HR Pieces: September 2021

HR Pieces: September 2021 HR News

Greetings!

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In matters big or small, HR Advantage is here as your go-to resource for all things HR. Please reach out if we can assist you and your team!

Sincerely,

The HRA Team

Lynette Weatherford MA, SPHR, SHRM-SCP, President

Email Lynette

877.894.0202 ext 4

Candida Arvizu SPHR, SHRM-CP, HR Advisor

Email Candida

877.894.0202 ext 1

Camille Knowles PHR, SHRM-CP, HR Advisor

Email Camille

877.894.0202 ext 3

Karla Callaway BS

HR Advisor

Email Karla

877.894.0202 ext 2

Elizabeth Hurst MBA

Business Development

Email Elizabeth

877.894.0202 ext 5

Seth Bunn BS

Recruitment Advisor

Email Seth

877.894.0202 ext 6

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

SeptemberNews

New Vaccine Mandate for Large Employers
FFCRA Tax Credit for Voluntary Leave ends this month (9/30/21)
Deadline for COBRA Subsidy Final Notices
EEOC Guidance on Vaccines
HR Coffee Talks (Video) - Avoiding employer bias while seeking talent
Employee Spotlight - Samantha Gamble
Career Opportunities: Recruiting Manager, Senior Accountant, HR Manager, Recruiter

Biden Orders Vaccination Mandate for Large Employers and Federal Workforce

On September 9th, President Biden announced a new rule requiring employers with 100 or more employees to require their workers be vaccinated or undergo weekly testing.

The president also signed orders stipulating that most federal employees and federal contractors, as well as most health care workers across the country, be vaccinated against COVID-19.

Biden said the Department of Labor's Occupational Safety and Health Administration (OSHA) is developing an emergency temporary standard directed at private-sector businesses with 100 or more employees that is estimated to impact over 80 million workers.

The employers will also have to give workers paid time off to get vaccinated or recover from any side effects of getting vaccinated.

The executive orders and administration response come as the country is experiencing a rise in COVID-19 infections. The U.S. is recording roughly 150,000 new cases of the virus and about 1,500 fatalities a day, up from an average of 300 deaths each day just a few months ago. There are around 80 million Americans eligible to be vaccinated who have not yet gotten their first shot.

Source: SHRM

Tax Credit for FFCRA Voluntary Paid Leave

ends September 30th, 2021

The American Rescue Plan Act allows small and midsize employers to claim refundable tax credits that reimburses them for the cost of providing paid sick and family leave to their employees due to qualifying reasons related to COVID-19. This includes leave taken by employees to receive or recover from COVID-19 vaccinations.

Employers who choose to continue voluntary paid leave after September 30th will no longer receive the tax benefit. However, some employers may choose to extend their own leave policies to address the rise in Delta variant as well as to remain competitive in recruiting, especially in areas where labor is in high demand.

Source: US Department of Labor; SHRM

COBRA Subsidies Ending September 30th,

Employers to Provide Notices by September 15th

COBRA subsidies as a provision of the American Rescue Plan Act (ARPA) to eligible individuals (due to a reduction in hours or involuntary termination of employment), will end on September 30, 2021.

Employers and plan administrators are required to provide subsidy termination notices to eligible individuals before their COBRA subsidy ends, sending the subsidy termination notices no more than 45 days and no less than 15 days before the date that the COBRA subsidy will end for the individual.

For many individuals, this means that these notices must be sent between Aug. 16 and Sept. 15 to reflect the end of the COBRA subsidy period on

Sept. 30, 2021.

Employers that sponsor group health plans should continue to work closely with their third-party COBRA administrators to ensure compliance with ARPA, and the DOL and IRS guidance regarding the COBRA subsidies.

The DOL has provided (but does not require use of) a model subsidy notice for employer use.

Source: SHRM

EEOC Guidance:

Vaccine Incentives and Mandates

Vaccine Incentives

According to guidance issued late May by the Equal Employment Opportunity Commission (EEOC), employers may provide employees and their family members with information to educate them about COVID-19 vaccines, raise awareness about the benefits of vaccination, and address common questions and concerns. Also, under certain circumstances employers may offer incentives to employees who receive COVID-19 vaccines.

In Summary:

Employers may generally provide incentives to employees to be vaccinated against COVID-19. If the employer or its agent is administering the vaccinations, the incentives cannot be substantial enough to be "coercive." If the employer is merely accepting proof of vaccination from a third party who is not an agent of the employer, there is no limit on the incentives that may be offered. This general rule ensures compliance with both the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act.
Employers may not offer incentives to employees to have their family members vaccinated against COVID-19. This would violate the GINA.
Employers may, however, offer vaccinations to employees' family members, as long as no incentive is offered to the employee and certain other protocols are followed.

Examples of employer incentives include paid time off, monetary incentives, gift cards/prizes and extra casual wear days.

Vaccine Mandates

According to the EEOC, businesses generally may require workers who enter a physical worksite to receive a COVID-19 vaccination without running afoul of federal workplace anti-discrimination laws, such as the Americans with Disabilities Act, the Genetic Information Nondisclosure Act, and Title VII of the Civil Rights Act of 1964. However, employers must consider reasonable accommodations for workers who refuse a vaccine for religious or disability-related reasons, unless such accommodations pose an undue hardship on the employer's operations. Employers also should note that the Occupational Safety and Health Administration and state and local authorities may have different requirements.

In summary:

Federal law permits vaccine mandates
Employers can ask employees about their vaccination status and require proof but such information is confidential.
Examples of a “reasonable accommodation” for employees who cannot comply with a vaccine mandate because of a disability; religious belief, practice or observance; or pregnancy include requiring the unvaccinated employee to:
Wear a face mask at work
Work at a social distance from co-workers or non-employees
Work a modified shift
Get periodic COVID-19 tests
Work via a provided telework arrangement
Accept a reassignment

Sources: Equal Employment Opportunity Commission; Constangy Brooks, Smith and Prophete, LLC, The National Law Review

Coffee Talk with

HR Advantage

HR Advantage Recruiters discuss tips to avoid employer bias during the recruitment process.

Watch now!

Coffee Talk with HR Advantage - Recruitment Bias - Sept 2021

Employee Spotlight

Samantha Gamble,

Human Resources Intern

HR Advantage welcomes Samantha Gamble to our team! Samantha is a senior at Missouri State University pursuing a Bachelor of Science in Administrative Management. She has had a strong interest in HR, specifically in talent sourcing and recruitment. Within her time at Missouri State, she has been a member of Alpha Delta Pi sorority where she has hosted and attended University events, participated in philanthropy and community engagement, and fostered relationships within her sisterhood.

Samantha will be interning with HR Advantage to assist the team with recruitment and human resources activities. Welcome to the team, Samantha!

Learn More About Our Team and Services!

Looking for top talent?

It can be a struggle to devote the proper time and resources to recruit quality talent when you need them. HR Advantage offers expertise in seeking talent for hard-to-fill, strategic positions from entry-level to C-suite. We place qualified professionals that best match your needs and work culture. We are here to serve as a working partner to supplement or oversee your recruitment needs.

info@hradvantageweb.net

877.894.0202 ext 5

Career Opportunities

HR Advantage offers executive recruitment of candidates in C-Suite, specialized and administrative positions for our clients. Our firm offers concierge services to both the employer and candidates, helping to assure the perfect match. Potential applicants are invited to join our database of thoroughly vetted, qualified candidates.

Click on the open positions below to learn more

Recruiting Manager

Full-time Exempt

Proven Recruiter to Manage a Recruitment Team

Springfield, MO

Contact Seth Bunn:

seth@hradvantageweb.net

Senior Accountant

Full-time Exempt

Springfield, MO

Growing manufacturing company with great culture!

Contact Seth Bunn: