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HR Pieces:
November 2025 News
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Greetings!
As we move into November, it’s the perfect time to pause and reflect on what we’re thankful for — including the opportunity to support employers who care deeply about their people and their compliance.
This month brings several updates to keep on your radar, from 2026 fringe and account-based benefit changes to the November 21st deadline for ordering Employment Posters. We’re also watching the end of automatic work authorization extensions, recent inflation trends, and how Ban-the-Box laws could shape your next hiring decisions.
At HR Advantage, we’re grateful for the trust our clients place in us every day. Our team is here to help you stay informed, compliant, and ready for what’s ahead.
With gratitude,
The HR Advantage Team-
Lynette, Camille, Karla, Dana, Liz, Seth, 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
Administrative Services / Project 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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Dana Snyder, MS, BS, SHRM-CP
HR Advisor Assistant
Email Dana
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Diane Stites, MA, MBA, SHRM-SCP
HR Advisor Assistant
Email Diane
| | HR Hotline | Email | 877-894-0202 ext. 8 | | |
Our Mission Statement:
We deliver customized solutions to make HR simple, strategic, and human- so you can focus on what matters: Your Business. Your People. Your Peace of Mind
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November HR News
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2026 Fringe & Account-Based Benefit Updates
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Order Your 2026 Employment Posters-DEADLINE 11/21/25
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USCIS Ends Automatic Work Authorization Extensions
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Inflation Update
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How Ban-the-Box Laws Could Impact Your Next Hires
- Question of the Week
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2026 Fringe & Account-Based Benefit Updates
The recently passed budget reconciliation bill (HR 1: “One Big Beautiful Bill Act”), signed July 4, 2025, introduces several updates that will impact employer benefit plans starting in 2026. Below is a summary of key changes and recommended employer actions.
Bicycle Commuter Reimbursement
The tax-free reimbursement for qualified bicycle commuting expenses remains indefinitely excluded.
What employers should do:
- Review fringe benefit plan documents.
- Remove any language referencing the previous 2018–2025 exclusion period.
Dependent Care Flexible Spending Accounts (DCFSA)
The annual contribution limit will increase to $7,500 for plan years beginning in 2026.
What employers should do:
- Determine whether to adopt the new higher limit (the change is optional).
- If adopted, update plan documents and notify employees before the new plan year begins.
Direct Primary Care & Health Savings Accounts (HSAs)
Effective January 1, 2026, participation in certain direct primary care arrangements will no longer disqualify employees from contributing to an HSA.
Key points:
- Employees can use HSA funds to pay for qualifying monthly fees.
- The monthly cost must not exceed $150 per person to qualify.
Next Steps for Employers
To stay compliant and support clear employee communication:
- Review all 2026 plan documents for accuracy.
- Update benefit materials and summaries where needed.
- Communicate upcoming changes to employees ahead of enrollment.
HR Advantage can assist with reviewing and updating your plans to ensure compliance with the new regulations. Contact our team for support with 2026 benefit updates.
Source IRS
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Order Your 2026 Employment Posters!
Pre-order your exclusive 2026 Employment Federal & State ALL-In-One Laminated Poster now and stay compliant for the new year!
Supplies are limited, and once they're gone, they won’t be restocked!
Physical Posters
Posters for Remote Workers
Order Deadline:
Friday, November 21, 2025
HR Advantage retainer clients receive one free poster.
Do you have remote employees?
If a remote worker regularly visits a company location or main office, displaying the poster there satisfies posting requirements. Otherwise, the Department of Labor recommends providing electronic postings for remote staff.
Why Employment Posters Matter:
Employers are required to display labor law posters to keep employees and customers informed about key provisions of the law. Posters should be displayed in a location accessible to all employees or made available to remote workers.
What’s New for 2026:
- Updates to State Department of Labor, Wage & Hour, Unemployment & Workers’ Compensation
- Federal updates including OSHA, Equal Employment Opportunity Commission, and other compliance changes
Estimated Delivery: January 2026
Pre-order now to ensure your workplace stays compliant!
__________________________________________ __________________________
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USCIS Ends Automatic Work Authorization Extensions
The U.S. Citizenship and Immigration Services (USCIS) has announced that, effective October 30, 2025, it will end automatic extensions of Employment Authorization Documents (EADs) for most renewal applicants.
Previously, workers who filed timely EAD renewals could continue working for up to 540 days while waiting for approval. Under the new rule, applicants must now have an approved and valid EAD in hand before they can keep working.
A few limited categories, such as certain Temporary Protected Status (TPS) holders, will still qualify for automatic extensions.
What this means for HR:
- Review your workforce to identify employees with EADs expiring soon.
- Encourage early renewal filings (up to 180 days before expiration).
- Update I-9 and onboarding processes — expired EADs with pending renewals will no longer be valid proof of work authorization.
USCIS says the change aims to improve vetting and reduce security risks, but employers should prepare for potential employment gaps if renewals are delayed.
Source: SHRM
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Inflation Update!
The annual inflation rate reached 3.0% in September 2025, the highest since January.
Monthly inflation rose 0.3% from August-to-September, while “core” inflation (excluding food and energy) held at around 3.0% on a year-over-year basis.
Why This Matters for HR
- Wage pressure may increase: With sustained inflation above the target 2% level, employees may expect higher wages or cost-of-living adjustments.
- Compensation strategy needs review: If your pay-review process is due soon, inflation this high means you may need to adjust budget assumptions.
- Benefits and real earnings: Inflation reduces the purchasing power of compensation and benefits — HR should assess how effects show up in retention or morale.
Key Actions to Consider
- Review compensation budgets: Make sure your planned pay increases or merit budgets consider inflation at ~3% rather than lower forecasts.
- Communicate with employees: Be transparent about what inflation means for wages, benefits, and cost of living — it helps with trust and retention.
- Evaluate benefit design: With inflation at 3%, benefits like FSAs, commuter benefits, and allowances may need reevaluation to maintain value for employees.
- Monitor further economic indicators: Inflation drives many HR & talent-management assumptions. Keep an eye on upcoming data and how your organization might respond.
Source: SHRM
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How Ban-the-Box Laws Could Impact Your Next Hires
As Ban-the-Box laws continue to expand across states and municipalities, HR teams should review their hiring processes to ensure compliance.
Overview
“Ban-the-Box” laws regulate when and how employers can ask about an applicant’s criminal history. There is no single federal standard — requirements vary by state, city, and in some cases, by employer size or industry.
Many jurisdictions now prohibit employers from asking about criminal history until after a conditional job offer has been made.
Why It Matters
- Employers that operate in multiple locations must closely track local rules and timelines.
- Non-compliance can lead to legal exposure, discrimination claims, and reputational damage.
- These laws are also part of broader “fair-chance hiring” efforts that support diversity, equity, and inclusion.
Key Steps for HR
- Audit hiring materials: Review applications, interview scripts, and online forms to ensure they do not include early criminal-history questions.
- Train hiring managers: Confirm that all hiring staff understand local and state requirements.
- Standardize your process: Waiting until after a conditional offer to inquire about criminal history is generally the most compliant approach across jurisdictions.
- Document decision-making: When a conviction is relevant, evaluate on a case-by-case basis considering the nature of the offense, time passed, and job relevance.
HR Reminder
Take time this quarter to review your job applications and background-check procedures. Updating them now can prevent compliance issues as more Ban-the-Box laws take effect nationwide.
Source: SHRM
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HR Advantage's Question of the Week!
We have three departments with different managers and standards for rating employees. How can we make sure our annual performance reviews and raises are fair and consistent across the organization?
Answer:
Start by defining clear, standardized evaluation criteria that apply to all departments, tied to each role’s responsibilities and measurable outcomes. Train managers on applying these standards consistently and document every rating and decision.
Implementing a calibration process—where managers meet to review and discuss ratings—helps reduce bias and ensures internal equity. Transparent communication with employees about how evaluations and raises are determined builds trust and engagement.
For organizations seeking additional support, our HR Consulting and Performance Management Services can help design structured review processes, train managers, and facilitate calibration sessions to ensure fairness and alignment across all departments.
More questions you need answered? HR Advantage can help you get it right!
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HRA Employee Spotlight
🌟Meet Dana Snyder🌟
HR Advisor & Assistant
Meet Dana, our HR Advisor Assistant at HR Advantage! Dana is passionate about connecting with our diverse clients and truly values helping others build their careers.
Fun Facts👇
🍽 Favorite local spot? Corner 21🥡 (we agree!)
🥾 Go-to hike? Fellows Lake
📚 Favorite TV show? Parks and Recreation.
🌍 Dream travel destination? Japan!
When Dana’s not helping clients or building careers, she’s out exploring nature and indulging in her love for all things brown sugar coffee and string cheese. We’re lucky to have her at HR Advantage!
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HRA is Celebrating 20 Years in Business!
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We’re 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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HR Advantage is Hiring!!!
Business Development Manager
Springfield, MO | Full-Time | Remote | Base + Commission
Are you skilled at building meaningful connections and creating lasting partnerships? Do you enjoy working with business leaders to identify opportunities and deliver solutions that make a real impact? If so, HR Advantage would love to connect with you.
What You’ll Do
•Drive growth by securing new business and expanding client relationships
•Build trusted partnerships with business owners and executives
•Strategize, consult, and deliver tailored solutions that exceed expectations
•Collaborate with our team to ensure seamless onboarding and client success
•Track performance and stay ahead of your goals
What We’re Looking For
• 3–5 years of proven success in B2B sales
• A track record of closing deals with confidence
• Strong relationship-building skills at the executive level
• Excellent communication and negotiation abilities
• Self-motivated, results-driven, and strategic mindset
• Bachelor’s degree preferred
What You’ll Gain
➤ Competitive base salary plus uncapped commissions (with residuals)
➤ Flexibility and autonomy—this is your territory to own
➤ A role where your wins are visible, valued, and rewarded
Ready to grow your career with a team that values both people and results?
Apply today by emailing seth@hradvantageweb.net
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Recruitment Services
tailored to your needs...
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Our team offers knowledge on effective recruitment strategies.
We are here to step in when time and resources to recruit internally are scarce.
If you're struggling to find great candidates for that critical role, let our expert team help...
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Candidate Search & Placement
Leave top talent recruitment in the hands of seasoned experts who will conduct a full-scale, comprehensive search to deliver the best match for your company.
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Recruitment Support
The beginning stages of a candidate search can be the most tedious and time-consuming. Let our team support your efforts with posting, monitoring and pre-screening activities.
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Candidate Profiles
HR Advantage takes the time to source and screen active candidates in advance to simplify the recruitment process for employers. Preview some of our featured candidates on our website!
| | Let our expert recruiters help you attract and hire your next quality employee. Contact us today for more information! | | |
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