“I worked with Glenn for many years and always found him to be very knowledgeable and professional. He was always available to assist members of the field HR team with any issues or problems. All in all a great professional !”
Glenn Hryniewicki
Delray Beach, Florida, United States
355 followers
355 connections
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Alex Wilcoxon, SPHR, SHRM-CP, MSHROD
Building Strong Partnerships! At AW Human Resources Company LLC, we believe in the power of collaboration and networking. We are eager to develop brand new partnerships with internal HR professionals, other recruiters, and industry experts in NH, VT, and FL. Here’s why we should connect: ✅ Partnering with Internal HR Professionals Support and Collaboration: We work closely with your HR team to understand your unique needs and provide tailored recruitment solutions. Expertise: Our experience in Human Resources and Recruiting can complement your internal efforts, ensuring you find the best talent efficiently. ✅ Networking with Other Recruiters Synergy: Collaborating with fellow recruiters helps us all tap into broader networks and share insights on the latest industry trends and best practices. Split Fee Agreements: We are open to mutually beneficial split fee agreements, enhancing our ability to serve clients effectively by pooling our resources and expertise. ✅ Emphasizing the Importance of Networking Growth Opportunities: Building a strong network opens doors to new opportunities, partnerships, and market insights. Knowledge Exchange: Networking allows for the exchange of ideas, strategies, and innovations that drive the industry forward. 🚀 Why Choose AW Human Resources Company LLC? Commitment to Excellence: We are dedicated to providing exceptional recruitment services that align with your goals. Certified Expertise: Our Owner, Alex Wilcoxon, has multiple credentials in Human Resources, including SHRM-CP, SPHR, and Master's Degree. Passion for People: Our company is passionate about connecting businesses with top-tier talent and fostering long-lasting professional relationships. Direct Hire Focus: We specialize in meeting your direct hiring needs, ensuring you get the best candidates for long-term roles. Contingency-Based Recruitment: We work on a contingency basis, meaning we are highly motivated to support your recruitment needs and only succeed when you do. Innovative Solutions: We leverage a range of technology and methodologies to deliver efficient and effective recruitment outcomes. We are excited about the possibility of partnering with you and creating mutually beneficial relationships. Let’s work together to achieve great things! Connect with us today and let’s build a brighter future together. #Recruitment #HR #Networking #Collaboration #TalentAcquisition #Partnerships #ProfessionalGrowth #HRProfessionals #NewHampshire #Vermont
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Bellah Bultron
🚨Important Update for Employers: Changes to FLSA Overtime Rules in 2024🚨 Recently, the U.S. Department of Labor has announced significant updates to the Fair Labor Standards Act that will greatly affect overtime pay requirements starting this July. Key Changes: New Salary Thresholds for Exempt Employees: ▪ July 1, 2024: $844/week ($43,888/year) ▪January 1, 2025: $1,128/week ($58,656/year) Highly Compensated Employee Thresholds: ▪July 1, 2024: $132,964/year ▪January 1, 2025: $151,164/year What This Means for Employers: Employees earning below the new thresholds must be paid overtime for hours worked over 40 per week. Steps to Prepare: ▪Identify employees affected by the new thresholds. ▪Decide whether to increase salaries or reclassify employees as non-exempt. ▪Plan for potential overtime costs. ▪Stay informed about future updates. For more details, visit the DOL website, SHRM website, or you can always reach out! #FLSA #overtime #HR #business #employmentlaw #DOL
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Alex Wilcoxon, SPHR, SHRM-CP, MSHROD
🔍 Why Your HR Team Needs an External Recruiter 🔍 Even with an internal HR team, partnering with an External recruiter can elevate your hiring process. Here’s why small and medium-sized businesses in NH, VT, and SW FL should partner with AW Human Resources Company LLC for their direct hiring needs. 🌟 Expertise and Networks Recruiters bring specialized knowledge and extensive networks, reaching candidates your team might miss. ⏱️ Time Efficiency While your HR team handles multiple tasks, an independent recruiter focuses solely on finding the best talent, speeding up the process. 🔍 Fresh Perspectives External recruiters offer unbiased views and innovative strategies. 📈 Scalability Facing a sudden hiring surge? Recruiters help scale efforts efficiently without overwhelming your HR team. 💼 Industry Insights Recruiters stay updated on market trends, providing valuable insights and competitive intelligence. 🏆 Quality Candidates Recruiters have the tools and experience to present only top candidates, ensuring high-quality hires. Partnering with an independent recruiter like AW Human Resources Company complements your HR efforts, bringing expertise, efficiency, and quality to your hiring process. Want to enhance your recruitment strategy? Let’s connect! #SmallBusiness #NH #VT #SWFL #HR #Recruitment #Hiring #BusinessGrowth #TalentAcquisition
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Baldwin County SHRM
Overtime Rule: Raise Salaries or Reclassify Employees? Employers with exempt employees making less than the new minimum salary requirements for exempt workers will need to decide whether to raise salaries or reclassify employees as nonexempt. HR should consider the economic and morale impacts of reclassification. Background The overtime rule raises the standard salary threshold in two phases. Workers who do not earn at least $43,888 ($844 a week) as of July 1, 2024, will have to be paid overtime, even if they’re classified as a manager or professional. The salary threshold rises to $58,656 a year ($1,128 a week) as of Jan. 1, 2025. After that, there are automatic increases to the salary threshold every three years. Nondiscretionary bonuses and incentive payments (including commissions) paid on an annual or more frequent basis may be used to satisfy up to 10 percent of the standard salary level. To be exempt from overtime under the Fair Labor Standards Act’s (FLSA’s) executive, administrative, and professional (EAP) exemptions—the so-called white-collar exemptions—employees must be paid a salary of at least the threshold amount and meet certain duties tests. If they are paid less or do not meet the tests, they must be paid 1.5 times their regular hourly rate for hours worked in excess of 40 in a workweek. To qualify for the highly compensated employee exemption, an employee must be paid a total annual compensation of at least $132,964 (effective July 1, 2024) and then at least $151,164 (effective Jan. 1, 2025), paid on a salary basis. For the highly compensated employee exemption, the exempt worker only has to satisfy one job duty instead of the entire EAP job duties test, said Dena Sokolow, an attorney with Baker Donelson in Tallahassee, Fla. To read the entire article, visit Overtime Rule: Raise Salaries or Reclassify Employees. (shrm.org)
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Autumn Martin
🥁🥁 DRUMROLL PLEASE 🥁🥁 DOL Final Rule: Restoring and Extending Overtime Protections #employers Time to prepare! ✔ Review your employees' classifications and salaries to ensure full compliance with the new regulations. ❌ Failure to properly classify and compensate employees can lead to expensive legal implications! 💥 Effective July 1, 2024, the salary threshold will increase to the equivalent of an annual salary of $43,888 per year and increase to $58,656 per year on Jan. 1, 2025, from the current $35,568 per year. 💥The ruling also raises the total annual compensation threshold for highly compensated employees. This threshold will increase to the equivalent of an annual salary of $132,964 per year on July 1, 2024, and increase to $151,164 per year on January 1, 2025, from the current $107,432 per year. Knowledge is power, for all! 💪 #dol2024 #salarychanges #changeishere
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Michael Baumgartner
Robert Half technology jobs expert Paul Flaharty joined Scripps News to share good news for college graduates: "65% of employers plan to hire entry-level professionals in the 1st half of 2024. The technology clients in the southwestern United States that my teams at Robert Half service are telling us they're being asked to do more with less. But they're still expected to deliver on top priority initiatives and skills gaps are making it very challenging." His advice to college grads, “it’s a great idea to partner with a good recruiter. Someone that can help you navigate the market and some of the unexpected turns that you might face. But also, leverage your network, inclusive of your first and second-degree connections. That's really an opportunity to let your network work for you.” #RobertHalf #collegegraduates #entryleveljobs
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Domingo Rodriguez
**Hiring QA, Quality Auditor** Send resumes over to me: Domingo.Rodriguez@omegahms.com Call or text: 813-331-0606 Please share- Paying $300- $1,000.00 referral bonus. M-F 8-4:30 EST Salary: $25.50 Please answer screening questions and attach resume: 1. How many years of hands-on appeals experience do you have, including all the investigation required to determine if an appeal is necessary? 2. Explain your active experience in the past two years with – AR, follow up, appeals, underpayments, payor knowledge, research accounts, medical terminology, QA. 3. Does your resume reflect these skillset requirements within the last 2 years? (If not please update your resume to reflect this experience) 4. Can you provide an example of the steps you take when you audit an invoice (Please provide as much detail as possible) 5. Tell me about your experience with using websites to check the status of multiple claims with the payors? 6. Tell me about your experience with reading an explanation of benefits? 7. Can you explain what the explanation of benefits provides? 8. Tell me about your experience with understanding medical terminology? Give examples. 9. What is your experience what hospital /institutional claims? 10. Validate that you do not have any PTO scheduled during the first 90 days of the project. 11. How many years of medical billing experience do you have? 12. How many years experience do you have auditing medical claims? 13. Explain how your past medical billing can assist in this role?
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Brendan J. Nicholls, SHRM-SCP, HCMQA
HR Reminder: 2023 EEO-1 Reporting due June 4th, 2024. Here are the most common mistakes and how to resolve them: Background: The EEO-1 Component 1 report is a mandatory annual data collection that requires all private sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit workforce demographic data, including data by job category and sex and race or ethnicity, to the EEOC. Mistake 1) Excluding from the EEO-1 those employees who do not self-identify their race, ethnicity or gender Since this information is voluntary for the employee to provide, the best time to collect this info is during each employee’s onboarding because this will help avoid you begging your employees to complete a survey later. In instances where an employee declines to self-identify, EEOC recommends using "employment records or observer identification" to gather race, ethnicity, and sex information. Mistake 2) Reporting multiple establishments as a single establishment Including multiple establishments in one EEO-1 establishment report can lead to an inflated employee headcount of more than 50 and could potentially trigger a compliance review. Mistake 3) Failing to report that your employer has been through a merger, acquisition or spinoff ("ASM"). If your company recently completed an ASM and does not have all or part of the required EEO-1 Component 1 data, then employers must note this in the “Certification Comments” within the OFS and preface any such comments with the phrase “Additional ASM Information" to prevent receiving a “Failure to File” notice. https://lnkd.in/eQzBhjh7 Mistake 4) Not accurately classifying job titles into the correct EEO-1 category. Employers must report their workforce by 10 job categories. When assigning employees categories, employers should NOT depend on job titles alone, but include the job's required skills, training, duties, and responsibilities needed to perform. Mistake 5) Missing the reporting deadline. If you find yourself in this position, you will receive a “Notice of Failure to File” from the EEOC instructing you to submit and certify your data as soon as possible, and no later than 11:00 pm ET on Tuesday, July 9, 2024. After the Tuesday, July 9, 2024 “Failure to File” deadline passes, no additional EEO-1 will be accepted, and you're out of compliance. Turnover in HR or a lack of awareness of the filing requirement are not valid excuses. Mistake 6) Failing to complete the final step of the reporting process in the OFS: Certification! Sources: https://lnkd.in/eTJpUy8W https://lnkd.in/eG-pRrXM #compliance #HumanResources #EEOC #SHRM #employmentlaw #TitleVII #reporting
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Stephanie Reason, PHR MBA
Is your company ready for this shift on July 1st? Do you even know what any of this means? No? Let me help! Reach out and let’s discuss how this will impact your company. We still have time to map out a strategy to mitigate any risk and negative impact for both your employees and your business. #HRconsulting #fractionalhr
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HR Signature Links Inc.
Carly Wannos is an Employment Attorney and she is located in the state of Florida. Carly shared so many gems in a podcast with HR Signature Links and we loved it. (Podcast to air soon on HRsignaturlinks.app). You can see more of Attorney Wannos resources and trainings by visiting the app. Are you a business and have employees or plan to hire? Are you paying employees as vendors? You need to hear these upcoming tips presented during this podcast. Let’s continue to Link up in Business! #employees. #hrgems #employeesvsvendors #leadership
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Alex Wilcoxon, SPHR, SHRM-CP, MSHROD
Why Small Businesses in NH, VT and FL Should Partner with AW Human Resources Company LLC for Their Hiring Needs!! As a small business owner, every hire counts. Each new team member can significantly impact your company’s culture, productivity, and growth. Even if you have an internal HR department, partnering with an independent recruiter like AW Human Resources Company LLC can bring numerous benefits to your hiring process. Here’s why: ✅ Specialized Expertise: At AW Human Resources Company LLC, we specialize in finding the right fit for your specific needs. With deep industry knowledge and a broad network of potential candidates, we ensure you get access to top talent that might not be available through traditional channels. ✅ Time Efficiency: Recruiting is a time-consuming process. By outsourcing this task to us, your internal HR team can focus on other critical functions such as employee development, retention strategies, and maintaining a positive workplace culture. We streamline the hiring process, from sourcing candidates to conducting initial interviews, saving your team valuable time. ✅ Cost-Effective: While it may seem like an added expense, working with AW Human Resources Company LLC can be more cost-effective in the long run. The cost of a bad hire can be substantial, including lost productivity, training expenses, and potential negative impacts on team morale. We help minimize these risks by thoroughly vetting candidates and ensuring a better match. ✅ Access to Passive Candidates: Top candidates are often not actively looking for new opportunities. We have the skills and connections to reach passive candidates who might be perfect for your role but aren’t actively applying for jobs. In today’s competitive job market, partnering with AW Human Resources Company LLC can give your small business the edge it needs to attract and retain the best talent. Let’s work together to build a stronger, more successful team. #SmallBusiness #Recruitment #HR #TalentAcquisition #Hiring #BusinessGrowth #AWHumanResources #NewHampshire #Vermont
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Cyndi Karapogosian
Robert Half technology jobs expert Paul Flaharty joined Scripps News to share good news for college graduates: "65% of employers plan to hire entry-level professionals in the 1st half of 2024. The technology clients in the southwestern United States that my teams at Robert Half service are telling us they're being asked to do more with less. But they're still expected to deliver on top priority initiatives and skills gaps are making it very challenging." His advice to college grads, “it’s a great idea to partner with a good recruiter. Someone that can help you navigate the market and some of the unexpected turns that you might face. But also, leverage your network, inclusive of your first and second-degree connections. That's really an opportunity to let your network work for you.” #RobertHalf #collegegraduates #entryleveljobs
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Renee Ethridge
Hey HR leaders, managers and professionals! Meador Staffing is organizing a client seminar where you can earn 1 hour of SHRM CEU credits for FREE, and lunch will be provided. Don't miss this opportunity to learn and network with other HR professionals. If you're interested in attending, inbox us for more details. #meetmethere
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Carrie Lennington
Confidence levels among job seekers and employees experienced a decline in Q2 2024, with the Vaco Talent Pulse Report revealing that only 35% of respondents shared extreme confidence in their ability to get and hold a job right now, an 8% drop from Q1 2024. To learn more about current job seeker and employee confidence levels, check out the Q2 Vaco Talent Pulse Report. https://lnkd.in/evyXfq-Z #talentpulsereport | #jobseekerconfidence | #jobsearch2024
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