Texas SB 45 starts with employee #1. Your defense should, too.
If you employ even one person, Texas sexual harassment law applies to your business. A downloaded policy is not a response plan. You need a safe way for employees to report concerns, managers who know what to do next, and dated proof that your company took prevention and corrective action seriously, before a complaint puts your business to the test.
The 15-employee rule does not protect you in Texas.
Federal Title VII coverage generally begins at 15 employees. Texas SB 45 begins at one. Since 2021, even the smallest Texas employers can face sexual harassment claims, and the question becomes whether you knew, should have known, and took immediate and appropriate corrective action.
The system you need before the complaint you cannot predict.
No oversized HR platform. No generic handbook followed by hope. You get a practical prevention, reporting, and response system designed specifically for Texas employers with 1–14 employees.
Train Every Role, Then Prove It
Employees learn what crosses the line and how to report it. Managers learn what to recognize, escalate, document, and avoid doing after a concern is raised. Every completion is recorded by employee and date.
Give Employees a Way Around the Org Chart
Employees can report concerns by phone, email, or web without going through the owner or manager. That matters when the person they would normally report to is the person involved.
Get Advice Before the Costly Next Move
Owners and managers can seek guidance before a write-up, schedule change, difficult conversation, or termination decision. We help them consider the facts and document the response, reducing the work of sorting it out alone.
Find Problems While They Are Still Fixable
A confidential quarterly check-in gives employees another opportunity to raise concerns. Issues can surface earlier, while they are still manageable, and every check-in creates a dated record showing that your business was actively looking for problems.
Turn Good Intentions Into a Paper Trail
We build your anti-harassment policy, complaint procedure, acknowledgments, training records, and documentation structure around the Texas standard. Because when your response is questioned, what you can prove matters more than what you intended.
Don't Investigate Your Own Team Alone
When complaints reach us, our team investigates thoroughly and documents the findings. You have an established resource to use, without having to build an investigation process while trying to run the business.
Everything above, for $129 per month.
One rate for Texas employers with 1 to 14 employees, covering the training, the hotline, the advisory line, the quarterly check-ins, the policy work, and investigation support. Start with a conversation about your team, the work you need help with, and what the program includes.
Go from "we'll handle it" to ready, and documented.
Most small employers have fragments: a handbook, an informal reporting process, or training nobody documented. We turn those fragments into a working system.
- 1
Establish the Working Relationship
Start with a conversation about your workforce, reporting process, and current practices. One-time onboarding establishes the program and gives your managers a resource to use as employee matters arise.
- 2
Put the Right Structure in Place
We create the Texas-specific policy and complaint procedure, activate the independent reporting hotline, and give managers access to the advisory line.
- 3
Train the Team and Document It
Employees and managers complete role-specific training. Every completion is timestamped, giving you records that can be produced if your response is ever questioned.
- 4
Keep the Program Working
Quarterly employee check-ins continue, the hotline remains available, and managers can get guidance when an issue arises. Your documentation builds over time instead of being reconstructed after the fact.
Good. Know what changed before you buy anything.
Start with our plain-English guides to the one-employee threshold, the 300-day filing window, and the immediate-corrective-action standard. Then decide whether your current process would hold up if a complaint arrived tomorrow.
Common questions
We only have nine employees. Does this really apply to us?
Doesn't being small limit what we could actually lose?
Is the small-employer training a lesser version?
What are the quarterly check-ins?
Our managers are also the owners. Who would employees report to?
What does the program cost?
What happens when we reach 15 employees?
A complaint is the wrong time to discover the gaps.
Give your managers an experienced resource, your employees a reporting path, and your business support with investigations and documentation. We will explain how the ongoing relationship works.