HR Pieces: January 2025 News | |
Dear Lynette,
As always, thank you for subscribing to our monthly email, we are beyond grateful to serve our clients, candidates, and colleagues and want you to know that we appreciate working with you!
We understand that every business is unique, and we're committed to providing personalized solutions that align with your goals. Our team is ready to support you every step of the way; please, keep us in mind as you assess your HR needs this year!
Sincerely,
The HRA Team-
Lynette, Camille, Karla, Dana, Liz, Seth, Sarah, Anita, Sharon, Erinn and Dana
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Lynette Weatherford MA, SPHR, SHRM-SCP, President
Email Lynette
877.894.0202 ext 4
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Camille Knowles PHR,
SHRM-CP HR Advisor
Email Camille
877.894.0202 ext 3
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Karla Callaway BS
HR Advisor
Email Karla
877.894.0202 ext 2
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Dana Baldwin BS, SPHR,
SHRM-SCP, HR Advisor
Email Dana
877.894.0202 ext 1
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Elizabeth Hurst MBA
Business Development Director
Email Elizabeth
877.894.0202 ext 5
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Seth Bunn BS
Recruitment Advisor
Email Seth
877.894.0202 ext 6
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Sarah Matthews BA
Business Development Manager
Email Sarah
(877) 894-0202 ext 8
t.
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Anita King MA, SHRM-CRP
Learning & Development Advisor
Email Anita
877.894.0202 Ext 7
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Sharon McElwrath
Administrative Support
Email Sharon
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HR Hotline | Email | 877-894-0202 ext. 8 | |
January HR News
- New MO Paid Sick Leave Law
- FMLA & Fertility Absences
- W2 Filing Deadline
- OSHA Postings
- MO Minimum Wage Increase
- New Team Member Announcement
- Career Opportunities
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New Paid Sick Leave Law in MO Analyzed
The passing of Proposition A has ushered in a new statewide paid sick leave law. Starting May 1, 2025, all private employers in Missouri are required to follow this new law excluding employees such as those engaged in educational, charitable, religious, or nonprofit activities as well as other instances such as incarcerated criminal offenders.
“Beginning May 1, 2025, eligible employees will accrue a minimum of one hour of paid sick leave for every 30 hours worked. Employers with at least 15 employees may limit employees to using 56 hours of paid sick time each year. All other employers may limit employees to using 40 hours of paid sick time annually.” Employers have the choice to provide the paid sick time as an accrual, or front load what an employee would earn throughout the year. Employers must allow employees to roll over up to 80 hours of unused earned paid sick time to the following year, but employers may limit the use to no more than the applicable annual use cap.
Employers must give employees written notice regarding the new law within 14 days of the commencement of their employment or by April 14, 2025, whichever comes later. Employees are entitled to the earned paid sick leave upon request, however the employer may require reasonable documentation to confirm the need for the paid sick time for use of earned paid sick time of a minimum of three consecutive workdays. “A written statement from the employee affirming that the employee is taking leave for a qualifying purpose may be sufficient. Employers may not require the documentation to explain the nature of any illness, the details of underlying health needs, or the details of domestic violence, sexual assault, or stalking, unless otherwise required by law.”
Records documenting the hours worked by employees and the earned paid sick time taken must be retained by employers for at least three years. Employers that have existing paid sick leave policies that meet the requirements set forth by Proposition A are not required to provide additional paid time off.
Source & Image Source: SHRM
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FMLA and Fertility Absences
You have an employee undergoing fertility treatment and your question is, are these absences covered under FMLA? Are federal, state, and local requirements triggered? Is the employee entitled to paid leave under state or local sick pay laws, or is this a case of unpaid leave?
This is a topic that should be closely considered, if there is adverse treatment against an employee who is undergoing fertility treatment then this could potentially lead to a pregnancy discrimination claim according to the Pregnant Workers Fairness Act (PWFA).
FMLA leave regarding fertility treatment has only been addressed in two district courts, with both coming to different conclusions. FMLA leave is entitled to employees who have “a serious health condition is an illness, injury, impairment or physical or mental condition that involves (a) inpatient care or (b) continuing treatment by a healthcare provider”.
In one situation, the employee had undergone long term treatments – over one year in length and 15 treatments altogether which helped the court to determine that this specific case was considered a serious health condition. The second case involved just three fertility treatments which didn’t require overnight inpatient care, determining that this didn’t qualify as a serious health condition and not entitling the employee to FMLA leave.
In conclusion, these cases should be treated as any other FMLA leave request to determine eligibility, but only after reviewing all facts and including employment counsel in order to understand any updates in the law as well as other triggered legal requirements.
Source & Image Source: HR Daily Advisor
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W2 Filing Deadline:
January 31st
January 31st is the deadline to file W-2s with the IRS and SSA using Business Services Online or to submit paper Form W-2. Verify current address and contact information for current and former employees so that W-2s are mailed to the correct location.
Source: SSA.GOV
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OSHA Postings
Employers covered by the Occupational Safety and Health Administration's (OSHA's) record-keeping rule must post a summary (Form 300A) of 2024 work-related injury and illnesses in a noticeable place from Feb. 1 to April 30, and are to make available to workers, if they ask to see them at other times.
It is not necesary for employers who have 10 or fewer employees during the last calendar year to keep OSHA injury and illness records unless OSHA or the Bureau of Labor Statistics send a written statement that you must keep records under § 1904.41 or § 1904.42.
Source: OSHA.GOV
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Missouri Minimum Wage to
Increase for 2025
As per the passing of Proposition A, Missouri minimum wage will increase to $13.75 per hour in 2025 and again to $15 per hour in 2026. After 2026, the minimum wage rate for all private and non-exempt businesses will be based on the increase or decrease in the cost of living pursuant to the Consumer Price Index.
Employers engaged in retail or service businesses whose annual gross income is less than $500,000 are not required to pay the state minimum wage rate. Employers not subject to the minimum wage law can pay employees wages of their choosing. For more information, please contact the United States Department of Labor.
Source: MO DOL
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Dana joined our team in December as HR Advisor Assistant to provide direct support to Dana Baldwin and her clients. Dana brings 13 years of combined experience managing teams and processes in various non-profit settings.
Dana earned her bachelor’s degree in Recreation, Sport, and Park Administration from Missouri State University and completed her master’s degree at Missouri Baptist University. Most recently, she achieved her Certified Professional designation through the Society for Human Resource Management. Her areas of expertise include team building, onboarding, coaching, payroll, and policy creation.
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