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October 2023 News


Dear Lynette,



Greetings from the HR Advantage team! Thank you for subscribing to our monthly newsletter. We hope this monthly resource provides value as you navigate the world of HR within your organization.


We are truly grateful to have served our clients, candidates, and colleagues over the years and want you to know we appreciate working with you.


Please keep HR Advantage in mind as your "go-to resource" for all things HR.




Sincerely,


The HRA Team-


Lynette, Candida, Camille, Karla, Liz, Seth, Sharon & Erinn

Lynette Weatherford MA, SPHR, SHRM-SCP, President

Email Lynette

877.894.0202 ext 4

Candida Arvizu MS, SPHR, SHRM-SCP,

HR Advisor

Email Candida

877.894.0202 ext 1

Karla Callaway BS

HR Advisor

Email Karla

877.894.0202 ext 2

Camille Knowles PHR, SHRM-CP

HR Advisor

Email Camille

877.894.0202 ext 3

Elizabeth Hurst MBA

Business Development

Email Elizabeth

877.894.0202 ext 5

Seth Bunn BS

Recruitment Advisor

Email Seth

877.894.0202 ext 6

Sharon McElwrath, BA

HR Advisor Assistant

Email Sharon

Erinn Johnson

HR Advisor Assistant

Email Erinn

HR Hotline | Email | 877-894-0202 ext. 5

October HR News


  • EEOC Proposes New Guidance on Harassment in the Workplace
  • Form I-9 Expires Oct. 31
  • Common HR Compliance Pitfalls
  • Interviewing Candidates with Disabilities
  • HRA Team Member Celebration
  • Career Opportunities

EEOC Proposes New Guidance on Harassment in the Workplace


The Equal Opportunity Employment Commission (EEOC) has published proposed updates to it's long-standing guidance on Harassment in the Workplace. Such updates include:


  • Social media conduct that occurs in a non-work-related context, but impacts the workplace
  • Sex-based harassment regarding sexual orientation and gender identity
  • Conduct not directed at the Complainant that contributes to a hostile working environment
  • Individuals harmed by unlawful harassment of a third party
  • Conduct on employer’s email system contributing to a hostile work environment
  • Conduct that occurs in a work-related context outside of the regular place of work


The proposed guidance also explains employer liability related to harassment. It uses updated examples of harassment committed while using technology in the workplace in addition to ways in which online content can contribute to a hostile work environment.


While the guidance is not legally binding, it is frequently cited in harassment cases and provides the foundation for the EEOC to file harassment claims against employers. Therefore, employers should stay informed and align policies and practices with the latest guidance.


Read more from Dinsmore & Shohl, LLP

Form I-9 Expires

October 31st


On August 1, the USCIS released the latest version of Form I-9Employers may use the previous version of the form through Oct. 31, 2023. After that, all employers must use the revised Form I-9. The new form is scheduled to expire July 31, 2026. 


The new Form I-9 includes the following updates:


  • Sections 1 and 2 are reduced to a single page.
  • Section 1 Preparer and/or Translator Certification and Section 3 Reverification and Rehire are now standalone supplements that employers can print out only when needed.
  • Lists of Acceptable Documents page includes some acceptable receipts, as well as guidance and links to information on automatic extensions of employment authorization documentation.
  • Instructions are reduced from 15 pages to eight pages.
  • Includes a checkbox allowing employers to indicate they examined Form I-9 documentation remotely under a newly authorized virtual procedure rather than via physical examination.


Read more from the Society for Human Resource Management.

Common HR Compliance Pitfalls


HR Compliance can be tricky to navigate, especially for employers without robust HR departments and/or those with expanded workforces in multiple states and jurisdictions. There are many compliance pitfalls which may occur throughout the employee lifecycle, with the following being some of the most common:


  • Discriminatory interview questions - Questions which force the applicant to disclose characteristics associated with age, citizenship, marital or family status, religion, or arrest history are illegal are often unintentional and easy to stumble upon without awareness and commission of structure and preparedness.
  • Employee misclassification - There is much confusion over how and when it is appropriate to classify an employee as "exempt". Carefully review FLSA exemption requirements or consult with a professional to avoid costly fines and overtime backpay.
  • Unequal pay - The Equal Pay Act of 1963 was intended to address the gender pay gap, and yet, women continue to earn 82% of what men earn. Best practice (and some sweeping state level legislation) calls for employers to avoid requiring pay history and to disclose a pay range during the application process.
  • Payroll issues - Payroll management continues to grow in complexity, especially with an increasingly remote, multi-state workforce.
  • Information privacy issues - Certain federal laws such as HIPAA have guidelines in how employee and customer information must be stored and handled.
  • Noncompliant leave policies - FMLA federally mandates applicable employers to provide unpaid leave and job protection for qualifying reasons. Additionally, five states require employers to provide short-term disability insurance to employees, and 12 states and the District of Columbia require covered employers to provide some amount of paid family leave. Consult a compliance professional to identify and comply with all applicable state and local leave laws.
  • Mismanaged benefits - Some employers are required to provide worker's compensation insurance and employer-sponsored health plans which also requires careful timely management of employee status changes, enrollment, and COBRA documentation.


Read More from Mosey.com

Interviewing Candidates with Disabilities


October is National Disability Employment Awareness Month. Employers are increasingly examining their workforce attractiveness to more diverse groups in response to diversity initiatives and a shortage in labor. Individuals with disabilities represent a vast pool of untapped talent.


Here are some general tips when preparing to interview candidates with disabilities:


  • Remember that not all disabilities are visible.
  • Focus questions on abilities, experience, and individual qualities that lend value to the job.
  • Treat candidates with disabilities as you would candidates without disabilities.
  • Focus questions on how the person can perform the job.
  • Avoid negative language; don’t assume that a disability is a hardship or a burden.
  • Allow service animals to accompany the interviewee. Do not pet or distract the animal.
  • Ask before giving assistance.
  • Understand your organization's role and responsibility in compliance with The Americans with Disabilities Act (ADA)


Read more tips from Recruiting Daily

HR Advantage

Team Member Celebrations


This month, HR Advisor Camille Knowles celebrates six years with HR Advantage! Thank you, Camille, for all your hard work and dedication to your clients and team. We appreciate and celebrate with you!

Need Recruitment Support?

Our team offers knowledge on effective recruitment strategies.


We are here to step in when you lack time and resources to execute timely recruitment jobs.


If you're struggling to find great candidates for that critical role, let our expert team help...

Executive Recruitment


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.

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.

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!

Recruitment Help

Career Opportunities

HR Advantage works with qualified professionals seeking new employment opportunities in a variety of industries.


We offer concierge services to both the employer and candidates, helping to ensure the perfect match.


*Potential applicants are invited to connect with us!

 

To learn more, click on the open positions:




HR Generalist

Full Time

Springfield, MO


Healthcare Recruiter

Full Time

Lee's Summit, MO


Payroll Manager

Full Time

Springfield, MO


Doctor of Veterinary Medicine (DVM)

Full Time

Springfield, MO


Assistant Controller

Full-Time

Springfield, MO

(contact Seth Bunn directly for details)




Applicant inquiries, contact:

Seth Bunn

seth@hradvantageweb.net



Employer inquiries, contact:

Elizabeth Hurst

elizabeth@hradvantageweb.net



*Placement fees are paid by the employer. Applicants may submit resume/credentials confidentially to HR Advantage Careers



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