Purciarele Group - HR Simplified

They’re Not Lazy. They’re Frustrated. I hear this constantly: “We just can’t find good people.” “Nobody wants to work anymore.” “They just don’t have the same work ethic.” And every single time… I ask a few questions. Not about the employee. About the business. Because what I usually find? The employee isn’t the problem.   If this sounds familiar, [this is exactly what we help businesses fix] Let me show you what this actually looks like You have an employee—let’s call her Sally. Sally was great when she started. Showed up early Asked questions Wanted to learn Took initiative Fast forward 6 months… Now Sally: Does the bare minimum Seems disengaged Stops asking questions Avoids responsibility And leadership says: “See? Another one who just doesn’t want to work.” But here’s what actually happened. What Sally experienced (that leadership didn’t see) She got trained three different ways by three different people The “rules” changed depending on who she...

When Employer Messaging Misses the Moment: What Today’s Workforce Needs From You by Purciarele Group A commercial about a job interview made the rounds recently. In it, a candidate hears the familiar “We’ll be in touch,” and instead of feeling uncertain or discouraged—as many job seekers do—he celebrates with a steak dinner. It’s meant to be humorous. But for a lot of people, it didn’t land that way. The reaction wasn’t about the commercial itself. It was about what it revealed: a disconnect between how some companies portray the hiring experience and what people are actually living through right now. Across industries, job seekers are applying to dozens of roles—often through platforms like Indeed and LinkedIn—juggling interviews, and hearing “we’ll be in touch” more times than they can count. They’re navigating uncertainty, financial pressure, and the emotional weight of trying to secure stable work. Turning that experience into a punchline doesn’t reflect the reality most families a...

  Spring Forward, Slow Down: Why This Is the Perfect Time to Update Your Handbook by Purciarele Group If your team feels a little foggy after “springing forward,” they’re not imagining it. The shift to daylight saving time consistently shows up in workplaces across the country as increased fatigue, reduced focus, and even higher safety risks—particularly during the first week or two after the clocks change. Research has linked the time change to: Reduced concentration and work engagement for several days after the shift Higher rates of workplace incidents and injuries Drops in early-morning productivity as employees struggle to adjust their sleep cycles Most organizations simply push through and assume people will adjust eventually. And usually they do. However, smart organizations recognize that this seasonal disruption can serve as a useful reminder: if your people are running on fumes, your policies might be too. The time change is a natural moment to pause, review how work is a...

  The Rules May Change Again: What the DOL’s Proposed Independent Contractor Shift Could Mean for Employers by Purciarele Group On February 26, 2026, the U.S. Department of Labor announced a proposed rule that could significantly change how workers are classified under federal wage and hour law. If finalized, this rule would: ➡️ Rescind the 2024 independent contractor rule ➡️ Replace it with a framework more aligned with the 2021 approach ➡️ Re-center classification decisions around the long-standing “economic reality” test Translation? Worker classification may soon become less checklist-driven and more judgment-based again. And for employers — especially small and mid-sized businesses — that means the risk landscape could shift. What May Actually Change? The proposed rule focuses on a fundamental question: Is the worker truly in business for themselves — or economically dependent on the company? To answer that, the DOL proposes emphasizing two core factors : 1. Control Who contr...

Intent vs. Impact: What the Coca-Cola EEOC Case Teaches Employers by Purciarele Group When small employers see headlines like: “EEOC Sues Coca-Cola Beverages Northeast for Sex Discrimination” the immediate reaction is often: “That would never happen here. We’re too small.” But here’s the uncomfortable truth: Even companies with full HR departments, legal teams, and national brands can let things fall through the cracks. Not because they don’t have policies. Not because they don’t have DEI statements. Not because they don’t care. But because at some point, someone stopped asking: “Is this fair for everyone?” And when a company that large misses something, it becomes national news. The Coca-Cola Case: When Intention Collides With Impact In the Coca-Cola Beverages Northeast case, the EEOC alleges that the company sponsored a two-day networking event for approximately 250 female employees and excluded male employees from the same opportunity, benefits, and paid time away from work. The int...

  The 5 Most Common HR Misalignments I See in Growing Businesses by Purciarele Group After 30+ years working in HR, I’ve noticed something consistent: Most small businesses are not doing HR “wrong.” They’re just growing faster than their structure. And when growth outpaces structure, small misalignments start to show up. Not dramatic ones. Subtle ones. But subtle misalignment is where tension begins. Here are the five most common HR misalignments I see in businesses with 2–50 employees. 1. Policy Doesn’t Match Practice The handbook says one thing. Managers do another. Employees experience something slightly different. No one intends for this to happen. It usually occurs because: The handbook hasn’t been reviewed in years. Processes evolved informally. Leadership made practical adjustments over time. No one circled back to document the changes. When policy and practice drift apart, confusion follows. And confusion erodes trust faster than most business...