1
Business
2
Contacts
3
Pay
4
PTO & Benefits
5
Policies
6
Roles
7
Structure
8
Delivery

ReadyDocs HR — New Order

Tell us about
your business.

Your answers customize every document in your order. As you fill out the form, you'll see exactly what each answer means for your compliance and what we'll include.

8–12 minutes Confidential All 6 Texas industries

How this form works: As you answer each question, you'll see notes appear explaining exactly what that answer means for your kit and your legal compliance. These aren't generic warnings — they're specific to your answers.

1

Business Information

Full legal name as registered in Texas. Used on all documents.

✓
Included in your kit

Food & Beverage module (B1) covers tip credit policy, food handler certification requirements, split shift and scheduling rules, food safety compliance language, tip pooling policy, and TABC references. All of this goes into your handbook automatically.

✓
Included in your kit

Retail module (B2) covers cash handling procedures, loss prevention policy, seasonal staffing language, shift differential rules, and shrink/inventory policy. All included in your handbook.

✓
Included in your kit

Auto Services module (B3) covers flat-rate and commission pay FLSA compliance, tool ownership policy, OSHA 1910 safety standards, GHS/HazCom chemical safety, and EPA 608 certification references.

✓
Included in your kit

Construction module (B4) covers worker classification (employee vs. subcontractor), OSHA 1926 construction safety standards, fall protection policy, 811 before-you-dig requirements, and prevailing wage references.

✓
Included in your kit

Landscaping & Lawn Care module (B5) covers worker classification, OSHA heat illness prevention (now actively enforced in Texas), TDA pesticide applicator licensing requirements, and 811 call-before-you-dig policy.

✓
Included in your kit

Salon & Spa module (B6) covers booth rental vs. employee classification, TDLR licensing requirements, tip credit rules, client non-solicitation policy, and TDLR sanitation compliance language.

ℹ
Compliance note

Under 15 employees: ADA does not apply yet — it triggers at 15. Your handbook will reflect your current status with a growth note.

⚠
ADA now applies

At 15 employees, the ADA applies in full. Your handbook will include complete ADA accommodation language, updated EEO statement, and the required "reasonable accommodation" procedure.

⚠
COBRA now applies

At 20+ employees, COBRA applies if you offer group health insurance. We'll include the required COBRA notification procedure in your offboarding checklist.

★
FMLA now applies

At 50+ employees within 75 miles, FMLA applies. Your handbook will include the full FMLA policy and required General Notice poster.

2

Owner & HR Contact Information

This name goes into your handbook as the only person authorized to modify the at-will employment policy in writing. Required for Texas compliance.

Person who handles day-to-day HR. May be the owner.

✓
Required for harassment policy

If an employee has a complaint about the primary contact, they need someone else to report to. Both contacts are named in your anti-harassment policy.

3

Pay Practices & Compliance

These answers complete required fields in your handbook, offer letters, and the Texas Workforce Commission Payday Law poster — a required workplace posting. Incorrect pay information is one of the most common compliance gaps for Texas small businesses.

✓
Texas Payday Law — compliant

Your selected pay frequency meets the Texas Payday Law requirement. We'll document this in your handbook and on the required TWC poster.

Enter specific days, not just frequency. This appears on the required TWC Payday Law poster and in your handbook.

✓
Texas Payday Law — compliant

Salaried (exempt) employees must be paid at least once per month. Your selection meets this requirement.

✓
FLSA overtime — documented

Your workweek start is documented. FLSA requires a fixed 7-day workweek for overtime calculation. This will be specified in your handbook and offer letters.

✓
Included in your kit

Direct deposit requires written employee authorization under the Texas Payday Law. Your kit includes a Direct Deposit Authorization form that satisfies this requirement.

ℹ
Pay card note

Pay cards are permitted under the Texas Payday Law with written employee consent. Your handbook will document the pay card policy and consent requirement.

⚠
Tip credit — documented in full

Tip credit requires specific documentation. Your handbook and offer letters will include: the $2.13/hr cash wage disclosure, the minimum wage floor guarantee ($7.25/hr total), the overtime calculation method for tipped employees, and tip pooling rules.

✓
Standard minimum wage

All employees paid at least $7.25/hr. Standard overtime and wage provisions apply. Documented in your handbook and offer letters.

4

PTO, Leave & Benefits

⚠
Texas PTO law — important

Texas has no law requiring paid time off. However, if you promise PTO in writing, it becomes legally enforceable under the Texas Payday Law. Answer every question in this section precisely — the wording in your handbook will match your answers exactly.

ℹ
Accrual PTO — documented

We'll document your accrual rate, eligibility waiting period, and carryover rules precisely. Accrued PTO becomes an enforceable wage once promised — so the terms matter.

ℹ
Lump sum PTO — documented

We'll document the annual amount, eligibility date, and any forfeiture rules. Your handbook will specify whether unused PTO is forfeited or paid out at separation.

✓
No PTO — protected

Your handbook will explicitly state that no paid time off is offered. This protects you from implied entitlement claims.

Leave blank if no PTO offered.

ℹ
PTO payout — documented

Accrued PTO is paid out at separation. This becomes an enforceable obligation once stated in writing. Your final pay checklist will include a PTO payout calculation line.

ℹ
Conditional payout — documented

We'll document the 2-week notice condition precisely. Courts will enforce this as written.

✓
Forfeiture — documented & protected

Without explicit forfeiture language, Texas courts may require you to pay out unused PTO even if that was never your intent. Your handbook will state this clearly.

✓
No PTO — no payout obligation

No payout required. Your handbook will confirm no PTO is offered.

⚠
COBRA applies

With 20+ employees and group health insurance, COBRA applies. Your offboarding checklist will include the required COBRA notification step and 14-day notice deadline.

⚠
Texas Mini-COBRA applies

Texas Mini-COBRA applies to employers with 2–19 employees who offer group health insurance. Employees may continue coverage for up to 9 months after separation.

✓
No continuation coverage required

No health insurance means no COBRA or Mini-COBRA obligation. Your handbook will note that no group health benefits are offered.

5

Workplace Policies

✓
TDI Coverage Notice — included

Your kit will include the Texas Department of Insurance (TDI) Notice of Workers' Compensation Coverage — required posting for all covered Texas employers.

⚠
Non-subscriber notice — required

Texas employers who do not carry workers' comp must post the TDI Non-Subscriber Notice. Your kit will include the correct notice.

✓
Drug-Free Workplace Policy — included

Your handbook will include a Drug-Free Workplace policy with pre-employment testing language documented correctly under ADA rules.

✓
FCRA Authorization Form — included

Background checks require written authorization under the FCRA. Your kit includes the Authorization for Background Check form and Texas-compliant criminal history question phrasing.

ℹ
No background checks

Your Employment Application will not include background check authorization language.

ℹ
Driver & Vehicle Policy — included

Your handbook will include a Driver and Vehicle Policy: valid license/insurance requirements, accident reporting, and distracted driving prohibition.

6

Job Descriptions & Offer Letters

Up to 5 job descriptions are included with Complete System and Hiring Kit orders, built from industry-specific role starters and customized to your company.

ℹ
Salaried offer letter — FLSA notice

Your salaried offer letter will include the required FLSA exempt classification notice: salary minimum ($684/week), duties basis, and a clear statement that the role is not entitled to overtime.

⚠
Contractor classification warning

This letter includes an internal warning box (delete before sending) explaining the IRS 20-factor test. Misclassification is one of the costliest employment law mistakes.

⚠
Exempt classification — verified in kit

Salaried exempt employees must earn at least $684/week AND meet federal duties criteria. We'll verify the classification basis in the offer letter and flag it in the quality review checklist.

7

Reporting Structure

Use exact titles employees see on paper. These appear in offer letters, job descriptions, and the handbook.

8

Delivery & Additional Notes

Standard delivery: 1–3 business days. Print & Present physical shipping may be longer. We'll confirm your timeline after reviewing your submission.

✓
Care Plan added

Annual compliance refresh, updated poster reference, priority 48-hr turnaround, 10% off future orders, and 4 free reference guides. Texas law changes every year — your documents will keep up.

Ready to submit your order?

Review your answers above, then click Submit. We'll review your submission and reach out within one business day to confirm your order, timeline, and payment before we begin production.

By submitting this form, I confirm that the information provided is accurate to the best of my knowledge and authorize ReadyDocs HR to use it to produce the ordered documents. All information is kept confidential and used solely for document production. Payment will be collected separately via secure Stripe checkout after order confirmation.

Delivered as a ZIP of print-ready PDFs to your email. Payment is collected separately via Stripe after order confirmation.

Your Order — Live Preview

Updates as you answer each question

Fill out the form to see what's included in your kit.

ReadyDocs HR — Update or Revise

Update or revise existing documents.

Already have ReadyDocs HR documents? Use this form to request changes — new roles, updated policies, pay practice changes, or any other revisions.

Document Update Request

Describe what needs to change — we'll review and quote if needed.

By submitting this form, I confirm I am the original client or an authorized representative. ReadyDocs HR will review the request and respond within one business day with a quote if applicable.

ReadyDocs HR — Custom Quote

Need something outside the standard menu?

Multiple locations, bulk orders, custom documents, Spanish-language versions, or anything else — tell us what you need and we'll quote within 24 hours.

Custom / Bulk Quote Request

We'll review and respond within one business day with pricing and timeline.

We'll review your request and respond within one business day with a quote and timeline. Custom and bulk projects are quoted individually.

← Back to ReadyDocs HR  •  hello@readydocshr.com  •  Grapevine, TX

LinkedIn  •  Google

ReadyDocs HR is not a law firm and does not provide legal advice. For questions specific to your situation, consult a licensed employment attorney.