About ReadyDocs HR
Most Texas small business owners didn't start their company to become HR experts. They started it to make great food, run a tight shop, build something with their hands, or serve their community. HR documentation is the last thing on their list — until the day it suddenly becomes the only thing.
ReadyDocs HR exists to close that gap. Fortune 50 quality HR infrastructure, at a price that makes sense for Main Street.
Our Mission
Texas small businesses create jobs, serve communities, and drive local economies. But the HR documentation infrastructure that protects those businesses — and the people who work for them — has always been priced for large companies and built by attorneys charging hundreds of dollars an hour.
ReadyDocs HR was built to fix that. Every document we produce is built against the same compliance framework a Texas employment attorney would use — the Texas Guidebook for Employers 2024, EEOC guidance, FLSA, and Texas Payday Law. The difference is delivery: 1–3 days, one-time pricing, and a process that doesn't require you to already know what you need.
We serve six industries across Texas: Food & Beverage, Retail, Auto Services, Construction, Landscaping & Lawn Care, and Salon & Spa. Every document set is customized to the business — not just industry-specific, but specific to the company's pay practices, policies, roles, and reporting structure.
"Fortune 50 quality presentation for a Main Street business price. That contrast is the product."Derek Worth, SPHR — Founder
What ReadyDocs HR Is
We're a document service. That's a specific thing. Here's exactly what it means.
The Compliance Foundation
Every ReadyDocs HR document is produced against a defined compliance framework — not a generic checklist, but the specific federal and Texas sources that Texas employment attorneys work from daily.
At-will language appears on every signed document. The 6-day involuntary final pay rule is in every separation checklist. PWFA accommodations are in every handbook. FLSA classifications are verified on every offer letter. The right language, in the right documents, every time.
The Care Plan exists because this framework changes. Texas and federal employment law is updated every year — new EEOC guidance, TWC policy changes, FLSA threshold adjustments. Care Plan members receive an annual compliance refresh so their documents stay current.
The definitive Texas employment law reference — hiring, pay practices, separation, and posting requirements. Every document reflects current TWC guidance.
Protected class language, reasonable accommodation procedures, anti-harassment policy, and proper EEO statements — all current with federal guidance.
Correct exempt/non-exempt classifications, overtime calculation, workweek definition, and minimum wage compliance on every applicable document.
Pay frequency requirements, final pay timelines (6-day involuntary rule), permissible deductions, and TWC posting requirements — documented correctly every time.
TDLR for salons, OSHA 1926 for construction, heat illness prevention for landscaping and F&B kitchens, TABC references for food service, TDA pesticide licensing for lawn care.
Six Industries Served
Each of our six industry modules includes specific operational policies, compliance language, and terminology that apply to that business — not adapted from a generic template.
Tip credit policy, food handler cert requirements, TABC references, split-shift scheduling, tip pooling, and working interview pay rules for line cook demos.
Cash handling procedures, loss prevention policy, seasonal staffing language, key holder trust and access documentation, inventory shrinkage policy.
Flat-rate and commission pay FLSA compliance, tool ownership policy, OSHA 1910 safety standards, GHS/HazCom chemical safety, EPA 608 certification references.
Worker classification (employee vs. subcontractor), OSHA 1926 safety, fall protection, 811 call-before-you-dig requirements, heat illness prevention, prevailing wage references.
OSHA heat illness prevention (actively enforced in Texas heat), TDA pesticide applicator licensing requirements, crew classification, 811 dig safety, equipment operator requirements.
Booth rental vs. employee distinction (misclassification risk), TDLR licensing compliance for all service providers, tip credit rules, client non-solicitation policy, sanitation documentation.
How We Work
Generic HR templates are written for everyone, which means they're written for no one in particular. Every ReadyDocs HR document is built to the specific answers in your intake form — your pay schedule, your roles, your policies, your industry.
At-will language doesn't belong in just the handbook — it belongs on every document a new hire signs. The 6-day final pay rule belongs in the separation checklist, not a footnote. The right language in the right place, every time.
The contrast between what a Fortune 50 company's HR department gets and what a 10-person restaurant gets shouldn't be $9,000. That gap is the product. Every document we deliver is held to the standard of what a large company's HR department would be proud to put their name on.
We are not attorneys. Our documents are not legal advice. We say this clearly in every footer, on every document, and in every client interaction — because a client who understands what we are uses our work correctly and gets full value from it.
Seven to ten business days is fast for a 30-document customized system. It's fast because we have a defined build process, a tested compliance framework, and industry-specific document sets ready to customize — not because we're cutting corners.
A document system that was compliant in 2023 may not be compliant today. The Care Plan exists because we believe our obligation to a client doesn't end at delivery — it ends when their documents are no longer the right tool for the job.
What You Can Expect
Every field you fill out appears in your documents. Your company name, your pay schedule, your specific roles, your industry module — all of it, not a placeholder waiting for you to fill in.
Every order goes through a quality review checklist before it ships — verifying at-will language, FLSA classifications, pay documentation, and industry-specific requirements.
Every PDF is production-ready — proper margins, professional headers and footers, named clearly. You shouldn't have to do any formatting work after receiving your documents.
Every order submission, every update request, every question gets a response within one business day. If something about your order needs clarification, we'll reach out before we begin production.
ReadyDocs HR is not a law firm and does not provide legal advice. Our documents are produced to reflect current federal and Texas employment law requirements as of the date of delivery — but they are not a substitute for legal counsel on specific situations.
Every ReadyDocs HR document includes the following footer: "Prepared to reflect current federal and Texas employment law requirements. For questions specific to your situation, consult a licensed employment attorney." We mean it. Our goal is to give you the document foundation that makes attorney time efficient — not to replace it.
Get Started
Fill out a 15-minute intake form. We build 30 customized, compliance-verified documents. You get them in 1–3 business days.