HR Pieces: June News 2024

HR Pieces: June 2024 News

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 Human Resources.

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, Sarah, Erinn, Anita, Sharon, and Michelle

Lynette Weatherford MA, SPHR, SHRM-SCP, President

Email Lynette

877.894.0202 ext 4

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

Dana Baldwin BS, PHR

HR Advisor

Email Dana

877.894.0202 ext 1

Elizabeth Hurst MBA

Business Development Director

Email Elizabeth

877.894.0202 ext 5

Seth Bunn BS

Recruitment Advisor

Email Seth

877.894.0202 ext 6

Sarah Matthews

Business Developement Manager

Email Sarah

(877) 894-0202 ext 8

Erinn Johnson

HR Advisor Assistant

Email Erinn

Anita King MA, SHRM-CRP

Learning and Development Advisor

Email Anita

877.894.0202 ext 7

Sharon McElwrath BA

Administrative Support

Email Sharon

Michelle Courtney

HR Advisor Assistant

Email Michelle

HR Hotline | Email | 877-894-0202 ext. 8

June HR News

EEOC Final Guidance Gives Examples of Unlawful Harassment
HRA Virtual Training Invitation
PWFA Goes into Effect, June 18th
Employee Dress Code Reminder
Career Opportunities

EEOC Final Guidance

With a goal to supply more examples on exactly what harassment means, the EEOC has provided final guidance on the topic. In addition to sexual harassment, other issues were expounded upon including race, religion, pregnancy-related medical conditions, misgendering and more.

While providing better examples of what harassment may constitute as, the EEO noted that the statutes only applied "if the evidence shows the harassment was based on a protected characteristic". In order for a work environment to be proven as hostile, "conduct" does not need to be severe or persuasive, but rather the legal standard to be proven as such.

According to SHRM, "To avoid liability, an employer must take corrective action that is 'reasonably calculated to prevent further harassment' under the particular circumstances at that time, the EEOC notes. Corrective action should be designed to stop the harassment and prevent it from continuing".

In order to prevent harassment, employers should provide clear examples for robust policies concerning harassment, as well as strategies and additional actions to mitigate the harassment.

Source: SHRM

You Are Invited!

You don't want to miss this virtual training by industry expert, Anita King! During the one-hour training, Anita will cover various laws and regulations that accompany LOA's, including the newest law on the Pregnant Worker Fairness Act (PWFA) which goes into effect on June 18, 2024.

Who should attend? Small/Medium Sized Businesses, Owners, Managers, those with HR responsibilities

When: June 27, 2024

Time: 11 a.m. - 12 p.m. (CST)

Platform: Eventbrite / Zoom

PWFA Goes into Effect

Final regulation on the Pregnant Workers Fairness Act goes into effect on June 18th of this year. Due to this legislation, employers must provide "reasonable accomodation" to an employee (or applicant's) known limitations which have to do with pregnancy, childbirth, or related medical conditions.

We will be addressing this further during our training on June 27, 2024 and would love to have you attend!

Source: EEOC

Employee Dress Code Reminder

Summer weather has arrived! And because summer clothing can be more casual and revealing than other seasonal attire, now may be a good time to remind employees of your dress code.

Employers may opt for a more explicit dress code for employees who regularly interact with clients or based on the type of business they may be conducting, while allowing those who work remotely or only interact with the public on certain days to use appropriate judgment and "dress for the day".

Summer dress code policies should encourage workers to wear comfortable clothing which will boost morale, but should also include specific examples of what's inappropriate to make sure employees don't offend others or lose esteem in the community. Any policy should clearly define summer appropriate attire using gender-neutral language and specific examples.

Examples of appropriate summer attire may include short-sleeved, solidly colored t-shirts, polos, tennis shoes, jeans, and mid-thigh length shorts. Inappropriate summer attire may include tank top shirts, spaghetti straps, t-shirts with logos, swimsuits, cutoff shorts, and flip-flops.

More on avoiding dress code violations from SHRM

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