RISBJ V5 No11

volume five issue eleven

Creating A HEALTHY RHODE ISLAND ECONOMY

A Good Analogy

Healthcare IN THE OCEAN STATE

BUSINESS AND A SPORTS TEAM

Professional

Growth

For The Entrepreneur H E A L T H S O U R C E

R I

F O R

E M P L O Y E R1 S

www.risbj.com | volume five issue eleven

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UPCOMING EVENTS NETWORKING&WORKSHOPS

EVENT

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RISBJ | rhode island small business journal

5:00 pm 117 Main Street, Wakefield

contents

volume five issue eleven

INSIDE THIS ISSUE

8

6 Upcoming Events 8 Small Business News 12 Governor Gina M. Raimondo 13 Quick Stats On Healthcare 14 HealthSource RI For Employers

12

18 More Than A Smile 20 Rhode Island Foundation

15

22 Professional Growth For The Entrepreneur

16

24 How Patience Pays Off In A New Job Search 26 5 Common Handbook Pitfalls 27 Things To Do After You’ve Organized Your Office

ON THE COVER volume five issue eleven

28 Personnel Practices 30 Business And A Sports Team 33 Rhode Island Business Plan Competition

Creating A HEALTHY RHODE ISLAND ECONOMY

A Good Analogy

Healthcare IN THE

OCEAN STATE

BUSINESS AND A SPORTS TEAM

Professional

Growth

For The Entrepreneur H E A L T H S O U R C E

R I

F O R

E M P L O Y E R S

Featured Growwing With IMG Healthcare in the Ocean State

22 www.risbj.com | volume five issue eleven

7

SMALL BUSINESS

NEWS

Rhode Island-Based Jobs O c t o b e r

U n e m p l o y m e n t

PROVIDENCE, RI – The RI Department of Labor and Training announced today that the state’s seasonally adjusted unemployment rate for October 2016 was 5.5 percent, down one-tenth of a percentage point from the September rate. Over the year, the unemployment rate is also down one-tenth of a percentage point from the October 2015 rate of 5.6 percent.

The U.S. unemployment rate was 4.9 percent in October 2016, down one-tenth of a percentage point from the previous month and down one-tenth of a percentage point over the year.

The number of unemployed RI residents—those residents classified as available for and actively seeking employment— was 30,600, down 500 from the September figure of 31,100.

Over the year, the number of unemployed dropped by 100.

A total of 7,051 individuals collected Unemployment Insurance (UI) benefits in October 2016,* down from 7,463 a year ago.

This month, UI claimants accounted for 26.6 percent of the total unemployed.

The number of employed RI residents was 526,600, up 200 from the September figure of 526,400. Over the year, the number of employed RI residents was up 4,200 from October 2015.

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RISBJ | rhode island small business journal

The RI labor force totaled 557,300 in October 2016, down 300 from September 2016 but up 4,200 from October 2015.

JOBS BASED IN RHODE ISLAND:

Estimated nonfarm payroll in Rhode Island totaled 492,400 in October, reflecting a gain of 1,700 jobs from the revised September estimate of 490,700. October snaps two consecutive months of job declines which totaled 800 jobs.

Since January 2016, a total of 3,900 jobs have been added to the economy. In comparison, the number of nonfarm jobs was up 3,000 during this same period in 2015. Overall, jobs are up 6,600 from October 2015.

Employment in the Professional & Business Services sector rose by 900 in October, fueled by job gains reported in the professional & technical services and administrative & waste services subsectors. Over the year, the number of jobs within the Professional & Business Services sector is up 2,800.

After reporting a loss of 900 jobs each in September, both the Educational Services and Health Care & Social Assistance sectors responded by each adding 700 jobs in October.

Employment in Educational Services is up 400 from a year ago, while employment in Health Care & Social Assistance is up 300 from October 2015.

R a

SMALL BUSINESS

NEWS

Up 1,700 from September

a t e

D r o p s

t o

The Arts, Entertainment & Recreation, Construction, Financial Activities and Other Services sectors each added 100 jobs in October. Among these sectors, employment in the Arts, Entertainment & Recreation (+200), Other Services (+200) and Construction (+100) sectors are up over the year, while employment in Financial Activities is down by 400 during this period.

Employment in the Manufacturing sector continued to trend down in October, shedding 500 jobs from September. The October job loss marks three consecutive months of job losses totaling 1,100 jobs. The number of manufacturing jobs is down 300 from a year ago.

Smaller monthly job losses were reported in the Accommodation & Food Services (-200), Government (-100), Transportation & Utilities (-100) and Wholesale Trade (-100) sectors. Among these sectors, employment in Accommodation & Food Services is up 2,800 from a year ago, while employment in the Government sector is up 100.

The number of jobs in the Wholesale Trade sector is down 300 from October 2015, while employment in Transportation & Utilities remained even.

5 . 5

P e r c e n t

The October employment level in the Information, Retail Trade and Mining & Logging sectors remained unchanged from September. Over the year, Retail Trade employment is up 1,000 while Information Services is down 300. Mining & Logging is unchanged over the year.

MANUFACTURING: In October 2016, production workers in

the Manufacturing sector earned $18.74 per hour, up thirty cents from September 2016, and up one dollar and sixteen cents from October 2015. Manufacturing employees worked an average of 39.5 hours per week in October, up one-tenth of an hour from September and up eight-tenths of an hour from a year ago.

ABOUT DLT: The RI Department of Labor and Training

offers employment services, educational services and economic opportunities to both individuals and employers.

DLT protects Rhode Island’s workforce by enforcing labor laws, prevailing wage rates and workplace health and safety standards. The department also provides temporary income support to unemployed and temporarily disabled workers.

For more information, please call the RI Department of Labor and Training at (401) 462-8000 or visit the web site at www.dlt.ri.gov. www.risbj.com | volume five issue eleven

9

SMALL BUSINESS

NEWS

Major Gift Helps Event Raise $125,000

For Children’s Behavioral Health And Grief Counseling Services

EAST PROVIDENCE, RI – Bradley Hospital in East Providence—the nation’s first and New England’s only psychiatric hospital devoted exclusively to children and adolescents—joined forces in October with FRIENDS WAY, located in Warwick and serving as Rhode Island’s only bereavement program for children, to raise critically-needed funds for children’s services.

The two organizations came together for the first time for a shared golf tournament at Ledgemont Country Club in Seekonk, Massachusetts. Spurred by a $50,000 leadership donation from Joe Ruggiero, Sr., owner of Ledgemont Country Club, the outing raised an unprecedented $125,000 for children’s behavioral health and grief counseling services.

Mr. Ruggiero encouraged event organizers to share a day at Ledgemont to maximize the interest of golfers who care about children’s mental health. “Bradley and FRIENDS WAY are unique in that they help children and families when they need it most, in ways that no one else can,” said Ruggiero.

“For many, mental health isn’t one of the first things to come to mind when thinking about ways to help children, but I feel strongly that it’s an area where we can make an enormous

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RISBJ | rhode island small business journal

difference, and that’s exactly what these two organizations are doing.”

“We are incredibly fortunate to have Joe Ruggiero as a close ally to both Bradley Hospital and FRIENDS WAY,” added Daniel J. Wall, President of Bradley Hospital and Interim President of Gateway Healthcare, FRIENDS WAY’s parent organization and a fellow Lifespan affiliate. “These two organizations are natural partners, and having such a good friend in common makes a tremendous impact on the children we care for.”

Funds generated through the Play4Kids Golf Tournament— including Ruggiero’s donation—will support the areas of greatest need at both organizations, with a portion of Bradley’s funds restricted to supporting the hospital’s signature Healing Arts program. FRIENDS WAY’s services are not reimbursed through insurance, so all of the organization’s work is supported solely by philanthropy.

Joe Ruggiero, Sr. serves on the FRIENDS WAY Board of Directors, and on the Bradley Hospital Board of Governors. In addition to Ledgemont Country Club, he is owner of First Auto Group in Fall River and North Attleboro.

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www.risbj.com | volume five issue eleven

11

GOVERNOR | Gina M. Raimondo

A Message From

Gina M. Raimondo

A healthy Rhode Island Economy

Depends On Healthy Rhode Islanders

by Governor Gina M. Raimondo

As Governor, I know how important it is for every Rhode Islander to have access to affordable health care. After all, a healthy Rhode Island economy depends on healthy Rhode Islanders. That’s why I’m glad to report that the Affordable Care Act is working, and that it’s working best in states like Rhode Island, which have fully embraced its reforms.

Last month, news came out that the national average premium purchased on a state exchange is expected to rise as much as 22 percent next year. Plans on the federal exchange are expected to increase 25 percent. But in Rhode Island, it’s a completely different story. Many customers enrolled in plans through HealthSource RI will actually see their premiums decrease next year. Some Rhode Islanders will see a reduction of more than 5 percent. That’s money back in Rhode Islanders’ pockets and back in our economy.

Additionally, over the last three years, we’ve expanded health coverage to more than 95 percent of Rhode Islanders, reducing our uninsured rate from more than 11 percent in 2013 to 4.2 percent

Many customers enrolled in plans through HealthSource RI will actually see their premiums decrease next year. Some Rhode Islanders will see a reduction of more than 5 percent.

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RISBJ | rhode island small business journal

in 2016. That is extraordinary progress towards getting more Rhode Islanders insured, we’re putting Rhode Island on the path to growth and innovation.

Another great success is HealthSource RI for Employers. As of October, HealthSource RI for Employers has enrolled 593 Employers, representing 4,638 lives. This represents 7.9% of the small group market in Rhode Island and is among the top market shares of any state-based exchange in the nation.

HealthSource RI for Employers is the only source for offering Rhode Island small businesses the Full Employee Choice model. This allows businesses to set a defined contribution and allow employees to apply that contribution to affordable health plans from multiple carriers. HealthSource RI for Employers also offers a full complement of services for the employer to ensure that they’re able to focus on running their business.

HealthSource RI has a team of customer service representatives available to meet with business owners one-on-one to ensure they have the support they need.

Additionally, HealthSource RI is now able to connect employers with several ancillary benefits such as vision, life, accident and medical bridge coverage.

Rhode Islanders have a lot to be proud of. We’re leading the nation in green energy technology with the country’s first offshore wind farm, doing more for education and infrastructure than ever before, and making major strides in retooling our economy for the 21st century. And now, thanks to our commitment to the Affordable Care Act, we can add one more success to that list. By expanding insurance coverage and keeping premiums affordable, Rhode Island has managed to defy national trends and, in the process, secure a healthier, more prosperous future for all Rhode Islanders.

Quick Stats On Healthcare In Rhode Island And Throughout The U.S. | SMALL BUSINESS

Quick Stats onHealthcare

i n R h o d e I s l a n d a n d t h r o u g h o u t t h e U. S. The number of people in Rhode Island without health insurance is below

5%

Adults with diabetes have better access to care than all Rhode Island adults for all 4 healthcare access measures according to

ri.gov

According to America’s Health Rankings, Rhode Island has the highest child

immunization

Men are more likely to be uninsured than women

coverage among the states

According to an HHS data report, approximately

$4.1 billion

in healthcare costs has been saved by hospital improvements in patient safety

Roughly 10.3 million

adults in America gained health coverage between January 2012 and June 2014, according to a study published in The New England Journal of Medicine www.risbj.com | volume five issue eleven

13

Benefits of Small Bus

What Business Owners Need to Know

HealthSource RI for Employers allows you to attract and retain top talent by offering your employees exclusive benefits. In addition to the Full Choice program, HealthSource RI for Employers has newly partnered to offer ancillary products including vision, life, accident and medical bridge!

The following illustrates how Full Choice works: Joe owns a manufacturing company in Providence. He selects a plan that costs $500/month per individual. He decides to contribute $325/month towards the individual premium.

The Full Choice Program • •

✓

•

Ancillary Benefits • • •

Joe’s employees can either pick the coverage he selected or choose another health insurance plan, using Joe’s $325 contribution to help pay the monthly premium. If the plan they select is more expensive, the employees pay more out of their paychecks. If the plan is less expensive, the employees pay less.

Ask your broker about HealthSource RI for Employers or call our Business Engagement Team at 1-855-683-6757 HealthSource RI for Employers Small Business Health Options Program (SHOP) program has been recognized nationally as one of the best functioning SHOP small business exchanges in the United States. If you are a small business owner, healthcare remains one of your top expenses.

Joe writes a single check to HealthSource RI M O R E

HealthSource RI for Employers can now connect you to low-cost ancillary benefits such as vision, life, accident and medical bridge Plans offer a safety net for business owners moving to or considering a move to a High Deductible Health Plan (HDHP) Voluntary benefits provide employees with peace of mind and financial protection (and may increase savings on healthcare premium costs)

The Business Engagement Team at HealthSource RI for Employers provides the information and resources you need to understand health plan offerings - along with unmatched service and support. The future of healthcare is here today - call for a free quote!

✓

F14 ORISBJR

Exclusive source to offer employees a multiple carrier option that lets business owners customize health plan offerings like never before Employees can pick the healthcare plan that works best for them and employers can offer any combination of carriers, health plans and metal levels to suit their needs and budget Ultimate defined contribution option allowing business owners to manage costs

I N F O R M A T I O N

| rhode island small business journal

P L E A S E

V I S I T

siness Health Options Program “There is absolutely no downside to looking at the options available - especially now that HealthSource RI for Employers has partnered to offer ancillary products. We remain committed to helping the small business community,” says Melissa Travis, Business Sales Lead at Healthsource RI for Employers and Vice-Chair at SBA Committee on Healthcare (recipient of the SBA District Director Award for her work helping small business owners) The SHOP program is available to businesses with 50 or fewer employees, and unlike individual coverage, employers may enroll in SHOP to provide coverage to employees at any time during the year.

Small Businesses That Utilize HealthSource RI SHOP MojoTech is a software development and design agency that partners with clients to deliver software that solves their most complex business problems.

Since its launch in February of 2008, MojoTech has produced over 100 projects. For a small business in Rhode Island, MojoTech grew fast and wide; they currently employ 47 employees – 32 in Providence, Rhode Island; 10 in Boulder, Colorado; one in each New York City, New York, and Washington, DC; and three employees who work remotely.

Working with HealthSource RI for Employers offered MojoTech flexibility they never had before using the Full Choice program. With this program, employees have a baseline to select whichever plan is best for them. MojoTech’s team has selected 13 different plans, ranging from one of the lowest premiums up to the highest platinum plan offered. Employees have expressed they like the choice because it allowed them to upgrade to a plan that saved money in the long-run, while others say the choice made it possible to enroll in a plan with lower premiums. “There is no way we’d be able to offer such a diverse menu to our team on our own,” says Jacob Brier, director of operations at MojoTech.

Also, by working with HealthSource RI For Employers, MojoTech’s employees can benefit from their expertise to deliver better service and more information. This gives the MojoTech team the chance to speak privately about healthcare decisions, which often includes personal medical and financial information. Having an expert for their team to work with makes it easy to get questions answered, and in a timely matter.

MojoTech covers 100% of the cost for an individual plan, but increasing premium costs were making that unsustainable. They wanted to provide options for their team, particularly team members who had enrolled dependents. Their broker, Jeffrey Brier, of Brier & Brier, knew of MojoTech’s desire to control costs without making its employees pay significantly more for health insurance. Brier then advised they meet with the HealthSource RI for Employers team, and now a year later, MojoTech feels it was clearly the right move for them.

“The combination of customer service and product offering pairs excellent with excellent,” says Jacob, “Working with them has improved my ability to manage our health benefits, it’s helped us control costs, and it’s provided a great benefit to our team.”

W W W . H E A L T H S O U R C E R I . C O M /www.risbj.com E M |Pvolume L five O issue Y eleven E R 15S

Health insurance is one of a business owner’s biggest expenses – call today to learn about why so many businesses are signing up!

M & M Disposal combines Frank and Paul Macera, two 4th generation trash haulers, who bring fifty years of combined experience to the industry. After their father sold the previous company, Frank and Paul started M & M Disposal in 1999, with one truck and five dumpsters. In the last 17 years, they’ve grown and now have 12 trucks, servicing over 1000 containers each week. They can haul away anything except for hazardous waste, and offer full service disposal from residential and commercial containers, small demolition jobs, and provide municipal service to the Town of Warren.

The healthcare coverage they had previously was a “one-size fits all” type of plan. If any of their 11 employees wanted healthcare, that was their one option. However, many of the younger employees didn’t need all the benefits of that plan and couldn’t afford it. Today, HealthSource RI for Employers allows their employees more control over health insurance plans, with personal and affordable options to fit theirs and their family’s needs.

Exclusive options, controlled costs, unmatched service and a complete benefits offering Ask your broker or connect with us today!! www.healthsourceri.com/ employers or call 1-855-683-6757

However, this transition came with a set of challenges, for both business and personal reasons. “It was a rocky start for me,” says Frank Macera, “I had always been the administrator over all aspects and choices made for the company. I’m not used to handing control over to others … but I became pretty comfortable working with HealthSource RI for Employers.”

For M & M, they must comply with federal, state, and local regulations; because of this, Frank can’t spend much of his time choosing healthcare options for his employees. “The trucking industry is brutal…

[HealthSource RI for Employers] frees me up to concentrate on other aspects of running the business.”

Although M & M employees were initially suspicious of the change to HealthSource RI for Employers, they changed their perspective after being educated by Broker Jim Pinheiro and Business Engagement Specialist Shoua Kue about the benefits and choices that were now available. While it took some time for employees of M & M to adapt, it’s now working very well. Employees can – and have – made changes to their plans that better suite their needs. While Frank was initially hesitant to work with HealthSource RI for Employers, he did his research and discovered it was the right fit. “As you know, it’s not easy being in business in Rhode Island… HealthSource RI for Employers can help make things just a little bit easier!”

For more information on HealthSource RI for Employers:

Visit the newly re-designed website that includes resources for the program with detailed Q&A’s. HSRI has also launched an interactive media component on Facebook for employers and brokers- HealthSource RI for Employers, which highlights Rhode Island businesses utilizing the program, their success stories and other important happenings.

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www.risbj.com | volume five issue eleven

17

SMALL BUSINESS | More Than A Smile: Dental’s Far-Reaching Benefits For Employee Health

More tha D E N TA L’ S FA R - R E

A number of health problems are known to be associated with poor oral health, including periodontal (gum) disease, diabetes, and heart disease.

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RISBJ | rhode island small business journal

More Than A Smile: Dental’s Far-Reaching Benefits For Employee Health | SMALL BUSINESS

an a Smile A C H I N G B E N E F I T S F O R E M P LOY E E H E A LT H

by Stefani Gallagher

As employers and insurers work together to help control healthcare costs, businesses are shifting their focus to keeping employees healthy.

They’re stocking nutritious snacks in the kitchen, holding meetings while they walk, and encouraging preventive care.

But they often overlook one critical aspect of total wellness: dental health.

Research shows a strong connection between oral health and overall health. Preventive care doesn’t exclude the mouth – it is, after all, an important part of the body. A good, consistent dental hygiene regimen at home with regular professional cleanings and check-ups can have a much deeper impact than a smile.

Consider how dental problems can affect employers: • Americans lose 164 million work hours to dental problems each year, according to the Centers for Disease Control and Prevention.

• They lose another 52 million school hours each year, according to The National Institute of Dental & Craniofacial Research, the impact of which is felt by all employers—especially small businesses.

• $1 spent on prevention saves as much as $50 on future costs, according to the American Dental Hygienists Association.

Oral health is not only important for protecting teeth, but also for protecting the body from infection.

A number of health problems are known to be associated with poor oral health, including periodontal (gum) disease, diabetes, and heart disease. Dental check-ups and cleanings can help in detecting any potential changes to your health.

Some 47 percent of American adults suffer from gum disease. Like any infection, gum disease can

cause increased inflammation throughout the body, exacerbating seemingly unrelated conditions like heart

disease. Good dental care can help reduce this inflammation and improve overall health.

Practicing good oral hygiene can help provide protection from expensive and lifelong health conditions. A longterm study from United Concordia Dental shows that regular dental treatment and maintenance have a major impact on patients with diabetes, cerebral vascular disease (stroke), and coronary heart disease. Over a five-year period, hospital admissions decreased significantly for patients who received regular preventive dental care, which can help reduce employers’ claims costs. Admissions were down: • 39.4 percent for diabetes patients, • 28.6 percent for patients with heart disease, and • 21.6 percent for stroke patients.

Recognizing the strong connection, insurers like Blue Cross & Blue Shield of Rhode Island (BCBSRI) now offer health insurance with adult and pediatric dental benefits embedded within medical plans.

Combining medical and dental coverage can make a difference – in health and costs. An insurer that

provides both types of coverage can, for example, encourage members with diabetes to see a dentist for preventive care. This type of targeted, data-based outreach can help keep those members healthier, which in turn can reduce the cost of claims. It also can make the employer’s insurance administration more streamlined.

Securing comprehensive dental insurance is easier than ever. The benefits of regular, professional preventive dental care reach far beyond brighter smiles. Offering dental insurance to employees can be a streamlined experience. Insurers like BCBSRI can give you the best of both worlds, combining comprehensive dental coverage—including annual checkups, cleaning, and X-rays—with your existing medical coverage. You keep one account representative, one online portal, and one bill. Your employees get access to more than 90 percent of dentists in Rhode Island, plus a national network to give them peace of mind wherever they live, work, or travel.

Stefani Gallagher, Managing Director of Individual and Specialty Products for Blue Cross & Blue Shield of Rhode Island, understands the importance of combining medical and dental coverage through her 20 years’ experience with health and dental plans in Rhode Island. To learn how Blue Cross Dental plans can help your business and your employees, contact your broker or Blue Cross representative, visit bcbsri.com/dental or call (401) 459-5959.

www.risbj.com | volume five issue eleven

19

SMALL BUSINESS | Rhode Island Foundation Accepting Applications For $300,000 Genius Grants

Rhode Island Foundation The Rhode Island Foundation is accepting applications for $300,000 grants to develop, test and implement innovative ideas that have the potential to dramatically move Rhode Island forward. The 2017 Innovation Fellowship program focuses on proposals that increase or improve civic engagement.

“We are marking our 100th anniversary with a year-long celebration of community. As we come to the end of our centennial, we could think of no better tribute than to encourage Rhode Islanders to think creatively about what that means to them,” said Neil Steinberg, the Foundation’s president and CEO. “With this targeted emphasis, we hope to engage and inspire people to become agents of change and progress.”

accepting app

home of creativity and resourcefulness,” said Neil Steinberg, the Foundation’s president and CEO. Up to two recipients will receive up to $100,000 a year for three years. Preference will be given to proposals with the potential to generate the greatest good for the greatest number of Rhode Islanders, a small idea that has the promise to be built to scale or new approaches to long-standing challenges.

“Letitia and I believe deeply in the capacity of everyday Rhode Islanders to solve the issues that affect our state. We are committed to making our state a better place to live and hope the public is inspired to submit proposals with the potential to lead the way,” said John Carter.

This is the sixth consecutive year that the Foundation has offered the fellowships, which are made possible through the vision and generosity of philanthropists Letitia and John Carter.

The Foundation will also give priority to applications that propose a new, novel or re-energized approach that has not been tried meaningfully in Rhode Island, the unique fit of the fellowship for the idea and the idea’s potential to generate excitement within a broader community and leverage resources from other sources.

“By encouraging bold thinkers to bring their best ideas to life, Letitia and John Carter bolster our state’s reputation as a

Only individuals may apply. Although applicants do not have to be residents of Rhode Island when they apply, they must

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Rhode Island Foundation Accepting Applications For $300,000 Genius Grants | SMALL BUSINESS

plications for $300,000 Genius Grants commit to living in Rhode Island during the term of their fellowship. All the eligibility requirements are posted on the Foundation’s website at rifoundation.org.

The deadline to apply is Fri., Dec. 16. The initial, one-page application asks applicants to summarize their idea in no more than 150 words and to describe how it would promote civic engagement. An informational session for potential applicants is scheduled for Mon., Nov. 14.

Steinberg will chair the selection committee. The other members are Elan Babchuk, director of innovation at Clal – The National Jewish Center for Learning and Leadership; Central Falls School Supt. Victor Capellan, Theresa Moore, president of T-Time Productions; Aidan Petrie, co-founder and chief innovation officer at Ximedica; Rhode Island College President Frank Sánchez, Dan Shedd, president of Taylor Box Company; and Leslie Taito, senior vice president of corporate operations at Hope Global.

In February 2017, the selection panel will ask a group of semifinalists to submit a more detailed application and a short video. The Foundation expects to announce the winners in April. The five previous rounds of fellowships generated more

than 1,450 applications. The 2016 recipient is Ray Two Hawks Watson.

Watson is boosting the state’s tourism industry and improving social cohesion by capitalizing on Rhode Island’s cultural heritage, history and diversity through his Providence Cultural Equity Initiative.

The other previous recipients are Amy Bernhardt, David Dadekian, Adrienne Gagnon, John Haley, Daniel Kamil and Emily Steffian, Soren Ryherd, Dr. Lynn Taylor and Allan Tear.

The Rhode Island Foundation is the largest and most comprehensive funder of nonprofit organizations in Rhode Island. In 2015, the Foundation awarded $41.5 million in grants to organizations addressing the state’s most pressing issues and needs of diverse communities. Through leadership, fundraising and grantmaking activities, often in partnership with individuals and organizations, the Foundation is helping Rhode Island reach its true potential.

For more information about the application process, please visit...

www.rifoundation.org.

www.risbj.com | volume five issue eleven

21

PROFESSIONAL GROWTH | Learning Begins In The Workplace

Professional Growth F LEARNING

BEGINS

IN

Shannon encourages all businesses, regardless of size, to make online learning available to their employees creating rich opportunities to learn online, anytime.

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THE

WORKPLACE:

W

Learning Begins In The Workplace | PROFESSIONAL GROWTH

For The Entrepreneur

WITH

SHANNON

REBELO,

by Dr. Ronald G. Shapiro, PhD

As part of a series focusing on Rhode Island organizations whose mission includes helping small businesses, their owners and employees grow throughout 2016, we turn to Shannon Rebelo who is the owner of Burst Learning in Charlestown, Rhode Island. Shannon is a lifelong Rhode Island resident who graduated from Rhode Island College with a Bachelor’s Degree in Sociology and from Johnson and Wales with a Master of Arts in Teaching. Shannon taught special education in the South Kingston Public Schools prior to her founding Burst Learning, which makes digital web based interactive courses, two years ago.

•

• •

• Shannon encourages all businesses, regardless of size, to make online learning available to their employees creating rich opportunities to learn online, anytime. Shannon also notes that customers and vendors can engage in online learning benefiting both the company and the vendors or customers.

For small upstarts to national brands, online learning topics may vary from “learning about us” to “developing technical skills” depending upon the business specialization, goals and objectives. She further encourages all businesses with more than a few employees to consider producing burst learning programs to add video and interactive online learning for training new employees to enhance best sales practices, culture, management and leadership effectiveness (from founders or key people) and to evolve technical skills.

Shannon adds: “Let the learning become part of your organization’s flow so that your teams can access learning when its best for them and show up ready to engage and do the work with that new knowledge.”

Based upon her knowledge, experience, training and insight Shannon wanted to share her thoughts with other small business owners in Rhode Island: •

While some people consider that learning ends and work begins when one earns their college degree,

•

BURST

LEARNING

in fact learning only begins when one enters the workforce. College merely provides a base upon which to begin learning.

We live in a technocentric world. Successful businesses will meet their clients and employees wherever they are, technologically.

Learning and training is more successful when it is fun!!!

Client time is extremely valuable. Online learning is an optimal way to educate because it reaches many people who would not be able to meet in person and saves all clients travel time. (Shannon also points out that while businesses often focuses on the cost of travel reimbursement, the real cost is in employee time to travel.)

Online learning success is easy to measure. In addition to traditional analytics, it offers the opportunities to examine participants in skill based training and offer them certification upon demonstrating competency.

Education is everywhere. Participating in it needs to be part of everyone’s mindset including business leaders, employees, and clients.

Online learning (produced by Shannon in Rhode Island) has been useful to: • Parenting Institute who wanted to help improve parenting skills.

• Spartan Races who wanted to show their fan base and athletes how understanding the principles involved in preparing for a race can help them improve business and academic results.

• EXEQUOR to show clients how to better manage their money.

Shannon would enjoy helping other Rhode Island small businesses to educate their clients and employees so that they can perform more effectively. Contact Shannon at SRebelo@ BurstLearning.Org for a free initial consultation.

I would like to thank Industrial Consultant Dr. Margarita Posada Cossuto for helpful comments.

www.risbj.com | volume five issue eleven

23

SMALL BUSINESS | How Patience Pays Off In A New Job Search

How Patience

New

by Mary OSullivan

When Martha found me, she had been passed over for promotion time and again, despite her excellent performance reviews, high energy and meticulous attention to detail. She was frustrated and ready to quit. She also felt her personal value system was being compromised as she witnessed behavior on the job that was contrary to company policy as well as her own principles.

When we first spoke, Martha was unclear about the direction of her career path, and how to gracefully transition from her current situation into another job, either inside or outside of the company. She presented herself as angry, impatient, and even discouraged at the idea of leaving behind so many years of good service to a firm where her work and dedication to the job had gone unappreciated over and over.

Not only that, but Martha’s stress levels were beginning to rise appreciably. Her sleep, nutrition, ability to relax, have fun

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and enjoy life were all impacted by the tremendous stress she faced on the job.

I’d been there and knew I could help.

So together, using the four square framework, we brainstormed ideas she could use to move forward and create the future she wanted: First, we worked on clarifying Martha’s narrative; I asked her to define what she really wanted in her work and life. After a few sessions, Martha was able to arrive at the awareness that the likelihood of her advancing her career within the same company was low. After becoming clear on that issue, Martha was free to explore other options that would lower her stress levels, while maintaining the same pay scale.

Second, Martha had to face her readiness to make the change.

After all, she had worked for the same company for almost 15 years. She would be walking away from a good boss, and the

How Patience Pays Off In A New Job Search | SMALL BUSINESS

e Pays Off In A

Job Search many co-workers she had established relationships with over her long career. We worked on her confidence to move forward and her strength of motivation to actually make the change she knew she needed.

Third, we worked on what situations in making this change were under her control. She knew of an opening in another large, local company, but became impatient when the recruitment process began to drag on. She finally realized that the actions of the recruiter were not under her control, and by being anxious, she was adding to her frustration.

Fourth, Martha realized that making a change of any kind requires taking small, manageable steps, and that even though she had made her decision to move ahead, things would not change overnight. She learned to dial back her frustration at work, with the knowledge that any large company takes its time when hiring new people.

Believe it or not, after several insightful and powerful coaching session, Martha felt more confident and patient about making her change. Through effective networking and the coaching support, Martha now has an excellent job at another major, well known company. Through our coaching conversations, Martha was able to negotiate a higher salary and a better position, with less stress.

After several weeks of being challenged to move out of her comfort zone, and making changes that would impact her life for good, Martha became aware of a shift in her attitude.

After each session, I asked her how he was feeling. Her usual answer was “I feel like crying”. However, once she became aware of the importance of taking positive action to make changes, her answer eventually changed. When I asked her

how she was feeling, she smiled and said, “I feel happy!” I saw that inner joy I hadn’t seen for many sessions. That joy was real and it warmed my heart to see it!

It is my mission to use my expertise, background and education to help you overcome obstacles to moving ahead in your career, personal life and relationships through selfawareness and positive action. I believe that, when faced with challenging circumstances or dramatic, life altering situations, you are capable of being creative, innovative, and proactive when you open yourself to build confidence, find well being, and consider your personal happiness as the basis of making change happen.

I helped so many clients over the last few years reach their potential and move forward to the lives they envisioned.

And now I want to share these same results Martha and others have experienced with you!

When we coach together, you’ll learn how to: • Take small steps to make big changes • Get what you deserve from your current situation when contemplating a job, career or relationship change • Uncover what you can and cannot control about your current situation • When and How to Formulate your Plan B

Mary T OSullivan

MSOL, ACTP, ACC, An ICF Certified Coach 401-742-1965 mary@encoreexecutivecoaching.com www.encoreexecutivecoaching.com www.risbj.com | volume five issue eleven

25

SMALL BUSINESS | 5 Common Handbook Pitfalls Facing Small Businesses

5 Common Handbook Pitfalls F A C I N G

S M A L L

by Karyn Rhodes

To keep up with today’s dynamic workplace developments, it’s more critical than ever that businesses of all sizes have an updated employee handbook. An employee handbook not only communicates information regarding a company’s policies, practices and employee benefits, it can also reduce the risk of legal exposure and costs. Yet many smaller organizations don’t properly outline and communicate company policies or, worse yet, fail to follow the procedures.

Following are five common mistakes small businesses make when it comes to employee handbooks, and how to correct them.

1. Not producing a handbook at all. Some employers think

that they’re too small to need a handbook. But that’s not the case. In fact, the Department of Labor takes the opposite stance. If the employer does not have a handbook, it means it hasn’t communicated its policies. Since the handbook represents the official method of providing important information about how employees should act, and how the organization will act as well, be sure to require every employee to provide a written acknowledgment of having received the handbook. The notice should be saved in an employee’s personnel file as a way for the company to establish that the employee was made aware of the policies.

2. Forgetting to review the contents regularly. Employees at small companies typically wear many hats, so updating the employee handbook to make sure it reflects the latest legal requirements or company policies may not be one person’s responsibility and, consequently, it may not happen. To stay on track, assign one person to be in charge of coordinating updates every year. During the review, the individual should include any key employment issues as

B U S I N E S S E S

well discuss critical changes in federal or state laws, such as FMLA, COBRA, ADA, FLSA and EEOC anti-discrimination laws. The point person should also scan the work environment to make sure policies are still relevant and look for common practices that are currently in place for which there are no policies, and develop them.

3. Borrowing the contents of another company’s handbook or using a template found online. Without a

dedicated staff to work on a handbook, it’s common for small companies to look for a sample prepared by another company that they can use and adapt to their own purposes. But this is a dangerous practice because no two companies are exactly alike – or even in the same state. And, if a company is much smaller than the one who developed the sample handbook, the policies may also be more detailed or hold it to a much higher standard than is required and it may not be able to adhere to the policies consistently.

4. Applying the policies inconsistently. Often, there’s a

mismatch between the policies employers draft and issue and ensuring those policies are effectively implemented. But employers must stick with the stated policies or be liable for breach of contract or claims of discrimination. This can sometimes be more difficult at smaller organizations, where an intimate atmosphere may make it difficult to enforce the policies across the board. But even when employees are treated like family, it’s important to consistently uphold them across like groups of employees in the organization except for times when an employer must deviate from a stated policy for a special circumstance.

5. Failing to follow NLRB guidance. According to the NLRB, it’s important to avoid overly broad policies in the handbook, like confidentiality rules that would prevent employees from discussing wages and other terms and conditions of employment. Conduct rules can also be overly broad. For example, it would be unlawful to state in a handbook: “be respectful of others and the company.” But it could say: “Being insubordinate, threatening, intimidating, or disrespectful or assaulting a manager, supervisor, co-worker, customer or vendor will result in discipline.” The NLRB has also commented on many other common handbook topics, such as the legality of social media policies, policies on workplace recordings, nondisclosure rules, conflicts of interest, noncompete agreements and more so be sure to stay on top of the latest guidance.

Karyn Rhodes

Director of Human Resource Consulting at the Hilb Group in Warwick

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5 Things To Do After You’ve Organized Your Office | SMALL BUSINESS

things to do after you’ve organized your office

by Kristin MacRae

You’ve tackled the clutter in your office. You’ve gone through your entire desk, drawers and file cabinets. You may think you’re finished with this project, but the work has just begun.

Getting organized is a process; it’s not just about clearing a space once a month. Once you get organized, there is going to be a process of really thinking about how you function on a day-to-day basis and creating an efficient flow to your day.

Here are 5 things you need to do after you organize your office: Get acclimated to your new space. Now that you’re clutterfree and organized, take a step back and evaluate your space.

Clutter may have been in the way before and you weren’t able to get a good feel of the room. Take a look at the furniture placement and décor. Re-arrange and repurpose what you have to create a better flow to your office. Office supplies may have been moved to different areas. Get a feel of your new space and take inventory of where things are now placed in the room.

Take each task that you perform on a daily or weekly basis.

Talk yourself through the process of how you are functioning and try to cut those steps in half. There is always a simpler and more effective way to complete a task. Take the time to evaluate how you’re functioning. You will be amazed at how much time you save.

Utilize a to-do list and a calendar. Get rid of the mental clutter. If you want to be efficient and effective, it’s crucial that you use a daily to-do list and a calendar. It will truly help you in this process. Choose a style that works for you. Everybody functions differently. Whether you use a paper or electronic to-do list, the system has to work for you. Be sure the one you choose helps you in your efficiency and doesn’t hamper it.

Re-evaluate your systems. After 1-3 months, check in with yourself. What’s working and what isn’t? What can you change to make the system work better for you? You’ll find that after working with the system for a few months there are some tweaks that need to be made. Make those changes. Don’t continue to work with a broken system.

Think about functionality. Now that you have new systems in place, think about how you want to function with these systems and develop daily routines. Think about how you grab items throughout the day. You want to be as efficient and productive as you can be and you want to be able to grab items in a moment’s notice and continue on with your day. Try not to fall back into your old habits. You’re going to have to put some work into maintaining these new systems. Work at these routines every day and they will become habits.

Remember that just getting physically organized isn’t enough.

Your end result is to become more efficient and productive. You aren’t going to get far if you are clearing off your desk once a month and working with broken systems. You have to put the time in to evaluate how you are functioning and streamlining your processes. Invest in yourself and make changes that will take your office to the next level!

Streamline processes. Do you perform the same tasks every

Organizing and Efficiency Expert www.organizinginri.com

day? How many steps does it take you to complete that task?

Kristin MacRae

www.risbj.com | volume five issue eleven

27

LEGAL | Personnel Practices: Legal Considerations For Employer-Sponsored Wellness Programs

Personnel Practices L E G A L C O N S I D E R AT I O N S F O R E M P L O Y E R SPONSORED WELLNESS PROGRAMS

by C. Alexander Chiulli, Esq. and Kristen M. Whittle, Esq.

In an attempt to decrease health care costs, many employers offer wellness programs that promote healthy lifestyles for their employees. Though wellness program can benefit employers and employees alike, legal considerations such as discrimination and privacy concerns are implicated because employers obtain a vested interested in improving and monitoring their employees’ health. The following is intended to provide guidance for employers offering wellness program as they navigate these issues.

Discrimination is Impermissible. This past spring, in response to the popularity of wellness programs, the United States Equal Employment Opportunity Commission (EEOC) provided guidance about how workplace wellness programs can comply with the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act (GINA). This new guidance, which fully takes effect in 2017, was issued in an effort to clarify the legally

permissible ways in which employers can implement wellness programs that ask employees to provide information about their health or undergo medical examinations. Both the ADA and GINA apply to public and private employers with 15 or more employees. The new guidance clarifies, for example, that employers are prohibited from denying any employee access to wellness programs and are required to reasonably accommodate employees with disabilities such that they may also participate in such programs.

Employee Privacy Must be Protected. Workplace wellness programs frequently involve medical questionnaires, examinations, or other assessments to screen for health risk factors, such as weight, blood pressure, and cholesterol.

EOCC rules clarify, however, that “no incentives are allowed in exchange for the current or past health status information of employees’ children or in exchange for specified genetic information . . . of an employee, an employee’s spouse, and an employee’s children.” Employers are thus wise to provide employees with wellness program materials including detailed information about what medical information will be obtained as well as how that information will be used and who will receive it.

Programs Must Be Carefully Designed and Organized.

The Affordable Care Act (ACA) considers a health status factor as, among other things,

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RISBJ | rhode island small business journal

Personnel Practices: Legal Considerations For Employer-Sponsored Wellness Programs | LEGAL

Though wellness program can benefit employers and employees alike, legal considerations such as discrimination and privacy concerns are implicated information pertaining to an individual’s health status, medical conditions, past health care, medical history, genetic information, and disability. The federal Health Insurance Portability and Accountability Act (HIPAA) prohibits discrimination on the basis of a health factors, but contains an exception for wellness programs. A health-contingent program under HIPAA rewards a participant for meeting a particular health factor standard, while a participatory program requires only that an individual participate.

Though compliance is substantially more difficult for healthcontingent programs, both types of programs must promote health and prevent disease as well as be available to similarly situated individuals.

HIPAA Considerations. Because HIPAA protects individuals’ personally identifiable health information and governs covered entities and business associates—as distinguished from employers in their capacity as employers—its application to wellness programs varies and depends on how the program is structured. For example, employee health information acquired through a wellness program offered directly by an employer is not subject to HIPAA protections.

But employee health information obtained through a wellness program offered as part a group health plan is protected by HIPAA. This is because a group health plan sponsor is a considered a “covered entity,” subject to HIPAA regulations, but an employer is typically not. In instances where HIPAA applies, employers must be careful with when, how, and in what circumstances they access and utilize their employees’ health data.

Though there are many potential benefits to employersponsored wellness programs, they can be a minefield for liability if not carefully implemented. When in doubt, employers should contact a seasoned professional to help navigate these issues.

C. Alexander Chiulli, Esq. Associate, Barton Gilman LLP

Kristen M. Whittle, Esq. Associate, Barton Gilman LLP www.risbj.com | volume five issue eleven

29

SMALL BUSINESS | Business And A Sports Team

a

30

RISBJ | rhode island small business journal

Business And A Sports Team | SMALL BUSINESS

The grass, gloves, balls, spikes, referees, playbooks and coaches has been replaced by bricks and mortar, computers, phones, organizations charts, bosses and job descriptions.

by Larry Girouard

Like most of us growing up, I spent a lot of time in the school yard playing sports. It did not matter what sport; football, basketball, baseball or whatever, pick-up games captured many a Saturday and Sunday with friends. In pick-up games there was not a whole lot of strategy, like with touch football in the street; the quarterback call would be “head straight to the telephone pole and cut hard left, and I will hit you” type plays.

Organized team sports brings that up to a different level, especially in high school and college. If you wanted to compete you had to practice. Long practice sessions was the order of the day, and then you would go home tired and have to complete your homework. Sub-par marks would make you ineligible for the team.

The bottom line in organized sports is practice. It was all about practice.

Every day you would run through the same plays, over and over again, until you had the timing perfect.

It was all about fast execution, and coaches would go ballistic if you made a mistake in the practice session.

You had a dozen key plays that were critical to be able to execute in a game, if you ever expected to win. This was your competitive edge ... How well you executed plays was the difference between winning and losing.

It is no different in the business world except that the playing field has changed. The grass, gloves, balls, spikes, referees, playbooks and coaches has been replaced by bricks and mortar, computers, phones, organizations charts, bosses and job descriptions. That said, the similarities between the two are striking. Business also lives in the competitive world where survival of the fittest is just as fierce.

Few companies have products that are so unique that they fly off the shelves. Remember the Pet Rock in the seventies and the Cabbage Patch dolls of the eighties? Don’t we all wish our businesses had that kind of uniqueness in our products?

The fact is that this reality is few and far between. UBER and AirBnB come to mind in today’s world. While all the rage today, both these organizations are having their struggles.

Real product uniqueness is difficult to sustain as functional alternatives always creep into the competitive marketplace.

So how do our average companies compete?

Jumping back to sports, it was not easy to “make the team”.

The skills required limit the number of participants for team

sports where speed, size, and agility are often criteria for selection because these traits are needed for the execution of “the plays”.

In business, this inequity is eliminated completely. The key ingredient for success in business is in the “development and execution” of plays (processes) that keep information, product, and services flowing through your company to the customer.

Think of your Value Proposition being made up of components like on-time-delivery, fast response to customer requests, lead times, quality and the many other touch points between your company and the customer base.

“If you can’t measure it, you can’t manage it!”

Every process in business can be viewed as a play, and management/employees must first give in to these processes, and check egos at the door. You then practice these processes with each other using continuous improvement methodologies like with lean, or The Malcolm Baldrige National Quality Award program to help you improve them. As these processes, or plays, improve, the value proposition supported by these processes will also improve.

At the risk of over simplification, competing is really not more complicated than this, if you are willing to give in to process. These processes become your job description. As English author John Donne once said, “No man is an island”.

Processes can be solitary, but most require more than one person for completion, and often crossing functional lines.

Once a process, and the participating “players” (employees) in the process are defined, it then comes down to practice, practice, practice, removing wasted non-value-added steps, always aiming for optimization.

Business teams that use this approach to culture are, by default, better competitors.

Since processes have a beginning and end point, they can be measured and quantified, like time to respond to quotes, on time deliveries, lead times, and so on. A high performing Value Proposition must be designed, constructed, measured, and continuously improved. This is accomplished by optimizing the processes that support the Value Proposition.

This approach is the cornerstone for differentiation, the tip of the market penetration spear. Remember that old saying, “if you can’t measure it, you can’t manage it!” It all comes down to that. Enjoy the rest of this magnificent fall season.

Larry Girouard

CEO of the Business Avionix Company, LLC, A Business Consulting Firm www.risbj.com | volume five issue eleven

31

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Business development experts will brief attendees on the many resources available to emerging entrepreneurs in Rhode Island, many of them free. Bring your questions and prepare to fill your notebook with the information you need to build a successful, sustainable business in the Ocean State.

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