RKL’s Workforce Strategies team is here to help you navigate the complexities of today's HR environment with the updates, reminders and insights you need to maximize your most important asset — your people. We value your feedback, so let us know what you think of this newsletter!
FMLA Recertification Reminder
Employers may request a recertification no more frequently than every 30 days, unless the original certification specifies a duration exceeding 30 days, in which case recertification cannot be requested until the original certification expires. However, recertifications can be required every six months, even if the original certification was for a period longer than six months.
Let's Connect at these Upcoming Events
Wednesday, May 14: Join Us for an Open Demo of our HR & Payroll Solution, tailored for Senior Living Organizations
In this 30-minute demo, we’ll explore payroll processing, scheduling and time tracking, employee onboarding and benefits management modules all designed to help your team be more efficient, ensure compliance and gain insights while addressing the unique complexities of the Senior Living industry. Sign up here!
Tuesday, May 13: LSHRM Breakfast Meeting
Stop by our table and say hello to our Workforce Strategies team! We love the opportunity to connect with other HR and executives leaders and learn more about your plans, goals and priorities!
Federal Minimum Wage Changes in the Trump Era
On March 14, President Trump issued an executive order that revoked the previous Biden-era directive to raise the minimum wage for federal contractors. Under the rescinded order, federal contractors were scheduled to earn a minimum of $17.75 per hour by 2025. However, the minimum wage for contractors has now been reverted to $13.30 per hour. Learn more about this new Executive Order here.
Unlocking Financial Wellness: Embracing Tailored Benefits to Meet Workforce Needs
Financial wellness benefits continue to be highly valued by today's workforce, and an increasing number of employers are recognizing their importance. In 2023, only 14% of U.S. employees had access to financial planning benefits through their workplace. By 2024, this figure had doubled to 28%, as reported in PNC Bank’s Financial Wellness in the Workplace Report. According to Transamerica, it is anticipated that by the end of 2026, nearly half of employers will offer a comprehensive financial wellness program.
Employers contemplating the provision of financial wellness benefits should evaluate the specific needs of their current workforce and consider the feasibility of personalizing these benefits. For instance, younger employees might seek assistance with making a down payment on a home or managing student loans. Millennials and Gen Z employees often desire personalized financial planning, strategies to improve their credit scores, and retirement preparation. Similarly, Baby Boomers may also be interested in financial education and retirement planning.
Need help with your benefits package? RKL's Benefit Assessments might be right for you.
April 28 marks the World Day for Safety and Health at Work, an international awareness initiative spearheaded by the International Labour Organization (ILO). This campaign aims to advance the prevention of occupational accidents and diseases on a global scale. Annually, the ILO designates a specific theme, with the focus for 2025 being the effects of digitalization and artificial intelligence (AI) on the safety and health of workers.
Consider celebrating this holiday by organizing activities, including training, awareness campaigns, and event or attend the ILO's free virtual event.
Reasonable Accommodations for Employees with Disabilities
In the case of Tudor v. Whitehall Central School District, it was determined that employees with disabilities may be entitled to reasonable accommodations even if they are capable of performing essential job functions without them. A high school mathematics teacher filed a lawsuit against her school district for failing to provide a 15-minute break each afternoon, which she asserted was necessary to manage her PTSD. Although she acknowledged her ability to work effectively without the break, she claimed it was done "under great duress and harm." The district court initially ruled in favor of the school district. However, the Second Circuit Court vacated the district court's decision and remanded the case for further consideration.
Want to share feedback? Have an idea for a future edition?
