Fractional HR Leadership for Inland Empire Companies

Fabrication shop, just under 30 people

About a year ago, an Inland Empire fabrication shop of just under 30 people hired me for a diagnosis first. Then they kept me on for three 90 day sprints in a row:

• Sprint 1, Clean Up the Risk: fixed misclassified workers and guided a $40K separation settlement with their attorney, even while the former worker kept playing games. The attorney said it was "handled perfectly."
• Sprint 2, Build the Rules: rebuilt the handbook, the attendance and discipline policies, the job descriptions and the exempt review.
• Sprint 3, Make It Stick: coached managers on documentation, wrote a loan policy and agreement, and got the handbook ready in Spanish.

The diagnosis turned up misclassified workers, a super common mistake and a real risk in California.

Chiropractic clinic, just under 20 staff and Practitioners

A chiropractic clinic with just under 20 staff and Practitioners had grown fast, and its handbook and safety plan hadn't kept up with California law.

I rebuilt the handbook through the employment attorney's review. Then I put a real Workplace Violence Prevention Plan (WVPP) in place, with the incident log, report form, training sign in and yearly review the team will actually use.

The question I hear most is "Do I really need a WVPP?" For nearly every California employer, the answer has been yes since July 1, 2024. It's a written plan for preventing and handling workplace violence, plus yearly training and an incident log, and many companies still don't have one, which leaves people exposed and the business open to fines.

Last, I set pay bands from five local Inland Empire pay sources, so the next hire isn't a guess.