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The HRA Team
MA, SPHR, SHRM-SCP | President |
| 877.894.0202 ext.
Candida Arvizu PHR, 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
Grace Childs Business Intern | Email
- New Salary Threshold for Exempt Employees 2020
- Missouri Minimum Wage Increases 2020
- Deadline Extension for EEOC Comp Data
- Customized Training Opportunities
- Performance Improvement Plans "PIP's"
- Career Opportunities: Sales, Administrative, Project Management & Human Resources
New Salary Threshold for Exempt Employees
to take Effect January 1, 2020
The U.S. Department of Labor recently published its final rule raising the Fair Labor Standards Act (FLSA) salary threshold for the executive, administrative, and professional (EAP) exemptions to $35,568 per year, or $684 per week, effective January 1, 2020. This is an increase from the current $23,660 annual salary (or $455 per week).
The Department of Labor estimates there will be 1.3 million currently exempt positions affected by the new threshold level. Employers who currently have exempt employees making less than $679 per week must decide for 2020 whether increasing the salary amount for a position to qualify for exempt status is economically justifiable. Small business, nonprofits, retailers, hospitality employers, state and local government, and higher education (among others) especially will be challenged.
Employers who increase salaries to meet the new threshold still have issues to consider such as expansion of duties, internal salary scale compression, or pay equity concerns.
For employers unwilling or unable to increase salaries to meet the new threshold, there are many potential disruptions to address and mitigate. Click
here to read more.
If you are effected by this change, contact HR Advantage for advisement and/or a review of your exempt/non-exempt positions:
877.894.0202 ext. 4
Missouri Minimum Wage Increase
The Missouri minimum wage increase for non-exempt employees will go from $8.60 to $9.45 per hour in 2020. An .85 cent increase is set to continue each year through 2023 until $12/hour is reached.
Missouri law does not apply to public employers, nor does it allow the state's minimum wage rate to be lower than the federal minimum wage rate.
Employers are required to pay tipped employees at least 50 percent of the minimum wage, $4.30 per hour, plus any amount necessary to bring the employee's total compensation to a minimum of $8.60 per hour.
Overtime compensation must also be paid at a rate of at least one and one-half times a covered employee's regular rate for all hours worked over 40 in a workweek.
All businesses are required to pay at minimum, the $8.60 per hour rate, except retail
and service businesses whose annual gross sales are less than $500,000.
Deadline Extended for EEOC
Component 2 Comp Data
The Equal Employment Opportunity Commission says that it will continue accepting "Category 2" EEO-1 compensation data for the foreseeable future. T
he EEOC has stated that only about 40 percent of employers who are required to submit Category 2 data have actually done so. According to the EEOC, "So long as the Court's order is in effect stating that collection will not be complete until it reaches what the Court has determined to be the target response date," the EEOC will accept the data.
Employers, including federal contractors, are required to submit Component 2 compensation data for 2017 if they have 100 or more employees during the 2017 workforce snapshot period. Employers, including federal contractors, are required to submit Component 2 compensation data for 2018 if they have 100 or more employees during the 2018 workforce snapshot period. The workforce snapshot period is an employer-selected pay period between October 1 and December 31 of the reporting year. Federal contractors and other private employers with fewer than 100 employees are not required to report Component 2 compensation data. Visit the EEOC website for more information.
Performance Improvement Plans
A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns.
Outcomes may vary, including improvement in overall performance; the recognition of a skills or training gap; or possible employment actions such as a transfer, demotion or termination.
HR's role includes:
- Determining whether a PIP is the appropriate action for the situation.
- Administering all PIPs in conjunction with the manager to prevent bias.
- Providing ongoing guidance to both the manager and employee throughout the plan.
for more resources on PIPs
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 who are ready to begin working today.
Click on the open positions below to learn more.
Salary Commensurate with Experience
Southwest MO location
Competitive Base Pay + Commission
Base Salary + Commission
Greater Kansas City Area
$45k-65k per year
All placement fees are
paid by the employers. No fee is ever charged to an applicant.
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