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Lynette Weatherford
President
MA, SPHR, SHRM-SCP
August Contents
- HRA's On-Boarding & New Hire Orientation Training
- Tips for Retaining and Storing the New Form I-9
- Government Seeks Limited Appeal of OT Rule Decision
- FMLA Abuse
- Costly Question: to Hire or Not to Hire?
- Career Opportunities
to explore best practices for your company.
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HR Advantage's Fall Workshop 2017
We Have Employees.
Now What Do We Do With Them?
Save the Date!
October 6th, 2017
8 a.m. to 12:15 p.m.
This is a continuation of our series on the employment lifecycle. Who should come? Anyone tasked with supervising employees, developing performance management systems, or leadership. We hope you'll join us.
- Leadership: Lifting the Lid
- Engagement
- Strategies for Encouraging Diversity and Inclusion
- Coaching and Counseling for Success
- Current Legal Issues Update
Speakers: Don Harkey, Larry Stock, Rhonda Braker, Candida Arvizu, and Lynette Weatherford.
Save $40 with Early Bird pricing! Pre-register by September 15th for Early Bird pricing of $105. Email us at info@hradvantageweb.net with "Pre-Registration" in the subject line and we will invoice you. Regular pricing after September 15th will be $145.
to learn about sponsorship opportunities.
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HR Advantage
On-Boarding & New Hire Orientation Training
Why is proper on-boarding so important? Because turnover is expensive! The cost of replacing an entry-level employee can be 30%-50% of the new hire's annual salary. For mid and senior-level employees it can reach 150 %- 400% respectively. With every departure, morale and productivity suffer. That's why it's vital that an organization hold on to talented people, and they can start by providing a well-designed on-boarding process to educate new employees about their workplace within the larger culture. click here to read more.
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Tips for Retaining and Storing the New Form I-9
Employers must retain each employee's completed Form I-9 for as long as the worker is on the payroll. Once an employee no longer works for the organization, the form must be retained either three years after the date of hire or one year after the termination date, whichever is later.
Forms can be retained on paper, on microform, or electronically.
To read more on storing the Form I-9 and electronic I-9s,
click here.
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Government Seeks Limited Appeal of Overtime Rule Decision
The Department of Justice (DOJ) has abandoned its defense of the increased salary level in the 2016 overtime rule. The DOJ said in a brief on June 30 to the 5th U.S. Circuit Court of Appeal that the Department of Labor (DOL) intends to revisit the $47,476 per-year ($913 per-week) salary limit set by the rule through new rule making.
But the DOJ is appealing the portion of the November 2016 district court decision
that said the DOL did not have the authority to set any salary-level threshold for the exemptions.
The DOJ disagreed with the assertion from the 21 plaintiff states that the salary level before 2016 was "set so low as to be inconsequential."
The DOJ noted that an increase in 2004 led to 1.3 million white-collar workers who were exempt under the previous regulations gaining Fair Labor Standards Act (FLSA) protection, "a r
esult that was not inconsequential."
To read more,
click here
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FMLA Abuse: Serving Jail Time, Moonlighting, Vacationing, and More
People who abuse the Family and Medical Leave Act (FMLA) do so for a variety of off-the-wall reasons: to serve a jail sentence, attend a criminal court hearing, travel to exotic locations, go
fishing, or build a family business, for example.
But even if the fraudulent conduct is outrageous, whether an employer prevails in an FMLA leave abuse case often depends on whether it has conducted an exhaustive investigation, said Jeff Nowak, an attorney with Franczek Radelet PC in Chicago.
Some employers learn this lesson the hard way. Take the employee who had a bad back and could not stand or sit for long periods. While on FMLA leave, she posted videos of herself on Facebook drinking and dancing at a local bar. The employer fired her, noting that if she could dance, she could work.
However, the U.S. District Court for the District of Connecticut refused to dismiss her FMLA claims, finding that the employer should have conducted a closer review of her health condition and that it failed to consult with a medical provider to determine if this conduct was incompatible with her FMLA leave.
Due diligence doesn't guarantee employers will win every time they think there's been FMLA leave abuse, however, especially if the facts tug at heartstrings. Click here to read more.
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COSTLY QUESTION:
To hire individuals who express themselves by piercings, tattoos, extreme colored hair or not to hire?
While tattoos and body piercings are becoming more and more popular, opinions on the subject still differ in the workplace. Ultimately, a company must take into consideration its customer base
and determine what will be more appealing to its customer base, a more conservative or less conservative employee appearance policy.
Chase Bank's dress code states "Appropriate dress and appearance increase the perception that Chase employees are professional, knowledgeable and capable of serving customer needs and maintaining responsible relationships." With the exception of having them for religious and certain health reasons, visible tattoos and piercings other than in the earlobes are not permitted." (Michele Poacelli's SHRM July 12, 2017 article: 'Is Hiding Body Art During Interviews, Then Revealing It on the Job, Deceptive").
Trends show as today's multi-generational workforce includes employees who are more likely to have tatoos and piercings, policies prohibiting 'body art' may start to be removed from the employee handbooks. For now, Attorney Tamara Devitt (Silicon Valley office of Haynes and Boone) recommends a company dress code policy include:
- Specific guidelines so all employees know and understand the organization's expectations
- Allowing the company to have discretion to determine what is appropriate and what is not
- Permitting the employer to take disciplinary action where appropriate
- Offering accommodation for employees' religions or disabilities
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Career Opportunities
Human Resource Director
Springfield, MO
Mid-sized manufacturer seeking HR Director for Springfield location. Will oversee HR Division with staff supervision, payroll, compensation, benefits, workers' compensation, and employee relations. Requirements include HR Certification and at least five years of work experience within a manufacturing environment. Global HR experience strongly preferred.
Loan Processor
Springfield, MO
This position will be working for a bank with an excellent reputation in Marionville. Candidates must have prior experience as a loan assistant and recent experience dealing with TRID with a solid understanding of the loan process and workflow.
Professional work environment and team culture. Excellent benefits and highly competitive compensation. Full-time, 8-5 Mon-Fri.
Senior Commercial Lending Officer
Springfield, MO Area (Southwest of Springfield)
This position will be working with a local bank with several rural locations west of Springfield. Position requirements include seasoned commercial lending with 3-5 years of experience. Must have prior lending, sales and banking knowledge. Excellent culture, location and benefits. Monday-Friday, 8a-5p.
All placements fees for the above positions are
paid by employer.
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HR Advantage
877.894.0202
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_______________________
Meet Our Advisors
Candida Arvizu
MS, SPHR,
SHRM-CP
HR Advisor
877.894.0202 ext. 1
Rhonda Braker
BS, PHR, SHRM-CP
HR Advisor
877.894.0202 ext. 2
Grace Childs
Admin. Services
636.219.4068
Lynette Weatherford
MA,
SPHR, SHRM-SCP
President
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