Your handbook is probably from 2019. That's fixable.
Most small nonprofits are running on a handbook someone wrote years ago, in a hurry, from a template. Nobody's opened it since. It's not a crisis. It's just one of those things that never makes it to the top of the list, because the funder report is due and someone's out and the program needs covering.
The trouble is that it's the kind of thing you can't fully stop thinking about either. It just hangs out there. You know it's out of date. You're not sure how out of date, and finding out feels like a project you don't have time for.
You want this handled. You don't want it to become your new job, and you don't want a $10,000 legal bill.
If you're a small NY nonprofit, I'm here to take it off your plate.
What Handled Actually Looks Like for NY organizations
Your handbook. Rewritten.
It will match both what the law requires now and what your organization actually does. The required policies in place. Notices, complaint form, acknowledgment forms. A short summary you can hand to your board so they know it's done.
4 Calls a Year (1 a Quarter)
Ask me your burning employment law questions. Everything from how to handle a hairy performance issue, what a change in the law might mean, or how to document relevant conversations.
The Documents You Need to Operationalize It
Documents you can use immediately including standalone notices, a complaint form, acknowledgment forms and a process for record-keeping so you know you are in compliance.
Add on Trainings Available Upon Request
I'll design a NY compliant sexual harassment training specific to your staff ($1000) and/or design a management training for your staff to talk through how to manage performance issues in a compliant way for an additional $1300.
A draft of the updated handbook can be returned to you 30 days after you enroll.
Why Me?
Not everyone gets the growing nonprofit space. A lot of what gets marketed to nonprofits about HR compliance doesn't apply to an organization your size. Some of it is genuinely required. Some of it is a vendor's product looking for a reason.
I know what the most important details are and which ones you can safely stop worrying about.
I'm Megan Eiss. I'm an employment attorney, and I've spent more than five years running people and operations inside small nonprofits, including three years at a unionized organization with about 35 staff.
I've written these handbooks. I've run the trainings, sat on the management side of a union contract negotiation, and handled the performance plans and terminations that keep an ED up at night. I did all of it without an HR team and without a budget for outside counsel, which is why I know the difference between what actually matters at your size and what's just expensive.
A law firm will do this work well and charge you five figures. I do it at nonprofit scale because I've been on your side of it.
2026
Year 1 Initial
Under 10 staff - $4,000
10-24 staff - $5,500
25-40 staff - $6,800
Unionized Staff or more than 40 people? Let's talk.
2027 Renewal
(After initial year)
Under 10 staff - $3,000
10-24 staff - $4,000
25-40 staff - $4,500
Unionized Staff or more than 40 people? Let's talk.
Start with a Diagnosis
If you don't know what you're dealing with yet.
Take my work for a test run.
If you want to know what you're dealing with before committing, a $995 Handbook Gap Report gives you a written assessment sorted into three columns: what's required now, what's recommended, and what you can safely skip.
If you decide to move ahead within 60 days, the $995 comes off the Year 1 price.