Purciarele Group - HR Simplified

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...

  2026 HR Red Flags You’re Ignoring—Until They Hit Payroll, Morale, or the DOL by Purciarele Group Last year, we talked about the HR red flags business owners often ignore—until it’s too late. In 2026, those same red flags haven’t gone away. In fact, they’ve evolved. What used to feel like “small admin stuff” is now showing up in payroll confusion, employee frustration, and increased compliance risk . Not because business owners don’t care—but because growth, change, and good intentions don’t always come with clean systems. Here are the HR red flags we’re seeing most often right now—and why they’re costing more than ever. Red Flag #1: Payroll Changes Without Clear, Human Communication Payroll timing changes, new systems, transitions to arrears—these are all legitimate and compliant moves. The problem isn’t the change. It’s the explanation. When employees don’t fully understand what changed and why , the story they tell themselves fills in the gaps: “Did I lose pay?” ...

  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 ...