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HR Pieces:
ļ»æJuly 2025 News
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Dear Lynette,
As we step into July, weāre proud to keep doing what we do best: helping employers navigate the ever-changing world of HR with clarity, confidence, and a human-first approach!
For over 20 years, HR Advantage has partnered with businesses across the region, offering practical guidance, compliance support, and real-world solutions that make a difference.
Whether you need help untangling policy, tackling tricky workplace dynamics, or staying ahead of employment law changes, weāre here to help you do it right.
Thanks for letting us be part of your team.
With gratitude,
The HR Advantage Team-
Lynette, Camille, Karla, Dana, Liz, Seth, Sarah, Anita, Erinn, Dana, and Diane
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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
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Anita King MA, SHRM-CP
Learning & Development Advisor
Email Anita
877.894.0202 Ext 7
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Erinn Johnson
HR Advisor Assistant
Behind the Scenes
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Dana Snyder, MS, BS, SHRM-CP
HR Advisor Assistant
Email Dana
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Diane Stites, MA, MBA, SHRM-SCP
ļ»æHR Advisor Assistant
Email Diane
| | HR Hotline | Email | 877-894-0202 ext. 8 | | |
July HR News
- Tips, Overtime, & Tax Breaks, All in One Beautiful Bill
- July 4th PTO requests jump 326%
- 1 in 4 Companies Dropping Bachelorās Degree Requirements
- Missouri Supreme Court Narrows Definition of āSexā Under MHRA
- Need to Know FMLA FAQ's
- Question of the Week
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Tips, Overtime, & Tax Breaks, All in One Beautiful Billļ»æ
Signed into law on July 4, 2025, the One Big Beautiful Bill Act (OBBB) brings several big changes to payroll, taxes, and employee benefits.
Key Changes That May Affect Your Organization:
ā¤ Tip & Overtime Tax Relief
Employees making under $150K annually may now deduct up to $25,000 in tips or $12,500 in overtime pay from their taxable income. Payroll teams will need to separately track tips and OT on Wā2s.
ā¤ Payroll Tax Credit for Tipped Industries
Employers in industries like hospitality, restaurants, and salons may qualify for new FICA tax credits related to employee tips.
ā¤ No-Tax Overtime Pay
Some types of overtime compensation will now be exempt from federal income tax, increasing employee take-home pay. Systems and paystubs may need adjusting to reflect this.
ā¤ Medicaid Work Requirements
To stay eligible for Medicaid, certain adults must now complete 80 hours/month of work, training, or volunteering. This could impact part-time or entry-level employees.
What You Can Do Now:
- Review payroll systems to support new tracking and reporting requirements.
- Communicate clearly with employees, especially hourly or tipped staff.
- Monitor Medicaid eligibility for affected employees.
- Stay tuned for detailed IRS guidance in the coming months.
Bottom line? These updates could bring real tax savings for your team, but they require smart planning to implement smoothly.
Source: SHRM
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July 4th PTO Requests Jumped 326%! Prepare for Next Year
Did your HR team struggle to find coverage right after July 4th? Youāre not alone. Last year, PTO requests for the day after Independence Day surged by 326%, making it one of the busiest leave days of the year. While this year July 4th fell on a Friday, many employees still requested extended time off to enjoy a long weekend, creating similar challenges in staffing and payroll.
This spike in PTO requests often comes from unclear or poorly communicated time-off policies. Research shows nearly one-third of employees donāt fully understand their companyās PTO rules, leading to last-minute requests and unexpected absences. These gaps make it hard for HR teams to maintain smooth operations and accurate payroll during critical times.
So, how can HR teams prepare for these annual surges, not just around July 4th but other holidays too?
One practical approach is to āhackā your PTO process, setting clear rules, encouraging early requests, and keeping open communication with employees about staffing needs. When everyone understands the expectations, it reduces last-minute surprises and helps the team plan better.
Another option is to use technology tools, whether built-in HR software features or simpler solutions like shared calendars or spreadsheets to track and manage requests more efficiently.
With PTO requests rising as much as 40% during summer months, preparing ahead can prevent staffing gaps, reduce payroll errors, and keep your business running smoothly.
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Source: HR Executive
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A Hiring Revolution: Why 1 in 4 Companies Are Dropping Degree Requirements
Hiring is changing fast! A recent study reveals that by the end of 2025, 1 in 4 U.S. companies will no longer require a bachelorās degree for some roles. This trend, already picking up steam in 2024, is mostly seen in entry- and mid-level positions.
Why the shift? Companies are focusing more on real-world skills than on formal credentials. In fact, 84% of companies that have removed degree requirements report the initiative as successful. Theyāre benefiting from a more diverse applicant pool and, surprisingly, are able to offer lower salaries while still attracting great talent.
Hiring managers are increasingly telling younger workers to prioritize practical skills ā like AI knowledge and strong soft skills ā over traditional degrees. This skills-first mindset opens doors for talented individuals who might have been overlooked based on their resume alone.
For HR teams, this means rethinking job postings and moving away from rigid degree requirements. Instead, consider skills assessments such as coding tests or other practical evaluations that let candidates prove what they can do.
Source: ResumeTemplates
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Legal Update| Labor & Employment | DEI in the Workplace
Missouri Supreme Court Narrows
Definition of āSexā Under MHRA
Last month, the Missouri Supreme Court ruled that under the Missouri Human Rights Act (MHRA), the term āsexā refers only to a personās biological classification as male or femaleānot gender identity or sexual orientation.
The Case at a Glance
In R.M.A. v. Blue Springs R-IV School District, the court overturned a $4 million jury verdict awarded to a transgender male student who had been denied access to male-designated restrooms and locker rooms. The studentās birth certificate had been legally updated to reflect his sex as male, but the school denied access based on anatomy.
The court held that this did not violate the MHRAās public accommodation protections, because the Act does not include gender identity or sexual orientation in its definition of āsex.ā
Why This Matters for Employersš
While the case focused on public accommodations (like schools), the ruling could signal how Missouri courts might interpret sex discrimination in employment under the MHRA going forward.
Hereās what employers need to know:
- The MHRA doesnāt currently define āsex,ā and this decision interprets it in a strictly biological sense.
- If future employment cases follow the same logic, Missouri employers could face different legal standards at the state and federal levels.
State vs. Federal Law
Under federal law, the U.S. Supreme Courtās decision in Bostock v. Clayton County (2020) made it clear: discrimination based on gender identity or sexual orientation is considered a form of sex discrimination under Title VII.
But under Missouriās MHRA, that protection may not applyāat least not yet. The Missouri court didnāt address employment specifically in this ruling, but its interpretation could shape how future cases are decided.
The Bottom Line for Employers
Missouri employers could find themselves navigating a complex and evolving legal landscape. Here are a few steps to consider:
- Stay informed: This ruling may influence future employment discrimination cases under Missouri law.
- Review your policies: Federal law still prohibits discrimination based on gender identity and sexual orientation for most employers.
- Lead with values: Regardless of legal definitions, inclusive and respectful workplaces remain best practice.
Source: HuschBlackwell
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FMLA FAQ's: What Every HR Leader Should Know!
FMLA can be complicated, and HR professionals often have questions. Here are some of the most common questions asked.
Q: How do you calculate employee eligibility for FMLA if theyāre just shy of the required hours?
A: Double-check payroll records including overtime and compensable time like training or travel. Sometimes employees just need a few extra hours or days before qualifying.
Q: Can temporary or part-time employees qualify for FMLA?
A: Yes! As long as they meet the 1,250 work hours requirement within the past 12 months.
Q: Are employers required to maintain health insurance for employees on unpaid FMLA leave?
A: Yes, employers must continue paying their share of premiums, but employees need to pay their portion. If premiums arenāt paid, insurance can be canceled after a 15-day written notice.
Q: Can employers require a doctorās note for each intermittent FMLA absence?
A: Employers can require normal call-in procedures and initial certification. Recertification is typically required only if the leave lasts longer or patterns change.
Q: Can FMLA leave be used to care for a grandchild?
A: Yes, if the employee is the primary caregiver under the in loco parentis provision.
Want to learn more?
For deeper insights and expert advice visit SHRM.org/FMLA or contact HR Advantage!
Source: SHRM
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HRA's Question of the Week! š¤
Should an employee request to work remotely, or be exempt from a particular job task due to being a caregiver for a child with a disability or compromised immune system, are employers required to approve that under the ADA?
Answer:
Not necessarily. The ADA is designed to protect employees with disabilities, not the family members they may be caring for. That means employers are only obligated to provide a reasonable accommodation if the employee themselves has a qualifying disability, and only if the accommodation doesnāt create an undue hardship (think: significant difficulty or cost for the business). While itās always good practice to be supportive where you can, the law doesnāt require an accommodation in this case. Another option may be āshould the employer be covered by FMLA and the employee be eligible,ā that FMLA protection be considered should a leave be warranted in accordance with law and company policy.
ļ»æ(More questions you need answered? HR Advantage can help you get it right!)
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HRA is Celebrating 20 Years in Busineļ»æss!
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Weāre proud to be celebrating 20 years in business, partnering with hardworking teams like yours to navigate change, grow stronger, and stay compliant every step of the way!
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HRA Employee Spotlight
šMeet Camille Knowlesš
This month, we're excited to spotlight Camille Knowles, one of our incredible HR Advisors!
One of the biggest strengths she brings to her role? Navigating ever-changing employment laws while keeping the āhumanā in Human Resources. Her goal is always to guide clients with professionalism and compassion.
Fun Facts About Herš
š She's a self-proclaimed foodie! Pizza, pasta, and Mexican food!
āļø Sheās finally getting to take her dream trip to Paris, a long-awaited adventure postponed due to COVID.
ā Coffee order? Letās just say itās more creamer than coffee!
š„ Movie picks range from The Godfather or The Coal Minor's Daughter.
šµ Most importantly... sheās known as āJoJoā to her six amazing grandkids!
Weāre lucky to have Camille on our team! She brings a balance of wisdom, humor, and heart to everything she does!
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