Q1 2026 
President's Report
Spring is just around the corner and 2026 is off to a wonderful start! The dedicated Board Members of STAHR have been busy planning for the year ahead to bring our members a nice variety of virtual and in-person events to allow you to stay connected to your fellow HR professionals.
Last year we began growing our committees to provide more members an opportunity to participate more in the work of STAHR. We’ve had a good response to our call for volunteers and have started to benefit from their hard work and dedication. However, there is always room for more. The more individuals involved in growing our chapter, the more valuable the membership experience will be for everyone. So, I’d like to send out a Call for Volunteers! There are many different areas in which you can contribute to the growth of our chapter:
- Programs
- Membership
- Workforce Readiness
- Communication
- Student Chapter Relations
- Legal/Legislative Affairs
- Certification
- SHRM Foundation
- Treasury Support
- Secretary Support
- Audit
- Nominations
If you’re interested in any of the above, please send an email to [email protected] and let us know which area(s) you’d like to help.
We also value feedback and input from our members of what you would like to see more, less or different. We are here to serve and want to make the most of this opportunity to learn from each other!
Sandy Jones, President
Welcome New Members
We want to say a big “Welcome!” to our newest STAHR members:
- Becky Bendert
- Jason Boles
- Alycia Decker
- Lori Edwards
- Marcy Fazio
- Colleen Harding
- Kevin Harlost
- Andonella Hogan
- Caroline Jeffrey
- Mary Beth Kiff
- Sarrah Krayeski
- Brianna Murphy
- Brendan O’Bryan
- Julia Pennella
- Meghan Porter
- Stephanie Reeve
- Gerald Tristan
- Farida Wieniarty
They must have heard the news that STAHR offers:
- Local networking opportunities with your HR peers
- Relevant programs to keep you up to date on HR best practices
- Professional development credits for HR recertifications
- Opportunities to volunteer with incredible people and make new friends
STAHR is a group of dedicated HR professionals committed to the community in which we live and work. We focus on building local connections and relationships as we navigate an ever-changing HR world. What better way to develop your career than to learn from others who understand the challenges we face here in the Southern Tier? STAHR presentations, workshops, and socials provide the opportunity not only to learn and network but to make forever friends. Who can beat that?
If you’re a member already, congratulations on a great choice!
If you want to join this fun group or renew your membership, it’s easy! Just visit our website at: https://stahrshrm.com/join.php. Do you know colleagues who haven’t joined yet? Send them to our website to check out membership benefits.
For corporate memberships, please contact STAHR president Sandy Jones, Treasurer Lisa Downey, or me at [email protected].
We look forward to seeing you at our next event!
Dianne Cappiello, Membership Director
Legislative Update
Join SHRM NY for Advocacy Day
SHRM NY is planning its annual Advocacy Day for February 24, 2026. This is a time when HR professionals come together to elevate our voice, engage with policymakers, and advocate for the workplace issues that matter most.
If you are interested in participating, register to learn more and join in.
https://web.cvent.com/event/bd2bb739-49b9-49c8-8656-f00db99aa253/summary
We encourage anyone participating to let your Legislative Co-Chair Mark Ward know you are participating so we can keep in touch throughout the process. [email protected]
Mark Ward, Legislative Co-Chair and Student Chapter Relations Director
Legal Update
Minimum Wage and Salary Threshold Increases
The new year brings new wage and salary requirements for New York employers. Effective January 1, 2026, New York's minimum wage is $17.00/hour in New York City, Nassau, Suffolk, & Westchester Counties, and $16.00/hour for the rest of the state.
The exempt salary weekly threshold has also increased. New York City, Long Island and Westchester County increases to $1,275.50 ($66,300.00 per year) and the rest of New York increases to $1,199.10 ($62,353.20) per year.
New rates are also in effect for the meal allowance and uniform allowances. Employers should review their payroll practices to ensure compliance with all adjusted wage-related requirements.
Public Works Project Electronic Certified Payroll
The New York State Department of Labor announced in late December that contractors on covered projects must begin using the electronic certified payroll portal for their monthly submissions beginning January 1. Covered projects include public work projects, privately owned prevailing wage projects, and various other related projects. Payrolls must be submitted at least every 30 days for the length of the covered project. Failing to submit a payroll on time may result in penalties of up to $100 per day after a 14-day grace period. The law that was enacted in 2024 and the updated electronic portal are designed to increase wage and hour compliance in the construction industry. More information is available here: https://dol.ny.gov/news/new-york-state-department-labor-announces-new-electronic-certified-payroll-submission.
“Trapped at Work Act” Requires Immediate Review of Employee Training and Education Agreements
The Trapped at Work Act, signed into law on December 19, 2025, took effect immediately and significantly impacts employer-paid training and education agreements. The Trapped at Work Act prohibits many types of common agreements that require an employee who has training paid for by an employer to repay that training if they leave before a stated period of time has passed.
The Act prohibits “employment promissory notes” which are defined as “any instrument, agreement, or contract provision that requires a worker to pay the employer, or the employer’s agent or assignee, a sum of money if the employee leaves employment before the passage of a stated period of time.” The law goes so far as to indicate such provisions are against public policy.
The Act contains certain exceptions to the prohibition. The following agreements are permissible:
(a) Agreements requiring the worker to repay the employer for sums advanced to the worker, unless such sums were advanced to pay for training related to the employment.
(b) Agreements requiring the worker to pay the employer for any property sold or leased to the worker.
(c) Agreements requiring educational personnel to comply with the terms of sabbatical leaves.
(d) Agreements entered into as part of a program agreed by the worker’s collective bargaining representative.
Violations of the law can subject the employer to fines of not less than $1,000, but not more than $5,000, for each violation. While the law is unclear about whether a worker may bring a private right of action, it clearly allows an employee to defend a claim by a former employer and to seek actual damages or $5,000, injunctive relief, and attorneys’ fees.
While there are amendments currently pending that are expected to limit and clarify the Act, employers should begin identifying affected programs and discussing changes with their legal counsel now.
NYS Credit Check Limitations
Effective April 18, 2026, most employers will face significant restrictions on using an applicants’ or employees’ consumer credit history in decisions to hire, terminate, promote, demote, discipline, or compensate employees, or in setting the terms, conditions, or privileges of employment.
The law contains exceptions for the following:
- organizations required to conduct such background checks under federal or state law or by a “self-regulatory organization” such as a national securities exchange, registered securities association, or registered clearing agency.
- peace officers or police officers or other law enforcement officials
- background investigations by a state agency (albeit with certain restrictions)
- positions required to be bonded
- positions required to possess security clearances
- non-clerical position having regular access to trade secrets, intelligence information or national security information as defined in the statute
- persons in a position: (a) having signatory authority over third party funds or assets valued at ten thousand dollars or more; or (b) that involves a fiduciary responsibility to the employer with the authority to enter financial agreements valued at ten thousand dollars or more on behalf of the employer
- persons in a position with regular duties that allow the employee to modify digital security systems established to prevent the unauthorized use of the employer's or client's networks or databases.
More information on this statute is expected prior to its effective date.
Dawn Lanouette, Legal and Legislative Director
Workforce Readiness
AI is quickly becoming part of everyday work. For many organizations, the real opportunity is not just adopting AI tools. It is planning for how people will use them well.
When AI adoption includes workforce readiness from the start, organizations see stronger trust, faster uptake, and better outcomes. HR plays a central role in making that happen.
AI Usage Is a Business Decision, Readiness Is a Planning Priority
The decision to utilize AI often begins with business goals such as efficiency, scalability, and innovation. The strongest implementations intentionally expand that conversation to include how work will change and how employees will be supported.
Including workforce readiness in AI planning means addressing questions such as:
· How will this tool change daily tasks or decision making?
· What skills will employees need to work effectively alongside AI?
· Where does AI support work and where does human judgment remain essential?
· How will ethical use, data privacy, and accountability be reinforced?
When these considerations are part of the planning process, AI adoption becomes less about learning a tool and more about building long term capability across the organization.
How HR Leaders Can Build Readiness into AI Adoption
HR does not need to own the technology decision to lead readiness. There are practical ways HR can add value during planning and rollout.
· Encourage leaders to account for training, role clarity, and governance as part of the overall investment.
· Align training to actual job use to build confidence and consistency.
· Clarify how people and AI work together by documenting where AI provides input and where employees review, decide, or finalize outcomes.
· Develop internal champions by identifying employees who can model effective AI use, share practical examples, and support peers as adoption grows.
· Establish clear guidance on appropriate use, data handling, and quality checks to help employees feel supported and confident.
· Plan for ongoing learning through short refreshers, shared prompts, and real examples help capability grow over time and support new hires well after launch.
· Measure what matters by looking beyond installation to adoption, time saved, quality of outputs, and employee confidence, then use those insights to improve training.
