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HR Advantage celebrated 15 years in business in May. To that end, we have never been more proud and grateful to continue showing up for our clients in both times of prosperity and uncertainty. We humbly remain committed to our tradition of timely and exceptional service in all things HR.
If you find yourself in need of advisement or wish to explore HR services for your business, our team is here to assist you!
The HRA Team
MA, SPHR, SHRM-SCP | President |
| 877.894.0202 ext.
Candida Arvizu SPHR, SHRM-CP | HR Advisor | Email | 877.894.0202 ext. 1
BS | HR Recruiter |
| 877.894.0202 ext. 2
PHR, SHRM-CP | HR Advisor |
| 877.894.0202 ext. 3
Elizabeth Hurst MBA | Business Development | Email | 877.894.0202 ext. 5
HR Hotline |
| 877-894-0202 ext. 5
"We're here when you need us!!!"
HR Advisor, Camille Knowles, safely and fashionably maintains her onsite presence with our clients.
Thank you, Camille!
- HR Advantage Celebrates 15 Years in Business!
- Retail and Service Industry Overtime Exemptions
- Leadership in a Time of Crisis
- Return to Work: Updated CDC Guidelines
- EEOC Delays Pay Data Submissions
- Coming Soon! HR Advantage Webinar Trainings
- Career Opportunities
- Financial Consultant
- Marine Mechanic
New DOL Overtime Exemption Rule
for Retail & Service Industries
Effective May 19, 2020, the Department of Labor issued a new rule to provide greater simplicity and flexibility to retail and service-industry employers.
Under the Fair Labor Standards Act (FLSA), certain employees in retail and service industries can be classified as exempt from overtime pay if they are paid primarily on a commission basis.
The DOL withdrew two previously published lists intended to help employers decide if they do not (or might not) meet the definition of a traditional retail establishment. The first list identified industries that the department previously said had "no retail concept" and were therefore not covered by the exemption. Accounting firms, construction contractors, and real estate companies are examples of such businesses. The second list identified industries that "may be recognized as retail," including auto repair shops, department stores and restaurants.
Read more from the Department of Labor
A Story of Leadership in a
Time of Crisis
The impact of the coronavirus has led us to an unprecedented time of uncertainty. The turmoil following the pandemic puts leaders of every kind to the test in how they react, manage and endure under the stress of a crisis. We stand to learn from those who have the most real kind of leadership skills---the kind of leadership skills forged in crisis.
An infamous story of leadership in crisis was that of Ernest Shackleton, the leader of the 1915 scientific expedition to Antartica, where upon arrival, the ship Endurance became stuck in the ice leaving the crew stranded to face the harsh antarctic winter. The story that follows is a perfect anecdote of a leader who evolved under the circumstances, yet remained focused and grounded amidst complete chaos.
"During his long, dark winter on t
, Shackleton constantly responded to changing circumstances. When his ship got stuck, he shifted his mission from exploration to survival. When the ship was no longer habitable, he instructed his men to build a camp on the ice. When he finally got his team to an uninhabited island, where he knew there was no chance of outside rescue, he and a small group of his men, sailed one of the three lifeboats 800 miles to another island, where he knew he could find help. Four months and three thwarted rescue attempts later, Shackleton finally arrived back to the original island to the rest of his team. They were all alive, and he brought them home."
Latest Guidance for
Return to Work
Before summoning employees back to work, employers need to define the new normal by creating or revising policies to address a range of critical workplace issues. Consider adding or reviewing policies in your handbook to address
emote work, infectious disease and returning employees to work.
Whether you implement a return to the office in flexible shifts, require temperature checks, establish social distancing standards or require your employees to sign new policies to prevent the spread of coronavirus, communication with your employees every step of the way is key.
The CDC offers guidance to employers on planning return to work to address the new norm we face with COVID-19 and the workplace. A summary of CDC Guidance changes released on May 6th
Source: Centers for Disease Control and Prevention
- Updated strategies and recommendations for employers responding to COVID-19, including those seeking to resume normal or phased business operations:
- Conducting daily health checks
- Conducting a hazard assessment of the workplace
- Encouraging employees to wear cloth face coverings in the workplace, if appropriate
- Implementing policies and practices for social distancing in the workplace
- Improving the building ventilation system
- A table outlining the engineering controls, administrative controls, and personal protective equipment (PPE) that employers may use to help prevent the spread of COVID-19 in the workplace
EEO Data Collection Delayed
Due to COVID-19
The Equal Employment Opportunity Commission (EEOC) will delay the anticipated opening of the 2019 EEO-1 Component 1 data collection and the 2020 EEO-3 and EEO-5 data collections because of COVID-19. The EEOC expects to begin collecting data for 2019 and 2020 EEO-1 Component 1 in March 2021, and 2020 EEO-3 and EEO-5 in January 2021. The EEOC will notify filers of the precise date the surveys will open as soon as it is available.
Filers of the EEO-1, EEO-3 and EEO-5, which include private sector employers, local referral unions, and public elementary and secondary school districts, are dealing with unique and urgent issues. Delaying the collections until 2021 will ensure that EEO filers are better positioned to provide accurate, valid and reliable data in a timely manner.
HR Advantage offers executive recruitment of candidates in C-Suite, Sales, and Administrative positions for our clients. Our firm offers concierge services to both the employer and candidates, helping to assure the perfect match. Additionally, we have a database of thoroughly vetted, qualified candidates.
Click on the open positions below to learn more.
5+ Years Experience
Pay depends on performance.
$70k and up possible.
All placement fees are paid by the employers. No fee is ever charged to an applicant. Applicants may submit resume/credentials confidentially to
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