The Employers Guide to
Encouraging Employee Vaccination
The Missouri Chamber recently released a communication outlining how business communities can help promote the COVID-19 vaccination. "With vaccine supply finally outpacing demand, a new challenge has arisen: How to inform hesitant Missourians and encourage them to get their shots. As a trusted source of information, employers can have a strong influence on their employees’ decisions to get the COVID-19 vaccine. It is vital for our state’s health and economic recovery that the business community does everything in its power to encourage vaccination.
Studies show the most effective vaccine messaging comes from an attitude of listening, empathy and conversation. Acknowledge that the choice is still the individual’s; you are simply sharing the facts to help them make an informed decision."
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Employment Case Studies:
Insight Into EEOC Violations
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex, national origin, age (40 or older), disability or genetic information. Oftentimes, the EEOC accomplishes this enforcement through lawsuits and other legal action.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered.
Applicable employers that do not comply with EEOC regulations can find themselves in messy legal situations or on the hook for significant monetary penalties. That's why it's critical for employers to understand how their workplace actions may apply to EEOC rules.
The case studies in this article provide real-world examples of employers found to be in violation of EEOC regulations. It includes snapshots of violations and guidance for how those employers could have prevented EEOC issues. By examining these case studies, employers can learn from the mistakes of others in similar industries and avoid EEOC violations.
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Missouri Ending all Pandemic-Related Unemployment Benefits
On May 11, in order to address workforce shortages across the state, Governor Mike Parson directed the Missouri Department of Labor and Industrial Relations (DOLIR) to notify the U.S. Department of Labor that Missouri will end participation in all federal pandemic-related unemployment insurance programs effective Saturday, June 12 at 11:59 p.m.
“From conversations with business owners across the state, we know that they are struggling not because of COVID-19 but because of labor shortages resulting from these excessive federal unemployment programs,” Gov. Parson said. “While these benefits provided supplementary financial assistance during the height of COVID-19, they were intended to be temporary, and their continuation has instead worsened the workforce issues we are facing. It's time that we end these programs that have ultimately incentivized people to stay out of the workforce.”
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Workforce Planning and Building Your Business
Effective workforce planning involves projecting your future workforce needs, and then identifying the policies and systems that will allow you to meet those needs. Analysis of national and local job markets, and your industry, is key to the planning process.
What is Happening
in Your Market?
Learning about unique factors in your industry and the national and local job markets--and the factors that influence them--will help you develop your workforce plan. Key data points to watch include:
- The local unemployment rate
- Community demographics
- Competitors
- Social, technological and economic trends
- Political and legislative trends
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Protecting HR Teams from Burnout
Burnout is a commonly discussed issue these days—particularly while many workforces are still working from home amid the COVID-19 pandemic. Being isolated, stressed and overworked puts employees in a difficult position and can lead to increased burnout. Oftentimes, it’s HR’s responsibility to help employees cope with burnout and its contributing factors.
However, in many cases, that leaves HR teams without lifelines of their own. When HR is burned out, who can they turn to? That’s a fundamental question for employers and HR leaders to consider. Without safeguards in place, burnout can disrupt an organization from the inside out, starting with HR teams.
This article offers an overview of burnout and explains how HR teams can take steps to stay afloat when feeling overburdened.
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IRS FAQ's on COBRA Subsidies |
The Internal Revenue Service (IRS) has published frequently asked questions (FAQs) on the application of the American Rescue Plan Act (ARP) subsidies for continuation health coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). The FAQs cover a wide range of topics, and are reprinted in this Compliance Bulletin.
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DOL Withdraws Independent Contractor Final Rule |
The rule was originally published in January, but its effective date was delayed as the result of a freeze the Biden administration ordered on regulatory changes adopted late into the previous administration.
The independent contractor final rule would have required employers to use an economic reality test to gauge financial dependency in an employment relationship to determine whether workers should be classified as employees or independent contractors.
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Management Development Cohort
We are excited to share that three additional Management Development Cohorts are forming! This is an informal way to learn, grow and contribute.
These cohorts are facilitated in very small groups of three or four participants, meet for one hour monthly, and are facilitated virtually. It’s part learning of a selected topic relevant to all managers and leaders; and part sharing and discussing. Cohort members also bring issues that they are experiencing to the group for discussion. The format is very casual and inviting.
Contact Karen Shannon if you would like to join one of the new Management Development Cohorts or would like to learn more.
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Registration Opens June 1st!
Three of our most popular seminars are on the calendar and available seats will go quickly! Join Karen Shannon, our Vice President of Business Consulting/CHRO, for highly informative and collaborative sessions focusing on the following topics:
Navigating the HR Jungle: HR Current Legal Issues
Wednesday, July 21st
Targeted Selection Interviewing
Wednesday & Thursday, August 11th and 12th
DiSC Assessment & Seminar
Wednesday, September 15th
For more information or to be placed on the list for registration, contact Holly Loven at Holly.Loven@ollisaa.com or call (417) 881-8333 ext. 124.
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Contact Us
HR Hotline
800-256-7310
Karen Shannon
Vice President Business Consulting/CHRO
417-881-8333, ext. 133
Carolyn O'Kelley
Human Resources Consultant
417-881-8333, ext. 126
Holly Loven
Human Resources Consultant
417-881-8333, ext. 124
Visit our Human Resources page at
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