Onboarding, reviews, offboarding, without the paper shuffle.

I-9s file into a segregated retention bucket the moment they're complete, separate from the general personnel file. The system applies the federal retention rule (three years from date of hire or one year from separation, whichever is later) and surfaces reverification reminders before work-authorization documents expire. Section 1 is e-signed by the employee, Section 2 by the authorized representative, and the audit trail shows exactly which List A or List B/C documents were examined and on what date.

Templates are drafted with employment-law counsel and updated when the rules shift: EEOC guidance changes, state non-compete bans expand (Minnesota and Washington-style), pay-transparency laws kick in, paid-family-leave statutes go live, or the federal at-will doctrine collides with new state-specific carve-outs. Separation agreements offered to employees 40 or older include the OWBPA 21-day consideration and 7-day revocation language. Always run final templates by counsel for your jurisdiction before deploying at scale.

Run a full cycle in one workflow. Self-evaluations open first, then manager evaluations, then calibration discussions stay internal until you release them. The employee signs to acknowledge receipt, which is not the same as agreement, and that distinction is captured in the document language and the audit trail. PIPs run on the same rails: weekly check-in milestones, manager comments timestamped, and the final outcome (improvement, extension, or separation) tied to the original document so the chain of evidence holds up if it leads to a wrongful-termination claim.

Yes. Bundle the offer letter, I-9, W-4 and state withholding, direct deposit form, emergency contact, NDA, IP-assignment with state-required carve-outs, handbook acknowledgment, benefits enrollment, and any role-specific NDAs into one packet. The new hire receives a single link and works through each form in order. Progress shows live in your dashboard, and the completed packet files into the personnel record on the start date.

Write-up templates separate the factual incident from the corrective action and the employee acknowledgment. Each step is timestamped with IP and device data. PIPs follow the same structure with milestone check-ins. For terminations, separation agreements with the proper 21-day OWBPA consideration period for protected-age employees, COBRA election notices, and final-pay acknowledgments tied to your state's final-paycheck timing rule (same day in California, next regular payday in Texas, etc.) live in one workflow.

FMLA WH-380E and WH-380F certifications, intermittent-leave tracking, and ADA accommodation interactive-process notes live in a medical-records bucket separated from the general personnel file, as 29 C.F.R. 1630.14(c) requires. COBRA notice templates with the 14-day initial notice and 30-day qualifying-event notice run on calendar triggers tied to separation events. Retention rules keep these files for the federal three-year minimum and longer if your state requires it.

Yes. Upload any PDF, including a custom employee handbook or your in-house separation agreement, and convert it into a fillable, signable template. Map signature fields, initial fields, date fields, and checkbox acknowledgments. Save as a reusable team template, version-control it as policies change, and require a fresh acknowledgment signature when you push a new version (which is what an employee handbook actually requires to be enforceable as a policy notice).

Business Plus includes API access for direct integrations with Workday, BambooHR, Gusto, ADP, Paychex, Rippling, and the major ATS platforms. New-hire data flows from the ATS into the offer-letter template, signed offer letters trigger payroll setup, and completed I-9s and W-4s sync to the payroll provider before the first pay run. For smaller teams without engineering capacity, Zapier covers the common automations and CSV exports cover the rest.