Purciarele Group - HR Simplified

  Documentation Isn’t the Same as Discipline (And Mixing Them Up Is Costly) by Purciarele Group One of the most common—and most expensive—HR mistakes I see in small businesses is this: Leaders believe that documentation and discipline are the same thing. They’re not. And when those two concepts get blurred, businesses unintentionally create confusion, resentment, disengagement, and risk—often while thinking they’re doing the “right” thing. Let’s break this down. What Documentation Actually Is Documentation is a factual record . It answers questions like: What happened? When did it happen? Who was involved? What expectations were communicated? What support or coaching was provided? Good documentation is: Objective Specific Neutral in tone Tied to expectations or standards Intended to create clarity , not fear At its best, documentation supports growth. It creates a shared understanding of what’s going well, what needs improvement, and ...

How Fractional HR Transforms a Business in 90 Days by Purciarele Group Most small and growing businesses don’t wake up one day and decide, “We need HR.” They wake up to a problem. A termination goes sideways. A great employee quits with no warning. A wage or overtime question pops up, and suddenly someone is “Googling the law” at 11 p.m. The truth: by the time many small businesses reach out for help, they’ve already been acting as their own HR department for years—without the time, training, or tools to do it safely. That’s where fractional HR changes everything. Fractional HR gives you an experienced HR partner on a part‑time, as‑needed basis, so you get strategic support and hands‑on help without hiring a full‑time employee. And in as little as 90 days, the right HR partner can completely change how your business feels, functions, and grows. At Purciarele Group, this is exactly what we do. Why 90 Days Matters Ninety days is a meaningful window in business. It’s long enough to see re...

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...

  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...

  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...

  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...