An HR platform stores what you type. This checks it.

From the posting to the offer. Job postings with their own application form, a pipeline with stages, and screening before an offer is made.

• A public application form for every posting. Share the link anywhere. Applications arrive already attached to the job, with no retyping.
• A pipeline you move people through, from applied to hired, with the date of every move kept.
• Exclusion screening before the offer, so a hire is cleared before it is made rather than discovered afterwards.Social Security Act §1128
• The weekday check that names the candidate who has been sitting at the same stage too long.

The first week. The first-week paperwork, with the deadlines the government actually counts.

• Form I-9 with its clock running. Section 1 on or before the first day, Section 2 inside three business days, and both computed rather than remembered.8 CFR 274a.2(b)(1)
• Reverification set from the document expiry, and the retention date worked out at separation: three years from hire or one year from leaving, whichever is later.8 CFR 274a.2(b)(2)
• Onboarding packets sent and signed by typed name, with the time recorded against the person.15 U.S.C. 7001
• New hires reported to the state inside twenty days. We build the report and the deadline and chase it. The Social Security number is typed on the state portal by you and never stored here.42 U.S.C. 653a

Every month, for as long as they work for you. Monthly exclusion screening, licence verification against the actual board, and background checks with the notices that follow.

• Every employee and contractor screened against the exclusion list every month. One excluded person on the payroll makes every claim their work touched a false claim, and the list changes monthly.Social Security Act §1128 · OIG LEIE
• Licences checked against the issuing board, not against a field somebody typed. We hold the right board and lookup for the licence type and state, what it showed on the day, and the re-check thirty days before expiry.State practice acts · 42 CFR 418.114
• Credentials watched at 90, 60, 30 and zero days, named to the person who can renew them.42 CFR 418.76 · 484.80
• Background checks ordered on your own Checkr account, so Checkr bills you at Checkr’s price and you stay the end user of the report, which is where the law puts you.15 U.S.C. 1681b
• The adverse action steps in the right order. Pre-adverse notice with a copy of the report, the waiting period, the dispute, then the final notice. It refuses to record a final notice before the candidate’s time to respond has run out, because doing that early is the most common claim there is.15 U.S.C. 1681b(b)(3) · Cal. Gov. Code 12952

Assigned, taken, proved and renewed. Twelve courses written from the rule each one cites, with a knowledge check, an attestation and the renewal tracked.

• Courses people actually take, in the portal. HIPAA, bloodborne pathogens, hazard communication, harassment prevention, aide and nurse aide in-service, abuse and neglect, infection control, emergency preparedness and workplace violence.45 CFR 164.530(b) · 29 CFR 1910.1030(g)(2) · 42 CFR 418.76(d)
• A knowledge check with an explanation for every wrong answer, and an attestation in the employee’s own name recorded against their file.
• Assign to one person or to everyone active in one click.
• The renewal is the point. Annual training quietly becomes fourteen-month training. We watch the renewal date and name it before it passes.
• CPR is tracked, not faked. Certification needs a hands-on skills test with an instructor, so we hold the certificate and its expiry rather than issue something that looks like one.

Every pay period. Timesheets with the meal and rest rules checked as each entry is saved.

• Meal and rest periods checked on every entry. A missed second meal on an eleven-hour shift is flagged that morning, not found in a demand letter two years later.Cal. Labor Code 512 · IWC Wage Order 5
• Hours, overtime and double time computed, including the seventh-consecutive-day rules that catch agencies out.Cal. Labor Code 510 · 29 U.S.C. 207
• Approvals before the period closes, with anything still unapproved after two weeks named in the morning brief.Cal. Labor Code 204
• Typed in the portal or read from your export. Whichever you already do.

When somebody asks. Requests, approvals, accruals, and the leave notices that carry a five-day clock.

• Requests, approvals and denials, with the balance shown at the moment of the decision.
• The FMLA and CFRA clock starts on the request. An eligibility notice is due within five business days, and a designation notice within five of having enough to decide. Both are easy to miss while the leave is being arranged.29 CFR 825.300(b) and (d)
• Paid sick leave treated as the statute treats it. A covered request cannot be refused or counted against the employee, and the reminder says so while somebody is deciding.Cal. Labor Code 246 and 246.5
• Accruals tracked against the cap and the carryover.

Once a year, at least. Evaluations scheduled, chased and written, because the review itself is the evidence.

• Scheduled against the requirement, not against somebody’s memory.42 CFR 483.35(d)(7) · 418.76(c)
• The written review in the portal: ratings, strengths, what to improve, goals, and the employee’s own comments.
• Chased when it slips, with the days overdue counted.
• Kept where you can produce it when somebody asks for it.

On the wall and in the file. Handbook, posters and the documents a surveyor or an auditor asks to see.

• Labor law posters for every location, assembled from the Department of Labor, OSHA, the EEOC and the state agencies rather than bought from a reseller. Twenty-one for a California site.29 CFR 1903.2 · state posting law
• Each poster confirmed as it goes on the wall, and chased if it does not. A poster set nobody hung is not a posted poster.
• An employee handbook written for your state and service line, fifteen sections, as a document for you and your counsel to review and approve.
• Retention clocks that release a file rather than guess, for I-9, payroll and FMLA records.29 CFR 516.5 · 825.500(b)

The spine underneath all of it. One roster, fed by what you already produce, and a dated record behind every finding.

• Fed by a scheduled export from payroll or your HRIS to one address. Columns matched by meaning rather than by name, so nobody has to rename anything.
• Merged, never overwritten. A partial file cannot blank a date you already had, which is how rosters usually get damaged.
• Or typed in the portal if you would rather, for an agency of eleven people.
• A dated evidence trail behind every finding, kept and exportable, because the answer to “prove it” is a record with a date on it.

So the administrator stops chasing. Your staff do their own part, on their own phone, without adding to yours.

• Give any member of staff a login in one click. They set their own password; nobody in your office and nobody here ever sees it.
• They see their record and nothing else.
• Log time, request leave, take a course, start their I-9, sign their packet.

Every morning, before anyone asks. The part no HR platform has: your records read every morning against the regulation you are surveyed on.

• Checked against the Conditions of Participation, not against a generic HR checklist. Sixty-one clinical rules across hospice, home health, skilled nursing, dialysis and opioid treatment, plus the staff rules on this page.42 CFR Parts 418, 484, 483, 494 and 8
• Survey readiness scored weekly, so the gap is found in a quiet week rather than during a survey.
• One brief a day to the person who owes the work, with the citation and the date, routed by rule rather than sent to everybody.
• A text only when something is already past due.