April 2015

As we move further into 2015, HR Advantage wants to thank our previous and current customers for their business and support.  We are currently assisting several clients with their recruitment efforts...from IT to Sales to HR.  If you have a job opening, we would be happy to assist with your recruitment efforts and find that ideal new employee for you!

HR Advantage continues to provide ongoing, timely updates on all Human Resource related topics with social media.  Make sure you are following us on LinkedIn and Twitter

You can also   contact us  directly with any HR needs that you may have.   We are always available to help!
HRA is Hiring!


HR Advantage is currently recruiting for the following positions:

1) Healthcare Sales Manager. Territory of SW Missouri and NW Arkansas. $40-$50 base, car allowance and full benefits. Must have Dietary/Nutrition and/or health sales background. Calling on Senior Living/Assisted care facilities.

2) IT Engineer /Sales. Must have current IT experience. $50k with car and full benefits.

3) Accounting Clerk. Must have office experience and some bookkeeping with excellent attention to detail and work ethic. $10-12 hr with full benefits. Fun office environment!


Interested & qualified applicants please submit resume to


Six Common Termination Errors



Terminations are one of the biggest triggers for employment lawsuits, and it's also where supervisors and HR professionals seem to make the most mistakes.The most common errors typically seen in terminations are:


1. Incomplete or contradictory documentation

If you have annual performance reviews, make sure your supervisors are doing them accurately. Plaintiffs' attorneys like nothing more than seeing potential clients walk in the door with a stack of glowing reviews along with a sudden pink slip for "performance problems." Such inconsistency makes it much easier for the employee to point to some sort of illegal discrimination or retaliation as the real reason for the firing.


2. Lack of progressive discipline

When employees are surprised by a termination, they're more likely to sue. Make sure supervisors provide honest and regular feedback and evaluations. Also, make sure managers understand and follow your progressive discipline policy.


3. Failure to recognize length of service in terminations

Juries are much more likely to hand out generous verdicts to employees who put in decades of service and then are suddenly fired for "poor work." Be very careful with employees with long tenures.


4. No independent review of termination decisions

Many cases are triggered by rogue bosses who fire workers on their own. Neither HR nor the leadership team know why the worker is let go-and the reason is often some kind of bias or retaliation. Some outsider-either HR or an executive group or consultant-should review every termination recommendation to make sure there isn't any undercurrent of bias.


5. Calling a termination a 'reduction in force'

Many employers try to avoid conflict by naming an employee's departure a "reduction in force" when the true reason is something else. Such inconsistency and inaccuracy, is a red flag.


6. Failing to be "fair" after the separation

Simple actions that are perceived as unfair-even if they're not "illegal"-will send ex-employees running to the courthouse. Example: severance pay - if you have a severance pay policy, make sure you follow it.


Letting an employee go is never pleasant, and doing it the wrong way can lead you down a dangerous path to litigation.  If you need assistance in managing a termination, HR Advantage is available to assist.

The DOL's FMLA Forms have Expired:

What to do next?


 On Feb. 28, 2015, the U.S. Department of Labor's (DOL) recommended Family and Medical Leave Act (FMLA) forms expired. And on March 1, the sun still rose in the east. Life, as we know it, forged on.  It remains to be seen when the new FMLA forms will be issued.


Why Do the DOL's FMLA Forms Expire Anyway?

Under the Paperwork Reduction Act of 1995, the DOL is required to submit its FMLA forms every three years to the Office of Management and Budget (OMB) for approval, so that OMB can review the DOL's information requests and the time employers spend responding to the requests. OMB approved the DOL's FMLA forms in early 2012 for the maximum period of three years.  Upon expiration of the forms (in this case, Feb. 28, 2015), the DOL may continue to use the forms while it seeks renewal of OMB's approval.


Should Employers Continue to Use the 

Expired FMLA Forms?

Yes, the DOL has advised that the best approach is for employers to continue to use the forms even after the expiration date and until further notice. 



Connell Insurance's 5th Annual 

Healthcare Reform Update

Connell Logo  

Friday, May 1, 2015 from 8:00 AM to 12:00 PM (CDT)


Hilton Branson Convention Center

200 E. Main St.
Branson, MO 65616


Connell Insurance is excited to bring back Andrew Haynes as he provides an update on the latest rulings and to help answer your questions. Andrew will focus on his "Guide to Survive Healthcare Reform 2015 & Beyond" for the complete seminar. 

Please register today by clicking here as seats fill up quickly!  We hope to see you there!


Specializing in Human Resource services

 "customized" to your business needs"



Lynette Weatherford, MA, SPHR 




Sunny Fuller, MA

Professional Advisor




Andrea Turner, MBA

Professional Advisor



Callie Rainey

Administrative Services









HRA's Employer Advice 

April 2015


Anti-Harassment Practices


Stay Tuned each month for  60 second HR Advice for Employers 


Click Here.........







Have an HR Related



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or contact any of our HR Advisors as indicated below.




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