Sheri Buchanan

Sheri BuchananSheri joined Redstone Government Consulting, Inc. in December 2012 as a Human Resources Consultant. She provides HR consulting services to our customers on a wide range of issues, from specific projects to an ongoing outsourced solution of the human resources function. Sheri has two decades of experience in providing a comprehensive assessment of all areas of HR, including establishing and implementing policies and practices, contract transition efforts/onboarding, and investigations. Sheri’s experience covers a broad spectrum of compensation planning and analysis for total compensation projects, reasonableness assessments including executive compensation, compensation philosophy development, total reward strategies, benefits analysis, market pay and pay equity evaluations. She regularly supports clients with the analysis and mapping of labor categories and the preparation and analysis of wage calculations and supports clients in pricing disputes with DCAA. Sheri has a wealth of experience in navigating the many compliance challenges associated with Service Contract Act and Davis Bacon Act. She has been a valuable resource to our clients in all these areas. She stays abreast of the various requirements of the Department of Labor and, of great importance to government contractors, the Office of Federal Contract Compliance Programs, as well as other federal and state regulations impacting human resources. Professional Experience Prior to joining Redstone Government Consulting, Inc., Sheri served in various roles in the Human Resources arena. While employed by a mid-size government contractor she assisted with database development, recruiting, affirmative action planning and contract proposals. Sheri later became an Employment Specialist with one of the largest employers in Huntsville, where she assisted and led managers in the interpretation and documentation of the progressive disciplinary process, conducted employee investigations and allegations of discrimination, sexual harassment, wrongful discharge and employee disputes, conducted unemployment hearings and conducted new employee orientation. Sheri developed and presented management training, administered facility compensation plan, monitored staffing budgets and wrote job descriptions and handbook revisions.

Recent Posts

Labor Laws and Regulations Update

With a Presidential Memorandum halting all proposed federal regulations that have not yet taken effect and pausing the Department of Labor’s (DOL) appeal of the nationwide injunction on the overtime rule which would double the minimum salary for exempt status, we are curious how the new administration will impact employer responsibilities, particularly those of federal contractors. While we certainly hope for some respite, we won’t speculate on what might happen, and we continue to encourage employers to be diligent in compliance with those regulations which have recently taken effect as well as those that employers have been slow to tackle.

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Topics: Contracts & Subcontracts Administration, DFARS Business Systems

Effective December 1, 2016: New Dollar Threshold for Salary Exempt Employees

Updated October 26, 2016

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Topics: Compliant Accounting Infrastructure

MONEY, MONEY, MONEY: Is Your Employee Compensation Fair?

From the signing of the Lilly Ledbetter Fair Pay Act and the creation of the National Equal Pay Task Force and throughout Obama’s administration, we have seen a consistent push for “fair pay” (viewed from the perspective of the Federal Government). Equal Employment Opportunity Commission (EEOC) Chair Jenny Yang explained that “Since the creation of the President’s Equal Pay Task Force in 2010, the EEOC has investigated tens of thousands of charges of pay discrimination, and through our enforcement efforts, we have obtained more than $85 million in monetary relief for those who have faced pay discrimination based on sex.” Of passing interest, the amount is only shown in absolute terms/dollars because in relative terms the recovery (using annualized data) is approximately .000025% of total full-time employee compensation in the United States (annual monetary relief of $17,000,000 and total annual full-time employee compensation is approximately $6,842,500,000,000). Regardless of the statistical insignificance, in relative terms, it is clear that they mean business and that they’ve only just begun--not to be confused with the 1970’s Carpenter’s Song; “We’ve Only Just Begun”.

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Topics: Compliant Accounting Infrastructure, DFARS Business Systems

Does the Service Contract Act Apply to Your Company and Are You Compliant?

Updated 9-27-2022

What is the Service Contract Labor Standards (SCLS)?

The McNamara-O’Hara Service Contract Act (41 U.S.C. §§ 351-358) (SCA) requires contractors and subcontractors performing services on prime contracts in excess of $2,500 to provide service employees certain minimum wage and fringe benefits when performing work on those awarded federal service contracts. The Department of Labor is responsible for enforcing SCLS.

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Topics: Contracts & Subcontracts Administration, Service Contract Act

PROPOSED CHANGES TO FLSA Would Significantly Impact Overtime Pay Requirements

The Fair Labor Standards Act of 1938 (FLSA), which is administered and enforced by the Wage and Hour Division (WHD) of the Department of Labor (DOL) imposes, among other things, minimum wage and overtime pay requirements. It is certainly nothing new and has been a hot topic amongst Human Resources professionals over the past months as President Obama directed the Secretary of Labor to update the regulations. With much speculation and rumblings of possible changes, all have been anxious for the impending proposed rule to be revealed.  

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Topics: Proposal Cost Volume Development & Pricing, Government Compliance Training

Federal Acquisition Regulation (FAR) Implementing Executive Order 13672 Prohibiting Discrimination Based on Sexual Orientation and Gender Identity

Though multiple legislative efforts have failed in amending Title VII to include sexual orientation and gender-identity to the list of protected classes which cannot be discriminated against, President Obama’s Executive Order (EO) 13672, signed on July 21, 2014, and the subsequent guidance issued by various government agencies leaves government contractors with changes to make in this arena.  Like EO 11246, Equal Employment Opportunity, issued in 1965, it impacts virtually all government contracts with a very low threshold of $10,000 or more in federal contracts or subcontracts.  Exclusions are few and unaltered as currently stated in the regulations, 41 CFR 60-1.5.

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Topics: Small Business Compliance, Government Compliance Training, DFARS Business Systems, Human Resources, Office of Federal Contract Compliance Programs