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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 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
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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 Director
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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Sarah Matthews
Business Developement Manager
Email Sarah
(877) 894-0202 ext 8
t.
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Erinn Johnson
HR Advisor Assistant
Email Erinn
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Anita King MA, SHRM-CRP
Learning and Development Advisor
Email Anita
877.894.0202 ext 7
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HR Hotline | Email | 877-894-0202 ext. 8 | |
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May HR News
- Leadership & Mental Health in the Workplace
- DOL Final Rule on Overtime Protections
- New HRA Team Member Announcement
- FTC Bans Noncompete Agreements
- Career Opportunities
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Leadership & Mental Health
in the Workplace
In today's fast-paced and demanding work environments, the role of a leader has become increasingly challenging. Leaders are expected to guide their teams, drive results, and navigate complex organizational dynamics. However, amidst the pressures and responsibilities, one aspect that often gets overlooked is the mental health and well-being of leaders themselves.
A leader's mental health significantly influences how they interact with their employees and how they make decisions. Research has shown that leaders who prioritize their mental health demonstrate higher levels of emotional intelligence, empathy, and resilience, ultimately creating positive work experiences for their teams. On the contrary, leaders who neglect their mental well-being may exhibit signs of burnout, stress, and reduced productivity, which can negatively impact team morale and overall organizational performance. Over time, chronic stress and burnout can take a toll on leaders' physical health as well.
Leaders who neglect their mental well-being set a detrimental example for their teams, perpetuating a culture where self-care is undervalued, and mental health concerns are stigmatized. By prioritizing self-care, seeking support, practicing mindfulness, promoting work-life balance, and fostering psychological safety, leaders can create a culture that values mental health, ultimately driving better outcomes, productivity, and overall organizational success.
Source: US-Leadership
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DOL Releases Final Rule
Beginning July 1, 2024, most salaried workers who earn less than $844 per week will become eligible for overtime pay under the final rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees . At the start of January 1, 2025, this will increase and most salaried workers who make less than $1,128 per week will also become eligible for overtime pay. The DOL’s new overtime rule was developed based on almost 30 listening sessions across the country and the final rule was issued after reviewing over 33,000 written comments.
The department’s final rule will increase the standard exempt salary level that helps define and delimit which salaried workers are entitled to overtime pay protections under the FLSA. As these changes occur, job duties will continue to determine overtime exemption status for most salaried employees.
Due to some workers being exempt from the FLSA’s minimum wage and overtime protection, their status as a bona fide executive, administrative or professional employees’ classification (typically referred to as the “EAP” exemption), applies when:
1. An employee is paid a salary,
2. The salary is not less than a minimum salary threshold amount, and
3. The employee primarily performs executive, administrative, or professional (EAP) duties.
The rule will also increase the total annual compensation requirement for highly compensated employees (who are not entitled to overtime pay under the FLSA if certain requirements are met) from $107,432 per year to $132,964 per year on July 1, 2024, and then set it equal to $151,164 per year on Jan. 1, 2025.
The DOL threshold for Exempt/Salary is set at $43,888 per year as of July 2024 and starting July 1, 2027, these earnings thresholds will be updated every three years so they keep pace with changes in worker salaries. This will ensure that employers can adapt more easily because they’ll know when salary updates will happen and how they’ll be calculated.
The intent of the final rule is to restore and extend the right to overtime pay to many salaried workers, including workers who historically were entitled to overtime pay under the FLSA because of their lower pay or the type of work they performed.
We encourage employers to visit the DOL website to learn more about the final rule.
Source: DOL
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Welcome to the HRA Team, Sarah!
We are thrilled to have Sarah Matthews join our team as the Business Development Manager! Sarah has excelled in Sales and Recruiting, with a track record in fostering strong relationships, initiating collaborative hiring approaches with managers, and pinpointing pivotal organizational needs.
With a Bachelor’s degree in Business Administration, Sarah orchestrates and executes Sales and Marketing activities to strategically align HR Advantage’s offerings with the needs of clients. She has an eye for opportunities and a talent for effective communication, striving to drive growth and success, both for HR Advantage and the clients it serves.
Connect with Sarah:
Sarah@hradvantageweb.net
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FTC Bans Noncompete Agreements
On April, 23 of this year, the Federal Trade Commission (FTC) approved a proposed final rule that will ban noncompete clauses in employment agreements. Unless greater worker protection is provided, all current state laws that limit noncompetes would be preempted.
If this goes into effect, employers must let their employees know that any noncompete clauses are now unenforceable and no longer in effect, with the exception of senior executives – defined as those who earn more than $151,164 annually and in a “policy-making position”. Senior executives are estimated to be less than 0.75% of all workers.
According to SHRM this rule “defines ‘noncompete clause’ to mean a contractual term that blocks a worker from working for a competing employer, or starting a competing business, within a certain geographic area and period of time after the worker’s employment ends,” and applies to agreements that also include paying back the employer for training if employment is terminated within a specific period of time.
With about 20% of U.S. workers bound by noncompete agreements, employers cite the need for agreements protection of trade secrets and sensitive information from rivals, but the FTC believes the agreements suppress wages and harm competition by preventing workers from seeking better opportunities.
SHRM does not support this ban and has submitted comments to FTC offering less restrictive alternatives, advocating for allowing consenting parties to settle on well-structured agreements.
The U.S. Chamber of Commerce has already pledged to sue the agency over the rule.
Source: SHRM
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Need Recruitment Support? | | |
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Our team offers knowledge on effective recruitment strategies.
We are here to step in when time and resources to recruit internally are scarce.
If you're struggling to find great candidates for that critical role, let our expert team help...
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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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HR Advantage works with qualified professionals seeking new employment opportunities in a variety of industries.
We offer concierge services to both the employer and candidates, helping to ensure the perfect match.
*Potential applicants are invited to connect with us!
To learn more, click on the open positions:
HR Manager
Full Time
Springfield, MO
Doctor of Veterinary Medicine (DVM)
Full Time
Springfield, MO
Applicant inquiries, contact:
Seth Bunn
seth@hradvantageweb.net
Employer inquiries, contact:
Sarah Matthews
Sarah@hradvantageweb.net
*Placement fees are paid by the employer. Applicants may submit resume/credentials confidentially to HR Advantage Careers
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