Employment Law Never Stops Changing
If you operate in multiple states — or have even a single employee in a different state than your headquarters — you’re navigating completely different regulatory environments simultaneously. Add federal requirements, and you have a compliance matrix that would keep a full-time attorney busy.
The danger: you don’t know what you don’t know. Wage-and-hour rules, required postings, leave law obligations, worker classifications — these change without fanfare, and a routine audit can expose years of non-compliance overnight.
- Different minimum wage and overtime rules by state and municipality
- Unique leave law requirements — paid sick leave, family leave, bereavement — per state
- State-specific required workplace posting obligations that change annually
- Contractor classification rules that differ from federal standards in some states
- Pay transparency requirements emerging across multiple states simultaneously
How Catapult Solves It
We don’t send you a newsletter. We tell you exactly what to change and help you change it.
HR Compliance Audits
Full-spectrum review of your policies, practices, job classifications, and documentation against current federal and state law. You get a prioritized action list, not just a report.
Multi-State Compliance Management
Ongoing monitoring and guidance for employers with locations or remote employees in multiple states. We track every relevant law change and surface what applies to your business.
I-9 Audit & Remediation
Internal I-9 file review with remediation guidance to minimize exposure before a federal audit finds it first. Includes E-Verify enrollment guidance.
Employee Handbook Updates
Plain-English policies that are legally current, consistently enforced, and actually readable. Updated whenever relevant laws change.
Wage & Hour Compliance
FLSA classification reviews, overtime compliance analysis, pay practice audits, and correction plans before the Department of Labor comes knocking.
Employment Law Hotline
Direct access to certified HR practitioners and employment attorneys for real-time compliance questions. Included with membership plans.
What Our Clients Say
“We expanded to 3 states and Catapult handled every compliance requirement without us having to hire additional HR staff. They knew things about North Carolina leave law that even our employment attorney didn’t.”
“We got hit with an I-9 audit notice on a Tuesday. By Wednesday afternoon, Catapult had walked us through exactly where we stood and what to do. We went from panic to prepared in 24 hours.”
The Cost of Non-Compliance
These aren’t hypotheticals — they’re the liabilities we help our clients avoid every day.
FLSA Violations
Average settlement for mid-sized employer: $150,000+. Back wages, liquidated damages, and attorney fees add up fast.
I-9 Paperwork Errors
Civil fines range from $272 to $2,701 per violation. A company with 200 employees can easily have dozens of errors.
EEOC Investigations
Months of disruption and tens of thousands in legal fees even for charges that are ultimately dismissed.
Worker Misclassification
Back taxes, penalties, and benefits owed. IRS and state audits can go back 3+ years when intentional misclassification is found.
Backed by Ogletree Deakins — 900+ Employment Attorneys
Catapult members get access to employment law guidance from Ogletree Deakins attorneys across all 50 states — at no added cost. Real attorneys, real answers, no billable hour surprises.
This isn’t a legal opinion hotline. It’s a structured advisory relationship that keeps your HR decisions grounded in current law across every state you operate in.
Stop Guessing. Start Knowing.
A compliance audit gives you a clear picture of where you stand — and a roadmap to close the gaps before they become liabilities.