Can you confidently say…

1. We have a compliant, up-to-date employee handbook aligned with state/federal laws.

2. All employees have signed offer letters, job descriptions, and I-9s on file.

3. We classify contractors correctly (and pay them through a system that can handle 1099s).

4. Our anti-harassment training is documented, current, and meets local requirements.

5. We track PTO and sick leave accurately — and in compliance with state laws.

6. We have an ADA-compliant process for accommodation requests.

7. Terminations follow a documented process that limits legal exposure.

8. Our wage and hour practices (breaks, overtime, final pay) are rock-solid.

9. We’ve posted (physically or digitally) the required federal and state labor notices.

10. We have a response plan if an employee reports harassment, violence, or retaliation.

🛡 If you answered “No” or “Not Sure” to 2+... It might be time for a deeper dive.

I built a 45-minute “HR Fire Drill” to identify and close urgent compliance gaps, fast.

+1 202.999.2867

marilyn@peoplebridgeadvisory.com