Free Resources
Three high-value resources that replace what would otherwise cost $2,000+ in legal consultation. Each one solves an urgent HR problem for SMB owners — immediately and for free.
The Exact Scripts, Checklists, and Templates That Prevent a $200K Wrongful Termination Lawsuit
7 Compliance Skills Every New Manager Needs Before They Cost You a Lawsuit
5 Ready-to-Use Policies for SMBs Using AI in Hiring, Scheduling, and Performance Management
The Exact Scripts, Checklists, and Templates That Prevent a $200K Wrongful Termination Lawsuit
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Follow-Up Paid Offer
The Defensible Manager Training System ($299–$499)
A comprehensive course expanding the termination kit into a full manager compliance training program covering terminations, PIPs, accommodation requests, harassment prevention, and documentation best practices.
Target Audience
SMB owners and managers (10–250 employees) who have terminated or will soon terminate an employee
Why This Converts
Termination is the single highest-anxiety HR event. The average wrongful termination lawsuit costs $200K. This kit replaces a $5,000+ employment attorney consultation with an immediately actionable system.
Answer all four. If any answer is "No," do not terminate until you can change it to "Yes."
"This is not personal."
Implies the decision may not be performance-based, opening the door to pretextual termination claims.
"We are going in a different direction."
Vague language that fails to establish a legitimate, documented reason.
"You are just not a good fit."
"Fit" is legally meaningless and can be interpreted as code for discrimination.
"We need someone with more energy."
Frequently interpreted as an age-related comment in discrimination claims.
"I wish I did not have to do this."
Undermines the company's position that the termination was justified.
Opening Statement
"[Name], thank you for coming in. I want to be direct with you. We have made the decision to end your employment with [Company], effective today. This decision is based on [specific, documented reason]."
Transition
"I understand this is difficult. This was not a decision made lightly, and it reflects the issues we have documented over the past [timeframe]."
Logistics
"Here is what happens next. [HR contact] will walk you through your final paycheck, benefits continuation, and return of company property."
Close
"We wish you well in your next role. Do you have any questions about the logistics?"
7 Compliance Skills Every New Manager Needs Before They Cost You a Lawsuit
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Follow-Up Paid Offer
The Defensible Manager Certification Program ($499–$999)
A structured training program with video modules, templates, quizzes, and a completion certificate that gives SMB owners documented proof their managers have been trained.
Target Audience
SMB owners who have recently promoted employees into management roles without formal training
Why This Converts
60% of new managers receive zero compliance training in their first year. This guide names a problem the reader already feels but has not articulated — and offers a structured, immediately actionable solution.
Documenting Performance Issues
The 24-hour rule, the 7-element template, and the 3 mistakes that destroy defensibility.
Conducting a Compliant Termination
Pre-termination checklist, the script, and what to say when the employee cries, threatens, or asks "why."
Handling Accommodation Requests
The 4-step interactive process — because the employee does not have to say "accommodation" to trigger your obligation.
Preventing Harassment Claims
Your legal obligation when someone reports harassment: the 4-step protocol.
Managing Leave Requests
FMLA, ADA, and state laws — the 3 things you can never ask about medical leave.
Giving Feedback Without Liability
The SBI + Documentation framework: Situation, Behavior, Impact + written record.
Knowing When to Escalate
The 5 red-flag scenarios that require immediate escalation — do not handle alone.
Employee with chronic back pain requests a standing desk.
Correct Response
"I appreciate you telling me. Let us talk about what would help you be comfortable and productive. Can we meet tomorrow to discuss options?"
Wrong Response
"We do not have the budget for that. Can you just take more breaks?"
Employee returning from surgery requests a modified schedule.
Correct Response
"Thank you for letting me know. Can you get a note from your doctor outlining the recommended schedule? We will work together to find a solution."
Wrong Response
"We really need you full-time right now. Can you push through it?"
Employee with anxiety requests to work from home two days per week.
Correct Response
"I want to make sure we support you. Let us sit down and discuss how we can make this work while keeping your projects on track."
Wrong Response
"Everyone wants to work from home. If I do it for you, I have to do it for everyone."
Stop. Do not handle these alone.
5 Ready-to-Use Policies for SMBs Using AI in Hiring, Scheduling, and Performance Management
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Follow-Up Paid Offer
The AI Governance Implementation Kit ($399–$699)
Expands the 5 free policies into a full AI governance framework with employee training materials, vendor evaluation scorecards, bias audit procurement guides, and quarterly compliance review templates.
Target Audience
SMB owners using AI-powered tools — even if they do not realize those tools use AI
Why This Converts
AI governance is the fastest-moving compliance frontier. Most SMBs have no AI policies and do not realize they need them. This creates first-mover authority on a topic where competitors have almost no content.
AI-Assisted Hiring & Candidate Screening
Disclosure requirements, bias audit obligations, candidate opt-out procedures, and vendor accountability.
AI-Powered Scheduling & Shift Management
Accommodation interaction requirements, override procedures, and documentation standards.
AI Performance Monitoring & Analytics
Data collection limits, employee notification, human review requirements for adverse actions.
AI in Employee Communications
Disclosure for AI-generated messages, limitations on automated disciplinary communications.
AI Data Privacy & Employee Rights
Access rights, correction rights, retention schedules, and breach notification procedures.
| State | Requirement | Status |
|---|---|---|
| New York City | Annual bias audit; 10-day candidate notice before AEDT use | Active |
| Illinois | Notify candidates of AI video analysis; consent required | Active |
| Colorado | Bias testing for AI hiring tools; disclosure required | Active |
| California | Comprehensive AI hiring disclosure and opt-out rights | Pending |
| Maryland | No facial recognition in interviews without consent | Active |
| Texas | AI hiring transparency for employers with 50+ employees | Pending |
Do you know which of your HR tools use AI or algorithmic decision-making?
Have you notified candidates that AI tools are used in your hiring process?
Has your AI hiring tool undergone an independent bias audit in the past 12 months?
Do you have a written AI hiring policy that complies with your state's requirements?
Is there a human review step before any AI-generated hiring rejection?
Have you notified employees about AI performance monitoring tools?
Full assessment includes 12 questions with scoring guide. Download the complete pack for the full version.