Northland HR Association News

iTutorGroup to Pay $365,000 to Settle EEOC Discriminatory Hiring Suit

Courtney Klow — Fri, 19 Apr 2024 21:34:33 GMT

Settles Federal Charges Tutoring Provider Programmed its Online Software to Automatically Reject More Than 200 Older Applicants

NEW YORK – iTutorGroup, three integrated companies providing English-language tutoring services to students in China, will pay $365,000 and furnish other relief to settle an employment discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

iTutorGroup, composed of iTutorGroup, Inc.; Shanghai Ping’An Intelligent Education Technology Co., Ltd.; and Tutor Group Limited hired tutors based in the United States to provide online tutoring from their homes or other remote locations. According to the EEOC’s lawsuit, iTutorGroup programmed their tutor application software to automatically reject female applicants aged 55 or older and male applicants aged 60 or older. iTutorGroup rejected more than 200 qualified applicants based in the United States because of their age.

iTutorGroup’s alleged conduct violates the Age Discrimination in Employment Act (ADEA), which prohibits employers from discriminating based on age. The EEOC filed suit (EEOC v. iTutorGroup, Inc., et al., Civil Action No. 1:22-cv-02565) after first attempting to reach a pre-litigation settlement through its conciliation process.

“Prohibitions on age and other types of discrimination do not stop at the border,” said Trial Attorney Daniel Seltzer. “Even companies doing business abroad will face serious consequences if they discriminate against U.S-based employees.”

“Where, as alleged here, companies closely control the way fully remote workers perform their jobs, those workers are employees protected by federal anti-discrimination laws,” said Jeffrey Burstein, regional attorney for the EEOC’s New York District Office. “The EEOC will continue to enforce those protections for all covered employees.”

The decree settling the suit provides $365,000 to be distributed to applicants who were automatically rejected due to age. Although iTutorGroup has ceased hiring tutors in the United States, the decree also provides for significant non-monetary relief designed to prevent discrimination should iTutorGroup ever resume its U.S. operations. That relief includes extensive and continuing training for those involved in hiring tutors, issuance of a robust new anti-discrimination policy, and strong injunctions against discriminatory hiring based on age or sex and requesting applicants’ birth dates. The EEOC will monitor iTutorGroup’s compliance with these obligations for at least the next five years or longer if iTutorGroup resumes hiring tutors in the United States, and if iTutorGroup does resume its U.S. operations, it must notify and interview those applicants allegedly rejected because of age.

“Everyone loses when employers engage in age discrimination,” said Timothy Riera, the acting director of the EEOC’s New York District. “Hundreds of applicants lost out on employment during a difficult time for job seekers, and iTutorGroup’s students lost the opportunity to learn English from highly qualified and experienced tutors.”

iTutorGroup to Pay $365,000 to Settle EEOC Discriminatory Hiring Suit | U.S. Equal Employment Opportunity Commission

High Court Ruling Makes It Easier for Whistleblowers to Advance SOX Retaliation Claims

Courtney Klow — Sun, 10 Mar 2024 21:17:08 GMT

The U.S. Supreme Court ruled Feb. 8 that “retaliatory intent” doesn’t have to be proven in whistleblowers’ Sarbanes-Oxley Act (SOX) retaliation claims, only that the protected activity was a “contributing factor” in an unfavorable employment action. In this case, the distinction involves a whistleblower seeking reinstatement of a damages award of nearly $1 million along with $1.77 million in attorney fees and costs.

The ruling is a reminder to employers to practice good documentation on all employment decisions.

“SOX protects employees of a broad array of entities—namely, public companies, essentially, those listed on stock exchanges and other types of companies that make SEC [U.S. Securities and Exchange Commission] filings, like mutual funds, as well as their officers, employees, contractors, subcontractors and agents,” said Brian Neil Hoffman, an attorney with Holland & Hart in Denver and Washington, D.C. “SOX specifically applies to reports about various types of perceived fraud.”

“This decision makes it easier for SOX whistleblowers to establish retaliation,” said Katie Reynolds, an attorney with Fisher Phillips in Boston. She said the decision underscores the importance of diligent documentation of workplace issues and employment decisions to defend against any inference of retaliation.

“Employers should continue to ensure they are operating lawfully and ethically,” said Tracey Salmon-Smith, an attorney with Faegre Drinker in Florham Park, N.J., and New York City.

Plaintiff Persuaded Jury in Case

In Murray v. UBS Securities, Trevor Murray was employed as a research strategist at securities firm UBS within the firm’s commercial-mortgage-backed securities (CMBS) business. He was responsible for reporting on CMBS markets to current and future UBS customers. SEC regulations required him to certify that his reports were produced independently and that they accurately reflected his own views.

Murray contended that, despite this independence requirement, two leaders of the CMBS trading desk improperly pressured him to skew his reports to be more supportive of their business strategies, instructing Murray to clear his research articles with the desk before publishing them.

Murray reported that conduct to his supervisor, asserting that it was unethical and illegal. His supervisor expressed sympathy for Murray’s situation but emphasized that it was important for Murray to not alienate his internal client—that is, the trading desk, the plaintiff said.

When Murray later informed his supervisor that the situation with the trading desk was bad and getting worse because he was being left out of meetings and subjected to more efforts to skew his research, his supervisor said he should just “write what the business line wanted,” according to the plaintiff. Soon thereafter, Murray was fired.

UBS had argued to the jury that marketwide difficulties and a $2 billion loss on a UBS trading desk in London had required the elimination of certain positions, including Murray’s.

The jury ruled in favor of the plaintiff, and the district court adopted the jury’s damages award of more than $900,000 and awarded the attorney fees and costs of $1.77 million. The 2nd U.S. Circuit Court of Appeals reversed, holding that SOX’s anti-retaliation provision required a whistleblower to prove retaliatory intent. The Supreme Court reversed the 2nd Circuit’s holding and remanded the case for further proceedings consistent with its opinion.

Opinion Emphasized Burden-Shifting Framework

The burden-shifting framework used in SOX cases provides that the whistleblower bears the burden to prove the protected activity was a contributing factor in the unfavorable employment action alleged, the Supreme Court noted. If the whistleblower makes that showing, the burden shifts to the employer to show by clear and convincing evidence that it would have taken the same unfavorable action in the absence of the protected activity.

The Supreme Court contrasted that framework with that of Title VII of the Civil Rights Act of 1964 and other laws prohibiting employment discrimination.

“Many statutes dealing with employment discrimination apply a higher bar, requiring the plaintiff to show that his protected activity was a motivating or substantial factor in the adverse action,” the court said. But the incorporation of the contributing factor standard in Sarbanes-Oxley reflects a judgment that employment actions against employees “should quite simply not be based on protected whistleblowing activities—not even a little bit.”

The contributing-factor burden-shifting framework is meant to be more lenient than most, the court said. Congress adopted this framework to protect “employees in industries where whistleblowing plays an especially important role in protecting the public welfare,” including the securities industry under SOX.

“The jury heard both sides of the story,” the Supreme Court said. “It then determined that Murray had shown that his protected activity was a contributing factor in his firing while UBS had not shown that it would have taken the same action in the absence of his protected activity. That burden-shifting—and not some separate, heavier burden on the plaintiff to show ‘retaliatory intent’—is what the statute requires.”

UBS argued that without a retaliatory intent requirement, innocent employers will face liability for legitimate, nonretaliatory employment decisions, the Supreme Court noted. However, the court ruled, the statute’s burden-shifting framework provides that an employer will not be held liable if it demonstrates by clear and convincing evidence that it would have taken the same unfavorable action in the absence of the protected behavior, the court added.

Moreover, a retaliatory intent requirement is absent from the statutory text, the court held.

How Might This Ruling Affect Employers?

SHRM had supported the 2nd Circuit’s requirement that a SOX retaliation plaintiff show retaliatory intent to prevail, submitting an amicus brief cautioning that to reverse would create a lack of clarity for HR and employers and create inconsistency in the standards for similar retaliation claims, contrary to congressional intent.

“Without an intent requirement, human resource professionals and employers would be left in the position of proving that they did not engage in certain conduct as opposed to the traditional requirement that the affected employee bear the burden of proving that they did engage in certain conduct with the requisite state of mind,” SHRM wrote.

Following the Supreme Court’s decision, it’s more important than ever that employers covered by SOX train their employees on the court’s decision and law’s requirements, said Owen Wolfe, an attorney with Seyfarth in New York City.

High Court Ruling Makes It Easier for Whistleblowers to Advance SOX Retaliation Claims (shrm.org).

Voyant Beauty Will Pay $75k to Settle EEOC Disability Discrimination Lawsuit

Courtney Klow — Fri, 08 Mar 2024 03:55:27 GMT

FOR IMMEDIATE RELEASE

February 27, 2024

Voyant Beauty Will Pay $75,000 to Settle EEOC Disability Discrimination Lawsuit

Federal Agency Charged that Beauty Supply Company Illegally Refused Job to Deaf Individual

CHICAGO – Voyant Beauty, LLC will pay $75,000 and provide other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

The EEOC charged in its suit that Voyant terminated an employee on her first day of work upon learning that she is deaf. The company did so even though she was qualified for the job and could have performed its essential functions with or without accommodation. According to the lawsuit, Voyant made the unfounded assumption that, because she is deaf, the employee could not safely work as a production worker at the company’s Countryside, Illinois, facility.

Such conduct violates the Americans with Disabilities Act, which prohibits discrimination based on disability and requires employers to reasonably accommodate an employee’s disability, unless an accommodation would impose an undue hardship. The EEOC filed suit in U.S. District Court for the Northern District of Illinois (Civil Action No.1:23-cv-014023), after first attempting to reach a pre-litigation settlement through its conciliation process.

Under the consent decree resolving the lawsuit, Voyant will pay $75,000 in compensation to the deaf individual. Voyant will also provide training to relevant management employees on federal laws prohibiting disability discrimination and will report to the EEOC on the hiring of disabled applicants for the decree’s duration.

“Relying on unfounded stereotypes about an individual’s disability in making employment decisions is illegal,” said Gregory Gochanour, regional attorney for the EEOC’s Chicago District Office. “A decision not to hire someone with a disability based on a safety concern must be based on an individualized assessment of the person’s actual ability to safely perform the essential functions of the job, potentially with accommodations. The ADA requires this to be determined based on objective evidence, not assumptions or guesswork.”

For more information on disability discrimination, please visit https://www.eeoc.gov/disability-discrimination.

The EEOC’s Chicago District Office is charged with enforcing federal employment discrimination laws in Illinois, Wisconsin, Minnesota, North Dakota, South Dakota and Iowa.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

Blackwell Security Services Will Pay $70k to Settle EEOC Religious Discrimination Lawsuit

Courtney Klow — Fri, 08 Mar 2024 03:53:14 GMT

FOR IMMEDIATE RELEASE

January 31, 2024

Blackwell Security Services Will Pay $70,000 to Settle EEOC Religious Discrimination Lawsuit

Security Company Failed to Provide Religious Accommodation for Muslim Employee

CHICAGO – Blackwell Security Services, Inc. will pay $70,000 and provide other relief to settle a religious discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.

The EEOC charged in its suit that Blackwell refused to accommodate an employee’s religious practice, needlessly forcing him to choose between his religion and his livelihood. According to the EEOC’s lawsuit, the employee, who worked as a concierge in Chicago, Illinois, is a practicing Muslim who wears a beard in observance of his religious beliefs. Soon after he was hired, he was told by a Blackwell supervisor that it was company policy that all employees be clean-shaven.

The employee requested an exemption from the policy to accommodate his religious practice. However, Blackwell told him to shave his beard or be terminated, even though accommodating his religious practice would impose no cost or operational burden on the business. To avoid losing his job, the employee complied and shaved his beard, causing him significant distress.

This alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on religion and requires employers to reasonably accommodate an employee’s religious observance or practice, unless an accommodation would impose an undue hardship. The EEOC filed suit in U.S. District Court for the Northern District of Illinois (Civil Action No.1:23-cv-14110), after first attempting to reach a pre-litigation settlement through its conciliation process.

Under the consent decree resolving the lawsuit, Blackwell will pay $70,000 in compensation to the now-former employee. Blackwell will also provide training to relevant management employees on federal laws prohibiting religious discrimination and will report any additional complaints of religious discrimination to the EEOC for the decree’s duration.

“Title VII protects Americans of all religious faiths and backgrounds and requires employers to make reasonable accommodations for employees’ religious practices when doing so does not impose an undue hardship on the employer’s business,” said Gregory Gochanour, regional attorney for the EEOC’s Chicago District Office. “Here, the accommodation the employee requested—being able to wear a beard at work in observance of his faith—imposed no burden on anyone. There was no need for this employee to be forced to choose between his religion and his livelihood. Employers must ensure that they evaluate accommodation requests in a manner consistent with federal law.”

For more information on religious discrimination, please visit https://www.eeoc.gov/religious-discrimination.

The EEOC’s Chicago District Office is charged with enforcing federal employment discrimination laws in Illinois, Wisconsin, Minnesota, North Dakota, South Dakota, and Iowa.

MN Senate passes paid family and medical leave

Courtney Klow — Wed, 10 May 2023 20:47:15 GMT

The Minnesota Senate passed a plan for paid family and medical leave on Monday May 8th, 2023.

Governor Walz tweeted "Paid family and medical leave will make it a whole lot easier to raise a child or care for a relative without losing a paycheck.

When the bill reaches my desk, I'm ready to sign it into law - and show the country what it takes to be a state that works for everyone."

For more details and to view the full article visit: Minnesota Senate passes paid family and medical leave - WDIO.com – With you for life

SHRM Foundation's Team Empower

Fri, 16 Oct 2020 18:04:53 GMT

SHRM Foundation’s Team Empower – Turning obstacles into opportunities takes teamwork...join us to make a difference!

Team Empower is a special group of passionate individuals who are dedicated to helping empower HR professionals to build inclusive organizations. Established in 2017, Team Empower is the SHRM Foundation's most accessible giving circle.

Your annual donation of $30 or more will automatically add you to the team.

All members of Team Empower will:

· Receive an official Team Empower ribbon to display proudly at SHRM conferences and local events.

· Receive a digital badge to display on personal websites, social media or LinkedIn.

· Be recognized by the SHRM Foundation throughout the year for their support and dedication.

· Receive access to Team Empower’s exclusive LinkedIn networking group.

Here is the link https://shrm.org/foundation/getinvolved/donate/join-team-empower/Pages/default.aspx

Report Unemployment Insurance Fraud

Tue, 16 Jun 2020 04:34:07 GMT

Report unemployment insurance fraud

The Minnesota Unemployment Insurance (UI) Program operates a continuous investigation program to detect and prevent administrative errors, benefit overpayments, and tax irregularities. These activities protect the UI trust fund by ensuring that all employers are assessed the proper tax rate and all benefits are paid only to eligible applicants as defined by Minnesota law. Violations by applicants and employers may be criminally prosecuted as felony theft under the fraud provisions of the law.

You can help prevent fraud by reporting potential violations to the UI Program by using the online Fraud Report. When completing the Fraud Report:

Provide as much information on the form as possible.
Your contact information can be helpful in the investigation; however, you are not required to provide it.
To remain anonymous, simply do not enter your name and contact information in the Fraud Report.
Be aware that you will not be updated on the status of the investigation.

Applicant Fraud: An Unemployment Insurance Specialist will follow up on all potential violations from the public. An example of a potential violation is an individual that is working and not reporting hours or earnings during the same period of time he/she is receiving unemployment insurance benefits.

Employer Fraud: An Unemployment Insurance Specialist will investigate potential tax avoidance schemes. Common schemes include the designation of employees as independent contractors and the creation of shell corporations.

Detecting and Recovering Benefit Overpayments: The Minnesota Unemployment Insurance (UI) Program actively pursues collection efforts based on the amount of debt owed.

Remaining Anonymous: Anonymous reports can be harder for us to act upon if we need more information. If you do choose to provide your name and contact information, we may have to provide that information to involved parties in the event that there is legal action taken regarding the fraud.

If you have questions about reporting fraud, please call us at 651-296-8715

Visit the website at https://www.uimn.org/employers/contact-us/ui-fraud.jsp

Unemployment Insurance Fraud

Fri, 12 Jun 2020 23:55:18 GMT

In our commitment to serving the HR community, we would like to address the issue of recent fraudulent Unemployment Insurance claims. Unfortunately, with so many layoffs occurring, this is a prime opportunity for scammers to submit fraudulent claims.

It is highly recommend logging in to your employer UI portal to make sure no one has made a fraudulent claim. If there is a fraudulent UI claim, any business or employee who has been affected can contact Unemployment Insurance by phone at:

Toll Free: 1-877-898-9090

Local: 651-296-3644

Web address: www.uimn.org

Understanding that wait times are long to talk with a UI representative, if the fraudulent claim is a matter that requires a quicker response, please email deed.dw@state.mn.us and provide a brief synopsis of the issue. If needed, employers can also email jason.wadell@state.mn.us.

NHRA is committed to supporting our HR community during this rapidly changing time.

Fri, 05 Jun 2020 15:55:04 GMT

NHRA is committed to supporting our HR community during this rapidly changing time.

If you are an HR professional in transition, NHRA would like to extend a FREE membership through DECEMBER 31ST 2020. We know this is a challenging time. Education and support can go a long way. Join NHRA and come network with people who want to help YOU and continue to see our community grow!

To Register for your FREE membership, please reach out to Amanda Goodman at amanda.goodman@nm.com

Northland Human Resource Association receives EXCEL Platinum Award

Wed, 27 May 2020 16:32:49 GMT

We are honored to announce that SHRM (the Society for Human Resource Management) recently awarded the Northland Human Resource Association (NHRA) its prestigious EXCEL Platinum Award for the NHRA’s accomplishments in 2018.

The EXCEL award aligns individual chapters’ and state councils’ activities with SHRM’s aspirations for the HR profession. The award recognizes major accomplishments, strategic activities, and tactical initiatives that elevate the profession of human resources.

Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of SHRM, said, “So much of SHRM’s success in shaping better workplaces—where employers and employees can thrive together— is owed to the hard work of our chapters and state councils such as NHRA. Through their courage and leadership, NHRA is driving true, measurable progress toward the healthy, productive, and dynamic workplaces of tomorrow.” He further stated that “Awarding this Platinum EXCEL Award is just one small way for SHRM to recognize and celebrate the big steps this chapter has taken this past year.”

Duluth Area Chamber of Commerce - Business Reopen Tool Kit

Tue, 28 Apr 2020 16:22:01 GMT

Here is a helpful resource from the Duluth Area Chamber of Commerce for MInnesota businesses that are preparing to reopen.

Business Reopen Tool Kit

Yesterday, Governor Tim Walz signed Executive Order 20-40, which allows workers in industrial and office settings to return to work, subject to several conditions. Executive Order 20-40 provides a limited first step in the process of safely returning to work beginning on Monday, April 27.

In conjunction with the Minnesota Chamber of Commerce and Minnesota Department of Employment and Economic Development, we are sharing with you this Business Reopen Tool Kit:

Minnesota Chamber COVID-19 Prevention Best Practices

Can my business be open? Review the guidance

COVID-19 Preparedness Plan template – Word document | PDF
Checklist guidelines for creating a COVID-19 Preparedness Plan – Word document | PDF

OSHA Guidance on Preparing Workplaces for COVID-19

If you have additional questions about returning to work, submit your questions

For more information, go to the Duluth Area Chamber of Commerce website https://duluthchamber.com/business-resources-coronavirus/#ToolKit

SHRM Webcasts that Offer SHRM Credit

Wed, 15 Apr 2020 19:05:34 GMT

If you are searching for credible resources during this time of uncertainty, the SHRM website offers members many valuable webcasts. These webcasts include topics like Coronavirus, FFCRA, CARES Act updates, and many more. Not only do these webcasts offer insightful information but many of them also offer SHRM credit.

Here is just a brief list of webcasts available:

How to Lead Remote Teams-https://shrm.org/LearningAndCareer/learning/webcasts/Pages/0420mcleesegilbertseiter.aspx

Learning From Times of Uncertainty: Hr’s Critical Role in Business Continuity -https://shrm.org/LearningAndCareer/learning/webcasts/Pages/0420develinmullenlowery.aspx

Boosting Morale & Community: Merck’s Story -https://shrm.org/LearningAndCareer/learning/webcasts/Pages/0420leoreimertsantos.aspx

For a full list of webcasts, please visit the SHRM website at https://shrm.org/LearningAndCareer/learning/webcasts/Pages/default.aspx

The American Heart Association - 10 minute Workout Anywhere

Thu, 09 Apr 2020 16:00:08 GMT

Click here for the PDF with images.

10-minute Workout Anywhere

Boost your heart rate and brain power with this quick home workout. For a digital version of this workout, visit heart.org/movefor10. Do each exercise at your own pace for 30 seconds with 30 seconds of cardio between exercises (such as high knees, march in place, jog in place). Rest as needed.

Try these tips:

Weight(s) can be small dumbbells, kettlebells or anything heavy you may have at home, like a purse, water bottle or gallon jug, backpack or book. Or make your own adjustable weight by loading a small tote bag with magazines or books.

Stabilize yourself as needed by holding or touching a wall, desk or stationary (non-rolling) chair. As you get stronger, test your balance by letting go of the support. *Please speak with your health provider before starting an exercise program and with a fitness professional for adaptations that best meet your individual needs.

Shoulder Rolls Activity: Standing or sitting with feet hip width apart, slowly roll both shoulders forward, up, back and down. Reverse direction. Add Intensity: Hold hand weights down at sides.

Squats/Chair Activity: Standing with feet hip width apart, keeping back straight, bend knees and hips as if to sit down in a chair with arms out in front of you. For squats, straighten back up and repeat. For chair pose, hold in “seated” position. Add Intensity: Raise arms overhead or hold weight(s) at chest or shoulders.

Calf Raises Activity: Standing or sitting with feet hip width apart, keep legs straight but not locked as you slowly lift heels and rise to tip-toe position, then lower back to floor. Add Intensity: Do on one leg at a time while keeping raised foot at ankle or knee. Do at least 10 repetitions before switching to other side.

Side Bends Activity: Standing or sitting with feet hip width apart and hands on hips or overhead, bend to one side and return to standing. Do at least 10 repetitions before switching to other side. Add Intensity: Hold a weight down at your side (on working side), at chest level or overhead.

Toe Taps Activity: Standing or sitting with feet hip-width apart, lift knee to waist height, extend and tap toe on floor in front of you, lift knee again and return to standing. Alternate sides. Add Intensity: Tap toe on the edge of a wastebasket, chair or desk instead of the floor.

Pushups/Plank Activity: Standing with feet hip-width apart, place hands shoulder-width apart on stable surface such as wall, desk edge or stationary (non-rolling) chair, walk feet out behind you until body and legs are in a straight line at about 45- degree angle with floor. To begin hold in plank position (make sure to tighten abs) and bend and straighten at elbows. You may also do pushups from the floor (begin with knees on the ground and work up to full pushups). Add Intensity: Lift one leg behind you and hold during pushups or plank. Repeat for other leg.

Neck Stretch Activity: Standing or sitting with feet hip-width apart and shoulders down and back, look straight ahead and tilt ear toward shoulder until you feel the stretch. Hold for about 10 seconds. Repeat to other side and forward. Add Intensity: With hand on top of head in each position, apply light pressure to increase stretch.

Leg Lifts Activity: Sitting at the front edge of a chair with feet flat on the floor, straighten one leg out in front of you and hold in place for a few seconds. Return foot to floor and repeat and alternate legs. Add Intensity: Instead of sitting on chair, support your weight with your hands.

Thigh/Glute Squeeze Activity: Sitting at the front edge of a chair with feet flat on the floor, squeeze glutes and thighs together and hold for at least 10 seconds. Add Intensity: Hold a book or other sturdy item between your knees without using your hands.

Forward Bend Activity: Sitting at the front edge of a chair with feet flat on the floor, fold forward with chest to thighs and head dropped forward. Relax and take a few deep breaths. Add Intensity: Do forward bend in standing position with knees slightly bent.

Learn more ways to Move More at heart.org/HealthyForGood

Coronavirus Resource Center: Stay Informed With Updated Information and Support

Thu, 09 Apr 2020 15:40:32 GMT

Ballad Spahr provides a Coronavirus Disease (2019) resource center for up-to-date federal and state guidance.

"We are actively monitoring federal and state government guidance and situation updates—and stand ready to help clients navigate Coronavirus-related business concerns.

Guidance and regulations involving COVID-19 are changing rapidly—often with little or no notice to the public. Our alerts and resources pages are continually updated. Please make sure you are reviewing our most recent guidance, and consult a member of our team before taking action."

Requirements and Sample form for Families First Coronavisus Response Act (FFCRA)

Thu, 09 Apr 2020 15:14:44 GMT

FFCRA DOCUMENTATION REQUIREMENTS

Under DOL regulations, employers may require certain information from employees to verify the need for FFCRA leave. More importantly, under IRS guidance, to take advantage of the payroll tax credits, employers are required to obtain and retain (for four years) certain information. The following enumerates all categories of information discussed by the DOL and IRS.

Initial Information from Employee

Initially, employers should memorialize the following information, which may be provided orally by the employee. If provided orally, according to the DOL/IRS, the employer should document the oral statements.

 Employee’s name

 Dates for which leave is requested

 Qualifying reason for leave

 Statement that the employee is unable to work or telework because of the qualifying reason.

Additional Information from Employee

The regulations further specify forms of additional documentation based on the reason for leave. In each instance, the information may be provided by the employee and does not require any further certification, such as by a health care provider. The nature of the additional information depends on the reason for leave:

For leave requested pursuant to an order to isolate or quarantine -- identify the government entity that issued the order.

For leave based on advice of a health care provider to self-quarantine -- the name of the healthcare provider; and, if the leave is to care for another individual, the identity of and relation of the individual to the employee.

Although not mentioned in the documentation rules, the DOL regulations define an “individual” as someone with whom the employee must have a personal relationship. Examples: an immediate family member, a person who regularly resides in the employee’s home, or a similar person with whom the employee has a relationship that creates an expectation the employee would care for that person if quarantined.

For leave due to a school closure or unavailability of childcare -- (1) the name of the child; (2) the name of the school, place of care or childcare provider that closed or is unavailable due to COVID-19; and (3) a statement that no other suitable person is available to care for the child during the period of requested leave.

In addition, under IRS guidance issued on the same date as the DOL regulations, an employer can require that, if a child is over 14 years and care is during daylight hours, the employee provide a statement of “special circumstances” requiring employee to provide care.

IRS Required Documentation

Additionally, the IRS requires that employers maintain documentation related to the following:

 How the employer determined the amount of EPSL or FMLA-PHE Leave paid to employees, including records of work, telework and leave

 How the employer determined the amount of qualified health care expenses allocated to wages

 Completed Forms 7200 submitted to IRS (Advance of Employer Credits)

 Completed Forms 941 (Employer’s Quarterly Federal Tax Return) submitted to IRS

Track Documentation

Employers should set up a system to gather the information from employees seeking leave. If the employee does not respond or provide all required information, notify the employee of the deficiency and give them a reasonable period (7 calendar days) to cure the issue. If the employee fails to cure the issue, even after being notified, the employer is not required to provide paid leave under the FFCRA.

Sample Form

Leave under the Families First Coronavirus Response act (FFCRA)

REQUEST AND DOCUMENTATION FORM

To request Emergency Paid Sick Leave (EPSL) or paid FMLA Public Health Emergency Leave as provided under the FFCRA, please complete the following Request and Documentation Form and submit to the Human Resources Department as soon as possible, but not later than five (5) working days after the first workday missed.

For FMLA Public Health Emergency Leave, only leave required for reason No. 5 below applies, and notice of the request for leave must be provided as soon as the need for leave is foreseeable.

Employee Name (Print):
Department:
Manager Name:
Requested Start Date:
Estimated End Date:

The reason for this leave request is (check the appropriate reason below):

(1) I am subject to a federal, state, or local quarantine or isolation order related to COVID–19.

Name of governmental entity ordering quarantine: ______________________________________

(2) I have been advised by a health care provider to self-quarantine due to concerns related to COVID–19.

Identify the health care provider’s name, specialty, and address: ___________________________________________________________________________________________________________

(3) I am experiencing symptoms of COVID-19 and seeking a medical diagnosis Identify the health care provider’s name, specialty, and address: _____________________________________________________________________________________________________________

(4) I am caring for an individual who is subject to either Reason 1 or 2 above. Identify the name of the individual and relationship to you: _________________________________________________________________________________________________________________

Does the individual reside in your home? _______________________________________________

For Reason 1, Name of governmental entity ordering quarantine: _______________________________________________

For Reason 2, Identify the health care provider’s name, specialty, and address: _________________________________________________________________________________________________

(5) I am caring for my son or daughter disabled and needing whose primary or secondary school, or place of care, has been closed, or my childcare provider is unavailable due to COVID-19 precautions. My son or daughter is under age 18 (or over 18 and incapable of self-care due to a disability.

Name and ages of all children needing care: ______________________________________________________________________________________________________________________________

Name of school, place of care, or child care provider that is closed/unavailable due to COVID-19:

_________________________________________________________________________________

By checking here, I am representing that no other person is available to provide care to the child(ren) listed above during the period for which leave is requested:

For any child ages 15, 16, or 17 who needs care during daylight hours: I hereby represent that there are special circumstances requiring me to provide care, as follows: ___________________________________________________________________________________________________________

(6) I am experiencing another substantially similar condition specified by the U.S. Secretary of Health and Human Services. This condition is: _________________________________________________________________________________________________________________________________

If you have used EPSL while working for any other employer since April 1, 2020, identify the total number of hours of EPSL you have used: __________________________________________________________________

Additional Documentation regarding my request is attached.

I hereby certify that I am unable to work or telework due to the qualifying reason identified above.

By signing this form, I certify that the above information is truthful and accurate. I understand that my employer will rely upon this information in filing for a payroll tax credit with the Internal Revenue Service:

Employee Signature: ______________________________________ Date: ________________________

Manager Signature: _______________________________________ Date: ________________________

Human Resources Signature: ________________________________ Date: ________________________

Employer Support During the COVID-19 Outbreak

Thu, 02 Apr 2020 17:35:03 GMT

Northland Healthy Minds COVID-19 Toolkit

We've compiled some local resources for you. If you have suggestions or questions, email us at info@northlandhealthyminds.org.

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Webinar: Covid - 19 New Employment Laws from tHRive Law & Consulting LLC

Wed, 25 Mar 2020 17:20:27 GMT

tHRive Law & Consulting LLC provided a recording for the webinar today titled "Covid-19 New Employment Laws."

This webinar covered topics about:

Families First Coronavirus Response Act

Effective date: April 1:

- How to count employees

- Payroll as of the date the employee takes the leave

- How to calculate pay

- Whether shelter-in-place orders are government quarantine orders

- Any leave granted BEFORE April1 will not be credited

- DOL is not enforcing if you’ve made good faith efforts to comply for 30 days

Here is a link to the full recording:

https://thrivelawconsulting.com/2020/03/25/march-25-9-am-webinar/

Additional source links:

DOL Families First Coronavirus Response Act: Questions and Answers

https://www.dol.gov/agencies/whd/pandemic/ffcra-questions

DOL Families First Coronavirus Response Act: Employee Paid Leave Rights

https://www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave

DOL Workplace Posters now include FFCRA notice

https://www.dol.gov/agencies/whd/posters?fbclid=IwAR2Vq3H1grj3eke5kSWmb2eTn784YNSizP_YylJnT6la9te09RqtCu-4Rww

National Alliance on Mental Health - Covid-19 Information and Resources

Tue, 24 Mar 2020 23:00:58 GMT

The National Alliance on Mental Health has provided a document with useful information and resources to deal with Covid-19.

Content covers:

- I’m having a lot of anxiety because of the coronavirus. Please help.

- I’m quarantined or working from home – lonely and isolated even further – what can I do?

- I don’t have health insurance or a regular doctor – how can I get care?

- What if I’m quarantined and can’t get my medication? Will there be a shortage

- My business is suffering as a result of the Coronavirus. What assistance programs are available to help?

- Are people who have a mental illness at a greater risk of contracting COVID-19?

- Is there a vaccine or cure for COVID-19?

- I lost a loved one to Coronavirus. Where can I find support?

- I’m a smoker. Am I more likely to catch COVID-19? What should I do?

- How does homelessness increase risk of contracting COVID-19?

- My loved one is incarcerated, are they at increased risk for exposure to COVID-19?

- I’m the aging parent of an adult child living with a serious mental illness. I want to be sure they are taken care of.

Please find the full document at

https://www.nami.org/getattachment/About-NAMI/NAMI-News/2020/NAMI-Updates-on-the-Coronavirus/COVID-19-Updated-Guide-1.pdf

Coronavirus Relief Bill with Paid-Leave Mandate

Thu, 19 Mar 2020 15:38:51 GMT

Society for Human Resource Management (SHRM) posted an article about recent legislation that includes Paid-Leave Mandate "Trump Signs Coronavirus Relief Bill with Paid-Leave Mandate". Access the article here:

https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/Senate-to-Vote-Soon-on-Coronavirus-Paid-Leave-Mandate.aspx

SHRM is not only working to provide the latest tools, resources, and information to manage COVID-19 in the workplaces but also provides members access to hundreds of resources: HR Topics, Laws & Compliance, Business Solutions, Educational Programs, and Tools & Samples (templates, forms, job descriptions, etc.) This is an invaluable database of resources and support for only $219 a year. For more information about SHRM membership, please visit their website at https://www.shrm.org/about-shrm/Pages/Membership.aspx

This summary of the HR 6201 Bill was shared by SHRM

HR 6201, the Families First Coronavirus Response Act

Emergency Family and Medical Leave Expansion Act

Leave would cover employees who are unable to work (or telework) because the employee is caring for their child (18 years or younger) because the school is closed or childcare provider is unavailable due to a public health emergency.

Leave shall take effect 15 days after enactment of the act and sunset on December 31, 2020.

Eligible employee is defined as an employee who has been employed for at least 30 calendar days by the employer.

Employers with 500 or fewer employees would be required to provide the paid leave.

Employers are not required to pay initial ten days of leave; however, employees may substitute accrued vacation, personal or sick leave to cover unpaid leave portion.

Employers must pay ten remaining weeks of leave at a rate not less than two-thirds of employee’s regular rate, not to exceed $200 per day and $10,000 in the aggregate.

In the case of an employee whose schedule varies from week to week to such an extent an employer is unable to determine with certainty the number of hours the employee would have worked if such an employee had not taken the leave, the employer shall use the following in place of that number: 1) A number equal to the average number of hours that the employee was scheduled per day over the six-month period ending on the date which the employee takes the leave, including hours for which the employee took leave of any type. 2) If the employee did not work over such period, the reasonable expectation of the employee at the time of hiring of the average number of hours per day that the employee would normally be scheduled to work.

Employers that are health care providers or emergency responders may elect to exclude employees from this leave.

Employers with 25 or fewer employees are not required to restore an employee once leave has been exhausted if the position held by the employee when the leave commenced does not exist due to economic conditions or other changes in operating conditions of the employer caused by a public health emergency.

Secretary of Labor has authority to issue regulations to: 1) Exclude certain health care providers and emergency responders from the definition of eligible employee; and 2) Exempt small businesses with fewer than 50 employees if the above requirements would jeopardize the viability of the business going forward.

Emergency Paid Sick Leave Act

Employers are required to provide 80 hours of fully paid sick leave to full-time employees (pro-rata rules would apply to part-time employees) on top of any other existing paid leave program of the employer.

Leave provided under this provision shall take effect 15 days after enactment of this act and made available to covered employees immediately. The leave will sunset on December 31, 2020.

Private employers with 500 or fewer employees must provide paid sick leave while a public agency or any other entity that is not a private entity or individual and employs 1 or more employees. 1) Private Employers and Public Agency are defined as those engaging in commerce.

Covered employees eligible for paid sick leave include: 1) Employee subject to a Federal, State, or local quarantine or isolation order related to coronavirus; 2) Employee has been advised by health care provider to self-quarantine due to coronavirus; 3) Employee is experiencing symptoms of coronavirus; 4) Employee is caring for an individual who is subject to an order described in (1) or has been advised as described in (2); 5) Employee is care for their child because the school is closed or childcare provider is unavailable due to coronavirus; or 6) Employee is experiencing a similar condition specified by Secretary of HHS.

Employers would be required to pay employees their full wages, not to exceed $511 per day and $5,110 in the aggregate, for a use described in (1), (2), or (3) above.

Employers would be required to pay employees two-thirds of their wages, not to exceed $200 per day and $2,000 in the aggregate, for a use described in (4), (5), or (6) above.

Employers are prohibited from retaliating against any employee who takes leave in accordance with the act. Employers that fail to pay required sick leave will be treated as a failure to pay minimum wages in violation of the Fair Labor Standards Act.

In the case of an employee whose schedule varies from week to week to such an extent an employer is unable to determine with certainty the number of hours the employee would have worked if such an employee had not taken the leave, the employer shall use the following in place of that number: 1) A number equal to the average number of hours that the employee was scheduled per day over the six-month period ending on the date which the employee takes the leave, including hours for which the employee took leave of any type. 2) If the employee did not work over such period, the reasonable expectation of the employee at the time of hiring of the average number of hours per day that the employee would normally be scheduled to work.

Secretary of Labor has authority to issue regulations to: 1) Exclude certain health care providers and emergency responders from the definition of eligible employee; and 2) Exempt small businesses with fewer than 50 employees if the above requirements would jeopardize the viability of the business going forward.

Tax Credits for Paid Sick and Paid Family and Medical Leave

Private employers with 500 or fewer employees required to provide COVID-19 related paid leave are eligible for a 100 percent refundable payroll tax credit on the wages paid for leave.

The tax credits would be administered by the IRS and be creditable against employer-side payroll tax liability, with any excess refunded to the employer.

Tax credits for COVID-19 related pay sunset on December 31, 2020.

Emergency Unemployment Insurance Stabilization and Access Act

Expands unemployment benefits and provides $1 billion in 2020 for emergency grants to states for activities related to processing and paying unemployment insurance (UI) benefits related to COVID-19.

$500 million would be transferred to the states within 30 days after the enactment of the bill upon certification by the Secretary of Labor to the Secretary of the Treasury (so long as the state complies with certain requirements, such as requiring employers to notify employees of the availability of unemployment compensation and permitting individuals to apply for unemployment compensation in at least two of the following ways—inperson, by phone, or online).

The remaining $500 million of the grant would be reserved for states in which the number of unemployment compensation claims has increased by at least 10% over the previous calendar year. To receive access to the second portion of the grant, states must, among other things, make it easier for individuals to obtain unemployment compensation by taking steps to temporarily ease eligibility requirements that are limiting access to UI during the COVID-19 outbreak, like work search requirements, required waiting periods, and requirements to increase employer UI taxes if they have high layoff rates.

Health Care (Applicable to Private Health Plans)

Establishes requirements for private healthcare plans to provide COVID-19 diagnostic testing and related visits at no cost to consumers. This includes coverage for the cost of a provider, urgent care center or emergency room visit in order to receive testing.

A link to the H.R.6201 - Families First Coronavirus Response Act can be found here https://www.congress.gov/bill/116th-congress/house-bill/6201

Call for Speakers -MNSHRM 2020 State Conference

Tue, 28 Jan 2020 18:19:53 GMT

CALL FOR SPEAKERS | MNSHRM 2020 STATE CONFERENCE
2020 Vision - Helping Your Organization See Clearly

October 12-13, 2020 | Mystic Lake Center, Prior Lake, MN

The Minnesota State SHRM Council invites you to share your expertise and experience with our community of human resource professionals at our 2020 State Conference.

Our conference has a terrific history of dynamic and insightful content and we are excited to hear from you as we plan for this year’s conference. Speaker selections will begin on March 15, 2020.

The MNSHRM State Conference anticipates an audience of approximately 800 human resource professionals who are truly excited about our emphasis on providing professional development resources that they can take back to their workplaces. Our diverse attendees include: generalist, employee health and wellbeing, employee relations, recruiting, organizational development, total rewards/compensation, benefits, and training and development.

Please click on this link for additional information and to submit your proposal.

Apply Now: $1500 Student Scholarship - Deadline extended to Nov 4th

Fri, 20 Sep 2019 13:18:13 GMT

UPDATE: Deadline extended to Monday, November 4th!

Veterans Memorial Hall, a program of the St. Louis County Historical Society, announces its 2019 Mike Colalillo Medal of Honor Scholarship. The $1,500 scholarship is open to any full-time student, who is enrolled in a higher education institution in St. Louis County, or a resident of St. Louis County, Minnesota, who is a full-time student enrolled in a higher education institution outside of St. Louis County, Minnesota.

Scholarship applicants are required to submit a 3 to 10 page double-spaced research paper on a topic relevant to veterans of St. Louis County, Minnesota. A minimum of one resource from the Albert J. Amatuzio Research Center must be referenced. Research papers may address a historical event in St. Louis County, Minnesota, related to a conflict, a war, the homefront, or tell the story of a county veteran.

Application Form: 2019 Colalillo Scholarship Application v0.2.docx

Application deadline: Thursday, October 24, 2019. The scholarship will be awarded at the Veterans Remembrance Dinner on November 15, 2019.

Contact:

Jay Hagen

Veterans Memorial Hall Program Assistant

St. Louis County Historical Society

506 West Michigan Street

Duluth, MN 55802

(218)733-7500

jay@thehistorypeople.org

www.vets-hall.org

About Mike Colalillo and Veterans Memorial Hall

Mike Colalillo was the last living Medal of Honor recipient in St. Louis County. Mr. Colalillo received the Medal of Honor for his actions in World War II. A brief biography of Mike Colalillo can be viewed online at http://www.vets-hall.org/stories/world-war-ii/mike-colalillo. Veterans Memorial Hall displays Mike Colalillo’s uniform and a replica of his Medal of Honor, as donated to the Society by the Colalillo family. Entrance to the Veterans Memorial Hall exhibit is free to the public, during regular Depot hours.

Veterans Memorial Hall was established in 1909 and is a program of the St. Louis County Historical Society. It is the mission of Veterans Memorial Hall to preserve and collect veterans’ stories and artifacts and to educate the general public about the history of veterans from northeastern Minnesota.

Call for Proposals - NHRA 2020 Educational Sessions!

Fri, 30 Aug 2019 20:40:57 GMT

NHRA is currently accepting proposals for our 2020 Monthly Educational Meetings. Programs are typically held on the second Tuesday of the month during the lunch hour at the Holiday Inn in Duluth, MN.

See RFP and Instructions here: NHRA Request for Proposals 2019.pdf

Send submissions to Melissa Williams by November 1st, 2019.

We are seeking topics that are timely and important to HR and business professionals in the community.

PRESENTER RESPONSIBILITIES

1. Provide high quality educational presentations.

2. Commit to being present and speaking at the event for which a proposal is submitted.

3. Avoid any “sales” or “marketing” techniques.

4. Provide all handouts, if any, for NHRA members.

5. Bring a laptop to present from, along with the necessary cords, adapters, clicker, laser pointer, etc.

SELECTION CRITERIA

The following criteria will be used to select NHRA presenters:

1. Presenters must have expertise in the topics being presented and demonstrate their ability to tailor their session to meet NHRA member needs.

2. Presenter qualifications–must have experience in presentation and workshop facilitation.

3. Program design and materials must be high quality and clearly organized.

4. Presenter must be willing to volunteer his/her time and resources to design and deliver the presentation.

Call for MN SHRM Conference Volunteers!

Thu, 29 Aug 2019 17:27:12 GMT

Calling All SuperHeRo Volunteers

The success of each year’s conference is 100% due to the volunteer resources across the SHRM community of Minnesota. It could not be done without each of you!

Volunteering at the MNSHRM State Conference is a great opportunity to network with your peers, meet new friends, share ideas and increase your skill set.

Volunteering offers a variety of leadership opportunities that will bring great rewards AND enhance your resume.

Our volunteer opportunities include:

Conference set up on Saturday, October 12^th
Introducing Breakout Speakers
Answering questions at the Direction and Information Table
Answering questions in the Exhibit Hall
Conference teardown and clean up on Tuesday, October 15^th.

Please share with your chapter members to both encourage them to register for the conference and also assist by volunteering!

Attendees can sign up for a volunteer slot by using this link.

If you have any questions, please don’t hesitate to ask!

Thank you,

Rebecca Rowe, SHRM-CP
2019 State Conference Volunteer Chair

Legacy of Leadership - NHRA members get ATD member price!

Thu, 29 Aug 2019 17:25:02 GMT

See this great ATD development opportunity. Note that NHRA members can attend for the ATD member price!

(NHRA Members register with code "NHRA")

Legacy of Leadership

A panel of four leadership experts share their experiences, knowledge and strategies in a speaker showcase format.

Enhance your leadership skills, increase your confidence and build your influence at this fun and fast-paced session. Mingle, network with colleagues and enjoy appetizers and a cash bar prior to the session at historic Fitger’s, on the shores of beautiful Lake Superior.

Leadership Showcase Speakers and Topics:

Kathlynn McConnell, Chief Refueling Officer

"What's A Trailer Full of Mis-Matched Socks Got to Do With Visionary Leadership??"
Learning Objective: Discover three tools that will help you create a strong vision - built with innovative ideas that inspire others to follow.

Stacy Johnston, HR Solutions

Mindful Leadership
Learning Objective: Three simple tools to increase your leadership capacity, based on real life experiences and the latest in neuroscience research.

Pam Solberg-Tapper, Executive Coach, Speaker, Adventure Marathoner
Don’t Let the Pressure Derail You!
Learning Objective: Learn actionable tools that tomorrows leaders need to know today to perform well under pressure.

Rob Stenberg, President
Influential Leaders Tell Great Stories!
Learning Objective: Learn the importance of finding, creating and sharing great stories.

When:
Tuesday, September 24th

Where:
Fitger's Spirit of the North Theater
600 E. Superior Street
Duluth

Time:
Networking, Appetizers and Cash Bar 5:00 - 5:30 pm
Program 5:30 - 6:30 pm

Cost:

$20.00 for Members
$30.00 for Non-members
$10.00 for Students
$20.00 for NHRA Members

Speaker Bios:

Kathlynn McConnell. Kathlynn holds a B.A.S. Degree from the University of MN Duluth, is a Certified Professional in Learning and Performance (CPLP), Chief Refueling Officer (CRO)/president /owner of Lifestyle Consulting Services, and full time Director of Learning and Development for Members Cooperative Credit Union.

Focusing on the “human side of business”, Kathlynn works with her MCCU team members and partners with businesses and organizations of all sizes, giving them tools to inspire and engage their team so that they can provide exceptional customer service, communicate well and play nicely with each other in the sandbox (which we call the workplace).

Pam Solberg-Tapper. Pam is the, owner of Coach for Success specializes in leadership development training and coaching. She holds an MBA Degree, serves as an Executive Coach with Ken Blanchard Companies and Tony Robbins International and is Faculty with The Coaches Training Institute. Pam is a co-founder of Aim High Network, a regional women’s leadership organization. She also is a contributing leadership writer to the Duluth News Tribune and holds a monthly professional development segment on ABC TV’s Good Morning Northland program. She is a member of the National Speaker’s Association, Association for Talent Development and Northland Human Resources Association.

Stacy Johnston. HR thought leader, Stacy Johnston, provides innovative HR solutions with a mission to support organizations in understanding and engaging their biggest competitive advantage… their employees. Johnston is a licensed attorney and holds the SHRM-CP and PHR credentials. In addition to being the founder of HR Learning Lab and Audacity HR, she is an instructor at the Labovitz School of Business and Economics at the University of Minnesota Duluth (UMD), where she teaches in the Human Resource Management Department. As a certified yoga instructor (RYT 200), Stacy brings a unique perspective and passion for integrated workplace health and wellbeing as an essential component to strong HR practices.

Stacy is on the Board at the Lake Superior Chapter ATD (Association for Talent Development), is a member of NHRA (Northland Human Resource Association), SHRM (Society for Human Resource Management) and NSA (National Speakers Association).

Rob Stenberg. Rob is Founder and President of Stenberg & Associates - Sales & Leadership Academy. He has been in the sales training and enablement profession for many years and is a Mike Bosworth Leadership Affiliate and teaches storytelling as an influence strategy to leaders and sales professionals. He is also a John Maxwell Leadership Certified Speaker, Trainer and Coach.

Participate in UMD Research to make hiring more effective!

Wed, 24 Jul 2019 13:50:50 GMT

Current members of the Northland Human Resources Association are invited to participate in a research study that is sponsored by the University of Minnesota Duluth. The purpose of this research is to examine how to make the hiring process more effective.

If you agree to participate, you will be asked to review a job application and answer a short series of questions about the job applicant and about yourself. This will take about 45 minutes and can be completed at your convenience from any computer with an internet connection. As part of this study, you will be asked to complete a short personality survey. At the end of the study, you will be provided with feedback on your personality scores.

To participate in this study, you must be a human resources professional who is at least 18 years old. If you meet these inclusion criteria, complete at least 95% of the study, and provide your email address, you will be entered into a drawing for one of twenty (20) $50 Amazon.com gift cards.

If you’d like to participate, please follow this link: https://umn.qualtrics.com/jfe/form/SV_bf7g2QgpOonn4JD
This study will close on August 9, 2019.

Questions? Please contact Dr. Mallory McCord at mccordm@d.umn.edu.

NHRA Donates to Lighthouse Center for Vision Loss!

Thu, 18 Jul 2019 01:31:41 GMT

NHRA donated $1,425.00 to the Lighthouse Center for Vision Loss at their Annual Golf Fundraiser on July 15, 2019. NHRA is pleased to support the Lighthouse as they celebrate 100 years of helping individuals with vision loss in our community!

Thanks to everyone who helped to make this event a success!

Pictured from left to right:

James Kelm, Brail Embossing Specialist at Lighthouse Center for Vision Loss
Casper, Standard Poodle Guide Dog
Chad Roberg, NHRA Golf Fundraiser Coordinator
Mary Junnila, Executive Director, Lighthouse Center for Vision Loss
Patricia Stolee, NHRA Chapter President
Tim Sherman, Sales Director with NVA

New Advanced HR Management Certificate

Wed, 03 Jul 2019 15:03:27 GMT

You asked. We listened.

UW-Superior’s Center for Continuing Education is excited to announce the launch of the new Advanced HR Management Certificate, beginning in October 2019! This certificate is designed for those in leadership positions, with experience in the HR field or who have taken the HR Management Certificate. To register or for more information on this new and advanced certificate, click here.

While you’re on our website, be sure to check out our long-standing HR Management Certificate for some exciting new workshop topics. If you’ve already completed this certificate, feel free to register for individual workshop topics as they interest you!

We offer CEUs upon request, and are applying to offer SHRM and HRCI recertification credits. Feel free to give us a call at 715-394-8469 with any questions.

Advance HR Postcard 2019 (1).pdf

RFP: Sub-Contractor for HR Compliance Audit

Fri, 21 Jun 2019 20:29:45 GMT

Human Resources Compliance Audit

The National Rural Health Resource Center (The Center) seeks a sub-contractor to perform a comprehensive Human Resource (HR) Compliance Audit. Work on the project will begin by July 1, 2019 and complete September 30, 2019.

This RFP has been extended. Proposals are now due on June 26, 2019.

https://www.ruralcenter.org/sites/default/files/RFP%20HR%20Audit.pdf

New MN Wage Theft Law Starts This Summer

Thu, 13 Jun 2019 16:02:11 GMT

Legislation was passed in May 2019 that will invest $3.1 million in new funding over the next two years in the Department of Labor and Industry’s enforcement of the state’s wage and hour laws. The new Minnesota Wage Theft law will create additional protections for workers, including adding criminal penalties for employers who commit wage theft.

View a PDF of law changes that will go into effect July 1, 2019. The provisions providing for criminal wage theft and sanctions go into effect Aug. 1, 2019.

See MN Department of Labor and Industry Summary Here

In one of the most significant pieces of legislation affecting employers in many years, the Minnesota Legislature passed, and Governor Walz signed, the Jobs and Economic Development Omnibus bill that includes new wage theft protections for employees and new requirements for employers.

The wage theft bill is one of the few pieces of bipartisan employment legislation that survived the 2019 legislative session. The law constitutes a very significant change in wage payment requirements and enforcement. It includes increased civil enforcement and recordkeeping requirements for employers, as well as new criminal penalties for intentional wage theft. These changes will go into effect on July 1, 2019.

NHRA Awarded SHRM EXCEL Platinum Award!

Fri, 31 May 2019 20:33:22 GMT

NHRA Awarded For Elevating Human Resources, Improving Workplaces

SHRM (the Society for Human Resource Management) recently awarded the Northland Human Resource Association (NHRA) its prestigious EXCEL Platinum Award for the NHRA’s accomplishments in 2018.

“So much of SHRM’s success in shaping better workplaces—where employers and employees can thrive together— is owed to the hard work of our chapters and state councils such as NHRA. Through their courage and leadership, NHRA is driving true, measurable progress toward the healthy, productive, and dynamic workplaces of tomorrow,” said Johnny C. Taylor, Jr., SHRM-SCP, president and chief executive officer of SHRM. “Awarding this Platinum EXCEL Award is just one small way for SHRM to recognize and celebrate the big steps this chapter has taken this past year.”

The EXCEL Award can be earned at four levels: bronze, silver, gold and platinum. Each level has a prescribed set of requirements and accomplishments that must be met. NHRA will receive recognition in SHRM publications and at conferences, a logo to display on its website, and information to share with its members about the significance of this award.

Join NHRA's SHRM-CP/SCP Study Group!

Wed, 15 May 2019 18:45:51 GMT

SHRM Learning System Study Group

Take the Lead. Become SHRM-Certified!

Earn the SHRM Certified Professional (SHRM-CP^®) or SHRM Senior Certified Professional (SHRM-SCP^®) and prove your knowledge, competency and value to colleagues and to employers looking for a competitive edge in today’s global economy.

Join our study group! Northland Human Resource Association is planning to offer a SHRM Learning System study group to expand your HR knowledge and competencies to prepare you for SHRM certification exams. This study group is designed for individuals interested in preparing for the SHRM-CP/SHRM-SCP exam, achieving professional advancement and building confidence for addressing today’s HR challenges.

Cost: There is no cost to attend the study group! You will be able to purchase the SHRM Learning System materials needed for the study group, directly from the Northland HRA for a greatly reduced price of $495.00 + a minimal shipping cost. If you would like to attend the study group and you are using SHRM scholarships funds to purchase your materials directly from SHRM, please indicate in the survey that you are using scholarship funds to buy/or have already purchased the current SHRM Learning System directly from SHRM.

Study Group Tools: 2019 SHRM Learning System

This study group is based on the SHRM Learning System which uses a proven approach for teaching adult learners. The personalized SmartPath™ experience is designed to dynamically adjust based on the user’s progress and proficiency. Real-life situations are infused into the study process for better understanding, application and engagement with HR competencies. It is the most comprehensive, effective way to prepare for success on the SHRM-CP/SHRM-SCP exam. Whether you are a SHRM-CP/SHRM-SCP candidate or a manager seeking training for your staff, our study group can help you accomplish your certification and professional development goals.

Let us know you're interested!

If you are interested, please fill out this survey by June 30, 2019.

Please note this survey is to gauge interest. Dates, times and locations will be provided at a later time and will be sent to the email indicated on the survey.
If you are unable to access the survey please email boardnhra@gmail.com

Attend the Arrowhead HR Assoc. Conference (AHRC), May 22nd

Wed, 17 Apr 2019 02:30:48 GMT

You are invited to attend the 14^th Annual Arrowhead Human Resources Association (AHRA) All Day Conference:

A Whole New World…for HR, Managers & Supervisors

Mesabi Range College in Virginia, MN

Wednesday, May 22nd, 2019

AHRA is excited to have two nationally recognized keynote speakers, Ellie Krug and Kate Bishoff. They will each be doing a keynote presentation and a breakout session in the afternoon “Transgender 101” and Employment Law Update.” Justin Terch of Terch & Associates Consulting will also be presenting “Generations in the Workplace.”

See attached brochure for more details: 2019 Brochure.pdf.

Note: NHRA members will receive the AHRA member rate.

Also, if your organization is interested in being a Vendor to reach 75+ organizations, you can also register online at the link below or contact Mary Ciriacy at mary.ciriacy@outlook.com.

Ellie Krug, “Gray Area Thinking”

Have you walked away from unconscious bias trainings thinking, “Thanks but what can I really do about bias?” If so, Gray Area Thinking™ offers a new way of addressing the ways that humans label, sort and group other humans and otherwise engage in tribalism—the preference for others who look or act like us. Most importantly, Gray Area Thinking™ teaches a toolset (awareness, risk-taking, compassion) that’s easy to grasp and easy to use.

In 2009, while an Iowa civil trial attorney with 100+ trials, Ellen (Ellie) Krug (pronounced “Kroog”), transitioned from male to female. She later became one of the few attorneys nationally to try jury cases in separate genders. From 2011 to 2016, she served as the executive director of Call for Justice, LLC, a Minneapolis legal nonprofit that was conferred an American Bar Association award for innovatively increasing legal access. The author of Getting to Ellen: A Memoir about Love, Honesty and Gender Change (2013), Ellie has presented on diversity and inclusion to governmental entities, court systems, Fortune 100 companies, law firms, nonprofits, and colleges/universities on nearly 800 occasions. A hopeless idealist, Ellie has presented her human inclusivity training, “Gray Area Thinking®” across North America. In 2016, Advocate Magazine named Ellie one of “25 Legal Advocates Fighting for Trans Rights.” She is a monthly columnist for Lavender Magazine and pens a widely-circulated monthly e-newsletter, The Ripple, that reaches 6000 people. Ellie views herself as an “Inclusionist” and founded an inclusion-oriented consulting and training company, Human Inspiration Works, LLC, in late 2016. Ellis is also a weekly radio host; her show, “Ellie 2.0 Radio,” on AM950 in the Twin Cities highlights idealism and how each of us can play a role in fostering positive change in the world. Ellie’s remaining life mission is to work for a more inclusive society for all humans, regardless of how many are considered “Other.”http://humaninspirationworks.com/

Kate Bishoff, “#MeToo Two Years Later”

Harassment has dominated the news and social media for the last year, fanning fears that all the money we have invested in harassment training has been for naught. So what should we do? This session covers the various movements and the potential for backlash.

Kate Bischoff is an overly enthusiastic, sarcastic, and opinionated management-side employment attorney and SHRM-SCP-certified HR pro. She works closely with management, HR folk, and technology companies to improve organizations and make it easier to recruit and retain talent through having easy-to-understand policies, easy-to-use technology, and easy-to-explain compliance initiatives. Kate has been recognized by The New York Times, CNN.com, Wall Street Journal, USA Today, National Public Radio, and other journalistic sources as a leading authority on harassment, technology in the workplace, and employment law. https://thrivelawconsulting.com/

Register Now: Exhibit at the 10th Annual Northland Career Fair!

Fri, 29 Mar 2019 15:19:19 GMT

Join the 10th Annual Northland Career Fair!

Wednesday, April 24, 2019
Duluth Entertainment Convention Center

2:00 PM - 6:00 PM

Pioneer Hall
350 Harbor Drive
Duluth, MN 55802

To be included in the exhibitor directory, you must register by Tuesday, April 9, 2019.

HR Compliance Certification - Upcoming Class and Scholarships Available

Mon, 18 Mar 2019 15:28:02 GMT

As a Human Resources professional, could you use practice-based training or a refresher on compliance topics and employment law?

Are you looking for an opportunity for continuing education credits?

Are you an emerging leader or looking to grow in your HR career?

If so, Mitchell Hamline School of Law, a nationally-recognized ABA-approved law school, would like to offer you the opportunity to earn a Human Resources Compliance Certificate.

As a participant in the 12-week program, you will receive practice-based training and review compliance topics to help you understand employment law, government compliance requirements, and risk-management issues. Most participants are emerging leaders, HR and Compliance professionals, business owners, or attorneys. A legal background is not needed to be successful in this program.

The HR Compliance Certificate is fully online and asynchronous. Participants typically spend approximately 3-4 hours/week in the courses. You will have the opportunity to interact with classmates and faculty through online discussions and practical, hands-on exercises.

More detailed information is available on their website.

Mitchell Hamiline would love to have NHRA members join their next class on April 3^rd. As a non-profit organization, they are committed to making the program affordable. Interest-free payment plans are available. Please inquire about scholarship discounts. If your employer offers professional development or tuition reimbursement benefits, they can directly bill your employer.

Reserve your place in the program with the online registration form and a $250 tuition deposit.

Please contact Amy (below) for more information. She is happy to help and she is am available to set up a time to discuss this further, if preferred.

Contact Information:

Amy Leistner | Senior Enrollment Counselor
Professional Legal Education
Office: 651-695-7651

Fax: 651-290-6414

amy.leistner@mitchellhamline.edu

Mitchell Hamline School of Law
875 Summit Ave. | St. Paul, MN 55105

Great in theory. Even better in practice.

“I am in a new HR Compliance role and this program has helped me boost my confidence in this role tremendously. I know that I’ll be able to do a good job for my company around HR Compliance. Thank you, Mitchell Hamline School of Law!" K. Dalyrimple

“Great material, knowledgeable instructors, and just the right amount of coursework.” G. Cozzone

We are Duluth Area Chamber of Commerce Members

Thu, 14 Mar 2019 19:05:53 GMT

What does this mean for our members? It means that you are Chamber members as well under the NHRA umbrella. Learn more Chamber Member Benefits.

There are many networking and educational events that you are able to attend at minimal or no cost for being a member. See their list of upcoming events.

Important Note: when you register for an event, you will need to use NHRA as the organization name and then your name and address.

Call for Speakers/Sponsors - MN SHRM State Conference

Mon, 04 Mar 2019 21:07:31 GMT

Calling all Speakers and Sponsors!

The MN SHRM State Conference seeks speakers and sponsors for the conference on October 13 - 15th in Rochester, MN. Join over 500 HR professionals at this annual event!

Breakout Session Speakers

Exhibit and Sponsor Opportunities

Attendee Registration

Minnesota Business Tax Education Partnership - FREE Seminar, Pre-Approved CECs

Mon, 28 Jan 2019 22:39:53 GMT

The Minnesota Business Tax Education Partnership, in co-sponsorship with the UMD Center for Economic Development, is holding a seminar in Duluth, Minnesota for employers and their representatives who are interested in information on state employment taxes and other employer responsibilities. These seminars will be presented by experts from the Minnesota Department of Revenue and the Minnesota Unemployment Insurance Program.

February 26th (8:30a.m. – 12:00p.m.) seminar content will include information on:

Worker status (independent contractor vs employee)
Employment tax basics (withholding, depositing and reporting)
Unemployment Insurance (tax rates, wage reporting, benefit account issues)

Seminar Date and Location:

Date: Tuesday, February 26, 2019

Time: 8:30 a.m. to 12:00 p.m.

Location: UMD Center for Economic Development

11 East Superior St. Suite 210

Duluth, MN 55802

Fee: No fee

Visit our website:

http://www.uimn.org

The UI Program is proud to offer the following pre-approved continuing education credits:

Society of Human Resources Management Professional Development Credits (PDCs)

American Payroll Association Recertification Credit Hours (RCHs)

HR Certification Institute (HRCI) Recertification Credits

NHRA Now a SHRM Foundation Chapter Champion!

Wed, 16 Jan 2019 21:02:40 GMT

Exciting News!

NHRA is now a SHRM Foundation Chapter Champion. We received this honor through our donations to the SHRM Foundation from chapter funds, hosting a fundraising event to benefit the SHRM Foundation, and conducting a leadership campaign.

Every gift SHRM receives, including donations from NHRA, will be used to deliver 300+ scholarships in 2018 and continue SHRM's work to engage and integrate military veterans in the workplace. Additionally, our contributions supported the launch of SHRM's Veterans at Work Certificate, a program developed for HR professionals to help them better understand the value veterans bring to the workplace and how to engage and integrate veterans in their organization.

This is one more example of how NHRA seeks to make a difference. Thank you for you continued support and participation!

FREE EVENT: Accessing Your Community Businesses - Understanding Your Rights and the Americans with Disabilities Act

Mon, 17 Sep 2018 23:49:08 GMT

For: People with disabilities, advocates, or family members.

Date: Saturday, September 22, 2018 – 10:00 a.m. to 2:00 p.m.

Location: Lake Superior College, S Building Room S-1981

2101 Trinity Road, Duluth MN 55811

Cost: No cost. A light lunch will be provided.

Space strictly limited to 30 people – register early before it's filled.

Email: duluthcod@gmail.com with your full name and contact information.

Include details of accommodation needs or dietary requirements.

Three of the state's leading advocacy organizations have joined forces with Duluth agencies who work with people with disabilities, to offer a hands-on workshop providing guidance and a greater understanding of the Americans with Disabilities Act (ADA). The workshop will help participants develop effective ways to address building access and compliance issues.

The workshop will include:

Civic Engagement: how to get involved in your community and communicate effectively with agencies and businesses.
Understanding Your Rights Under the Americans with Disabilities Act (ADA) Title III and barrier removal law.
Understanding Minnesota Building Codes: including technical requirements and hands-on training with measuring tools.

Produced by: ADA Minnesota, the Minnesota Council on Disability (MCD) and the Minnesota Department of Human Rights. Local co-sponsors include the Duluth Commission on Disabilities, AccessNorth, Lake County DAC, and Lake Superior College Disability Services.

FREE! Employer Focused Tax Sessions, Pre-Certified: SHRM, HRCI, APAR

Mon, 17 Sep 2018 22:21:27 GMT

The Minnesota Business Tax Education Partnership is holding seminars in Minnesota for employers and their representatives who are interested in information on state and federal employment taxes and other employer responsibilities. These seminars will be presented by experts from the Minnesota Department of Revenue and the Minnesota Unemployment Insurance Program.

October 10th (8:30am – 12:00pm) seminar content will include information on:

Worker status (independent contractor vs employee)
Employment Tax basics (withholding, depositing and reporting)
Unemployment Insurance (tax rates, wage reporting, benefit account issues)

Seminar Date and Location:

Date: Wednesday, October 10, 2018

Time: 8:30 a.m. to 12:00 p.m.

Location: Lake Superior College

2101 Trinity Road

Room S1981

Duluth, MN 55811

Fee: No fee

http://www.uimn.org/employers/help-and-support/educational-seminars/seminar-schedule.jsp

Visit our website:

www.uimn.org

The UI Program is proud to offer the following pre-approved continuing education credits:

Society of Human Resources Management Professional Development Credits (PDCs)
American Payroll Association Recertification Credit Hours (RCHs)
HR Certification Institute (HRCI) Recertification Credits

Continuing education certificates of attendance are available upon request.

14th Annual NHRA Golf Outing Feeds the Hungry, Benefits SHRM Foundation, & Marks a SUPER FUN DAY!

Sun, 02 Sep 2018 13:36:00 GMT

Thanks to Corporate Sponsors

1st Place Team: Score 31

Jamie Bird & Samantha Bird (Economy Garages), Chad Roberg (Hays Comp), Darren Galgano (Aflac)

2nd Place Team: Score 32

Corinne Krivinchuk, Mollie Devine-Webb, Aaron Tetzlaff & Shawn Burns (St. Lukes)

100% of Funds collected from raffle ticket sales and hole sponsors will be donated to Second Harvest Northern Lakes Food Bank.

SEE MORE PHOTOS ON FACEBOOK!

Opioid Crisis: FREE September Sessions, Lunch Provided

Wed, 27 Jun 2018 18:08:21 GMT

LIKE & SHARE - WIN FREE REGISTRATION AND LUNCH

Wed, 13 Jun 2018 16:21:44 GMT

YOUR CHANCE TO WIN FREE REGISTRATION AND LUNCH IS JUST 2 STEPS AWAY!

“Like” Northland Human Resource Association’s Facebook Page: https://www.facebook.com/northlandhra/
“Like” and “Share” event notification posts, it’s that easy!

Local HR Event Notification

Wed, 13 Jun 2018 15:41:50 GMT

Hays Companies is offering a complimentary white board series.

Risk Pool Management: How to Develop a Winning Health Plan

Eye-opening and strongly contrary to conventional wisdom, this foundational seminar establishes the critical thinking necessary to effectively manage a health plan. This seminar is for plan sponsors that are serious about optimizing recruitment and retention while minimizing cost and maximizing employee satisfaction.

Tuesday, June 19th - 2:00 PM - 4:00 PM

Networking and Appetizers to Follow

Greysolon Ballroom - Moorish Room

NHRA PRESS RELEASE

Mon, 07 May 2018 19:49:14 GMT

FOR IMMEDIATE RELEASE - MAY 22, 2018

Northland Human Resource Association (NHRA) Receives Prestigious SHRM Award for Advancing the HR Profession

NHRA EXCEL Award Press Release

SPECIAL ANNOUNCEMENT

Mon, 30 Apr 2018 14:45:12 GMT

Celebration Highlights

Honoring Members & Past Presidents
Patricia Stolee, President, awarding Arik Forsman
the 2018 NHRA Leadership in HR Award
A congratulatory video message from Elissa O'Brian, Chief Membership Officer - SHRM
Doing what we do best, LEARNING! Thank you to Peter Hafften, Age Well Arrowhead, for an informative and insightful presentation on Dementia in the Workplace
A wonderful breakfast and time to mingle with fellow business professionals

SHRM CONGRATULATES NHRA FOR 30 YEARS

Tue, 24 Apr 2018 16:05:50 GMT

Local HR Event Notification

Thu, 15 Mar 2018 15:51:16 GMT

Minnesota Business Tax Education Partnership holds FREE seminars in Duluth, MN this May for employers and their representatives who are interested in information on state and federal employment taxes and other employer responsibilities.

These seminars will be presented by experts from the Minnesota Department of Revenue, Minnesota Unemployment Insurance Program, the United States Department of Labor, and Minnesota Workers’ Compensation Insurers Association.

http://www.uimn.org/employers/help-and-support/educational-seminars/seminar-schedule.jsp