Client Profile
Nationwide employer with approximately 75 employees across multiple states and a growing remote workforce. No in-house HR department; employment decisions handled by operations leadership.
Situation
The client contacted Paradigm for guidance on a sensitive termination involving a remote employee. During review of the applicable policies, it became clear the employee handbook had not been rebuilt since the company expanded beyond its original state.
Risk Identified
Key policies conflicted with state-specific leave laws, pay requirements, and remote-work jurisdiction rules. Several remote employees were working from states leadership had not formally approved, creating hidden compliance exposure. Proceeding with the termination under these conditions would have risked an unenforceable decision, significant defense costs, and potential multi-state claims.
What Paradigm Did
Paradigm paused the termination process and conducted a full handbook rebuild focused on enforceability across all operating states. We aligned policies with actual business practices, clarified remote work jurisdiction controls, and ensured leadership had language they could rely on for high-risk decisions.
Result
The employer avoided proceeding with a termination under defective policies and eliminated systemic multi-state exposure before it triggered claims or regulatory scrutiny.
Client Profile
Professional services organization with a senior-level employee accused of inappropriate conduct. Multiple witnesses were involved with conflicting accounts.
Situation
Leadership received a formal written complaint and needed to act quickly, but lacked an internal framework for conducting investigations. There was disagreement among executives on how to proceed and concern about potential legal exposure.
Risk Identified
A poorly handled investigation could have resulted in retaliation or wrongful termination claims, significant legal defense costs, and credibility issues if the findings were later reviewed by counsel or regulators.
What Paradigm Did
Paradigm conducted a structured, evidence-based investigation using consistent interview methodology and corroboration analysis. Findings were documented with the expectation of external legal scrutiny.
Result
Leadership received clear, defensible findings that supported decisive action. The organization avoided procedural missteps that commonly escalate internal complaints into litigation.
Client Profile
Healthcare-adjacent employer managing employees returning from extended medical leave.
Situation
An employee returning from an injury questioned when PTO accrual would resume. Leadership referenced the handbook but realized it did not clearly address modified schedules following medical leave.
Risk Identified
Inconsistent handling could have triggered FMLA interference or retaliation claims, wage and benefit disputes, or the creation of internal precedent that would undermine future decisions.
What Paradigm Did
Paradigm reviewed the employee’s work status, medical restrictions, and the employer’s policy language. We guided leadership on a consistent, defensible response aligned with both statutory requirements and internal policy.
Result
The issue was resolved directly with the employee without escalation or formal complaint, and leadership gained clarity for handling similar situations going forward.
Client Profile
Employer with a partially remote workforce operating across multiple states.
Situation
During a routine policy review, leadership disclosed that employees were occasionally working from other states on a temporary basis without formal approval.
Risk Identified
Unauthorized work locations triggered hidden wage, leave, payroll, and tax exposure in states where the company was not registered or compliant. A single complaint could have led to enforcement action.
What Paradigm Did
Paradigm rewrote the remote and hybrid work policy to clearly define approved work locations, employee obligations, and enforcement authority. Legal obligations were aligned with where work is physically performed.
Result
The employer regained visibility and control over remote work practices and eliminated hidden jurisdictional risk before it resulted in enforcement or claims.
In each case, the most expensive outcome was avoided because leadership acted before uncertainty turned into claims, litigation, or regulatory action. Paradigm is brought in when the stakes are real and decisions need to hold up under scrutiny.
You’ll walk away with:
✔️ A snapshot of your current HR compliance risk
✔️ Recommendations tailored to your company
✔️ Clarity on what needs to change before it’s too late