Run HR like a lawyer.
FMLA notices. Deadline tracking. Personal-liability alerts.
Built on 29 CFR Part 825. Every alert cites the regulation.
Inside Sentel · sample case data
FMLA
Family & Medical Leave
Active FMLA cases
4 open cases · 1 overdue
1 case has a passed deadline. Every missed FMLA deadline is a personal-liability risk. Clear these first.
For the HR Manager who got pawned off into the role
Most HR Managers describe themselves the same way.
Paper pushers. Pawned off into the role by a CFO who has more important things to worry about. Running FMLA on a spreadsheet that hasn't been updated since the last person quit. Faking it till they make it on the cases that actually matter.
The job stays manageable until the wrist slap. Then the lawsuit names the company and the individuals who made the decisions. Your employer's insurance defends the company. Your name is on a separate page.
Sentel is the compliance engine you wish your CFO had paid for years ago. No spreadsheets to maintain. No CFR to memorize. No more faking it on the cases that name you personally.
Four pillars. One engine. Built around the regs HR doesn't have time to read.
01
FMLA Engine
The 5-day designation clock starts the moment an employee mentions a serious health condition. Miss it, and 29 CFR § 825.300(b)(2) starts working against you. Sentel reads the request, calculates the deadlines, drafts the eligibility notice, and tracks every milestone. You get an audit-ready paper trail without learning to write one.
02
Personal Liability Alert
In Graziadio v. Culinary Institute of America, a federal appeals court held that a private employer's HR Director could be personally liable for how she handled an employee's FMLA leave. Sentel flags every case where a decision sequence creates that exposure, and tells you what to change before you sign the letter. Built for the manager who is the last name on the paper trail.
03
CFR-Cited Audit Export
When the DOL audit notice arrives, you have 10 business days. Sentel exports your last 12 months of FMLA decisions as a single PDF: every notice timestamped, every deadline tracked, every decision tied to the specific CFR section that governs it. Hand it to your attorney. Hand it to the investigator. It is the same document.
04
Devil's Advocate
Every Sentel recommendation runs through a defense-counsel pass before you see it. The same rule engine that drafts your eligibility notice also red-teams it: looking for the argument plaintiff's counsel would make if this case went to court. You see the recommendation AND the strongest objection to it, side by side.
The research agrees
Most company AI fails. The kind that works is the boring back-office kind.
MIT studied enterprise AI and found the money chases flashy sales tools while the durable ROI sits in back-office work — compliance, deadlines, defensible files. They also found companies that buy a specialist succeed about twice as often as those that build it in-house. Sentel is that specialist, for the one back-office function that names you personally.
0%
of enterprise AI delivered no measurable business return.
0×
more likely to succeed when you buy a specialist instead of building AI in-house.
Back office
the highest-ROI, most under-funded place to put AI — exactly where compliance lives.
MIT NANDA, “State of AI in Business 2025.” Figures reflect the study's reported findings.
Personal liability is real.
Graziadio v. Culinary Institute of America, 2016.
The Second Circuit held that a private employer’s HR Director could be sued personally for how she handled an employee’s FMLA leave, because she controlled the decision. The Third Circuit reached the same conclusion for an individual supervisor in Haybarger v. Lawrence County four years earlier. Neither court decided the individual was liable. Both decided a jury could. Sentel was built so the next HR manager on that fact pattern sees the warning before they sign the letter.
Graziadio v. Culinary Institute of America, 817 F.3d 415 (2d Cir. 2016); Haybarger v. Lawrence County Adult Probation and Parole, 667 F.3d 408 (3d Cir. 2012). Both courts applied an “economic reality” test. Neither held the individual liable; both held a jury could. Not legal advice.
Founding partner pricing
The first 10 companies pay $4.50 per employee, per month.
Locked for the life of the company. No CPI raises. No tier shuffling. Ever.
See it on your last FMLA case.
Six questions, ninety seconds. The audit cites the exact CFR section and case law for every gap. No email required.