Real work. Real results.

The Challenge

A regional home health agency had grown from 12 to 55 employees in under two years. They had no employee handbook, no formal onboarding process, and payroll was being managed through a patchwork of spreadsheets. A state audit notice arrived before they had time to address the gaps.

Our Approach

Lumra HR conducted a full compliance audit in the first two weeks, identifying critical gaps in I-9 documentation, overtime classification, and leave policy. We then built and implemented a complete onboarding system, a compliant employee handbook, and coordinated transition to a vetted payroll provider. We managed the state audit response directly, preparing all documentation and accompanying the client through the review.

Outcomes

• State audit closed with no findings
• Onboarding time reduced from 3 weeks to 5 days
• Full I-9 remediation completed for all active employees
• Payroll processing errors eliminated within 60 days

The Challenge

A mid-size general contractor received a formal complaint from an employee alleging harassment by a supervisor. The owner had no HR experience, no documentation process, and was concerned about potential legal exposure. The situation had already created visible tension on job sites.

Our Approach

Lumra HR was engaged within 48 hours. We conducted a structured, impartial investigation including separate interviews with the complainant, the respondent, and four witnesses. All findings were documented in a formal investigation report. We then advised on appropriate corrective action, updated the company's anti-harassment policy, and facilitated mandatory manager training to prevent recurrence.

Outcomes

• Investigation completed and documented within 2 weeks
• Corrective action implemented with legal defensibility
• No formal charge filed with the EEOC
• Updated harassment policy and signed acknowledgments on file

The Challenge

A family-owned manufacturer had relied on the same informal HR practices for over a decade. A change in ownership triggered a due diligence review that surfaced significant compliance exposure across wage and hour classification, OSHA recordkeeping, and leave administration. The new ownership team needed issues resolved quickly before completing the transition.

Our Approach

Lumra HR performed a full HR compliance audit across seven functional areas. We prioritized remediation by risk level, correcting exempt and non-exempt misclassifications, updating OSHA logs, and drafting a compliant leave policy framework. We also rewrote job descriptions for all roles to support accurate classification and future performance management.

Outcomes

• 23 roles reclassified correctly under FLSA
• OSHA recordkeeping brought into compliance
• New leave policy framework implemented across all locations
• Ownership transition completed on schedule