People often confuse their job being 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱 (by FMLA, etc.) with getting 𝗽𝗮𝗶𝗱. It's a common mistake. I'm sorry. I really am. I know you're going through a lot. I hate delivering this message when it's already too late.

This wasn’t payroll. It was a cold case. Policies contradicted payroll data. Contracts were locked behind sharing permissions from people who’d left the company. Folder names were gibberish. People paid hourly were getting flat rates with no timecards to confirm overtime. A million Scribe docs with no annotations. Hours of 20-minute videos with no transcripts.

Founders love to say, “But we’re a startup.” Like sloppiness is a badge of honor. It's less cute when it comes up in diligence. Here are three dumb mistakes that could have tanked a deal, and the simple fixes that saved them.

As an HR department of one, she’d created an environment where people loved to work. I was called in because they were having trouble with a few vendors. And as usual, the problem wasn’t the vendors, but how the company was using the tools.

Termination isn't just a button in your HRIS. It's a tightly regulated event. It's the kind of process where everyone is watching. That’s why HR and managers feel so much pressure to keep it confidential. But too much confidentiality means the people responsible for execution don’t have enough time to get it right.

If you're thinking, "But wait, that sounds like my company..." That's the point. These situations come up in all kinds of companies. They're as common as meetings that could have been emails.

I don't know who needs to hear this, but Qualifying Life Events (QLEs) aren't written in stone.

You don’t need HR. You need infrastructure. And a little foresight before the next fire drill. You can't scale on vibes and Airtable alone.

Meanwhile, mistrust over the final paycheck was just one in a list of disagreements leading to a quickly deteriorating relationship

Don't put up with a broken back office just because you don't want to deal with HR. A fast-growing startup needs someone with the operational range AND depth to think on their feet.

A man claiming to represent the New York Workers' Comp Board had shown up at my client's home in upstate New York, demanding proof of coverage. It would have been laughable, except that it was real.

Everyone understands the need for workers to be able to take breaks during their shift, but meeting those requirements in a dynamic business

Breaks shorter than 30 minutes aren't required under Federal law. Breaks under 20 must be paid and included in overtime, PTO, and FTE calcul

Running the People side of your business takes a lot of work, but hiring a PEO comes with trade-offs that you may regret later.

You don’t need to live like this help is available. 🛟 Hiring an outside HR compliance consultant can help you identify the gaps in your co

Many topics that fall under HR are subjective and have some element of unconscious bias at their core, making them a natural magnet for empl

Prioritizing compliance can not only help keep your company out of legal and financial trouble, it can help you attract and retain loyal cus