Jennifer Carli-Murphy, Snelling

Jennifer Carli-Murphy,  Exceptional People, Exceptional Opportunities.

Jennifer has been an active member of BNHRA for 25 years. She is currently the Branch Manager of the Buffalo, Snelling office, where she brings over 30 years of experience in the staffing industry. In this time Jennifer has become an expert at developing and retaining partnerships with a diverse variety of individuals, organizations and companies in the WNY Region. Jennifer created and executed innovative recruiting strategies to achieve success in the market. She is a respected leader in the Staffing Industry, where she has had the privilege of mentoring many other professionals in their journey to success. Since 1951, Snelling has helped match exceptional people with exceptional opportunities, and continues to set the standard of excellence in recruiting/staffing. By combining award-winning history with industry-leading technology, Jennifer and her team at Snelling have what it takes to solve your most complex recruiting challenges or connect you with the job opportunity you seek quickly and efficiently.

Social Security Star - April is National Social Security Month (April 2019)

Pat Herberger, SPHR, SHRM-SCP, Independent Associate - Senior Director, LegalShield | IDShield

Pat has been a member of BNHRA for over 40 years, is a past Chapter Treasurer and has earned her SPHR. She worked for 25 years as an HR generalist (her last position being VP of HR for FedEx Trade Networks) before joining LegalShield & IDShield 15 years ago to offer employees Legal and Identity Theft protection as innovative benefits. When she worked in HR, employees would come to her with their personal problems, and while Pat was sympathetic, she was not able to give legal advice since she was not an Attorney. When she learned of LegalShield, she was excited to be able to offer people affordable access to Attorneys for any issue from the trivial to the traumatic, as well as Identity Theft protection to help with risk mitigation. She also conducts many free Lunch & Learns to engage employees, the most popular being Identity Theft Awareness and Will Preparation. She also volunteers her time and resources to the disadvantaged in her community.

2019-March 27: Department of Labor Issues Replacement Rule for FLSA Overtime Exemptions

Department of Labor Issues Replacement Rule for FLSA Overtime Exemptions

The United States Department of Labor (DOL) recently issued proposed new regulations that would increase the minimum salary level requirements under the Fair Labor Standards Act (FLSA) for the executive, administrative and professional (“white collar”) overtime exemptions, as well as the highly compensated employee (“HCE”) overtime exemption. The proposed new regulations replace the Obama administration’s controversial 2016 salary level increases that were found invalid by a federal court.

While the proposed new regulations would require employers to pay higher salaries to meet the white collar and HCE overtime exemptions under federal law, their effect in New York State (“New York” or “State”) will be
limited compared to many other parts of the country. The proposed higher salary level will have no impact on executive and administrative employees in New York because the State salary level for those employees already exceeds the newly proposed increased federal levels. The proposed salary increases will, however, affect professional employees in New York, as the State does not have a minimum salary level for professional employees.

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2019-March 7: New York State Department of Labor Abandons (for Now) Proposed “Call-In” and Scheduling Regulations

New York State Department of Labor Abandons (for Now) Proposed “Call-In” and Scheduling Regulations

In January 2019, we reported that the New York State Department of Labor (“DOL”) had, for the second time, issued proposed new “call-in” and scheduling regulations.  Those regulations would have expanded when employers covered by the Minimum Wage Order for Miscellaneous Industries and Occupations (“Wage Order”) had to pay overtime non-exempt employees call-in pay, as well as imposed new obligations to pay such employees for unscheduled shifts, cancelled shifts, on-call time and callfor-schedule shifts. In an unexpected about-face that will allow New York employers to maintain their existing scheduling flexibility, the DOL announced last week that it was allowing the proposed regulations to expire.

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