus amendments formally adopted in June 2026 that take effect on publication in the Official Journal. Both expect an inventory, oversight, notice, and records, which take months to stand up. The kit builds that structure now, and each file shows its review date so you can see how current it is as the rules move.\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 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\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 running an HR process 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. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504231700,"sku":"TSHR-047","price":129.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/ai-hiring-and-hr-governance-kit-hero.jpg?v=1784572984"},{"product_id":"pwfa-and-pump-accommodation-kit","title":"PWFA and PUMP Accommodation Kit","description":"\u003cp\u003eHandle a pregnancy or nursing accommodation the way the law now expects, from the first request to a documented decision you can stand behind. The kit gives you a policy, a bilingual request form, an HR guide and a manager guide, a six-tab tracker, and a readiness self-check, built on the Pregnant Workers Fairness Act and the PUMP Act and designed to keep medical detail out of the wrong hands.\u003c\/p\u003e\u003ch3\u003eSeven pieces that carry an accommodation from the first request to a clean record\u003c\/h3\u003e\u003cp\u003eA policy to adopt, two guides that tell HR and managers what to do, a form that doubles as the interactive-process record, a tracker that watches the dates, and a self-check to find the gaps first. Built to be used together.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e A one-page map of the kit and the order to use it. Read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAccommodation policy, 14 sections.\u003c\/strong\u003e An internal policy that sets the 15-employee PWFA threshold and the all-sizes PUMP duty, how an employee asks without magic words, the interactive process, the accommodations granted by default, the limits on medical documentation, the rule against forced leave, nursing breaks and a private non-bathroom space, confidentiality, and retaliation. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRequest and interactive-process form, English and Spanish.\u003c\/strong\u003e One form the employee uses to request an accommodation and HR uses to record the conversation and the decision. It captures the limitation in general terms with no diagnosis, opens with a confidentiality reviewer note, and includes a full Spanish version flagged for review by a Spanish-speaking professional. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHR interactive-process guide, 12 sections.\u003c\/strong\u003e The working guide for whoever runs the process: recognizing a request, what a known limitation is, the assessments to grant by default, when documentation is and is not appropriate, undue hardship, what to write down, and a neutral note on the current litigation and on more protective state law. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eManager guide and FAQ.\u003c\/strong\u003e A short playbook for line managers: how to recognize and route a request, what to avoid saying, the PUMP break and space basics, confidentiality, and seven common questions answered. Editable Word document.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAccommodation tracker, six tabs.\u003c\/strong\u003e A workbook that logs each request, records the interactive process, tracks the one-year lactation window, keeps an options reference, and holds a compliance log. Response times, status flags, and the coverage window calculate for you, and it opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eReadiness self-check.\u003c\/strong\u003e A browser tool that asks two routing questions, scores eight practices, and returns the gaps to close. It runs locally and uploads nothing.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe method in the order a request runs\u003c\/h3\u003e\u003cp\u003eAdopt the policy, then run every request the same way: recognize it, work the interactive process, grant what the law grants by default, and keep the record. The kit structures each step; HR makes the calls, and counsel covers the close ones.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the policy and brief managers.\u003c\/strong\u003e Adopt the policy so the rules are written down, and give managers the one-page guide so a request does not stall or get mishandled at the first conversation.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTake the request without magic words.\u003c\/strong\u003e An employee does not need a form, a doctor’s note, or any special phrase to ask. Capture the limitation in general terms and the accommodation on the form, and keep medical detail with HR, separate from the personnel file.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eGrant the predictable assessments now.\u003c\/strong\u003e Water near the work area, extra restroom breaks, sitting or standing as needed, and breaks to eat and drink are reasonable in nearly every case. Grant them without documentation or delay, and log them.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWork the interactive process for the rest.\u003c\/strong\u003e For anything beyond those four, use the HR guide and the form to document the conversation, the options considered, and the outcome, and ask for only minimal documentation when it is appropriate at all. Do not move someone to leave if a reasonable accommodation lets them keep working.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrack the dates and the lactation window.\u003c\/strong\u003e Put each request and each nursing employee in the tracker so response times, follow-ups, and the one-year PUMP coverage window are watched, and so the private space and the break time are recorded as in place.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn owner or lean HR team at a company that has just crossed 15 employees and now carries the PWFA duty for the first time.\u003c\/li\u003e\n\u003cli\u003eAn HR lead who wants one consistent way to handle pregnancy and nursing requests across managers, with the policy, the guides, the form, and the tracker in one place.\u003c\/li\u003e\n\u003cli\u003eA manager or people leader who needs to know what to do, and what not to say, when an employee asks to sit more, lift less, or take time to pump.\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\u003eThe broader set of medical-leave and disability-accommodation processes, ADA and FMLA among them, rather than pregnancy and nursing specifically. The Leave and Accommodation Kit covers that ground.\u003c\/li\u003e\n\u003cli\u003eCompliance outside the United States. This kit is built on US federal law, and state rules vary and are often more protective, so confirm the rules where you operate.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe policy, the form, and the two guides ship as editable Word documents, the tracker is an Excel workbook that also works in Google Sheets, the Start Here is a PDF, and the self-check opens in any browser. Everything is editable and yours to keep, and the self-check runs locally and uploads nothing.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes the PWFA apply to my company?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe PWFA covers employers with 15 or more employees; the PUMP Act applies at all sizes. The self-check asks your headcount first and tailors the points to it, and the policy and guides cover both duties.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this still valid given the court cases about the PWFA?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe core accommodation framework is in force and enforced. A federal court vacated the part of the EEOC rule that treated purely elective abortion as a covered condition, and a separate challenge to how the law was enacted is before a federal appeals court sitting en banc, which heard argument in May 2026 and has not yet ruled. The kit notes this neutrally, tells you to follow what the agency currently requires, and shows its review date.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow does it protect employee privacy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEvery form and log captures the limitation in general terms and the accommodation, never a diagnosis. The records are treated as confidential and kept separate from the personnel file, and managers are told to route any medical detail to HR.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs the Spanish form ready to hand out?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is a complete translation provided for convenience and flagged for review by a Spanish-speaking HR or legal professional before use. Keep it confidential and separate from the personnel file, the same as the English version.\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 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\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 running an HR process 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. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504264468,"sku":"TSHR-048","price":99.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/pwfa-and-pump-accommodation-kit-hero_5734e94b-d0e9-4989-bb61-409f04e90da2.jpg?v=1784572985"},{"product_id":"ontario-job-posting-transparency-pack","title":"Ontario Job Posting Transparency Pack","description":"\u003cp\u003eGet every publicly advertised Ontario posting right before it goes live. A ready-to-fill template with the required lines, copy-ready AI wording, and a tracker that checks the pay range and runs the 45-day and three-year clocks for you.\u003c\/p\u003e\u003ch3\u003eSix pieces that take a posting from draft to documented\u003c\/h3\u003e\u003cp\u003eTemplates you publish from, wording you paste in, a tracker that runs the dates, and a final check before anything goes live. Built to be used together on every posting.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does, the order to use them, and the 2026 rules in plain language. One page, read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eJob Posting Template.\u003c\/strong\u003e A ready-to-fill posting with the required compensation, vacancy status, and AI lines, coaching notes on each, and an internal pre-publish checklist. It also flags coded wording, like requiring local experience, that can read as a Canadian-experience requirement.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAI Disclosure Wording.\u003c\/strong\u003e Four copy-ready statements, from a one-line disclosure to wording that names human review, with the Employment Standards Act’s description of AI and a quick check for which hiring tools usually count.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eOffer Letter Template.\u003c\/strong\u003e A conditional offer letter for Ontario roles with a pay transparency line that ties the offer to the posted figure, vacation notes against the ESA minimums, and counsel prompts on probation and termination terms.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePosting Tracker.\u003c\/strong\u003e Six tabs: a Start Here, the postings log, the salary range audit, a per-posting compliance checklist, a documentation archive, and a notes tab with a counsel review log. The width check, the 45-day notice date, and the three-year retention date all calculate for you. Opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePosting Compliance Checker.\u003c\/strong\u003e Walk one finished posting through the rules in any browser before you publish it. It runs locally, uploads nothing, and its result is a self-assessment, not a compliance determination.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe method in the order a posting runs\u003c\/h3\u003e\u003cp\u003eScope first, pay second, then the checks and the clocks. The pack drafts and documents; counsel makes the close calls.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eConfirm the rules reach you.\u003c\/strong\u003e The rules cover publicly advertised postings by employers with 25 or more employees in Ontario on the day the posting goes up. The tracker’s scope check and the Start Here walk through it before anything else.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the range, then draft.\u003c\/strong\u003e Set the pay in Salary Range Audit: a single figure or a range within CAD 50,000 from low to high, with the rule not applying above CAD 200,000 a year. Then draft from the template, keep the vacancy and AI lines, and ask for nothing that reads as Canadian experience.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck it before it goes live.\u003c\/strong\u003e Run the finished posting through the web checker and fix what it flags. If AI screens, assesses, or selects applicants, paste in the disclosure statement that fits your process.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eLog it and run the clocks.\u003c\/strong\u003e Log the posting, notify every interviewed candidate within 45 days of their last interview, and keep the posting and its application forms for three years after it comes down. The Compliance Log and the Documentation Archive date both for you.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn Ontario employer at or past 25 employees, posting publicly under the 2026 rules for the first time.\u003c\/li\u003e\n\u003cli\u003eA lean HR team or a hiring manager who writes the postings and needs the required lines, the range check, and the dates handled without a lawyer on every posting.\u003c\/li\u003e\n\u003cli\u003eA US or global company hiring into Ontario that needs the posting side localized: CAD ranges, the AI line, and nothing that asks for Canadian experience.\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\u003eUS pay-range posting rules, not Ontario. The US State Pay Transparency Pack covers the state-by-state disclosure rules.\u003c\/li\u003e\n\u003cli\u003eA full AI governance program, not one disclosure line. The AI Hiring and HR Governance Kit covers the policy, candidate notices, and vendor bias audits behind the line.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and can I edit them?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel tracker, three editable Word templates, a Start Here PDF, and a web checker that opens in any browser. The tracker works in Excel or Google Sheets, everything is editable, and the files are yours to keep. The checker runs locally and uploads nothing.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo the rules apply to my company?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThey cover employers with 25 or more employees in Ontario on the day the posting goes up, and only publicly advertised external postings. The Start Here and the tracker’s scope check walk through it, and if you sit near the line, confirm with counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat has to be in the posting?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe expected pay or a range no wider than CAD 50,000, whether the posting is for an existing vacancy, and a disclosure if AI is used to screen, assess, or select applicants. Nothing in the posting or the application form may require Canadian work experience. The pay line is not required where the pay, or the top of the range, is above CAD 200,000 a year. Amounts in the pack are Canadian dollars; the store price is in US dollars.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat counts as AI here?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe Employment Standards Act describes AI as a machine-based system that infers from its input to produce predictions, recommendations, content, or decisions. Resume rankers and automated scoring usually qualify; a plain keyword filter or an applicant database usually does not. The disclosure sheet carries the quick check, and the close calls go to counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the 45-day rule?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEvery candidate you interview must hear whether a hiring decision has been made within 45 days of their last interview. The Compliance Log calculates the due date from the last interview date and tracks that each notice went out.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat do we have to keep and for how long?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwo clocks. The posting and its application forms are kept for three years after the posting comes down, and records of the 45-day notices are kept for three years after each notice is given. The Documentation Archive calculates the first; the Notes tab covers both.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the rules change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMeaningful updates are released as the rules change, and each file shows its review date so you can see how current it is. The requirements come from legislation that took effect January 1, 2026, and amendments do happen, so check the date before you lean on a number.\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 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\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 running an HR process 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. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504297236,"sku":"TSHR-049","price":89.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/ontario-job-posting-transparency-pack-hero.jpg?v=1781725039"},{"product_id":"mexico-40-hour-workweek-transition-pack","title":"Mexico 40-Hour Workweek Readiness Kit","description":"\u003cp\u003ePlan the move from a 48-hour week to 40 without cutting pay: size the coverage gap and the people to fill it, model the overtime cost, give employees the right notice and a schedule-change agreement in Spanish, and track the phase-in through 2030.\u003c\/p\u003e\u003ch3\u003eSeven pieces that take the transition from plan to record\u003c\/h3\u003e\u003cp\u003eA tracker that does the math, four templates you adapt and send, a free web calculator, and a one-page orientation. Built to be used together across the phase-in.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eMexico 40-Hour Workweek Transition Tracker.\u003c\/strong\u003e Six tabs: an affected-roles inventory, a Coverage Gap Model that computes the gap hours per role and the full-time equivalents to cover it, an Overtime Cost Model that splits the projected overtime into the double-time and triple-time bands and returns the weekly and annual cost, a phase-in schedule seeded from 2027 to 2030, and a communication and compliance log. It opens on a worked example and works in Excel or Google Sheets.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTransition Policy Template.\u003c\/strong\u003e An internal policy covering standard hours, the phase-in, rest days, overtime, coverage, timekeeping, schedule changes, exceptions, roles, and review. Word, editable.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEmployee Notice Template.\u003c\/strong\u003e A notice in English and full Spanish, carrying the guarantee that pay and benefits do not fall with the hours, with a reviewer flag. Word, editable.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSchedule Change Agreement Template.\u003c\/strong\u003e A consent and acknowledgment in English and full Spanish, with a counsel-review flag in both languages. Word, editable.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eManager Workweek FAQ and playbook.\u003c\/strong\u003e Coverage planning, the overtime and rest-day rules, eight questions and answers, and rules of thumb for managers. Word, editable.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFree Mexico 40-Hour Workweek Readiness Calculator.\u003c\/strong\u003e Estimate the hours each employee loses, the full-time equivalents to cover the gap, and the annual cost of covering it with staff or overtime, in any browser.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e What each piece does and the order to use them. Read it first.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eThe method in the order the transition runs\u003c\/h3\u003e\u003cp\u003eScope first, model second, then notify and track. The pack plans and documents the move; Mexican employment counsel confirms the rule and reviews any change to working conditions.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eConfirm scope and the year’s target.\u003c\/strong\u003e Confirm the reform applies to your operations in Mexico and pick the phase-in target for the current year.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eInventory and set the policy.\u003c\/strong\u003e Inventory each affected role in the tracker and adopt the transition policy, setting the standard hours, the rest days, and the overtime rules.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eModel the gap and the cost.\u003c\/strong\u003e Model the coverage gap and the overtime cost, then send the employee notice and the schedule-change agreement, with the Spanish versions reviewed by a Spanish-speaking HR or legal professional.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrack and confirm.\u003c\/strong\u003e Track the phase-in steps and your communications, confirm the current Ley Federal del Trabajo rule before you act, and take any change to working conditions to counsel.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eWho it is built for\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eBuilt for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eAn HR or operations team at a company with employees in Mexico, in manufacturing, logistics, services, or a continuous operation, planning the move to 40 hours without cutting pay.\u003c\/li\u003e\n\u003cli\u003eA people team that needs the employee notice, the schedule-change consent, and a manager FAQ in Spanish as well as English.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner sizing the coverage gap, the full-time equivalents needed, and the overtime cost across the phase-in.\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\u003eGeneral staffing or overtime cost math without the Mexico transition specifics. The Shift Staffing Planner and the Overtime vs New Hire Planner handle the workforce math on their own.\u003c\/li\u003e\n\u003cli\u003eEU or US pay-transparency posting preparation, not the Mexico workweek. The Global Employer EU Readiness Bundle and the US State Pay Transparency Pack cover those.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat format are the files and what is in Spanish?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne Excel tracker, four editable Word templates, a Start Here PDF, and a web calculator. The employee notice and the schedule-change agreement carry full Spanish versions; the tracker works in Excel or Google Sheets; everything is editable and yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes the reform apply to us?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt applies to employers with workers in Mexico. The hours phase down from 1 January 2027, so the work is preparation for a change that arrives on a schedule. Confirm how it reaches your operations with Mexican counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhen do the hours change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe reduction begins 1 January 2027 and steps down by two hours a year, reaching 40 hours by 2030. The tracker’s phase-in schedule is seeded across those years so you can plan each step.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eCan we reduce pay along with the hours?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. The reform holds that the reduction in weekly hours cannot reduce wages or benefits, and the employee notice template states that guarantee. The cost the pack models is the cost of covering the gap, not a saving from shorter hours.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow does the overtime model work?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe Overtime Cost Model splits projected weekly overtime into a double-time band and a triple-time band and returns the weekly and annual cost. The exact overtime treatment is set by law and is part of what is still being clarified, so confirm the current rule with counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the detail settles?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe reform is recent and the electronic-timekeeping rules from the labor ministry are still pending, so each file shows its review date and the Start Here tells you to confirm the current Ley Federal del Trabajo before you act.\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 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\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 running an HR process 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. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504330004,"sku":"TSHR-050","price":89.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/mexico-40-hour-workweek-transition-pack-hero.jpg?v=1781725046"},{"product_id":"independent-contractor-classification-and-risk-kit","title":"Independent Contractor Classification and Risk Kit","description":"\u003cp\u003eThe classification call decides whether the cheap option carries the largest bill in your program. Three tests, one worker, a documented risk read, and the agreements, with counsel checkpoints marked.\u003c\/p\u003e\u003ch3\u003eSix files from the first question to a signed agreement\u003c\/h3\u003e\u003cp\u003eA guide to read first, a workbook that scores the risk and prices the choice, and the agreements, built to be used together on one engagement.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e How the pieces fit and the order to work in, with the disclaimer front and center: the tests are independent, and state law can be stricter.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eClassification Decision Guide.\u003c\/strong\u003e The three tests in plain language: the DOL economic-reality factors with the 2024 rule, the 2025 enforcement bulletin, and the 2026 proposed rule dated; the IRS common-law categories; the ABC test and the stricter states; and the traps, including what to do when a call looks wrong.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eClassification and Cost Workbook.\u003c\/strong\u003e The per-worker questionnaire that produces a low, review, or high risk read with the reasoning visible, and the 1099-versus-W2 cost comparison tied to the burden model. Opens on a worked example.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eIC Agreement and SOW Templates.\u003c\/strong\u003e An independent contractor services agreement with classification language, IP assignment, non-solicitation, insurance, and invoicing terms, plus a statement of work exhibit, each with a counsel-review instruction. Opens in Word or Google Docs.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a classification review runs\u003c\/h3\u003e\u003cp\u003eRead the tests, score the worker, price the choice, then paper it. The order protects you because the paper cannot fix a wrong call.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eUnderstand the three tests.\u003c\/strong\u003e The DOL economic-reality factors, the IRS common-law test, and the state ABC tests are independent of each other. The guide walks each, with the current federal status dated rather than guessed.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eScore the worker.\u003c\/strong\u003e The questionnaire asks the factual questions the tests ask, per worker, and produces a low, review, or high read with the reasoning visible. It is a risk read, not a determination, and it says so.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePrice both routes.\u003c\/strong\u003e The 1099-versus-W2 comparison prices the engagement both ways, so the decision is made on real numbers rather than an assumed saving.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePaper the engagement.\u003c\/strong\u003e The agreement and statement of work carry the classification language and the counsel-review instruction. A high or review read routes to counsel before anything is signed.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt for the test, honest about the label\u003c\/h3\u003e\u003cp\u003eA contract calling someone a contractor decides nothing; the tests look at the working relationship. The kit is built around that uncomfortable fact.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe federal status, dated.\u003c\/strong\u003e The 2024 rule still governing private litigation, the 2025 non-enforcement bulletin, and the 2026 proposed rule that is not final ship as dated facts, with a check-current-status banner.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a legal determination.\u003c\/strong\u003e The risk read is a structured screen with its reasoning visible. It routes close calls to counsel instead of pretending to settle them.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eState law on the surface.\u003c\/strong\u003e The ABC test and the stricter states get their own section, because passing the federal test while failing California is how the penalty arrives.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDocumentation by design.\u003c\/strong\u003e The questionnaire per worker is the record that shows the review happened, which matters exactly when someone later disagrees.\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 engaging contractors and wanting the review documented before someone else asks for it.\u003c\/li\u003e\n\u003cli\u003eA finance partner pricing 1099 versus W2 on real burden numbers rather than an assumed saving.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead standing up classification hygiene 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\u003eAgency-supplied workers and their terms. The Staffing Agency Management Kit covers the agency relationship.\u003c\/li\u003e\n\u003cli\u003eThe cost side of the program. The Contingent Labor Cost and Conversion Workbook models agency versus payroll.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eIs the questionnaire a legal determination?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is a structured screen that asks the factual questions the tests ask and produces a low, review, or high risk read with the reasoning visible. Close calls route to qualified employment counsel, and the kit says so on every file.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhich classification test applies to me?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003ePotentially all three, independently: the DOL economic-reality test for federal wage law, the IRS common-law test for employment tax, and a state test such as the California ABC test where one applies. 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Have counsel adapt them to your state and situation before signing; the kit marks the clauses that most need that review.\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 rules change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach file carries a last-reviewed date so you can see how current it is, every threshold and test is dated in the text, and meaningful updates are released as the rules change.\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\u003eGeneral information, not legal advice. Have qualified employment counsel review any classification decision, agreement, or notice before you act on 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":53002770022676,"sku":"TSHR-068","price":69.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-068-hero-v2.jpg?v=1784916953"},{"product_id":"contingent-workforce-cost-and-compliance-kit","title":"Contingent Workforce Cost and Compliance Kit","description":"\u003cp\u003eThe whole contingent labor decision, sequenced: model the cost, decide the hiring path, check the classification risk, fix the agency terms. Plus the one-pager that carries the answer upstairs.\u003c\/p\u003e\u003ch3\u003eFour products and an executive summary, in working order\u003c\/h3\u003e\u003cp\u003eEach product keeps its own Start Here; the kit adds the top-level sequence and the one-pager. License and the Google Sheets guide ship once.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSTART HERE, the kit sequence.\u003c\/strong\u003e The four-step working order: model the cost, decide the hiring path, check the classification risk, fix the agency terms. Read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eExecutive One-Pager: Should We Convert Our Contingent Workforce?.\u003c\/strong\u003e The CFO-ready page: the question, the four-way numbers, the risk checkpoints, and the recommendation line, built to be filled from the workbook and walked into a leadership meeting.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eModel the Cost.\u003c\/strong\u003e The Contingent Labor Cost and Conversion Workbook with its own Start Here: the four-way model, program rollup across pay bands, burden builder, and scenario compare.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDecide the Hiring Path.\u003c\/strong\u003e The Temp-to-Hire and Direct-Placement Decision Workbook with its own Start Here: three first-year paths, the declining buyout schedule, and the portfolio view.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck the Classification Risk.\u003c\/strong\u003e The Independent Contractor Classification and Risk Kit: the decision guide, the per-worker questionnaire with a risk read, the 1099-versus-W2 model, and the IC agreement and SOW templates.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFix the Agency Terms.\u003c\/strong\u003e The Staffing Agency Management Kit: the markup benchmark reference, the agency scorecard workbook, the partner agreement and rules of engagement, and the contingent workforce policy.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe sequence the Start Here runs\u003c\/h3\u003e\u003cp\u003eCost first, then path, then risk, then terms. Each step feeds the next, and the one-pager collects the answer.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eModel the cost.\u003c\/strong\u003e The conversion workbook prices the program four ways on your rates and produces the annual savings figure the rest of the kit tests.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDecide the hiring path.\u003c\/strong\u003e For the roles worth converting, the decision workbook prices direct hire, temp-to-hire, and direct placement, and reads the buyout schedule.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck the classification risk.\u003c\/strong\u003e Before any conversion touches 1099 status, the risk kit walks the three tests and scores each worker, with counsel checkpoints marked.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFix the agency terms.\u003c\/strong\u003e For the roles that stay contingent, the management kit resets the agreement, the scorecard, and the markup conversation.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt as a system, deduplicated as one\u003c\/h3\u003e\u003cp\u003eA bundle of overlapping files makes the buyer reconcile the overlap. This kit ships the burden model and the tenure-cap language once, where each belongs, and sequences the rest.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eOne sequence, stated.\u003c\/strong\u003e The top-level Start Here runs the four products in decision order, so the kit works like a method rather than a folder of downloads.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe one-pager only this kit carries.\u003c\/strong\u003e The executive summary page distills the four-way numbers and the risk checkpoints into the recommendation a leadership meeting can act on.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEvery default sourced.\u003c\/strong\u003e The workbooks date their assumptions; the guides date their rules and tests. Nothing asks to be taken on faith.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCounsel checkpoints preserved.\u003c\/strong\u003e The classification and agency files keep every legal-review marker they carry standalone.\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 owns the whole contingent question: the spend, the risk, and the vendors.\u003c\/li\u003e\n\u003cli\u003eA finance leader who wants the conversion case, tested and documented, not a consulting engagement.\u003c\/li\u003e\n\u003cli\u003eA consultant running a contingent workforce review for a client and keeping the work as the deliverable.\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\u003eOne piece of the decision. Each product sells standalone: the conversion workbook, the hiring-path workbook, the classification kit, and the agency kit.\u003c\/li\u003e\n\u003cli\u003eGeneral labor-cost planning without the compliance layer. The Workforce Cost Control Bundle is the cost-side sequence.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhat exactly is in the kit?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEverything in the four standalone products, each with its own Start Here, sequenced by a top-level Start Here, plus the executive one-pager that only this kit carries. The license and the Google Sheets guide ship once at the top level.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is the $149 price set against buying separately?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe four products run $196 bought separately: $39, $29, $69, and $59. The kit is $149, and the one-pager and top-level sequence exist only here.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eAre the files identical to the standalone products?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes, byte for byte. Buying the kit is buying the same certified files in one sequenced download; nothing is abridged.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe cost workbooks are planning models. The classification and agency files are general information with counsel checkpoints marked, and classification decisions and agreements should be reviewed by qualified employment counsel before you act.\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 rules change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach file carries a last-reviewed date so you can see how current it is, and meaningful updates are released as the rules and figures change.\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 top-level Start Here first; it sequences the whole bundle. 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\u003eThe cost models are planning figures; the classification and agency files are general information, not legal advice. Have qualified employment counsel review classification decisions and agreements before you act.\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":53002868162836,"sku":"TSHR-070","price":149.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-070-hero-v2.jpg?v=1784917023"},{"product_id":"warn-act-compliance-toolkit","title":"WARN Act Compliance Toolkit","description":"\u003cp\u003eWARN counting is where employers get caught. The toolkit runs every window, reads every test as an exposure flag routing to counsel, and drafts the notices, never a clearance.\u003c\/p\u003e\u003ch3\u003eSix files from the first count to the last letter\u003c\/h3\u003e\u003cp\u003eThe guide to understand the rules, the calculator to run the windows, and the letters to deliver the notice, built to be used together on one reduction.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e How the pieces fit and the order to work in, with the counsel instruction front and center.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWARN Act Compliance Guide.\u003c\/strong\u003e The counting rules in plain language: coverage and the employment-loss definitions, the threshold math and the 90-day aggregation trap on a worked example, the four-state mini-WARN table, the notice recipients and required content per audience, remote workers as dated risk guidance, and the exceptions and penalties.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWARN Threshold and Aggregation Calculator.\u003c\/strong\u003e Log employment losses by date; every row computes the qualifying losses in the rolling 30-day and 90-day windows, with short layoffs under 6 months zero-weighted, the 33% share test, five federal reads, and a per-state read for California, New York, Illinois, and New Jersey. A timeline tab counts the notice clock back from the separation date. Opens on a worked example.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWARN Notice Letter Templates.\u003c\/strong\u003e Four letters carrying the required content elements per recipient class: affected employees, union representatives, the state dislocated worker unit with the short-form option, and the chief elected official, plus the California SB 617 addendum, each with a delivery-record prompt. Opens in Word or Google Docs.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a compliant reduction runs\u003c\/h3\u003e\u003cp\u003eCount first, calendar second, letters third. Every step routes to counsel where the law turns on facts.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eLog the losses and run the windows.\u003c\/strong\u003e Every contemplated separation goes in with a date; the calculator computes each rolling 30-day and 90-day window, applies the 33% test, and zero-weights short layoffs so logging them never inflates the math.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the exposure.\u003c\/strong\u003e Five federal reads plus the state read for your jurisdictions, each an exposure flag with the reasoning visible, and never a clearance.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the timeline.\u003c\/strong\u003e The notice clock counts back 60 or 90 calendar days from the separation date, adds a send-by cushion for delivery, and marks the counsel milestone before either.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDraft and deliver the notices.\u003c\/strong\u003e One letter per recipient class with the required elements, the California addendum where it applies, and a delivery-record prompt on each, with counsel review before anything is sent.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt to flag exposure, never to clear you\u003c\/h3\u003e\u003cp\u003eA spreadsheet that says you are clear is how employers get caught. Every read in this toolkit is an exposure flag that routes to counsel, and every threshold is dated.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eExposure profiles, not clearances.\u003c\/strong\u003e Every read says where the risk is and routes to counsel; no output anywhere says you are clear, because that is not a spreadsheet call.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEvery threshold dated.\u003c\/strong\u003e Federal and state thresholds carry their checked date and a verify-current-law banner, because these laws change and pending bills exist.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe aggregation trap built in.\u003c\/strong\u003e The 90-day windows compute for every row automatically, which is exactly the math employers skip when they slice a reduction into rounds.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRemote workers handled with candor.\u003c\/strong\u003e The single-site question is unsettled; the guide ships it as dated risk guidance with the litigation named, not as a rule.\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 planning a reduction anywhere near the thresholds and wanting the counting done before counsel starts the clock.\u003c\/li\u003e\n\u003cli\u003eA lean HR team that needs the notice letters and the timeline in one place under deadline.\u003c\/li\u003e\n\u003cli\u003eA consultant supporting a client through a restructure.\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\u003eThe selection and severance side of the reduction. The RIF and Restructure Planning Kit covers defensible selection, adverse impact, and releases.\u003c\/li\u003e\n\u003cli\u003eThe whole reduction in one purchase. The RIF Complete System bundles this toolkit with the planning kit and the savings planner.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBefore you buy\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eDoes the calculator tell me whether WARN applies?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt computes the windows and reads every federal and state test on your numbers, as exposure flags with the reasoning visible. It never outputs a clearance, because coverage turns on facts a spreadsheet cannot see; the flags exist to make the counsel conversation fast and specific.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhich state laws does it model?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCalifornia, New York, Illinois, and New Jersey, each with its own read and dated thresholds, plus an other-state prompt that tells you to check rather than assume. The stricter rule wins, and the reference says which dimension each state tightens.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is in the notice letters?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eOne letter per recipient class carrying the content elements the regulations require for that audience: affected employees, union representatives, the state dislocated worker unit including the short-form option, and the chief elected official, plus the California SB 617 addendum items effective 1 January 2026. Each carries a delivery-record prompt and a counsel-review instruction.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow does it handle remote workers?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eAs unsettled law, which it is. The guide dates the conflicting rulings and the pending litigation, notes that New York counts site-based remote workers by statute, and describes the cautious practice, framed as risk management for a counsel conversation.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, no recurring fee. 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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\u003eGeneral information, not legal advice. Have qualified employment counsel review any classification decision, agreement, or notice before you act on 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. 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