Install one, and your AI knows Connecticut employment law the way an HR director does.
Each skill is a working set of instructions I wrote and tested — it asks you the right questions, does the dated math, cites what it's relying on, and tells you plainly when a question has moved past what a tool should answer.
The wages or wage range, and a general description of benefits, in the posting itself. No size threshold, internal postings included. The kit gets yours ready in an afternoon: a clear guide, the pre-October checklist, the wage range worksheet, a benefits description builder, copy-paste posting language, and the October 1 Compliance Check, a Claude Skill. Written from the enrolled act by Erin Glover, SHRM-SCP.
Onboarding, a first-time manager, a written warning, the OSHA log, the skills matrix. Each one is stamped to its version and the law it was verified against — you own that version outright, and the skill tells you plainly when a line has gone stale.
See more tools belowConcierge members hold the CT Pay Transparency Kit and the current version of every skill on this page, re-verified as Connecticut law moves, alongside the full tool library and a live hour with me every month. When a skill reaches its stopping point, members don't reach a wall — they reach a person. $149/month or $1,490/year, flat.
Get everything with the Concierge, $149/monthThe first question does most of the work. The other two shape the why.
Each one installs as a Claude Skill. Buy it once; it's yours.
For the owner who just got the call from the floor. Every injury logged the right way, with Salem, the safety skunk.
For the owner who just realized one person holds the keys. Find your single points of failure, then build the bench behind them.
The Connecticut employer playbook. Build your obligations map from headcount and dates, then turn it into small recurring habits.
A ninety-day climb for the first-time manager. A readiness read at the trailhead, six basecamps, one rep a day.
A new hire's first ninety days, planned from the day they say yes — including the dated paperwork clocks.
Discipline documentation for the owner who has never had to do it. Plans the conversation first, then writes the warning.
A sample obligations map for a fictional eleven-person employer. Every line carries what it's based on and the date it was last checked.
Report each new hire to the state within twenty days of their start date.
You're inside the covered group at eleven people. Accrual and carryover need to be running.
Applies at one employee, and you administer it — the employee applies to you, and you designate qualifying leave.
Starting October 1, every posting, internal and external, carries the wage or wage range you set in good faith and a general description of benefits. No size exception. Update anything still live before that date.
Due within six months of hire for your July start. Two employees are inside the window now.
Connecticut's 2026 overhaul has staggered effective dates running into 2028. Three touch you.
Fifty-employee threshold. Not you, and not close.
Applies at one hundred employees, or fifty with a federal contract of $50,000 or more.
The income-replacement benefit is applied for through and paid by the CT Paid Leave Authority — your part is the payroll deduction.
Then it turns the left column into a calendar of small recurring habits — a fifteen-minute thing each month rather than one bad afternoon in September.
These are Claude Skills. You add one to your Claude account and it wakes up on its own when you ask something it covers — no prompt to remember, no tab to keep open.Your business details stay in your account. They never come to me.
A skill tells you what the law says and where it says it. Whether it applies to your exact situation is your attorney's call, and the skill will say so rather than guess.
If it can't verify something, it says it can't. A confident wrong answer is worse than no answer, so the skills are built to stop instead.
When the real trouble is two people doing the same job at different pay, or a chart nobody agrees on, the skill names it and hands it to me.
When you'd rather hold the paperwork than ask for it.
A Connecticut handbook that's actually current — built section by section for businesses with three to twenty people.
Offer letters, new-hire paperwork, and first-week documentation — “you're hired” to a clean personnel file.
Every skill is built with deliberate stopping points — and it will tell you when you've reached one.
Building wage ranges has a way of surfacing things: two people doing the same work paid differently, with no sentence that explains why. That's not a posting problem, and no template should pretend otherwise. When a skill finds a structure question, it says so plainly — and that's where I pick up.
Every Glover & Co. engagement starts with the Readiness Read — a flat-fee diagnostic, credited in full toward further work.
About the Readiness ReadThe honest fine print. Skills and kits are educational and do not constitute legal advice. They summarize Connecticut law in plain English with sources cited; compliance conclusions for your specific situation belong to your attorney. Digital products — all sales final, and if something doesn't work for you, email me and I'll make it right.
Sold by Glover & Co. · Newington, Connecticut · erin@gloverco.ai
Steady Habits · v1.1 · verified against Connecticut law as of August 30, 2026
The Leadership Journey · v1.1 · August 2026
The CT Pay Transparency Kit · v1.1 · now including the October 1 Compliance Check · current through Public Act 26-12 · October 2026