HR Compliance Calendar and Document Audit Kit

Put 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.

Three pieces that put your compliance year on a calendar

A 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.

• HR Compliance Field Guide. The recurring federal compliance calendar, the postings required on your wall, what to keep and how long, and how to run an annual audit.
• Records Retention and Destruction Policy. 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.
• HR Compliance Calendar Workbook. 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.

The order to work in

Read the year, map it to owners and dates, adopt the policy, then run the audit and keep the records.

• Read the Field Guide first. It walks the compliance year, the postings, how long to keep each record, and the moments worth a phone call.
• Map your year. 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.
• Adopt the policy and keep it. 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.

Who it is built for and where to go if that is not you

Built for

• An HR generalist or office manager who owns compliance without a system, and wants the year mapped with owners and dates.
• A small or mid-sized employer that needs the postings, the retention periods, and an annual audit in one place.
• An operator preparing to clean up old records who needs to know what to keep and what is safe to destroy.

If you are looking for

• A focused audit of your I-9s and wage-and-hour records. The I-9 and Wage and Hour Audit Kit is built for that.
• The foundation policies and an employee handbook. The Small Business HR Policy Starter Pack covers those.

Before you buy

What format is it and can I edit it?

A 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.

Does it cover my state and my size?

The 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.

Can I rely on it to purge old records?

Use 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.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.

How the download works

Your files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at truestephr.com/pages/download-help.

Scope

This kit is a set of working tools and editable templates for running an HR process in a clear, consistent, and defensible way. It is not legal advice, and it is not a substitute for qualified counsel on your specific situation. The rules in this area vary by jurisdiction, they change, and applying a template to the wrong facts can create the exact exposure you are trying to avoid. Have your policies, your notices, and any individual decision reviewed against applicable law before you act on them.