{"title":"Featured systems and tools","description":null,"products":[{"product_id":"employee-cost-calculator","title":"Employee Cost Calculator","description":"\u003cp\u003eSee what an employee costs, not just the salary. The workbook adds payroll taxes, benefits, workers’ comp, paid time off, and overhead, then gives you the fully loaded annual cost, the cost per month, and the real hourly rate.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that turns pay into the real cost\u003c\/h3\u003e\u003cp\u003eA working model, not a blank sheet. You enter what you know, the workbook handles the federal payroll taxes and the math, and you read the fully loaded cost. It opens on a filled-in example so the calculation is clear before you change a number.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEmployee Cost Calculator.\u003c\/strong\u003e Enter base pay or an hourly wage and scheduled hours, plus bonus or commission, health and other benefit costs, a retirement match, workers’ comp, and your payroll and overhead. The workbook returns the fully loaded annual cost, the multiple of pay, the cost per month, and the effective hourly cost, with a breakdown of where the money goes. Paid time off and holidays spread the cost over fewer worked hours, which raises the real hourly figure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e2026 rates and an optional first-year view.\u003c\/strong\u003e Employer Social Security to the 2026 wage base, Medicare, and FUTA are applied for you; your state SUTA rate and wage base, workers’ comp class rate, and benefit costs are inputs you control. An optional section adds one-time recruiting, onboarding, and equipment so you can also see a first-year total, kept separate from the ongoing annual cost.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from a salary to the real cost\u003c\/h3\u003e\u003cp\u003eYou set the inputs, the workbook does the math, and the number is ready to use in a budget, an offer, or a bill rate.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEnter your numbers.\u003c\/strong\u003e Base pay or wage and hours, bonus or commission, your benefit costs and retirement match, workers’ comp, your payroll and overhead, and your state SUTA. The federal payroll taxes fill in on their own.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the fully loaded cost.\u003c\/strong\u003e The annual total, the multiple of pay, the cost per month, and the effective hourly cost, with the breakdown showing how much sits in taxes, benefits, and overhead versus pay.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eUse the number.\u003c\/strong\u003e Budget a hire, set or sanity-check a bill rate, or test an offer. Duplicate the sheet to compare a second role, and add the optional one-time costs when you want a first-year view.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eA cost number that holds up with finance\u003c\/h3\u003e\u003cp\u003eA cost estimate is only as good as the assumptions under it, so the workbook keeps every rate and multiplier on the surface and uses current federal figures.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eAssumptions on the surface.\u003c\/strong\u003e The tax rates, the wage bases, the benefit costs, and the overhead lines are visible, editable cells, not constants buried inside a formula.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCurrent federal figures, your state inputs.\u003c\/strong\u003e Employer Social Security to the 2026 wage base, Medicare, and FUTA are built in. SUTA, workers’ comp, and benefit costs vary by state and employer, so they stay yours to set.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example to start from.\u003c\/strong\u003e The file opens on a realistic role, so you can see the math working end to end before you replace it with your own.\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\u003eAn owner or HR lead pricing a hire, who needs the real cost behind the salary before committing to it.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead building a budget or a bill rate a client can stand behind.\u003c\/li\u003e\n\u003cli\u003eAnyone setting a contractor or staffing bill rate who has to know the loaded cost underneath it.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eWhat it costs when someone leaves, not what they cost to employ. The Cost of Turnover Calculator covers separation, replacement, and lost-productivity cost.\u003c\/li\u003e\n\u003cli\u003eHow many people you need and what it takes to staff them. The FTE Headcount Planner sizes headcount against demand, and the Workforce Planning Pack adds shift coverage, overtime versus hiring, and labor burden.\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 and reuse for as many roles as you like.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from the free calculator on your site?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free web calculator gives a quick one-time estimate in the browser and resets when you leave. The paid workbook is the file you keep: set your own benefit, tax, and workers’ comp assumptions once and save them, reuse the sheet for every role, duplicate it to compare roles side by side, and drop the numbers straight into your own budget. The formulas are open, so you can see and adjust every line rather than trust a black box.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eAre the numbers exact?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThey are planning estimates. The federal payroll figures use 2026 rates, but state unemployment, workers’ comp, and benefit costs vary by employer, so set the inputs to match yours. The strength of the model is that every assumption is visible and editable.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhy does paid time off change the hourly cost?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003ePaid time off is paid but not worked, so the same annual cost spread over fewer worked hours raises the cost of each hour the person is on the job. The workbook handles that automatically once you enter the days off.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets and start entering your numbers. 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. Federal figures use 2026 rates; state and benefit costs vary, so set them to your own and confirm specifics with a qualified professional. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641502200084,"sku":"TSHR-001","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-001__employee-cost-calculator-hero.jpg?v=1780977917"},{"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":"salary-band-builder","title":"Salary Band Builder","description":"\u003cp\u003eTurn market pay data into a working salary structure. Set one anchor, a progression, and a spread, and the workbook builds every grade’s minimum, midpoint, and maximum, then shows where each of your people sits against their range.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that turns market data into salary bands\u003c\/h3\u003e\u003cp\u003eA working structure, not a blank grid. You set three numbers, the workbook builds the grades, and your people get placed against real ranges. It opens on a filled-in eight-grade example so the math is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSalary Band Builder.\u003c\/strong\u003e Set the Grade 1 midpoint from your market data, the midpoint progression between grades, and the range spread from minimum to maximum. The grade table builds itself: every grade gets a minimum, midpoint, and maximum, with range width, the progression step, and the overlap against the grade below shown per row. On the Employee Placement tab, enter each person’s grade and current salary, and their compa-ratio, range penetration, and Below min, In range, or Above max status fill in from the structure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSummary, benchmarks, and the formulas in plain English.\u003c\/strong\u003e The Summary rolls everything onto one page: the structure’s shape, how many people sit within, below, or above their range, and the average compa-ratio. The Benchmark tab lists typical range spreads and midpoint progressions by job level, summarized from published compensation guidance, so your settings have a reference point. The Notes tab documents how every number is built, including the overlap identity, and explains how to read the placement metrics.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from market data to a structure\u003c\/h3\u003e\u003cp\u003eYou set the anchor and two settings, the workbook builds the grades, and the placements tell you where pay needs attention.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet three inputs.\u003c\/strong\u003e The Grade 1 midpoint from your salary survey, the midpoint progression between grades, and the range spread. The eight-grade table builds on its own.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePlace your people.\u003c\/strong\u003e Enter each person’s grade and current salary. Compa-ratio, range penetration, and an in-or-out-of-range status compute from the structure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead it and adjust.\u003c\/strong\u003e The Summary shows who sits below, within, or above range. Change the progression or the spread and the whole structure rebuilds, so you can test settings before you commit.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eA structure built the way comp teams build them\u003c\/h3\u003e\u003cp\u003eSalary bands only hold up if the math behind them is the standard math and the settings have a reference point, so the workbook keeps both on the surface.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStandard pay-structure formulas.\u003c\/strong\u003e Midpoints step up by your progression, the minimum sits half the spread below the midpoint, and the maximum a full spread above the minimum. The Notes tab documents every calculation, including the overlap identity behind the last column.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eBenchmarks with a stated source.\u003c\/strong\u003e Typical spreads and progressions by job level, summarized from published compensation guidance from WorldatWork, Mercer, and ERI, listed as reference points rather than rules.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example to start from.\u003c\/strong\u003e The file opens on an eight-grade structure with five people placed, so you can see the formulas working end to end before you replace the inputs with your own.\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\u003eAn HR lead or owner formalizing pay for the first time, who needs real grades and ranges instead of one-off offers.\u003c\/li\u003e\n\u003cli\u003eA comp or HR team refreshing an existing structure, testing a new progression or spread before rolling it out.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead who builds pay structures for clients and wants the math documented and defensible.\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 decision on one person’s raise or promotion, not a structure. The Merit Increase Matrix turns performance and range position into an increase, and the Promotion and Internal Equity calculator pressure-tests a single move.\u003c\/li\u003e\n\u003cli\u003eWhat a hire costs all-in, not what the role should pay. The Employee Cost Calculator turns a salary into the fully loaded annual cost.\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. Duplicate it to test a second structure or to keep one per business unit.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eThere are free salary band templates online. Why pay for this one?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eMost free templates are a grid you type ranges into, which leaves the hard part to you. This workbook builds the structure: you set an anchor, a progression, and a spread, and every grade’s minimum, midpoint, and maximum compute on the standard formulas. It then places your people against the ranges, ships benchmark settings with a stated source, and documents every calculation on the Notes tab, so the result holds up when someone asks how the ranges were built.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include salary survey data?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. The workbook builds the structure around the market anchor you set, and its Benchmark tab covers structure settings, meaning spreads and progressions by level rather than pay rates by job. Pull the Grade 1 midpoint from a current salary survey at the percentile you target, usually the market median, and refresh it at least once a year.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow many grades does it build and can the design flex?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe table builds eight grades; use as many as your structure needs and leave the rest. It applies one progression and one spread across the structure, which is the common setup for a small or mid-size organization. If your senior levels need wider ranges, the Notes tab walks through building them as a second structure with their own spread.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the workbook in Excel or Google Sheets and start with the three inputs on the Band Builder tab. 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. The structure is only as good as its market anchor, and pay changes carry legal and equity weight, so confirm current market data and review sensitive decisions with a qualified professional. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503019284,"sku":"TSHR-018","price":39.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-018__salary-band-builder-hero.jpg?v=1780979063"},{"product_id":"hr-compliance-calendar-and-document-audit-kit","title":"HR Compliance Calendar and Document Audit Kit","description":"\u003cp\u003ePut the HR compliance year on a calendar, with the recurring tasks, the required postings, what to keep and how long, and an annual audit you run. You map your year and owners once, adopt a records retention policy, and work an audit and destruction log that keeps your records defensible.\u003c\/p\u003e\u003ch3\u003eThree pieces that put your compliance year on a calendar\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, then the guide explains the year, the policy sets your retention rules, and the workbook runs the calendar and the audit.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eHR Compliance Field Guide.\u003c\/strong\u003e The recurring federal compliance calendar, the postings required on your wall, what to keep and how long, and how to run an annual audit.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRecords Retention and Destruction Policy.\u003c\/strong\u003e A short, editable policy in Word with a retention schedule built in, an annual review sheet, and a destruction log, with shaded fields for your records officer and your footer.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHR Compliance Calendar Workbook.\u003c\/strong\u003e A live calendar of recurring tasks with an owner and a due date, a posting and records audit, and a retention schedule that includes an I-9 destruction-date helper.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eRead the year, map it to owners and dates, adopt the policy, then run the audit and keep the records.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the Field Guide first.\u003c\/strong\u003e It walks the compliance year, the postings, how long to keep each record, and the moments worth a phone call.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eMap your year.\u003c\/strong\u003e On the Compliance Calendar, mark which tasks reach you, set an owner and a due date for each, then work the Document and Posting Audit.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAdopt the policy and keep it.\u003c\/strong\u003e Fill the shaded fields, confirm your state’s retention periods, name a records officer, then use the Annual Review sheet each year and record every purge on the Records Destruction Log.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on current sources and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis gives you a working calendar and a records system; the dates are federal floors, and a legal hold always comes before the schedule.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eA system, not a one-time checklist.\u003c\/strong\u003e The calendar, the audit, and the destruction log are built to run every year, not to file and forget.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eChecked against current rules.\u003c\/strong\u003e The dates, postings, and retention periods reflect the federal requirements in force as of the review date.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFederal floors, not your ceiling.\u003c\/strong\u003e Many duties start at a headcount, which the calendar marks, and state and local rules often start sooner and add their own filings, postings, and periods.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHold before you purge.\u003c\/strong\u003e Get qualified help before you destroy any record tied to an open claim, charge, or audit; a legal hold comes before the schedule.\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 or office manager who owns compliance without a system, and wants the year mapped with owners and dates.\u003c\/li\u003e\n\u003cli\u003eA small or mid-sized employer that needs the postings, the retention periods, and an annual audit in one place.\u003c\/li\u003e\n\u003cli\u003eAn operator preparing to clean up old records who needs to know what to keep and what is safe to destroy.\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 focused audit of your I-9s and wage-and-hour records. The I-9 and Wage and Hour Audit Kit is built for that.\u003c\/li\u003e\n\u003cli\u003eThe foundation policies and an employee handbook. The Small Business HR Policy Starter Pack covers those.\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\u003eA PDF field guide, a Word policy you edit, and an Excel workbook that also works in Google Sheets. Everything is yours to keep and adapt.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is practical HR tools and general information, not legal or tax advice. Deadlines, thresholds, and retention periods change and vary by location.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it cover my state and my size?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe dates and periods are federal floors, and the calendar marks which duties start at a headcount. State and local rules often start sooner and add their own requirements, so confirm what applies everywhere you employ someone.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eCan I rely on it to purge old records?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eUse the retention schedule to see what is past its period, but purge only what is clear, and get qualified help before you destroy any record tied to an open claim, charge, or audit. A legal hold always comes first.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003ePractical HR tools and general information, not legal or tax advice. Deadlines, thresholds, and retention periods change and vary by location, so confirm what applies everywhere you operate and get qualified help before you purge any record tied to an open claim, charge, or audit. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503674644,"sku":"TSHR-036","price":79.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-036__hr-compliance-calendar-and-document-audit-kit-hero.jpg?v=1780979020"},{"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. Word with a PDF.\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. Word with a PDF.\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. Word with a PDF.\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. Word with a PDF.\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\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, 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\u003ch3\u003eBuilt on the 2026 state rules and honest about its limits\u003c\/h3\u003e\u003cp\u003ePosting rules are the part of hiring where one missing element becomes a public complaint, so the pack is careful with the state detail and clear about where counsel takes over.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e The templates and the tracker mark the checkpoints, from a too-wide range to a missing benefits line, and tell you when to route a close or questioned posting to qualified employment counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe rules checked against current sources.\u003c\/strong\u003e The State Requirements Reference reflects the state and District of Columbia posting rules in force in 2026, in California, Colorado, Washington, New York State, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Maryland, Hawaii, and the District of Columbia, with Virginia effective 1 July 2026 and Maine effective 29 July 2026 coming and Delaware not yet in force, framed as a reference to confirm, not a guarantee.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe details that catch people.\u003c\/strong\u003e A benefits description is required in the posting in several states, Colorado also requires the application close date, the District of Columbia requires disclosing that health-care benefits exist before the first interview, and Illinois requires the longest record retention at five years. The reference and the audit carry these.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Every file carries a last-reviewed date, the tracker calculates each retain-until date, and the log keeps the complaint record.\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 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\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 Word templates that also ship as PDFs, 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\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a self-review structure for planning. The pack marks where to bring in qualified employment counsel, and it does not determine that any posting complies. Take a close or questioned posting, and anything already live that breaks a rule, to counsel before you act.\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, and the District of Columbia, with Virginia effective 1 July 2026 and 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, 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 each file carries a last-reviewed date and meaningful updates are released as the rules change. 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. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eTemplates, a tracker, and general business information for planning, not legal or tax advice. State pay-transparency rules differ and change, and several cities and counties have their own, so confirm the current rules for each state and locality where you post with qualified employment counsel. Last reviewed June 2026.\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\/TSHR-046__us-state-pay-transparency-pack-hero.jpg?v=1780979064"},{"product_id":"complete-truestep-hr-system","title":"Complete TrueStep HR System","description":"\u003cp\u003eThe whole library in one place, organized by the HR lifecycle, with a Program Guide that maps every part of HR to the right tool and gives you a rollout order. Seventeen kits and four analytics packs cover hiring, pay, managers, policy, the sensitive systems, and the numbers, each a complete product with its own Start Here.\u003c\/p\u003e\u003ch3\u003eWhat is inside organized by area\u003c\/h3\u003e\u003cp\u003eA Start Here and a Program Guide orient you, then eight area folders hold the kits for each part of the lifecycle.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eProgram Guide and Start Here.\u003c\/strong\u003e The overview: how the system is organized, the kit-by-area map, and the rollout sequence to follow if you are building HR from scratch.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHiring and Onboarding.\u003c\/strong\u003e The Candidate Ghosting Prevention Kit, the Employee Referral Program Kit, the JD, Classification and Pay Transparency Kit, and the New Hire Onboarding and 30-60-90 Kit.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eManaging People and Performance.\u003c\/strong\u003e The People Manager Toolkit, the Performance Review and Calibration Toolkit, and the Training Matrix and Certification Tracker.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eCompensation and Pay.\u003c\/strong\u003e The Compensation Toolkit, which pairs the Salary Band Builder with the Merit Increase Matrix.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePolicy and Compliance.\u003c\/strong\u003e The AI in HR Policy and Risk Checklist, the HR Compliance Calendar and Document Audit Kit, and the Small Business HR Policy Starter Pack.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEmployee Relations and Leave.\u003c\/strong\u003e The Discipline and Termination Decision Kit, the Employee Relations and Workplace Investigations Kit, and the Leave and Accommodation Kit.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRetention and Restructuring.\u003c\/strong\u003e The RIF and Restructure Planning Kit and the Retention and Stay Interview Action Kit.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHR Operations.\u003c\/strong\u003e The HR Operations Binder, an eleven-part records and forms system from hiring through offboarding.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eHR Metrics and Cost Analysis.\u003c\/strong\u003e Four analytics workbooks: the RIF and Restructuring Savings Planner, the Recruiting Analytics Pack, the Turnover and Absence Cost Pack, and the Workforce Planning Pack.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eRead the map, then either solve one problem now or follow the rollout from the foundation up.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the Program Guide first.\u003c\/strong\u003e It maps every part of HR to the right tool and gives you a rollout order.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSolve one problem now.\u003c\/strong\u003e If you have a single need today, open its area folder and follow that kit’s own Start Here.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eOr build from the foundation up.\u003c\/strong\u003e If you are building HR from scratch, follow the sequence in the guide: policy and compliance, then hiring, then pay, then managers, then the sensitive systems.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eReach for the numbers and the records.\u003c\/strong\u003e Use the analytics packs whenever you need a figure, and the HR Operations Binder as the home for your records.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe whole library and honest about its limits\u003c\/h3\u003e\u003cp\u003eThese are working tools and editable templates that prepare a documented position; they are not legal or tax advice and not a compliance guarantee.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEvery product, one system.\u003c\/strong\u003e Seventeen kits and four analytics packs that usually sell separately, organized so they work together.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eChecked against current sources.\u003c\/strong\u003e The legal content reflects general federal practice as of the review date; state and local rules often go further.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eEstimates and starting points.\u003c\/strong\u003e The analytics figures are estimates from the inputs you enter, and every template is a starting point you adapt.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePause where it carries legal weight.\u003c\/strong\u003e Use the tools to prepare a position, then get qualified counsel before a termination, a leave or accommodation denial, a reduction selection or release, a pay correction across a group, an investigation finding, or a close exempt or non-exempt call.\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 team of one or a small department building or replacing a whole HR stack, who wants every area covered in one purchase.\u003c\/li\u003e\n\u003cli\u003eA founder or operator standing up HR for a growing company, who wants a rollout order rather than a pile of files.\u003c\/li\u003e\n\u003cli\u003eA fractional HR consultant who wants a complete, consistent toolset to deploy across clients.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eOnly one area today. Each kit, such as the People Manager Toolkit or the HR Compliance Calendar and Document Audit Kit, is sold on its own.\u003c\/li\u003e\n\u003cli\u003eOnly the numbers. The Workforce Planning Pack and the Recruiting Analytics Pack are sold separately.\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\u003eOne download organized into folders, with PDF guides, editable Word templates, and interactive Excel workbooks. Everything is yours to keep and adapt, and the workbooks also open in Google Sheets.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. These are working tools and editable templates, general information, not legal or tax advice, and not a compliance guarantee. Confirm what applies to you before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo I get every product in the catalog?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYou get the seventeen kits and four analytics packs that make up the system, each with its own Start Here. A handful of single-purpose calculators and regional packs are sold separately.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eShould I buy this or a single kit?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eBuy the system if you are building or replacing more than one area of HR. If you have one problem to solve today, the matching kit on its own will cost less and cover it.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat is the refund policy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat happens after I buy?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eCheckout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here, then the Program Guide; it maps every area to the right tool and gives you a rollout order. If a file gives you trouble, email support@truestephr.com.\u003c\/p\u003e\u003cp\u003eWorking tools and editable templates, not legal or tax advice, and not a compliance guarantee. The figures are estimates and the legal content reflects general federal practice that changes, while state and local rules often go further, so confirm what applies to you and get qualified counsel before you act where it carries legal weight. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641505050900,"sku":"TSHR-057","price":449.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-057__complete-truestep-hr-system-hero.jpg?v=1780978978"},{"product_id":"plant-hr-manager-complete-system","title":"Plant HR Manager Complete System","description":"\u003cp\u003eA plant HR manager, or the plant manager doing the job without one, inherits five fires at once: attendance nobody enforces the same way, supervisors who avoid hard conversations, pay that drifted years ago, hiring on gut feel, and onboarding that loses operators in the first month. Buying five disconnected fixes leaves you to make them agree with each other.\u003c\/p\u003e\u003cp\u003eThe Plant HR Manager Complete System is the five systems built to work together, plus the two tools that run them as one program: a 54-point plant HR audit that tells you where to start, and a 12-month calendar that keeps the whole thing running.\u003c\/p\u003e\u003ch3\u003eWhat is inside\u003c\/h3\u003e\u003cp\u003eFive complete toolkits, each in its own folder with its own Start Here, plus two exclusive workbooks and one license covering everything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003e1. Manufacturing Attendance and Points System.\u003c\/strong\u003e The points tracker with three policy presets, the ready-to-adopt attendance policy, five supervisor conversation scripts, and four bilingual forms.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e2. Shift Supervisor Toolkit.\u003c\/strong\u003e The playbook, quick reference, supervisor workbook, floor conversation scripts, and bilingual documentation forms for the leaders who run your shifts.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e3. Compensation and Shift Differential Toolkit.\u003c\/strong\u003e Salary band builder, shift differential pricing that follows the federal overtime rule, wage ladders, a market check log, and the merit increase matrix with budget rollup.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e4. Manufacturing Hiring Kit.\u003c\/strong\u003e The hiring field guide, operator and maintenance job descriptions, hands-on skills checklists, structured interview guides with score sheets, and a bilingual application, so the floor hires on one fair standard.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e5. Plant Onboarding System.\u003c\/strong\u003e The field guide and onboarding workbook for the first 90 days, the signed safety orientation pack, the day-one floor checklist, the buddy program guide, and editable templates.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePlant HR Audit Checklist (Excel, exclusive to this system).\u003c\/strong\u003e The 54-point audit a sharp HR leader runs in their first 60 days: nine sections from hiring to separation, scored by section so you know exactly where the plant stands, with owners, target dates, and an honest evidence rule.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e12 Month Plant HR Calendar (Excel, exclusive to this system).\u003c\/strong\u003e The operating cadence that keeps it that way: four tasks a month plus a standing weekly rhythm one HR manager can run, tracked by category with progress rollups.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003ePlus the Product License, one license covering everything in this system.\u003c\/p\u003e\u003ch3\u003eWhat makes it different\u003c\/h3\u003e\u003cp\u003eThe two exclusives are tools you cannot buy separately, and they are what turn five toolkits into a program. The audit finds the gaps and tells you which folder to open first. The calendar keeps the gaps closed, with the audits, reviews, and compliance checkpoints paced through the year.\u003c\/p\u003e\u003cp\u003eEvery system inside is the full standalone product, not a sample: the same workbooks, scripts, bilingual forms, and completed examples, organized in numbered folders with a seven-step use order that starts with the audit and ends with the calendar. Each toolkit also stands on its own, so if attendance is your fire today, start there and come back to the rest.\u003c\/p\u003e\u003ch3\u003eQuestions plant leaders ask\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhere do I start?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eRun the audit first. It scores where the plant stands across nine sections and points you at the toolkit that closes your biggest gap. The root Start Here walks the full seven-step order.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this just the five products zipped together?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is the five complete toolkits plus the two exclusive workbooks that exist only here, organized with a single use order and one license. The audit and the calendar are not sold separately.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it work without a dedicated HR person?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. It is built for plant managers, an HR of one, and operations leaders at 20- to 500-employee manufacturers. The calendar is sized for one person to run.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo I need special software?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. The documents open in Word, the guides are PDF, and the workbooks open in Excel or Google Sheets, with a short guide for the Sheets path.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis system is general information to help you run plant HR in a clear, consistent, and defensible way. It is not legal or tax advice, and it is not a substitute for qualified counsel on your specific situation. Attendance, leave, wage, and overtime rules vary by state and change over time, so have policies and pay decisions reviewed against applicable law before you finalize them.\u003c\/p\u003e\u003cp\u003eBuilt by expert HR practitioners and leaders. Backed by a 14-day money-back guarantee. Questions: support@truestephr.com. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52659762626836,"sku":"TSHR-110","price":249.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-110__plant-hr-manager-complete-system-hero.jpg?v=1781296117"},{"product_id":"manager-script-library","title":"Manager Script Library","description":"\u003cp\u003eEvery manager has a conversation they are putting off right now. Not because they do not care, but because they do not know what to say when the employee pushes back, cries, goes silent, or says something that changes everything. So the conversation waits, the problem compounds, and when it finally happens it is improvised and undocumented.\u003c\/p\u003e\u003cp\u003eThe Manager Script Library is the exact words for twenty-six hard conversations, with the replies for what people say back, a planner that preps each one in ten minutes, and a log that keeps the record and flags the follow-up.\u003c\/p\u003e\u003ch3\u003eWhat is inside\u003c\/h3\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003e1. Start Here (PDF).\u003c\/strong\u003e The one-page map: find your script with the Script Selector, plan the conversation, run it from the script, log it the same day.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e2. Manager Script Library (Word and PDF).\u003c\/strong\u003e Twenty-six scripts across eight sections, from the first attendance talk to the termination meeting run with HR, each written to be said almost word for word, with the objective, preparation, exact wording, replies organized by what the employee is likely to say back, documentation guidance, and follow-up actions. A Script Selector matches the situation in front of you to the right script in under a minute.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e3. Conversation Planner and Log (Excel).\u003c\/strong\u003e Plan the conversation down one form: the facts with dates, the standard, the outcome you want, your opening line, and the responses you expect. Then log what was said, what was agreed, and the follow-up date, and let the log flag it when a follow-up comes due or runs late.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003e4. Conversation Quick Reference (PDF).\u003c\/strong\u003e The universal arc every hard conversation follows, the five rules that run through all of them, and the hard-stop list: where you pause and bring in HR the same day.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003ePlus the Product License and a short guide to using the workbook in Google Sheets.\u003c\/p\u003e\u003ch3\u003eWhat makes it different\u003c\/h3\u003e\u003cp\u003eThe replies are the difference. Most script collections give you an opening line and abandon you at the first pushback. Every script here carries the likely responses, organized by what the employee says back, with the suggested reply for each, so the conversation does not fall apart at the moment it matters.\u003c\/p\u003e\u003cp\u003eThe library also knows its limits, and says so out loud: if a conversation reaches harassment, discrimination, a medical condition or a request for leave, a threat, or anything physical, the script stops and the rule is to bring it to HR the same day. Some conversations are not a manager’s to run alone.\u003c\/p\u003e\u003ch3\u003eQuestions managers ask\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eWhich conversations does it cover?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eTwenty-six, across eight sections: attendance, performance and improvement plans, conduct, pay and promotion, retention and resignations, conflict and complaints, growth and recognition, and the termination and position elimination meetings run with HR.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this for one industry?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. The scripts are written for any manager who runs people: a plant, a crew, a practice, an office. The situations are universal; the words are specific.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo I read the script during the conversation?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYou plan from it the day before with the planner, then run the conversation from your plan. The scripts are written to be said almost word for word, and the quick reference carries the arc.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDo I need special software?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. The library opens in Word, the quick reference is PDF, and the planner opens in Excel or Google Sheets. A short guide for Google Sheets is included.\u003c\/p\u003e\u003ch3\u003eScope\u003c\/h3\u003e\u003cp\u003eThis library is general information to help managers run hard conversations consistently and document them fairly. It is not legal or tax advice, and it is not a substitute for qualified counsel on your specific situation. Termination, leave, accommodation, and complaint situations carry legal weight, so involve HR or qualified counsel before you act on them.\u003c\/p\u003e\u003cp\u003eBuilt by expert HR practitioners and leaders. Backed by a 14-day money-back guarantee. Questions: support@truestephr.com. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52659773243668,"sku":"TSHR-160","price":69.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-160__manager-script-library-hero.jpg?v=1781296139"}],"url":"https:\/\/shop.truestephr.com\/collections\/frontpage.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}