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Stop Calling Everyone a 1099: The Hidden HR Risk Small Businesses Can’t Ignore

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Stop Calling Everyone a 1099: The Hidden HR Risk Small Businesses Can’t Ignore by Purciarele Group If you run a small business, you’ve probably heard some version of: “Just make them a 1099. It’s easier and cheaper.” On the surface, it does sound easier. No payroll taxes, no benefits, no overtime calculations. But misclassifying employees as independent contractors is one of the most common—and most expensive—HR mistakes small businesses make. And this isn’t just an IRS problem. Misclassification can impact wage and hour compliance, unemployment, workers’ comp, and even how you manage day-to-day operations. (Quick note: This is general information, not legal or tax advice. Classification rules are fact-specific, so when in doubt, get guidance based on your situation.) Why Misclassification Is Such a Big Deal When someone should legally be a W-2 employee but you treat them like a 1099 contractor, a few things happen: You’re not withholding or paying the proper payroll taxes. You ma...
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The Hidden Cost of “Good Enough” HR | Small Business HR Support

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  The Hidden Cost of “Good Enough” HR for Small Businesses by Purciarele Group Most small business owners don’t ignore HR on purpose. They’re busy. Between serving clients, managing cash flow, and putting out daily fires, HR often becomes a “we’ll get to it later” project. The problem? “Good enough” HR quietly turns into one of the most expensive issues in a business—long before anyone realizes it. What “Good Enough” HR Really Looks Like If any of these sound familiar, you’re not alone: Policies live in old emails, shared drives, or someone’s memory New hires are told to “shadow someone and figure it out” Managers handle employee issues based on instinct instead of a consistent process Documentation is missing, incomplete, or only created after something goes wrong Day to day, this can feel manageable. Until it isn’t. The Risks You Don’t See…Yet The true cost of weak HR systems often shows up in ways that don’t immediately look like “HR problems”: Mysteri...
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  If 2026 Is a Growth Year: Hire With Intent, Not Urgency by Purciarele Group If you’re planning to add headcount, expand hours, or grow operations this year, hiring can’t be “find someone fast and hope it works.” Before posting a role, ask: Do our job descriptions actually reflect what the role does day-to-day—or are they outdated, generic, or copied from somewhere else? Are we using a consistent offer letter that clearly outlines pay, classification, benefits eligibility, and contingencies? Are we hiring to solve a defined business problem (capacity, revenue, customer experience)—or just plugging holes? For small businesses, intentional growth means: Updating job descriptions to clearly define essential duties, schedules, physical requirements, and what success actually looks like. Standardizing offer letters and onboarding so every new hire starts on solid footing. Making pay decisions carefully, so you’re not creating inequities you’ll have to fix later...
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As We Settle Into the Last Days of 2025: Reflection Before Resolution

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  As We Settle Into the Last Days of 2025: Reflection Before Resolution by Purciarele Group The final days of the year have a different kind of energy. The noise quiets. Calendars slow down. And for many business owners, there’s finally a moment to breathe. This is the space between — before the resolutions, before the planning sessions, before the “next year will be different” declarations. And it’s the most powerful moment of all. This Is the Time to Reflect — Honestly Before looking ahead to 2026, it’s worth looking back at 2025 without judgment and without sugarcoating. Ask yourself: What went great? Where did your business thrive? Which systems worked? Which people stepped up? What went good? Not perfect — but solid. What held steady even when things felt messy? What went bad? Where did you feel stretched thin? What caused frustration, rework, or stress? And what was ugly? The things you avoided dealing with. The issues you hoped would “work themselves out.” The problems that...
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The Week Between: Why Smart Business Owners Pause Before Planning

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  The Week Between: Why Smart Business Owners Pause Before Planning By Purciarele Group There’s a strange little pocket of time between the holidays and the start of the new year. The phones are quieter. Calendars are lighter. And for the first time in months, many business owners finally have space to think. And yet—this is the week most people rush through. They jump straight to resolutions. Big goals. Bold plans. “Next year will be different.” Smart business owners do something else first. They pause. Why the Pause Matters More Than the Plan Planning without reflection is how businesses carry the same problems into a new year—just dressed up with new goals. The truth is: You don’t start January with a clean slate. You start it carrying everything you didn’t finish, fix, or address. That includes: Unresolved performance issues Burned-out managers Policies that exist in theory but not in practice Payroll or PTO workarounds that “got you through” Employ...
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The Small Breakdowns That Create Big Workplace Problems

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  The Small Breakdowns That Create Big Workplace Problems By Purciarele Group Most workplace challenges do not start with major incidents, formal complaints, or dramatic resignations. They start much smaller. A task that is unclear. A message that is assumed instead of confirmed. A handoff that feels rushed. A responsibility that everyone thinks belongs to someone else. Individually, these moments seem insignificant. Collectively, they shape the day-to-day experience of work—and ultimately determine whether a team functions well or struggles under constant friction. Why Small Breakdowns Matter Organizations often focus on high-visibility issues: turnover, engagement scores, performance metrics, or compliance concerns. While those indicators matter, they are typically lagging indicators—signs that problems have already taken hold. Small breakdowns are leading indicators. They signal where expectations, systems, or communication are no longer aligned. Common examples ...
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