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BUSINESS M A G A Z I N E Manufacturer & Business Association
VOLUME XXVIII, NUMBER 12
DECEMBER 2015
2016 Economic Forecast: The Slow Ascent / Page 12
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FEATURES >
EDITORIAL >
3 / Spotlight
7 / Health Matters Discover the ABCs of health benefit options. RYAN WASILESKI
9 / Legal Brief How recent developments in workers’ compensation subrogration may impact your business. JOHN DRASKOVIC on Business Associati Manufacturer &
TR A IN IN G SCHEDULE
Donald Rhoten, vice president of Community Engagement at the Meadville Medical Center and president of the Meadville Medical Center Foundation, shares some insights about the upcoming opening of Vernon Place and what’s in store for the future.
12 / 2016 Economic Forecast January February March
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ry Certified Superviso ed the five-course here in “In May 2014, I complet turer & Business Association ing Manufac Skills Series at the employer was transition At that time, my to ‘brush up’ on the Erie, Pennsylvania. ry roll, and I needed my department. me into a superviso knowledge to manage of businesses, as available current types most to many different routines, The course itself caters was easily molded into useful successful in my work the information provided r. s to allow me to be tactics and exercise new position as production superviso my environment and also geable, but were s, not only knowled My instructors were answer any questions, address concern to iate happy appropr than an until more the subject matter as we moved or dig deeper into we could all use that reached my MBA made resolution was h facilities at the of my forward. The top-notc I owe a large part enjoyable, and who the organization experience quite wonderful folks in success to all of the made it possible. perhaps refresh your skills or simply looking to next challenge in Whether you are skills to tackle the the Manufacturer — Erie seeking knowledge and end you contact lopment Graduates career, I highly recomm Professional DeveCertified Supervisory Skills Series, RCRA your ion. I’m glad I did!” & Business Associat Baxter, Cronin, From left: Paul J. – Paul J. Baxter, Burek and Zach Michelle ; r Training Craig, Hazardous Waste Production Superviso Series; and, Connie , HEATRON hip for Team Leader Blueprint Reading
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DEPARTMENTS > 4 / Business Buzz 20 / HR Connection
Kenneth Louie, director of the Economic Research Institute of Erie (ERIE), Penn State Erie’s outreach of the Sam & Irene Black School of Business, explains the outlook for the local and national economies in the coming year.
17 / On the Hill
Guest columnist Charlie Gerow, “Harrisburg’s most politically wellconnected conservative,” discusses Pennsylvania’s great budget impasse of 2015 and how it could have, and should have, been prevented.
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ES S BMUA SG IN A Z I N E Manufacturer & Business Associatio
n
VOLUME XXVIII, NUMBER 12
DECEMBER 2015
EVENTS / 27
See exclusive photo coverage from the Association’s recent special events, including the 2015 HR & Employment Law Conference.
2016 Economic12Forecast: The Slow Ascent / Page
Read on the Go! For the most current Business Magazine updates, visit www.mbabizmag.com, fan us on Facebook and follow us on Twitter.
24 / Legal Q&A 28 / People Buzz December 2015 > www.mbabizmag.com > 1
Business Buzz On Student Day, participants will be energized over the lunch-hour with speaker Jeremy Bout, producer and host of the Edge Factor. Bout pushes the limits with his creative vision and digital expertise to create high-impact media. Edge Factor is changing the perception of manufacturing careers and engaging students through a TV series, eduFactor and large stage events.
TWO-DAY TECHFEST KICKS OFF DECEMBER 9
Manufacturing Technology Days is a technically driven event focusing on advanced careers and opportunities within the For more information, visit www.madeinnwpa. manufacturing industry for youth and adults in org/techfest or email techfest@nwpa-ntma.com. northwest Pennsylvania. This year, the two-day event will be held on December 9 and 10 at Erie’s Bayfront Convention Center. Industry Day DICKINSON CENTER, INC., JOURNEY • Machine and software technology trade show
Breakout sessions focusing on technology innovation, human HEALTH ANNOUNCE PLANS TO AFFILIATE Organizers say the first day •isresources, Industry Day IT and manufacturing • Robotic demonstrations Dickinson Center, Inc. of Ridgway and the with a focus on manufacturers. The following • 3-D printing demonstrations • Training and development and Health System of Bradford have day will focus on students visiting from information for newJourney incumbent workers • Networking (4-6pm) and Dinner Event (6pm): announced that their Boards of Directors have regional schools to learn about a variety of Keynote Speaker: signed a Letter of Intent to negotiate terms of an Will Knecht, President of Wendell August Forge manufacturing careers. agreement for affiliation. The Industry Day dinner for manufacturers Student & Industry Day The Journey Health System (JHS) is a nonprofit features Will Knecht, president of Wendell • Machining, robotic 3-D engineering supporting organization that currently provides August Forge inandGrove Citydemonstrations — America’s & trade show administrative support to Beacon Light oldest and largest forge,experiments producing hand• Hands on science and technology • Career exploration opportunities Behavioral Health System, Beacon Light Adult wrought ornamental giftware in aluminum • Representatives from regional educational institutions RoboBOTS demonstrations Residential Services, Forest/Warren Mental and••other metals since 1923. As president of Breakout sessions featuring new technology and career development Wellness Association, and Stairways Behavioral this •multimillion-dollar company, Knecht has Lunch included • Transportation reimbursement available (first come-first served) Health. The Journey Health System affiliates extensive, hands-on experience in the crucial • Lunch Keynote Speaker: employ 1,200 men and women, provide services Jeremy and Executivebusiness Producer of Edge aspects ofBout, a Host successful —Factor including For more information and toretail, register: sales, in 14 Pennsylvania counties, and generate manufacturing, distribution, www.madeinnwpa.org/techfest or email techfest@nwpa-ntma.com $70 million annually. marketing, information technology and finance.
Dickinson Center, Inc. (DCI) was formed in 1958. Initially, DCI opened to provide outpatient psychiatric care to rural northwestern Pennsylvania. They are now recognized as a leading rural behavioral health provider in northwestern Pennsylvania and have evolved into an organization with almost 200 employees and nearly $10 million annual operating budget. Dickinson Center’s intent following the due diligence process is to affiliate with Journey Health System, join other non-profits under the Journey Health System, to enhance DCI’s continuum of service. For more information, visit www.journeyhealth.org.
ERIEZ® EARNS NEW TRADEMARK REGISTRATION Eriez’ Lifting Magnets and Eddy Current Separators have always stood out with their distinctive orange exteriors. Now the color orange on its lines of Lifting Magnets and Eddy Current Separators have been granted trademark registrations — Nos. 4,780,594 and 4,780,594, respectively — from the U.S. Patent and Trademark Office. The trademark on the color orange encompasses the entire line of Eriez® Lifting Magnets, including more than 12 models with lifting
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DEPARTMENTS > Contact: Karen Torres
capacities ranging from 300 lbs (136 kg) up to 10,000 lbs (4,536 kg). Meanwhile, Eddy Current Separators from Eriez® efficiently separate aluminum and other nonferrous metals from complex streams of materials. For more information, visit www.eriez.com.
AUTOMATION WORLD INTERVIEWS PROCESS AND DATA AUTOMATION CHIEF Process and Data Automation (PDA) President Joe Snyder was interviewed for a recent Automation World article on a topic that is of the utmost importance to the industrial world today: The convergence of information technology (IT) and operation technology (OT) on the plant floor is igniting the need for a new skillset that combines computer science and plant engineering. In the article, Snyder explains that PDA not only goes to the client site to automate and integrate systems, but the company brings its clients back to its new SCADA Lab-built in the past few months and complete with a mock factory-to teach them about anything they want to know, from Ethernet switches to cybersecurity. Client needs vary, says Snyder, but the
motivation-to bridge the gap between IT and OT-is the same. “We’ve always had a laboratory in our building as an area where people can physically play with things to help make sense of the physical world,” he says. “But we added our SCADA Lab because we can’t ignore the growing complexity of software systems and how they intermingle with higher systems.”
servers with virtualization software and thin clients populating the plant, there is no clear line of demarcation between the IT data guys and the OT process people. “That’s why we built this lab,” Snyder adds. Process and Data Automation is a full service, CSIA Certified industrial control systems integration firm with offices in Erie, Pennsylvania and Jamestown, New York.
With Ethernet as the backbone between the office and the factory floor, as well as giant
For the full article, visit www.automationworld.com.
ACL UNVEILS ERIE LAB RENOVATIONS Associated Clinical Laboratories (ACL) recently held an open house to unveil renovations at its Main Office at 1526 Peach Street in Erie. The event was part of the ACL’s inaugural Fall Fest on October 25. The event, which was held for employees, along with their family and friends, was the culmination of more than one and a half years of building renovation and improvement. The project, which started in the spring of 2014, consisted of improvements to multiple areas of the laboratory complex. These changes included new HVAC, upgraded electrical service, a new roof, new ceiling tiles, new flooring, fresh paint and an update in technology for the training room. ACL is a regional reference laboratory serving northwest Pennsylvania, Chautauqua County, New York and Ashtabula County, Ohio. For information, visit www.associatedclinicallabs.com.
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“I chose UPMC Hamot.”
Quentin Orlando, DO, is one of 14 highly trained cardiologists at UPMC Hamot. A regional leader in cardiovascular and thoracic care, he chose UPMC Hamot for its cutting-edge technology and protocols like direct-to-cath lab. “It really allows us to save precious time and valuable heart muscle in people experiencing a heart attack,” he says about direct-to-cath-lab protocols. “It helps us to save lives.”
Affiliated with the University of Pittsburgh School of Medicine, UPMC is ranked among the nation’s best hospitals by U.S. News & World Report.
Health Matters
EDITORIAL > By Ryan C. Wasileski
Learn the ABCs of Health Benefit Options Three of the best-known tax-advantaged financial accounts that employers can make available to employees looking for health benefits options are: health savings accounts (HSAs), flexible spending accounts (FSAs) and health reimbursement arrangements (HRAs). Those three are among a number of tax-free options employees have for use in paying for medical expenses. Each is a little different in terms of who owns the account, who controls the account and who can put money into the account. HSAs An HSA is similar to a 401(k) retirement account, except that the money goes explicitly for medical expenses. HSAs are only available through HSA-compatible insurance plans. HSAs combine a high-deductible health insurance plan with a tax-advantaged savings account. Employees own their accounts, and money can be deposited into the accounts from their paycheck before tax. Any money deposited into the account that already has been taxed is tax deductible. Money used from the account for qualified medical expenses is not taxed when it is withdrawn. Whatever money is not spent for medical expenses in a given year can be rolled over from year to year. Employees, if they wish, can also invest the money in their accounts. One benefit of an HSA is that because it is combined with a high-deductible plan, health insurance can cost less, which means that savings can be used to pay the deductible. The minimum annual deductible is $1,300 for an individual and $2,600 for a family. FSAs With a flexible spending account, an employer sets up the account and owns it. However, employees get to decide the qualified medical expenses
they choose to pay for with their FSA. It’s considered a “flexible” spending account because of its compatibility with most employer-sponsored health plans. Traditionally, employees cannot invest any of the money in an FSA, and unlike an HSA, money that is not spent in a given year goes back to the employer. That means it makes sense that before getting an FSA, employees should have a reasonable estimate of upcoming medical expenses for both themselves and their families. In 2014, new rules were enacted that allow employers to either permit employees to use FSA funds until March 15 of the following year, or to roll over $500 to the following year for medical expenses. Only the employee or his or her employer can put money into these accounts. Money can only be deposited into an FSA through payroll deduction. The money is not taxed. HRAs An HRA is a benefit that is set up by the employer for employees or retirees. It is a fund that pays for medical expenses that are not covered by a health plan. These could include deductibles, coinsurance or both. An HRA fund is owned by the employer who can decide which expenses will be covered. For the employer, any money that is given to an employee for use as a medical expense is tax deductible. In addition, employees do not need to pay taxes on money they get from an HRA that is used for qualified medical expenses. The money in an HRA account is not counted as income.
money in an HRA can be used as an investment. What Employers Like About FSAs, HSAs and HRAs Many employers are attracted to FSAs, HSAs and HRAs because they give employers the ability to help their employees offset their out-of-pocket medical costs throughout the year. These plans ultimately will encourage cost-consciousness among consumers and increase the amount of information on the cost and quality of providers. Employers wishing to implement one of these plans should take the time to carefully communicate all of the features of the new plan so that employees will understand the new plan and use it effectively. For information about HRAs, FSAs and HSAs, visit upmchealthplan.com/ employers/learn/plans-and-services/ administrative-solutions.aspx.
Ryan C. Wasileski is director of Ancillary & Specialty Products for UPMC Health Plan, which is part of the UPMC Insurance Services Division. The UPMC Insurance Services Division offers a full range of insurance programs and products and also includes: UPMC for Life, UPMC for You, UPMC for Kids, UPMC WorkPartners, Community Care Behavioral Health, LifeSolutions, EBenefit Solutions, and Askesis Development Group.
If there is any leftover money in an HRA, it’s up to the employer whether it gets rolled over to the next year. None of the
December 2015 > www.mbabizmag.com > 7
Legal Brief
EDITORIAL > By John Draskovic
Worth Noting: Recent Developments in Workers’ Compensation Subrogation The Sword Subrogation is the substitution of one party for another with reference to a claim, so that the substituted party succeeds to the rights of the original party in relation to the claim. In workers’ compensation, the employer or insurer that has paid benefits to an injured worker has subrogation rights with regard to a workers’ claim against a third party responsible for the injury. The Pennsylvania Workers’ Compensation Act provides that where an injury is caused by the act or omission of a third party, the employer shall be subrogated to the right of the employee against such third party to the extent of the benefits paid by the employer or insurer. Any recovery against a third party in excess of the workers’ compensation benefits paid by the employer are paid to the employee. The purpose underlying the employer’s right of subrogation is threefold: 1) to prevent the employee from receiving a double recovery for the same injury; 2) to ensure that the employer is not compelled to pay benefits due to the wrongful acts of a third party; and, 3) to prevent a third party from escaping responsibility for wrongful acts. After a work injury, it is not uncommon for employers to be contacted by their insurer or the injured employee’s representative for the purpose of examining the accident scene to determine whether a third party is responsible for the employee’s injury. It is often in the employer’s best interests to cooperate with such investigations. Recently, the Pennsylvania Supreme Court considered whether a workers’ compensation employer/insurer could pursue its right of subrogation directly against a third party without participation from the injured employee. In Liberty Mutual v. Domtar, an employee suffered a work-related injury when he
slipped and fell in a parking lot owned and maintained by third parties. Liberty Mutual paid the injured employee workers’ compensation benefits and then filed an action directly against the parties responsible for the parking lot. The defendants argued that Liberty Mutual had no independent right to bring a subrogation claim directly against a third-party tortfeasor and that the injured employee must also be a party to the claim. The trial court agreed, and the Superior Court affirmed the trial court. On April 27, 2015, the Pennsylvania Supreme Court issued an Opinion declaring that the right of action against a third party remains with the injured employee, and that the employer/insurer’s right of subrogation must be achieved through a single action brought in the name of the employee. The Supreme Court’s decision provides incentive for employers to cooperate with the injured employee in thoroughly investigating whether a third party is responsible for the employee’s injuries. The Shield In Bowman v. Sunoco, Inc., the Pennsylvania Supreme Court affirmed a company’s practice of requiring independent contractors and vendors to have their employees sign a waiver of subrogation in favor of the company. Sunoco hired Allied Security to provide security at a refinery. Allied hired Bowman, who was subsequently injured while working at the refinery. Bowman sued Sunoco. Sunoco responded by claiming Bowman signed a waiver when she was hired wherein she waived any rights she had to assert a claim against any customer of Allied.
after the employee signed the waiver. The waiver was a condition of employment, and both Allied and Bowman contemplated it would encompass future injuries. The waiver was a guarantee to Allied’s customers that they would not be responsible for injuries sustained by Allied’s employees. It served as a benefit to Allied’s customers and in no way affected the employee’s right to recover workers’ comp from Allied. In light of the Pennsylvania Supreme Court’s decision in Bowman, businesses might consider requiring their vendors or contractors to obtain prospective waivers of future subrogation claims. For more information about workers’ compensation subrogration, contact John W. Draskovic at MacDonald, Illig, Jones & Britton, LLP at 814/870-7653 or jdraskovic@mijb.com.
John W. Draskovic is a senior partner in the law firm of MacDonald, Illig, Jones & Britton LLP, where he is chairman of the firm’s Workers’ Compensation Group and a member of the firm’s Litigation and Labor Groups. He practices exclusively in the areas of civil litigation and workers’ compensation. His litigation practice consists primarily of defending insurance carriers and businesses from all variety of claims. His employment practice includes representing carriers and selfinsured employers in workers’ compensation and other employment- related claims.
The Supreme Court affirmed the dismissal of Bowman’s claim, noting the purpose of the release was to protect Allied’s customers from liability in the event an Allied employee was injured on the job
December 2015 > www.mbabizmag.com > 9
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2016 Economic Forecast: The Slow Ascent
Local Economist to Present at MBA’s December 9 Briefing Kenneth Louie, Ph.D., director of the Economic Research Institute of Erie (ERIE) and associate professor of Economics in the Black School of Business at Penn State Erie, the Behrend College, will present on the 2016 Economic Forecast during the Manufacturer & Business Association’s Eggs ‘n’ Issues briefing at 8 a.m. Wednesday, December 9, at the MBA Conference Center, 2171 West 38th Street in Erie. Dr. Louie received his B.A. in economics from Northwestern University and his M.S. and Ph.D. degrees in economics from the University of Illinois at Urbana-Champaign. Dr. Louie’s areas of specialization are: international trade and finance, the economics of labor markets, and the economy of China. He regularly teaches courses in International Trade and Finance, the Economics of Labor Markets, and Principles of Macroeconomics, and he has designed and taught a study abroad course on China in the Global Economy: History, Culture and Society. From 2001 to 2012, Dr. Louie served as program chair of International Business at Penn State Behrend.
For avid climbers, nothing compares to the breathtaking view from a mountain’s peak. Yet, the slow and steady climb to the top can be absolutely grueling, testing the skills of even the most experienced adventure seekers. Along with the altitude and elements, they must overcome any challenges with endurance and strength. In many ways, local economists say, this slow ascent is also one of the best ways to describe the economic outlook for the United States — and its modest projected growth in 2016. Back in July, the U.S. Federal Reserve projected a 2016 growth rate for U.S. real GDP of between 2.4 percent and 2.7 percent. Yet, some other research institutions and prominent economic forecasters seem to be expecting growth rates for the coming year that are marginally higher.
Dr. Louie has been a Fulbright Scholar to China and a visiting professor at the Johns Hopkins-Nanjing Center for Chinese and American Studies in Nanjing, China. He has presented his research at regional, national, and international conferences and seminars in venues including China, France and the UK, and has published articles in professional journals including the International Journal of Finance and Economics, Managerial and Decision Economics, the Journal of Economic Behavior and Organization and the Pennsylvania Economic Review, among others.
The World Bank, as part of its global outlook summary, and Federal Reserve Bank of Philadelphia’s Survey of Professional Forecasters, the oldest quarterly survey of macroeconomic forecasts in the United States, expect U.S. real GDP to grow by 2.8 percent in 2016. Even a New York Times survey of a group of leading forecasters from economic consulting and financial firms, as well as universities, produced a consensus estimate of 2.8-percent growth in U.S. real GDP in the year leading up to the November 2016 election.
Dr. Louie is a recipient of the Council of Fellows Excellence in Teaching Award at Penn State Behrend and the Excellence in Teaching Award from the National Society of Leadership and Success.
“Barring any major shocks such as renewed turmoil in global financial markets, the U.S. economy is expected to lumber towards modestly higher levels of aggregate output, income and employment,” explains
For more information or to register, visit www.mbausa.org. 12 < www.mbabizmag.com < December 2015
Ken Louie, Ph.D., director of the Economic Research Institute of Erie (ERIE) and associate professor of economics in the Black School of Business at Penn State Erie, the Behrend College. “While the climb is expected to be fairly smooth, albeit slow, some of the major indicators we should keep watching include labor market activity, shifts in fiscal and monetary policy, and potential spillover from adverse global economic and financial shocks.”
Monetary policy
Thus far, the Fed has been postponing a much-anticipated hike in interest rates due to its perceptions of continued weakness in the labor market. “So it will be important to watch whether the Fed will decide to start pushing up interest rates later this year or early in 2016,” states Dr. Louie, “as the economy continues its six-plus years of recovery from the Great Recession.”
Here’s a breakdown of those key areas:
Labor Market
Although the national unemployment rate remained at 5.1 percent in September, Dr. Louie points out that the U.S. labor market once again showed some signs of weakness as reflected in lower-than-expected job growth, a decrease in the size of the labor force, and virtually unchanged average hourly earnings in the private nonfarm sector. “While employment and wage trends vary by industry and location,” he says, “there remains room for improvement in many parts of the U.S. labor market. The Federal Reserve’s recent projections indicate that the U.S. unemployment rate is expected to be between 4.9 percent and 5.1 percent in both 2016 and 2017. This is corroborated by the Federal Reserve Bank of Philadelphia’s most recent (third quarter 2015) Survey of Professional Forecasters, which projects the U.S. unemployment rate to be 5 percent in 2016 and 4.8 percent in 2017.
Fiscal policy
In light of the recent short-term spending bill that funds federal government operations only until December 11, expected disagreements over U.S. fiscal policy that extend into 2016 are likely to reduce confidence and increase uncertainty in sectors that rely on government funding, which could potentially have an adverse effect on economic growth.
Erie Leading Index (ELI) Shows Growth ‘Plateau’ The Economic Research Institute of Erie’s (ERIE) Erie Leading Index (ELI), sponsored by Marquette Savings Bank, is celebrating its fifth birthday in 2015. According to economists, the latest ELI suggests that there is no impending “turning point” in the generally positive trend in Erie employment since the Great Recession. However, after experiencing steady growth since February 2010 and reaching new highs in the past few quarters, ELI appears to have reached a plateau, growing by a very modest 0.05 percent in the second quarter. “We’re keeping our fingers crossed that ELI can resume its upward trajectory in the third quarter,” states Dr. Ken Louie, director of ERIE, “and thereby signal improvement in Erie employment levels.” Economists say that although six out of the eight components that make up ELI grew during the second quarter, the anemic pace of ELI’s overall increase is consistent with the sluggishness (with respect to job growth) in the local economy. However, one of the eight components of ELI did present a pleasant surprise: U.S. residential building permits (which usually signal upcoming increases in other types of economic production) increased by almost 29 percent, and this is perhaps a major factor that helped to sustain ELI’s growth. December 2015 > www.mbabizmag.com > 13
Global shocks
As recent events have shown, the U.S. economy remains potentially vulnerable to unexpected shocks from the global economy. So, according to Dr. Louie, it also will be important to watch for negative repercussions from economic and financial turmoil in China, Europe and elsewhere.
State and Regional Outlook
Here, in the Commonwealth, experts are also signaling modest economic growth for the state and region. According to PNC’s regional economic report from the third quarter, “northwest Pennsylvania will enjoy somewhat stronger economic growth over the coming year versus conditions seen over the past three years. The manufacturing sector is rebounding, professional and business services are posting strong gains, and the income resulting from these higher-paying industries is translating into healthy consumer spending, as evidenced by solid growth in leisure & hospitality employment through the middle of 2015.” ERIE’s research generally corroborates these findings. According to Dr. Louie, total nonfarm jobs in Erie County increased, on a seasonally adjusted basis, by only 0.5 percent year-over-year in August 2014. But this growth rate doubled to 1.1 percent in August 2015. “While still modest,” says Dr. Louie, “the slight improvement in the rate of total nonfarm job growth is a good sign.” Additionally, while manufacturing employment fell by 300 (or 1.3 percent) year-over-year in August 2014, it increased modestly by 200 (or 0.9 percent) during the most recent year. Employment in professional and business services in Erie County also saw a reversal from a decline to an increase in jobs during this period. “Despite temporary reversals,” explains Dr. Louie, “Erie total employment has, indeed, been gradually rising since the recession. However, the pace of employment growth has not been particularly robust and seems to be leveling off in the past few months. Therefore, it remains somewhat questionable whether Erie will be able to achieve pre-recession employment levels during the coming year.” ERIE has identified the areas that are expected to continue to struggle. Dr. Louie points out that the government sector, mostly at the state and local level, has been shedding jobs on a year-over-year basis for the past three months. Perhaps somewhat surprisingly, both the information sector and the leisure and hospitality sector locally also have lost jobs over the past year. “If present trends continue,” says ERIE’s chief economist, “these are the sectors that may face challenges in terms of maintaining jobs. In contrast, employment in the education and health services sector seems to have recovered this year, after registering job losses a year ago.” Conversely, economists say that over the last year, and especially in the past several months, the retail trade sector has been adding jobs. The onset of the holiday shopping season may give this sector a further boost, so this is likely to be a sector that will continue to improve in terms of job growth in the near term. Equally noteworthy, employment in the education and health services sector seems to have recovered this year, gaining 1,100 jobs year-over-year in August 2015.
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“The improvement in these sectors is a reflection of the broader, longterm evolution of the Erie region from being a predominantly goodsproducing economy to being a service-providing one,” notes Dr. Louie. In the long term, experts say, the ability to attract new businesses will be critical to helping grow and diversify its economy in the years ahead. According to ERIE, there is a growing awareness, enhanced by the activities of local groups like the Innovation Collaborative and the Technology Council of Northwest Pennsylvania, of the important roles played by entrepreneurship and innovation in helping to stimulate local economic growth. The 12th ERIE Conference this past July also focused on the theme of Fostering Entrepreneurship and Innovation to Promote Local Economic Growth and Development and featured as special guest speakers several highly successful local entrepreneurs. “The conference allowed ERIE to unveil its new Index of Entrepreneurship and Innovation (EI), which is envisioned to provide a summary measure of changes in these two important kinds of activities in the local region,” says Dr. Louie. “This EI index will be one barometer of the degree to which the region succeeds in introducing new elements of dynamism into the economy.” To learn more about the indexes and other resources available through the Economic Research Institute of Erie, visit http://eriedata.bd.psu.edu.
Erie’s Big Picture: Employment, Income In comparing Erie to the state and nation, economists say there are two important overall indicators of economic well-being: employment and income. On the employment front, Erie trails the state and nation slightly. Erie’s unemployment rate is higher than that in the state and the nation. The seasonally adjusted unemployment rate in August was 5.5 percent in Erie, 5.4 percent in Pennsylvania and 5.1 percent in the United States. The recent growth in nonfarm jobs in Erie is comparable to that in Pennsylvania: Between August 2014 and August 2015, seasonally adjusted total nonfarm jobs grew by 1.1 percent in Erie and by 1 percent in Pennsylvania. However, this was slower than job growth for the nation as a whole: Total employees on nonfarm payrolls in the U.S. increased by 1.97 percent year-overyear in September 2015. On the income front, Erie compares even less favorably. Real per capita income (in 2013 dollars) is currently about $38,000 in Erie, which is almost 16 percent below that of the nation and about 18 percent below that in the state. Real median household income is also lower in Erie ($44,833) compared to the state ($52,384) and nation ($52,800). Moreover, compared to both the state and the nation since 1970, a significantly greater share of personal income in Erie now comes from transfer payments (22.1 percent in 2013 versus 9 percent in 1970), while correspondingly smaller shares come from wages and salaries (57.6 percent in 2013 versus 71.3 percent in 1970) and proprietors’ income (4.7 percent in 2013 versus 8.3 percent in 1970). According to Dr. Louie, “To the extent that higher shares of income generated from wages, salaries and proprietors’ income reflect greater dynamism in the local economy, the decline in these shares is not a desirable trend.”
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Call 800/815-2660 or visit mbausa.org to join now!
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Manufacturer & Business Association
TRAINING SCHEDULE
January February March
GAIN
New Skills!
Learn it today. Apply it tomorrow! As a leader in professional development and computer training programs for more than 25 years — the Manufacturer & Business Association’s expert trainers deliver the knowledge and skills you need to compete in today’s business world.
ENHANCE Your Career!
“In May 2014, I completed the five-course Certified Supervisory Skills Series at the Manufacturer & Business Association here in Erie, Pennsylvania. At that time, my employer was transitioning me into a supervisory roll, and I needed to ‘brush up’ on the most current available knowledge to manage my department. The course itself caters to many different types of businesses, as the information provided was easily molded into useful routines, tactics and exercises to allow me to be successful in my work environment and my new position as production supervisor. My instructors were not only knowledgeable, but were also more than happy to answer any questions, address concerns, or dig deeper into the subject matter until an appropriate resolution was reached that we could all use as we moved forward. The top-notch facilities at the MBA made my experience quite enjoyable, and I owe a large part of my success to all of the wonderful folks in the organization who made it possible.
Professional Development Graduates — Erie
From left: Paul J. Baxter, Certified Supervisory Skills Series, RCRA Hazardous Waste Training; Michelle Burek and Zach Cronin, Leadership for Team Leader Series; and, Connie Craig, Certified Supervisory Skills Series, Excel 2007, Blueprint Reading, FMLA and Lean Manufacturing.
Whether you are simply looking to refresh your skills or perhaps seeking knowledge and skills to tackle the next challenge in your career, I highly recommend you contact the Manufacturer & Business Association. I’m glad I did!” – Paul J. Baxter, Production Supervisor HEATRON
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February
Professional Development
Professional Development
Certified Supervisory Skills Series Course I Course I for Nonprofits (Oil City) Course I (St. Marys) Course IV Course V Course V (Meadville)
1/13 and 1/20 1/26 and 2/2 1/27 and 1/28 1/8 and 1/15 1/5 and 1/12 1/14 and 1/21
Leadership for Team Leaders Series Course I Course IV (Corry)
1/14 1/21
Certified Supervisory Skills Series Course I Course II Course II for Nonprofits (Oil City) Course II (St. Marys) Course V
2/9 and 2/16 2/10 and 2/17 2/23 and 3/1 2/24 and 2/25 2/5 and 2/12
Leadership for Team Leaders Series Course I (Warren) Course II Course V (Corry)
2/9 2/11 2/11
The Critical Role of the Supervisor with Safety in the Workplace Course I Course II (St. Marys) Course II Course III (St. Marys)
2/2 2/10 2/16 2/24 2/15
The Critical Role of the Supervisor with Safety in the Workplace Course I (St. Marys)
1/27
Food Safety Certification
1/18
Lean Champion Overview (Three-day workshop)
1/27, 2/24 and 3/23
Food Safety Certification
Six Sigma Green Belt (Three-day workshop)
1/28, 2/25 and 3/24
PHR/SPRH Study Course (Nine-session course) 2/23, 3/1, 3/8, 3/15, 3/22, 3/29, 4/5, 4/12 and 4/19
Fork Truck Train the Trainer
1/19
Blueprint Reading (Five-Session Course)
1/26, 28, 2/2, 2/4 and 2/9
NEW! RCRA Hazardous Waste Regulation Change Briefing
2/4
NEW! Stormwater Management Briefing
2/4
What Every Small Business Needs to Know about OSHA 1/7
NEW! OSHA 10-Hour Certification
What Every Small Biz Needs to Know about EPA/DEP
1/7
2/23 and 2/24
NEW! Gender Communication
2/5
Must-Haves of Effective Communication
1/21
NEW! Emotional and Social Intelligence
2/5
Women in Leadership
1/29
Writing to Wow!
2/12
HR Essential Certification Series Interviewing & Hiring
1/14
Customer Service
2/12
Computer Access Level III Excel Level I Excel Level II Excel Level III
1/21 1/14 1/28 1/7
QuickBooks Pro 2015
1/22
“Whether it is computer classes or professional development courses, the training provided by the Manufacturer & Business Association has allowed us to provide a cost-effective solution that is critical to our ability to stay competitive.” — Joy Sherry, Human Resources Director Ainsworth Pet Nutrition
Must-Haves of Effective Communication (Meadville) 2/25 PR Boot Camp
2/26
Marketing Planning
2/26
Geometric Dimensioning & Tolerancing (Five-session course) 2/16, 2/18, 2/23, 2/25 and 3/1 HR Essential Certification Series Compensation and Benefits 2/11
Computer Access Level I Excel Level I Excel Level III
2/18 2/25 2/11
“No matter what level of HR experience you have, you will find these classes very educational.” — Tammy Ricci, Office Manager Moody and Associates, Inc.
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Professional Development
Regional Locations
Certified Supervisory Skills Series Course II Course III Course III (St. Marys) Course III for Nonprofits (Oil City) Course IV (St. Marys)
3/15 and 3/22 3/16 and 3/23 3/9 and 3/10 3/29 and 4/5 3/30 and 3/31
Leadership for Team Leaders Series Course II (Warren) Course III Course IV
3/8 3/3 3/24
The Critical Role of the Supervisor with Safety in the Workplace Course III Food Safety Certification
3/1 3/21
Annual RCRA Hazardous Waste Training
3/3
DOT/PHMSA Hazardous Materials Training
3/3
HAZWOPER 8-Hour Refresher Training
3/23
Annual RCRA Hazardous Waste Training (Williamsport)
3/24
DOT/PHMSA Hazardous Materials Training (Williamsport)
3/24
Must-Haves of Effective Communication (Corry)
3/10
Women in Leadership
3/18
Must-Haves of Effective Communication
3/24
Gender Communication
3/25
Emotional and Social Intelligence
3/25
HR Essential Certification Series Employment Law HR for Non-HR Professionals
3/10 3/24
Computer Excel Level II QuickBooks Pro 2015 Access Level II (Two Days)
All courses are held at the MBA Conference Center in Erie, unless otherwise noted. Butler: Clarion:
Fairfield Inn & Suites 200 Fairfield Lane Park Inn by Radisson, Clarion 45 Holiday Inn Road Corry: Higher Education Council 221 North Center Street DuBois: Best Western 82 North Park Place Erie: Manufacturer & Business Association Conference Center 2171 West 38th Street Grove City: Hampton Inn & Suites Holiday Boulevard Hermitage: LindenPointe 3182 Innovation Way Kittanning: Armstrong Educational Trust 81 Glade Drive Meadville: Holiday Inn Express 18240 Conneaut Lake Road Mercer/Grove City: Hampton Inn, Grove City 4 Holiday Boulevard Oil City: Keystone Community Education Council 206 Seneca Street St. Marys: Community Education Council of Elk and Cameron Counties 4 Erie Avenue, Suite 200 Titusville: Towne Square Conference Center 110 West Spring Street Warren: Warren/Forest Higher Ed Council 589 Hospital Drive, Suite F Williamsport: Genetti Hotel 200 W. Fourth Street * Handicap access and parking available at all sites.
Onsite Training 3/3 3/18 3/10 and 3/17
“Investing in management education for both new and seasoned leaders has not only influenced corporate success, but has contributed to many successful career paths. The MBA-USA programs are high quality, accessible and affordable. That translates into great value.” — Gary M. Maras, Chief Executive Officer Medicor Associates
Get more flexibility and convenience with our onsite training options — one of the most cost-effective choices for group instruction. • Flexible and convenient scheduling • Customized instruction • Eliminate travel expenses
Course Registration Contact Terry Nunez at 814/833-3200, 800/815-2660 or tnunez@mbausa.org to register or for more information on upcoming courses. Online registration also is available at www.mbausa.org.
ONSITE TRAINING PROFESSIONAL DEVELOPMENT Supervisory Skills Leadership for Team Leaders Customer Service One-Day Food Safety Certification And much more!
COMPUTER TRAINING Word Levels I, II, III Excel Levels I, II, III Access Levels I, II, III And much more!
How you need it. When you need it. Where you need it. Considered a leader in professional development and computer training for more than 25 years, the Manufacturer & Business Association offers you the ease and flexibility of onsite training for groups of six or more employees. Onsite Convenience: Nothing beats the convenience of training conducted at your facility. Let our expert instructors bring the training you need, when you need it, where you need it. Customized Programs: From full-day to half-day programs, all of our courses can be tailored to address your organization’s specific needs. Focused Interaction: Facilitated by our training specialists, your employees’ experience is further enhanced through group discussion on key topic areas specific to your company’s work environment.
Call Terry Nunez for more information about onsite training programs at 800/815-2660 or 814/833-3200, or visit www.mbausa.org.
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OntheHill
DEPARTMENTS > Contact: Lori Joint
The Great Budget Impasse of 2015 Could Have Been Prevented Quantum Communications Chief Executive Officer Charlie Gerow is a nationally recognized leader in strategic communications and a trusted adviser to leaders in government and business. Called “Harrisburg’s most politically well-connected conservative” by Harrisburg Magazine, Gerow has been named one of the 50 most influential Pennsylvania Republicans by Politics Magazine and selected by his peers as one of the Top 10 Political Consultants in Pennsylvania by PA2010.com. Recently he was named to the prestigious “Influencers 500” list by Campaigns and Elections magazine.
It’s 100 days and counting since the legal deadline for a Pennsylvania budget. Earlier this year, Governor Wolf joked about being prepared to face cold weather before a budget finally got completed. His jest now looks prophetic. As of press time, we’re closing in on recent records for budget delays. Tom Wolf loves to remind us of his academic credentials. He went to MIT. But his self-proclaimed math acumen seems to get jammed up between 26 and 102. Those are the number of Senate and House votes necessary to pass legislation in Pennsylvania, including budgets. In March, Governor Wolf asked the legislature to impose massive tax increases, including a job-crushing additional tax on natural gas. When Governor Wolf’s tax plan was first put up for a vote in early June, not a single legislator voted for it. Not one, either Democrat or Republican, was willing to vote for Tom Wolf’s tax increase proposal. That should have told him something. The legislature then did its job and passed a budget on time. It was a balanced budget without broad-based tax increases. Tom Wolf abruptly took out his veto pen. Instead of using his “line-item veto” power, the governor vetoed the entire thing. It was the first time in half a century any governor had done that. What was truly strange was that many of the line items — 274 of 401 — the governor vetoed were what he had asked for and, in some cases, even more than he wanted.
But, once again, that problem with counting came to the surface. Even before the vote, Democrats, like Representative Nick Kotik, were warning the governor that getting to the magic number was “a steep climb.” When the vote was taken the first week of October, Wolf hadn’t been able to get 75 votes. That’s a long way from 102, even at MIT. The 127-to-73 rejection of his plan to raise taxes was yet another stinging rebuke. It was bipartisan as Democrats broke ranks to join a unanimous Republican caucus in once again stopping Tom Wolf from dramatically increasing our tax burden. House Majority Leader Dave Reed summed it up succinctly: “It was a necessary step to show the governor he doesn’t have the votes.” But the governor, who was recently named as “the most liberal governor in the nation” (no small feat considering Andrew Cuomo and Jerry Brown are still in office), refused to concede the obvious. “I’m not taking anything off the table,” he intoned, meaning that he’ll be back for another shot at taxpayers’ wallets.
Thus began the great budget impasse of 2015.
As much as the Wolf team would like to paint the situation as a partisan standoff, it’s simply not. A significant number of Democrats refused to go along with the Wolf tax-increase plan in addition to the Republicans who were unanimous in their opposition. They understand that massive tax increases stifle economic growth and job creation and hurt every Pennsylvanian.
After weeks without a budget, the General Assembly passed an emergency funding bill, an $11-billion stopgap budget that would have provided money for schools and human service providers. Pretty simple, logical and fair. What did the governor do? As with the original budget, he vetoed it.
Recent polls show the governor’s approval ratings plummeting. That, and the budget impasse, will continue until the governor faces the reality that the legislature carries as much of a mandate as he does and that their votes are necessary to achieve a budget.
The governor’s team then cooked up a slightly modified tax increase package and told Republican leaders they could muster 102 votes in the House.
It might be a cold day in a lot of places before that happens.
December 2015 > www.mbabizmag.com > 17
WHEN CHOOSING A NATURAL GAS SUPPLIER, CHOOSE “THE” SUPPLIER National Fuel Resources, Inc. recognizes the importance of a strong manufacturing base in our community. NFR has been a long time natural gas supplier to the manufacturing community here in Western Pennsylvania. We pride ourselves in being a long term supplier. In 2016, we will be celebrating 25 years of supplying the manufacturing community with a cost effective source of natural gas. It is important, that your supplier hold the assets necessary to provide reliable supply. Our strategic mix of capacity, storage, and wholesale activity all blend to provide our clients with reliable service and direct access to the product. We are the supplier; we are your source, no unnecessary layers of cost. NFR’s flexibility, experience and dedication provide the most competitive and direct prices to our clients. And this is what makes us uniquely qualified to manage the natural gas needs of any business. We take pride in our business reputation. We are committed to our clients and look forward to being a part of the continued growth of our area’s manufacturing community.
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HR Connection EMPLOYERS NEED TO FOCUS ON TALENT STRATEGIES, SURVEY FINDS Nearly one out of two employees who said they are very satisfied with their organizations and their jobs (45 percent and 4 percent, respectively) are also looking to leave, according to recent Inside Employees’ Minds™ research, which surveyed 3,000 people representing a complete cross-section of the U.S. workforce. The new survey from Mercer, a global consulting leader in advancing health, wealth and careers, also found that 37 percent of all workers — regardless of their satisfaction level — are seriously considering leaving their jobs, up from 33 percent of the workforce who were considering leaving in 2011. “The survey confirms what employers have been seeing firsthand — a workforce in transition and, increasingly, one on the move,” said Patrick Tomlinson, North American business leader for talent at Mercer. “Simply put, a growing number of employees feel their desires for personal growth and opportunities are outpacing what most companies are providing them. Employers need to shift their talent strategies to
understand the modern terms of engagement from the most productive employees.” The findings are more pronounced for various demographic groups within the workforce. For example, 63 percent of senior managers surveyed are seriously considering leaving their current roles, compared to 39 percent of management-level employees and 32 percent of nonmanagement workers. Older workers, who typically face an array of family and financial commitments, say they are less likely to be looking. Only 29 percent of workers, ages 50 to 64, are seriously considering leaving at the present time. But it’s a different story with younger generations of workers, particularly Millennials, who bring a “here and now” philosophy to their careers, according to Tomlinson. MOST U.S. WORKERS MAY NEED TO WORK PAST AGE 65 A new analysis from Aon Hewitt, the global talent, retirement and health solutions business of Aon plc, reveals that most workers will likely be working longer to save enough to maintain their standard of living in retirement. Aon Hewitt’s analysis of 77 large U.S. employ-
ers, representing 2.1 million employees, projects the average worker will need to save 11 times their final pay at retirement (age 65) to keep their preretirement lifestyle. Exact income replacement depends on the unique situation of each worker including age, income, anticipated retirement age and Social Security. Aon Hewitt finds most workers are coming up short when it comes to preparing for retirement. Only one in five are on track to meet or exceed their needs in retirement at age 65. An additional 20 percent may be close to having reasonably adequate savings with some lifestyle adjustments. This leaves 60 percent of workers unable to afford to retire at age 65. Aon Hewitt projects that age 68 is the median age U.S. workers will be able to retire with sound financial security, while 16 percent are not expected to have enough to retire even by age 75. “The benefits landscape has changed over time and U.S. workers are now accountable for a greater portion of their financial needs in retirement,” said Rob Reiskytl, partner at Aon Hewitt. “Unfortunately, most are underprepared.”
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DEPARTMENTS > Contact: Patty Welther
It’s a Good Time to Assess Your Needs for Employee Development Looking ahead to the upcoming year for your training needs, you may have a question that is a common one we hear at the Association: What class should I send my employees to, and what is the difference between the Supervisory Skills and Team Leader classes? Certified Supervisory Skills Series – 10 days of training Target Participants: Supervisors, managers and executives In this class, participants will learn the critical skills necessary to meet the everincreasing challenges of being an effective supervisor in today’s workplace. This fivecourse series will teach new and experienced supervisors, managers and executives the skills needed to properly motivate and direct their teams to meet company goals, objectives and law compliance. We’ve even had members send employees to class who they want to prepare to become future supervisors. Emphasis is on mastering management techniques essential to the success of both the supervisor and the company.
Each course consists of two full days of training or 16 hours of instruction. Half of the program consists of the five days of people skills content that is covered in the Leadership for Team Leaders Certificate Series. The remaining five days consist of what are traditionally viewed as manager responsibilities: interviewing, coaching and discipline, training, performance appraisals, goal setting and presentation skills. Leadership for Team Leaders Certificate Series — Five days of training Target Participants: Crew leaders, team leaders, foremen and lead workers This program focuses primarily on the “people skills” of being a team leader, foreman or lead worker. It helps with how to lead people that the team leader has worked with for years, been there longer than they have or may even be older than they are. This highly interactive five-course series is designed to provide a comprehensive foundation of sound leadership skills for both new and experienced team leaders. All leaders need to realize any future suc-
cess they have will almost entirely depend on how well they can motivate, direct and communicate with their direct reports. Each course consists of one full day of training or eight hours of instruction. With this knowledge of the differences in leadership and supervisory classes, now is a good time to look at your training needs for the upcoming year and ensure that your employee development plans are made accordingly. For more information, visit www.mbausa.org. Patty Welther is the manager of Member Engagement and Professional Training for the Manufacturer & Business Association. Contact her at 814/833-3200, 800/815-2660 or pwelther@mbausa.org.
December 2015 > www.mbabizmag.com > 21
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December 2015 > www.mbabizmag.com > 23
Legal Q&A WHAT HAPPENS IF AN EMPLOYEE WORKS BEYOND HIS/ HER SCHEDULED HOURS OR DOES WORK AT HOME WITHOUT PRIOR AUTHORIZATION? If the employee works without authorization or prior permission, he/she must be compensated in accordance with the law. It is the duty of the employer to exercise control to see that work is not performed beyond scheduled hours without prior approval. If an employee does either, you should consider speaking with the employee to counsel them on your policy and initiate progressive disciplinary action if necessary. HOW CAN I DETERMINE IF STAFF DEVELOPMENT OR TRAINING IS CONSIDERED COMPENSABLE ACTIVITIES IF THEY OCCUR OUTSIDE OF AN EMPLOYEE’S NORMAL WORK HOURS? Participation in training programs
24 < www.mbabizmag.com < December 2015
need not be counted as working time if all of the following criteria are met: 1. Attendance is outside of the employee’s regular working hours; 2. Attendance is in fact voluntary; 3. The course, lecture or meeting is not directly related to the employee’s job; and, the employee does not perform any productive work during such attendance. I HAVE AN EMPLOYEE WHO IS PAID TWO DIFFERENT RATES WITHIN ANY GIVEN WORK WEEK DUE TO THEIR JOBS WITHIN THE COMPANY. HOW DO I DETERMINE THEIR REGULAR RATE OF PAY FOR OVERTIME PURPOSES? For employees working at two or more rates during a single workweek for two or more different types of work, the regular rate of pay for that workweek is computed by taking the weighted average of such rates. The
earnings for all rates for the week are added together, and this total is then divided by the total number of hours worked for the week at all jobs. I REPRESENT A RELATIVELY SMALL AND RELATIVELY NEW COMPANY. CURRENTLY, MANY OF MY EMPLOYEES ARE ASKING IF THEY WILL RECEIVE PAY RAISES AND REVIEWS. ARE WE REQUIRED TO PROVIDE EITHER? Pay raises and performance reviews are generally a matter of agreement between an employer and employee (or the employee’s representative). HAVE A LEGAL QUESTION? The Manufacturer & Business Association recognizes that employment law issues can arise at a moment’s notice, which is why we provide MBA members access to our FREE HR & Legal Hotline. Call today at 814/833-3200 or 800/815-2660!
DEPARTMENTS > Contact: Tammy Lamary-Toman
FLSA Overtime Rules Take Effect for In-Home Care Employees The Supreme Court recently denied a request to postpone new regulations that make direct care workers — such as home health aides, personal care aides and certified nursing assistants — eligible for overtime pay. The new rule prohibits third-party employers from taking advantage of the overtime exemption for certain domestic service workers and redefines the term “companionship services” under the Fair Labor Standards Act (FLSA). With this ruling, the Final Rule took effect on October 13. In August, the U.S. Court of Appeals for the District of Columbia Circuit found in Home Care Association of America v. Weil that the new regulations were valid. The plaintiffs, associations that represent home-care staffing agencies, asked the Supreme Court to stay the rule pending their
request for Supreme Court review of the D.C. Circuit decision. This week, the Supreme Court denied the stay, meaning that the Department of Labor (DOL) is free to begin enforcing the new regulations. The industry groups may still file an appeal with the Supreme Court. In the interim, the DOL issued a policy statement that it would not begin to enforce the new regulations until November 12. Additionally, the DOL stated that from November 12, 2015, through December 31, 2015, it will use prosecutorial discretion, taking into consideration the employer’s good-faith attempts to comply with the Final Rule. Upon its effective date, the Final Rule eliminates the application of the FLSA’s “companionship services” exemption to employees of home-
care agencies throughout the United States, requiring that home-care aides receive overtime compensation for hours worked over 40 in a workweek at time and one-half their regular rate of pay. For more information about these new rules, contact me at 814/833-3200, 800/815-2660 or tlamary@mbausa.org.
Tammy Lamary-Toman, JD, PHR is labor and employment law counsel for the Manufacturer & Business Association.
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*NEW! TAA/WIA APPROVED COURSES Term III classes begin the week of January 19. Register for classes December 14 – January 8. Visit www.rctcerie.org for a complete course schedule or call 814.464.8601 for more information. The RCTC is a division of the Erie County Technical School, an equal opportunity educational institution. December 2015 > www.mbabizmag.com > 25
Saint Vincent is Erie’s Choice for Best Hospital two years in a row! Our community has spoken. Saint Vincent has once again been named Erie’s Choice for Best Hospital for 2015. Without the unparalleled expertise of our caregivers, such recognition would simply not be possible. Trust that we will continue to recruit the brightest minds—and utilize the most sophisticated technologies—to ensure you have access to the most advanced care in our region.
Events Blue Ocean Strategy Center
Approximately 80 human resource professionals, representing various businesses and industries from across the region, attended the Manufacturer & Business Association’s (MBA) third annual HR & Employment Law Conference on October 9 at the Association’s Conference Center in Erie. Sponsors included: the Manufacturer & Business Association, ECCA Payroll and Business Solutions, the Erie Times-News and GoErie.com/Jobs, HRCI, Loesel-Schaaf Insurance Agency, Mercyhurst University, Waddell & Reed, Wegmans – Wellness and Widget Financial. To view photos of the event, visit www.mbausa.org.
Tom Walter, chief culture officer of Tasty Catering and co-author of It’s My Company Too!, presented on “Leadership’s Role in the Creation of Employee Engagement.”
HR professionals were welcomed to this year’s annual HR & Employment Law Conference held on October 9. Next year’s conference is scheduled for Friday, October 21, 2016.
Dan Miller, a senior partner at MacDonald Illig Jones & Britton, shared some harassment investigation tips, including a mock investigation.
John Persinger, also an attorney at MacDonald Illig, provided a thought-provoking discussion about managing employees in the digital workplace and employment law updates.
Peter Pentz, a group leader at the Knox Law Firm, discussed “12 Ways to Prevent or Reduce Workers’ Compensation Exposure.”
The Loesel-Schaaf Insurance Agency, represented by Ed Althof, was one of several sponsors and vendors at the event.
William Rothwell, Ph.D. of Rothwell & Associates talked candidly about “Getting Started with Your Succession Planning.”
Heather Evans of AirBorn – Lake City was the lucky winner of the grand prize raffle drawing. December 2015 > www.mbabizmag.com > 27
People Buzz ERNST SEEDS VP NAMED SEEDSMAN OF THE YEAR Andy Ernst, vice president of Ernst Conservation Seeds in Meadville, Pennsylvania, was honored recently for his many contributions to the native seed industry by the Atlantic Seed Association (ASA) during its 63rd annual convention banquet in Gettysburg, Pennsylvania. ASA president Doug Rohrer of P.L. Rohrer and Brother, Inc. presented Ernst with the 2015 Seedsman of the Year Award in recognition of his dedicated service to the Atlantic Seed Association and the seed industry. “The old adage, ‘the apple doesn’t fall far from the tree’ may be the best way
to describe this year’s ASA Seedsman of the Year,” said Rohrer. “Andy is one who certainly exemplifies the knowledge, character and leadership associated with his father’s living legacy, while promising to continue a reputation of innovation and advocacy in the native seed industry with his own unique style.” Andy’s father, Calvin Ernst, founded Ernst Seeds in 1964 and has long been regarded as a pioneer in the native seed industry. The senior Ernst was honored by the ASA last year with an Honorary Membership in recognition of his lifetime of service to the ASA and the seed industry. As a member of Ernst Seeds’ senior management team, Andy Ernst’s core responsibilities include overseeing plant research, crop production, safety and information technology. The Marketing and Communications Department also reports to him.
KIDDER WACHTER HIRES PROJECT MANAGER Matthew Taylor recently joined Kidder Wachter Architecture & Design in Erie as a project manager. Taylor has extensive professional experience with project management and creating three-dimensional digital models of planning and architectural projects. He also has ten years of experience as a construction manager. Taylor received a bachelor degree in Building Science and Sustainable Design cum laude from the Pennsylvania College of Technology and an Architectural Computer-Aided Drafting and Design degree from Triangle Tech. He is LEED (Leadership in Environmental and Energy Design) Certified, and is a member of the U.S. Green Building Council and the Green Building Alliance.
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DEPARTMENTS > Contact: Karen Torres
Kidder Wachter Architecture & Design is a full-service architectural firm that offers planning, design, development and construction management services. NAMI OF ERIE COUNTY APPOINTS MARKETING DIRECTOR Alex Bohman, an Erie native, joined NAMI of Erie County as marketing coordinator. Bohman will receive her bachelor’s degree in December 2015 from Gannon University in advertising communications. While at Gannon, she founded the Advertising and Promotions Club and also held the position treasurer for Gannon’s chapter of Lambda Pi Eta, the national communications honors society.
Downtown Partnership and interned at the Salvation Army Western PA Headquarters in Pittsburgh. She has experience in public relations, marketing communications and event coordinating.
medication management, trigger point injections and other pain treatment. She also held positions with Saint Vincent Health Center, UPMC Hamot and Millcreek Community Hospital.
PAIN SPECIALIST JOINS TRI-STATE PAIN INSTITUTE Tri-State Pain Institute, the region’s leading pain management center, recently welcomed April Sweeney, CRNP, to their team of pain experts. Sweeney, a certified registered nurse practitioner, brings extensive experience in acute and chronic pain management to Tri-State Pain Institute.
Sweeney earned a graduate degree from the Family Nurse Practitioner program at Clarion University, as well as undergraduate degrees in nursing from Edinboro University and Gannon University. With offices in Erie and Corry, Pennsylvania and Jamestown, New York, Tri-State Pain Institute is the region’s premier pain management center, offering advanced treatment and proven therapies for the long-term relief of acute and chronic pain, including back, neck, leg, joint and shoulder pain, as well as pain from arthritis, headaches, fibromyalgia, post surgery and cancer complications.
Most recently on staff with Pain Management Associates of NWPA, Sweeney provides increased access for patients in need of pain assessment, oral pain
Bohman previously held the positions of account manager at Mega Media Factory, marketing assistant at the Erie
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