SCA administration, multi-state compliance, and AI risk advisory — for prime contractors and subs who can't afford to get it wrong. Practical expertise, not just frameworks.
What We Do
From SCA wage determinations to multi-state leave law to the emerging compliance risks of AI in hiring — Kiln HR delivers guidance that is rigorous, practical, and built for how federal contractor HR actually operates.
The SCA is one of the most technically demanding compliance obligations federal contractors face — and one of the most frequently mishandled. Kiln HR brings deep operational experience administering SCA compliance at large, multi-state government contractors.
Talk to us about SCA →Federal contractors operate across state lines — often in many of them simultaneously. Wage laws, leave requirements, pay transparency, non-compete rules: we track what changes and what it means for your workforce.
AI-powered hiring and HR tools are creating new compliance exposure most contractors aren't tracking. From EEOC disparate impact guidance to state automated decision laws, we help you use AI without creating liability.
Employment policies for federal contractors require a layer of specificity that generic templates miss. We draft handbooks and standalone policies that reflect your actual contract obligations and workforce composition.
Offer letters, separation agreements, subcontract labor provisions, and independent contractor agreements — reviewed for compliance gaps and refined to reflect current requirements under applicable laws and contract terms.
Misclassification is one of the highest-risk areas for federal contractors — particularly where 1099 workers touch SCA-covered contract work. We help you apply IRS, DOL, and state-specific tests to your actual workforce.
Ongoing advisory support on a retainer basis — a senior federal contractor HR compliance resource without the full-time cost. Ideal for small and mid-size primes and subs scaling their government contract portfolio.
Most SCA compliance failures don't happen because contractors ignored the rules. They happen because the rules are genuinely complex — and the gap between reading a wage determination and correctly applying it is wider than most people expect.
— Founder, Kiln HR
About Kiln HR
Kiln HR was built around a specific gap in the market: federal contractors need HR compliance support that goes beyond general employment law knowledge. SCA administration, FAR-driven HR obligations, and multi-state complexity require someone who has actually done this work — not just studied it.
Our team brings deep familiarity with employment compliance frameworks developed through years of hands-on experience in federal contractor HR — including SCA administration, DOL audit response, and workforce transitions on major government contracts.
Compliance analysis for HR leaders at federal contractors.
The H&W rate just increased to $5.55/hr. If your fringe benefit structure hasn't kept pace — or was never set up correctly — the exposure is larger than most contractors realize.
Read article →The EEOC withdrew its AI guidance. Several states didn't. Federal contractors now face a patchwork of bias audit, disclosure, and oversight requirements most haven't mapped.
Read article →More than 60 million workers are now covered by state salary disclosure requirements. A single remote job posting can create liability in multiple states simultaneously.
Read article →Successor contractor obligations under the SCA are among the least-understood requirements in federal contracting — and among the most consequential when a transition goes wrong.
Read article →Book a free 30-minute consultation — SCA, multi-state, AI risk, or wherever your biggest exposure is.
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Free Tool
Select the states where you have employees and your company size to get a snapshot of your key obligations — minimum wage, leave laws, pay transparency, non-compete rules, and more.
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