See TidePoint in Action

Setup

Your actual numbers, not guesses

Set your severance formula, COBRA policy, and outplacement tier once as your default. Adjust any of them scenario by scenario whenever a plan calls for something different.

Setup

Roster

Planner

Report

Documents

Scenarios

Setup

Configure your company's actual numbers before building a RIF scenario.

Company

Name, burn rate and 409A valuation

Updated

Company name

COMPANY.INC

Current monthly burn

$1,200,000

Used to calculate runway extension and burn % in the report.

Severance formula

Weeks of pay per separation

Updated

Weeks per year of service

1 week / year

Max severance cap

26 weeks

Startup standard: 1–2 weeks/year. Higher values significantly increase total RIF cost.

COBRA coverage

Company payment is optional

Using defaults

Company-wide default

Not covering COBRA premiums

Most companies do not pay COBRA. Toggle per-employee directly in the Planner breakdown panel.

Outplacement tier

TidePoint tier offered to impacted employees

Using defaults

Tier

Navigate — $650 / employee

Added as a line item in each employee's cost breakdown.

The Report

Cost exposure, calculated automatically

Total separation cost and a per-category breakdown, updated the moment you select who's affected.

Setup

Roster

Planner

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Documents

Scenarios

Report

COMPANY.INC · 8 employees · Navigate ($650/ee)

Total separation cost

$82,585

Severance

$39,692

PTO payout

$27,692

COBRA

$0

Bonus proration

$10,000

Outplacement

$5,200

One-time cost impact

0.1 months of burn · 6.9% of monthly burn

Monthly savings post-RIF

$78,917/mo · 6.6% burn reduction · payback 1.0 mo

Per-employee breakdown

Employee	Severance	PTO	Bonus	Outplacement	Total
Sofia Rivera	$4,615	$0	$0	$650	$5,265
Aisha Thompson	$10,385	$0	$0	$650	$11,035
Natasha Patel	$7,500	$18,000	$10,000	$650	$36,150

Full breakdown includes cost detail and equity exposure for all 8 selected employees.

The Compliance Checklist

Every check, tracked in one place

WARN thresholds, OWBPA requirements, and disparate impact analysis are checked automatically, using Fisher's Exact Test, so nothing gets missed.

Setup

Roster

Planner

Report

Documents

Scenarios

Compliance Checklist

✓

Federal WARN Act (100-employee threshold)

8 / 100 threshold

✓

NY termination notice (Labor Law §195(6))

1 NY employee selected

✗

OWBPA age waiver (employees 40+)

1 employee age 40+

✗

Gender disparate impact (4/5ths rule)

M: 1/15 (7%) · F: 7/15 (47%) · M below 5 per group → 4/5ths rule N/A · Fisher's p=0.035 vs. 0.05 threshold · significant (unlikely due to random variation) — burden shifts to employer · verify with counsel

✓

Age disparate impact (4/5ths rule)

40+: 1/8 (13%) · under 40: 7/22 (32%) · 40+ below 5 per group → 4/5ths rule N/A · Fisher's p=0.391 vs. 0.05 threshold · not significant (consistent with random variation)

!

Equity cliff review complete

1 employee with cliff within 90 days

6 of 11 automatic checks shown. Also verified: Cal-WARN, NJ WARN, race/ethnicity disparate impact, equity acceleration clauses, and state-specific separation agreement terms.

OWBPA required

Group includes employees 40+. Requires 21-day consideration period, 7-day revocation, and group disclosure.

Gender disparate impact — Fisher's Exact Test

M: 1/15 selected (7%) · F: 7/15 selected (47%) · M below 5 per group (4/5ths rule requires ≥5 per group) → N/A · Fisher's Exact Test comes back with p=0.035 (threshold: p<0.05) · significant, meaning this pattern is unlikely to reflect random variation — burden of proof shifts to employer to justify business necessity · verify with counsel

Equity cliff — Elena Vasquez

Cliff in 54 days. 7,500 unvested options forfeited on termination.

The Documents

Counsel-ready, auto-generated

Separation agreements, OWBPA exhibits, and WARN notices generated from your roster, ready for your attorney to review.

Setup

Roster

Planner

Report

Documents

Scenarios

Documents

Draft legal document previews generated from your roster and planner selections. Review with counsel before use.

Standard practice

Separation Agreement

Not itself mandated by law, but carries the release of claims for the severance offered. Includes required ADEA/OWBPA terms since 40+ employees are selected.

Required

OWBPA Disclosure

Triggered because this selection includes employees 40+. 2+ employees selected → 45-day consideration period + this disclosure.

Not currently required

WARN Notice (Federal / CA)

Federal (100 employees) and Cal-WARN (75 CA employees) thresholds are not met by this selection.

Not currently required

NJ WARN Notice

No NJ employees in the current selection.

Required

NY Termination Notice

Applies to every terminated NY employee regardless of layoff size. Must be delivered within 5 working days of separation.

Separation Agreement OWBPA Disclosure WARN Notice (n/a) NJ WARN Notice (n/a) NY Termination Notice

SEPARATION AGREEMENT AND GENERAL RELEASE

COMPANY.INC

This Separation Agreement and General Release (“Agreement”) is entered into by and between COMPANY.INC (the “Company”) and Sofia Rivera (“Employee”), who most recently held the position of Data Analyst and was employed in TX. The Company and Employee are collectively the “Parties.”

1. Separation of Employment

Employee's employment with the Company will end effective Jul 12, 2026 (the “Separation Date”). Employee agrees this Agreement does not create any right to continued employment or reinstatement.

2. Separation Benefits

In exchange for Employee's timely execution (and non-revocation) of this Agreement, the Company will provide the following payments and benefits (the “Separation Benefits”), to which Employee is not otherwise entitled…

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