HR Pieces: Human Resource April News

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April 2017

We would like to thank you for subscribing to our monthly e-newsletter. We hope that you are finding the content to be of value.

We would like to welcome you if you are a new subscriber. Here's what to expect; every month you will receive our e-newsletter with quality content, actionable advice, and notification of important deadlines regarding employment law.

If you have any questions, or input we would love to hear from you.

Sincerely,

Lynette Weatherford

President

MA, SPHR, SHRM-SCP

April Contents

Spring HR Workshop hosted by HR Advantage, Inc. (4/28/17)
Confirmation of the Department of Labor Secretary
How the EEOC is cracking down on retaliation in the workplace
Best practices when disciplining employees
HR Director Career Opportunity

Contact us at info@hradvantageweb.net or 877-894-0202

to explore best practices for your company.

Spring Human Resources Workshop

Training Opportunity

HRCI Credit Available **(3.75 hours)

Date: Friday, April 28, 2017

Time: 8:00 a.m. - 12:00 noon

Registration, networking, and continental breakfast at 8 a.m. Workshop begins at 8:15

Place: Hilton Garden Inn / 4155 S. Nature Center Way, Spfd, MO

If you're a business owner, or employee with HR responsibilities in your organization, this workshop is for you.

HR Advantage, Inc. cordially welcomes you to join us at this half day workshop learn about:

Current trends in hiring and selection of employees
Acing your interview process
What can be legally asked of an applicant during an interview
The benefits of background / reference checks
Best practices in on-boarding / new-hire orientation
Retention of new hire documents and employee records
Determine if your organization is subject to FLSA
Current legal issues update

Click here to register!

Sponsored by:

American National Insurance

Ameriprise Financial

Biz417

Employee Benefit Design

Lisa's Bookkeeping

Northern Summit Technology

Lisa's Bookkeeping

People Centric Consulting Group

The Payroll Company

Trump DOL Pick Says the Overtime Rule Should Reflect Inflation

The Department of Labor's (DOL's) controversial 2016 rule expanding the number of workers who qualify for overtime pay should be updated to match inflation, according to President Donald Trump's nominee for labor secretary.

"I believe the salary threshold figure would be somewhere around $33,000" after figuring for inflation to the cost of living since 2004-the last time the regulation was adjusted-said DOL Secretary nominee Alexander Acosta, during a March 22 confirmation hearing.

Acosta indicated that once confirmed, he would first decide whether the department would continue to appeal a November, 2016 federal court decision that halted the Obama-era rule on overtime pay. The regulation was scheduled to take effect Dec. 1, 2016, and would have more than doubled the Fair Labor Standards Act's (FLSA's) salary threshold for exemption from overtime pay from $23,660 to $47,476.

Acosta did not say which way he was leaning on the pending litigation, but indicated that the DOL will review and possibly revise the rule. Click here to read more.

EEOC Enforcement Guidance on Harassment

Last year, the Equal Employment Opportunity Commission (EEOC) revised its enforcement guidance on workplace harassment, specifically its guidance on retaliation.

The proposed enforcement guidance focuses primarily on current law and the latest court interpretations. It also includes a section on best practices that employers may want to consider to help prevent harassment.

SHRM responded to those areas of the EEOC's enforcement guidance that go further than the established law and suggests that guidance should focus on what the law requires rather than on individual lower court decisions where courts may have interpreted the law differently. To read more, click here.

Viewpoint: There Are New Limits on Disciplining Employees

Employers historically have had a huge amount of discretion when it comes to dealing with employee misconduct. Depending on the level of egregiousness, employers could typically move to immediate termination (known as a "summ ary dismissal") or issue a final written warning, even for a first offense.The National Labor Relations Board (NLRB) , however, in recent years has curtailed an employer's discretion in handling certain conduct-related offenses, even for non-union employee populations.

Consequently, employers need to ensure that their policies and practices are not only consistent with state law but with the National Labor Relations Act as well. Click here to read more on disciplining employees for insubordination and for excessive absenteeism.

Career Opportunity

Human Resource Director

Springfield, MO $65-85K / Full Benefits

Large (400+ employee) manufacturer seeking HR Director for Springfield location. Will oversee HR Division with staff supervision, payroll, compensation, benefits, and employee relations. Requirements include HR Certification, Up to five years work experience within manufacturing environment, global HR experience strongly preferred.

Submit confidential resume/credentials to info@hradvantageweb.net.