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Eos Human Resources Consulting Eos Human Resources Consulting services encompass a broad spectrum of HR consulting and outsourced H

I told a client last week to delete their AI policy.It was 14 pages. Beautiful formatting. Very corporate. Straight from...
10/15/2026

I told a client last week to delete their AI policy.

It was 14 pages. Beautiful formatting. Very corporate. Straight from a template service.

Nobody in the company had read past page two.

The one instruction people did remember was “Consult HR before using AI.”

That raised more questions than it answered:
→ Which tools count?
→ What counts as “using” AI?
→ Who is HR, exactly?

So we started over.

The new version fits on one page. Three rules and a list of approved tools. That’s it.

The next week, adoption went up. We didn’t loosen anything. People could finally tell what they were and weren’t allowed to do.

A policy nobody can follow isn’t protecting you. It leaves people guessing, or quietly avoiding the tools altogether.

If you’re a founder looking at polished AI policies online and thinking you need one like that, you probably don’t. You need one your team will actually read.

What’s in your AI policy that no one reads?

The most expensive employee problems are the ones that you didn't see coming.Formal complaints, EEOC charges and wrongfu...
10/14/2026

The most expensive employee problems are the ones that you didn't see coming.

Formal complaints, EEOC charges and wrongful termination claims almost never come out of the blue. The signs were there.

Most employers just weren't looking for them.

👇 Here are 4 warning signs that a complaint is coming, so you can take action before it turns expensive.

You can't tell a judge that AI told you to do it.I said that on Christine Campbell Rapin's podcast, Amplify Your Marketi...
10/13/2026

You can't tell a judge that AI told you to do it.

I said that on Christine Campbell Rapin's podcast, Amplify Your Marketing Message, and she agreed right away.

Here's how it goes wrong. AI is built to agree with you. Tell it you want to fire Joe tomorrow, and it will help you fire Joe tomorrow. It won't stop to ask what you've documented. It hands you a plan, and you own the outcome.

That's the risk for small business owners. The tool sounds confident. It doesn't know your employee, your state's rules, or what you can defend later.

I use AI every day to run my HR practice, and I still argue with it. I push back when it's wrong. That only works because I have 25 years of HR experience to push with.

My rules for small teams are simple:

1. Pay for a company AI plan, so the work stays with the company when someone leaves.
2. Write a short policy: which tools, what's okay to enter, who to tell if something leaks.
3. If you wouldn't put it in an email, don't put it in AI.
4. A human makes the decision. Always.

Want a second set of eyes on how your team uses AI? My clarity call covers both governance and usage: aiclarityroadmap.com

Does your team have an AI policy, or is everyone guessing?

The average cost to defend an employment discrimination claim is $125,000.That's just the legal fees.It doesn't include ...
10/12/2026

The average cost to defend an employment discrimination claim is $125,000.

That's just the legal fees.

It doesn't include any settlement or judgment you might pay on top of it.

And the most common claim filed with the EEOC...

Is retaliation.

When you punish an employee for bringing up a concern about workplace rights.

The good news is that retaliation claims are preventable.

It comes down to how your managers respond when someone raises a concern and whether you're documenting decisions before they become disputes.

If you want to make sure that your team knows how to handle complaints without creating legal exposure, book a free 30-minute call with us.

If your business uses software to screen resumes or evaluate candidates, there are new laws that you need to know about....
10/09/2026

If your business uses software to screen resumes or evaluate candidates, there are new laws that you need to know about.

Several states now require employers to disclose when AI is part of the hiring process.

Some require independent bias testing and public reporting.

Your applicant tracking system likely counts as "AI" under these laws without you even realizing.

Here's what to do right now:

1️⃣ Make a list of every tool involved in your hiring process

Including your ATS, any resume screeners, skills assessments and anything a vendor provides that helps to decide who moves forward.

2️⃣ Ask your vendors for documentation

Find out whether each tool has been independently tested for bias.

If they can't give you a clear answer, you may need to get your own independent audit done.

3️⃣ Check your candidate communications

Review your job postings and application process to make sure that you're meeting any disclosure requirements that apply to your locations.

4️⃣ Start keeping records now

Document what tools you're using, what testing has been done and what you've communicated to candidates.

If you'd like help with reviewing your hiring process for any issues, drop me a message.

4 requests in a row. None of them were revenue work. My AI chief of staff noticed."When are we going to work on the reve...
10/08/2026

4 requests in a row. None of them were revenue work. My AI chief of staff noticed.

"When are we going to work on the revenue generating stuff?"

She was right. I'm a builder. Tinkering is my happy place. Selling isn't.

I talked about that and more with Lauren on the AI Interconnect podcast. 3 things I'd want every founder to hear:

1. Plugging AI into a broken process doesn't fix it. It makes it go faster. Fix the process first.

2. Your employees are using personal ChatGPT and Claude accounts. You can't see what goes in. When someone leaves, the agents and skills they built leave with them.

3. If AI helps decide who gets laid off, hired, or disciplined, a human owns that decision. You can't say "the AI did it." It can't take responsibility. You will.

I'm not anti-AI. A benefits analysis that used to take me 10 to 15 hours now takes about 1.5. I still check every formula.

My advice to any CEO: ask what your people are using. Start a list.

Which of these 3 is already happening at your company?

Full episode in the first comment.

If you use any kind of software to screen resumes, sort applicants or rank candidates, you could be liable for discrimin...
10/07/2026

If you use any kind of software to screen resumes, sort applicants or rank candidates, you could be liable for discrimination.

Many hiring tools use AI without employers realizing.

And now, a growing number of states require employers to test these tools for bias, disclose their use to candidates and keep records proving fair outcomes.

If you skip these steps, you could end up facing fines, an EEOC investigation or a discrimination lawsuit.

Below are 4 things which you should be doing right now to protect your business.

"AI told me to" is not a defense.I said this on the Close The Deal Podcast with Smith, and it's the risk I see most wit...
10/06/2026

"AI told me to" is not a defense.

I said this on the Close The Deal Podcast with Smith, and it's the risk I see most with small businesses using AI for HR.

Here's how it happens. An owner has a performance problem. They paste the situation into a chatbot and ask what to do. It says terminate. They do.

Months later, that former employee files a claim. The first question is why you made the decision. If the honest answer is that a tool told you to, you have nothing to stand on.

AI doesn't know your handbook, your past practice, or how you handled the last person who did the same thing. It can't testify. You can.

The same goes for hiring. If AI ranks your candidates and you can't explain the ranking, you still own that decision.

Use AI to organize the facts, draft the documentation, and pressure-test your reasoning. Keep the decision, and the justification, with a person.

Ewell and I also covered what a simple AI policy for a small team should include and why you need a backup of every prompt and automation you've built. Episode link in the first comment.

Want to see where AI fits in your business without adding this kind of risk? Start at aiclarityroadmap.com

Where have you seen AI make an HR call it shouldn't?

October is National Substance Abuse Prevention Month.A good time to remember that U.S. employers lose an estimated $81 b...
10/05/2026

October is National Substance Abuse Prevention Month.

A good time to remember that U.S. employers lose an estimated $81 billion a year to substance-related issues.

$81 BILLION.

And small businesses are the most exposed, because they're the least likely to have a written policy in place.

When something does come up, you're left making it up on the spot.

A written substance use policy sets expectations before anything goes wrong.

It tells your team what's acceptable, what support is available if they need it and that you take it seriously.

It also protects you from liability if you ever need to take action.

If you want help with putting one in place, get in touch.

If an employee abuses medical leave, it can be tempting to try and prove that they're faking it.But surveilling your wor...
10/02/2026

If an employee abuses medical leave, it can be tempting to try and prove that they're faking it.

But surveilling your workers can be very risky.

Especially if you fire them based on what you find.

One recent ADA discrimination verdict came in at $1.675 million.

WHAT YOU CAN DO:

✅ Hire a private investigator

✅ Use that footage as part of a termination decision

The evidence must clearly contradict the employee's documented medical restrictions and you need to have built a solid record before acting.

WHAT YOU CANNOT DO

🚫 Treat surveillance footage as proof on its own

Only a fitness-for-duty evaluation or independent medical exam can tell you whether that activity is inconsistent with their condition.

🚫 Skip straight to termination once footage is in hand

Firing someone without getting medical input first puts you squarely in ADA discrimination and FMLA retaliation territory.

🚫 Surveil someone based on a gut feeling

You need documented, specific grounds before you do anything.

📋 What to do first

Start with a fitness-for-duty evaluation and a structured leave management process.

If you still suspect fraud after that, get HR or legal advice before you commission any monitoring.

If you're dealing with a medical leave situation and something doesn't add up, get in touch for a confidential conversation before you take any surveillance steps.

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1440 Broadway Suite 200 #1103
Oakland, CA
94612

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Tuesday 9am - 5pm
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Thursday 9am - 5pm
Friday 9am - 5pm

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