Most owners know something in their HR isn't right. Very few can tell you which thing, or which one matters most.
That's what this answers. A structured review of your HR function, findings ranked by what each gap would actually cost you, and a plan for what to do first.
This is your audit, not an agency's: the point is finding what's exposed before someone else does.
What we look at
Hiring and onboarding. Offer letters, I-9s, E-Verify, new hire reporting, and what new people actually get told
Classification. Exempt and non-exempt, employee and contractor
Wage and hour. Rates, overtime calculation, tipped-wage arithmetic, time records
Personnel files and recordkeeping. What's kept, where, for how long, and who can see it
Handbook and policies. Against current law, and against what actually happens
Leave. FMLA where applicable, PTO, accrual and payout
Performance and discipline. Documentation, consistency, and whether it would survive being read back
Terminations. Process, documentation, unemployment exposure
Postings and notices
What you get
Written findings ranked by exposure. Not alphabetically, not by department, but by what would cost you the most.
A remediation plan with sequencing: what to fix now, this quarter, and this year.
And a conversation walking you through it, so you understand the reasoning rather than just the list.
What happens next is up to you
Plenty of clients take the findings and fix things themselves. Some fix the urgent items and call when the next one comes up. Some hand the whole list over and move to monthly support.
All three are fine. The audit is priced to stand on its own precisely so it doesn't have to be a sales call. At $495 it costs less than an hour of most employment lawyers' time, and you'll know more at the end of it than you did at the start whatever you decide.
Before the audit
A free 30-minute consultation. No script, no obligation. A conversation about what's worrying you and whether the audit is the right next step. Sometimes it isn't, and we'll say so.