Greetings from HR Advantage! We would like to personally thank you for subscribing to our monthly newsletter and hope that it brings value to your business.
Many of our client employers are busy managing rapid changes and tough questions surrounding COVID-19. We continue to work to develop solutions and resources to get through these unprecedented times.
HR Advantage remains committed to our tradition of timely and exceptional service for all your HR needs, big or small. If you find yourself in need of advisement or wish to explore HR services for your business, our team is here to assist you!
The HRA Team
Lynette Weatherford MA, SPHR, SHRM-SCP | President | Email | 877.894.0202 ext. 4
Candida Arvizu SPHR, SHRM-CP | HR Advisor | Email | 877.894.0202 ext. 1
Karla Callaway BS | HR Recruiter | Email | 877.894.0202 ext. 2
Camille Knowles PHR, SHRM-CP | HR Advisor | Email | 877.894.0202 ext. 3
Elizabeth Hurst MBA | Business Development | Email | 877.894.0202 ext. 5
HR Hotline | Email | 877-894-0202 ext. 5
- Happy Work Anniversary to HR Advisor Camille Knowles!
- DOL Proposed Rule on Independent Contractors
- Employee Benefits: Converting PTO to Student Loan Repayment
- Coronavirus Resources and Updates
- Free Webinar: Small Employers Guide to Simple IRA and 401(k)
- New York State Sick Leave law takes effect
- Career Opportunities: Program Administrator, Nurse (RN/BSN), Contract Administrator
Happy Work Anniversary, Camille!
During October, HR Advisor Camille Knowles celebrates her third year with HR Advantage! Camille has more than 20 years of HR experience and holds a PHR & SHRM-CP designation.
Her areas of expertise include benefits administration, labor and union processes, wage and hour law, workers' compensation, recruitment, FMLA administration, training, leadership, and personnel policies & procedures.
Camille has a strong passion to provide exceptional HR Advisor support for her clients, building trust and confidence in business leaders who seek her guidance. She is a true asset to HR Advantage and to her clients! Happy work anniversary Camille!
Call or email for HR guidance from Camille:
877.894.0202 ext. 3
DOL Proposes New Rule to Determine FLSA Independent Contractor Status
On September 22, 2020, the U.S. Department of Labor announced a proposed rule addressing how to determine whether a worker is an employee under the Fair Labor Standards Act (FLSA) or an independent contractor.
The proposed rule includes:
- Utilizing an "economic reality" test to determine whether a worker is an independent contractor or is economically dependent on a putative employer for work.
- Identifying (1) the nature and degree of the worker's control over the work; and (2) the worker's opportunity for profit or loss based on initiative and/or investment.
- Identifying three other factors that may serve as additional guideposts: (1) the amount of skill required for the work (2) the degree of permanence of the working relationship between the worker and the potential employer and (3) whether the work is part of an integrated unit of production.
- Advisement that the actual practice is more relevant than what may be contractually or theoretically possible in determining whether a worker is an employee or an independent contractor.
Converting PTO to Student Loan Repayment: a Timely Benefit
The COVID-19 pandemic is deterring millions of Americans from taking time off. At the same time, many employees are experiencing the stress that comes with job instability and the ability to service debts and living expenses during an economic downturn. All these factors are leading some employers to get creative with employee benefits, including allowing employees to convert unused time off into loan-repayment funds or cash that can be used for other pressing needs.
Could this be a beneficial offering for your company and workforce? To be sure, consider the demographics of your workforce and consult with your financial advisors to understand legal and tax implications of providing this benefit.
HR Advantage can help you take the pulse of your employees to learn what matters most to them, through conducting a benefits survey.
COVID-19 Employer Resources and Updates
DOL Clarifies FFCRA Paid Leave Requirements:
In September, the DOL released revisions
to clarify workers' rights and employers' responsibilities under the FFCRA's paid leave provisions, which do the following:
- Reaffirm and provide additional explanation for the requirement that employees may take FFCRA leave only if work would otherwise be available to them.
- Reaffirm and provide additional explanation for the requirement that an employee have employer approval to take FFCRA leave intermittently.
- Revise the definition of "healthcare provider" to include only employees who meet the definition of that term under FMLA regulations or who are employed to provide diagnostic services, preventative services, treatment services or other services that are integrated with and necessary to the provision of patient care which, if not provided, would adversely impact patient care.
- Clarify that employees must provide required documentation supporting their need for FFCRA leave to their employers as soon as practicable.
- Correct an inconsistency regarding when employees may be required to provide notice of a need to take expanded family and medical leave to their employers.
"Health Care Provider" FFCRA Paid & Expanded Leave Exemption
Who is a "health care provider" who may be excluded by their employer f from paid sick leave and/or expanded family and medical leave?
Access HR Advantage's September 29th Webinar:
(Registration and Payment required - $55 per person)
Making Retirement Plans SIMPLE for the Small Employer
It can be confusing as a small business to know which retirement plan is right for your team. Should you provide a SIMPLE IRA or a 401(k) ... or should you convert your SIMPLE IRA to a 401(k) plan?
S.E.N.D. Alliance is offering a free webinar for small employers covering the pros and cons of a SIMPLE IRA versus a 401(k)...or, if you've outgrown your SIMPLE IRA, it will provide a step-by-step how-to on converting and upgrading to a 401(k). Space is limited to the first 100 registrants.
New York Sick Leave Law
Takes Effect September 30, 2020
The New York State Sick Leave (NYSSL) law will require all employers within the state to provide sick leave to employees (ranging from 40 hours unpaid to 56 hours paid depending on employer size). The law takes effect, and covered employees will begin accruing leave time on September 30, 2020.
Employers will not be required to permit employees to use accrued sick leave until January 1st. Nevertheless, employers in New York State should review their existing policies and train relevant personnel now to ensure compliance with the new law before its effective date.
Read a detailed summary of the law's provisions from Proskauer Law
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, potential applicants are invited to join our database of thoroughly vetted, qualified candidates.
Click on the open positions below to learn more.
Lee's Summit, MO
All placement fees are paid by employers. No fee is ever charged to an applicant. Applicants may submit resume/credentials confidentially to firstname.lastname@example.org.
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