Build a credential and work-eligibility gate

For electrical contractors managing electrician licenses across state or provincial jurisdictions and matching license eligibility to work assignments.

Explore the Credential Exposure Audit

The operational question

Determine eligibility job by job

A credential and work-eligibility gate determines whether a specific employee is legally and operationally eligible to perform a specific job tomorrow. License class and scope must be evaluated against the particular job or task.

Why credential events need a fast response

Immediate work-eligibility decisions

A suspension can require HR to determine whether the employee may keep working, whether reassignment is possible, what documentation is needed, and how to handle an event outside current policy.

Disconnected operational data

HR, operations or scheduling, and payroll can hold different information, delaying the effect of a suspended credential on next-day assignments.

Status changes can go unnoticed

Long gaps between independent checks can leave an employer unaware of a credential status change.

Respond when a required credential is unresolved

  1. Evaluate the employee’s license class and scope against the specific scheduled work.

  2. Hold the employee from licensed job-site work until the required credential is resolved.

  3. Consider temporary duties that do not require the credential, including alternative-duty eligibility and possible pay-rate differences.

  4. Collect documentation from the licensing authority and record the authoritative source and verification date.

  5. Maintain a history of verification and status changes, while notifying the people responsible for assignments and investigation.

Assignment-level gating example

Match the restriction to the work

An electrician with a suspended residential license and no inside license would be blocked from a service panel replacement, while warehouse inventory work could remain eligible.

Build verification into the control process

  • Use authoritative licensing records rather than employee self-reporting alone.
  • Repeat verification after hiring because credential status can change over time.
  • Record the authoritative source, verification date, and subsequent status changes.
  • Track policy acknowledgment as part of the control process.
  • Account for insurer expectations for recurring credential verification.

What a minimum viable credential-management system tracks

Credential records

Employee credentials, class or scope, jurisdiction, license number, issue and expiry dates, authoritative sources, and verification dates.

Recurring status control

Recurring reverifications, credential status changes, insurer requirements, and policy acknowledgment.

Assignment eligibility

Credential-required jobs and whether an employee is eligible for a particular assignment.

Workflow actions

Automatic holds from licensed work, manager notifications, HR investigation tracking, and alternative-duty evaluation.

An operational eligibility gate

This is an operational eligibility gate rather than a general HRIS.

Initial market, expansion, and pricing

Initial customer

Electrical contractors with 20 to 500 field employees.

Later applicability

HVAC, plumbing, security, transport, healthcare, childcare, and other credential-dependent workforces.

$99–$499 per company per month

Proposed subscription model

Approximately $3–$8 per credentialed worker per month.

Validation offer

Start with a Credential Exposure Audit

A $299 Credential Exposure Audit offers to verify 100 employees against authoritative credential records and identify expired, mismatched, unverified, or assignment-incompatible credentials.

What is the key work-eligibility question?
Determine whether this specific employee is legally and operationally eligible to perform this specific job tomorrow.
Can an employee perform licensed work while a required credential is suspended?
No. The employee should not perform licensed job-site work while the required credential is suspended or otherwise unresolved.
What can happen when licensed work is not available?
The employer may temporarily assign duties that do not require the credential while considering alternative-duty eligibility and potentially different pay rates.