No. ClearPath is not a broker, Professional Employer Organization (PEO), or third-party administrator (TPA). I work alongside your existing broker, carriers, and TPAs as your internal specialist resource — handling the day-to-day administration, compliance, and employee support that brokers typically don't provide.

ClearPath provides specialist HR support grounded in deep compliance expertise — not legal advice.

I bring working knowledge of federal and California employment law to every engagement, including leave programs (FMLA, CFRA, PDL, ADA), benefits compliance (ERISA, COBRA, HIPAA), workers' compensation and OSHA recordkeeping, multi-state employment requirements, and ADA accommodation processes. This means your benefits and leave programs are handled with genuine regulatory awareness, not just administrative coordination.

That said, ClearPath is not a law firm and does not provide legal counsel, draft legal documents, or render legal opinions. For matters requiring formal legal advice, I always defer to and work alongside your legal team.

Yes — and it's one of ClearPath's deepest areas of expertise. California has some of the most complex leave and accommodation requirements in the country, including CFRA, PDL, FEHA, and PWFA obligations that go well beyond federal FMLA and ADA standards. If your team includes California-based employees — whether you're headquartered here or managing a distributed workforce — that expertise is built into every ClearPath engagement.

Honestly, industry matters less than where your team is operationally. ClearPath is built for growing businesses — from solo founders with contractor teams to companies of 50+ employees — that have real people processes but no dedicated in-house HR. What matters most is your size, stage, and complexity: whether you're managing a distributed or multi-state team, or navigating leave, ADA, benefits, or workers' comp without specialist support.

I bring hands-on experience across industries — including technology, housewares manufacturing, wine and hospitality, and solar — plus deep workers' compensation and OSHA expertise for the higher-injury industries where that exposure runs highest. If you have people and processes that need structure, there's a good chance I can help.

ClearPath focuses exclusively on benefits, leave, ADA accommodations, and workers' compensation. Services outside scope include:

• Legal drafting, legal advisory, or formal legal review — ClearPath brings deep compliance knowledge to every engagement, but formal legal counsel always remains with your legal team

• HR strategy ownership or policy creation

• Employee relations, performance management, or conflict resolution

• Bookkeeping, accounting, or payroll processing

• Marketing, social media, or brand management

• Sales or business development

• Personal assistant tasks or errands

• Large-scale non-HR project management

• Full software implementation or technology migrations

When something falls outside scope, I'll say so directly — and where appropriate, help you identify the right resource for it.

Yes — it's one of my deepest specialties. Alongside more than a decade in corporate HR, I held a role dedicated specifically to workers' compensation and leave management: coordinating claims from first report through resolution, building return-to-work and modified-duty programs, and maintaining OSHA recordkeeping for a multi-site workforce. For growing employers — especially in higher-injury industries like manufacturing, agriculture, and solar — I bring that depth to injury-reporting workflows, carrier and TPA coordination, the interactive process for injured employees, and OSHA compliance. It's available within an ongoing partnership or as a standalone Workers' Comp & Return-to-Work Program Build.

Yes — and in many cases, teams in the 50–150 employee range are where the need for specialist benefits and leave support is most acute.

As team size grows, so does complexity — more enrollments, more leave cases, more compliance exposure. Partnership capacity scales to match. For teams above 150 benefits-eligible employees, engagements are custom-scoped to reflect that complexity.

Teams with distributed, multi-state workforces are particularly well-served by ClearPath's compliance depth — especially those with California-based employees or operations.

How do I know which partnership level is right for my team?

The right level depends on your current stage and complexity:

• Benefits & Leave Essentials is best if you need reliable, consistent execution of core benefits and leave functions

• Benefits & Leave Complete is ideal if your benefits, leave, ADA, and workers' comp needs have grown complex and you need an embedded specialist

• People Ops Essentials fits teams that need broader HR operational support beyond benefits and leave

Still not sure? If your team is navigating leave complexity, ADA accommodations, multi-state compliance, or benefits administration without dedicated specialist support — Benefits & Leave Essentials is likely the right starting point. Submit an inquiry and we'll figure it out together.

ClearPath partnerships are capacity-based and tailored to your team's size and complexity. Listing a single price without context would be misleading.

Detailed investment information is shared after you submit an inquiry and before your discovery call — so you can review your options thoughtfully, at your own pace, before we ever speak. The goal is for you to come to that conversation informed and confident, not surprised.

The initial 3-month term is where the real foundation gets built.

Benefits and leave program improvements require continuity. Ninety days is the minimum time needed to understand how your programs actually operate — not just how they're supposed to operate — and to build employee trust in the process.

During this time, we establish communication rhythms, clarify priorities, implement compliant workflows, and begin building consistency — including any leave documentation, ADA accommodation processes, or benefits coordination your team needs.

After the initial term, partnerships renew in structured 90-day cycles.

This quarterly rhythm gives both of us a natural moment to review progress, reassess priorities, and confirm that the partnership is still well-calibrated to your team's needs. If your needs have grown, capacity can be adjusted. If either party chooses to conclude the partnership, 30 days' written notice is required prior to the end of the current term.

Unused retainer hours expire at the end of each monthly billing period and do not roll over.

Your retainer represents reserved capacity — dedicated time set aside for your partnership each month. That reservation has value regardless of how many hours are actively used, and it allows me to plan consistently and show up with full attention when you need support.

If a month is trending toward significantly underutilized capacity, I'll flag it proactively so we can adjust priorities before the period closes. If you need more support than your retainer covers in a given month, additional hours may be available at your standard rate — always discussed and agreed upon in advance.

Yes. Many of ClearPath's clients reach out after a leave case, accommodation request, or benefits audit revealed a gap they didn't know existed. The Foundation Audit is designed specifically for teams who want to get ahead of compliance risk before it becomes a costly problem.

Yes — ClearPath offers a focused suite of project-based engagements designed for teams who need specialist support in benefits, leave, ADA, or workers' compensation without committing to ongoing partnership.

Each project is fixed-scope, fixed-fee, and delivered within a clear timeline. Available projects include:

• People Ops Foundation Audit — a structured compliance and operations assessment with a prioritized action plan

• Leave Program Setup & Compliance Review — a compliant, documented leave framework built for your specific workforce and operating states

• ADA Accommodation Process Build — a legally defensible interactive process framework with templates, manager guidance, and compliance documentation

• Workers' Comp & Return-to-Work Program Build — a coordinated workers' compensation and return-to-work program with injury-reporting workflows, a modified-duty framework, and OSHA recordkeeping setup

• Benefits Administration Audit — a structured review of enrollment accuracy, carrier reconciliation, COBRA compliance, and open enrollment practices

These are complete, standalone engagements — not starter packages designed to upsell you into something bigger. If ongoing partnership makes sense after we've worked together, that conversation is always available. But it's never required.

The discovery call is a structured conversation — not a sales pitch.

We'll talk through your current benefits, leave, and compliance programs, where the gaps or pain points are, what your team looks like today, and what kind of specialist support would actually make a difference.

We'll discuss your current compliance exposure — leave programs, multi-state requirements, benefits administration gaps.

You'll have already reviewed the investment guide before the call, so we can spend the time on what matters: figuring out whether ClearPath is the right fit, and if so, what that looks like.

There's no obligation. If it's not a strong fit, I'll tell you.

Once partnership level and scope are confirmed, onboarding typically begins within 1–3 weeks — depending on my current availability and capacity.

ClearPath intentionally limits the number of active client partnerships to ensure that each one receives consistent, quality attention. If you're ready to move forward, the inquiry form is the right first step.