New Book: Board-Proof Your People Practices: Proactive Compliance that Pays...
- Helena Ferrari
- Nov 3
- 2 min read
We don’t lose money only in court, we lose it when managers miss the moment to engage.
Protect Your Profit Line gives leaders simple moves to spot risk early and respond well, a field-tested playbook for leaders who want durable performance without legal landmines.
Rather than recycling cautionary tales, the book distills patterns from thousands of leadership touchpoints across PE-backed, manufacturing, tech, CPG, healthcare, and services organizations, what actually reduces exposure while strengthening culture and execution.
Central finding: High-performing companies don’t treat compliance as paperwork; they treat it as operating system. The leaders who outperform use a prevention mindset built on “reasonable steps “clear scripts, consistent processes, and documentation that defends, so managers default to their training, not to risk.
The Framework:
See It: simple diagnostics that surface hidden risks in hiring, pay/timekeeping, and performance practices.
Solve It: manager-ready scripts, checklists, and rubrics that create consistency at scale.
Save Millions: fewer claims, less rework and turnover, more focus on growth.
Here’s a short excerpt on accommodations you can use today.
“The Email That Should Have Triggered the Interactive Process”
Subject: Schedule change?
A high-performing warehouse lead emailed: “I’m starting medical treatment next month and may need a later start time.”
His supervisor replied, “We really need everyone here at 6 AM. Let’s see how it goes.”
Nothing malicious, just no interactive process. Two months later, performance dipped, attendance discipline kicked in, and the employee resigned. Counsel framed it as constructive discharge + failure to accommodate. By the time it settled, the total cost (back pay, legal, replacement, overtime coverage, morale) was ~$380,000.
Prevention move: An accommodation hint is a tripwire. When you see it, start the interactive process, promptly, in writing, and with options.
Say this instead (60-second script):“Thanks for letting me know. We’ll start our interactive process. To explore options, I’ll share our accommodation form, and we may request job-related medical information. (HR would typically take the lead). Let’s review your essential duties and brainstorm workable adjustments (schedule, task mix, temporary reassignment, leave). We’ll follow up in 2 business days.”
Manager checklist (reasonable steps):
Spot the trigger: any mention of a health condition, limitations, assistive device, treatment, pregnancy, religious observance, or schedule constraint tied to a belief/condition.
Acknowledge in writing within 1–2 business days and loop in HR.
Define essential functions (use the current job description, not memory).
Explore options: schedule shifts, task rotation, equipment/tools, remote/onsite mix, reassignment, intermittent leave.
Assess undue hardship factually (cost, safety, operational impact)—not vibes.
Document the dialogue: request → options considered → decision → start date → check-in date.
Revisit after 2–4 weeks; adjust if the accommodation isn’t working.
Red flags to avoid:
We don’t do exceptions.
Bring a full diagnosis. (Request only what’s job-related/necessary.)
Discipline for absences tied to a known, ongoing accommodation discussion.
One-and-done approvals with no follow-up.
One-page flow (what good looks like):Trigger → Written acknowledgement → HR engaged → Essential duties reviewed → Options mapped with employee → Hardship assessed → Decision letter issued → Implement → Calendar a check-in.
That’s a five-step habit that protects people and your profit line.
Want the digital book click link: Protect Your Profit Line
Workbook coming soon, designed to complement the book with diagnostics and drills.
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