Everything below is built from work done for real companies with real people in them. Start at the front door if you're not sure what you're looking at — that's what it's for, and it's the part most worth using.
Five questions, two minutes. It works out whether you're looking at a performance question, a conduct question, or something that isn't really about the person at all — then tells you which document comes next, and what to get right before you write it.
Work it outBuilds a performance improvement plan that holds — the pattern, the prior conversations, measurable expectations, the support you'll provide, and what happens if it isn't met. Flags what's missing as you go. Prints on your letterhead.
The lighter instrument, and the right one far more often than people think. Structured support with the business's obligations written down beside the employee's. Thirty to sixty days, then an honest look.
For businesses that staff up for a season. Name the roles, the headcount, and the first shift, and it schedules the whole ramp backward — starting with calls to the people who worked it last year. A preview for now: it runs in your browser and nothing saves yet. Click around and tell Erin what it should remember.
The first ninety days of a hire, end to end. Enter the start date and it computes every dated obligation that follows — the I-9 clock, the Connecticut reporting deadline, the harassment notice at three months and the training at six — and marks them before you reach them. Federal items are tagged separately from Connecticut ones. Your work saves as you go.
Someone got hurt on the floor. Now what? Describe what happened, answer a few plain questions, and the Safety Log decides whether the case belongs on the OSHA 300 log, in which column, and by when. A serious injury shows the report-to-OSHA screen first. It keeps the 300 log, the 301 reports and the 300A summary, tracks every deadline, and hands cases to Claude without names. Salem, the safety skunk, keeps you company. Saves in your browser.
Who can your team not run without? Every team task gets one owner and one ready backup, split evenly across job titles that each carry their own scope. The board flags single points of failure, heavy loads, and concentrated knowledge, asks the fairness questions when two titles do the same work, and shows a Team view you can share. Downloads the full Excel workbook. Saves in your browser.
Your company's year on one calendar. Choose your pay days, the holidays you observe, the seasons of your work and the heritage and awareness months you recognize, and Erin walks you through every month with a note and a workforce fact. Add the dates to Google, Outlook or Apple Calendar, save a page to share with your team, or print a wall calendar for the break room.
Six questions about your business, and it shows you which policies actually apply — the rule and your number, not a lecture. Adopt them, fill in your choices, and print a numbered, dated handbook your people can actually sign. A preview: it runs in your browser and nothing saves yet. Click around and tell Erin what it should remember.
For conduct rather than performance — names the rule, the breach, the expectation going forward, and what follows if it recurs.
For when the job is the thing that's broken. Five things the role exists to do, the authority it needs, and whether it's quietly two jobs.
Everything you need to make every posting compliant before October 1, when Public Act 26-12 requires a wage range and a benefits description on every job posting in Connecticut — internal or external, no matter your size. The plain-English guide, a wage range worksheet that produces your good-faith record, copy-paste posting language, a benefits builder, and a Claude Project Kit that reviews your postings for you. Included with your membership.
The free one-page version — ten steps in order, from finding every posting you forgot was live to filing the records that become your good-faith evidence. Print it, pin it up, start with step one.
[One or two lines that say what it's about and why it matters this month — the same register as the rest of this, plain and unhurried.]
Sixty minutes, everyone on the same call, cameras optional. General questions — the kind where the answer is useful to everyone listening. Anything specific to a named employee belongs in a working session instead. Not recorded, which is the point.
If you're looking at something with a history to it, more than one person involved, or a knot you can't quite name — write to me. I'll come back within [one business day]. And if the same problem keeps turning up in three different roles, that's a structure question rather than a people question, and it's a short conversation worth having.