HR Pieces: February 2022 HR News
Greetings!


Greetings from the HR Advantage team! Thank you for subscribing to our monthly newsletter. Our intention is to provide timely and valuable HR information to employers to reduce liability and improve employee relations.

HR Advantage is here as your go-to resource for all things HR, in matters big or small.

Please reach out if we can assist you and your team!



Sincerely,

The HRA Team-

Lynette, Candida, Camille, Karla, Liz, Seth, Sam, Erin & Tina
Lynette Weatherford MA, SPHR, SHRM-SCP, President
877.894.0202 ext 4
Candida Arvizu SPHR, SHRM-CP,
HR Advisor
877.894.0202 ext 1
Karla Callaway BS
HR Advisor
877.894.0202 ext 2
Camille Knowles PHR, SHRM-CP
HR Advisor
877.894.0202 ext 3
Elizabeth Hurst MBA
Business Development
877.894.0202 ext 5
Seth Bunn BS
Recruitment Advisor
877.894.0202 ext 6
Tina Moore
HR Assistant
877.894.0202 ext 8
Erin Cain
HR Assistant
877.894.0202 ext 7
Samantha Gamble
HR/Recruitment Intern
816-805-8778
HR Hotline | Email | 877-894-0202 ext. 5
February News

  • Workplace Romance: Policy considerations and the latest trends
  • New CDC Guidelines for exposure and positive cases (free download)
  • Preventing Workplace Harassment
  • OSHA 300A Summary to be posted Feb. 1 - April 30
  • Career Opportunities
Workplace Romance
What's Your Policy?

Does your company have a policy on workplace romance? Romantic relationships, particularly those between leadership/managers and their subordinates raise concerns about potential power imbalances and conflicts of interest in the workplace. An anti-fraternization policy sends a message against sexual harassment, mitigates legal risk, avoids subsequent toxic work environments, and provides a notice of consequences for employees' actions. However, it may not be in your best interest to forbid any and all types of workplace romance, as research shows romantic relationships are quite common in the workplace and employees may resort to hiding their relationships. A workable policy approach might be: 

 1. Outline the company's concerns with respect to workplace relationships
 2. Require employees to report close personal relationships through designated channels.
 3. Prohibit romantic relationships between supervisors and their direct (or proximate) subordinates, as well as between sensitive business functions dealing with quality or financial controls.

Source: Cleary Gottlieb
Survey Says:
Romance continues to 'bud'
despite shifts to remote work
Source: SHRM
New CDC Quarantine Guidelines
Flow Chart for Employers
OSHA 300A Postings
Feb. 1- April 30

Employers that are covered by the Occupational Safety and Health Administration's (OSHA's) record-keeping rule must post a summary (Form 300A) of 2021 work-related injury and illnesses in a noticeable place from Feb. 1 to April 30.

Employers who have 10-19 employees throughout the course of the year are only required to maintain and retain an internal report (OSHA 300 and 301) and not required to submit to OSHA.

If your company’s headcount for the year being reported was more than 20 then OSHA e-file is required and must be submitted by MARCH 2nd of each year.

Source: OSHA.GOV

Training for both management and non-management staff is a critical tool to mitigate employer liability and workplace conflict. Staff become more empowered and accountable by learning about forms of harassment and hostile work environments and how to report and handle reports of harassment.


Who should receive anti-harassment training?

Leadership: Supervisors, managers, and executives should understand how to handle complaints of harassment, proper documentation, minimizing liability, Title VII of the Civil Right Act of 1964 and its impact, anti-harassment laws and legal precedent, and best practices in communicating with employees.

All Employees: Every staff member should understand definitions and examples of harassment, workplace policy, expectations of employees, proper reporting, and how to maintain an environment free of harassment and discrimination.
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

(Manufacturing)
Full Time
Springfield, MO
Contact Seth Bunn:


Full Time
Kansas City Area
Contact Seth Bunn:


Full Time
Springfield, MO
Contact Seth Bunn:


Full Time
Nixa, MO
Contact Seth Bunn:


Full Time
Springfield, MO
Contact Seth Bunn:


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

Have an HR Need?

HR Advantage helps companies with their human resource needs.

We value your feedback. If we've helped your company with an HR problem or issue, leave us a review.
Follow us on social media for weekly HR tips and other important HR updates! Click the icons above to visit our pages.
 Contact us at info@hradvantageweb.net
or 877-894-0202