Welcome to Uncharted HR

Helping People
Navigate People

Helping People Navigate People

Is your organization in need of Human Resources expertise and you don’t know where to begin? Does the thought of hiring a consultant or outsourcing some or all of your HR functions overwhelm you? Are you afraid you won’t realize the ROI of the expense and your efforts to find the right consultant? Do you sometimes feel inundated with all of the HR issues you need to deal with on a daily basis? Have you ever wished you could pick up the phone & get expert advise for all of your of your HR related issues?

We know HR can be incredibly complicated, time consuming and full of acronyms you never knew existed until you hired your first employee.

Need Help Looking For A New Hire?

Ready To Hire Someone New But…

Uncharted HR can provide you professional advise and a step-by-step guide on how to hire the right fit for your company.

Let Us Help,
We Know Human Resources!

Uncharted HR is a full-service online and virtual human resources consulting firm. We specialize in assisting organizations to attain the best results through their people. With over 23 years experience, we provide organizations tactical and strategic HR solutions for all their people related tasks. Uncharted HR wants to become your business partner by delivering great outcomes. We provide senior level expertise utilizing best HR practices. We have helped companies like yours achieve their employee related goals.

Don’t know exactly what HR tools you require, contact Lee Ann Young-SPHR @ 443-244-0419 today for a free consultation to experience great human resources results for your organization, your employees and your bottom line!

Our Services

Whether you have 1 employee or over 100, we know how difficult it is keeping up with daily HR functions. Our goal is to help employers get back to the business of running their business!


We offer consulting for almost any HR functions from evaluating your HR systems & processes to training and development strategies. We take care of it all with high-impact solutions for all your people related tasks!


Let us handle all of your HR essentials for your organization. For a monthly fee we are your HR department, answering all HR related issues, implementing solutions and letting you get back to running your business!

Project Work

Need support with a specific HR project? Don't have the time or HR expertise to craft job descriptions, recruiting for a special project, revamping a benefits program or improving your employee engagement!

HR Kits

When you begin to hire employees, do it right with a start-up kit. The kit includes a customized handbook, compliance posters & new hire paperwork. We can add in recruitment training for great results!

Frequently Asked Human Resources Questions

There are significant differences in classifying a 1099 or a W2 worker to the IRS. Per the IRS, there are 3 factors that come into play when considering which category the worker falls: 

1.)   Behavioral, Financial and the Type of Relationship.  The key is to look at the entire relationship, consider the extent of direction and control of the work being performed and to document each of the factors used in coming up with the classification.  

2.)  Be sure your workers meet the criteria you classify them in and you have a reasonable basis for doing so or you may be held liable for employment taxes for that worker.  

3.)  The Treasury Department states that employers nationwide misclassify millions of workers as independent contractors instead of employees, thus avoiding having to pay employment taxes.  

4.)  Please do not forget the misclassified worker has options to remedy the situation, including reparations for back pay and additional fines and penalties that can be imposed.

As required by the Fair Labor Standards Act (FLSA) specific criteria qualifies an employee for each status:  

1.)  Non-exempt employees must be paid 1.5 times their hourly wage for all work performed over 40 hours per week.

2.)  Exempt employees must meet established criteria of earning at least $455 per week and perform executive, administrative or professional duties. 

3.)  Always remember that it is the tasks performed at the job, not the job title that determines exempt vs non-exempt status.

4.)  Misclassifying an employee can result in reparations of back pay for the employee and fines and penalties for the employer if not done properly.  

The Federal Department of Labor does not require your organization to have a handbook, but they do require you to inform employees of their rights. Having an employee handbook or policy and procedure manual is good business practice because even one employee can cause you problems. All employees want to know rules of the organization, and in my experience most new hires read the handbook on their first day of employment.  The handbooks consistent messaging informs its employees about acceptable and unacceptable behaviors and the course of action that will be taken employees stray from the guidelines  and can help reduce the threat of lawsuits if the handbook procedures are followed.  

This is especially true in today chaotic business environment where over-communicating with your employees is becoming the new normal due to the current COVID 19 pandemic.  In today’s uncertain times having your company mission, vision, values, expectations and policies and procedures in writing can clarify assumptions that previously existed and shore up new policies such as working from home and leave.  Believe it or not, your employees will thank you for it.

Per Wikipeida:  At-will employment is a term used in US labor law for contractual relationships in which an employee can be dismissed by an employer for any reason without having to establish “just cause” for termination and without warning as long as the reason is not illegal such as terminating for race, sex, religion, etc.

However, that does not mean your states Department of Labor, the EEOC, an attorney or anyone else the employee can talk to will see it that way, so be extremely cautious when using “at will” for a termination reason.