January 2021
President's Message

Greetings NSHRM Members and Friends, 

I am delighted to serve you once again as your 2021 Northshore SHRM President. Like many of you, I am looking ahead and preparing for another exciting year within the Human Resources profession. 

On behalf of the Board of Directors, I would like to announce a few items in regard to our 2021 programming: 


  • Once again renewal is only $30 for SHRM Members and $40 for Non SHRM Members. Even through our various cost (meals, speaker fees, etc.) continue to increase, the Board continues to manage our expenses to achieve our goals and keep the overall budget in balance. This has permitted us to keep this year’s dues unchanged.   

  • Membership renewal will be based on rolling calendar year starting in 2021. Renew your membership by December 31st and be entered into a drawing for a National SHRM membership.   Join or renew your membership with NSHRM today

  • We will continue to host monthly professional development. These monthly professional development meetings will provide re-certification credits and we will begin charging the standard fee of $25 to members and $30 to non-members starting in January. HR Therapy and other networking events will remain free to all members. 

  • Dual meeting option. NSHRM does plan to conduct in-person meetings in 2021, however we will continue to record our Professional Development Meetings and have recordings available to those who register for an event. 
   
  • We are planning to start the year off virtually with hopes to return to in person events as soon as it is safe to do so. 

As we plan for 2021, we would like to hear from you. Please complete our annual Membership Engagement Survey: https://www.surveymonkey.com/r/ZYVWXWN 

We hope that you will mark your calendars and plan to join us for our upcoming Chapter Meetings!


Yours in Service,

Cecilia “CeCe” Boudreaux SHRM-CP, PHR
2021 NSHRM President 
Legal Update

What’s Happening in HR

EEOC issues Guidance to Employers for Covid-19 vaccination policies 

On December 16, 2020, the EEOC updated its “What You Should Know About Covid-19 and the ADA, the Rehabilitation Act, and Other EEO Laws” to include the EEOC’s current position on employers mandating or requesting that its employees be vaccinated for Covid-19. The EEOC’s question and answer format guidance on vaccinations is located at Section K.  
While not explicitly stating that employers can require that its employee’s get vaccinated, it appears the EEOC believes employers can require vaccination if the employer has a reasonable belief, based on objective evidence, that an employee who does not receive a vaccination will pose a direct threat to the health or safety of her or himself or others. I believe whether an employer can satisfy this test will depend on the employer’s business and the role the employee has in that business. Employers should also consider CDC and State guidelines on who should be vaccinated and when to determine whether it can establish a direct threat and mandate vaccinations. According to the Guidance, if the employer cannot establish a direct threat, the employer cannot require the employee to answer the per-administering questions required for receiving the vaccine without violating the ADA. 

If the employer can and does mandate vaccinations, the employer still must consider exceptions to its policy on the grounds that being vaccinated would violate an employee’s sincerely held religious belief requiring an accommodation under Title VII or that exempting an employee from the policy would be a reasonable accommodation required by the ADA. As with all requests for religious exemptions, please be mindful that absent clear evidence to the contrary, it is generally difficult to challenge whether an employee has a sincerely held belief and the religious accommodation covers beliefs outside of traditional religions. With respect to the ADA, the traditional fact based interactive process would still apply. 

As is usually the case with Covid-19 issues, there is not always a clear-cut answer in every case, and each employer will have to determine whether mandating the vaccine is necessary or it would be sufficient to suggest or recommend that employees be vaccinated. If employees choose not to get vaccinated, I believe the employer can require the employee to wear a mask at work, but likely only if the employer is requiring such efforts before the vaccine becomes available. 

It is very early in the vaccination process and it will be some time before vaccinations are available to the general public. It is likely that by that time there will be more guidance from the EEOC or other agencies on the issue. Because of the unprecedented nature of the pandemic and legal ramifications associated with vaccination policies, please discuss this issue with your legal counsel before making a decision. 


The Families First Coronavirus Response Act (“FFCRA”) Emergency Sick Leave and Paid Family Leave Expired on December 31, 2020 

The mandatory paid sick leave and paid family leave under the FFCRA expired by their own terms on December 31, 2020. Accordingly, employers are no longer required to provide that leave.   
However, the $900 Billion Covid-19 stimulus bill that was signed into law by President Trump on December 27, 2020, extends the FFCRA’s refundable tax credits to March 31, 2021.   
Accordingly, employers do not have to, but may continue to provide the FFCRA’s leave to employees who have not previously used all of their leave in 2020 and seek the tax credits for providing that leave. The amount of leave for which employers can seek tax credits does not renew in 2021, so an employer would only be able to seek credits for the remainder of the 2020 leave that was not taken in 2020, but was instead taken in 2021 before March 31, 2020. 
President-elect Biden has indicated that he will seek to extend Covid-19 related leave after he takes office, but whether he will be successful in his efforts remains to be seen. 


By Michael F. Weiner, JD, SHRM-SCP
NSHRM Legislative Director 

December Holiday Luncheon

Thank you to our December sponsors for supporting the NSHRM Holiday Luncheon.

Upcoming Events
January 14th
11:30am- 1:00pm


2021 Membership Drive
Membership News

New for 2021 membership: with the adoption of our new By-laws, your annual NSHRM membership will renew on a rolling calendar year depending on the month in which you renew or join. For example - if you join/renew your membership in the month of January, your membership will be for the entire 2021. You will receive an email reminder when your membership is expiring and need to renew. You must be a current member in order to qualify for the discounted monthly chapter meeting rate.

The cost:
·        $30 for National SHRM members (must provide number at time of application)
·        $40 for Non-National SHRM members

There will be only 3 categories for membership for 2021:
1.      Professional
2.      Associate
3.      Student

Info regarding NEW associate membership – The new bylaws also state that moving forward, Associate membership shall not exceed 20% of the total membership at the time of application. No Associate Member shall lose membership status or be denied renewal of their membership if the loss of professional members should cause the professional membership to fall below the majority requirement. As a reminder, no member shall actively solicit business from any other member at Chapter meetings without the approval from the Board of Directors. For further information regarding our new By-laws, please go to our website at https://northshore.shrm.org/about-us
This is a great investment in your career, as an HR Professional, for very little expense. Please encourage your fellow HR professionals to join.
 
Linda Beaucoudray, PHR, SHRM-CP
Membership Director  
Have Job Openings?
Northshore SHRM has opened up the job board to allow members and non member submissions. If you have openings please submit a pdf description as well as how to submit resumes/applications to
The Reboot Your Career program is designed to support workers who may be unemployed due to COVID-19 to re-train for available jobs on high-wage career pathways.

Governor John Bel Edwards prioritized federal CARES Act funding for this critical initiative, which is available now through the spring of 2021.


Additional funding is available to pay tuition costs through Tri-Parish Works, making most training courses free for students to attend.

For more information on funding assistance, visit www.triparishworks.net/training


NSHRM is looking for educational topics and conference speakers for our monthly membership program meetings and our modified annual HR Forum.
 
We encourage both members and non-member suggestions for topics and great speaker or presentation that you have attended in the past. 
 
2021 Board of Directors
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Additional Resources

This site provides a page dedicated to public resources, recorded webinars and templates for the HR community. We will continue to add resources for you and we recommend following us on one of our social media pages for updates.









Please reach out if you have any questions or suggestions northshoreshrm@gmail.com.