April 2021
Meeting Topic
HR: STEPPING OUT ON UNCHARTED PATHS!
WITH MINNIE LENOX
April 27, 2021 | 11:30 A.m.
VIRTUAL - LINK WILL BE EMAILED CLOSER TO THE EVENT.
We will explore the paths that HR has taken and look at ways to navigate these uncharted paths ahead. There is a “Paradigm Shift” taking place right before us. Look at today’s world events: they are affecting our workplaces, especially our employees. HR is being uniquely positioned to do some amazing things like help to undo systemic inequities that have become so embedded in our workplaces for generations. HR has a voice and it needs to let go of that fear of conflict, because it will happen, but evaluate and educate all about the facts surrounding Diversity, Equity and Inclusion. Are you ready to accept the challenge to move into this arena?
MINNIE LENOX, a native of Hot Springs, attended the historic Langston High, Hot Springs High Indiana University and University of Oklahoma, She is the Director of Human Resources for the City of Hot Springs. She has written and conducted numerous workshops in Professional Development, Customer Service, Teamwork, Leadership in Today’s Workplace, Diversity in the Workplace, Sexual Harassment, Dealing with Negativity in the Workplace, You are Important-You are Needed-and You are Necessary, Drama Queens, Stress Management and Workplace Ethics. She has been very involved in the community, especially working with our youth, through various tutoring programs as the past Community Faith-Based Tutoring Liaison for the Hot Springs School District. Her hobbies include motivational speaking, conducting numerous training seminars, and writing, producing and directing various church plays, bowling, golfing and reading. She and her husband Lonell, a professional trainer/recruiter driver for Elite Transportation of New Jersey, have four children; and attends Union Missionary Baptist Church and is the Youth Education Coordinator.
One hour of SHRM PDC & HRCI is pending.
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WCASHRM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Monthly Sponsor
A true American success story, Alliance Rubber Company owes its beginning to the ingenuity of one man – William H. Spencer, who left his Franklin, Kentucky home in 1904 at the age of 13. Traveling by rail to seek adventure, he found himself in Alliance, Ohio in 1917 with less than $3, and began working for the Pennsylvania Railroad. Six years later on March 7, 1923, he obtained a few Goodyear inner tubes and cut the bands by hand in his basement where he founded Alliance Rubber Company. In those days, newspapers were blocked and thrown in the general direction of the porch. After seeing the Akron Beacon Journal blowing across lawns, he persuaded them and the Tulsa World to try wrapping them with a band. He went on to pioneer other new markets for bands, agricultural and industrial applications as well as a myriad of other uses.
After almost a century, Alliance is still a family owned business with a rich and distinctive American heritage. What started as a simple, practical, and reliable solution for everyday life has been transformed by our 150 Alliance Rubber Company team members into a multi-faceted collection of more than 2,000 products and tools designed for “Holding Your World Together.” Our associates make the difference in our brand. Their attitude and passion for quality of customer service shines. Over 60% of the Alliance Rubber Company team has been with the company for over five years, enabling us to make some of the world’s best banding products at our manufacturing facility in Hot Springs, Arkansas.
MONTHLY SPONSORSHIPS OPPORTUNITIES
Would you like to have a captive audience of human resource professionals? WCASHRM holds a meeting on the last Tuesday of each month featuring a luncheon speaker on a topic critical to our day-to-day success. The opportunity to sponsor our monthly luncheon is an exclusive opportunity within your particular industry or service. As a sponsor of our monthly meeting you receive:
- Logo on the WCASHRM website for 1 month with link to sponsor's website
- Logo and recognition in Monthly Newsletter and Meeting reminders
- Recognition in Social Media Events and Thank you Post after the meeting
- Email Blast to membership (optional) (Content provided by sponsor)
- Five minute presentation at beginning of monthly meeting
- Recognition by the chapter president at the meeting
- When we resume meeting in person, these benefits are included:
- Vendor Table to display products at the event
- Lunch for 2 company representatives
COST:
Member companies: $75
Non-members: $125
You can register online with the option to pay by credit card or by check. Please note the month you are wishing to sponsor. Then, please email the [email protected] with your Organization's website address, description and logo in JPEG, BMP, PNG or TIF format. Newsletter deadline is the first of each month.
Contact [email protected] about sponsorship opportunities or visit Marketing Opportunities for more information.
Click on FULL CATALOG TO PAY.
COVID News
Governor Asa Hutchinson announced last week, the statewide mask mandate will be lifted effective immediately. The Friday, Eldredge & Clark labor and employment attorneys have put together some much needed guidance in the form of frequently asked questions to help business owners understand how this affects their place of business and current requirements set for employees and customers.
Q. As a business/employer, can I still require my employees and/or customers to wear a mask after the Governor drops the mask mandate?
A. Yes, and you likely should.
- The CDC has released guidance for vaccinated individuals. Click here to read.
- These guidelines include continuing to wear masks in public spaces, including the workplace.
- The CDC guidance also says that employees should continue to follow the protocols of their individual employers.
- Additionally, new OSHA workplace guidance provides many suggestions, mirroring the CDC’s guidance. Click here to read.
- The new OSHA guidance emphasizes the use of masks and recommends that employers provide all workers with face coverings.
- The OSHA guidance provides: “Workers who are vaccinated must continue to follow protective measures, such as wearing a face covering[.]”
- The OSHA guidance is advisory in nature but comes with a warning that employers have a general duty to keep their workplace free from recognized harms that cause death or serious physical harm. The guidance aims to abate the risk of these harms.
Q. What if an employee refuses to wear a mask citing Constitutional grounds, no directive in place, disability, etc.
A. Employers generally may require employees to wear masks while at the workplace even if there is no state mandate. If an employee claims a medical condition or disability, the employer should engage in the interactive process to determine if there is a reasonable accommodation under the ADA. The most common accommodations include working from home, moving the employee to a position or location where he/she does not interact with other individuals, or offering wearing a face shield.
Q. What are the legal ramifications of NOT requiring masks?
A. There are a few things you should be aware of in terms of legal ramifications and responsibility:
- In order to receive immunity under the Governor’s AR Executive Order, an employer must follow CDC and OSHA guidelines. Thus, not requiring masks may strip you of immunity.
- Not requiring masks may make you susceptible to an OSHA investigation.
- The OSHA General Duty Clause requires employers to provide their workers with a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm. COVID-19 and risk of exposure to COVID-19 are considered recognized hazards. An employer could be subject to an OSHA investigation if accused of violating this general duty.
- Not requiring masks may make you liable for unemployment claims
- The Arkansas Court of Appeals recently ruled that quitting a job where the employer failed to undertake COVID-related precautions was not considered unreasonable. Thus, employees may be entitled to unemployment benefits if they quit because of the risk of exposure to COVID-19 at the workplace. Keener v. Dir., Dep't of Workforce Servs., 2021 Ark. App. 88 (2021).
- Additionally, on February 25, 2021, the U.S. Department of Labor released guidance that expands workers’ eligibility for federal unemployment insurance. This means that workers will be eligible for Pandemic Unemployment Assistance if their regular unemployment benefits were denied because the employee refused to work or accept an offer of work at a worksite because they were not in compliance with coronavirus health and safety standards. In some cases, workers may be retroactively paid from the beginning of the PUA program.
- If employees are operating under a collective bargaining agreement, there may be a clause that could be triggered if the union believes they are working unsafely.
Q. If all employees have been vaccinated, do they have to wear a mask?
A. The current CDC guidance recommends vaccinated individuals wear masks in public places, including the workplace. This guidance may change, so stay tuned for more updates.
Q. If the statewide mask ordinance goes away, are local ordinances still in effect and have to be followed?
A. As announced at his press conference, cities and localities will be permitted to implement their own mask mandates.
- Even if there is not local mandate in place, businesses may institute or maintain a mask requirement for employees and customers while on their property. As discussed above, we encourage businesses to maintain a mask requirement consistent with current CDC and OSHA guidance to limit any potential liability.
- We expect more guidance from the State on the lifting of the mask mandate and will continue to provide updates.
Q. Any recommended signage for businesses that will still require masks?
A. Signage that communicates that masks are required for entry may help combat any claims of discrimination or arbitrary enforcement. Signage should be visible at each entrance, and ideally, readable from a distance of several feet to help prevent congregating at entrances.
Click here for printable versions of new signage produced by the Arkansas State Chamber of Commerce requiring that masks must still be be worn when entering a business. Click here for Spanish.
Upcoming Events
Member Company, Express Employment invites our membership to attend a FREE virtual leadership training event on April 21. It is also approved for 2 credit hours with SHRM, HRCI, CPHR and HRPA. Here is the link for more information and registration: https://www.expresspros.com/expresstalks/
