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Now Recruiting · HR Compliance Specialists

Your HR department
has blind spots.
We find them.

340+Audits completed

12Avg. findings per audit

85+Years combined exp.

Apply to Audit With Us

AUDIT REPORT

Meridian Holdings LLC

FILED

I-9 Compliance

100% verified

Contractor Classification

All corrected

Harassment Policy

Updated Q4 2025

Termination Docs

Standardized

Benefits Admin

Reconciled

Completed Feb 14, 2026

CLEAN

The Five Failures

The audit findings that end careers. Or start lawsuits.

Tap any card to see the legal exposure. These aren't edge cases. They're in the next company you'll walk into.

Misclassified Contractors

You called them contractors. The IRS calls them employees. The difference is a six-figure back-tax bill.

$500K+

Legal Exposure

$50K–$500K+ in back taxes, penalties, and benefits liability

Controlling Authority

Dynamex Operations West, Inc. v. Superior Court (2018)

California's ABC test alone has triggered reclassification audits across industries. A single misclassified worker can cascade into class-action territory if the pattern is systemic. Most companies discover the exposure during due diligence — not before.

Found in 73% of first-time audits

Missing or Defective I-9s

Federal auditors don't accept "we were busy onboarding." Every blank field is a fine waiting to be collected.

$27K/form

Legal Exposure

$272–$27,018 per form violation

Controlling Authority

ICE Form I-9 Inspection Program (8 U.S.C. § 1324a)

ICE worksite enforcement has increased 400% since 2018. A company with 200 employees and a 15% error rate faces $800K+ in potential fines before any remediation costs. Most HR teams don't audit their own I-9s annually.

Found in 73% of first-time audits

Outdated Harassment Policies

A policy last updated in 2019 doesn't cover remote work, digital communication, or post-#MeToo precedent. Courts notice.

$300K+

Legal Exposure

$75K–$300K+ in EEOC settlement ranges

Controlling Authority

EEOC v. Ford Motor Co. (6th Cir. 2015); Bostock v. Clayton County (2020)

Bostock expanded Title VII protections significantly. Policies written before 2020 may have structural gaps that make them legally indefensible. Remote harassment — Slack messages, video call conduct — requires explicit policy language that most handbooks lack.

Found in 73% of first-time audits

Inconsistent Termination Documentation

When the terminated employee sues, your paper trail is your only defense. If it's inconsistent, you've already lost the first argument.

$1M+

Legal Exposure

$200K–$1M+ in wrongful termination litigation

Controlling Authority

Reeves v. Sanderson Plumbing Products (2000); McDonnell Douglas Corp. v. Green

Disparate documentation — detailed files for some employees, sparse records for others — is the most common smoking gun in discrimination suits. Plaintiff attorneys request all termination files from the past three years. Inconsistency reads as pretext.

Found in 73% of first-time audits

Benefits Administration Gaps

ERISA fiduciary obligations aren't optional. Missed enrollment windows, incorrect COBRA notices, and undisclosed plan changes are each their own liability.

$190/day

Legal Exposure

$110–$190 per day in COBRA penalty exposure

Controlling Authority

ERISA § 502(c); DOL Advisory Opinion 2012-02A

COBRA notification failures alone generate tens of thousands in penalties annually. SPD distribution failures, late 5500 filings, and plan amendment disclosure gaps compound quickly. Post-merger benefits reconciliation is where the largest concentrations of liability hide.

Found in 73% of first-time audits

Pivot point

Here's what a clean audit looks like.

Every problem above has a corresponding resolution. This is the work.

Resolves

Contractor Misclassification

Worker Classification Audit

We map every contractor relationship against ABC test criteria, behavioral control factors, and economic dependence indicators — across all 50 states.

Deliverable

Classification matrix

reclassification roadmap

IRS voluntary correction plan

Resolves

I-9 Deficiencies

I-9 Compliance Review

Physical and electronic form audit, reverification schedule, and remote hire documentation protocols built to ICE inspection standards.

Deliverable

Corrected I-9 inventory

remediation log

ongoing compliance calendar

Resolves

Outdated Harassment Policies

Policy Currency Assessment

Line-by-line policy review against current EEOC guidance, Bostock protections, and remote/hybrid work conduct standards.

Deliverable

Redlined policy document

updated handbook language

training protocol

Resolves

Termination Documentation

Separation Documentation Audit

Three-year termination file review for consistency, completeness, and disparate-impact patterns before litigation discovery.

Deliverable

Documentation gap report

standardized separation checklist

template library

Resolves

Benefits Administration

ERISA Compliance Review

COBRA notice audit, SPD distribution verification, Form 5500 filing history, and post-merger benefits reconciliation.

Deliverable

ERISA compliance scorecard

penalty exposure calculation

remediation timeline

2–3 wks

Avg. audit duration

47-pg

Standard report length

100%

Remediation roadmap included

<30 days

Clean certification timeline

The Team

People who've been in the room when the finding lands.

South Asian woman in professional attire, confident expression, office background

11 yrs in HR compliance

Priya Nambiar

Senior Compliance Auditor

"The worst I-9 situation I walked into had 400 employees, 60% error rate, and an ICE notice already on the CFO's desk. We fixed it in 19 days."

Black man in business casual, reviewing documents at desk with focused expression

9 yrs in benefits compliance

Marcus Oyelaran

ERISA & Benefits Specialist

"Post-merger benefits reconciliation is where the bodies are buried. I've found $2M in COBRA exposure in a single week of file review."

14 yrs in employment law

Claudia Restrepo

Employment Policy Counsel

"I spent a decade writing the policies. Now I audit whether they hold up. Most of them don't. That's not a criticism — it's a business model."

Project Variety

No two engagements are the same.

The work is complex, the clients are different, and the stakes are always real. Here's what the case mix looks like.

Post-Merger Integration Audits

Two HR systems, two policy sets, one deadline. We reconcile the exposure before the ink dries.

Scale-Up Compliance Assessments

Startups at 50–200 employees need their first real audit. Usually they need it six months ago.

Pre-Litigation File Reviews

In-house counsel needs a third-party assessment before board review or EEOC response.

Annual Compliance Retainers

Mid-market CFOs who want a standing audit relationship, not a crisis response.

Career Trajectory

From auditor to practice lead in three years. If the work warrants it.

We don't have a standard promotion ladder. We have a case history. Auditors who generate the most rigorous findings and clearest remediation paths move into client relationship ownership. That's the only path that matters here.

Remote-firstCompetitive baseCase bonusesCPE reimbursementNo billable hour minimums

Compliance Auditor

Year 1–2

Field audits, I-9 reviews, policy assessments

Senior Auditor

Year 2–4

Complex engagements, client-facing deliverables

Practice Lead

Year 3+

Client ownership, junior auditor mentorship, firm development

Join the Firm

If you recognized yourself in any of those problems, we should talk.

We're not looking for generalists. We're looking for people who've been in the room when the finding lands and knew exactly what it meant.

Confidential review

5-day response

No recruiter screening

Your HR departmenthas blind spots.We find them.

The audit findings that end careers. Or start lawsuits.

Misclassified Contractors

Missing or Defective I-9s

Outdated Harassment Policies

Inconsistent Termination Documentation

Benefits Administration Gaps

Worker Classification Audit

I-9 Compliance Review

Policy Currency Assessment

Separation Documentation Audit

ERISA Compliance Review

People who've been in the room when the finding lands.

No two engagements are the same.

Post-Merger Integration Audits

Scale-Up Compliance Assessments

Pre-Litigation File Reviews

Annual Compliance Retainers

From auditor to practice lead in three years. If the work warrants it.

If you recognized yourself in any of those problems, we should talk.

Your HR department
has blind spots.
We find them.