Run HR like a lawyer.
FMLA notices. Deadline tracking. Personal-liability alerts.
Built on 29 CFR Part 825. Every alert cites the regulation.
Book a call →Run HR like a lawyer.
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
Haybarger v. Lawrence County established it: HR managers can be sued personally for FMLA violations. Sentel flags every case where a decision sequence creates personal 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.
Personal liability is real.
Haybarger v. Lawrence County, 2012.
The Third Circuit ruled an HR Director could be sued personally for FMLA interference. Sentel was built so that the next manager on a Haybarger-style fact pattern sees the warning before they sign the letter.
Haybarger v. Lawrence County Adult Probation and Parole, 667 F.3d 408 (3d Cir. 2012).
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.