{"title":"Employee Relations and Leave","description":"\u003cp\u003eKits for the harder conversations, covering investigations, discipline and termination decisions, leave and accommodation, and attendance. Built to bring structure and documentation where both matter.\u003c\/p\u003e","products":[{"product_id":"absenteeism-cost-calculator","title":"Absenteeism Cost Calculator","description":"\u003cp\u003ePut a number on what unplanned absence costs your business. Enter each department’s headcount, pay, and absence days, and the workbook returns the direct cost, the total with the coverage ripple, and what cutting a day or two per person would save.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that prices unplanned absence and shows where it concentrates\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You set three assumptions and list your departments, the workbook returns the direct cost and the total with the coverage ripple, 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\u003eAbsenteeism Cost Calculator.\u003c\/strong\u003e Set benefits as a percent of pay, working days per year, and the team and coverage multiplier, then list each department with its headcount, average annual pay, and unplanned absence days per employee. The workbook prices the daily cost of an employee from loaded pay over working days and returns the direct cost and the total cost, department by department with a running total.\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 shows the total, the split between direct cash and the coverage ripple, the cost per employee against the CDC’s national figure, the share of loaded pay, and what cutting a set number of absence days per person would save. A Benchmark tab holds figures from the CDC Foundation, Circadian, and BLS, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from absence days to a cost you can act on\u003c\/h3\u003e\u003cp\u003eYou set three assumptions, list the departments, and the workbook returns the cost, where it concentrates, and the payback of improving attendance.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the three assumptions.\u003c\/strong\u003e Fill the amber cells for benefits as a percent of pay, working days per year, and the team and coverage multiplier. The multiplier defaults to 1.6, the figure a CDC study applies for the spillover onto the rest of the team; set it to how your work is covered, and at 1.0 the total equals the direct cash cost.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eList your departments.\u003c\/strong\u003e Enter each department with its headcount, average annual pay, and unplanned absence days per employee. The direct cost and the total cost calculate on the right, and a row with a blank department is ignored, so you can model two teams or ten.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the cost and the lever.\u003c\/strong\u003e The Summary totals everything, splits the direct cash cost from the coverage ripple, and puts your cost per employee next to the CDC’s national average. Set how many absence days you could cut per person to see the estimated yearly saving.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eAbsence is never free and the wage is only part of it\u003c\/h3\u003e\u003cp\u003eTwo shortcuts get this wrong. One ignores absence because salaried pay goes out either way. The other counts only the wages of the absent person. The real cost adds the coverage: the overtime, the temps, the lost team output, and the management time it takes to work around an empty seat.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe direct cost is the floor.\u003c\/strong\u003e Pay for time not worked: headcount times absence days times the daily cost of an employee, where the daily cost is average pay loaded with benefits over working days. It sits on its own line so the cash figure is never buried in the ripple.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe multiplier is the one real judgment call.\u003c\/strong\u003e The 1.6 default matches the CDC study and is conservative next to research putting the indirect costs of absence at several times the direct wage. Raise it where absences trigger overtime or stall a line, and lower it toward 1.0 where missed work simply gets made up.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDepartments, not averages.\u003c\/strong\u003e One company-wide average hides where the cost concentrates. Modeling each department separately shows which teams drive the total and where cutting a day or two of absence per person pays back first.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho this calculator 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 leader or generalist who needs to size what absence costs the business, department by department, before proposing an attendance, scheduling, or wellbeing fix.\u003c\/li\u003e\n\u003cli\u003eA finance or operations partner pricing the overtime, temp cover, and lost output that unplanned absence runs up in production, warehouse, and frontline teams.\u003c\/li\u003e\n\u003cli\u003eAn owner or plant manager who suspects absence is expensive and wants a defensible figure to act on rather than a feeling.\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\u003eTracking individual attendance against a points policy, occurrence by occurrence. The Attendance Point System Tracker runs that.\u003c\/li\u003e\n\u003cli\u003eThe cost of a role that is open and unfilled rather than an employee calling out. The Vacancy Cost Calculator prices that seat.\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 departments by inserting rows inside the table, and duplicate the file to model a division on its own or to rerun the numbers later in the year.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eThere is a free version of this calculator. Why pay for this one?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free tool returns one workforce-wide estimate in the browser and resets when you close the tab. This workbook is the model you keep: it breaks the cost out by department so you see where it concentrates, always splits the direct cash cost from the coverage ripple, shows absence as a share of your total loaded pay, and prices what cutting a set number of absence days per person would save. Every formula is open, so you can set the assumptions to your own operation, rerun it as the year moves, and hand the one-page Summary to leadership.\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 coverage multiplier drives it. The 1.6 default comes from a CDC study of the team spillover from a missed day and is conservative next to research putting the indirect costs of absence at several times the direct wage, but how much your work ripples depends on how it is covered. Set the multiplier to your operation, keep the absence days honest, and treat the output as a directional figure for sizing the issue. The math is correct for the inputs.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat absence days should I enter?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eUnplanned absence only: sick days, no-shows, and other unscheduled time away. Leave approved vacation and planned time off out. Time protected by law, such as FMLA leave or an ADA accommodation, is a separate matter and never an attendance problem to act on. If you do not track unplanned days, BLS put the national absence rate at 3.2 percent of workdays in 2024, about eight days per full-time worker, and your payroll or time system can give you a real figure.\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 three assumptions, and list your departments. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePlanning estimates and general business information, not legal or tax advice. It sizes the aggregate cost of unplanned absence, not approved or protected leave, and the result is a directional figure for planning, never a basis for judging an individual. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502429460,"sku":"TSHR-007","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-007__absenteeism-cost-calculator-hero.jpg?v=1780978977"},{"product_id":"attendance-point-system-tracker","title":"Attendance Point System Tracker","description":"\u003cp\u003eRun a no-fault point system for a whole team in one file. Set the policy once, log each occurrence, and the workbook ages points off after your window and shows each person’s active points, current stage, and who has reached a discipline step.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that runs the point system and rolls up the whole team\u003c\/h3\u003e\u003cp\u003eA working tracker, not a blank grid. You set the point values, the rolling window, and the thresholds once, log occurrences as they happen, and the workbook handles the points, the roll-off, the protected-leave exclusion, and the per-person rollup. 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\u003ePoint policy and attendance log.\u003c\/strong\u003e Set your point values, an As of date, a rolling window, and your verbal, written, final, and termination-review thresholds on the Point Policy tab. Log one row per occurrence with a date, a type from the dropdown, and a protected flag; the points, whether the occurrence still counts inside your window, and the points counted calculate automatically.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA team summary, sourced benchmarks, and the method in plain English.\u003c\/strong\u003e An Employee Summary rolls every person up to active points, a current stage, the points to their next step, and an On track or Action needed status, and counts how many have reached a step. A Benchmark tab holds typical absence rates and common point values from BLS, the EEOC, and SHRM, lists the protected-leave types you must never count, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from a written policy to a team you can read at a glance\u003c\/h3\u003e\u003cp\u003eYou set the policy once, log occurrences as they happen, and the workbook ages points off, excludes protected leave, and shows where everyone stands.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet your policy once.\u003c\/strong\u003e On the Point Policy tab, fill the amber cells: a point value for each occurrence type, an As of date, your rolling window in months, and the point totals that trigger a verbal, a written, a final warning, and a termination review. These are your tolerance, not a legal standard, and they drive every total in the file.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eLog each occurrence.\u003c\/strong\u003e Add one row per occurrence with the date, the type from the dropdown, and whether it is protected. Points look up from your policy, the workbook marks whether the occurrence still counts inside your window, and protected or aged-out occurrences count zero. Clear the worked example and use the blank rows for your own people.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the summary.\u003c\/strong\u003e The Employee Summary rolls each person up to active points, a current stage, the points to their next step, and an On track or Action needed status, and shows how many people have reached a step, so you can see who needs attention and who is close to a line.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eA point system is only as fair as the leave it leaves out\u003c\/h3\u003e\u003cp\u003eA no-fault policy keeps attendance consistent: the same occurrence earns the same points for everyone, and discipline rests on a documented record rather than a manager’s memory. What turns that into legal exposure is counting time the law protects.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNo-fault means the fact, not the reason.\u003c\/strong\u003e The same occurrence earns the same points for everyone, so no one has to explain or justify an absence and the process stays consistent. Consistent enforcement applied the same way for everyone is what makes a point system defensible.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eProtected leave is never counted.\u003c\/strong\u003e Time covered by the FMLA, the ADA, the PWFA, workers’ compensation, USERRA, jury duty, or a state or local leave law cannot add points, even under a no-fault policy. Mark it protected so it counts zero, and confirm what is protected in your state before you act.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePoints roll off so a clean stretch recovers.\u003c\/strong\u003e Each occurrence stops counting once its date passes your roll-off, which keeps the system from holding an old absence against someone forever and gives everyone a way back to a clean record.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eWho this tracker 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 owner or operations manager running attendance across an hourly team who wants one consistent, documented system instead of a folder of one-off spreadsheets.\u003c\/li\u003e\n\u003cli\u003eAn HR generalist who has to keep a point policy applied the same way for everyone and be able to show the record behind any warning or termination.\u003c\/li\u003e\n\u003cli\u003eA manager who needs to see who has reached a discipline step and who is close, without rebuilding the math by hand every time someone misses a shift.\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 dollar cost of the absences this tracks, broken out by department and against a national benchmark. The Absenteeism Cost Calculator prices that.\u003c\/li\u003e\n\u003cli\u003eThe write-ups, scripts, and final-pay steps for acting on a high-point record. The Discipline and Termination Decision Kit 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 point value, threshold, and formula is editable, and the file is yours to keep. Add occurrences or employees by inserting rows inside the tables, and duplicate the file to run a second location on its own.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eThere is a free version of this. Why pay for this one?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free calculator scores one employee in the browser and resets when you close the tab. This workbook runs the whole team in one file: it logs each occurrence with a date, ages points off automatically once they pass your rolling window, flags protected leave so it counts zero, and rolls every person up to active points, a current stage, and an On track or Action needed status. It is a file you keep, with open formulas and a sourced benchmark tab, so you can set the policy to your own operation, hold the record a warning rests on, and read where the whole team stands on one page.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe math is correct for what you log: points look up from your policy, occurrences age off on the rolling window you set, and protected occurrences count zero. The output is a consistent read on attendance, not a decision. It does not judge whether an occurrence is protected or decide who to discipline. Confirm what is protected under federal, state, and local law, apply your policy the same way for everyone, and get qualified legal or HR help before you discipline or terminate.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat counts as a protected absence I should not point?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTime off protected by law cannot add points, even under a no-fault policy: leave under the FMLA, an ADA accommodation, the Pregnant Workers Fairness Act, workers’ compensation, military duty under USERRA, jury duty, and state or local protected-leave or paid-sick-leave laws. Mark those occurrences as protected so they count zero. Counting protected leave, or disciplining someone for it, is where employers draw interference and discrimination claims, so identify and exclude it first and confirm your state and local rules, which vary and 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\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 your point values and thresholds on the Point Policy tab, and start logging occurrences. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eRecordkeeping and planning support, general business information, not legal or tax advice. It runs a consistent point system and documents occurrences; it does not decide what is lawful or who to discipline. Confirm what is protected under federal, state, and local law, apply your policy the same way for everyone, and get qualified legal or HR help before you discipline or terminate. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502462228,"sku":"TSHR-008","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-008__attendance-point-system-tracker-hero.jpg?v=1780978978"},{"product_id":"employee-relations-and-workplace-investigations-kit","title":"Employee Relations and Workplace Investigations Kit","description":"\u003cp\u003eHandle a workplace concern the way a fair, defensible process should run, from the first report to a documented finding, without improvising the parts that carry legal weight. The kit is a guided system: triage what just landed, plan and run a neutral investigation, weigh the evidence on the everyday standard, reach a clear finding, and track the matter to close.\u003c\/p\u003e\u003ch3\u003eFour files that take a concern from the first report to a documented outcome\u003c\/h3\u003e\u003cp\u003eA guided process, not a stack of forms. Read the Field Guide first, work a new concern through the workbook in order from intake to the case log, and use the matching Word templates for the record at each step. Built to be used together.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e A one-page map: read the Field Guide first, then work a new concern through the workbook in order, from the Intake and Triage screen to the ER Case Log. It also sets out the ground rules to follow before you act.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Field Guide, 14 pages.\u003c\/strong\u003e How to think through a concern in thirteen short sections: what employee relations is for, when to look into a concern, intake and triage, planning a fair investigation, interviewing well, weighing the evidence, findings and what is next, confidentiality, representation in interviews, retaliation, documentation, high-risk situations, and how the pieces fit together.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Workbook.\u003c\/strong\u003e Seven working tabs: a Start Here, the Intake and Triage screen, the Investigation Plan, the Interview Log that records whether a representative was requested, the Findings tab on the more-likely-than-not standard, the ER Case Log register, and a Definitions reference. It works in Excel or Google Sheets, and a worked example runs through every tab.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Templates.\u003c\/strong\u003e Six editable Word forms that produce the record at each step: a complaint intake form, an investigation plan, an interview guide and notes, a witness statement, an investigation findings report, and an outcome and corrective action record.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a matter runs\u003c\/h3\u003e\u003cp\u003eTake the concern in, size it up, plan and run the investigation, weigh the evidence, and reach a finding you can stand behind. The kit structures each step; you make the calls, and counsel covers the close ones.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eTake it in and triage it.\u003c\/strong\u003e Capture the concern calmly on the Intake and Triage screen, including who, what, when, and who else may know. Run the four-point risk check, note any immediate safety step, and let it point you to how urgent the matter is and whether it needs a formal investigation or a documented conversation. Make no promise that nothing will happen and no promise of total secrecy.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePlan a fair investigation.\u003c\/strong\u003e Pick someone neutral to investigate, and use someone independent if the concern touches a manager, a senior leader, or HR itself. Break the concern into the specific questions you must answer, list who can speak to each, and note what to gather. Write questions, not conclusions.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eInterview and gather the evidence.\u003c\/strong\u003e Work the interview guide with each person, stay neutral, and log every conversation on the Interview Log, including whether a representative was requested. Capture witness accounts on the witness statement, and keep the file to the people who need to know.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWeigh the evidence and reach a finding.\u003c\/strong\u003e Decide each point on its own using the everyday standard, more likely than not. Weigh each account for what it is worth rather than counting heads, watch for the credibility traps, and record a clear finding of substantiated, not substantiated, or inconclusive, with the basis written down.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eClose the matter and log it.\u003c\/strong\u003e Record the outcome on the outcome and corrective action record, log the matter on the ER Case Log, and close the loop with the person who raised it without sharing private details about anyone else. Where a finding points to discipline or an exit, that is a separate decision the Discipline and Termination Decision Kit walks.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on how investigations go wrong and honest about its limits\u003c\/h3\u003e\u003cp\u003eA fair investigation is run, not improvised, so the kit gives you the triage, the plan, the interview tools, and the standard, and it is clear about which situations you stop and hand to counsel.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eTwo promises not to make at intake.\u003c\/strong\u003e Do not promise that nothing will happen, and do not promise total secrecy. You can say you will keep it as private as you reasonably can and share only on a need-to-know basis.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRespond promptly and decide on the evidence.\u003c\/strong\u003e Once you know, or reasonably should know, about possible harassment, discrimination, a safety threat, retaliation, or a serious policy breach, you have to respond, and you weigh each account on consistency, corroboration, and plausibility, not on demeanor or seniority.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eConfidentiality has limits, especially around pay.\u003c\/strong\u003e You cannot impose a blanket gag, tell employees they cannot discuss their own pay or working conditions, or bar anyone from contacting a government agency, so tie any request to the open matter and review a broad or standing rule with counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e The kit marks the situations to take to a qualified employment attorney before you act: anything involving safety or a credible threat, a protected category, a senior leader or HR itself, a union or a request for a representative, a broad confidentiality rule, or a possible legal claim. How you handle a concern carries legal weight that varies by state and changes over time, and every file carries a last-reviewed date.\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 generalist, manager, or business owner who has to look into a workplace concern and wants to run it promptly, neutrally, and on the evidence, with the record to show for it.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one, or a small HR function, that needs one consistent process for intake, investigation, findings, and a case log across every manager and every matter.\u003c\/li\u003e\n\u003cli\u003eAn operations or people leader who has to be sure a complaint was handled fairly and documented, and who wants to know when a matter has to go to counsel before it goes further.\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\u003eAn ordinary performance concern with no misconduct or protected issue behind it, handled through the review process. The Performance Review and Calibration Toolkit builds that.\u003c\/li\u003e\n\u003cli\u003eA leave or accommodation request to handle under FMLA, the ADA, or state law, rather than a complaint to look into. The Leave and Accommodation Kit covers it.\u003c\/li\u003e\n\u003cli\u003eThe everyday people-management playbook for routine one-on-ones, coaching, and team issues, not a formal investigation. The People Manager Toolkit is built for that.\u003c\/li\u003e\n\u003c\/ul\u003e\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 Field Guide and the Start Here are print-ready PDFs, the workbook is an Excel file that also works in Google Sheets, and the templates are an editable Word file. Everything is yours to keep and adapt. Save a copy of the workbook for each matter.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a guided process for planning. How you handle a workplace concern carries legal weight that varies by state and changes over time. The kit marks where to bring in employment counsel, and it does not determine that any matter complies with the law. Take anything involving safety, a protected category, a senior leader, a union, or a possible claim to a qualified employment attorney before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from a free template or checklist?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA free template gives you a blank form. This is a guided process that walks the whole matter: triage a new concern, plan a neutral investigation, interview and log who you spoke with, weigh the evidence on the everyday standard, reach a clear finding on each point, and track the matter to close in a case log. It is grounded in how investigations go wrong and marks the points where you stop and get counsel.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eCan employees be told to keep an investigation confidential?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYou can ask the people involved to keep an open matter private while you work it, and explain why. You cannot impose a blanket or permanent gag, tell employees they cannot discuss their own pay or working conditions, or bar anyone from contacting a government agency, because labor law protects those rights. The kit shows where the line is and routes a broad or standing rule to counsel.\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, then read the Field Guide before you work a live matter. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eA guided process, templates, and general business information for planning, not legal or tax advice. How you handle a workplace concern carries legal weight that varies by state and changes over time, so confirm current requirements for your state, and bring in qualified counsel for anything involving safety, a protected category, a senior leader, a union, or a possible legal claim. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503740180,"sku":"TSHR-038","price":99.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-038__employee-relations-and-workplace-investigations-kit-hero.jpg?v=1780978979"},{"product_id":"leave-and-accommodation-kit","title":"Leave and Accommodation Kit","description":"\u003cp\u003eHandle a leave request or an accommodation the way a careful, defensible process should run, from the first conversation to a documented decision, without improvising the parts that carry legal weight. The kit is a guided system: find which of FMLA, the ADA, state leave, and PTO apply, check eligibility, track the leave in hours, run the accommodation through the interactive process, and document the call.\u003c\/p\u003e\u003ch3\u003eFour files that take a request from the first conversation to a documented decision\u003c\/h3\u003e\u003cp\u003eA guided process, not a stack of forms. Read the Field Guide first, work a request through the workbook in the order it runs, from the eligibility check to the logs, and use the matching Word templates for the record at each step. Built to be used together.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e A one-page map: read the Field Guide first, then work a request through the workbook in order, from the FMLA Eligibility Check to the leave and accommodation logs. It sets out the habit to follow before you decide, treat a request as the start of a process, not a yes-or-no question.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Field Guide, 14 pages.\u003c\/strong\u003e How to handle a request in twelve short sections: what the kit is for, the four systems that govern time away and how to tell which applies, FMLA from who is covered through notice, certification, designation, intermittent leave, and job restoration, the ADA interactive process and reasonable accommodation, state paid leave and sick time, how PTO stacks, documentation and privacy, and the high-risk situations to pause on.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Workbook.\u003c\/strong\u003e Seven working tabs: a Start Here, the FMLA Eligibility Check, the FMLA Leave Tracker that counts in hours, the Leave Case Log, the Accommodation Log, a Leave Laws by State reference, and a plain-language Definitions tab. It works in Excel or Google Sheets, and a worked example runs through every tab.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Templates.\u003c\/strong\u003e Eight editable Word forms that produce the record at each step: an employee leave request, a leave determination and rights summary, a medical certification request, an intermittent leave schedule and tracking form, an ADA accommodation request, an interactive process record, an accommodation agreement and follow-up, and a return to work and leave closeout.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a request runs\u003c\/h3\u003e\u003cp\u003eTake the request in, find which laws apply, check eligibility, run the right path, and document the decision. The kit structures each step; you make the calls, and counsel covers the close ones.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eTake the request in and find the laws that apply.\u003c\/strong\u003e Treat a request for time off or an adjustment as the start of a process, not a yes-or-no question. Note what it is really about, then check each of the four systems that might reach it, FMLA, the ADA, state paid leave, and your own PTO, because more than one can apply to the same absence at once. Keep any medical detail private from the first conversation.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCheck FMLA eligibility and send the notices.\u003c\/strong\u003e Run the FMLA Eligibility Check for the covered-employer and eligible-employee tests, the months and hours worked and the fifty-employees-within-seventy-five-miles count. Where someone qualifies, send the eligibility and rights notice, request a certification if the reason needs one, and designate the leave in writing.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTrack the leave in hours where it is intermittent.\u003c\/strong\u003e Log the leave on the FMLA Leave Tracker against the twelve-week entitlement. Count intermittent and reduced-schedule leave in hours, not days, so a few hours here and there are charged correctly and the remaining balance is right. Keep the Leave Case Log current from the day a matter opens to the return.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRun the accommodation through the interactive process.\u003c\/strong\u003e When the request is for an adjustment, recognize it even without the right words, understand the limitation, and explore the options together on the Accommodation Log. Engaging in that back-and-forth is itself part of the duty. Weigh what is workable against the difficulty or expense that would make an accommodation an undue hardship, and record the outcome with a review date.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDocument the decision and close the loop.\u003c\/strong\u003e Write down what you decided and why on the right template, the rights and determination summary for a leave, the accommodation agreement for an adjustment, and the return to work and closeout when the person comes back. Keep medical records in a separate confidential file, and confirm anything near a legal line with counsel first.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on how these requests go wrong and honest about its limits\u003c\/h3\u003e\u003cp\u003eA leave or accommodation request is worked, not winged, so the kit gives you the eligibility check, the trackers, the interactive-process log, and a state reference, and it is clear about which situations you stop and hand to counsel.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe four systems stack; they do not cancel each other.\u003c\/strong\u003e A single absence can be FMLA leave, paid in part by a state program, and drawn from PTO at once, while an accommodation question runs in parallel, so check every system that might reach a request before you respond.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCount intermittent leave in hours and keep medical detail private.\u003c\/strong\u003e FMLA leave is measured in hours, so a person at forty hours a week has four hundred and eighty, and intermittent absences are charged by the hour, not the day. Keep medical information in a separate confidential file, apart from the personnel file, and share it only with those who need to know.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe interactive process is itself the duty.\u003c\/strong\u003e For an accommodation, engaging in the back-and-forth about the limitation and the options is part of what the ADA requires, separate from the final answer, and a documented eligibility check, a tracked balance, a logged process, and a written decision are what a defensible file looks like.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e The kit marks the situations to take to a qualified employment attorney before you act: a denial or a reduction in someone’s hours, pay, or role tied to a request, a termination or discipline during leave, a complex or contested medical situation, a pregnancy or nursing accommodation under the PWFA and the PUMP Act, a state or city paid-leave question, or a matter that touches retaliation. Federal, state, and sometimes city rules vary and change, and every file carries a last-reviewed date.\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 generalist, manager, or business owner who has to handle a leave request or an accommodation and wants to get the eligibility, the notices, the tracking, and the decision right, with the record to show for it.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one, or a small HR function, that needs one consistent process for FMLA, the ADA, and state leave across every request, instead of looking up the rules from scratch each time.\u003c\/li\u003e\n\u003cli\u003eAn operations or people leader who has to be sure a leave or accommodation was handled correctly and documented, and who wants to know when a request has to go to counsel before it goes further.\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 pregnancy, childbirth, or nursing accommodation, governed by its own federal rules under the PWFA and the PUMP Act. The PWFA and PUMP Accommodation Kit covers that path.\u003c\/li\u003e\n\u003cli\u003eTracking accrued PTO and leave balances as an ongoing operations task, rather than deciding a single protected-leave request. The PTO and Leave Tracker in the HR Operations Binder handles that.\u003c\/li\u003e\n\u003cli\u003eA chronic attendance problem you are managing with an attendance policy or point system, where the absences are not protected leave. The Attendance Point System Tracker is built for that.\u003c\/li\u003e\n\u003c\/ul\u003e\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 Field Guide and the Start Here are print-ready PDFs, the workbook is an Excel file that also works in Google Sheets, and the templates are an editable Word file. Everything is yours to keep and adapt. Save a copy of the workbook for each person on leave.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a guided process for planning. Leave and accommodation are governed by federal law, state law, and sometimes city rules that vary and change over time. The kit marks where to bring in employment counsel, and it does not determine that any leave or accommodation decision complies with the law. Take anything involving a denial, a termination during leave, a complex medical situation, or a possible claim to a qualified employment attorney before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from a free FMLA or ADA checklist?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA free checklist gives you a list. This is a guided process that walks the whole request: find which of the four laws apply, check FMLA eligibility, send the right notices, track the leave in hours so intermittent absences are counted correctly, run an accommodation through the interactive process, and document the decision. It marks where you stop and get counsel and gives you the working tools, not a form to fill in alone.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it cover state paid leave, not just FMLA?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes, at the level a national kit can. The Field Guide explains how state paid family and medical leave and paid sick time fit alongside FMLA, the ADA, and your PTO, and the workbook includes a leave-laws-by-state reference tab. Because more than a dozen states and the District of Columbia run paid-leave programs and around twenty require paid sick time, with rules that differ and keep changing, the kit routes you to confirm the current requirement for your state rather than stating it as settled.\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, then read the Field Guide before you work a live request. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eA guided process, templates, and general business information for planning, not legal or tax advice. Leave and accommodation are governed by federal law, state law, and sometimes city rules that vary and change, so confirm current requirements for your state, and bring in qualified counsel for anything involving a denial, a termination during leave, a complex medical situation, or a possible legal claim. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503772948,"sku":"TSHR-039","price":99.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-039__leave-and-accommodation-kit-hero.jpg?v=1780979021"},{"product_id":"discipline-and-termination-decision-kit","title":"Discipline and Termination Decision Kit","description":"\u003cp\u003eMake, document, and deliver a discipline or termination decision you can defend, without guessing through the hardest call you make. A guided system: screen the decision for legal risk, document the business reason, run the meeting with word-for-word scripts, and close out final pay and offboarding cleanly.\u003c\/p\u003e\u003ch3\u003eFour pieces that turn the hardest call into a guided, documented decision\u003c\/h3\u003e\u003cp\u003eA guided system, not a pile of templates. The decision document walks you from the first red flag to the final-pay handoff, the tracker keeps the close-out on schedule, and a one-page Start Here tells you exactly where to begin. Built to be used together.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e A one-page map: find your situation in the table, and it points you to the part of the kit you need. Read it first, and run the Red Flag Screen before any decision.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Decision Kit (19 pages).\u003c\/strong\u003e The full guided system in nine sections: the Decision Flow, the seven-point Red Flag Screen, the Readiness Checklist, the Decision Memo, the separation and suspend-pending-investigation scripts with the phrases to avoid, the Final-Pay and Offboarding Handoff, the Scenario Playbooks, six worked examples, and a High-Risk Situations section. Print-ready PDF and an editable Word version you adapt.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eTermination and Offboarding Tracker.\u003c\/strong\u003e Three tabs: a Start Here, the offboarding tracker, and a pre-filled worked example. List the payroll, benefits, access, and property steps with owners and due dates, and the tracker shows percent complete, counts what is done and in progress, and flags anything overdue before the last day.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe Red Flag Check.\u003c\/strong\u003e A five-minute quick reference of the six red flags behind the most common, most expensive mistakes, with what to do instead when one comes up. A standalone version of the in-kit screen to keep at hand.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a decision runs\u003c\/h3\u003e\u003cp\u003eScreen first, then build the facts, run the meeting, and close it out. The kit structures each step; you make the call, and counsel covers the close ones.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eScreen before you act.\u003c\/strong\u003e Run the seven-point Red Flag Screen first, every time. A single yes does not stop you forever; it means pause, document carefully, and get HR or legal input before the decision is final. A clean screen means you can move to the Readiness Checklist.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBuild the facts and the memo.\u003c\/strong\u003e Work the Decision Flow to turn frustration into specific, dated facts, then complete the Readiness Checklist and the Decision Memo so the business reason, the written support, the consistency check, and the policy involved are all on paper before anyone is in a room.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRun the meeting.\u003c\/strong\u003e Use the Separation Meeting Script, or the Suspend Pending Investigation script if the facts are not in yet. Keep it brief, factual, and final, with a witness present and the logistics ready, and stay off the phrases that turn a hard conversation into a new problem.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eClose it out cleanly.\u003c\/strong\u003e Use the Final-Pay and Offboarding Handoff and the tracker to confirm final-pay timing, benefits or continuation, access removal, and property return, and to flag anything overdue before the last day. The record you leave is the decision’s defense.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eA defensible decision is built, not improvised\u003c\/h3\u003e\u003cp\u003eThe hardest calls go wrong in predictable ways: a decision made in frustration, the same week as a complaint, without checking documentation, timing, consistency, payroll, or policy. The fix is not more nerve, it is a process. This kit gives you the screen, the record, and the words, so the decision you make is one you could calmly explain to a neutral person using facts, and so you know which situations to stop and hand to counsel.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eScreen for legal risk before you decide, not after.\u003c\/strong\u003e A recent complaint, a leave or accommodation request, an injury, a wage-and-hour issue, inconsistent treatment, or a contract can turn a routine decision into a claim. The seven-point screen surfaces these before you act, so you pause and document rather than learn about them in a deposition.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe record is the defense.\u003c\/strong\u003e A one-sentence factual reason, the prior warnings, a consistency note, and the policy involved, written down before the meeting, are the difference between a clean file and a he-said dispute. The Decision Memo captures them in one place, and the tracker proves the close-out happened.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe words matter and so does what you do not say.\u003c\/strong\u003e A separation meeting should be brief, factual, and final, not a debate or a pile of justifications. The scripts give you the exact phrasing for each moment, and the phrases-to-avoid list keeps a hard conversation from creating new exposure.\u003c\/li\u003e\n\u003c\/ul\u003e\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 manager or business owner facing a discipline or termination decision who wants to make it defensible, document it properly, and run the meeting without improvising the hardest words.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one, or a small HR function, that needs a consistent process across managers, with the screen, the memo, the scripts, and the close-out in one place.\u003c\/li\u003e\n\u003cli\u003eAn operations or people leader who has to be sure a decision was screened for legal risk and documented before it is final, and wants 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\u003eA layoff or reduction in force across several roles and locations, not a single decision. The RIF and Restructure Planning Kit runs that end to end.\u003c\/li\u003e\n\u003cli\u003eThe ongoing employee-relations toolkit for warnings, investigations, and PIPs across the team, not one termination. The Employee Relations Kit covers it.\u003c\/li\u003e\n\u003cli\u003eThe review and performance-improvement process that comes before a termination. The Performance Review and Calibration Toolkit builds it.\u003c\/li\u003e\n\u003c\/ul\u003e\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 decision kit ships as a print-ready PDF and an editable Word file, the tracker is an Excel workbook that also works in Google Sheets, and the Start Here and the bonus are PDFs. Everything is editable and yours to keep. Adapt the memo and the scripts to your situation, and save a copy of the tracker for each separation.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a guided self-review structure for planning. The kit marks where to bring in employment counsel, and it does not determine that any decision complies with the law. Employment rules vary by state and situation, so take the high-risk cases, and any case that worries you, to a qualified employment attorney before acting.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from a free template or checklist?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eA free template gives you a blank form. This is a guided system that walks the whole decision: screen the situation for legal risk, turn frustration into dated facts, document the business reason in a memo, run the meeting with word-for-word scripts, and close out final pay and offboarding in a tracked checklist. It is grounded in how these decisions go wrong, it marks the points where you stop and get counsel, and it gives you the exact words, not a form to fill in alone.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat if my situation is high-risk, like a complaint, a leave, a layoff, a union, or a multi-state employee?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eStop and get qualified help first. The Red Flag Screen is built to catch exactly these, and a yes means pause, document, and bring in counsel before you act. The kit includes a High-Risk Situations section that explains why these cases need review and what to gather first, but it routes the decision itself to an employment attorney rather than trying to resolve it for you.\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 where to begin and to run the Red Flag Screen before any decision. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eA guided system, templates, and general business information for planning, not legal or tax advice. Employment rules vary by state and situation, final-pay timing and at-will status among them, so confirm the specifics with employment counsel and your payroll provider, and stop and get qualified help on the high-risk situations the kit flags. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503805716,"sku":"TSHR-040","price":89.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-040__discipline-and-termination-decision-kit-hero.jpg?v=1780978978"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/employee-relations-and-leave-banner.jpg?v=1781299018","url":"https:\/\/shop.truestephr.com\/collections\/employee-relations-and-leave.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}