Several years ago our family was learning how to play golf and we’d play on a somewhat regular basis. However, our children were young and lived on the golf course, so we walked the course. We’d call the clubhouse and see how busy it was; if it was pretty quiet, we’d jump on and play 4 or 5 holes and then head back home. With the age of our kids, a couple of holes was all that was reasonable. On the rare occasion that my husband and I golfed as a couple, we still walked the course.

But, our kids LOVED the idea of the golf cart. So, for a special treat, I took one of our daughters out for 9-holes in the cart. Partly through our golf outing, the course marshal stopped us and scolded me for pulling off the cart path too close to the tee boxes.

I had no idea that I wasn’t allowed to drive the cart there.

I was SO embarrassed.

But, honestly, it was the first time I had ever golfed in cart, I had seen other golfers driving around the course and it wasn’t obvious to me that there were limits on when and where they were driving.

I didn’t know that I needed to ask the question.

I didn’t know what it was that I didn’t know.

It's nerve-wracking when you aren't sure what questions to ask because you don't know what you don't know.

That's why I set out to create a framework for you to identify which specific Human Resources you need to learn, implement, and stay current on. And I have solutions so that you can be assured that you are current and up-to-date with the requirements.

Even if you don't know which questions to ask right now.

California is one of the most heavily regulated states in the USA.

There are a multitude of agencies that regulate employment and you MUST comply with all of them to avoid liability.

The problem is, it is very difficult to even figure out what regulations exist that apply to your specific business.

Quite frankly, while I love my state (hello beautiful mountains, sunny beaches, and desert skies!), they don't make it easy to get this information. 

Last year, California passed more employment legislation than the other 49 states -- even if you added them all up together!

There are lots of resources out there but it is difficult to sift through and figure out what applies to the size of your business, the industry you are in and your geographic location. 

Over the past 20 years, I've worked with hundreds of different small businesses in virtually every industry. These business owners, just like you, started (or bought, or inherited) their businesses because they wanted to provide a valuable product or service to the community. 

As an HR professional, I realized that I had knowledge and expertise that was needed by the small business community. 

Every year California adds to the employment regulations and business owners are expected to know and comply with the new rules or be at risk for fines, penalties and lawsuits.

It's scary when you aren't sure whether your decisions are setting the business up for danger, or setting it up for success. 

I've had clients who were exposed to heavy penalties and were at risk of a major lawsuit because they didn't know that they weren't in compliance.

Don't let that happen to you.

Time and Money: I've spent hundreds of hours and thousands of dollars, keeping up on the current legislation, human resources best practices, trends and changes within different industries, etc., to provide the best services to my clients.

Past Success: Over the years, I've helped over 200 different businesses in all areas of HR.

Certified Professional: I hold the SPHR (since 1999) and I'm founding member of the SHRM-SCP. (Those are the 2 national certifications for HR Professionals and require continuing education to maintain.)

Active Member: I actively participate in local HR organizations (such as the Inland Empire Society for Human Resource Management and the Professionals in HR Association) to stay on top of all the current news, legislation and issues.

My clients are relieved that they can easily get the information that applies to them without jumping through hoops, wasting hours on Google (and then still being confused whether the answer they found applies to them or not), and lying awake at night wondering if they are missing something that they didn't know about.

While ignorance of the law is never an excuse, showing that you did what you could to be in compliance can help mitigate the consequences.

I can't change our legislature, the current rules and regulations, and how and when they are required. 

But, I can, and do, use my 20+ years as an HR Consultant to guide you on how to navigate and implement those requirements for YOUR business.