HR can be a balancing act, and particularly so, when we’re balancing compliance (what the government says we have to do) with performance (what makes for a better working team), and, added into that, the challenges of what may be a less pro-employer administration in the midst of Covid.
To help you more effectively navigate these changes, let’s discuss some of the items that should be on your “to do” list for 2021.
- Minimum wage increased to 10.30/hr in MO on Jan 1, 2021. In 2022, it will be $11.15, and in 2023, it will increase to $12.00. Make sure you post the minimum wage posters, but, as important, have a plan for wage increases for staff making less than $15.00/hr.
- Let’s discuss rules regarding posting physical and electronic notices for your staff. In most cases, you will need to post physical notices even if you have remoting staff. The Dept of Labor has recently clarified the rules for electronic posting which should help us both in remaining compliant, as well as remove the gray areas for auditors when it comes to investigating complaints.
- FFRCA, known as “Covid pay” expired 12/31/2020. What do you need to do? Pay out any persons that were owed FFRCA pay from 4/1/2020 – 12/31/20 in order to get your tax credit by 3/31/2021. Decide how you’re handling it in 2021 considering you will not be receiving a tax credit.
- On the heels of the above, if you’re not currently offering any paid leave (which is quite normal for brand new and small businesses with a tighter profit margin), be aware that the new administration will almost certainly resurrect the tabled Dept of Labor agenda from 2015 for mandatory paid leave for all employers. (Depending upon the size of your organization, Family Medical Leave (FMLA) may be impacted.)
- Cyber security and integrity of data for both on site and remoting workers will be even more critical coming into 2021. Staff play a huge role, so consider an upgrade in policies, procedures as well as training for staff.
- We can almost certainly an increase in wage and hour audits and ADA discrimination cases. In response to this, go back to the basics. Tighten your job descriptions up. Use legal employment applications. Use a set nondiscriminatory recruiting process.
How can we help?
Let us know if we can assist with any of the above items, or you may consider a full review of your HR policies, procedures, practices and document trails.
Or, we’d love to offer you a 15-minute complimentary course called FSLA in Practice — another oldie but tried and true goody — that helps your HR contact person understand:
• How the face of HR has changed over the past few years; and
• What should be the principle components of your employment practices.
We would enjoy coming alongside you and your HR person(s) to get a firm grip on 2021.