{"title":"Retention and Restructuring","description":"\u003cp\u003eTools for keeping the people you want and handling the changes you cannot avoid, from turnover cost and stay interviews to severance and restructuring planning.\u003c\/p\u003e","products":[{"product_id":"cost-of-turnover-calculator","title":"Cost of Turnover Calculator","description":"\u003cp\u003eBuild the real cost of losing one employee from the ground up. Enter the salaries of the people involved and your time and cost assumptions, and the workbook prices the exit, the open vacancy, recruiting a replacement, and the ramp to full speed, then returns the total per departure, the cost as a percent of salary, and the annual cost at your turnover volume.\u003c\/p\u003e\u003ch3\u003eOne Excel workbook that prices a departure from the ground up\u003c\/h3\u003e\u003cp\u003eA working model, not a blank grid. You enter the salaries and your time assumptions, the workbook builds the cost across four stages, 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\u003eCost of Turnover Calculator.\u003c\/strong\u003e Enter the salaries of the role that left, the manager, a coworker, and HR, set your working days, then work down four stages: separation, the open vacancy, recruiting, and onboarding. The workbook prices each person’s time from their pay, adds the output lost while the role is open and while a new hire ramps, and returns the total per departure, the share from each stage, the percent of salary, and the annual cost at your turnover volume. It opens on a worked example so the logic is clear before you change the inputs.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA board-ready summary, sourced benchmarks, and the math in plain English.\u003c\/strong\u003e A one-page Summary pulls the four stage subtotals and the total into a snapshot for a budget conversation. A Benchmark tab holds turnover-cost ranges by role type from Gallup, SHRM, and public research to sanity-check your result, and the Notes tab documents how each number is built.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from a departure to its real cost\u003c\/h3\u003e\u003cp\u003eYou set the pay basis, enter your time and cost assumptions across four stages, and the workbook returns the cost per departure and the annual figure.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet the pay basis.\u003c\/strong\u003e Enter the annual salary of the role that left, plus the manager, coworker, and HR salaries and your working days, so every hour of time below is priced from real pay.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eWork the four stages.\u003c\/strong\u003e Fill the amber cells for separation, the open vacancy, recruiting, and onboarding: the hours each person spends, the days the seat stays open, the recruiting costs, and the ramp time. Everything else calculates.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the total and the percent.\u003c\/strong\u003e The workbook shows the cost per departure, the share from each stage, the cost as a percent of salary, and the annual cost at your turnover volume, so the number is built up rather than guessed.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe cost is mostly lost output, not invoices\u003c\/h3\u003e\u003cp\u003eThe cash you write a check for, job ads and an agency fee, is the small part. The larger cost is the output lost while the seat is empty and while a new hire climbs to full speed, which is why this workbook prices time, not just spend.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eTime is priced, not assumed.\u003c\/strong\u003e Each person’s hours are valued from their own salary spread over working days and an eight-hour day, so the separation, recruiting, and onboarding time carries a real dollar figure.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe two biggest pieces are the ones people skip.\u003c\/strong\u003e Coverage loss while the role is open and lost output while a new hire ramps are usually the largest costs, so the coverage and ramp percentages are the assumptions that move the result most.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eOne departure scales to a year.\u003c\/strong\u003e The workbook multiplies the per-departure cost by the exits you expect for the role, so a high-turnover seat shows its full annual cost instead of a single instance.\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 or finance partner who needs the real cost of a departure to weigh against the cost of retaining people.\u003c\/li\u003e\n\u003cli\u003eA manager building the case for a counteroffer, a retention program, or a faster backfill, with a number instead of a guess.\u003c\/li\u003e\n\u003cli\u003eAn HR leader who wants a board-ready figure for what turnover in a given role costs per exit and per year.\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 yearly cost of seats sitting open from your turnover and time to fill, not the cost of one departure. The Vacancy Cost Calculator prices the drag of open roles across the year.\u003c\/li\u003e\n\u003cli\u003eThe all-in cost of filling a role, recruiting spend and hours on their own, not the full turnover cost. The Cost Per Hire Calculator builds the cost-per-hire figure on the ANSI\/SHRM formula.\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 cost a second role, since one average hides where the cost concentrates.\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 gives a quick browser estimate from a few inputs and resets when you close the tab. This workbook is the model you keep: it builds the cost from the ground up across four stages, prices each person’s time from their own salary, separates the output lost while the role is open from the output lost while a new hire ramps, and rolls it into a board-ready summary, a percent of salary, and an annual figure at your turnover volume. Sourced benchmarks let you sanity-check the result. You set your assumptions once, duplicate the file per role, and read every formula instead of trusting a single number.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is the result?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is only as good as the salaries and the time assumptions you enter, so treat the output as a planning estimate. The figures are most sensitive to the coverage and ramp percentages, the share of output lost while the role is open and while a new hire is still learning, so set those to your situation. The math is correct for the inputs; use your own numbers rather than the example figures.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat does the cost include?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFour stages, each with its own subtotal. Separation is the time to process the exit, accrued PTO, and any severance. Vacancy is the output lost while the seat is empty. Recruiting is job ads, any agency fee, and the hours HR and the manager spend. Onboarding is training, equipment, and the output lost while the new hire ramps to full speed. You can see which stage carries the most cost.\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, enter your salaries and time assumptions, and read the total. 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 result is sensitive to the time-lost assumptions, so treat the coverage and ramp figures as your best estimate and adjust them to your situation. 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It opens on a filled-in example so the math is clear before you change anything.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSeverance Planning Calculator.\u003c\/strong\u003e Set your weeks-of-pay-per-year-of-service formula once, then list every affected employee with their salary and years of service. Each person’s severance computes from the policy, and accrued time off, benefits continuation, outplacement, and an approximate employer payroll tax add on top. The workbook subtotals by employee and totals the cost across the whole reduction, so you see each package and the group cost in one place.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA board-ready summary and a worked example.\u003c\/strong\u003e The summary rolls the reduction onto one page: headcount, total severance, and the all-in cost with the extras included. A Notice and Timeline tab adds screening prompts and date math for notice and release planning, labeled as a planning aid and not a legal determination, and a Benchmark tab shows typical severance by role level. The file opens on a worked example with several employees planned under one policy, and the workbook documents how every number is built, so you can hand the summary to finance or leadership and explain it. Duplicate the file to compare two policies side by side.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThree steps from a policy to a planned cost\u003c\/h3\u003e\u003cp\u003eYou set the policy once, list everyone affected, and the totals tell you what the reduction costs all-in.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eSet your policy.\u003c\/strong\u003e Enter your weeks-of-pay-per-year-of-service formula and any floor or cap. It applies to everyone on the list, so the package stays consistent.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eList who is affected.\u003c\/strong\u003e Add each employee with their salary and years of service. Each person’s severance computes from the policy, with accrued time off, benefits, and outplacement on top.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRead the total.\u003c\/strong\u003e The summary rolls headcount, total severance, and the all-in cost onto one page. Change the policy and the whole model updates, so you can test options before you commit.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eSeverance planned the way it gets decided\u003c\/h3\u003e\u003cp\u003eA severance number only holds up if the policy is applied the same way to everyone and the cost is the loaded cost, so the workbook keeps both on the surface.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eOne policy applied consistently.\u003c\/strong\u003e The weeks-per-year formula and any caps apply to every employee on the list, so the package does not drift from person to person, which is what a defensible reduction needs.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe loaded cost, not base severance.\u003c\/strong\u003e Accrued time off, benefits continuation, and outplacement add on top of the base payout, so the number you plan around is the real cash cost of the reduction.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example to start from.\u003c\/strong\u003e The file opens with several employees planned under one policy, so you can see the model working end to end before you replace it with your own list.\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 planning a layoff or a single separation, who needs the cost before the conversation.\u003c\/li\u003e\n\u003cli\u003eA finance or HR partner pricing a reduction for budget or board approval, who wants every package and the group total in one file.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead who plans reductions for clients and wants the formula consistent and the cost documented.\u003c\/li\u003e\n\u003c\/ul\u003e\u003cp\u003e\u003cstrong\u003eIf you are looking for\u003c\/strong\u003e\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eA quick estimate for one person, not a planning file. The free Severance Pay calculator returns a single package in your browser.\u003c\/li\u003e\n\u003cli\u003eThe full financial picture of a reduction, beyond severance. The RIF and Restructuring Savings Planner models the cost, the ongoing savings, and the payback of the whole restructure.\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 plan a second reduction or to compare two severance policies side by side.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eThere is a free severance calculator on this site. Why pay for this one?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe free tool estimates one person’s package in your browser and resets when you close the tab. This workbook plans a whole reduction: list every affected employee under one policy, and it totals each package and the cost across the group, with accrued time off, benefits, and outplacement on top, then rolls it onto a board-ready summary. You set your assumptions once, keep the file, reuse it for the next reduction, and read every formula instead of trusting a number.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow accurate is it and does it handle the legal side?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe math is only as good as the policy and the figures you enter, so treat the output as a planning estimate. It does not give legal advice. In most cases there is no legal requirement to pay severance; your policy or a contract sets the terms. A reduction can trigger notice rules such as the federal WARN Act, final-pay timing, release agreements, and protected-group considerations that vary by your size, location, and circumstances. The workbook includes a Notice and Timeline tab with screening prompts and date math for planning, but it is a planning aid and not a legal determination, so review any reduction with an employment attorney before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it include accrued time off, benefits, and outplacement?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYes. On top of the base severance from your formula, the workbook adds the value of accrued, unused time off, employer-paid benefits continuation for the months you set, outplacement if you offer it, and an approximate employer payroll tax on the severance, so the planned cost is the loaded cash cost rather than base pay alone. Leave any line at zero if it does not apply.\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 weeks-per-year policy, and add the affected employees. 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. Severance is generally set by your policy or a contract rather than by law, and a reduction can trigger notice, release, and protected-group requirements that vary by size and location, so review sensitive decisions with a qualified professional. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641503150356,"sku":"TSHR-022","price":29.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-022__severance-planning-calculator-hero_a424341d-208a-45a3-940b-37c63fd9d732.jpg?v=1781149819"},{"product_id":"retention-and-stay-interview-action-kit","title":"Retention and Stay Interview Action Kit","description":"\u003cp\u003eKeep your people on purpose, with a flight-risk scorer that ranks who to talk to first, a stay interview people answer candidly, and a log that turns the conversation into action. You score who to keep, run the conversation, commit to one to three real actions, then follow up and re-score as things change.\u003c\/p\u003e\u003ch3\u003eThree pieces that turn a worry about losing someone into a plan\u003c\/h3\u003e\u003cp\u003eA Start Here sets the order, then the guide makes the case, the templates give you the words, and the workbook tells you who to talk to first.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eRetention and Stay Interview Field Guide.\u003c\/strong\u003e Why keeping a good person beats replacing them, how to run a stay interview people answer candidly, and the moments worth a phone call.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eStay Interview Templates and Scripts.\u003c\/strong\u003e A prep checklist, the interview script and worksheet, a retention action plan, a thirty-day follow-up, and an optional question bank.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRetention and Stay Interview Workbook.\u003c\/strong\u003e A flight-risk scorer that ranks who to talk to first, a stay interview tracker, a retention action log, and definitions.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe order to work in\u003c\/h3\u003e\u003cp\u003eScore who to talk to, run the conversation, turn it into a plan, then follow through.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eScore who to talk to.\u003c\/strong\u003e Open the Flight-Risk Scorer, list the people you most want to keep, and let it rank them by retention priority.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRun the conversation and make a plan.\u003c\/strong\u003e Use the script and worksheet, listen far more than you talk, then commit to one to three real actions on the Retention Action Log with an owner and a date.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eFollow up and re-score.\u003c\/strong\u003e Do what you said, check back on the dates you set, and re-score people as things change. A stay interview with no follow-through does more harm than none.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt on real practice and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis gives you a structured way to keep people; it earns trust only when something changes, and some conversations need more than a plan.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eEffort goes where it matters.\u003c\/strong\u003e The flight-risk score ranks who to talk to first, so you do not spread attention evenly across everyone.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePromise only what you will deliver.\u003c\/strong\u003e A stay interview builds trust only when you follow through, so commit to a few real actions rather than a long list.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eSwitch modes if it gets heavier.\u003c\/strong\u003e If a conversation surfaces a complaint about pay, harassment, discrimination, or safety, stop, do not retaliate, and move it to the right process.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDated and reviewable.\u003c\/strong\u003e Get qualified help before a retention decision such as a counteroffer, a pay change, or a promotion that has legal or tax consequences.\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\u003eA manager who wants to keep a key person and does not know how to start the conversation.\u003c\/li\u003e\n\u003cli\u003eAn HR leader trying to cut regrettable turnover with a repeatable stay-interview process.\u003c\/li\u003e\n\u003cli\u003eAn operator who wants to act on flight risk before a resignation, not after.\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 losing someone, to weigh against keeping them. The Cost of Turnover Calculator prices that.\u003c\/li\u003e\n\u003cli\u003eWhat to do when a conversation surfaces a complaint. The Employee Relations and Workplace Investigations 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\u003eA PDF field guide, editable Word templates and scripts, 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. These are practical HR tools and general information, not legal or tax advice. Get qualified help before a retention decision that carries legal or tax consequences.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow does the flight-risk scorer work?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eYou list the people you most want to keep and rate the factors, and the workbook ranks them by retention priority so you know who to talk to first. It is a way to prioritize, not a prediction.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWhat if a stay interview surfaces a complaint?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eStop, do not retaliate, and move it to the right process. A complaint about pay, harassment, discrimination, or safety needs more than a retention plan.\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. What keeps people varies by person and place, so confirm anything that carries weight and get qualified help before a retention decision such as a counteroffer, a pay change, or a promotion that has legal or tax consequences. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504035092,"sku":"TSHR-041","price":69.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-041__retention-and-stay-interview-action-kit-hero.jpg?v=1780979063"},{"product_id":"rif-restructure-planning-kit","title":"RIF \/ Restructure Planning Kit","description":"\u003cp\u003ePlan and run a workforce reduction you can stand behind. A defensible selection, the right notice, a respectful exit, and clear lines for when to bring in counsel.\u003c\/p\u003e\u003ch3\u003eFour files that take you from the decision to the day after\u003c\/h3\u003e\u003cp\u003eA guide to read first, templates to build the paper trail, and a workbook that does the scoring, the fairness check, and the timeline. Built to be used together on one reduction.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eStart Here.\u003c\/strong\u003e How the pieces fit and the order to work in. One page, read it first.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRIF and Restructure Planning Field Guide.\u003c\/strong\u003e The plain-language method for a defensible, humane reduction. It covers whether to cut at all and the alternatives worth trying first, how to choose what to cut, the fairness check, the notice and severance rules that carry real weight, delivering the news, and steadying the team that stays.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRIF and Restructure Planning Templates.\u003c\/strong\u003e Business case memo, selection criteria worksheet, adverse-impact summary, manager notification script, and notice and release checklists. Fill one set per reduction. Opens in Word or Google Docs.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eRIF and Restructure Planning Workbook.\u003c\/strong\u003e A selection scorer that ranks roles on job-related criteria, a four-fifths adverse-impact check by age, sex, and race, a federal WARN screen with the 60-day notice clock, an OWBPA group-disclosure builder, and a separation tracker. Opens on a worked example. Works in Excel or Google Sheets.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eThe method in the order a reduction runs\u003c\/h3\u003e\u003cp\u003eThe kit moves you through four stages, and the workbook and templates map to each one. The score informs the decision; it does not make it.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eConfirm it is the right move.\u003c\/strong\u003e Weigh the reduction against a hiring freeze, reduced hours, or a voluntary buyout, and size the cost and savings before you commit. Cutting too deep forces costly rehiring; too shallow and you are back here in a quarter.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eDefine the unit and the criteria.\u003c\/strong\u003e Decide which group of roles you are choosing from, and write down the job-related criteria, before you look at any names. Doing it in that order is the single most protective habit in a reduction.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eScore, then check the selection.\u003c\/strong\u003e Score roles on consistent criteria in the workbook, then run the four-fifths adverse-impact check and the WARN screen. Both are built to show you where to slow down and get advice, not to hand you a verdict.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003ePlan notice, the exit, and the conversation.\u003c\/strong\u003e Set the timeline, get releases drafted or reviewed by counsel, and deliver the news with a script that treats people decently. Track each person from selection to a signed release, and document as you go.\u003c\/li\u003e\n\u003c\/ul\u003e\u003ch3\u003eBuilt to hold up to scrutiny and honest about its limits\u003c\/h3\u003e\u003cp\u003eThis is the part of HR with the most legal exposure, so the kit is built to be careful where it counts and clear about where a lawyer takes over.\u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003cstrong\u003eNever a stand-in for legal advice.\u003c\/strong\u003e On selection, notice, severance, and releases, the kit marks the legal checkpoints and tells you when to route the decision to qualified counsel.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eA worked example in every file.\u003c\/strong\u003e Each tool opens on a realistic reduction, not a blank sheet you have to decode.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eThe rules checked against current sources.\u003c\/strong\u003e The WARN screen, the OWBPA disclosure, and the four-fifths check reflect current federal standards, framed as guidance to confirm for your situation.\u003c\/li\u003e\n\u003cli\u003e\n\u003cstrong\u003eAssumptions on the surface.\u003c\/strong\u003e Every figure shows the inputs and rates behind it, so you can match them to your own numbers.\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 manager facing a reduction for the first time who wants to do it carefully.\u003c\/li\u003e\n\u003cli\u003eAn HR team of one who needs structure, a paper trail, and a fairness check without a consultant’s bill.\u003c\/li\u003e\n\u003cli\u003eA consultant or fractional HR lead guiding a client through a restructuring.\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 single exit, not selection from a group. The Discipline and Termination Decision Kit is built for individual exits and progressive discipline.\u003c\/li\u003e\n\u003cli\u003eA reduction outside the US. This kit is built around US federal rules, so for the EU start with the Global Employer line.\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\u003eWord, Excel, and PDF. The templates open in Word or Google Docs, and the workbook in Excel or Google Sheets. Everything is editable and yours to keep.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs this legal advice?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. It is general information and a set of estimates for planning. Because a reduction carries real legal exposure, the kit flags where to route a decision to qualified employment counsel, and you should do that before you act.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eHow is this different from free RIF templates online?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eFree templates give you documents. This kit gives you the order of operations and the checks between them: criteria before names, a scorer that produces a record, the four-fifths check on the result, the WARN screen and notice clock, and the OWBPA disclosure builder, with the points where counsel takes over clearly marked. The files are the smallest part of running a reduction well.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDoes it cover my state’s notice law?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eThe workbook screens the federal WARN trigger and counts the 60-day notice clock. State mini-WARN laws differ and several are stricter, so the kit prompts you to confirm the rules where you operate rather than assume the federal line.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eIs it a subscription?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eNo. One-time purchase, instant download, no recurring fee. You keep the files.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eWill it stay current as the rules change?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eEach file carries a last-reviewed date so you can see how current it is, and meaningful updates are released as the rules 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\u003eCan I buy it on its own or only in a bundle?\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eIt is sold on its own. It is also part of the Complete TrueStep HR System if you want the full library of kits and packs in one download.\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\u003eEstimates and general business information for planning, not legal or tax advice. Have qualified employment counsel review your selection, notice, and release before you act. Last reviewed June 2026.\u003c\/p\u003e","brand":"TrueStep HR","offers":[{"title":"Default Title","offer_id":52641504067860,"sku":"TSHR-042","price":129.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/files\/TSHR-042__rif-restructure-planning-kit-hero.jpg?v=1780979063"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1013\/9048\/3732\/collections\/retention-and-restructuring-banner.jpg?v=1781299019","url":"https:\/\/shop.truestephr.com\/collections\/retention-and-restructuring.oembed","provider":"TrueStep HR","version":"1.0","type":"link"}