Practical HR compliance infrastructure for growing companies.
Employment-law coverage depends on the applicable statute, employer type, headcount, worksite, and other facts. TalentForge360 helps growing organizations build and operate documented People processes, coordinating with qualified employment counsel when legal advice is needed.
- People Operations support as your organization grows, with legal questions directed to qualified counsel
- Custom employee handbooks written in plain language your team will actually read
- I-9, record-keeping, and documentation standardization across all locations
- Review and organization of People processes, documentation, and follow-up actions within scope
- HR compliance training for managers and leadership on leave laws, ADA, and harassment prevention
- FMLA, ADA, and leave management processes built for your company size
- Wage and hour compliance: classification reviews, overtime, and meal and rest break policies
- Multi-state compliance support for companies hiring across state lines
What this covers
TalentForge360 helps growing companies build and operate documented People processes, including employee documentation, handbooks, I-9 workflows, and multi-state operations. Legal interpretation and determinations belong with qualified employment counsel.
Who this is for
- Growing companies organizing employee documentation, policies, or manager workflows
- Organizations hiring or operating across state lines
- Leaders who need to clarify People process ownership and operational next steps
- Companies considering scoped implementation or ongoing People Operations support
How to use this
- Discuss your organization, existing processes, and operational priorities in a People Infrastructure Review.
- The review is a high-level business conversation, not a written audit, compliance review, or legal determination.
- Agree on scope, responsibilities, and deliverables before implementation begins.
- Bring legal questions and determinations to qualified employment counsel.
Limitations
TalentForge360 provides operational People support, not legal advice or representation. Employment-law coverage depends on applicable facts and jurisdictions; consult qualified employment counsel for legal interpretations and determinations.
Common Questions
What employment laws apply to small businesses?
Coverage depends on the statute, employer type, employee count, and other facts. As a general guide, Title VII and ADA coverage usually begins at 15 employees, while ADEA coverage usually begins at 20. Federal COBRA generally applies to covered group health plans maintained by employers meeting a 20-employee prior-year test. FMLA coverage for private employers generally requires 50 employees in 20 workweeks, and an employee must separately meet tenure, hours, and worksite conditions. ACA employer shared-responsibility rules use Applicable Large Employer status, generally based on 50 full-time employees and equivalents. State requirements can differ; confirm how the rules apply to your organization.
Do we need an employee handbook if we have fewer than 20 employees?
A handbook can help communicate workplace policies, expectations, and processes, but whether one is legally required and what it should contain depend on the organization and jurisdiction. A handbook does not guarantee compliance. TalentForge360 can help develop practical People documentation within an agreed engagement scope.
What is an I-9, and are we required to have them?
Form I-9 is used to verify the identity and employment authorization of employees hired in the United States. Employers should follow current USCIS instructions for completion, retention, and any applicable exceptions. TalentForge360 can help organize I-9 processes and records; this is not a legal determination or guarantee against enforcement.
We just crossed 15 employees. What do we need to do right now?
Title VII and ADA coverage generally begins at 15 employees; ADEA coverage generally begins at 20. Other facts and statutory exceptions can affect coverage. Consider reviewing policies, manager processes, and accommodation procedures with qualified employment counsel. A People Infrastructure Review is a business conversation, not a legal review or compliance audit.
Can you help us comply with laws across multiple states?
TalentForge360 can help organize and implement People processes for teams operating across states. State and local requirements vary and change; legal interpretation should be confirmed with qualified counsel for the relevant jurisdictions.
Book a People Infrastructure Review.
No pitch, no pressure. Just a conversation about where you are and what you need.
Book a People Infrastructure ReviewView pricing
A 20–30-minute business conversation, not a compliance audit or legal review.