HR Pieces: Human Resource March News

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March 2020

Greetings from the HRA Team! We would like to personally thank you for subscribing to our monthly newsletter and hope that it brings value to your business.

We are truly grateful to have you as a client, candidate, or colleague and want you to know how much we appreciate working with you. If you find yourself wanting more content on HR topics and trends, please follow our HR Tips on social media !

Sincerely,

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

Grace Childs Business Intern | Email

March Contents

CDC Provides Coronavirus Recommendations to Employers
HRA Team Member Spotlight: Elizabeth Hurst
Severance Packages: When and How to Use Them
Benefits of a Social Media Policy
Career Opportunities: Accounting, Finance, Human Resources
Have an HR Need? Contact HRA today!
Stay informed: Follow Us on Social Media for Weekly HR Tips!

Coronavirus Recommendations

for Employers

The coronavirus has spread to all continents except Antarctica, and the former director of the U.S. Centers for Disease Control and Prevention (CDC) said a pandemic is inevitable, according to a CNN news report. A pandemic is defined as a disease that spreads easily from person to person in many parts of the world. The CDC has said the coronavirus has met two of the criteria for a pandemic and is moving closer to meeting the third criteria , which is worldwide spread.

Actively encourage sick employees to stay home
Separate sick employees
Emphasize staying home when sick, respiratory etiquette and hand hygiene by all employees
Perform routine environmental cleaning
Advise employees before traveling to take certain steps to prevent disease transmission

To prevent stigma and discrimination in the workplace, use only guidance described by the CDC to determine risk of COVID-19. Do not make determinations of risk based on race or country of origin, and be sure to maintain confidentiality of people with confirmed COVID-19. There is much more to learn about the transmissibility, severity, and other features of COVID-19 and investigations are ongoing. Updates are available on CDC's web page.

Visit the CDC website for more details and information on how to

develop an Infectious Disease Outbreak Response Plan specific to employers.

Read more from SHRM about how coronavirus is affecting worldwide business operations.

Team Member Spotlight:

Elizabeth Hurst, Business Development

This

month, Elizabeth celebrates one year with the HR Advantage team! Liz has worked in sales and recruiting related roles in the Springfield community for over 10 years. She uses strategy and communication to help businesses and individuals achieve their goals, and takes great pride in building relationships on the principles of integrity and exceptional service.

Her areas of experience include:

Sales
Client Relations
Recruiting
Communications
Strategic Planning

Click here to see her in action discussing the importance of a culture of accountability on SBJlive!

Severance Packages:

When and How Should Employers Use Them?

Employers are not legally required to provide severance packages in most cases. An expressed or implied promise may be substantiated by:

A written employment contract that says severance will be paid.
An employee handbook or personnel policies promising employees that they will receive severance.
A history of paying severance to employees in the same position as the terminated employee.
A verbal promise of severance to the employee.

Studies suggest more and more employers are opting to provide severances packages, which are most commonly, but not exclusively used for executive and managerial level positions. Such packages can be used for both voluntary and involuntary terminations at the discretion of the employer. Severance can ease the blow of involuntary terminations and help departing employees view your company in a favorable light. Usually, employers give one or two weeks of salary for each year of service. The package might also include:

Benefits, such as continuation of health, life, or disability insurance until the end of the month following termination. Note that this is not the same as COBRA health coverage, which requires terminated employees to foot the bill.
Miscellaneous benefits, such as outplacement services, references/recommendations, letting the employee keep company equipment (such as a computer or cell phone), or forgiving a loan or pay advance.

Source: TPC

Does Your Company Have a Social Media Policy?

When guided by a smart strategy and a sound policy, social media can be a great tool for your business. But, do your employees understand when it is appropriate to mention your company on social media and what is the best way to engage in that way? Social media is everywhere. With one snap from a camera phone, your business could be all over social media. In other words, every employee at your company could be a reporter. Employers could experience damage from their employees' social media posts, such as an employee's obscene, defamatory, threatening, harassing, bullying, or other inappropriate posting.

Here are a few areas you may want to cover in your social media policy:

The use of personal social media accounts while on the job (e.g., is it prohibited or limited in any way?)
The need to distinguish personal opinions from those of the company
Protection of confidential corporate information and brand reputation
Avoiding harassing or bullying behavior toward coworkers
Respect for privacy rights
Compliance with applicable laws (e.g., copyright laws) and company standards in general
Corporate contacts for employees who have questions about the policy

If taking action against an employee for posting about your company on social media, consider whether the post would be protected speech under the National Labor Relations Act, such as a discussion with another employee regarding the terms and conditions of their employment.

Source: Monster.com

Career Opportunities

HR Advantage offers executive recruitment of candidates in C-Suite, Sales, and Administrative positions for our clients. Our firm offers concierge-level services to both the employer and candidates, helping to assure the perfect match. Additionally, we have a database of thoroughly vetted, qualified candidates who are ready to begin working today. Click on the open positions below to learn more.

Senior Human Resources Generalist

Compensation up to $90k + benefits

Southwest Missouri

Contact: Karla Callaway

karla@hradvantageweb.net

Accountant/Controller

Compensation: $40k

Contact: Candida Arvizu

candida@hradvantageweb.net

Technical Support Specialist

Compensation: $11/hour

Contact: Candida Arvizu

candida@hradvantageweb.net

Financial Consultant