HR Architecture Advisory
Know where your company is
exposed before it costs
you 18 months.
Most companies do not discover their HR gaps until they are already paying for them. In legal fees, lost talent, agency inquiries, and audit findings. The diagnostic shows you the record before something else does.
Three Ways to Engage
One starting point. Every time.
Every engagement begins with the diagnostic. What follows depends on what the Exposure Report shows.
01 · Entry Point
People Infrastructure Diagnostic
Full forensic assessment. Written Exposure Report in 5 business days. $7,500 to $10,000 flat.
Learn More →02 · Active Situation
Investigation File Review
For received EEOC charges, live complaints, or terminations requiring immediate strategy.
Learn More →03 · Ongoing Advisory
Strategic HR Advisory Retainer
Fractional senior HR guidance. Month-to-month. Structured around what the Exposure Report shows.
Learn More →About Noël Tarquinii
The gap between an attorney and a platform. Neither option is this.
Employment attorneys enter after something breaks. Fractional HR platforms handle operations but cannot build architecture that survives legal pressure. HR Architecture Advisory exists in the space between them.
Every engagement conducted by Noël Tarquinii, SHRM-SCP, directly. 30 years employer-side. 200+ companies advised. $40M+ in liability identified and remediated. 98% audit success rate.
On the Verdict Ceiling: Two Tracks. Same Defense Costs.
Under federal law, Title VII caps compensatory and punitive damages at $50,000 to $300,000 depending on employer size. Back pay and front pay are NOT capped. A $366 million jury verdict was reduced to approximately $250,000 on appeal because of the Title VII cap.
Federal caps do not protect employers from state law claims in states that have removed their own damage ceilings. Verified 2024–2026 verdicts: $900M sexual assault CA June 2024. $238M race discrimination WA Sept 2024 (later reduced). $103M with $83M punitive, age bias CA 2025. $52M whistleblower 5 plaintiffs CA Jan 2026. $32.3M disability discrimination CA 2025. $20.5M race harassment PA Apr 2024. $11.2M age discrimination CA Dec 2024. $3.8M race harassment AL Sept 2024. These are not anomalies.
Defense costs: $75,000 to $300,000+ before any verdict. If your company has employees in states that have removed their damage caps, the federal ceiling does not protect you from state claims.
Sources: 42 U.S.C. §1981a · Proskauer California Employment Law Update 2024–2026 · Katz Banks Kumin LLP Dec 2024 · Rocky Mountain Employer Feb 2024
The First Step Costs Nothing
Know where your company stands before something forces you to find out.
The diagnostic is how you find out before enforcement arrives to make the finding instead. $7,500 to $10,000 flat. Written Exposure Report within 5 business days. No obligation to continue.
Verified Data: Both PDFs Applied
Defense costs: $75,000 to $125,000 through summary judgment. $175,000 to $250,000 through verdict if summary judgment is lost. $300,000+ to trial. Average settlement: $200,000. Back pay and front pay are NOT capped under any track. Federal Title VII cap: $50,000 to $300,000 depending on employer size. State no-cap jurisdictions: jury decides. IRS: $1,329,000 penalty ceiling per year. Voluntary Classification Settlement Program reduces exposure to 10% of one year taxes: only before inquiry opens. EEOC FY2024: 97% favorable result rate. 111 merit lawsuits filed. 88,531 private sector charges (one channel of 300,000+ total). 42,301 retaliation charges: 47.8% of all charges, 17th consecutive year. 2024–2026 verdicts: $900M (CA), $238M (WA, later reduced), $103M (CA), $52M (CA), $32.3M (CA), $20.5M (PA), $11.2M (CA), $3.8M (AL).
Sources: EEOC FY2024 Annual Performance Report · IRS Penalty Schedule · Nakase Law Firm 2024 · Proskauer California Employment Law Update 2024–2026 · Katz Banks Kumin LLP Dec 2024 · DOL Final Rule March 2024 · 42 U.S.C. §1981a