01
Progressive Discipline Policy
Your foundational HR document. Covers at-will employment, the discipline process, New York-specific cannabis protections, and on-duty impairment standards. Drop it into your handbook or use it as your standalone policy.
What it handles: At-will employment, five-step discipline process, immediate termination offenses, New York-specific cannabis law callouts, policy review schedule.
02
Verbal Warning Template
A structured documentation form that turns a difficult conversation into a signed record. Because a verbal warning that exists only in your memory isn’t a warning at all.
What it handles: Incident documentation, prior discussion history, required improvement, employee response, signature block with refusal notation.
03
Written Warning Template
Step two of the discipline process. Formal, detailed, and built to create the record you need if the situation escalates.
What it handles: Violation categories, policy reference, corrective action timeline, consequence documentation, and employee rebuttal option.
04
Performance Improvement Plan (PIP)
A structured 30–90 day improvement framework that gives employees a genuine path forward, and gives you a clear, documented record of whether they took it.
What it handles: SMART goal tables, check-in schedule, support and resources section, formal outcome documentation with three possible results.
05
Final Written Warning
The last step before termination. Designed to be understood as final, with language that leaves no ambiguity about what comes next.
What it handles: Full disciplinary history recap, specific required actions, evaluation period, and formal consequence statement.
06
Simple Termination Letter
A clear termination document designed to communicate the decision respectfully while covering essential details like final pay, benefits, and next steps.
What it handles: At-will employment language, separation date confirmation, final paycheck and New York mini-COBRA benefits information, and company property return.
07
Separation Agreement
A baseline release-of-claims template with New York-specific provisions built in, including required review and revocation periods, wage protection language, and a properly structured non-disparagement clause. Your attorney will want to review this before you use it in high-stakes separations. It’s designed to make that review fast.
What it handles: New York-specific release requirements, ADEA/OWBPA provisions for employees 40+, NLRA savings clause, governing law, signature blocks. Includes guidance on New York’s pending “No Severance Ultimatums Act” (S.372), which would expand the 21-day review and 7-day revocation period to all severance agreements.
08
Termination Checklist
The document most operators wish they’d had. A step-by-step checklist covering everything that needs to happen before and after a separation, including steps specific to cannabis businesses that standard HR checklists miss.
What it handles: Pre-termination review, New York-specific cannabis employment law checks, METRC access removal, company property return, systems access log, New York final pay requirements, COBRA notice, and documentation filing. Includes links to the required NY DOL Record of Employment (Form IA 12.3) and notice deadlines.
09
Unemployment Response Guidance
A plain-language guide to New York‘s unemployment system: who handles claims, what the misconduct standard actually is, how to respond to the New York agency, and a form-by-form guide to writing responses that win. Includes a tracking log for all open claims.
What it handles: New York Department of Labor contact info and response window, New York misconduct definition, termination type × UI outcome table, cannabis-specific UI considerations, and response form guidance. Our Unemployment Response Guide also includes a table for you to keep track of unemployment claims against your company and outcomes, to simplify your record keeping. Includes NY’s Form IA 12.3 (Record of Employment) requirements.
10
Reasonable Suspicion Observation Report
A structured documentation tool for recording objective, real-time observations when impairment is suspected in the workplace, helping you capture what was seen, heard, and reported without speculation or bias.
What it handles: Date/time and location of observations, specific physical and behavioral indicators, employee statements, space for two supervisor witness statements, supervisor signatures, room for additional witness statements, and a standardized format that separates observable facts from conclusions.