Purciarele Group - HR Simplified

“Wait… I Have to Pay Overtime on Commission?” By Purciarele Group If you’ve ever caught yourself thinking, “But they’re commission… I don’t owe overtime, right?” You’re not alone. It’s one of the most common—and most expensive—mistakes I see business owners make. Where the confusion starts Commission feels different. It’s not hourly. It’s not salary. It’s tied to performance. So it’s easy to assume that overtime doesn’t apply. But wage and hour laws don’t work based on what “feels logical.” They work based on classification and compliance. The Myth: “Commission = No Overtime” The misunderstanding usually sounds like this: “They’re 100% commission, so they’re basically running their own book of business.” “They’re making great money—overtime shouldn’t apply.” “My last company did it this way for years and never had a problem.” Under the Fair Labor Standards Act (FLSA), how someone is paid does not determine whether overtime is owed. The law is much simpler than people expect...

  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?” ...