HR Pieces: August 2021 HR News

Greetings! Greetings! The team at HRA would like to personally thank you for subscribing to our monthly newsletter and hope that it brings value to your business. HR Advantage is celebrating 16 years in business. We are truly grateful to have served our clients, candidates, and colleagues over the years and want you to know we appreciate working with you! In matters big or small, HR Advantage is here as your go-to resource for all things HR. Sincerely, The HRA Team

Lynette Weatherford MA, SPHR, SHRM-SCP, President Email Lynette 877.894.0202 ext 4

Candida Arvizu SPHR, SHRM-CP, HR Advisor Email Candida 877.894.0202 ext 1

Camille Knowles PHR, SHRM-CP, HR Advisor Email Camille 877.894.0202 ext 3

Karla Callaway BS HR Advisor Email Karla 877.894.0202 ext 2

Elizabeth Hurst MBA Business Development Email Elizabeth 877.894.0202 ext 5

Seth Bunn BS Recruitment Advisor Email Seth 877.894.0202 ext 6

HR Hotline | Email | 877-894-0202 ext. 5

August News DOL rescinds Joint Employer Rule from March 2020 HR Coffee Talks: New questions about Work Comp and Remote Workers SHRM Surveys Members over I-9 EEO-1 Reporting Deadline (Aug 23) Employee Spotlight: Karla Callaway Career Opportunities: Recruiting Manager, Benefits Account Manager, Nurse Case Manager

US Department of Labor Announces Final Rule to Rescind March 2020 Joint Employer Rule The U.S. Department of Labor announced a final rule to rescind an earlier rule, “Joint Employer Status under the Fair Labor Standards Act” that took effect in March 2020. By rescinding that rule, the Department will ensure more workers receive minimum wage and overtime protections of the Fair Labor Standards Act. Under the FLSA, an employee can have more than one employer for the work they perform. Joint employment applies when – for the purposes of minimum wage and overtime requirements – the department considers two separate companies to be a worker’s employer for the same work. For example, a joint employer relationship could occur where a hotel contracts with a staffing agency to provide cleaning staff, which the hotel directly controls. If the agency and the hotel are joint employers, they are both responsible for worker protections.   A strong joint employer standard is critical because FLSA responsibilities and liability for worker protections do not apply to a business that does not meet the definition of employer.   The final rule becomes effective September 28, 2021. Source: US Department of Labor

HR Coffee Talks: Questions about Work Comp and Remote Workers

SHRM Conducts I-9 Modernization Survey   In May, the Society for Human Resource Management (SHRM) asked members about their experiences in completing the Form I-9 and employment authorization processes. Here are some of the results reported by SHRM after compiling the responses of over 1,380 SHRM members:   4-in-5 respondents consider the Form I-9 process, E-Verify, or both burdensome for employers. Most employers surveyed (95%) indicated that they operated either partially (58%) or fully remotely (37%) at some point during the pandemic. More than 7-in-10 of the employers surveyed said it would be challenging to obtain, inspect and retain copies of documents collected during the remote work period over three business days. Nearly 2-in-3 (65%) said a single, combined E-Verify and Form I-9 would enhance employer compliance with employment authorization rules.   Based on responses, SHRM submitted a letter with policy recommendations and survey results to the Acting Directors of U.S. Citizenship and Immigration Services (USCIS) and the U.S. Immigration and Customs Enforcement (ICE) and the Department of Homeland Security (DHS).    The results of the survey show that the new workplace demands greater flexibility in the review of employee identity and employment authorization documents. The results of the survey made it clear that employers feel it is time for one reliable, electronic employment verification system – one that balances security with efficiency. Source: SHRM

EEO-1 Reporting Deadline: August 23rd   The deadline to submit and certify 2019 and 2020 EEO-1 Component 1 data is Monday, August 23, 2021. After delaying the opening of the 2019 EEO-1 Component 1 data collection because of the COVID-19 public health emergency, the EEOC announced the opening of the 2019 and 2020 EEO-1 Component 1 data collection on April 26, 2021.  Filers should visit the newly launched EEO-1 Component 1 website at for the latest filing updates and additional information, or visit the Filer Support Center to request assistance as well as find helpful resources, including fact sheets and FAQs.  The EEO-1 Component 1 report is a mandatory annual data collection that requires all private sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit demographic workforce data, including data by race/ethnicity, sex and job categories.   Source: EEOC

Employee Spotlight Karla Callaway HR Advisor Happy Work Anniversary Karla! In celebration of three years with HR Advantage, we asked Karla about her passion for HR. Here is what she said... What do you love best about HR?  I love the variety of work and how no two days are ever the same.  What made you choose a life in HR?  When I started in HR, I quickly realized that I enjoyed making a difference in an organization: whether it be finding the perfect person for the job; easing first day jitters for a new employee; obtaining the best benefits for employees; and developing and retaining talent.  Describe a moment that made you grateful to be an HR Advisor, Recruiter, in the HR Industry? It is a challenge to keep up with changing legislation. There have been several moments throughout the years where I was able to relieve pressure for leadership when laws quickly altered. I was able to help with compliance during changes to health care reform, minimum wage, COVID-19, COBRA, and other employment law updates.  If you had to sum up you/your job in 5 words....Analytical, Creative, Loyal, Strategic, Versatile OR I have the best teammates.

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Looking for top talent? It can be a struggle to devote the proper time and resources to recruit quality talent when you need them. HR Advantage offers expertise in seeking talent for hard-to-fill, strategic positions from entry-level to C-suite. We place qualified professionals that best match your needs and work culture. We are here to serve as a working partner to supplement or oversee your recruitment needs.

Contact Us: info@hradvantageweb.net 877.894.0202 ext 5

Career Opportunities

HR Advantage offers executive recruitment of candidates in C-Suite, specialized and administrative positions for our clients. Our firm offers concierge services to both the employer and candidates, helping to assure the perfect match. Potential applicants are invited to join our database of thoroughly vetted, qualified candidates.    Click on the open positions below to learn more Recruiting Manager Full-time Exempt Proven Recruiter to Manage a Recruitment Team Springfield, MO Contact Seth Bunn: seth@hradvantageweb.net Nurse Case Manager Full-time Exempt Working with Adults with Developmental Disabilities Lee's Summit, MO Contact Seth Bunn: seth@hradvantageweb.net  Benefits Account Manager Full-Time Springfield, MO Contact Seth Bunn: seth@hradvantageweb.net For more information contact our HR Advantage Recruitment Division *Placement fees are paid by the employer. Applicants may submit resume/credentials confidentially to HR Advantage Careers

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