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State Considers More Business Killing Regs
Unfortunately, New York State has a habit of creating policies that punish businesses. In the past two years, business owners in New York have had to ingest several onerous mandates such as new wage orders, higher minimum wages, and a new paid family leave policy. Now the Department of Labor is considering another mandate, known […]
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Unfortunately, New York State has a habit of creating policies that punish businesses. In the past two years, business owners in New York have had to ingest several onerous mandates such as new wage orders, higher minimum wages, and a new paid family leave policy.
Now the Department of Labor is considering another mandate, known as the “call-in pay” regulation that will, if adopted, place additional strain on affected businesses. In short, the “call-in pay” regulation would require employers to provide employees with a 14-day work schedule and, if there is deviation from that schedule, the employer must pay the employee “call-in pay.” The amount of “call-in pay” depends on when and how the worker’s schedule deviates. In some cases, an employer would be required to be pay an employee four hours at minimum wage.
The intention of this proposed regulation is to address challenges some workers face with erratic work schedules. Unfortunately, as is too often the case, the proposed regulation instead of taking a reasonable approach to address the issue, takes a one-size-fits-all approach and fails to balance the interest of the employee and the employer.
While this mandate will have a substantial impact on all businesses effected, its impact will be significantly negative for small businesses. While national chains and big-box stores have thousands of employees, small businesses operate with far fewer employees. An employee calling in sick for a national retail store will cause less disruption and scheduling issues than an employee calling in sick at a small business that employs less than 10 individuals. Presumably, in this type of situation, the small-business owner would either have to cover the shift himself or call in another employee to fill the shift. Under the proposed regulations, if an employee was called in to cover the shift as described above, the employer would have to pay the employee the additional call-in rate along with his regular wage. Penalizing a business for scheduling issues beyond its control is excessively punitive.
Secondly, it is unclear why the Department of Labor has settled on mandating a 14-day schedule as opposed to a shorter period. In today’s business world, circumstances can change quickly. Orders can come in, be filled and be out the door to customers in less than a day. On the other hand, customers have more options and years of loyalty to a supplier is no longer the reality. Penalizing an employer for his or her inability to predict work flow 14 days in advance illustrates that the Department of Labor does not understand how modern business works. A more balanced workable approach would be a shorter time-period.
Finally, the proposed regulations fail to provide an exemption for weather-dependent businesses. What happens if, within the 14-day scheduling period, weather plays a role in the employer’s ability to provide a service? For example, what if there is no snow for a snow-removal company to plow. Would the company still have to provide call-in pay for the employees whose work schedule was canceled? Again, the proposed regulations are divorced from how business works and at the very least, weather-dependent businesses should be exempted from the regulations.
These proposed regulations have yet to be adopted by the New York State Department of Labor. I and other legislators have written to the department expressing our concerns over the regulations. It’s my hope that the agency listens to our concerns and at the very least amends the regulations to better match the realities of today’s business. If the Department of Labor goes ahead and adopts the regulations as proposed, I would look to work with my legislative colleagues, to enact legislation that would overturn the department’s adoption of the call-in pay regulations.
William (Will) A. Barclay is the Republican representative of the 120th New York Assembly District, which encompasses most of Oswego County, including the cities of Oswego and Fulton, as well as the town of Lysander in Onondaga County and town of Ellisburg in Jefferson County. Contact him at barclaw@assembly.state.ny.us, or (315) 598-5185.
JOHN R. MAY, CPA, was recently elected president/CEO of Piaker & Lyons, CPAs. RICHARD A LYNCH, CPA, was elected executive VP and treasurer of the firm. Both positions became effective in January.
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JOHN R. MAY, CPA, was recently elected president/CEO of Piaker & Lyons, CPAs. RICHARD A LYNCH, CPA, was elected executive VP and treasurer of the firm. Both positions became effective in January.
C&S Companies has hired ANDREW MAXWELL as senior program manager and innovation strategist. Maxwell, who was a 2017 candidate for City of Syracuse mayor, comes to C&S from a career in public service and brings significant experience and expertise in government and public works projects. He is currently a visiting scholar at SUNY-ESF. Maxwell served
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C&S Companies has hired ANDREW MAXWELL as senior program manager and innovation strategist. Maxwell, who was a 2017 candidate for City of Syracuse mayor, comes to C&S from a career in public service and brings significant experience and expertise in government and public works projects. He is currently a visiting scholar at SUNY-ESF. Maxwell served as the director of policy & innovation for the City of Syracuse and has also been the director of the Syracuse-Onondaga County Planning Agency. As the founding director for the City of Syracuse Bureau of Planning & Sustainability, he coordinated the completion of the Syracuse Creekwalk and Connective Corridor.
Pinckney Hugo Group has hired MEGAN DAIGLE as an assistant account manager, and JESSICA KUMMROW as a junior art director. Daigle has a bachelor’s degree in business analytics and marketing from the Madden School of Business at Le Moyne College.Kummrow has a bachelor’s degree in graphic design from SUNY Oswego.
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Pinckney Hugo Group has hired MEGAN DAIGLE as an assistant account manager, and JESSICA KUMMROW as a junior art director. Daigle has a bachelor’s degree in business analytics and marketing from the Madden School of Business at Le Moyne College.Kummrow has a bachelor’s degree in graphic design from SUNY Oswego.
Zoey Advertising has hired LOU THOMAS as a communications specialist. She has both master’s and bachelor’s degrees from SUNY Cortland in sports management and history, respectively.
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Zoey Advertising has hired LOU THOMAS as a communications specialist. She has both master’s and bachelor’s degrees from SUNY Cortland in sports management and history, respectively.
NBT Bank has promoted North Syracuse branch manager BENJAMIN VERRETTE to assistant VP. He has almost 20 years of experience in the financial services industry. Verrette joined NBT Bank in 2015 as branch manager of the North Syracuse Office. Verrette previously worked for M&T Bank. He graduated from SUNY Buffalo with a degree in economics
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NBT Bank has promoted North Syracuse branch manager BENJAMIN VERRETTE to assistant VP. He has almost 20 years of experience in the financial services industry. Verrette joined NBT Bank in 2015 as branch manager of the North Syracuse Office. Verrette previously worked for M&T Bank. He graduated from SUNY Buffalo with a degree in economics and finance. NBT Wealth Management announced that
ANDREW ZURLO has been promoted to assistant VP. He joined NBT Bank in 2013 as
a part of the bank’s management development program. After completing the program, Zurlo joined the NBT Wealth Management team as a wealth management associate and was promoted to trust investment officer. He currently works as a product and project manager for NBT Wealth Management. Zurlo graduated from Siena College with a bachelor’s degree in finance and earned his MBA at Villanova University. NBT Bank has promoted Pulaski branch manager
LAURA DENNY to assistant VP. She has more than 20 years of experience in the financial services industry. She graduated from SUNY Cobleskill with an associate degree in business administration.
CFCU Community Credit Union has promoted REBECCA ROBERTS to VP of learning and development. She began her career at CFCU in June 2011 as an executive assistant to the president and CEO. During Roberts’ time at CFCU, she has held positions of principal of strategic initiatives and assistant VP of learning and development. She has
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CFCU Community Credit Union has promoted REBECCA ROBERTS to VP of learning and development. She began her career at CFCU in June 2011 as an executive assistant to the president and CEO. During Roberts’ time at CFCU, she has held positions of principal of strategic initiatives and assistant VP of learning and development. She has a bachelor’s degree from Radford University and a master’s degree in education from the University of South Carolina. Roberts is a graduate of Leadership Tompkins Program and holds a certified innovation executive designation.
CHARLES J. POLKA has joined Hill & Associates Financial Services, Inc. in DeWitt as VP and registered representative. He graduated from Syracuse University, where he was honored with selection as a Syracuse Remembrance Scholar. Polka subsequently earned his master’s degree in public administration from the Maxwell School at Syracuse University. For the previous 14 years,
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CHARLES J. POLKA has joined Hill & Associates Financial Services, Inc. in DeWitt as VP and registered representative. He graduated from Syracuse University, where he was honored with selection as a Syracuse Remembrance Scholar. Polka subsequently earned his master’s degree in public administration from the Maxwell School at Syracuse University. For the previous 14 years, he has been affiliated with CitiStreet Associates, MetLife Resources, and the Barnum Financial Group, based in Southeastern Connecticut. Polka is series 7 and 66 licensed.
DENISE C. MILDE has been named corporate director of total rewards for the Mohawk Valley Health System. She earned her bachelor’s degree in industrial and labor relations from Cornell University and her MBA from Fordham University. Milde is a certified executive compensation professional, a professional in human resources, certified by the HR Certification Institute, and
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DENISE C. MILDE has been named corporate director of total rewards for the Mohawk Valley Health System. She earned her bachelor’s degree in industrial and labor relations from Cornell University and her MBA from Fordham University. Milde is a certified executive compensation professional, a professional in human resources, certified by the HR Certification Institute, and a Society for Human Resource Management certified professional.
ERICA KENNERKNECHT has been named nurse manager for 3A at the St. Elizabeth Campus of the Mohawk Valley Health System (MVHS). She has been employed by MVHS since 2013 and has served as a staff nurse for the Neuro Peds, 3A and 3B units at the St. Elizabeth Campus and most recently served as clinical educator for 3A. Kennerknecht earned her associate degree from St. Elizabeth College of Nursing in Utica and her bachelor’s degree from Grand Canyon University. She maintains certification in medical surgical nursing from the Academy of Medical Surgical Nurses.
HCR Home Care has added three new employees to its Onondaga County operations. SARAH DEYOUNG has been hired as a home health aide; DEVINA HORTON, RN, joins as assessment nurse; and NICOLE SCHEEL, RN, as a case manager.
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HCR Home Care has added three new employees to its Onondaga County operations. SARAH DEYOUNG has been hired as a home health aide; DEVINA HORTON, RN, joins as assessment nurse; and NICOLE SCHEEL, RN, as a case manager.
Stay up-to-date on the companies, people and issues that impact businesses in Syracuse, Central New York and beyond.