SCA administration, multi-state compliance, and AI risk advisory for prime contractors and subcontractors. Built on fifteen years of running this work inside large federal contractors.
What We Do
From SCA wage determinations to multi-state leave law to the compliance risks of AI in hiring. The guidance is practical because I've had to run it, at scale, inside contractors that get audited.
The SCA is one of the most technically demanding compliance obligations a federal contractor faces, and one of the most frequently mishandled. I've administered it at large, multi-state contractors, including a 1,500-employee M&O contract and DoD's NGEN program.
Talk to me about SCA →Federal contractors operate across state lines — often in many of them simultaneously. Wage laws, leave requirements, pay transparency, non-compete rules. I 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, I help you use AI without creating liability.
Employment policies for federal contractors require a layer of specificity that generic templates miss. I draft handbooks and standalone policies that reflect your contract obligations and workforce composition.
Offer letters, separation agreements, subcontract labor provisions, and independent contractor agreements. I flag compliance gaps and draft recommended revisions for your employment counsel to approve.
Misclassification is one of the highest-risk areas for federal contractors — particularly where 1099 workers touch SCA-covered contract work. I apply the 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.
— Brandon Moon, Founder
About Kiln HR
Kiln HR is Brandon Moon. I started it because federal contractors kept needing HR compliance help that general employment-law consultants couldn't give them. SCA administration, FAR-driven HR obligations, and multi-state complexity are their own discipline, and it is learned by running it.
I spent 15+ years in federal contractor HR. That includes SCA administration for 1,500+ employees on a federal M&O contract, SCA work on DoD's NGEN enterprise IT program, DOL audit response and OFCCP audit defense, and a worker-classification remediation that eliminated six-figure back-pay exposure.
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 →The federal right of first refusal was rescinded in 2025, and many transition playbooks haven't caught up. What still binds a successor contractor, and what breaks down when teams follow the old rule.
Read article →Book a free 30-minute consultation. SCA, multi-state, AI risk, or wherever your biggest exposure sits.
Book a Free Consultation30 minutes, no obligation.