Houston expert on how you can keep your company HR compliant

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The rules surrounding employment in the U.S. are a moving target. Companies must stay up-to-speed on the various regulations that may impact their operations. Photo via Getty Images

Failing to remain compliant with federal and state employment laws can be costly for businesses. Doing so can lead to audits or even lawsuits.

At the same time, keeping up to date with new human resource rules and regulations may seem like a significant task, especially for small businesses focused on maintaining sufficient staffing, making payroll, keeping the lights on and building a positive culture. Companies can prevent minor mistakes from snowballing into big problems by following these tips.

Recognize the most common HR compliance mistakes

There are a few HR compliance areas where companies big and small are prone to errors. One of the most common and costly mistakes can be the incorrect classification of employees. The rules can vary significantly for full-time, part-time and contract employees when it comes to areas like benefits coverage, tax responsibilities and employment status. Failures to submit required paperwork and noncompliance with state and federal safety regulations are other common problem areas. In addition to any local or state regulations related to employment, companies should also be familiar with the requirements of the Fair Labor Standards Act (FLSA), which establishes minimum wage, overtime pay, record keeping and youth employment standards, covering employees in the private sector and in federal, state and local governments.

Support Title VII compliance

Employers and employees should be well-versed when it comes to workplace discrimination and anti-harassment laws, but they don’t just apply to managers and staff. Title VII applies to discrimination and harassment from clients, vendors and even customers. Because discrimination and harassment are often thought of as “internal workplace issues,” many companies may not be aware that they can be held responsible for the actions of non-employees when the employer (or its agents or supervisory employees) knew or should have known of inappropriate conduct and failed to take immediate and appropriate corrective action. This is why employees should be well aware of the protections in place and understand the importance of reporting harassing conduct.

Know AI-related regulations as they intersect with employment best practices

Companies are increasingly using AI in a variety of helpful ways. For instance, many employ smart software solutions to match candidates to open positions. However, these technologies can also pose a risk as they quickly evolve, along with the laws that govern them. Some AI programs may demonstrate bias to certain individuals or groups and certain cities and states are enacting legislation to prevent these kinds of issues.

Understanding varying payroll requirements

Prior to 2020, remote work options were becoming an increasingly popular benefit. The pandemic led to this option's explosive, lasting expansion. Nowadays, employees can work from other states, other times zones and even from other countries. While this is an attractive benefit to offer - especially across the technology and software sectors - there are some regulations that companies should know about.

At the top of the list are payroll laws, which can vary significantly from state to state. Employees in other states may be subject to city or state minimum wage laws or pay frequency requirements that differ from the regulations where the company headquarters is based. Overtime regulations and payroll deductions may also vary. A contracted payroll provider can help address these issues. Still, if these functions are led internally, care should be taken to stay current with the evolving regulatory landscape across the U.S.

With so many areas where mistakes can be made, companies can avoid costly errors by obtaining outside help. An employment attorney can assist in identifying and eliminating risks before they arise. Another option for small and medium-sized businesses is partnering with a professional employer organization (PEO

The rules surrounding employment in the U.S. are a moving target. This is why companies must stay up-to-speed on the various regulations that may impact their operations and be prepared to adjust as needed.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.

Not everyone's brains work in the same way. Rather than ignoring that, here are an expert's tips for tapping into your workforce's cognitive diversity to the benefit of your business. Photo via Getty Images

Houston expert: How to embrace cognitive diversity in the workplace

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Everyone thinks and processes information in their own unique way. Cognitive diversity refers to these differing styles, perspectives, and problem-solving approaches among individuals in a group. Cognitive diversity, in today’s evolving workplace, is recognized as a valuable asset. Teams that are cognitively diverse can enhance their innovation, creativity and overall performance. The challenge comes with group dynamics when there may be communication barriers, conflicts and biases.

Effective strategies to consider for managing cognitive diversity in the workplace are as follows.

Communicate and take action

Business leaders who recognize and embrace the value of diverse perspectives and cognitive styles are better able to manage any challenges that may arise within the organization. Leaders and managers should communicate the importance of cognitive diversity to their team and encourage employees to share their unique viewpoints and approaches. This also means managers should be aware of their own biases and avoid making assumptions about people in order to create a more inclusive environment.

When a company uses hiring practices that embrace cognitive diversity, brings forth varying perspectives and ways of problem solving. Identifying those who may think differently than others or who may challenge the status quo is many times identifying those who will become the company’s best innovators. Embracing a diverse group of thinkers will help foster a culture of inclusivity, open-mindedness, and innovation.

Encourage collaboration

Collaboration is key to the success of any team. When working together, different cognitive styles can complement each other’s strengths and compensate for any weaknesses. Studies show cognitive diversity within groups can accelerate learning and performance when faced with challenges. In order to get through some of businesses’ most complex situations, there needs to be different perspectives and viewpoints.

For the most innovative thoughts to be heard, people must have the space to raise their hand and speak up, but also, people must actively listen to what the person has to say. Managers should work to create opportunities for collaboration, whether it is building cross-functional teams or other group projects and encourage employees to openly communicate and give feedback to improve the outcome.

Provide training and development

Training and development opportunities focused on cognitive diversity can help employees understand their own communication styles and the communication styles of others. By educating and applying, taking action steps after training will help reduce biases and misunderstandings. Additionally, these trainings can increase empathy, which does not come natural for some, and respect among team members.

Businesses should also evaluate their current company training programs to make certain they are inclusive of different learning styles, such as using infographics for visual learners or having hands-on demonstrations. Another consideration is to incorporate self-paced learning into training and development plans. No matter the type of training, solicit feedback, and take it under consideration to continuously improve how teams can develop their skills. Feedback that is thoughtfully considered and implemented leads to more engaged employees overall.

Manage conflicts

Conflicts are inevitable; however, organizations should set clear expectations and policies for performance and behavior. Unfortunately, conflict can be exacerbated in a diverse environment. Managers should be primed with knowledge on how to resolve conflicts and help facilitate constructive conversations among both parties. Also, managers should know when to reach out for help from their supervisor or human resources.

For business leaders to successfully manage cognitive diversity in the workplace, they must intentionally work to develop a culture that embraces the differences in others. Savvy business leaders will enlist the help of their HR team or outside council, such as a professional employer organization, to ensure their strategies and policies for managing a cognitively diverse workplace are inclusive.

Most importantly, when the company culture embodies a diverse, equitable, and inclusive workplace, the employees tend to have the same values, especially when the expectations are clearly set. As a result, the business will become a more innovative and engaging environment where employees know how to leverage their own strengths and the strengths of others, no matter their cognitive style.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.
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Houston researchers report promising first in-human trial for implantable cancer therapy

cancer breakthrough

When it comes to cancer remedies, the treatment can be as challenging for the body as its cause. But what if immunotherapy could be localized? That’s precisely what a Houston team may soon make a reality.

Rice University researchers, in partnership with MD Anderson Cancer Center, recently published their findings from the first in-human trial of an implantable cancer-fighting treatment in the journal Clinical Cancer Research. The paper details testing of AVB-001, encapsulated cells engineered to release interleukin-2 (IL-2)—a naturally occurring signaling protein that boosts immunity—in the peritoneal cavities of 14 patients. The goal is to avoid the toxicity usually experienced with less targeted treatments, as well as find a solution to IL-2s’ abbreviated half-lives.

“Traditional IL-2 therapy has shown potent antitumor activity, but its clinical use has been limited by severe side effects and delivery challenges,” Omid Veiseh, director of the Rice Biotech Launch Pad, professor of bioengineering at Rice and a senior author on the study, said in a press release. “This platform allows us to localize and sustain cytokine exposure directly where tumors reside while minimizing systemic toxicity.”

Serous ovarian carcinoma is especially well-suited to the use of AVB-001 because it tends to spread throughout the abdomen. After a minimally invasive laparoscopic procedure, patients implanted with the cells were noted to tolerate the treatment well. Half of the enrolled patients’ cancer was stabilized, with several among them reporting extended signs of benefit. No maximum tolerated dose was reached and there were no life-threatening events tied to the study.

If that sounds like less-than-earth-shaking results, this is only the beginning. The capsules were implanted for about one week because IL-2 activity drops off after that. The researchers now know that further testing should include either higher levels, repeated doses, or a combination thereof, in order to create stronger advances.

The team has already made early headway on this next step. Preclinical studies in nonhuman primates were not only tolerated well, but without added toxicity, the apes had consistent pharmacological effects.

“This is a foundational step,” Veiseh explained. “We now have evidence that the platform is safe, biologically active and potentially scalable. The next phase is optimizing dosing and exploring combination therapies to unlock its full clinical potential.”

The combination would also include a checkpoint inhibitor, which might improve AVB-001’s tumor-fighting power. “What is exciting is that we are not just delivering a drug, we are programming a microenvironment,” added Dr. Amir Jazaeri, professor of gynecologic oncology at MD Anderson, member of the Rice Biotech Launch Pad’s clinical advisory board and a senior author on the study. “This opens the door to combination strategies that could amplify immune responses in ways that have not been feasible before.”

5 must-read innovation headlines: Pharma giant considers Houston hub + more

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Editor's note: With May coming to a close, it's time to look back at the biggest innovation headlines for the second half of the month. Major moves were made in May, with NuScale Power entering the market, Persona AI inking a deal with Under Armour, and a pharma giant considering Houston for its next manufacturing hub. Here are the most-read InnovationMap stories published May 15-29, 2026:

1. Pharma giant considers Houston for $1 billion manufacturing campus

Another pharmaceutical giant is considering Houston’s Generation Park for a manufacturing hub. According to a recent filing with the Texas Jobs, Energy, Technology and Innovation (JETI) program, Bristol Myers Squibb Co. is considering the northeast Houston management district for a new $1 billion multi-modal pharmaceutical manufacturing campus.

2. Modular nuclear reactor co. NuScale Power moves into Houston market

The nuclear energy renaissance continues in Texas with an announcement by NuScale Power. The Oregon-based provider of proprietary and innovative advanced small modular reactor (SMR) nuclear technology announced in April it would be opening office space in Houston’s CityCentre.

3. Persona AI teams with Under Armour to protect next-gen robots

Houston-based Persona AI has cemented a partnership with sportswear manufacturer Under Armour to provide materials to protect future robots operating in dangerous conditions. Through the partnership, Persona AI and Under Armour will launch a research initiative to explore whether advanced performance textiles can improve the durability and resilience of humanoid robots operating in harsh industrial environments.

4. Houston quantum energy chip startup emerges from stealth with $12M round

Houston-based Casimir has emerged from stealth with a $12 million seed round to commercialize its quantum energy chip. The round was led by Austin-based Scout Ventures. Lavrock Ventures, Cottonwood Technology, Capital Factory, American Deep Tech, and Tim Draper of Draper Associates also participated in the round. The oversubscribed round exceeded the company’s original $8 million target.

5. Global summit spotlights Houston's growing role in brain health, innovation

The Center for Houston’s Future and UTMB are bringing the Texas Brain Economy Summit back to Houston this summer to continue to position the region as a global leader in brain health. The summit, held June 9-10 at the Texas Medical Center's Helix Park, will bring together more than 500 executives, researchers, policymakers and innovators from around the world to discuss the global brain economy.

Houston startup raises $6M to scale home-based healthcare platform

fresh funding

As healthcare systems race to expand care beyond hospitals and into the home, investors are placing bigger bets on the infrastructure needed to make that shift possible.

This month, Rosarium Health announced it has raised $6 million in seed funding led by Kalos Ventures, with participation from ResilienceVC, Rock Health Capital, Symphonic Capital, Black Tech Nations Ventures and others.

The investment will help the Houston-based startup continue to build its platform, which features a national network of 800-plus clinicians and 3,000-plus contractors to coordinate home accessibility upgrades and modifications for seniors and people living with disabilities.

For founder and CEO Cameron Carter, the company’s mission grew out of firsthand caregiving experiences.

“From my own personal caregiving experiences, I realized that the benefits exist on paper, but not in reality,” Carter said in a news release. “Families are being left to figure out the paperwork and installations all on their own, which shouldn’t be how this works.”

While Medicare Advantage and Medicaid plans have expanded coverage for home-based services and accessibility modifications, the logistics behind delivering those services often remain fragmented.

Rosarium’s platform coordinates the entire process, from clinical assessments and referrals to contractor management, documentation, reimbursement and installation.

“A clinician can document that a home isn’t safe and a plan can approve a benefit, but there’s no one that’s responsible for making sure the work actually gets done,” Carter says. “We built the missing piece.”

The company was founded in 2021 as Rose Health and was a 2023 participant in the Texas Medical Center’s Accelerator for HealthTech program. It has scaled quickly, building a network of more than 800 clinicians and 3,000 contractors across 34 states.

Rosarium is currently in-network for 1.2 million Medicare and Medicaid lives, with projected coverage expected to reach nearly 4 million by the end of the year, according to the release.

“We’re excited to back Cameron because he and the team at Rosarium are building the infrastructure healthcare needs right now to make the home a safe and comfortable place of care,” Kate Ballinger, investor at Kalos Ventures, added in the release.

As part of the recent investment, Ballinger will join Rosarium’s board of directors.

With eyes on the future, Rosarium plans to grow its partnerships with Medicaid and Medicare Advantage plans, including CalViva and Community Health Plan of Imperial Valley, strengthening its presence in California while expanding access to underserved communities.

Additionally, Carter predicts that home-based healthcare will be part of a broader transformation happening across the industry.

“There’s a growing recognition that health outcomes are shaped by what happens in the home,” he said in the release. “The future of healthcare isn’t just treating people after something goes wrong. It’s creating environments that help prevent those problems in the first place.”

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