HRISSim™ • A Criterion Readiness Simulator • Criterion Readiness™
Managers make HR-critical decisions every week. Terminations. PIPs. Accommodation requests. Harassment complaints. They were promoted because they were good at their job. Nobody trained them for this one.
👥 Live Scenario Preview -- Employment Law
An employee files a complaint about their direct supervisor. You are the supervisor's manager. HR is asking what you knew and when. The supervisor is your highest performer. The complaint was filed two days after you issued the supervisor a positive performance review. What do you do?
What Gets Measured
Built from Title VII, ADA, FMLA, ADEA, FLSA, NLRA, state employment law standards, EEOC guidance, and SHRM best practice frameworks.
Termination Judgment
At-will doctrine application, documentation requirements, wrongful termination risk recognition, separation timing and process.
Performance Management
PIP design and delivery, progressive discipline application, documentation standards, coaching vs. corrective action judgment.
Harassment and Discrimination
Recognition of hostile work environment, protected class awareness, complaint intake obligations, retaliation prevention, investigation neutrality.
ADA Accommodation
Interactive process requirements, reasonable accommodation analysis, undue hardship assessment, documentation, medical inquiry limits.
FMLA and Leave
FMLA eligibility and notice obligations, intermittent leave management, designation timing, retaliation risk, coordination with state leave laws.
Wage and Hour
FLSA exempt vs. non-exempt classification, overtime obligations, off-the-clock work recognition, meal and break compliance, pay equity awareness.
Hiring and Selection
Lawful interview questions, background check compliance, reference check limits, offer letter content, pre-employment testing fairness.
Complaint Handling
Intake obligations, confidentiality limits, investigation steps, interim protective measures, resolution documentation, EEOC charge response.
Retaliation Prevention
Protected activity recognition, adverse action timing awareness, documentation of legitimate business reasons, manager communication standards.
Difficult Conversations
Performance feedback delivery, conflict de-escalation, mental health disclosure response, substance abuse in the workplace, team dynamics.
Remote and Hybrid Work
Remote work policy application, cross-state employment obligations, monitoring and privacy limits, accommodation in remote settings.
Promotion and Equity
Succession planning bias recognition, pay equity in promotion decisions, sponsorship vs. favoritism, transparent criteria application.
Manager Profiles
Your behavioral pattern across 12 categories maps to a Manager Profile -- a decision signature built from how you actually respond when the HR situation is real, the stakes are high, and the answer is not obvious.
The Policy Anchor
"Tell me what the handbook says."
✓ Documentation and complaint handling strongest
⚠ Rigid when human context requires judgment
The People Manager
"I take care of my team."
✓ Difficult conversations and team dynamics
⚠ Inconsistent application creates discrimination exposure
The Operator
"I need this resolved and off my plate."
✓ Performance management and termination clarity
⚠ Rushes process, creates procedural liability
The Risk Avoider
"Let me run this by HR first."
✓ Retaliation prevention and complaint handling
⚠ Avoids necessary conversations until they become crises
The Fair Dealer
"Everyone gets the same treatment."
✓ Hiring, promotion equity, and wage/hour discipline
⚠ Misses accommodation obligations that require individual treatment
The Results Manager
"Performance is all that matters."
✓ Performance management and succession clarity
⚠ ADA, FMLA, and protected class blind spots
Who Buys HRISSim
Corporate L&D Departments
Every organization promoting individual contributors into management is creating legal liability without HRISSim. The first 90 days of a new manager's tenure is when the most preventable HR violations occur. HRISSim identifies risk before the first complaint is filed.
HR Technology Platforms
HRIS platforms, PEOs, and HR software companies bundle HRISSim as a compliance training layer. The scored profile and compliance certificate attach directly to the employee record. Every manager in the system has a documented readiness profile.
HR Certification Programs
SHRM, HRCI, and state HR association certification programs use HRISSim as a scenario assessment component. Candidates demonstrate applied judgment -- not just memorized content -- before certification is awarded.
HRISSim™
HRISSim is in development. Express interest for your organization, platform, or certification program and be among the first to deploy it.