July News and Events

July Newsletter - News and Events

Overturning Roe v. Wade - What it Means for You as an Employer

As the news of the Supreme Court Decision to overturn the 50-year precedent of Roe v. Wade hit the internet, many companies began enacting sweeping policies in an attempt to help retain their employee's rights. As employers, we know that every policy has long term implications, and even policies with the best intentions can create significant legal issues and unlock a maze of unintended regulations.

Even though this decision was leaked in February, many health plans and legal counsel did not take immediate action to understand what the long term and short-term effects of this decision would be and how those effects would impact health care in the United States. Now that we are several weeks out from the decision, we are beginning to understand what this MIGHT mean for U.S. employers.

To begin, polices created as a result of this decision overlap multiple areas: Health Care, Gender Equality, Americans with Disabilities Act, HIPPA, Religious Freedom, NLRA, and ERISA. Therefore, creating policies specific to abortion, such as we will pay for travel expenses related to out of state abortion care, overlap a multitude of legal mazes. For those who have heard me speak, you know that I often say that just because the "big companies" are doing it, does not mean they are doing it right. Did you know that policies created related to health care expenses that are not part of your current health care plan - meaning you tweeted that you will pay for all of your employees' abortion related care - are subject to ERISA and are in practice creating a second health plan?

So, what can you do?

Let your employees know that this is on your mind and that you are working to make sure they have access to the health care services they need.
Work WITH your health plan to make changes to ANY medical benefit you are offering your employees.
DO NOT monitor your employee's social media or take any employment action based on your employee's political or religious views.
Provide support. Regardless of what side you are on, emotions are running high. Provide your employee with information on your EAP.

I know that is a lot but think back on the last 3 years and all of the legal and regulatory changes we have already been through. YOU CAN DO THIS! and we are here to support you as you navigate this new landscape.

Meet our newest HR Coordinator
Carla Ward

Carla comes to us from New Mexico where she lived for the last nine years. She has an extensive background in Human Resources and has worked for companies such as Target.

Carla is joining our Charter School team. She is excited to help schools provide amazing environments for their employees. Carla is committed to equality and ensuring everyone has an equal chance at success.

You can get to know Carla at Carla@ALTHRPartners.com

Will we see you at the Rock the Boat conference?

Stop by booth 62 and say hi. We would love to see you!

(Plus, we'll have candy)

Meet Zoe and Erika!

Zoe and Erika have been assisting us during their summer vacation. They are both wizards on the computer and can figure out programs and systems faster than the rest of us.

Never discount the amazing work dedicated teenagers can do for your business!

ALT HR Partners is a specialty HR consulting firm that helps small and medium size companies mitigate their risk and increase their employee morale. We specialize in four key areas: Employee Lifecycle Management, Employee Relations and Difficult Conversations, Policy Development, and Strategic Planning.