Core Framework Consulting

10/11/2026

Can you fire an employee for their attitude? In most states, legally, yes.

That's rarely where the conversation ends.

Somewhere in that employee's file is a word most owners write without thinking twice about it. It isn't a dramatic word. It's the obvious one, the one that feels like an accurate summary of the problem when you're frustrated and trying to document what's been going on.

That word is also the reason a straightforward termination turns into something you're explaining to a state agency eight months later.

The fix takes about two minutes once you know what to write instead.

This is video three of ten in the series Nobody Trained You For This.
Watch it here: https://youtu.be/JuUUaSiLM8I

Does your termination paperwork say what someone did, or what you thought of them?

Can you fire an employee for their attitude? In most states the leg...

09/29/2026

Somebody's lunch is stinking up the office and two people have complained. Most managers pull that one employee aside.

That conversation can become the first piece of evidence.

Food is tied to culture in a way that grooming and scent rules are not, and a practical request can land very differently depending on who it lands on. Most owners never see the connection until somebody points it out.

The fix isn't complicated and it costs almost nothing. It just runs opposite to instinct.

This is video two of ten in the series Nobody Trained You For This.

Watch it here: https://youtu.be/iLX6TNXUqQ0

Does your employee handbook say anything about break rooms and shared spaces?

An employee brings food that stinks up the entire office and cowork...

09/22/2026

An employee is wearing too much perfume and coworkers are complaining. Most owners go straight to the person wearing it.

That's the wrong first move.

With body odor you have one employee and one problem. With fragrance you usually have two employees involved, and the one who complained may be the one with legal protection. Headaches, asthma symptoms, and trouble breathing are not preferences.

So the order you handle this in matters more than the words you use.

This is the first video in my new series, "Nobody Trained You For This." Ten videos on the employee situations nobody prepares you for, and exactly what to say in each one.

Video below: 8.5 minute time investment

Watch it here:

Employee wearing too much perfume at work? Here's how to handle str...

09/02/2026

Running a business teaches lessons no textbook can fully prepare you for. In this video, I share six practical lessons every entrepreneur should understand.

https://youtu.be/IdS45tjyHPU

08/16/2026

Do you allow employees to organize lottery pools at work?

If your answer is NO, does your employee handbook actually says this?

Watch my latest YouTube video that updates my best practices on lottery pools guidelines. The link is in the comment section below.

If you need a gambling/lottery pool employment policy, send me an email. I write employment policies like this one in real life.

08/02/2026

This is an incomplete (PARTIAL), "best practices" SAMPLE employment policy. If your company decides to use this policy, please contact me via email so I can send you the entire policy. Review this policy with your licensed employment attorney prior to using.

ELECTRONIC SIGNATURES AND DIGITAL ONBOARDING DOCUMENTS

APPROVED ELECTRONIC SIGNATURE PLATFORMS
The Company uses [INSERT APPROVED PLATFORM NAME, e.g., DocuSign, Adobe Sign, or similar] to collect electronic signatures on employment documents. All electronic signatures collected through the approved platform are timestamped, associated with the signing party's verified identity, and stored in a tamper-evident format that preserves the integrity of the signed document. Employees should retain copies of all electronically signed documents for their personal records.

Employee Acknowledgment and Intent to Sign
When an employee receives a document for electronic signature through the Company's approved platform, opening the document, reviewing its contents, and completing the signature process constitutes the employee's intentional act of signing that document. By electronically signing any Company document, the employee acknowledges that:

✅ They have read and understood the document
✅ Their electronic signature is their legally binding signature
✅ They intend to be bound by the document to the same extent as if they had signed it in ink
✅ They had the opportunity to ask questions about the document before signing
✅ They may request a paper copy of any electronically signed document at any time by contacting [INSERT HR CONTACT OR TITLE HERE]

VALIDITY OF PREVIOUSLY SIGNED DOCUMENTS
All documents electronically signed by an employee through the Company's approved platform prior to, on, or after the employee's start date are valid and enforceable. An employee may not later claim that an electronically signed document is unenforceable on the basis that it was not signed in ink, that they did not read it before signing, or that they were unaware of its contents, provided the document was transmitted to the employee through the approved platform and a reasonable opportunity to review and ask questions was provided.

RIGHT TO RECEIVE PAPER DOCUMENTS
Employees who prefer to receive and sign employment documents in paper form rather than electronically may request paper versions by notifying [INSERT HR CONTACT OR TITLE HERE] before the onboarding process begins. The Company will make reasonable efforts to accommodate paper signature requests.

EXCEPTIONS
Certain documents have specific signature requirements governed by law or regulation that may differ from the general framework described in this policy. These include but are not limited to:

Single policy or an entire handbook. Contact me and get on my schedule today.

07/30/2026

🚨 Business Owners: Can I ask you one question?

If one of your "managers" worked 50 hours this week, are you 100% sure they're legally exempt from overtime?

Here's why I ask...

I've worked with business owners who genuinely believed they were doing everything right until they learned that one misclassified employee could lead to years of back overtime, liquidated damages, and costly penalties.

The good news? It's often preventable.

I just released a short video that explains:

✔️ The difference between exempt and non-exempt employees
✔️ Why job titles don't determine overtime eligibility
✔️ The three most common classification mistakes I see
✔️ How to identify potential problems before an audit does

I'd love your opinion...

👉 Before today, did you think paying someone a salary automatically meant they were exempt from overtime?

Answer Yes or No in the comments I think the responses might surprise a lot of people.

🎥 The video link is in the comments.

06/26/2026

Find out what you need to know BEFORE writing an employee handbook.

Find out what you need to know before writing an employee handbook....

05/27/2026

Still scaling your business the hard way?

Bette Davis has those exact words on her headstone: "She did it the hard way." Great line for a Hollywood legend. Expensive way to run a company.

The hard way looks like this: You write your first employee handbook during an investigation. You build SOPs after something breaks. You hire with no structure underneath you.

Core Framework Consulting builds the structure first.

✅Business plans.
✅HR documents and employee handbooks.
✅HR departments modernized with AI.
✅Full customer-to-coins strategies with SOPs and operational practices built in.

For Texas small and mid-sized employers ready to grow the smart way.

05/27/2026

Get rid of your old EIN numbers. I show you how step by step!

https://youtu.be/5PdZGFFhuPI?si=kT3EmuYlVgkqgpS3

How to cancel an EIN number with the IRS, walked through step by step from someone who actually did it. I will also review the strategy I used to close my o...