Language in handbooks is designed to have two purposes. First, it articulates expectations of the employee. Second, it serves to provide evidence in the event of a policy infraction. Failure to implement a policy that no one reads is a lost opportunity to emphasize employee expectations. If a policy is written as a contract (e.g., “onerous”), it can have unintended consequences of obligating the employer to requirements beyond what is expected.
We write at the comprehension level of the employees you have, adjusted for the states/countries in which they are employed, and quick-draft to make the employment attorney’s job easier before the handbook is published.
Employees learn a policy when three questions answer in order. Those questions are what am I allowed to do, what happens when I break the policy, and who has that authority. Most policy manuals answer the who has that power part first and the break the policy question never. Answering those three questions will always show the most improvement in policy manuals with a change in a word.
The policies in the handbook that have been created by typing in text lack originality and read like national boilerplate. They hand out a single leave entitlement to a workforce distributed across different states that have dissimilar statutes and drop the at-will disclaimer and the acknowledgment page. Removing the at-will disclaimer and the acknowledgment page turns a handbook into a liability from a defense as they can now be interpreted as more than just suggestions.
Your workforce is your context: where they are, what they do, and what policies already have to do with headcount or location. This is requested from you prior to drafting, because a remote-work policy for a team spread across 4 states looks different than a remote-work policy for a team in a single office.
The following two items must be included in every handbook that we issue: a disclaimer stating that the handbook should not be construed as a contract; and an acknowledgment page. With the exception of these items, an employment lawyer in each of the locations where you operate must review the policies prior to their release. We draft the policies and do not review them.
One rate, whatever the format: $10 per 100 words. You are paying for the writer’s time and judgement, so the price scales with the words rather than with a package tier.
| Typical employment-policy content | Words | Writing | Fee (1%) | You pay |
|---|---|---|---|---|
| Single policy | 700 | $70 | $0.70 | $70.70 |
| Handbook chapter | 1,800 | $180 | $1.80 | $181.80 |
| Code of conduct | 3,000 | $300 | $3 | $303 |
| Core employee handbook | 9,000 | $900 | $9 | $909 |
The writer receives 100% of the writing price. Our 1% fee is added on top of it, and 0.5% is donated to tree planting. Full pricing breakdown.
What the piece is for, who reads it, roughly how long it should be, and anything it must include or avoid. Links to your existing material help. If you are unsure, send what you have and the writer will come back with questions.
Up to 3 days. The writer has to read around the subject before writing it, so we quote honestly rather than promising an hour. If your deadline is tighter, say so in the brief and we will tell you before you pay whether we can meet it.
Yes, it alters document structure as well. Common rules go in the main policy, and statute-driven rules get their own labeled addendum so that it is crystal clear which addendum applies to each respective state. Your counsel verifies the content for each jurisdiction.
We draft the employee-facing description of a procedure your organization has already decided on. Designing that procedure and making sure it complies in the jurisdictions you operate is the job of your employment counsel. Give us your decision, and we will draft it so that people will be able to understand it.
Completely. Copyright transfers to you on delivery, with no attribution requirement and no licence back to us. Nothing written for you is resold, repurposed or republished.
Reviews from completed, paid orders in this category.
Compliance copy can be either overly vague or overly confidently wrong. This example is neither. The guide describes the discretion allowed by the regulation and the test to be used in those cases. In cases where the regulation does not provide discretion, the language is void and unambiguous. Internal Audit had no feedback.
I review external copy for a regulated lender, and that usually means deleting at least half of it. This had qualifiers in the right spots and no made-up stats. I only had to mark 2 sentences. That is the least I’ve marked on any outside first draft.
The writer sent me eleven questions before the client call and half of those were questions I would have never asked him. The finished case study begins with a number, which is the only part my sales team reads when case studies are shared.
We do not ask you to take the no-AI promise on trust. Each draft is run through these platforms and the reports are attached to your delivery email.
Originality.aiAI detection + plagiarism
GPTZeroAI detection
TurnitinAI detection + similarity
CopyleaksAI detection + plagiarism
Winston AIAI detection
ZeroGPTAI detection
SaplingAI detection
Content at ScaleAI detection
Send the brief, get a human draft back within 3 days. No account, no subscription, no AI.
$10 per 100 words · all of it to the writer · 0.5% to trees