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Dear Lynette,
Greetings from the HR Advantage team! Thank you for subscribing to our monthly newsletter. Each month, we intend to provide timely and valuable tips for maintaining best practices in HR.
We are truly grateful to serve our clients, candidates, and colleagues and want you to know we appreciate working with you!
As you assess your needs for 2024, please keep us in mind as your go-to resource for all things HR!
Sincerely,
The HRA Team-
Lynette, Camille, Karla, Dana, Liz, Seth, Sharon, Erinn, Anita, and Michelle
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Lynette Weatherford MA, SPHR, SHRM-SCP, President
Email Lynette
877.894.0202 ext 4
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Camille Knowles PHR,
SHRM-CP HR Advisor
Email Camille
877.894.0202 ext 3
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Karla Callaway BS
HR Advisor
Email Karla
877.894.0202 ext 2
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Dana Baldwin BS, PHR
HR Advisor
Email Dana
877.894.0202 ext 1
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Elizabeth Hurst MBA
Business Development
Email Elizabeth
877.894.0202 ext 5
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Seth Bunn BS
Recruitment Advisor
Email Seth
877.894.0202 ext 6
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Anita King MA, SHRM-CRP
Learning and Development Advisor
Email Anita
877.894.0202 ext 7
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Michelle Courtney
HR Advisor Assistant
Email Michelle
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HR Hotline | Email | 877-894-0202 ext. 5 | |
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April HR News
- Top Mental Health Issue in the Workplace
- Local Mental Health First Aid Event
- How NOT to Terminate an Employee
- New HRA Team Member Announcement
- EEOC Posting Violation Increase
- Career Opportunities
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What is the Top Mental Health Issue in the Workplace ?
Mental Health Awareness month is nearly upon us and with this approach we should learn more about the mental health issues that U.S. workers are facing each day. Stressors like depression, relational issues, addiction, and grief are among the top reasons employees are seeking help with their mental health, but what is the greatest issue plaguing U.S. workers today? Anxiety.
In one analysis, 24% of those who reached out for help did so because of anxiety. This shows a dramatic rise since just six years ago anxiety wasn’t even in the top 5 presenting issues for Americans. This is concerning as mental health related leaves of absence have increased 300% (yes that extra 0 is correct) since 2017, according to a study from CompPsych.
Worldwide concerns have played a pivotal role in creating a feeling of being in a “permacrisis”. Anxiety in individuals grows with the international unrest and turmoil, aftereffects of the pandemic, and even polarized election viewpoints. Due to this anxiety, workers are more likely to deal with burnout, depression, and stress.
In one study, 48% of employees in 2023 expressed a confidence in their employers caring about their wellbeing, down from 56% in 2022 and 59% in 2021. This should speak to employers to make 2024 a year of focusing on what they can do to improve emotional wellness and reduce stress in the workplace by providing better benefits, demonstrating an acknowledgment of modern challenges, and addressing the mental well-being of their employees.
Source: SHRM
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Reserve Your Spot Now for a Local Mental Health First Aid Event
- April 26th - Blended Online Training
- Skills-base training course for individuals, employees, managers, and leaders.
- Learn to identify when someone is experencing a mental health challenge.
- Learn how to create positive company culture.
- Empower Your People - Empower Yourself.
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How NOT to Terminate Employees
In the beginning of January 2023, the world was given a great example on how NOT to fire a worker as an employee filmed her reaction and conversation during a meeting in which she was suddenly fired. Once she posted this video, it wasn't long before it went viral. When pressed further for reasons as to her lay off, she was told that it was due to "performance metrics", but was never given a definitive answer.
The act of terminating an employee is not a new concept but what could have been done to change the way it was carried out?
- Bring in the manager - this employee was terminated by two people she had never met before, her manager was MIA and it was later claimed that the manager didn't even know that some of the employees were being fired. Managers should share in a level of accountability and should be present during the meeting.
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There should be no surprises - this employee had previously been told by her manager that she was doing a great job, a PIP was never given, and she had only been with the company for 4 months.
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Go in with a communication plan - ahead of the meeting, HR and managers should have responses prepared. Once she was told she was being fired due to performance issues, the employee then advocated for herself and gave them a list of reasons her performance should not be an issue, the response was silence followed by business jargon and platitudes. Instead, they should have been prepared for the worst case scenario and how to handle it properly and empathetically.
Source: HR Brew
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Welcome to the HRA Team, Michelle!
We are thrilled to have Michelle Courtney join the team as our newest HR Advisor Assistant. With over 16 years of experience in HR, Michelle is excited to work with our clients and further develop strong interpersonal relationships through honest communication, integrity, and service.
Michelle's principal area of expertise is Benefits Administration. She also has experience working in Benefits and Compensation, Employee Relations, Recruitment, Onboarding, and HRIS conversion projects.
Connect with Michelle:
Michelle@hradvantageweb.net
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Penalty Increase for EEOC Posting Violations
In October 2022, the EEOC replaced the “Equal Employment Opportunity is the Law” posting with the “Know Your Rights: Workplace Discrimination is Illegal” poster. Employers with 15 or more employees should have made the switch by March 23, 2023 in order to avoid the penalty of $659 for each separate offense. This update clarifies sex discrimination based on pregnancy, sexual orientation or gender identity and also includes the change made to the "Pregnant Workers Fairness Act".
The new posting must be visible to applicants as well as employees; if employees are remote workers, the postings should be made available to view electronically.
Avoid penalties by:
- Displaying all postings required under federal, state, and local laws
- Placing posters in a place that is accessible to all employees
- Keeping posters up-to-date and ensuring the October 2022 version of the “Know Your Rights” poster is on the wall
- Making sure posters are readable and not defaced
Source: J.J. Keller
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Need Recruitment Support? | | |
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Let our expert recruiters help you attract and hire your next quality employee. Contact us today for more information! | |
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We offer concierge services to both the employer and candidates, helping to ensure the perfect match.
*Potential applicants are invited to connect with us!
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Springfield, MO
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Springfield, MO
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elizabeth@hradvantageweb.net
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