RRHRPA Bulletin Board
The RRHRPA Bulletin Board is provided as a service to members. It contains general information about our chapter and it's members, including but not limited to job postings, meeting announcements, articles of interest, etc. Members are allowed to submit information to be published on the bulletin board by sending their request to rrhrpa@gmail.com. All requests are posted at the discretion of the Communications Chairperson and/or the Board of Directors.Scroll down to see past announcements. Most recent posts are at the top of the page and bolded headlines are featured in this month's Bulletin Board.
Posted 05/19/2025 - 2025 Scholarship Winner
Posted 05/19/2025- Neurodiversity Workshop
Posted 05/19/2025- Child Care Toolkit
Posted 05/19/2025- HR Question of the Month
Q: What labor law posters are required for remote workers in Illinois, and how can employers provide them?
A: Since January 1, 2024, Illinois law requires that employers with remote or traveling employees—those who do not regularly report to a physical workplace—must provide required labor law notices electronically. This requirement stems from amendments to several Illinois employment laws, including the Minimum Wage Law, Equal Pay Act, and Wage Payment and Collection Act.
To comply, employers should:
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Distribute via Email: Send the required notices directly to employees' email addresses.
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Post on Intranet or Website: Alternatively, make the notices available on the employer's website or intranet site, provided that the site is regularly used to communicate work-related information and employees can access it freely and without interference.
Required postings include:
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Your Rights Under Illinois Employment Laws (covering Wage Payment and Collection Act, Child Labor Law, Minimum Wage Law, Equal Pay Act, Victims' Economic Security and Safety Act, and One Day Rest in Seven Act)
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Paid Leave for All Workers Act Notice
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Equal Pay Act Pay Transparency Notice
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Victims' Economic Security and Safety Act Notice
These notices are available for download from the Illinois Department of Labor's website .Illinois Department of Labor
Best Practices:
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Ensure Accessibility: Confirm that remote employees can easily access the electronic postings.
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Regular Updates: Keep the electronic postings current with any legislative changes.
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Employee Acknowledgment: Consider implementing a system where employees acknowledge receipt of the notices, ensuring compliance and understanding.
Posted 04/17/2025 - Immegration Compliance & Preparedness
Register here: Webinar Registration - Zoom
Posted 04/17/2025 - HR Question & Answer of the Month
Can an employer count holidays against an employee's FMLA leave?
Whether an employer may count a holiday against an employee's Family and Medical Leave Act (FMLA) entitlement depends on how an employee is taking FMLA leave. As explained in U.S. Department of Labor's FMLA Fact Sheet #28I, when a holiday falls during a week in which an employee is taking the full week of FMLA leave, the entire week is counted as FMLA leave. However, when a holiday falls during a week when an employee is taking less than the full week of FMLA leave, the holiday is not counted as FMLA leave, unless the employee was scheduled and expected to work on the holiday and used FMLA leave for that day.
For example, an employer considers Thanksgiving a holiday and is closed on that day, and none of its employees work. One of its employees is taking 12 weeks of unpaid FMLA leave the last 12 weeks of the calendar year. The employer would count Thanksgiving Day as FMLA leave for that employee. If another employee is taking FMLA leave on a reduced workweek schedule and works Wednesday, Thursday and Friday each week, then Thanksgiving Day would not be counted as FMLA leave for that employee.
The DOL reiterated its guidance on the calculation of FMLA leave during a week with a holiday in a May 2023 opinion letter.
Posted 03/19/2025 - Trump's DEI Executive Orders Do Not Change VII
We thank, Anna Garcia, our Legislative Chair for sharing this article from SHRM detailing how Trump's DEI Executive Orders Do Not Change Title VII.
Posted 03/19/2025 - HR Question & Answer of the Month
Question: What options does an employer have with unused FSA funds?
Answer: Internal Revenue Service (IRS) rules provide an employer two options for unused health care flexible spending account (FSA) funds. Previously, employers had to follow the "use it or lose it" rule, meaning that any account balances left at the end of the year were forfeited. An employer must still follow the "use it or lose it" rule for dependent care FSA funds. A dependent care FSA plan allows for a reasonable time for employees to submit claims after the plan year-end, but all dependent care expenses must be incurred by plan year-end.
For health care FSAs, the first option allows employers to add a two-and-one-half-month grace period immediately following the end of each FSA plan year. The other option is to allow participants to roll over up to $660 of unused funds at the end of the plan year (in 2025) and still contribute up to the maximum in the next plan year. Choosing this option, however, has implications for an employer with a high-deductible health plan (HDHP) with a health savings account (HSA) because carryover FSA funds limit HSA contributions.
Under these rules, an employer may choose to adopt the carryover provision or the two-and-one-half-month grace period. It may not offer both. The FSA plan document must be adopted by the last day of the plan year from which amounts may be carried over, provided that the plan informs participants of the carryover provision.
For example, for an employer whose FSA plan allows a two-and-one-half-month grace period, an employee who elects to contribute $1,500 but incurs only $500 of eligible medical expenses during the plan year is allowed the two-and-one-half-month grace period to use the remaining funds. For an employer whose FSA plan allows the rollover of up to $660, the employee is allowed to carry over $660 into the next plan year. The amount in excess of the $660 allowable carryover, which in this example is $340, would be forfeited.
Employers may continue to use forfeited funds to apply to administrative costs incurred during the plan year, or they may credit those leftovers to employees' FSAs in the next year's plan, as long as the employer in no way bases the credit on employees' claims experience and does not violate the Internal Revenue Code Section 125.
Posted 03/19/2025 - SVCC Job Fair
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Posted 03/19/2025 - Taking Your Workforce or Non-Profit to the Next Level
Posted 02/13/2025 - SHRM Multistate Laws Comparison Tool
We thank, Anna Garcia, our Legislative Chair for reminding us that SHRM offers a Multistate Laws Comparison Tool that allows us to compare employment laws between states.
Posted 02/13/2025 - HR Question of the Month
Question: Can we accept an expired document when completing Form I-9?
Answer: No. Expired documents are not acceptable for Form I-9. However, you may accept employment Authorization Documents (Forms I-766) and Permanent Resident Cards (Forms I-551) that appear to be expired on their face, but have been extended by USCIS.
For more information on acceptable documents for verifying employment authorization and identity, including examples from the Form I-9 lists and guidance on receipts and expired documents, please refer to the comprehensive guide on Acceptable Documents for Verifying Employment Authorization and Identity.
Posted 02/13/2025 - Illinois Annual SHRM Conference
Click here to learn more about the Illinois SHRM Conference that is being held from March 31 - April 2nd in Tinley Park, Illinois.
Posted 02/13/2025 - Annual SHRM Conference
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Click here to learn more about the 2025 Annual SHRM Conference that is being held from June 29 - July 2 in San Diego, California.
Posted 1/12/2025 - Takeaways from New Illinois Pay Transparency in Posting Law
We thank, Anna Garcia, our Legislative Chair for providing us with the linked article from the SHRM website regarding key takeaways on the IL pay transparency in job postings law.
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Posted 1/12/2025 - HR Question & Answer of the Month
HR Question: Can we ask applicants to share their pronouns on our job application?
Answer: First, the question should be optional and clearly stated as such on the application. Second, if you ask for pronouns on the application, screeners and interviewers should use them. Your workplace culture won’t come across as authentic or inclusive if the applicant’s stated pronouns are disregarded.
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Posted 11/7/2024 - HR Question & Answer of the Month
HR Question: How can we help our employees feel more comfortable providing feedback about their managers?
Answer: Employees are often uncomfortable providing feedback about their managers because they fear workplace tension or retaliation, they aren’t sure what to say, or they don’t believe anything will change. The following practices can help address these concerns:
- Use a survey tool that will enable you to share results and feedback with managers anonymously. If you are unable to maintain anonymity by sharing the feedback directly with managers, have either the manager’s manager or someone outside of the department compile the feedback into themes to share.
- Explain to employees how their anonymity is maintained. Insight into how the survey functions will help them feel more secure.
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Posted 11/7/2024 - IL Pay Transparency Article
We thank, Anna Garcia, our Legislative Chair for providing us with the linked article from the SHRM website regarding the IL pay transparency in job postings mandate.
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Posted 11/7/2024 - Ask An Advisor Tool with SHRM Membership
Have an HR question? The Ask An Advisor tool included with your SHRM membership is a great resource! This member benefit includes up to 15 inquiries per 12-month membership period. Click here to learn more!
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Posted 11/7/2024 - IL Annual SHRM Conference
If you're interested in attending the IL Annual SHRM conference, click here to register!
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Posted 11/7/2024 - SHRM Annual Conference
If you're interested in attending the annual national SHRM conference, click here to register!
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Posted 10/11/2024 - HR Question & Answer of the Month
HR Question: We have remote and on-site employees. Do we have to post hard copies of required labor posters in the workplace, or can we provide only electronic ones on our internal web page for all employees to see?
Answer: As you have remote and on-site employees, we recommend doing both. In December 2020, the Department of Labor issued Field Assistance Bulletin 2020-07, which permits businesses to share the poster information electronically as a supplement to the requirement to post hard copies. Electronic posting is only allowed as a substitute for physical posters if the following conditions are met:
- All the employer’s employees exclusively work remotely;
- All employees customarily receive information from the employer via electronic means; and
- All employees always have readily available access to the electronic posting.
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Posted 10/11/2024 - Illinois Law Addresses AI
Check out this link on an updated employment law that addresses artifical intelligence.
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Posted 9/13/2024 - HR Question & Answer of the Month
HR Question: Does taking FMLA intermittently affect an employee’s full-time status or eligibility for health benefits?
Answer: No. The Family and Medical Leave Act (FMLA) is clear on this point. You must maintain the employee’s coverage under any group health plan with the same conditions as if the employee had not taken leave and been continuously working full time during the entire leave period.
The specific coverage should also be maintained, both in terms of who is covered under the plan (e.g., employee, employee and spouse, employee and family) and what the coverage includes (e.g., medical, dental, vision).
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Posted 9/13/2024 - Additional Requirement for Employers Using E-Verify
We thank, Anna Garcia, our Legislative Chair for providing us with the linked article from the Amundsen Davis website regarding the new Illinois requirement for employers using e-verify.
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Posted 9/13/2024 - Upskill Your Workforce
If you're interested in providing your employees with the tools to be great, check out this flyer from Sauke Valley Community College! They work around your schedule to provide high quality, personalized training opportunities at convenient times for your employees.
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Posted 5/9/2024 - HR Question & Answer of the MonthHR Question: We are looking to implement formal training programs. What types of training would you recommend we have for all employees?
Answer: Employee training is going to vary from industry to industry, but there are some types of training we recommend for all employers:
- Harassment prevention training explains what harassment is and how to avoid it, how to recognize inappropriate and unlawful behavior, and what the proper channels are for reporting concerns. Harassment prevention training is required in certain cities and states.
- Workplace safety training helps ensure that everyone understands the importance of a safe working environment, how to maintain a safe environment, and what to do in the event of an emergency.
- Cyber-security training helps protect company data from cyber threats. It teaches employees how to implement practices like strong passwords, how to recognize threats like phishing emails, and what to do in the event of a security breach. It’s a good training to conduct regularly as threats evolve and new practices become necessary.
- Job-specific training ensures that each employee has the necessary skills and knowledge to perform their tasks safely and effectively.
- Personal and professional development programs focus on improving skills, facilitating career advancement, and preparing employees for future openings and roles in the company.
- Leadership and management training is a good idea for everyone in or going into a leadership role. This training covers essential leadership skills like effective communication, decision-making, performance management, aligning individual and team goals, and delegation.
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We thank, Julie Hoak, our Certification Director Chair for providing us with the linked article from the SHRM website regarding study tips and exam myths regarding the certification exam!
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Janel Stahr, owner and COO of Stahr Media, would like to share with us information on our local news websites:
Free, local news at your fingertips
"In August 2023, my husband and I purchased AroundPtown.com, a news website covering Prophetstown, Erie, Tampico, Lyndon, Deer Grove and Morrison. AroundPtown has been in business for 10 years this year. The website gets approximately 70,000 visits per month, and we have a Facebook following topping 7,800. The news on AroundPtown is free to read, and we are 100 percent supported by advertising dollars from local businesses.
In December 2023, we launched The Radar Free Press at https://theradar.online. Similar in structure and functionality to AroundPtown, The Radar covers Sterling, Rock Falls, Dixon and the surrounding area. Based on population numbers, we are hopeful to reach 400,000 visits per month by the end of the calendar year. The news on The Radar is also free to read, and this summer we will launch premium entertainment content as a part of The Radar. We are currently looking for news items, advertisers and sponsors, and social media follows.
My husband and I have a rich history in the news industry. We met in 1998 while both working at the local newspaper. While there, we married and had our first child. We went on to work for multiple news organizations and "ink is in our blood." We are committed to providing hyper-local news, giving you facts you can trust, and the betterment and growth of our communities.
For those of you who run non-profits, please add us to your press release contacts: news@aroundptown.com and news@theradar.online. If you are interested in advertising your business, we'd love to speak with you about how we can help: advertising@aroundptown.com and sponsors@theradar.online. And of course, we would also love for you to follow us on social media; AroundPtown is on Facebook at @aroundptown. The Radar is on all social media platforms as @radarfreepress."
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We thank, Anna Garcia, our Legislative Chair for providing us with the linked article from the SHRM website regarding the EEOC providing guidance and examples of unlawful harassment.
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We thank, Kris Noble, the Executive Director at the Sauk Valley Area Chamber of Commerce for providing us with the linked article from Amundsen Davis regarding upcoming increases to exempt salaried employees.
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Posted 4/9/2024 - HR Question & Answer of the Month
HR Question: We’ve generally been tolerant of harmless pranks, but recently, an employee placed a suggestive picture on a coworker’s workstation and another employee saw it and complained. How should we respond?
Answer: It sounds like this prank could have crossed the line into harassment, even though the person who was offended wasn’t necessarily the intended target. As an employer, you have an obligation to prevent and deal with harassment complaints promptly and thoroughly. To that end, follow your standard procedure to investigate the incident and take appropriate action.
Be sure to document every step of your investigation and resulting actions taken so you can show you fulfilled your obligations. Having a clear record will also help you ensure similar situations are handled consistently in the future.
Going forward, you could prohibit pranks of any sort, but if they remain harmless and inoffensive while also inspiring joy in the workplace, a blanket ban might not be necessary. On the other hand, if most employees don’t enjoy the pranks or they’re significantly disruptive to the workplace, it might be time to lay down some new expectations around professionalism. In either case, employees should understand what lines not to cross and that “just having fun” is no excuse for violating company policies.
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Posted 3/9/2024 - HR Question & Answer of the Month
HR Question: A remote employee told us they were injured at home during their workday. What are our responsibilities?
Answer: When an employee informs you that they were injured while working from home, take the claim seriously and follow your usual procedure for a workplace injury. Here are the steps we recommend:
- Thank them for letting you know about the injury and ask if they need medical attention. If necessary, help them get it. Their health and safety should be your first priority.
- Have the employee complete a workers’ compensation claim form, which can be obtained from your carrier. The carrier should be notified as soon as possible.
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Posted 3/9/2024 - Article: New IL & Chicago Law for 2024
We thank, Anna Garcia, our Legislative Chair for providing us with the linked article from our IL SHRM State Legislative Directory regarding new IL laws.
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Posted 3/9/2024 - Webinar: Paid Leave for All Workers JCAR Update
the Joint Committee on Administrative Rules (JCAR) pushed consideration of the Illinois Department of Labor’s (IDOL) changes to its proposed rule for the implementation and enforcement of the Paid Leave for All Workers Act (PLAWA) until JCAR’s next meeting scheduled for March 12th.The Illinois Chamber will reach out to IDOL and engage them in the discussions recommended by JCAR. The Department is holding a webinar on March 21st. You can click here for more information on how to register.
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Posted 3/9/2024 - Upcoming Job Fair @ SVCC
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Posted 3/9/2024 - Galena Wine Trip
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Posted 3/9/2024 - Industrial Maintenance Bootcamp
SVCC will be hosting an Industrial Maintenance Bootcamp May 13th-17th, 2024 regarding various topics. Please click here for more information.
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Posted 3/9/2024 - 7 Week Auto Tech Program
SVCC and Whiteside Area Career Center will be hosting a 7 week, entry level, automotive technician program. Students will gain an entry level understanding in suspension and steering, brakes, exhaust systems, and routine maintenance and servicing of vehicle systems. Classes begin on May 28th, 2024. Please click here for more information.
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Posted 3/9/2024 - Bridging Differences (How Do You Handle?)
We thank, Rebecca Munoz-Ripley, our Diversity Chair for informing us of the linked quiz that can help you assess and reflect on how you handle differences with others! She has also included for us the handbook that is given at the end of the assessment for our convenience. Please click here for the handbook.
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HR Question: Can we ask employees if they are taking any medications that may impair their abilities to do their job?
Answer: Generally, no. The Americans with Disabilities Act restricts employers from asking medical questions of employees and protects the privacy of medical information. Asking about prescription medications would fall into the category of a medical-related inquiry and should only be done if job related and consistent with business necessity.
For such an inquiry to be job related and consistent with business necessity, you must have a reasonable belief, based on objective evidence, that an employee's ability to perform essential job functions will be impaired by a medical condition or that an employee will pose a direct threat to employee or public safety because of a medical condition.
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Posted 2/11/2024 - Upcoming Event: Heartland Healthcare Coalition's 21st Annual Conference
The Heartland Healthcare Coalition will be hosting their 21st Annual Conference on Friday April 26th, 2024 at the Embassy Suites Hotel & Conference Center in East Peoria, IL. Their guest speakers will be covering the latest hot button issues in healthcare!
The registration deadline is April 10th, 2024. Please see the attached flyer for more information!
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Posted 2/11/2024 - Illinois SHRM State Conference
Register NOW for the 25th Annual Illinois SHRM Conference!
The conference will be held April 30th-May 2nd, 2024 at the stunning Drury Lane Theatre in Oakbrook Terrace, IL. Please see the attached flyer for more information and how to register!
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Posted 2/11/2024 - Webinar: New Year, New Illinois Laws
The Illinois Chamber will be hosting a webinar on February 15th titled 'New Year, New Illinois Laws'. You can click here for more information and how to register. If you register, be sure to mention that you heard about the webinar through RRHRPA and that we're affiliated with the Sauk Valley Area Chamber of Commerce!
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Posted 2/11/2024 - Webinar: What You May Have Missed in Illinois Workers' Compensation
The Illinois Chamber will be hosting a webinar on February 27th titled 'What You May Have Missed in Illinois Workers' Compensation'. You can click here for more information and how to register. If you register, be sure to mention that you heard about the webinar through RRHRPA and that we're affiliated with the Sauk Valley Area Chamber of Commerce!
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Posted 2/11/2024 - Webinar: Wells Fargo's Neurodiversity Program
We thank, Rebecca Munoz-Ripley, our Diversity Chair for informing us of the linked webinar titled 'Beyond Inclusion: Wells Fargo's Blueprint for Neurodiversity Success' that will be held on March 14th. Wells Fargo will be unveiling the secrets behind their neurodiversity programs' unparalleled success. Their strategies have resulted in 98% employee retention!
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Posted 2/11/2024 - Free Veteran Skills Training @ SVCC
Join Goodwill & Sauk Valley Community College for FREE Veteran Skills Training! Connect with fellow veterans, broaden your network, and gain insights into diverse topics to enhance both your career and personal life throughout the year. They will be hosting several upcoming events in 2024. Their first event for the year will be held on February 28th. Please see the attached flyer for more information and how to RSVP.
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Posted 1/10/2024 - 2024 Minimum Wage Rates by State
Click on the link below for an overview of the new 2024 minimum wage rates by state as well as what is forecasted for 2025 in certain states!
sites/rrhrpa.shrm.org/files/2024%20State%20Minimum%20Wage%20Rates%20120423.pdf
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Posted 1/10/2024 - 2024 HR Roundtables
The Illinois Chamber will be hosting four virtual HR Roundtables in 2024 with the first meeting beginning on January 25th. These roundtables are hosted by a HR consultant and are NOT webinars. They are for you and the hot topics you want to discuss. Example topics discussed: best practices in training your employees, getting/keeping the right talent, employee handbooks - bring them for discussion, and your issues/questions.
You can click here for more information and how to register. If you register, be sure to mention that you heard about their roundtables through RRHRPA and that we're affiliated with the Sauk Valley Area Chamber of Commerce!
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Posted 1/10/2024 - FMLA, ADA, Workers' Comp, and IL Leave Laws Webinar
The Illinois Chamber will be hosting a webinar on January 18th titled The Intersection Between FMLA, ACA, Workers' Comp, and Illinois Leave Laws: Avoiding Pitfalls and Improving Compliance. You can click here for more information and how to register. If you register, be sure to mention that you heard about the webinar through RRHRPA and that we're affiliated with the Sauk Valley Area Chamber of Commerce!
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Posted 1/10/2024 - Workforce Safety Courses at SVCC
If you're looking to promote a safe and healthy work environment at your work place, visit www.svcc.edu/employer-services for course information!
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Posted 1/10/2024 - Making Self Care a Priority in 2024
We thank, Anna Garcia, our Legislative Chair for providing us with the linked article from Hacking HR on how to make self care a priority in 2024.
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Posted 11/2/2023 - Lunch and Learn
Here is a link to a Lunch and Learn shared with us by Rhonda DeWitte sponsored by the Sauk Valley Chamber of Commerce on Tuesday, November 14, 2023.
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Posted 11/2/2023 - Paid Leave for all Workers FAQ
Attached is the link provided by Julie Hoak to the most recently published FAQ for the Paid Leave for all Workers Act which was discussed at our Summer Seminar.
https://labor.illinois.gov/faqs/paidleavefaq.html
And Rebecca Munoz-Ripley also provided us with this link for upcoming webinars and more information on the Act https://labor.illinois.gov/laws-rules/paidleave.html
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Posted 11/2/2023 - SVCC Trip
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Posted 11/2/2023 - Trips and Falls training
Kendra Hull provided us with some recent training she went through for Trips and Falls and making your workplace safer. /sites/rrhrpa.shrm.org/files/Slip%20Trip%20and%20Falls%20Training.docx
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Posted 10/3/2023 - PFLAG Dinner
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