Question 1

Why not just use a template?

Accepted Answer

Templates give you a document, but not a handbook that reflects your organization. They're written for an average organization that doesn't exist—they hedge on everything, include policies you don't need, omit ones you do, and sound nothing like the place your employees actually work. A template also can't ask you the questions that surface real risks and real strengths in how you operate. If your organization is genuinely generic, a template might be fine. If it isn't, you'll spend as much time customizing a template as you would starting from a conversation.

Question 2

How is this different from what an HR consultant or employment lawyer would offer?

Accepted Answer

Most HR consultants offer handbook work as part of a broader fractional HR engagement, which means ongoing hourly billing. Most employment lawyers draft handbooks from a liability-first perspective, which produces documents that are legally sound but often unreadable. I draft standalone, productized documents that are legally sound, operationally useful, and written for the people who will read them. My background combines a law degree, HR experience, and years in education and learning design—which means policies that hold up legally and land well with employees.

Question 3

Do you offer legal advice?

Accepted Answer

No. I'm not acting as your attorney, and this engagement doesn't create an attorney-client relationship. What my JD does mean is that your documents will reflect current federal and state employment law, that I'll flag issues that warrant attorney review, and that I can speak fluently with your employment counsel if you have one. For organizations in heavily regulated industries or with complex legal questions, I recommend a specialist review and can refer you to attorneys I trust.

Question 4

What if my organization is unusual—small, very mission-driven, unusual staffing model?

Accepted Answer

That's usually the best case for this work, not an obstacle. Template handbooks fail fastest at organizations with distinctive missions, unusual staffing models, or cultures that don't fit corporate defaults. The intake process is designed to surface what's distinctive about how your organization operates, and the document reflects it.

Question 5

How long will this take?

Accepted Answer

Four to twelve weeks depending on the product and tier. Handbooks in the Foundation tier run 4–6 weeks; Standard runs 6–8; Comprehensive runs 8–12. SOPs, onboarding packages, and performance systems are on similar timelines. The biggest variable is how quickly your team can turn around intake materials and drafts.

Question 6

How much of my team's time will this take?

Accepted Answer

Less than you'd expect, and the time is front-loaded. For a handbook, plan on a leader spending 4–8 hours total across intake, discovery, mid-draft review, and final walkthrough. Additional staff input is usually 1–2 hours each for the people whose perspectives matter most. SOP work requires more interview time with the staff who actually run the processes.

Question 7

What does the intake look like?

Accepted Answer

Every engagement begins with a structured written questionnaire, followed by one or two discovery calls. For handbooks, I'm learning your organization. For SOPs, I'm mapping processes. For onboarding and performance work, I'm understanding your managers and the conversations they're already having. The intake isn't a formality; it's where the real customization happens.

Question 8

How many rounds of revisions are included?

Accepted Answer

Two rounds for Foundation and Standard handbooks, three for Comprehensive. Each round includes consolidated feedback from your side and a revised draft from mine. Additional rounds are available at an hourly rate, but it's rare that clients need them if I've done the intake and mid-draft checkpoints well.

Question 9

Why are your prices structured this way?

Accepted Answer

Flat-fee, productized pricing means you know what you're getting and what it costs before I start. It also means I'm paid for outcomes, not for running up hours. The tiers reflect real differences in scope—multi-state coverage, complexity, depth of customization—not cosmetic upgrades. I publish pricing ranges because I think transparency is a basic form of respect for your time.

Question 10

Why not hourly?

Accepted Answer

Hourly billing rewards slow work and punishes efficiency. It also makes clients reluctant to call with questions, which is exactly the opposite of what I want. Flat fees mean you can email me mid-project without worrying about the meter running.

Question 11

What's your payment schedule?

Accepted Answer

For engagements under $5,000, half at signing and half at delivery. For engagements between $5,000 and $10,000, half at signing and half at delivery, with an option to split into thirds. For engagements above $10,000, a third at signing, a third at mid-draft checkpoint, and a third at delivery. Invoices due within 15 days.

Question 12

Do you offer discounts for nonprofits?

Accepted Answer

I work primarily with nonprofits and my pricing reflects that. For organizations with operating budgets under $500,000, I offer a 10% reduction on any tier. Many small and mid-sized nonprofits have capacity-building grants that can fund this work—I'm happy to provide documentation supporting a grant application or reimbursement.

Question 13

What happens after delivery? Will my handbook go stale?

Accepted Answer

Yes, eventually. Employment law changes, your organization changes, and policies that made sense two years ago may not fit today. I offer annual update services for existing clients at 25% of the original project cost. Comprehensive tier handbooks include the first year's update at no additional charge.

Question 14

What if we decide partway through that we want to change scope?

Accepted Answer

Scope changes happen and they're usually fine. Small changes get absorbed without renegotiation. Larger changes get priced as a written amendment to the original scope, which I draft and send for your signature before proceeding. You'll never get a surprise invoice.

Question 15

What if we're not happy with the draft?

Accepted Answer

The mid-draft checkpoint exists so this doesn't become a crisis. If something isn't landing, I catch it early and adjust. In the rare case that we've made it through intake, discovery, and a mid-draft review and something still isn't working, I'd rather have that conversation directly than paper over it.

Question 16

Who owns the final documents?

Accepted Answer

You do. On final payment, all rights to the delivered documents transfer to you. I retain the right to reference the engagement in general terms (organization type, scope of work) unless you ask me not to.

Question 17

Do you sign NDAs?

Accepted Answer

Yes. For engagements involving sensitive information, I'm happy to sign a mutual NDA before intake begins. My standard engagement agreement also includes confidentiality provisions that cover most situations.

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