{"id":20479,"date":"2017-02-10T11:41:34","date_gmt":"2017-02-10T16:41:34","guid":{"rendered":"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/2017\/02\/employee-retention-new-state-legislation-are-seen-as-key-issues-for-employers-to-address.html"},"modified":"2017-11-08T10:59:50","modified_gmt":"2017-11-08T15:59:50","slug":"employee-retention-new-state-legislation-are-seen-as-key-issues-for-employers-to-address","status":"publish","type":"post","link":"https:\/\/www.glensfalls.com\/glensfallsbusinessjournal\/2017\/02\/employee-retention-new-state-legislation-are-seen-as-key-issues-for-employers-to-address\/","title":{"rendered":"Employee Retention, New State Legislation Are Seen As Key Issues For Employers To Address"},"content":{"rendered":"
\n
\n\"dhianna\n<\/div>\n
\nDhianna Yezzi is the president and owner of Integrated Staffing.<\/p>\n

Courtesy Integrated Staffing\n<\/p><\/div>\n<\/div>\n

\nBy Liz Witbeck\n<\/div>\n

There are many aspects involved with being a small business owner. Operating a business is rewarding, but no easy feat. Anybody considering starting a company needs to keep in mind the key component of dealing with employees.<\/p>\n

Dhianna Yezzi, president and owner of Integrated Staffing, which has locations in Saratoga Springs, Glens Falls, and Albany, said the most pressing issue facing employers today is retaining employees.<\/p>\n

“The biggest issue is finding candidates that are qualified and then want to stay in that position,” she said.<\/p>\n

From the vantage point of Noreen DeWire Grimmick, an attorney with Hodgson Russ, there are pieces of legislation taking effect this year that impact business owners and employers. She said some will continue to be phased in over time.<\/p>\n

One of the most recent changes to employment laws is that as of Dec. 31, the minimum wage increased to $9.70 for most non-exempt employees, she said. For exempt executive and administrative employees, there are also rules regarding the minimum salaries that these employees must earn each week.<\/p>\n

Some employers have purposely misclassified their employees, said DeWire Grimmick. In an attempt to stop employee exploitation, Gov. Andrew Cuomo signed an executive order, passed into law in July, that set up the Joint Task Force on Employee Misclassification and Worker Exploitation. It is comprised of 13 state agencies including the Division of Human Rights, Department of Health, Department of Taxation and Finance, State Police, the Workers’ Compensation Board and others. The task force shares information about misclassification of employees and worker exploitation.<\/p>\n

\n
\n\"employment\n<\/div>\n
Noreen DeWire Grimmick is a partner with the Hodgson Russ law firm.<\/p>\n

Courtesy Hodgson Russ\n<\/p><\/div>\n<\/div>\n

“The implications to employers are great. Clearly employers should be aware that one complaint–no matter how well grounded or not–can open an organization to the attention of a number of agencies all at once. A single investigation, or multiple investigations conducted by one of more of these state agencies, will be expensive and time consuming for employers,” said DeWire Grimmick.<\/p>\n

In April, Cuomo signed a legislation providing paid family leave. This will be phased in over a four-year period, beginning on Jan. 1, 2018, she said.<\/p>\n

Leave may be taken for any of the following reasons: to provide for a family member suffering from a health issue; to bond with a child during the first 12 months after birth, adoption, or foster care placement; to attend to obligations because a family member is on active duty. To qualify, employees must work a minimum 26 consecutive weeks prior to applying for paid family leave. Employees who qualify for paid leave will be entitled to 50 percent of their pay, with a pay cap equal to 50 percent of the New York weekly average pay. When fully phased in, the pay is expected to be set at 67 percent.<\/p>\n

She said the legislation will impact more employers in New York state than the Family and Medical Leave Act of 1993 (FMLA), a federal law requiring covered employers to provide employees job-protected and unpaid leave for qualified medical and family reasons.<\/p>\n

“All employers who fall under the scope of the New York State Workers Compensation Law will be obligated to provide paid family leave,” she said.<\/p>\n

“Since New York employers have another year to prepare for these changes, it is recommended that they become familiar with the legislation, train their personnel, and modify their procedures and policies to be in compliance when the law goes into effect,” she said.<\/p>\n

On employee retention, Yezzi said managers are currently focused on the wrong things during the hiring process.<\/p>\n

“A lot of people focus on getting a candidate in, not keeping them,” she said. “As we go into 2017, it’s a question of keeping them happy.”<\/p>\n

She said business owners must focus on how to retain qualified candidates. Some effective ways to do that include taking time to understand a candidate’s needs and the unique needs of the workplace. Benefits, employee assistance, vacation days and flextime are all important to retention.<\/p>\n

Since the beginning of the new year, Integrated Staffing has helped place 11 people in permanent positions and many more in temporary or temporary-to-permanent positions, said Yezzi.<\/p>\n

She noted that during February, there will be a resume clinic every Tuesday, 5-6 p.m. ,at the Saratoga Springs office, 463 Maple Ave. Job seekers can have their resume reviewed and receive advice on job searching.<\/p>\n

Employers needing assistance with understanding the laws surrounding employment can contact DeWire Grimmick a 465-2333.<\/p>\n","protected":false},"excerpt":{"rendered":"

Dhianna Yezzi is the president and owner of Integrated Staffing. Courtesy Integrated Staffing By Liz Witbeck There are many aspects involved with being a small business owner. Operating a business is rewarding, but no easy feat. 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