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Labor Day: Honoring Work, Building Stronger Workplaces

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Labor Day: Honoring Work, Building Stronger Workplaces A Holiday With Deeper Roots by Purciarele Group Labor Day often feels like the unofficial “last hurrah” of summer—barbecues, beach trips, and a long weekend before fall routines begin. But the holiday carries far greater meaning. Born out of the labor movement in the late 1800s, Labor Day was established to recognize the contributions of workers who built, sustained, and shaped the American economy. The first celebration took place in 1882 in New York City, organized by labor unions seeking fair wages, safer conditions, and reasonable hours. By 1894, Labor Day became a national holiday—a moment to pause, not just for rest, but to honor the dignity of work itself. Fast-forward more than a century, and that message still resonates. Work has changed—factories and mills may have given way to office buildings, small businesses, and remote work setups—but the spirit of Labor Day remains the same: people are at the heart of every enterpri...
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What Lawn Care Taught Me About HR (and Why You Shouldn’t Go It Alone)

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What Lawn Care Taught Me About HR (and Why You Shouldn’t Go It Alone) By Purciarele Group Recently, the lawn company I had been using went out of business. At first, I thought: How hard can it be? I’ll just handle it myself. Then I walked into Home Depot. Picture this: aisles stacked with lawnmowers, trimmers, blowers, edgers, attachments, batteries, chargers — all promising to be “the best.” Some were sleek and powerful, others budget-friendly but questionable. There were “systems” that required total buy-in (because once you pick a brand, you’re locked into their ecosystem). The options were endless, and I was overwhelmed. That moment made me laugh, because it felt exactly like what I see business owners experience with HR. You think: It’s just people, right? I can handle it. But then reality hits: HR is full of moving parts, complex tools, compliance issues, and “brands” all promising to be the answer. And just like me staring at the mower wall, you suddenly realize: this is a...
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Did You Know? Sometimes Policies Exist… Because of You

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  Did You Know? Sometimes Policies Exist… Because of You Let’s be honest: workplace policies don’t fall from the sky. They don’t magically appear in handbooks. Most of the time, they’re created because something happened that made leadership (or HR) realize: “Hmm, maybe we need a policy for that.” In my youth, I proudly sported an eyebrow ring. Nothing too wild or tacky — just a small piece of self-expression. My employer, a government agency, didn’t bat an eye. All was fine… until someone running for council decided they didn’t like it. Suddenly, an entire policy about visible piercings was written. Did I feel singled out? Absolutely. Did I feel it was fair? Not even close. Was it harassment or discrimination? Nope. It was one person’s opinion that turned into an organizational rule. I didn’t agree with it, but here’s the key: I understood that policies are often written as a reaction to something. My eyebrow ring just happened to be the trigger. So, the next time you’re ...
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The Real Cost of Off-the-Clock Work Under the FLSA

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  “It’s Just a Few Minutes… What Can It Hurt?” The Real Cost of Off-the-Clock Work Under the FLSA By Purciarele Group We’ve all heard it: “I’ll just finish this one quick task before clocking out.” It sounds harmless — just a few minutes. But under the Fair Labor Standards Act (FLSA) , there’s no “a little bit doesn’t count” clause. Those minutes can carry serious legal and financial consequences for employers. Eye-Opening Examples of What “Free” Time Really Costs $350 million settlement against Walmart to resolve 60+ lawsuits alleging employees were required to work off the clock. $6 million settlement against TD Bank for allegedly requiring early arrivals to open the branch before shifts began. $2.5 million settlement against Hilton LAX for failing to pay hotel workers for time spent putting on and taking off uniforms. Why Off-the-Clock Work Isn’t “Free” The FLSA is clear: all non-exempt (hourly) employees must be paid for every minute worked —including...
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🔍 The AI Lawsuit Every Employer Should Be Watching: What Mobley v. Workday Means for the Future of Hiring

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 🔍 The AI Lawsuit Every Employer Should Be Watching: What Mobley v. Workday Means for the Future of Hiring By Purciarele Group 8.4.2025 Artificial intelligence has made hiring faster. But has it made it better? At a glance, AI promises efficiency—scanning resumes, flagging keywords, sorting candidates. But what happens when those algorithms quietly shut out qualified people? What happens when the “smart tech” introduces the very bias it was supposed to eliminate? That’s not just a tech glitch. That’s a human problem. And it’s now at the center of a major lawsuit that should have every business owner, HR professional, and tech vendor paying close attention. ⚖️ The Case: Bias in the Bots? In Mobley v. Workday, Inc. , Derek Mobley—a job seeker over the age of 40—alleges that he applied to more than 100 jobs through platforms using Workday’s AI screening tools. He never received a single interview request. He believes the software flagged and disqualified him (and others) bas...
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🔍 “Is Your Boss Watching? How to Job Hunt on LinkedIn Without Getting Caught”

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 🔍 “Is Your Boss Watching? How to Job Hunt on LinkedIn Without Getting Caught” By Purciarele Group | August 1, 2025 So… you’re ready to explore new job opportunities. Maybe you’re burned out, underpaid, or just craving something new. You hop on LinkedIn, scroll through job posts, maybe even comment on a few industry articles to get noticed. And then it happens. A coworker sends you a screenshot. “Hey… saw this and thought of you 😉.” Your stomach drops. Are you being watched? Is your job search no longer confidential? Unfortunately, you’re not imagining things. While LinkedIn is a powerful career tool, it’s also a digital fishbowl—especially if you’re still employed and trying to be discreet. Let’s break down what’s truly visible, what’s not, and how to job hunt smart—without sabotaging your current role. 🚨 What Can Your Employer See? LinkedIn isn’t sneaky. It’s social —by design. Unless you take steps to limit visibility, most of your activity is public by default. ...
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⚖️ HR Isn’t One-Size-Fits-All: Why Local Rules and Regulations Matter More Than You Think ⚖️

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 ⚖️ HR Isn’t One-Size-Fits-All: Why Local Rules and Regulations Matter More Than You Think ⚖️ By Purciarele Group | July 29, 2025 You’ve got your employee handbook. You’re following the FLSA. You’ve posted the required federal notices. You’re compliant… right? Not necessarily. In today’s complex regulatory landscape, simply checking the federal boxes isn’t enough. Employers are increasingly held accountable to a patchwork of state, county, and even city-specific employment rules and regulations . And they don’t just vary—they evolve, often without much warning. For growing businesses, remote teams, or multi-location employers, this means your HR policies must adapt —or risk legal, financial, and operational consequences. 📍One Country, 50+ HR Playbooks Let’s take a quick tour of how local rules can completely change the game: California mandates strict meal and rest break rules—with penalties for noncompliance Colorado sets a higher salary threshold for exempt emplo...
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