HR Compliance & Advisory

Expert HR Compliance for Growing Businesses

You don't have a dedicated HR department — but you have real compliance obligations. Get the policies, documentation, and expert guidance to protect your business. And if your team spans multiple states, that's where this practice stands apart.

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HR compliance is more complex than it looks

FLSA classification, I-9 accuracy, required handbook policies, mandatory postings — the list grows as you do. And the penalties for getting it wrong don't care how small your business is.

Most small businesses find out too late

The common discovery method is a complaint, an audit, or a lawsuit. Getting ahead of it is dramatically cheaper.

You don't need a full-time HR person

You need the right infrastructure, built once. Then ongoing access when questions come up.

A real differentiator

Multi-State Business? This Is the Specialty.

Every state has its own rules — final paycheck timelines, paid sick leave, required handbook language, and mandatory postings are not uniform. Hiring one remote employee in a new state changes your legal obligations overnight. Most generalist HR consultants know one or two states well. This practice has hands-on experience managing employees across multiple states and building the systems to stay compliant as teams grow and spread out.

300+
employees managed across multiple states
4+
years building multi-state HR from scratch

See What You'll Receive

Sample deliverables from each service. This is what the actual work product looks like.

Boundary HR Multi-State Compliance Audit
Compliance Audit Report
Client: Acme Manufacturing LLC States Reviewed: UT · CO · FL · TX Employees: 43 Date: June 2025
Executive Summary
3
High Risk
4
Medium Risk
2
Low Risk

Nine compliance gaps were identified across four states. Three require immediate attention due to active penalty exposure. Detailed remediation guidance is provided for each finding.

Findings
State / AreaRequirementFindingRisk
Colorado Paid Sick Leave No accrual policy in place. State law requires 48 hrs/year for all employees working in-state. High
All States FLSA Classification Exempt/non-exempt status not formally reviewed or documented for any role. High
Utah Final Pay Timing No written procedure exists. Terminations require payment within 24 hours under Utah law. Medium
Florida New Hire Reporting Process is inconsistent. Federal 20-day reporting deadline not tracked or assigned. Medium
Texas Required Postings Three required state notices confirmed at main location; remote employees not covered. Low
Boundary HR · Confidential Showing 5 of 9 findings — full report includes remediation steps and state citations Page 2 of 6
Boundary HR Priority Action Plan
Priority Action Plan
Client: Acme Manufacturing LLC Based on: Compliance Audit — June 2025 Items: 9 total
Immediate — Within 30 Days
High
Draft and implement Colorado Paid Sick Leave policy
Required for all W-2 employees physically working in Colorado. Minimum 48 hours/year accrual. Penalties begin at first violation — there is no grace period.
High
Complete FLSA classification review for all exempt roles
Document the specific exemption basis for each role and retain in the employee file. Consult employment counsel for any borderline positions before finalizing.
Near-Term — 60 to 90 Days
Medium
Establish written final pay procedures for each state
Utah: 24 hrs on termination, 72 hrs on resignation. Texas: next regular payday or within 6 days of discharge. Florida: next regular payday.
Medium
Standardize Florida new hire reporting process
Assign ownership and create a calendar trigger at each hire date. Federal deadline is 20 days from start date. Florida also has its own state-level reporting requirement.
Ongoing Monitoring
Low
Audit required postings for remote employees in Colorado and Utah
Both states updated required posting language in 2024. Electronic delivery is sufficient for fully remote employees when documented correctly.
Boundary HR · Confidential Showing 5 of 9 action items — full plan includes step-by-step implementation guidance Page 1 of 3
Boundary HR Employee Handbook
Employee Handbook
Prepared for: Acme Manufacturing LLC States: UT · CO · FL · TX Effective: July 2025
Section 2.1
At-Will Employment

Employment with Acme Manufacturing LLC is at-will. This means that either you or the company may end the employment relationship at any time, with or without cause, and with or without advance notice.

Nothing in this handbook, in any other company document, or in any statement made by a manager or company representative creates a contract of employment or changes the at-will nature of employment. Only a written agreement signed by the CEO that explicitly states employment is not at-will is binding on the company.

This policy applies in all states where Acme Manufacturing LLC operates. Utah, Texas, Florida, and Colorado are all at-will employment states.
Section 5.2
Colorado Paid Sick Leave Colorado Only

Employees who work in Colorado are entitled to paid sick leave under the Colorado Healthy Families and Workplaces Act (HFWA). Eligible employees accrue one hour of paid sick leave for every 30 hours worked, up to 48 hours per calendar year.

Accrued sick leave may be used for the employee's own illness or injury, to care for a family member, or for reasons related to domestic violence, sexual assault, or a similar safety concern. Unused sick leave carries over from year to year but is not paid out upon separation.

This section applies only to employees physically working in Colorado. Employees in other states should refer to their applicable state-specific addendum.
Acme Manufacturing LLC · Employee Handbook · Confidential Showing 2 of 38 sections — delivered in editable Word format Page 8 of 42

How It Works

1

Take the quiz

Answer 12 questions about your business and get an instant recommendation and price range. No call required to get started.

2

We confirm the scope

Short call or email exchange to verify the details and get you a final quote.

3

You get the deliverables

Written reports, ready-to-use documents, and a debrief so you know exactly what to do next.

Common Questions

Can you help with any state where I have employees?
Yes. The practice is fully remote and works with businesses in any U.S. state. Most work is delivered via questionnaire, document review, and video call — no in-person meetings required.
Are you an employment attorney?
No. I'm an HR practitioner, not a lawyer. I identify compliance gaps and provide practical guidance. For complex legal disputes or litigation, I'll recommend you speak with an employment attorney.
How long does a project take?
Most one-time projects are delivered within 1–2 weeks of your completed intake questionnaire. Rush turnaround available for urgent situations.
Can I get a quote before committing to anything?
Yes — that's what the quiz is for. Takes about 5 minutes and gives you a specific package recommendation and price range with no obligation.

Find Out Where You Stand

The quiz takes 5 minutes. You'll walk away with a specific recommendation and a price range — before you ever have to talk to anyone.

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