PBN June 11-24, 2021

PROVIDENCE BUSINESS NEWS

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CELEBRATING

35 YEARS: 1986-2021

FOCUS: BANKING & FINANCE

JUNE 11-24, 2021

SPECIAL SECTION

As new deposits slow, bank strategies evolve | 18

PBN’s 2021 Best Places to Work Awards

YOUR SOURCE FOR BUSINESS NEWS IN SOUTHERN NEW ENGLAND | VOL. 36, NO. 3 | $5

In search of the

‘MISSING MIDDLE’

Tech ‘super connector’ gaining momentum

BY CASSIUS SHUMAN | Shuman@PBN.com

CHRISTIAN COWAN experienced a lot of sleepless nights last year.

Cowan is in charge of 401 Tech Bridge, an economic development initiative launched in 2019 that seeks to connect the U.S. Navy, universities, nonprofits and businesses in Rhode Island to develop advanced materials and technologies.

There was a lot riding on its success last year, particularly after the program received millions of dollars of federal funding.

FOCUS: INNOVATION/ STARTUPS SEE TECH BRIDGE PAGE 30

R.I. focuses on finding housing for people who fall between high, low income

BY MARY MACDONALD | MacDonald@PBN.com

CERTIFIED

nursing assistant Virginia Burdick works two jobs so she can afford the rent for her cramped, two-bedroom apartment in South Kingstown. Her daughter, 9, and son, 14, have never had their own rooms.

She makes too much to qualify for state assistance but not so much to live comfortably.

“If I don’t work my other job, I’m just barely cutting it,” said Burdick, 30. “I make too much for [government-provided] health insurance. I make too much for food stamps. I make too much for child care assistance. I make too much for cash assistance.”

SEE HOUSING PAGE 12

CREATING OPTIONS: ­Joseph Garlick, Neighbor­Works Blackstone River Valley executive director, stands in front of a renovated duplex in Woonsocket that will be sold to a moderate-income family. About two dozen people are vying to buy it for $169,000.

PBN PHOTO/MICHAEL SALERNO

ONE LAST THING Deb Burton Prioritize eldercare | 38

Winners announced! See page 26.

CONTENTS

PBN

COVER STORY IN SEARCH OF THE MISSING MIDDLE R.I. focuses on finding housing for people who fall between high, low income............................................. 1

FOR STARTERS 5Q: Maryann Mathews.................................................................4 Dining Out: Feeding the ‘craze’...................................................5 Spotlight: J. & K. Electrical Supply Co.......................................6 Something New: Mythic Bike Works LLC...................................6 Hot Topic: In workplace, vaccine issues complex.....................7 Business Women: Creative collaborations make her spirits soar...........................8 Trending: Most-read stories on PBN.com, May 2021................9 What’s Happening...................................................................... 10 Everybody’s Business: He adopted strategy of adapting....... 15 Another Look: McKee: ‘Wait and see’ on cannabis................. 16 Another Look: R.I. health officials explore vaccine incentives...... 17

400 Westminster St. Providence, RI 02903 Main Phone: 401-273-2201

Subscription Services: 855-813-5805 President & Publisher: Roger C. Bergenheim 680-4848 | Publisher@PBN.com

FOCUS: INNOVATION/STARTUPS | 1

IT’S PERSONAL People in the News....................................................................32 Mackay’s Moral..........................................................................33 Guest Column: Beverly Walter..................................................34 Guest Column: Jennie E. Brand and Sarah A. Burgard.............35 Editorials and Opinion...............................................................36 One Last Thing: Deb Burton.....................................................38

Tech ‘super connector’ gaining momentum After a brief halt during the pandemic, the 401 Tech Bridge has found its legs and is working to connect the U.S. Navy with local colleges, businesses and nonprofits.......................... 1

EDITORIAL

BUSINESS WOMEN | 8

Public officials ponder future of online meetings Some officials and public advocates say they hope plans for post-pandemic public meetings will include a mix of in-person and technology-enabled access..........................28

FOCUS: BANKING & FINANCE With the economy reopening and people tapping into their bank accounts, financial institutions are turning to digital banking and lower rates to keep and grow deposits............... 18

(EDUCATION, NONPROFITS)

Staff Writers: Nancy Lavin, 680-4822 | Lavin@PBN.com

Are days of overdraft fees numbered?

(ENERGY/ENVIRONMENT, ENTREPRENEURSHIP, FINANCIAL SERVICES)

Ally Financial Inc. will no longer charge customers for overdrafting their accounts. Will other banks follow?.............23

Mary MacDonald 680-4830 | MacDonald@PBN.com

Lists

EVERYBODY’S BUSINESS | 15

Regional Banks......................................................................... 20 Rhode Island Credit Unions......................................................24 High-Tech Funding Sources....................................................... 31

WHAT’S HAPPENING? SUBMIT YOUR NEWS AT PBN.COM/PBNCONNECT/

(HEALTH CARE, MANUFACTURING, REAL ESTATE/DEVELOPMENT)

Cassius Shuman 680-4884 | Shuman@PBN.com (GOVERNMENT, HOSPITALITY/TOURISM, WORKFORCE)

PRODUCTION

THIS WEEK’S FEATURED COMPANIES

12 7 15

Managing Editor: William Hamilton 680-4826 | Hamilton@PBN.com

Special Projects Editor/Researcher: James Bessette 680-4838 | Bessette@PBN.com

Licensed cannabis cultivators in Rhode Island are finding it difficult to operate their businesses, as many banks and credit unions have been unwilling to lend to them................. 19

32 8 6 6

Editor: Michael Mello, 680-4820 | Mello@PBN.com

Copy Editor: Matt Bower, 680-4824 | Bower@PBN.com

Lack of banking hinders R.I.’s cannabis sector

37 30 7 30 21 32

Editor@PBN.com | Fax: 401-274-0670

Web Editor: Chris Bergenheim 680-4886 | Bergenheim@PBN.com

As new deposits slow, bank strategies evolve

DiPrete Engineering Associates Inc. Flux Marine Ltd. General Dynamics Electric Boat Goetz Composites Greenwood Credit Union HopeHealth HopeHealth Hulitar Hospice Center Industrious Spirit Co. J. & K. Electrical Supply Co. Mythic Bike Works LLC NeighborWorks Blackstone River Valley Nixon Peabody LLP O2J Inc.

Advertising@PBN.com | Fax: 401-274-0270 Director of Sales and Marketing: Annemarie Brisson 680-4800 | Brisson@PBN.com Marketing and Events Manager: Donna Rofino 680-4832 | Rofino@PBN.com Marketing, Events & Social Media Coordinator: Tracy Hoyt, 680-4818 | Hoyt@PBN.com Senior Account Managers: Linda Foster, 680-4812 | Foster@PBN.com Jim Hanrahan 680-4816 | Hanrahan@PBN.com Advertising Coordinator: Joyce Rylander 680-4810 | Production@PBN.com

FOCUS: INNOVATION/STARTUPS

401 Tech Bridge 1 Artic Green Inc. 21 7 AstroNova Inc. Avenue N Restaurant Group LLC 5 18, 34 Bank of America Corp.

Brown University 8, 32 Churchill & Banks LLC 37 Citizens Bank 23 Citizens Financial Group Inc. 18, 23 28 Common Cause Rhode Island Community College of Rhode Island 15 Composites Alliance of Rhode Island 30 Cooley Group 30 Crossroads Rhode Island 14

ADVERTISING

ONE Neighborhood Builders, 14 Orson and Brusini Ltd. 37 Partridge, Snow & Hahn LLP 7 Pawtucket Credit Union 18 21 People’s Credit Union Polaris Manufacturing Extension 30 Partnership Rhode Island Association 14, 34 of Realtors Rhode Island Hispanic Chamber of Commerce 15 Rhode Island Textiles Innovation Network 30 R.I. Commerce Corp.

4, 15, 30 R.I. Department of Business 16, 21 Regulation

R.I. Department of Environmental Management 37 R.I. Department of Health 17 R.I. Division of Taxation 16 R.I. Housing and Mortgage Finance Corp.

14 Roger Williams University 12 37 SAGE Environmental Inc. SCORE Rhode Island 15 South County Habitat for Humanity 14 Steel Yard 8 The Washington Trust Co. 18 University of Rhode Island 15, 30 12 Warwick Housing Authority Yoleni’s Providence 37

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FOR STARTERS 5Q: Maryann Mathews Executive director, Multicultural Innovation Center

BY NANCY LAVIN | Lavin@PBN.com

1

What is the purpose of the Multicultural Innovation Center and what services does it offer?

The Multicultural Innovation Center assists small and medium-size businesses with executing the administrative aspects of their businesses such as providing accounting, strategic planning and advocating on their behalf for loans. We also help them with navigating the process for seeking federal and state funding.

2

How have services changed since the pandemic hit? What new ways has MIC tried to help reach hard-hit businesses?

We have worked with small businesses, and particularly sole proprietors, as they seek resources made available by R.I. Commerce Corp. and other state and federal agencies. We have also assisted them with creating new partnerships and collaborations, which have kept their costs down and helped them create e-commerce opportunities.

3

Accessing state and federal aid has been a challenge for some small businesses. How has MIC helped bridge that gap and connect its business clients to relief programs?

We have met with minority-owned

PBN PHOTO/RUPERT WHITELEY

Minority-owned small businesses often are in industries more susceptible to disruption.

businesses to interpret the language and terms of programs. We have also walked them through the process, including filling out the applications and compiling documentation.

4

Businesses owned by people of color have long faced systemic disadvantages, some of which have been exacerbated by COVID-19. What impact do you think the pandemic will have on the state’s minority-business community, and how is MIC working to help grow the minority-business community?

Of all the Rhode Island vulnerable small businesses, minority-owned ones may be most at risk. Many were in financially precarious positions even before COVID-19 lockdowns, and minority-owned small businesses often are in industries more susceptible to disruption. Our role is to ensure that Rhode Island’s Black- and brownowned businesses survive during COVID-19 by connecting them with the resources available through state agencies and private funders.

5

You also offer an office and coworking space for members.

What do you see as the viability/future of those kinds of spaces, given what appears to be a permanent shift to work from home for many companies?

We had to adjust by having clients make an appointment to use the space. We are hopeful that with the vaccine ... we will be able to get back to some form of normalcy. n

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FOR STARTERS DINING OUT | BRUCE NEWBURY

Feeding the ‘craze’ CHEF AND RESTAURATEUR Nick Rabar was considering the moniker “Chicken City” for his new just-announced restaurant concept that he is planning to open late this summer or early fall. But he and his wife, Tracy, settled on “Honeybird” as the name of their fledgling eatery.

It will be located at the site of a former gas station on Massasoit Avenue in East Providence at the foot of the ramp to the Henderson Bridge.

The fried chicken sandwich has become the new “it” dish over the last year, actually predating the COVID-19 pandemic. This sandwich is nothing less than an artisan rustic creation of whole chicken – no shaped or formed pucklike extrusion of tenders or nuggets here. It is enveloped in flavorful breading, flash-fried and served on a bakery bun specially commissioned for the occasion. Next come fresh garnishes from leaf lettuce to house-brined pickles.

Before the top bun is carefully placed, the chicken is topped with sauce recipes that rival any chef’s culinary creation.

This is not merely a menu addition or even an ordinary restaurant concept. After all, the abovementioned, late-lamented, bucket-of-chicken spot Chicken City graced the dining landscape in Rhode Island for decades and was a mainstay in both Middletown and East Providence. But that was way before “we asked ourselves a lot of questions [during the pandemic lockdown],” Nick Rabar said.

He and Tracy Rabar, a longtime restaurant personality herself, along with the Avenue N Restaurant Group LLC team, had lengthy discussions on how they were going to navigate this period in their lives and what direction they might take. To remain as a viable restaurant over the long haul, it became apparent that in-house dining would have to be sidelined at least for a while. But taking its place was outdoor or picnic-style dining and takeout. There was also the discovery of Rhode Island’s love for fried chicken. The sandwich was popping up everywhere, at chain restaurants and owner-operated independent eateries alike, up and down the price point. Nick Rabar describes it as “a chicken craze.”

WORK IN PROGRESS: Restaurateurs Tracy and Nick Rabar outside a building in East Providence that is slated to be renovated into Honeybird, an eatery that will feature fried chicken sandwiches.

COURTESY AVENUE N

That is an accurate observation. The popularity of the fried chicken sandwich – and chicken wings, too – has caused somewhat of a commodity shortage. The demand combined with issues with the supply chain during the pandemic has driven poultry prices sky-high.

That said, the ubiquity of the fried chicken sandwich, or some variation, on the state’s restaurant menus has not resulted in a change in focus among local owner-operators to elevate the creation to a loftier status.

The mission of Honeybird will be, as Nick Rabar puts it, to “make chicken the star.”

The inspiration goes beyond popular culture.

In fact, it goes beyond Rhode Island. “We love Southern food,” Nick Rabar said. This affection comes from the Rabars visiting their son when he was attending the College of Charleston in South Carolina. “We love the dining scene there,” Nick Rabar said. The “low-country” branch of Southern cooking in that area is a unique and underreported cuisine. Like our area, the ocean exerts its influence. As in wine and produce, the environment and prevailing weather conditions play a major role in taste. An oyster fresh-shucked from the warm waters along the South Carolina coast has entirely different characteristics and a completely different flavor than its Rhode Island cousin.

Oysters are just one item on a menu that is as diverse as it is appealing. Fried green tomatoes, grits, okra, she-crab, quail and succotash are all examples of low-country cooking. But don’t look for all of them on Rabar’s new menu. There was a lot of distilling during the research and development of the new restaurant and, according to the chef, only about 5% of his ideas will end up on the final menu – most all of them starring fried chicken in one form or another.

Nick Rabar says Honeybird’s menu will be small and dynamic. His concept is to showcase this authentic style of fare with the Rabars’ take on it.

The fried chicken sandwich will be the catalyst, Nick Rabar says. Its starting point will be as it is featured from time to time at Avenue N – buttermilk-brined, with some ingredients used sparingly such as hot sauce and hot honey. Then it will be lovingly breaded with a dry rub and a secret blend of Southern spices. After that, it is a quick trip into the hot oil that will be carefully monitored for freshness. The chef will only confide his technique by saying, “You go from the wet to the dry to the fry.” n Bruce Newbury’s radio show and podcast, “Dining Out with Bruce Newbury,” is broadcast on WADK 1540 AM and several radio stations throughout New England. Email him at Bruce@BruceNewbury.com.

When you’re ready to fly again.

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PVDairport.com www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 5

FOR STARTERS SOMETHING NEW

SPOTLIGHT

ATTENTION TO DETAIL: Mike Galoob, owner of Mythic Bike Works LLC in South Kingstown, repairs a bike in his shop.

PBN PHOTO/ELIZABETH GRAHAM

Galoob peddles bicycles

BY NANCY LAVIN | Lavin@PBN.com

IF LOCATION IS EVERYTHING, then Mike Galoob already has it all.

His bicycle sale, service and repair shop, Mythic Bike Works LLC, sits feet away from the William C. O’Neill Bike Path in South Kingstown. The location sold Galoob, a longtime cyclist and professional mechanic and bike-fitter, on starting a business of his own.

That, and pandemic-induced boredom since bike tour vacations he often took with his family were off the table due to travel restrictions.

Since opening in September, the shop has made a name for itself in custom repair services for mountain bikes, drawing customers beyond state lines. It also caters to novice and recreational cycling enthusiasts, although supply chain shortages combined with higher demand through the pandemic means actual bikes are hard to come by, Galoob said.

Eventually Galoob, a selfproclaimed outdoor enthusiast whose passions include not only mountain biking but running, kayaking, rock climbing and mountaineering, hopes to also offer bikes for rent, capitalizing on his store’s proximity to the bike path.

Bikes range from $500 to $4,000. A basic tune-up costs $75 plus parts, with specialty services, including custom builds, also available. n

FOCUS SHIFT: Jeanine Lantini, who with her husband bought J. & K. Electrical Supply Co. in Johnston in 1973, has transitioned the company from electrical work to a lighting, design and home decor business.

PBN PHOTO/MICHAEL SALERNO

This business burns bright Lighting store also sells home decor

BY NANCY LAVIN | Lavin@PBN.com

JEANINE LANTINI EMBODIES the classic American immigrant story.

A native of France whose accent gives away her Marseilles upbringing, she came to Rhode Island as a teenager, without her parents and only $50 in her pocket. Her teenage years were spent toiling away at multiple factory jobs, and later, in her early married life, working long hours in real estate, then as owner of a Providence hair salon.

Yet from these challenges, Lantini found success – outshining her American counterparts with her productivity in the factory, and later running such a profitable hair salon business that her husband, Kenneth Lantini, sought her help in growing his own career.

“He got jealous that I was doing good,” Lantini joked.

Her ability to turn very little into much more was key to the longevity of the family business, J. & K. Electrical Supply Co. When she and her husband bought the business in 1973, it was little more than an empty building.

Now, you can’t miss the expansive 30,000-square-foot showroom with a lit-up sign beckoning to passers-by from Route 6A in Johnston.

Inside, the more than 4,000 light fixtures, surrounded by artfully arranged furniture and kitschy home

decor, offer something to suit every taste.

Lantini, whose tastes lean toward the “elaborate,” named the dazzling array of $8,000 Swarovski crystal chandeliers as her favorite. But there are also simpler, and cheaper, options: hundreds of simple skews of bathroom lights, patio lanterns and the trendy “modern farmhouse” wooden-flanked lighting. Hundreds of ceiling fans spin above, while glass cases of Lladro porcelain figurines lend an old-world European flair that pays homage to the couple’s Italian and Greek roots.

Kenny Iafrate, Lantini’s grandson who is preparing to take over the family business, is the mastermind behind the displays, spending many a late night updating the rooms with new products or designs.

OWNER: Kenneth Lantini

TYPE OF BUSINESS: Lighting, design and home decor

LOCATION: 1253 Hartford Ave., Johnston

6 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

EMPLOYEES: 15

Like his grandmother, Iafrate’s experience in the industry comes from learning on the job. His parents – Lantini’s daughter and son-in-law – are also among the 15 employees, at least of whom are family. A glitter-accented poster with pasted-on photographs hangs in the back highlighting the family and the business, which to Jeanine Lantini are one and the same.

What she and her husband – the de facto owner although Lantini runs the show – lacked in industry experience, they made up for with determination and strategic crowdsourcing.

“You want to learn, you have to ask the customers, ask the designers what they like,” Lantini said.

The company originally featured electrical work, but it was phased out over time in favor of an emphasis on lighting and home design.

Much of the business stems from people buying or redecorating their homes, which has taken off during the COVID-19 pandemic in line with the real estate boom. They also work with contractors and professional interior designers.

While the virus did not diminish demand for their business, it knotted the supply chains. And despite high unemployment, adding employees to fill the growing need for service has been difficult. n YEAR FOUNDED: 1973 ANNUAL SALES: WND

FOR STARTERS HOT TOPIC

In workplace, vaccine issues complex

BY NANCY LAVIN | Lavin@PBN.com

UPDATED FEDERAL GUIDANCE reassuring employers that they can require workers to get vaccinated against COVID-19 has done little to influence local business owners. That’s because fear of legal consequences isn’t a deciding factor in whether or not companies are mandating shots.

“The issues surrounding vaccinations are more business issues than legal issues,” said Alicia J. Samolis, who leads the labor and employment practice at Partridge, Snow & Hahn LLP in Providence Even with the May 28 update from the U.S. Equal Employment Opportunity Commission, many employers are reluctant to institute mandated vaccinations because they see it as a divisive issue that could risk losing workers or even clients.

Many of the companies Samolis works with have already surveyed their employees and found that even those who have received shots oppose mandated vaccinations because they see it as an infringement on their rights.

Then there’s the matter of hiring new employees, a challenge facing businesses in many industries.

AstroNova Inc., an East Green-

wich-based electronics manufacturer, has struggled to fill the 20 positions across its 340-person workforce. A vaccine mandate would only make it harder, said Matthew Cook, AstroNova vice president of human resources and organizational development.

“We can’t run a business if we’re going to exclude 30%-40% of the population from working for us,” he said.

A workforce knocked out by a virus isn’t good for business, either.

But with transmission rates dwindling and vaccine numbers rising, the risk seems low, Cook said.

His sentiment is not universal, though most Rhode Island manufacturers have a similar stance, according to Stacy Childers, human resources director for General Dynamics Electric Boat and chairwoman of the newly formed Human Resources Council of Rhode Island, which represents a dozen of the state’s manufacturing companies.

In general, larger companies with low-wage, hourly workers are more likely to decide against vaccination requirements, while employers with salaried workers, particularly in academia, may be more inclined toward a mandate, Samolis said.

For those on the fence, the latest federal guidance allowing vaccine mandates could be the push they

‘[The concerns] are more business issues than legal issues.’

ALICIA J. SAMOLIS, Partridge, Snow & Hahn LLP attorney

need to feel comfortable making immunization a requirement, said Andrew Prescott, a labor and employment law partner for Nixon Peabody LLP in Providence.

One wrinkle with the latest update is how employers can encourage immunization through rewards such as gift cards. The EEOC gave incentives the go-ahead as long as they were not “coercive,” but the commission didn’t define what exactly a coercive incentive is, Prescott said.

Then there’s the question of confidentiality. The EEOC maintains that employers can ask workers whether they’ve gotten the vaccination, but in the latest update the commission said the employer cannot share that information with anyone else.

Samolis called this decree “mindblowing.” It doesn’t make sense to say this information is not confidential when employers are asking for it, but then classify it as private when it comes to sharing with others.

She cautioned that it could expose employers to potential lawsuits as it’s currently written.

Say a business enters vaccinated workers into a raffle prize, then announces the winner. Doing so essentially “outs” that person as someone who got a shot, so that person needs to give consent first, Samolis said. n

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2/12/20212021 7:08:17 AM www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, | 7

FOR STARTERS | BUSINESS WOMEN

Creative collaborations make her spirits soar

BY SUSAN SHALHOUB | Contributing Writer

NEW

York City native Manya Rubinstein is CEO of a Rhode Island distillery, leading a like-minded team at Industrious Spirit Co. and creating sustainably sourced vodka, gins and bourbons. It all happens in a city where Rubinstein has found her groove and set roots.

Originally, Rubinstein suspected publishing was her calling. After graduating from Brown University in 2001 with a bachelor’s degree in comparative literature, she landed a job at the magazine Vanity Fair in New York City, her hometown.

But something back in Rhode Island kept tugging at her.

That tugging actually started in her senior year at Brown, when she acquired a car and began venturing off campus more frequently, hanging out on the west side of Providence.

There, she found kinship in the tight-knit, creative community she discovered – artisans of all kinds working and sharing ideas around metals, glass and foods. Once she graduated and left the state, though, “I was missing this amazing energy that I just started getting to know here,”

Rubinstein said.

She missed that energy to such an extent that she began coming back to Rhode Island on weekends.

“It was its smallness,” she said of the Ocean State. “If you wanted to talk to someone about doing something, you can because we all know each other. It doesn’t take too many steps to accomplish your goals. I like this sense of possibility and this collaborative nature.”

Rubinstein earned two more master’s degrees, in marketing and media management, and communications, and served in other professional roles.

She even worked at Google LLC in Cambridge, Mass., from 2007-2010 as an account strategist and then as a senior analytical lead, but the effects of the creative network she discovered in Providence stuck with her.

Rubinstein became active in Providence’s Steel Yard industrial artists’ and makers’ community, which offers courses and residencies for artists in mediums such as ceramics and metals. She served on its board from 2014-2019.

CREATIVE COMMUNITY: Manya Rubinstein, CEO of Industrious Spirit Co., a distillery in Providence, says she was drawn to the city and the closeness and collaborative nature among its artisans.

PBN PHOTO/ MICHAEL SALERNO

‘Here, there is a sense of possibility and people who want to make things together.’

MANYA RUBINSTEIN, Industrious Spirit Co. CEO 8 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

“They had these amazing largescale art events,” said Rubinstein, a mother of two. “It was a very collaborative community that I didn’t always find in other cities. Here, there is a sense of possibility and people who want to make things together.”

Through this creative Providence community, Rubinstein met Dan Neff, a ceramicist and welder with a passion for fermentation who had also worked in food service. He wanted to open a distillery.

Rubinstein had been restarting some consulting work when Neff shared his vision with her. “Dan and I started working together and I became intrigued,” she said. Now partners, the two found their chief financial officer Doug Randall, a Columbia Business School classmate of Rubinstein’s, and they started hatching plans for Industrious Spirit.

Rubinstein especially loved the idea of a distillery as a gathering place. The process of creating sustainable spirits and honoring the creative people who previously inhabited the former Providence Steel and Iron Co. complex where Industrious Spirit is located – it had been artists’ studios – took the artisanal theme full circle.

Rubinstein, Neff and Randall took their time opening the business, discussing philosophy, raising capital and managing construction. The space was completely renovated.

“We never took a shortcut. We figured that if we are going to go through the trouble of doing this, we are going to do it right,” she said. “We are still like that.” With the art of whiskymaking taking about two years, the trio is accustomed to being patient for perfection.

For example, Industrious Spirit tracks the source of the grains in its products and how they are grown, opting to work with small farmers that abide by regenerative farming practices, she said. Rubinstein sees Industrious Spirit’s reuse of spent grains – a distilling byproduct – as livestock feed as part of a bigger, beautiful way to be industrious and reduce waste as well.

But Rubinstein faced adversity right at the business’s launch in 2020.

Though the COVID-19 pandemic put the kibosh on Industrious Spirit’s opening party, which had been planned with care and detail, the company made a name for itself switching to hand-sanitizer production, which it distributed to the city. Using a byproduct of its Structural Vodka, it handed out bottles of the sanitizer through the window of its historic location on Sims Avenue, netting positive publicity and making its name known.

Eventually, the company’s tasting room was able to open, seating 80-100 people while social distancing, offering live music and DJs, with rotating food pop-ups from various eateries and coordinating handmade spirits with local fresh ingredients.

Looking ahead, with summer on the horizon, Industrious Spirit’s outdoor seating and its music and food collaborations are a big focus now, said Rubinstein, a new way for people to experience the brand.

“We have a blast with it; we love flavor,” she said. n

FOR STARTERS TRENDING

Most-read stories on PBN.com, May 2021

1

Newport Beach Club in Portsmouth sold for $9M, development site to include 108 new homes POSTED ONLINE: MAY 5 Newport Beach Club LLC acquired the Newport Beach COURTESY HAYES & SHERRY Club, a 125-acre CUSHMAN & WAKEFIELD waterfront property in Portsmouth, which was sold from receivership for $9.15 million. pbn.com/newport-beach-club-in-portsmouthsold-for-9m-development-site-to-include-108-newhomes

2

Fitch: Providence Place mall defaults on mortgage plan POSTED ONLINE: MAY 13 Providence Place Group LP, the company that owns the Providence Place mall, defaulted on its mortgage and is at risk for downgrades in its bond ratings, according to Fitch Ratings. pbn.com/fitch-providence-place-mall-defaultson-mortgage-loan

PBN FILE PHOTO/MICHAEL SALERNO

3

Fidelity to hire 500 employees in Smithfield POSTED ONLINE: MAY 3 Fidelity Investments Inc. is expanding its Rhode Island presence by hiring 500 workers COURTESY FIDELITY INVESTMENTS INC. and opening a new investment services hub at its Smithfield campus. pbn.com/fidelity-to-hire-500-r-i-employees-in-smithfield

4

Should unemployment recipients be allowed to work more and still receive the government payments?

POSTED ONLINE: MAY 7 In responding to Providence Business News’ poll question, 45.6% said the federal weekly $300 unemployment bonus needs to be eliminated, while 26.6% said allowing unemployment recipients to work more will help many employers fill part-time jobs. pbn.com/should-unemploymentrecipients-be-allowed-to-workmore-and-still-receive-the-government-payments AP FILE PHOTO/TONY DEJAK

5

PBN announces 2021 Best Places to Work honorees POSTED ONLINE: APRIL 30 Providence Business News named 72 honorees for its 2021 Best Places to Work Awards program. Each was judged based on human resources policies and completed confidential surveys of employees put together by Best Companies Group. pbn.com/pbn-announces2021-best-places-to-work-honorees

6

Warwick waterfront home sells for $1.79M POSTED ONLINE: MAY 7 pbn.com/warwick-waterfront-home-sellsfor-1-79m

7

Four types of R.I. businesses need to require proof of vaccination for full capacity POSTED ONLINE: MAY 20 pbn.com/four-types-of-r-i-businesses-need-torequire-proof-of-vaccination-for-full-capacity

8

Honeywell to lay off nearly 500 workers, stop N95 mask production in Smithfield POSTED ONLINE: MAY 26 pbn.com/honeywell-to-lay-off-nearly500-workers-stop-n95-mask-production-insmithfield

9

Culture Shift: Offices in post-pandemic era likely will never be the same PUBLISHED IN PRINT: APRIL 30 pbn.com/culture-shift-offices-in-post-pandemic-era-likely-will-never-be-the-same

10

Arcade Providence in transition as units are offered for sale, several retail sites vacant POSTED ONLINE: MAY 14 pbn.com/arcade-providence-in-transitionas-units-are-offered-for-sale-several-retailsites-vacant

www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 9

FOR STARTERS | WHAT’S HAPPENING Talking business THE NORTHERN RHODE ISLAND Chamber of Commerce will hold a discussion with state legislators from Burrillville, North Smithfield and Smithfield as part of the Chamber’s “Conversation With Your Legislators” series. The goal is to discuss the economy, as well as a few bills that are winding their way through the legislature that are of interest to the business community.

MONDAY, JUNE 14, NOON TO 1 P.M. Free Online.

CURTAIN RISING: J.L. “Lynn” Singleton, CEO and president of the Providence Performing Arts Center, will be the keynote speaker during the Northern Rhode Island Chamber of Commerce’s Virtual Eggs & Issues event on June 17.

PBN FILE PHOTO/RUPERT WHITELEY

EDITOR’S CHOICE

A virtual conversation with PPAC’s Singleton J.L. “LYNN” SINGLETON, CEO and president of the Providence Performing Arts Center, will be the keynote speaker during the Northern Rhode Island Chamber of Commerce’s Virtual Eggs & Issues event. Singleton will talk about how the performing arts venue made it through the COVID-19 pandemic and the upcoming performance schedule.

THURSDAY, JUNE 17, 9-10 A.M. $25/members; $35/nonmembers Online.

INFO AND REGISTRATION: tinyurl.com/72avxtw

10 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

INFO AND REGISTRATION: tinyurl.com/35s3sx8a

Remote work with Microsoft VERTIKAL6, IN PARTNERSHIP with Tech Collective, will hold a work session in which attendees will learn some tips and tricks, as well as the security behind what keeps us safe.

The session will cover how Microsoft can enable you to work remotely and securely while protecting sensitive information in the remote workplace.

Attendees will gain knowledge about the features Microsoft Teams provides to engage your workforce and/ or audience.

TUESDAY, JUNE 15, 11 A.M. TO NOON. Free Online.

INFO AND REGISTRATION: tinyurl.com/zhnd75f4

Networking and awards THE TAUNTON AREA Chamber of Commerce will hold its 104th Annual Meeting in a virtual setting. The meeting will include virtual breakout rooms for networking opportunities.

Heidi Taylor, president of Morton Hospital, will be the keynote speaker.

Awards will be presented.

WEDNESDAY, JUNE 16, 11:30 A.M. TO 1 P.M. $20/members; $30/nonmembers Online.

INFO AND REGISTRATION: tinyurl.com/2r79zzks

Interested in having your business-related event included in What’s Happening?

Contact PBN Researcher James Bessette at (401) 680-4838 or Research@PBN.com.

WHAT’S HAPPENING | FOR STARTERS Explore SBA resources

Ave., Middletown.

Nayatt Road, Barrington.

INFO AND REGISTRATION: tinyurl.com/5apjyv9d

INFO AND REGISTRATION: tinyurl.com/2vsrvyvb

THE CENTER FOR WOMEN & Enterprise will hold a workshop on how entrepreneurs can better understand programs and services that are offered by the U.S. Small Business Administration to help a business grow. Topics to be discussed are the SBA Resource Partner Network, access to capital, loans for emergency preparedness and disaster assistance, and assistance on international trade and exporting.

WEDNESDAY, JUNE 16, NOON TO 1 P.M. Free

Meeting new entrepreneurs

Learning SEO

Online.

INFO AND REGISTRATION: tinyurl.com/maze5fth

Economic update

THE TRI-TOWN CHAMBER of Commerce will hold a networking golf event, titled “Mulligans & Margaritas,” as part of its 9 & Dine series. The event is an opportunity to meet other business professionals and entrepreneurs over a round of golf. Sponsorship opportunities are available. Cost includes a cart, dinner and a drink ticket.

THURSDAY, JUNE 17, 4-8 P.M. $75/golfer Norton Country Club, 188 Oak St., Norton.

INFO AND REGISTRATION: tinyurl.com/4v6zvxhb

THE GREATER NEWPORT Chamber of Commerce will host its first in-person Economic Update Luncheon event of the year. The event consists of lunch and a local business official discussing the current economy. Crista F. Durand, president of Newport Hospital, will be the keynote speaker for this event.

THURSDAY, JUNE 17, NOON TO 1:30 P.M. $50/members; $60/nonmembers The Atlantic Resort, 28 Aquidneck

On the links THE GREATER PROVIDENCE Chamber of Commerce will hold its 33rd annual Summer Golf Classic. The event will include golf, lunch and a dinner reception. Door prizes will be awarded, including two roundtrip tickets from Southwest Airlines.

MONDAY, JUNE 21, 11:30 A.M. TO 6 P.M. $400/golfer Rhode Island Country Club, 150

THE GREATER PROVIDENCE Chamber of Commerce will hold a virtual workshop titled “Marketing and Technology Series: Understanding Local SEO and why it’s key to your business’ web visibility.” Tom Canterino, founder of LevelUp Digital Solutions, will help attendees understand how local search engine optimization is key to the success of a business and offer details on how Google decides which business to rank highest.

WEDNESDAY, JUNE 23, 10-11 A.M. Free Online.

INFO AND REGISTRATION: tinyurl.com/ec4mnd5x

Newport’s rise from COVID-19 THE GREATER NEWPORT Chamber of Commerce will host its 2021 Women in Business Luncheon. The keynote speaker will be local documentary filmmaker Susan Sipprelle, who will present her latest film, “re­ NEWPORT,” a documentary project about Newport that chronicles how the city weathered and emerged from

the impacts of a seismic public health crisis. A three-course lunch will be offered.

WEDNESDAY, JUNE 23, NOON TO 1:30 P.M. $100 Rosecliff, 548 Bellevue Ave., Newport.

INFO AND REGISTRATION: tinyurl.com/9nu83kf

Power lunch ONE SOUTHCOAST CHAMBER of Commerce will hold a Women in Leadership Business Power Lunch networking event. Attendees will have an opportunity to meet other business professionals and entrepreneurs and build business relationships in a relaxed setting. Lunch will be served.

FRIDAY, JUNE 25, 11:30 A.M. TO 1 P.M. Free Play Arcade, 34 Union St., New Bedford.

INFO AND REGISTRATION: tinyurl.com/yvx48xxn

UPCOMING PBN EVENT: The 2021 40 Under Forty Awards Program will be held at 5:30 p.m. on Thursday, July 22, at the Aldrich Mansion in Warwick. For more information, visit PBN.com.

For sponsorship opportunities, contact Advertising@PBN.com.

YOUR EMPLOYEES DESERVE COVERAGE THEY CAN COUNT ON.

NO MATTER WHERE THEY LIVE. We’re committed to covering your employees from coast to coast.

WE HEAR YOU. SEE HOW.

www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 11

MISSING MIDDLE HOUSING CONTINUED FROM PAGE 1

She earns about $50,000 annually between her two nursing jobs – putting her among many Rhode Islanders who make a decent income but are being squeezed by skyrocketing rents and home prices.

The small apartment is insufficient for a family of three, but it’s the only thing she could find at a price she could afford: $600 a month. Finding any other living arrangement within her means is nearly impossible and getting more difficult by the day.

The type of housing she’s looking for has been given a discouraging label: the “missing middle.”

Many would say the name has been well-earned.

Most new housing in Rhode Island is aimed at those closer to the edges of the market – singlefamily houses for people who can afford the rising valuations or multiunit developments that often receive federal tax credits to make them feasible for lower-income families.

But the need to construct “missing middle” housing – or “workforce housing” – has drawn more attention from municipal and state officials as house prices even at the low end of the market rise far beyond the reach of those earning modest but stagnant incomes, and rents for apartments are also pushed higher.

The South Kingstown Town Council, for example, recently approved a tax relief program to prod property owners to build “accessory dwellings,” such as small cottages and walk-up apartments.

The intent is to add more housing for young professionals and families who are being priced out of the community.

In the Olneyville section of Providence, an outof-state developer is converting the former Paragon Mill into more than 100 apartments that will be dedicated to low-income and workforce-income tenants.

The same is happening in Woonsocket, where nonprofit NeighborWorks Blackstone River Valley is renovating three dilapidated mills in a downtown area dubbed the Millrace District. The combined projects will offer affordable and workforce units.

There’s no shortage of need.

When construction is complete, NeighborWorks will dip into a list of more than 2,500 families desperately waiting for affordable housing. That list has mushroomed from just 500 families five years ago, according to Joseph Garlick, the nonprofit’s executive director.

Part of the problem is low housing production.

In 2019, the state had 1,612 building permits issued for either single-family or multifamily homes, a decrease from the 2,337 issued in 2018. At no point this decade has the state matched its 2005 peak for construction, when 2,836 building permits were issued.

The pandemic and the explosion in housing prices in the past year are also partly to blame, Garlick said.

“People have struggled more than they have [in the past] because of the economic disruption,” he said. “But the bottom line is that Rhode Island hasn’t been producing the housing. We’re definitely behind the eight ball when it comes to production.”

RISING CONCERN State leaders seem to agree that boosting housing production across all levels of affordability needs to be a priority.

House Speaker K. Joseph Shekarchi, D-Warwick, has made affordable-housing production one of his focus points. Early in the General Assembly

DOUBLE DUTY: Virginia Burdick, a certified nursing assistant and mother of two, stands in front of her two-bedroom apartment in South Kingstown. Burdick, who works two jobs to be able to afford the rent for the apartment, was recently approved by the South County Habitat for Humanity for one of its homes in Exeter, which she hopes to move into by the end of the year.

PBN PHOTO/ELIZABETH GRAHAM

session, Shekarchi unveiled a package of eight legislative measures, including one to create a “housing czar.”

His agenda includes several proposals that are part of Gov. Daniel J. McKee’s fiscal 2022 budget plan. The most contentious is a housing production tax on the sale of residential properties over $700,000. Budget officials say it will generate $2.6 million in its first fiscal year, and then $5.7 million annually.

The proposal would double the existing real estate conveyance tax of $2.30 per $500 of value to $4.60 per $500 for all residential sales over $700,000 in value. As of June 9, the plan had not been discussed by lawmakers.

It would be the first time that Rhode Island has a dedicated revenue source for affordable housing. Previously, the state focused on bond issues to provide funds for construction or renovation but only at voter discretion. In March, state voters approved a $65 million bond issue for affordable housing development.

Rhode Island needs to catch up, said Shekarchi, a land use attorney who represented the Warwick Housing Authority for more than 30 years.

On the campaign trail last fall, his constituents voiced concerns about the lack of middle-class housing.

“You’d be surprised how many people raised this issue,” Shekarchi said. “[They said], ‘I want my grandchildren to live near me. They can’t afford to. They have to move somewhere, far away, that has lower housing costs.’ People feel this whether they are new buyers or longtime homeowners.”

And the concern about workforce housing goes beyond mere convenience, according to public officials.

Middle-income workers such as teachers, nurses and managers are essential to a local economy. If housing isn’t available near workplaces, employers can struggle to attract and retain essential workers. Those forced to live farther away from jobs add to traffic congestion. A range of housing also adds to the diversity of neighborhoods and provides opportunities for young families to put down roots, strengthening communities.

Rising housing costs and stagnant incomes have made finding that “missing middle” even more difficult to find.

In 2014, a family with a median income of $63,290 could reasonably afford to buy a median-priced house in six Rhode Island cities and towns, according to data published by HousingWorks RI at Roger Williams University. By 2019, that family could only afford a median-priced home in one place: Central Falls.

Renters are facing a similar situation. A family with the state’s median renter-household income of $34,255 in 2019 could not affordably rent– spending less than 30% of their household income on rent and utilities – a two-bedroom apartment in any town or city in Rhode Island.

Brenda Clement, HousingWorks RI executive director, said that for a generation the state has had a pattern of building too few affordably priced residences.

“Many people who live in affordable housing developments go to work every day, but they go to work at a job that does not pay them a livable wage,” she said. “This whole past year we’ve talked about essential workers. All of those people who were essential workers during this pandemic were the ones who struggled the most keeping a roof over their heads.”

CONTINUES ON PAGE 14

‘If I don’t work my other job, I’m just barely cutting it.’

VIRGINIA BURDICK, certified nursing assistant and mother of two 12 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

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www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 13

MISSING MIDDLE CONTINUED FROM PAGE 12

PRICED OUT While salaries have increased in Rhode Island in the years following the Great Recession, they have not kept pace with housing costs.

The median household income for the state increased by 13% between 2014 and 2019, according to HousingWorks RI. At the same time, the average rent for a two-bedroom apartment increased by 40% to $1,651 a month and the median price for a single-family home climbed 32.5% to $285,000.

And during the COVID-19 pandemic, home prices have escalated unabated, according to Rhode Island Association of Realtors data. In April, the median cost of a single-family home in Rhode Island reached a record $349,000.

Some areas of the state are even more expensive.

In Washington County, not a single town has reached a 10% goal set out by the state years ago for affordable housing levels, said Alicia Johnson, the director of housing and partnerships for South County Habitat for Humanity.

Johnson said she’s worked with residents struggling to stay in their homes. Several have been displaced from their longtime apartments because the owners decided to sell while values are high, she said.

Others bounce among family members or friends in the summer months and then find a place to live in the winter, when tourists have left and rents are lower. “It’s a matter of the yearly rentals not being available or affordable,” Johnson said.

Because of the shortage of homes, people with “workforce” incomes – generally between 80% to 120% of the area median income – move into available apartments that otherwise would go to people who earn less, displacing lower-income residents and driving up rental costs.

This trend was noted in a 10-year plan for housing production prepared for Providence officials in March. The 128-page report found that the city now puts about $2.1 million in federal funds into affordable housing preservation annually and can generate at least $1.1 million more annually from contributions mandated in tax stabilization agreements.

But the report concluded that the city needs about 75 times that amount – $225 million a year – to meet the demand for affordable housing within the next decade. Those funds could be used to provide incentives for developers to build that housing, the report said, including through low-cost financing or through tax credits.

Bonnie Nickerson, the city planning director, said one way the city can leverage its available funds is by issuing bonds that can be repaid using

the payments for affordable housing included in developers’ tax stabilization agreements.

This year, the city issued a $24.75 million bond used to create an affordable housing trust fund.

It provides gap financing for developers who are building or rehabbing affordable units.

The developer at Paragon Mill was one of the first to benefit. The Alexander Co., of Chicago, will receive $5 million to help close its financing gap, Nickerson said. The mill will create 57 apartments for people at “workforce housing” incomes and another 44 for people who make below 60% of the area median income.

But another issue the city’s housing report identified is the need for apartments that can support families – units with at least three bedrooms, not microlofts or one-bedroom units that have become prevalent in renovated buildings downtown.

“In every single neighborhood we have families with all different housing needs. Different family sizes, different income brackets,” Nickerson said.

“We should be looking at that as we are incentivizing units.”

TAKING INITIATIVES

ONE Neighborhood Builders, one of the city’s largest nonprofit community development organizations, has in recent years expanded its approach in creating and preserving affordable housing.

Three years ago, the organization moved beyond its original location in Providence and started buying properties in East Providence. The organization recently purchased a 36-unit apartment building using a loan from the R.I. Housing and Mortgage Finance Corp., also known as Rhode Island Housing. The loan carries with it a deed restriction that rents must be set at affordable rates for 30 years – no more than 30% of the area median income – and renters must fall within certain income limits.

ONE Neighborhood Builders also bought six single-family homes in East Providence at $175,000 or under, and it is now leasing them to families at affordable rates. These are called “naturally occurring affordable housing” sites, or NOAHs. “I’ve created six affordable units,” said Jennifer Hawkins, the organization’s executive director.

“And we’re leasing it to what we’re calling the ‘missing middle,’ individuals who make too much to live in our deed-restricted apartments but too little to afford market rate.”

Rhode Island Housing created a program to increase workforce housing development in the state, providing no-interest loans to developers who agree to provide rental units in the range of 80% to 120% of area median income.

In the first disbursement, two developers in Providence received funds, including a company that will develop Parcel 6 in the I-195 Redevelopment District in the Fox Point section of Providence. That mixed-use development will include 31 units leased at rates affordable for a workforce income, said Carol Ventura, Rhode Island Housing executive director.

The program, the Workforce Housing Innovation Challenge, is an attempt to create new units at the workforce housing price level, she said, which would free apartments at the lower end of the market for families who earn less and are getting squeezed out.

“That was our goal. To create something at the upper end to free up inventory,” she said. “There is a lack of [inventory] period, across the board. Even for people who are earning $70,000 a year.”

Among housing advocates, labels matter. The term “workforce housing” can be an irritation.

People who earn less than 80% of area median inAFFORDABLE UNIT: Jennifer Hawkins, executive director of ONE Neighborhood Builders, stands in one of six single-family homes in East Providence the organization purchased and is now leasing to families at affordable rates.

PBN PHOTO/RUPERT WHITELEY

14 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

MISSING THE MARK

State law has set a goal that 10% of a community’s year-round housing stock be low- and moderateincome housing. Only six cities and towns have reached that goal.

MUNICIPALITY

% OF LOW-/ MODERATEINCOME HOUSING

UNITS NEEDED TO HIT 10%

Barrington

3.30%

420

Burrillville

10.02%

–

Charlestown

3.69%

220

Bristol

Central Falls

5.96%

11.07%

Coventry

5.35%

Cumberland

6.14%

East Providence

9.83%

Foster

2.05%

Cranston

East Greenwich

Exeter

Glocester

Hopkinton

5.40%

365

–

654

1,517

530

4.74%

281

2.53%

183

2.16%

302

35

140

7.12%

97

Johnston

8.12%

233

Little Compton

0.56%

153

Jamestown Lincoln

Middletown

Narragansett Newport

New Shoreham

North Kingstown

4.59%

6.38%

327

5.40%

316

15.63%

–

8.25%

191

3.76%

11.71%

North Providence

6.90%

Pawtucket

8.99%

North Smithfield

137

447

–

475

8.18%

92

Portsmouth

2.82%

532

Richmond

1.13%

Providence Scituate

Smithfield

South Kingstown

15.09%

5.61%

479

5.97%

Warwick

5.43%

West Greenwich West Warwick

Woonsocket

258

373

5.16%

Westerly

–

0.90%

Tiverton Warren

322

317

346

4.49%

277

5.14%

507

8.10%

262

1.41%

15.83%

1,700

200 –

SOURCE: R.I. HOUSING AND HOUSINGWORKSRI

come are in the workforce too, housing advocates note.

The shortage of housing at all levels makes it worse for people at the lower income levels, said Michelle Wilcox, chief operating officer at Crossroads Rhode Island, which runs a 100-unit apartment community in North Kingstown, called Kingstown Crossings, occupied by families who were formerly homeless and who have low incomes. It has a wait list of 4,344 families.

“I chafe a little bit at the ‘workforce’ [label] because obviously the people we serve are in the workforce, too,” Wilcox said.

Burdick, who recently was approved by South County Habitat for Humanity for one of its homes, hopes to move into her Exeter home by the end of the year. She plans to go back to school to become a registered nurse.

The scramble to make enough money to pay the bills has been a toil. She works six days a week.

“There are still so many people out there that are struggling and working two jobs,” she said.

“There is no need for people to work so hard just to guarantee they have a place to live for one more day.” n

EVERYBODY’S BUSINESS He adopted strategy of adapting

BY CASSIUS SHUMAN | Shuman@PBN.com (Editor’s note: This is the 10th installment in a monthly series speaking with minority business owners and leaders. Each is asked their views on minority-business conditions in the state and for ways to improve those businesses’ chances for success.)

JAVIER BROWN SAYS he felt lost when he and his family first arrived in Rhode Island from his native Venezuela 20 years ago.

His brothers already lived here, but he didn’t speak English very well. And like many who immigrate to this country, he faced the harsh reality of starting his life over in a foreign land.

“I didn’t know what to do,” recalled Brown, who once had aspirations of being a fighter pilot in his native country before he earned an engineering degree.

After turning to family members in the U.S. for support, he followed the advice of one of his brothers and researched starting a business providing packaging and fulfillment services to other companies. He took the leap in 2001, using money he had saved while working in Venezuela to rent a small 300-square-foot office in Pawtucket and launch O2J Inc. He also took an English class to become fluent in the language, something that he said was crucial to operating as a minority business owner. He spent four years studying English at the Community College of Rhode Island.

Brown also used the programs and resources provided by the Rhode Island Small Business Development Center at the University of Rhode Island, and SCORE Rhode Island to broaden his business acumen.

In essence, Brown said, he adapted.

“You have to think like American people think,” he said. “Unless you understand that, you will have trouble succeeding in business here.”

Brown said he believes in some cases minorities feel discrimination because they are not getting the responses from the business community that they are seeking. “Sometimes we are the problem due to the fact that we did not do the work to learn what is required,” he said.

Brown does not feel that he is discriminated against, noting that ignorance can be the culprit.

“When you don’t speak the language, people can take advantage of you,” he said. “But when you learn it and can speak it properly, people look at you differently.”

Now he is fostering relationships with businesses, 95% of which are owned by Americans who speak English.

In 2008, Brown moved his business into a 1,500-square-foot office. Due to demand, he now occupies a 3,000-square-foot space, managing a growing e-commerce-based packaging, fulfillment and warehousing business. O2J packs and ships as many as 5,000 to 10,000 packages a week for various clients.

Brown said that although his business was thriving before the pandemic, O2J has struggled to survive. He said his company benefited from two Paycheck Protection Program loans, the first one for $22,500, and the second for $11,000 to keep his staff of three employed.

“We are still having a hard time, but we’re moving in the right direction,” Brown said. “It will take a few years to get back to the way things were in 2019. But, most importantly, we’re still in business.”

PART OF THE PACK: Javier Brown, owner of O2J Inc. in Pawtucket, displays some of the items his company packages and distributes for client companies.

PBN PHOTO/MICHAEL SALERNO

Javier Brown O2J Inc. owner

1

Do you believe racism is keeping minorities from starting businesses in the Ocean State or succeeding when they do?

I believe that unfortunately there is still racial discrimination in some sectors of our society, and we must [ensure] that minority businesses have opportunities. However, we have to establish the strategies to help them achieve their objectives in the short, medium and long term.

I always explain to my workers the importance of learning English, as well as understanding the American culture of this great country that opened its doors to us. Ninety-five percent of our customers are Americans, thanks to the fact that I learned English, which opened up new opportunities for my business.

2

How dependent is your business on the support of other minority groups? Is that a sustainable business model?

For us, the support we have from other small businesses involves outsourcing some of our services.

And it is of great help for both parties because we contribute to the generation of employment, we maintain the profitability of the business and we can offer more-competitive prices. Since we operate in this fashion, we believe that we have built a sustainable business model. It’s all about building and maintaining relationships while keeping the lines of communication open, inside and outside of the minority-business community.

3

What one thing could Rhode Island do to boost the odds for minority-owned business success?

I think that the state government, together with organizations such as the Small Business Development Center and the chambers of commerce, should develop annual events where different

When you don’t speak the language, people can take advantage of you.

companies can have the opportunity to promote themselves by making themselves known in the regional market. Equally important is maintaining training programs for owners of companies and maintaining and improving upon incentive programs for small businesses to establish themselves in the state. We could also establish programs in the school system based on the new market trends and demands, especially in areas of science and technology. By using this approach, we would all win, not just minority businesses, by providing resources for small companies, which could aid the state’s economy.

4

Have you had to turn to an entity other than a bank for a loan? Do you believe the state’s lending institutions generally treat minorities fairly?

In my experience, I have received fair treatment when using financial tools such as bank loans and lines of credit. We have to remember that banks are businesses that take risks by making loans. So obtaining their financial support is often based on being able to provide a business plan. That plan demonstrates the feasibility of a project, or in other cases demonstrates that we can produce a profit.

After all, that is what banks are interested in, profitable businesses that can pay off their loans. So, yes, I believe that banks treat minority businesses fairly.

5

If another minority entrepreneur asked you where they could turn for support for their business, where would you direct them?

This is an interesting question that is rarely asked.

On the occasions that I have had to give my opinion, I recommended that they contact the Rhode Island Hispanic Chamber of Commerce, the Rhode Island Small Business Development Center, R.I. Commerce Corp., and SCORE RI, among others.

These groups provide various types of support and information, including programs, training, legal assistance and relationships with government institutions. I advise other entrepreneurs to reach out to them for the resources and guidance that they offer. n

www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 15

ANOTHER LOOK | PBN.COM McKee: ‘Wait and see’ on cannabis

BY CASSIUS SHUMAN | Shuman@PBN.com

(Editor’s note: A version of this story was first published on PBN.com on June 2.)

PROVIDENCE – Gov. Daniel J. McKee says he is adopting a “wait and see” approach regarding recreational-marijuana legislation that is sitting at a logjam in the General Assembly. McKee proposed his own legislation in his fiscal year 2022 budget.

The clock is ticking on lawmakers in crafting a unified piece of legislation to garner passage before the June 30 deadline, when the budget session ends.

When asked about the legislation’s status, McKee was noncommittal, saying he was “very comfortable” with the legislation he proposed in his budget that calls for legalizing cannabis as a source of revenue for the state.

“I know conversations are going on right now, but multiple versions can develop late in the session, so I wouldn’t be surprised if this is something that maybe gets carried over to a fall session,” McKee said. “This is one I am comfortable in waiting for it to work itself out.”

McKee said he doesn’t mind waiting because he wants to ensure that the legislation gets done right. “I think the plan that I put forward in the budget does get it right,” he said.

“But if [legislation is introduced] that is different than that, I want the time to make sure that the due diligence is put in, so it does come out right.”

McKee also said the cannabis legislation should be entrepreneurial, not state-run, governed by the R.I. Department of Business Regulation, and that its “oversight should be well-defined.”

Sen. Joshua Miller, D-Cranston, painted a slightly different picture

of the status of the legislation in the General Assembly. Miller and Sen. Michael J. McCaffrey, D-Warwick, introduced legislation on March 9 aimed at legalizing marijuana at the behest of Senate President Dominick J. Ruggerio.

Miller said progress has been made regarding several key issues in discussions with the McKee administration, members of the House, the attor-

RUNNING OUT OF TIME: Gov. Daniel J. McKee says he’s adopting a wait-andsee approach regarding legislation for the legalization of recreational marijuana.

PBN FILE PHOTO/MICHAEL SALERNO

ney general’s office, the court system and the R.I. Division of Taxation.

Despite that, Miller said it concerns him that the legislation would be pushed off until the fall for a special session. “Sooner is better than later,” he said. “It’s my preference to get it done sooner rather than later.”

Both McKee’s and the Senate’s legislation are based on an entrepreneurial model, a departure from a staterun model that former Gov. Gina M. Raimondo had been pushing.

Miller said issues regarding the legislation that have come up have been resolved. Those issues include expungements of marijuana-related convictions, revenue disbursement and governance issues. He noted the few issues that remain involve oversight, and the amount of retail sales licenses.

McKee’s proposal calls for 25 retail sales licenses, while the Senate’s legislation stipulates a limit of one license per 10,000 residents in a city or town.

“There shouldn’t be a reason why we shouldn’t be able to resolve anything that is outstanding,” said Miller. “We feel the outstanding issues have diminished since we first started talking to them.”

At the same time, Rep. Scott A. Slater, D-Providence, introduced his own cannabis legislation in the House

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PBN.COM | ANOTHER LOOK on May 27. The legislation would also be an entrepreneurial model, which would impose a 22% tax, including a 5% tax for cities and towns that allow recreational-cannabis sales.

Miller’s legislation seeks a 20% tax that includes a 7% sales tax, 10% special tax and a 3% tax for municipalities that allow cannabis sales.

McKee’s plan calls for a 17% tax, which includes the state’s 7% sales tax and a special 10% excise tax.

There is no tax for cities and towns.

Slater’s legislation would set aside five of 15 initial retail licenses geared toward social equity applicants, curbing other retailers from opening until 2025, while allowing for cities and towns to prohibit the sale of adult-use marijuana.

Miller said he did not know the specifics of Slater’s legislation, so it is not known what kind of hurdles it presents to unifying all three pieces of proposed legislation.

Miller also said he has not spoken to House Speaker K. Joseph Shekarchi about the legislation. Shekarchi has said there are other priorities to address and passage of marijuana legislation was not urgent for this legislative year.

“I have a different attitude,” said Miller. “If we don’t [pass] it, we are missing a real opportunity because the longer this takes, the more people will potentially establish a relationship with the black market or with a Massachusetts retailer.” n

R.I. health officials explore vaccine incentives

BY MARY MACDONALD | MacDonald@PBN.com

(Editor’s note: A version of this story was first published on PBN.com on June 8.)

PROVIDENCE – The R.I. Department of Health has a working group that is looking at incentives to persuade people to get vaccinated, according to health officials who spoke at the COVID-19 vaccine committee meeting on June 8.

The state, so far, has not offered any financial or promotional incentives, as many other states have done.

Earlier in June, Tom McCarthy, the R.I. Department of Health’s COVID-19 executive director, said a cash lottery was not something Rhode Islanders wanted.

California, New York and Ohio, among other states, have offered a chance at lottery cash as incentive for people who are newly vaccinated. “In Rhode Island, what we’ve heard loud and clear is they don’t need to be paid to do that,” McCarthy said.

But on June 8, Tricia Washburn, the department’s immunization leader, said the state has a working group that is examining what incentives have worked well in other states and what hasn’t.

The National Governors Association has a list by state that includes incentives such as gift cards, event tickets and cash payments. In Maine, the state is giving away hunting and fishing licenses and free access to parks. In New York, Yankees and Mets tickets are being given to newly vaccinated individuals.

Rhode Island is looking at the options, Washburn said.

“We are exploring incentives,” she said. “From

incentives in terms of working with businesses to assess what types of incentives they would be willing to implement, all the way to monetary incentives, providing for those who get a first dose or complete a vaccination.”

Gift cards and tickets to events are among the options, she said.

The backdrop is continued hesitancy among some Rhode Islanders to getting vaccinated. While the state has had success in inoculating a large proportion of its population, it still has areas where people are getting fewer vaccines.

On June 8, the state released a list of “cold spots” for vaccines in Rhode Island, in which fewer than 50% of the adult residents have received the vaccines.

The spots include seven neighborhoods in Providence, the Darlington area of Pawtucket and all of Woonsocket.

Overall, the pace of vaccinations is slowing, particularly among older teens, according to health officials.

The fastest pace is now among the 12- to 15-yearolds, who were first approved for the Pfizer vaccine a month ago. That age group now has almost 37% vaccinated with a first shot, according to the updated statistics.

As of June 7, 89% of Rhode Islanders 55 and older were vaccinated with at least one dose.

Sixty-seven percent or more of Rhode Islanders between age 35 and 54 have had vaccines.

Fifty-two to 55% of residents age 16 to 34 have received at least one dose. n

www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 17

FOCUS | BANKING & FINANCE

As new deposits slow, bank strategies evolve

BY NANCY LAVIN | Lavin@PBN.com

THE

billions of dollars doled out in forgivable small-business loans and personal stimulus checks made their way to recipients through their bank accounts.

The result: many financial institutions found themselves flush with deposits – essential to provide the liquidity to lend and, in turn, earn money. But while banks and credit unions have reaped the rewards of the Paycheck Protection Program and stimulus dollars for their own balance sheets, the good times may be short-lived as federal aid ends.

How and whether banks can hang onto – and continue to grow – deposits depends largely on the still-uncertain economic recovery.

R. Scott Siefers, managing director for Piper Sandler Cos., predicted financial institutions might see small increases in deposits for the rest of the year, but “nowhere near the embarrassment of riches we’ve seen in the last several months.”

Without PPP and stimulus, a third of new deposit growth may not stay in those savings accounts for long as depositors tap into that money, Siefers said.

But at the same time, an economic

rebound means businesses and consumers may see increased earnings, which would allow them to replenish those accounts.

Already, The Washington Trust Co. has seen this starting to happen, said Amy Arruda, the company’s senior vice president of retail banking.

“The business cycle is naturally taking its course again,” Arruda said, referring to how business customers are putting their new sales revenue into their savings accounts.

Meanwhile, retail customers who stored away their stimulus checks can finally spend again on vacations and fine dining. However, the importance of having money socked away for that “once in a lifetime” event – such as a global pandemic – may stick with them, translating to deposits with staying power, Arruda said.

The $4.5 billion in deposits Washington Trust reported as of March 31 represented a nearly 22% year-over-year increase and a $171 million boost over the prior quarter.

The reason why banks want strong deposits is for the liquidity to lend. But so far, loan activity has not kept pace

CASH FLOW: Russell Morrill of Westerly uses an ATM at The Washington Trust Co. branch in Westerly recently. Banks and credit unions are expecting to see a decline in the size of deposits as the COVID-19 crisis passes.

PBN PHOTO/ ELIZABETH GRAHAM

‘The business cycle is naturally taking its course again.’

AMY ARRUDA, The Washington Trust Co. senior vice president of retail banking 18 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

with deposit growth, creating a problem of excess liquidity.

Bank of America Corp., for example, which has the second-largest share of the Rhode Island market, reported a $300 billion increase in deposits nationally from April 2020 to April 2021, according to its earnings report. However, total loans and leases were down $148 billion in that same period.

Financial institutions are banking on a resurgence of new loans as the economy picks up and businesses look to rebuild depleted inventories.

But this sunny outlook has a few rain clouds, too: Companies across industries are experiencing excess liquidity due to reduced spending and increased government aid over the last 15 months, Siefers said.

That means stiff competition among banks, credit unions and fintech firms as they look for high-quality lending opportunities that make use of their deposits. There is also competition among financial institutions for the deposits themselves.

John Woods, chief financial officer for Citizens Financial Group Inc., which has the largest share of deposits in Rhode Island as of June 2020, alluded to this competition in the company’s first-quarter earnings call.

“We will continue to be proactive in pricing down deposits and pursuing attractive loan growth opportunities in areas like point-of-sale finance and education, as well as attractive commercial segments,” Woods said.

What this means in terms of interest rate changes is unclear. Citizens declined to be interviewed for the story. Other banks and credit unions were also reluctant to commit to rate changes.

Better rates are the most obvious way to beat the competition, but there are other strategies to entice customers. Among them is “ease of use,” Siefers said, such as user-friendly mobile apps and online offerings.

Timothy Blake, a consumer banking executive with Bank of America in Rhode Island, said the company’s award-winning digital offerings are a key reason for deposit retention and growth.

“Clients are really asking for convenient and safe access wherever they are, be it their living room or on a vacation,” Blake said. “Having that bank in the palm of their hand is really empowering for our clients.”

Pawtucket Credit Union, meanwhile, recently debuted a three-year, easy-access certificate of deposit account, which lets customers make two penalty-free withdrawals while earning a 0.75% annual interest rate. Participation has been strong in the month since the new account launched, said CEO and President Brian Azar. He declined to share specific numbers.

For Arruda, Washington Trust’s community reputation is a differentiator, evidenced by the many conversations she has had with PPP recipients not just about their loans but their personal struggles and stories.

“We genuinely care about the customers, and that means a lot, especially during this time,” she said. n

BANKING & FINANCE | FOCUS Lack of banking hinders R.I.’s cannabis sector

BY CASSIUS SHUMAN | Shuman@PBN.com

THE CANNABIS INDUSTRY MAY BE expanding in Rhode Island, but these types of businesses still struggle to find financial institutions that will provide financing or even take their deposits and open checking accounts.

It’s a challenge that many in the industry say must be worked out as Rhode Island leaders consider legalizing recreational marijuana and licensing retail outlets. Without banking services, these businesses operate in all cash, which could fuel crimes such as theft and robberies.

The problem is that banks and credit unions are wary of getting involved with cannabis-related businesses because the growth, sale and use of the substance remain illegal on the federal level, possibly exposing financial institutions to legal trouble.

As a potential solution, banking reform was urged in 2019 by attorneys general in 33 states, including Rhode Island, Connecticut and Massachusetts.

But even as Rhode Island prepares to expand the number of licensed medical-marijuana dispensaries from three to nine, the lending issue remains unresolved.

Only two of Rhode Island’s 16 state-chartered banks and credit unions are so far open to working with cannabisrelated businesses, but it’s a problem that Massachusetts officials have wrestled with since recreational marijuana was legalized in that state in 2016.

Steven J. Hoffman, chairman of the Mass. Cannabis

OPENING THE DOOR: Frederick Reinhardt, CEO and president of Greenwood Credit Union, says the Warwick credit union started providing services to cannabis-related businesses in part because of safety concerns over operating a large all-cash enterprise.

PBN PHOTO/MICHAEL SALERNO

CONTINUES ON PAGE 21

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FOCUS | REGIONAL BANKS (ranked by regional deposit market share as of June 30, 2020) FOCUS | REGIONAL BANKS (ranked by regional deposit market share as of June 30, 2020) Bank | Website CEO/President

Address Phone

Market share/ Regional deposits 1

Total assets 1 Net loans & leases 1

1 2020: 1

Citizens Financial Group Inc. | citizensbank.com Bruce Van Saun, chairman and CEO; Keith Kelly, president, Rhode Island

1 Citizens Plaza Providence, R.I. 02903 (401) 456-7000

29.8% $15.2 bil.

$187.2 bil. $125.4 bil.

2 2020: 2

Bank of America Corp. | bankofamerica.com Brian T. Moynihan, chairman and CEO; William F. Hatfield, Rhode Island president 3

100 Westminster St. Providence, R.I. 02903 (800) 432-1000

21% $10.7 bil.

$2.3 tril. $883.4 bil.

The Washington Trust Co. | washtrust.com Edward O. Handy III, chairman and CEO

23 Broad St. Westerly, R.I. 02891 (401) 348-1200

8% $4.1 bil.

Santander Bank N.A. | santanderbank.com Timothy H. Wennes, CEO and president; Yajaira Lopez, region president, tri-state and Rhode Island

1 Financial Plaza Providence, R.I. 02903 (877) 768-2265

7.9% $4 bil.

Bank Rhode Island | bankri.com Paul A. Perrault, CEO and president, Brookline Bancorp Inc.; Mark J. Meiklejohn, CEO and president, Bank Rhode Island

1 Turks Head Place Providence, R.I. 02903 (401) 456-5000

4.6% $2.3 bil.

2021 rank

3

2020: 3

4 2020: 4 5 2020: 5 6 2020: 18

Net income (loss) 1

No. of branches/ ATMs 2

$608.3 mil.

72 171

$2 tril.

$6.5 bil.

29 187

$5.7 bil. $4.2 bil.

$4.6 bil.

$20.7 mil.

22 124

$88.9 bil. $5388

$73.2 bil.

$156.9 mil.

29 185

$3.2 bil. $2.4 bil.

Total deposits 1 $154.4 bil.

$2.6 bil.

$8.2 mil.

20 40

Bristol County Savings Bank | bristolcountysavings.com Patrick J. Murray

35 Broadway Taunton, Mass. 02780 (508) 824-6626

4.1% $2.1 bil.

$2.9 bil. $2.1 bil.

$2.5 bil.

$24.1 mil.

16 26

2020: 18

BayCoast Bank | baycoastbank.com Nicholas M. Christ

330 Swansea Mall Drive Swansea, Mass. 02777 (888) 678-7641

3.4% $1.7 bil.

$2.2 bil. $1.7 bil.

$1.9 bil.

$7.7 mil.

21 28

8 2020: 7

BankNewport | banknewport.com John F. Murphy

10 Washington Square Newport, R.I. 02840 (401) 846-3400

3.2% $1.6 bil.

$2.2 bil. $1.6 bil.

$1.8 bil.

$6.1 mil.

18 36

9 2020: 9

Webster Bank N.A. | websteronline.com John R. Ciulla, chairman, CEO and president; Douglas E. Scala, regional president, southern Massachusetts and Rhode Island

50 Kennedy Plaza Providence, R.I. 02903 (401) 228-2000

2.6% $1.3 bil.

$33.3 bil. $21 bil.

$28.8 bil.

$114.7 mil.

16 27

HarborOne Bank | harborone.com James W. Blake, CEO

770 Oak St. Brockton, Mass. 02301 (508) 895-1338

2.3% $1.2 bil.

$4.6 bil. $3.6 bil.

$3.8 bil.

$19.9 mil.

11 48

2020: 10

Rockland Trust Co. | rocklandtrust.com Christopher Oddleifson, CEO

288 Union St. Rockland, Mass. 02370 (800) 222-2299

2.2% $1.1 bil.

$13.8 bil. $9.2 bil.

$11.7 bil.

$42.8 mil.

8 9

12 2020: 10

Fall River Five Cents Savings Bank 4 | bankfive.com William R. Eccles

79 North Main St. Fall River, Mass. 02720 (774) 888-6100

2% $1 bil.

$1.3 bil. $939.2 mil.

$1.2 bil.

$3.7 mil.

13 41

Centreville Bank | centrevillebank.com Harold M. Horvat, chairman and CEO

1218 Main St. West Warwick, R.I. 02893 (401) 827-9100

1.9% $970.2 mil.

$1.9 bil. $1.3 bil.

$1.5 bil.

$10.1 mil.

8 14

TD Bank N.A. | td.com Steve C. Webb, regional president, Rhode Island, Massachusetts and Connecticut

180 Westminster St. Providence, R.I. 02903 (401) 455-2900

1.6% $830.1 mil.

$411.6 bil. $159.2 bil.

$359.8 bil.

$708.2 mil.

9 25

North Easton Savings Bank | northeastonsavingsbank.com Richard B. Spencer

20 Eastman St. Easton, Mass. 02375 (508) 238-2007

1.2% $610.7 mil.

$1.3 bil. $855.9 mil.

$1.2 bil.

$2.9 mil.

10 10

Bluestone Bank 5 | bluestonebank.com Peter Dello Russo, CEO

756 Orchard St. Raynham, Mass. 02767 (508) 884-3300

0.9% $478.6 mil.

$1.3 bil. $861.3 mil.

$1.2 bil.

$2.9 mil.

5 5

Mechanics Cooperative Bank | mechanics-coop.com Joseph T. Baptista

308 Bay St. Taunton, Mass. 02780 (508) 823-7744

0.9% $453.6 mil.

$670.1 mil. $543.1 mil.

$599.4 mil.

$1.9 mil.

8 8

2020: 16

Home Loan Investment Bank F.S.B. | homeloanbank.com Brian J. Murphy, chairman and CEO

1 Home Loan Plaza Warwick, R.I. 02886 (401) 272-5100

0.6% $311.1 mil.

$373.3 mil. $293.4 mil.

$330.2 mil.

$2.6 mil.

3 5

19 2020: 14

Berkshire Bank | berkshirebank.com Richard Marotta, CEO

24 North St. Pittsfield, Mass. 01201 (800) 773-5601

0.6% $293.2 mil.

$12.8 bil. $7.8 bil.

$11 bil.

$13.8 mil.

5 5

20

Bank of Easton | bankofeaston.com John F. Morley

275 Washington St. North Easton, Mass. 02356 (508) 238-1000

0.3% $150.6 mil.

$184.2 mil. $88.2 mil.

$161.8 mil.

$270,000

2 2

7

10

2020: 12

11

13

2020: 8

14

2020: 6

15

2020: 13

16

2020: 17

17

2020: 14

18

2020: 18

1 Net income, assets, loans, leases and deposits are year-to-date as of March 31, 2021. Data is for banks only, not holding companies, as reported to the Federal Deposit Insurance Corp. Regional market share figures are as of June 30, 2020, and are calculated by combining Rhode Island and Bristol County, Mass., data from the FDIC. 2 Includes Rhode Island and Bristol County, Mass., branches and ATMs only, unless otherwise noted.

3 William F. Hatfield will retire in July 2020. Kevin Tracy, the bank's market executive, will become the new Rhode Island president.

4 Also known as BankFive.

5 Formerly Mansfield Bank and Bridgewater Savings Bank, both|ofwww.pbn.com which merged in April 2020. The market shares and market deposits are combined for the two 20 | JUNE 11-24,Co-Operative 2021 | PROVIDENCE BUSINESS NEWS banks.

CLOSER LOOK

Total amount of regional deposits:

$50.5 billion LIST RESEARCHED BY James Bessette NEED A COPY? To purchase a copy of this list, call (401) 273-2201 or visit PBN.com/lists for more information.

UPCOMING LISTS June 25: Highway Projects, Meeting and Convention Facilities, Rhode Island Property Tax Rates; July 9: Commercial Real Estate Leases: Office, Commercial Real Estate Leases: Retail, Commercial Real Estate Leases: Industrial, Manufacturers WANT TO JOIN? For more information about participating in PBN’s Top Lists, or to make additions or corrections, call (401) 680-4838 or write to Research@PBN.com.

FOOTNOTES j Net income, assets, loans, leases and deposits are year to date as of March 31, 2021. Data is for banks only, not holding companies, as reported to the Federal Deposit Insurance Corp.

Regional market share figures are as of June 30, 2020, and are calculated by combining Rhode Island and Bristol County, Mass., data from the FDIC.  Includes Rhode Island and Bristol County, Mass., branches and ATMs only, unless otherwise noted.  William F. Hatfield will retire in July 2021. Kevin Tracy, the bank’s market executive, will become the new Rhode Island president.  Also known as BankFive.  Formerly Mansfield Co-Operative Bank and Bridgewater Savings Bank, both of which merged in April 2020. The market shares and market deposits are combined for the two banks.

BANKING & FINANCE | FOCUS CONTINUED FROM PAGE 19

Control Commission, said he is aware of six financial institutions in Massachusetts that provide cash management for cannabis businesses, meaning they only aid them with their deposits. There is no lending to these businesses, he said.

“They’re concerned about their reputational risk,” he said. “It’s still controversial – but we’re getting there.”

And, while federal laws outlaw marijuana, the U.S. government has held off cracking down on statelicensed businesses or banks that are servicing them, Hoffman noted.

Frederick Reinhardt, CEO and president of Greenwood Credit Union in Warwick, said he agrees with Hoffman’s assessment of the lending issues associated with the cannabis industry. He said Greenwood Credit Union provides banking services for cannabis-related businesses.

“Our willingness to support the industry with deposit services is based on public safety,” he said. “We do it because we believe it is the right thing to do to keep what would otherwise be a cash business safer.”

Greenwood started providing deposit and banking services for the cannabis businesses after a business client made an investment in the industry. Reinhardt said the credit union examined the sector, conducted a risk assessment and received approval from its board of directors and regulators before agreeing to provide the services.

“We primarily bank the cultivators – the farmers,” said Reinhardt, noting that the credit union does not provide those services to the state’s medicalmarijuana dispensaries.

William DeWitt, a spokesman for the Middletown-based People’s Credit Union, said the credit union operates the same way. He said People’s maintains a deposit relationship with some marijuana-related businesses but is not involved in any financing of the industry.

Brian Williams, co-owner and president of Artic Green Inc., a licensed cultivator in Warwick, said it’s been tough to expand the business and make improvements with-

‘[Financial institutions are] concerned about their reputational risk.’

STEVEN J. HOFFMAN, Mass. Cannabis Control Commission chairman

out financing.

“With no available conventional lending, we have had to pay everything out of pocket, and with no real safety net like a line of credit like most businesses, it’s extremely stressful,” Williams said.

Although banking is limited for the cannabis industry, there is hope that the difficulties will ease.

Congress is considering legislation aimed at providing cannabis businesses with access to lenders and their services.

In April, the U.S. House passed the SAFE Banking Act, which would prohibit federal regulators from

penalizing banks and depository institutions for providing services to state-authorized cannabis businesses.

The legislation is being deliberated in the U.S. Senate.

Meaghan McCabe, spokesperson for U.S. Sen. Sheldon Whitehouse, D-R.I., said he is reviewing the legislation. “The senator understands that businesses need clearer guidance on this issue,” she said.

Elizabeth Dwyer, deputy director and superintendent of banking and insurance at the R.I. Department of Business Regulation, said the state has been working with its chartered banks and credit unions to encour-

age services to the legal cannabis ­industry.

Dwyer said DBR, which regulates the state’s cannabis industry, has an exam protocol gleaned from best practices established in Washington state and Colorado.

“In this, we examine [state-chartered institutions] for compliance and make sure they have instituted appropriate safeguards to ensure that the money laundering prohibitions are addressed,” she said. “At least two of our state charters are providing services to the cannabis industry and we believe more might become interested if the federal bill is enacted.” n

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BANKING & FINANCE | FOCUS Are days of overdraft fees numbered?

BY KEN SWEET | The Associated Press

NEW YORK – Ally Financial Inc. is ending overdraft fees entirely on all of its bank products, becoming the first large U.S. bank to end overdraft fees across its entire business.

It’s a major move by Ally, one of the nation’s largest banks, and for the industry, which has been reliant on overdraft fees for decades to boost profits, often at the expense of poorer Americans who can’t afford to pay such fees in the first place.

Critics of the practice often cite what they call the $38 cup of coffee, where a bank customer uses a debit card to buy a coffee, overdrafts, and ends up paying a $35 fee on top of the $3 drink.

Analysts are largely divided over whether other large banks will follow Ally’s lead.

The pressure to end overdraft fees has been intensifying for years.

Politicians such as Rep. Katie Porter, D-Calif., Rep. Maxine Waters, D-Calif. and Sen. Elizabeth Warren, D-Mass., have used their positions in Congress to push bank CEOs to reconsider their usage of the fees. Regulators such as the Consumer Financial Protection Bureau and the Office of the Comptroller of the Currency have also pushed banks to come up with solutions to stop charging customers $35 for an overdraft.

In response, the industry has been inching away from overdraft fees, albeit reluctantly. Large banks like Bank of America Corp. and Wells Fargo both now offer products without overdraft fees, although they come with more limited features than their other accounts. Many banks suspended overdraft fees early last year when the pandemic struck. Other banks, such as regional banking giant PNC, have introduced features to their bank products to help avoid the fees in the first place.

However, Detroit-based Ally is the first big U.S. bank to get rid of overdraft fees altogether.

In its announcement, Ally cited specifically the impact that overdraft fees have on Black and Latino households, which are historically poorer than their white counterparts and are hit with overdraft fees more

often. It’s also a common reason why Black and Latino households choose to be “unbanked,” that is being without a bank account, in order to avoid the fees that often come with these accounts.

“Overdraft fees can be a major cause of anxiety,” said Diane Morais, president of consumer and commercial banking at Ally Bank. “It became clear to us that the best way to relieve that anxiety was to eliminate those fees.”

The announcement affects roughly 3.6 million checking, savings and money market accounts, the bank said.

Ally did not earn significant fees from overdrafts. The most Ally charged each customer for overdrafting an account was $25 per day, instead of per transaction. Morais said roughly one out of every 12 Ally

‘Overdraft fees can be a major cause of anxiety.’

bank customers overdrafted at some point. Ally does not expect that scrapping overdraft fees will have a major impact on the company’s full-year profit forecasts.

Customers who do overdraft with Ally will get their transactions approved at the bank’s discretion, with the smaller transactions likely to be approved. Customers will have six days to bring the account back into positive territory.

By comparison, Providence-based Citizens Bank – the largest bank in the Rhode Island market – charges $37 each time the bank covers an overdraft. After four consecutive business days of a customer being overdrawn, the bank charges a “sustained overdraft fee” of $30.

Citizens Financial Group Inc., the bank’s parent company, reported $99 million in revenue in the first quarter of 2021 from service charges and fees, which include overdraft fees. The amount was down from $118 million in the same period of 2020 because of “COVID-19 impacts on overdraft fees,” the bank said.

Citizens has made no announcement on overdraft fees. n

DIANE MORAIS, Ally Bank president of consumer and commercial banking

With reports from Providence Business News.

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www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 23

FOCUS | RHODE ISLAND CREDIT UNIONS (ranked by assets) FOCUS | RHODE ISLAND CREDIT UNIONS (ranked by assets) No. of members

Total loans and leases Loan and lease loss allowance

Net income (loss) 1

Credit union | Website CEO/President

Address Phone

Total assets Total shares and deposits

1

Navigant Credit Union | navigantcu.org Gary E. Furtado

1005 Douglas Pike Smithfield, R.I. 02917 (401) 233-4700

$2.9 bil. $2.5 bil.

113,855

$2.2 bil. $11.4 mil.

$6.9 mil.

2

Pawtucket Credit Union | pcu.org Brian A. Azar

1200 Central Ave. Pawtucket, R.I. 02861 (401) 722-2212

$2.7 bil. $2.2 bil.

127,057

$2.3 bil. $10.7 mil.

$6.3 mil.

2020: 3

3

Greenwood Credit Union | greenwoodcu.org Frederick W. Reinhardt

2669 Post Road Warwick, R.I. 02886 (401) 739-4600

$659.2 mil. $591.7 mil.

76,966

$546.6 mil. $3 mil.

$1.6 mil.

4 2020: 4

People's Credit Union | peoplescu.com Sean G. Daly

858 West Main Road Middletown, R.I. 02842 (401) 846-8930

$595 mil. $530.7 mil.

Westerly Community Credit Union | westerlyccu.com Stephen J. White

122 Granite St. Westerly, R.I. 02891 (401) 596-7000

2020: 6

Rhode Island Credit Union | ricreditunion.org David B. Suvall

7

2021 rank

2020: 2

2020: 1

5

2020: 5

6

2020: 7

8

2020: 8

9

2020: 9

10

2020: 10

11

2020: 11

12

43,611

$1.3 mil.

$396.4 mil. $358.6 mil.

19,625

$302.1 mil. $1.5 mil.

$698,648

160 Francis St. Providence, R.I. 02903 (401) 751-7440

$368.7 mil. $332.3 mil.

28,976

$229.7 mil. $1.1 mil.

$1 mil.

Ocean State Credit Union | oceanstatecu.org David L. Root

2006 Nooseneck Hill Road Coventry, R.I. 02816 (401) 397-1900

$336.1 mil. $283.1 mil.

23,282

$245.6 mil. $276,111

$1.2 mil.

Wave Federal Credit Union | wavefcu.org Paul Archambault 2

480 Greenwich Ave. Warwick, R.I. 02886 (401) 781-1020

$136.3 mil. $120.4 mil.

7,043

$64.4 mil. $331,664

$118,297

1615 Pontiac Ave. Cranston, R.I. 02920 (401) 463-3010

$67.2 mil. $52.2 mil.

$12.3 mil. $42,366

$599,771

Blackstone River Federal Credit Union | blackstoneriverfcu.org James W. Wood, CEO

10 Monument Square Woonsocket, R.I. 02895 (401) 767-1990

$66.3 mil. $60.6 mil.

4,578

$22 mil. $163,278

$61,496

Postal Government Employees Federal Credit Union | pgecu.org Kenneth F. Poyton

179 West River St. Providence, R.I. 02904 (401) 421-2436

$51.1 mil. $45.6 mil.

2,655

$29.6 mil. $66,399

$70,745

2020: 12

Community & Teachers Federal Credit Union | teacherscu.org Kenneth C. Saunders

1169 South Broadway East Providence, R.I. 02914 (401) 438-7788

$33.9 mil. $31.7 mil.

13 2020: 14

Woodlawn Federal Credit Union | woodlawnfcu.org Rufus R. Bailey Jr., CEO and director

744 Main St. Pawtucket, R.I. 02860 (401) 728-8300

$15.6 mil. $14.8 mil.

14

2,876

2,043

$17 mil. $33,388

2,118

$7.1 mil. $66,552

$15,962

($19,372)

2020: 15

Cumberland Municipal Employees Federal Credit Union | cumberlandcu.org Holly L. Ayick, manager

2145 Diamond Hill Road Cumberland, R.I. 02864 (401) 658-0010

$8 mil. $6.4 mil.

1,029

$2.4 mil. $5,467

$454

15

Postal Employees Regional Federal Credit Union Charlene M. LaPlante, CEO

40 Montgomery St. Pawtucket, R.I. 02860 (401) 726-3895

$6.4 mil. $3.8 mil.

678

$2.4 mil. $49,520

$16,566

16

Pawtucket Municipal Employees Federal Credit Union Lisa Paiva, manager

137 Roosevelt Ave. Pawtucket, R.I. 02860 (401) 728-0500

$6.1 mil. $5.5 mil.

1,106

$2.9 mil. $48,973

($1,905)

17

Coventry Teachers Federal Credit Union | coventryteachersfcu.com Geri L. Nix, CEO and manager

9 Foster Drive Coventry, R.I. 02816 (401) 826-1682

$3 mil. $2.4 mil.

653

$1.6 mil. $6,689

($6,089)

NATCO Employees Credit Union Roseanne Ruzzo, chairperson

155 Brookside Ave. West Warwick, R.I. 02893 (401) 828-0300

$195,468 $159,824

37

$34,808 $919

$261

2020: 16

2020: 17

2020: 18

18

2020: 19

1 Reflects year-to-date net income or loss as of June 30, 2021 2 Paul Archambault will retire June 30 as CEO and president of Wave Federal Credit Union. David P. Dupéré, the credit union’s executive vice president and chief operation

officer, take over as 2021 CEO and 24 | will JUNE 11-24, | president.

PROVIDENCE BUSINESS NEWS | www.pbn.com

Total assets:

$8.4 billion Re-ranked by number of members:

1

$445.6 mil. $3 mil.

Cranston Municipal Employees Credit Union | cranstonmecu.org Brian W. Ducharme

CLOSER LOOK

Pawtucket Credit Union No. of members: 127,057

2

Navigant Credit Union No. of members: 113,855

3

Greenwood Credit Union No. of members: 76,966

LIST RESEARCHED BY James Bessette NEED A COPY? To purchase a copy of this list, call (401) 273-2201 or visit PBN.com/lists for more information.

UPCOMING LISTS June 25: Highway Projects, Meeting and Convention Facilities, Rhode Island Property Tax Rates; July 9: Commercial Real Estate Leases: Office, Commercial Real Estate Leases: Retail, Commercial Real Estate Leases: Industrial, Manufacturers WANT TO JOIN? For more information about participating in PBN’s Top Lists, or to make additions or corrections, call (401) 680-4838 or write to Research@PBN.com.

FOOTNOTES j Reflects year-to-date net income or loss as of March 31, 2021.  Paul Archambault will retire June 30 as CEO and president of Wave Federal Credit Union. David P. Dupéré, the credit union’s executive vice president and chief operation officer, will take over as CEO and president.

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www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 25

Congratulations to the Winners!

KIMBERLY AHERN, Director of Policy and Senior Counsel, Office of Governor Daniel J. McKee SUE ANDERBOIS, Climate & Energy Program Manager, The Nature Conservancy PIERSON BOOHER, Principal, DBVW Architects LINDSEY BRICKLE, Senior Workforce Manager, Polaris MEP M. ROSS CASEY, Manager of Specialty Pharmacy and 340B, Care New England PAIGE CLAUSIUS-PARKS, Senior Policy Analyst, Rhode Island KIDS COUNT DANIELLE CRAFFORD, General Superintendent, Gilbane Building Company JOSH DALY, Director, Southern Region, RI Small Business Development Center DR. STEPHANIE DOWNEY TOLEDO, Superintendent, Central Falls School District SEAN FINE, Gastroenterology Physician, Assistant Professor of Medicine, Brown Physicians, Inc. WILFREDO GIORDANO-PEREZ, MD, Medical Director, Tri-County Community Action Agency/ Asst. Prof, Alpert Medical School of Brown University ROBERT HACKETT, Engineering Manager, Johnson Controls, Inc. HELENA KUHN, MD, Dermatologist, Brown Dermatology MARK LACZ, Partner, TyMark Restaurant Group IVETTE LUNA, Manager, Consumer Engagement, Blue Cross & Blue Shield of Rhode Island GISELLE MAHONEY, Partner / Sr. Account Executive, RDW Group

CREUSA MICHELAZZO, Executive Director, Tech Collective NICK OLIVEIRA, Director, Global Procurement Operations, IGT SHELLY ORSI, SVP; Client and Business Management Executive, Bank of America ASHLEY O’SHEA, Director of Strategic Communications State of Rhode Island Executive Office of Health and Human Services

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CHRIS PARISI, Founder & President, Trailblaze Marketing DANIEL PROCACCINI, Counsel, Adler Pollock & Sheehan P.C. MIKE RAIA, VP, Strategic Communications, Johnson & Wales University JOHN RAINONE, Principal, DiSanto Priest & Co. MARCY REYES, Founder & CEO, The Financial Literacy Youth Initiative NISHITA ROY-POPE, Director, Dell Technologies, Founder Tribe Academy KELSEY RYAN, Director of Population Health Management, Coastal Medical JESSICA SAVOCA, Manager, Quality Initiatives and Project Management, Brown Medicine GREGORY SCORPIO, Chief Financial Officer, G-Form, LLC CLAUDIA SCOTTI, Manager Supply Chain Procurement, Amgen VIJAIRAM SELVARAJ, MD, Internist, Miriam Hospital/ Lifespan STEVE SHERMAN JR., VP, Head of Cash Management, Bristol County Savings Bank JOSH SHORT, Artistic Director, The Wilbury Theatre Group JAMIE STEBENNE, President, JPS Construction and Design Inc. RITA DANIELLE STEELE, Principal/Owner, Steele Realty Consultants LLC PAIGE VOCCIA, Founder & Owner of Speech Services Rhode Island LLC TIFFANIE WALDECK-NAPOLITANO, Chief Dental Officer, Wood River Health Services REBECCA WEBBER, General Manager, Providence, Cambridge Innovation Center NICOLE WHITE, Director of Program Services, A Wish Come True JOI-DANELLE WHITEHEAD, Director of Diversity, Equity, Inclusion and Access, Brown University, Division of Pre-College & Summer Undergraduate Programs

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www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 27

FOCUS | INNOVATION/STARTUPS

Public officials ponder future of online meetings

BY MARY MACDONALD | MacDonald@PBN.com

RHODE

Island public meetings have been virtual for more than a year. In that time, the audience for the meetings of public bodies such as school committees and planning boards – normally sparsely attended – has grown and diversified to include people who couldn’t get to in-person meetings.

But the technology that has allowed public meetings to continue through the pandemic has likely excluded other people, many say.

As the state and local governments plan for reopening traditional meetings, some officials and public advocates say they hope plans will include a mix of both in-person meetings and technology-enabled access.

If that happens, Common Cause Rhode Island, which tracks open meetings access, said guardrails need to be established for members of public boards to participate online, with most members gathering in person in order for meetings to be considered valid.

“Our position is that at least a quorum of public bodies should have to return in person,” said John Marion, Common Cause executive director.

Virtual public meetings started when the COVID-19 pandemic hit in March 2020.

That’s when an executive order that suspended the state’s Open Meetings

Act and allowed public meetings to be conducted remotely was signed by former Gov. Gina M. Raimondo.

Gov. Daniel J. McKee has renewed the order, extending the suspension until June 25.

The order allows public bodies to use “adequate alternate means” of public access to allow people to access the deliberations of public bodies in real time and participate as well.

The options include telephone, internet and satellite-enabled audio and video conferences.

At first, many were worried the public would struggle with the complexities of the technology.

“Not everyone is on a laptop,” said Christine West, an architect who leads the Providence City Plan Commission.

“To have phone participation was actually really important.”

Soon after the transition, she and other commissioners realized their online audiences had grown dramatically beyond the typical attendance.

Still, West is concerned that something is getting lost online.

“There are some advantages,” she said. “People can hear the applicants.

They can see, clearly, the drawings.”

But what isn’t clear, she said, is whether the audience is paying attention to the entire presentation, or whether they’re listening after they’ve spoken at a virtual hearing.

VIRTUAL CONNECTION: Gov. Daniel J. McKee holds a Facebook Live event on June 3 to discuss health care in Rhode Island. Panelists included, clockwise, Womazetta Jones, secretary of R.I. Executive Office of Health and Human Services; Stefan Pryor, commerce secretary; Patrick Tigue, the state health insurance commissioner; Dr. Megan Ranney, of Brown University; and Dr. Nicole AlexanderScott, R.I. Department of Health director. It’s unclear what form these types of gatherings will take after the pandemic has passed.

‘There are real concerns about who is being excluded.’

JOHN MARION, Common Cause Rhode Island executive director 28 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

For board members who often can’t see the speakers because cameras aren’t required to be activated, a virtual hearing makes it harder to “read the room.”

In an in-person meeting, West said, she can look out at the crowd and see who’s nodding in agreement during public comment. “You can kind of tell the level of public interest from the crowd,” she said.

What she hopes happens is a return to in-person meetings for the board members, with monitors that allow the public to participate virtually.

The administration of Mayor Jorge O. Elorza is investigating its options, according to Sabrina Solares-Hand, the city’s chief operating officer. But the idea is to proceed with a hybrid model, allowing online and in-person participation.

“We do see the value in having people have the flexibility to participate in a virtual environment,” she said.

Doing that will require spending some money and making modifications to its spaces to accommodate the technology.

So far, the Elorza administration has spent about $15,000 on about 30 online accounts that allow all city departments to hold public meetings virtually, primarily using the platform provided by Zoom Video Communications Inc. City Hall reopened fully on June 1, but as yet, city officials are waiting for state guidance on when to reopen in-person public meetings.

A spokeswoman for McKee did not respond immediately to a request for information about how the state will handle public meetings in the future.

Marion said there are certainly benefits to holding public meetings online. He’s noticed that the board of trustees overseeing Central Falls schools has used a feature of Zoom that allows for Spanish translations.

And a member of the Block Island Utility Commission notified Marion recently that, although the commissioner doesn’t live on the island most of the year, he was able to participate in meetings throughout the winter without having to catch the ferry.

But Marion also cited U.S. Census information that says almost 15% of Rhode Islanders lack broadband internet access.

“Many, but not all, videoconferencing platforms provide for a toll-free telephone option for those who might not have internet access. But there are real concerns about who is being excluded,” Marion said.

Robert Davis, chairman of the I-195 Redevelopment District Commission, said he hoped the state will continue videoconferencing as a complement to its in-person meetings, as it benefits both the public and board members.

Prior to the executive order that allowed virtual meetings, the commission had instances in which board members couldn’t get to the 5 p.m. weekday meetings on time. Meeting were delayed or canceled.

“We literally had situations where people were stuck in traffic on I-195,” Davis said. “You could hook them in by conference call, but it couldn’t count.” n

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www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 29

FOCUS | INNOVATION/STARTUPS TECH BRIDGE CONTINUED FROM PAGE 1

But just as the Tech Bridge was gaining momentum in early 2020, COVID-19 struck and threatened to bring it all to a crashing halt.

“It was troubling from a personal standpoint; it was troubling from a professional standpoint; and from a state and citizen standpoint,” said Cowan, 401 Tech Bridge executive director.

As the pandemic put a stranglehold on the economy and seemed to put the future of the 401 Tech Bridge – and its mission of supporting the state’s promising textiles, composites and undersea technology industries – in doubt, in a way the crisis was also preparing the program for the future.

“That’s when we were tapped on the shoulder by the R.I. Commerce Corp. to help the state respond to the pandemic because of the connections we had to local manufacturing and production companies,” Cowan said.

R.I. Commerce Corp. tasked the Tech Bridge with supporting efforts to retool local manufacturers so they could produce and supply personal protective equipment. Cowan and Mary Johnson, 401 Tech Bridge manager, drew from their connections in the industry. Both had worked at the Polaris Manufacturing Extension Partnership before the Tech Bridge started.

The Tech Bridge aided manufacturers such as the Pawtucket-based Cooley Group, which was developing a material used to make isolation gowns, find partnerships for their product.

“We were doing the same type of work [as before the pandemic], just in a different way,” Johnson said, noting that the experience validated the Tech Bridge’s role in aiding businesses.

As the economy stabilized, Johnson said, the organization began to find its legs and started launching its programming. One example is the Small Business Innovation Research program, designed to encourage businesses to conduct research and development for potential commercialization of technology.

“Our role is the connector between companies and opportunities, but also helping companies with technical assistance, and to remedy any obstacles that stand in their way,” Johnson said.

Those obstacles include everything from a lack of funding to a lack of physical space for research.

401 Tech Bridge functions with $6 million in operating capital from federal, state and private sources. In April, it received a $724,674 grant from the U.S. Economic Development Administration’s Scaling Pandemic Resilience Through Innovation and Technology – or SPRINT – Challenge.

The challenge was created last year as part of the Coronavirus Aid, Relief and Economic Security Act with the aim of harnessing entrepreneurial talents to address the economic and health risks caused by the pandemic.

That EDA grant followed a $2.3 million grant from the same agency last August to construct a dedicated 17,000-square-foot research and development facility in Portsmouth. The Advanced Materials and Technology Center is slated to be completed by year’s end and will be a partner-

UNDER CONSTRUCTION: Christian Cowan, executive director of 401 Tech Bridge in Portsmouth, and Mary Johnson, manager, outside the location of what will become the organization’s Advanced Materials and Technology Center, a 17,000-square-foot research and development facility slated to be completed by the end of the year.

PBN PHOTO/ELIZABETH GRAHAM

ship among Polaris MEP, the University of Rhode Island, the Composites Alliance of Rhode Island, the Rhode Island Textiles Innovation Network and the Office of Naval Research.

One of the beneficiaries of 401 Tech Bridge has been Flux Marine Ltd., an East Greenwich startup that is producing zero-emissions electric outboard motors for boats.

During the development process, Flux has used connections made through the Tech Bridge, which also assisted the company in getting access to the Newport-based International Yacht Restoration School’s composites expertise and proto­typing equipment.

“We were kind of a guinea pig,” said Daylin Frantin, Flux co-founder and chief operating officer. “They’re constantly introducing us to folks. The other day, we needed help with some design work, and they introduced us to some local designers.”

George Nickolopoulos, vice president of business development and external relations at Bristol-based Goetz Composites, called the Tech Bridge a “super connector.”

Goetz Composites was a winner of 401 Tech Bridge’s Naval Sea Systems Command’s Prize Challenge, earning a $250,000 grant to develop the shell of an unmanned undersea vehicle that could

survive great depths.

Nickolopoulos said the Tech Bridge helped Goetz advance its work by introducing the company to business partners and collaborators in the blue economy and other sectors.

“They bring together academia, industry and government, putting us in the same space to solve our problems,” Nickolopoulos said. “Often we are incentivized by a financial benefit as well.”

The Advanced Materials and Technology Center under construction in Portsmouth is slated to be the centerpiece of Tech Bridge offerings. It is designed for short-term projects where collaborators can occupy a lab-type space to conduct research and development.

“It’s not an incubator space,” Johnson said.

“It’s really a collaboration space, where companies will be able to show their products to potential partners on a small scale.”

401 Tech Bridge will be recruiting companies over the summer for its accelerator program in the fall. The organization will emphasize building upon the connections its formed among the universities, government and industry.

“We’re now at a point where we are hoping that the pandemic is trailing off and the viability of our space has never looked better,” Cowan said. n

‘They’re constantly introducing us to folks.’

DAYLIN FRANTIN, Flux Marine Ltd. co-founder and chief operating officer 30 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

FOCUS | HIGH-TECH FUNDING SOURCES (listed alphabetically) FOCUS | HIGH-TECH FUNDING SOURCES (listed alphabetically) Funding source | Website Director

Address Phone

Type of organization

Preferred investment size

Funding stage preference

Advanced Technology Ventures | atvcapital.com Bob Hower, general partner

1000 Winter St., Suite 3700 Waltham, Mass. 02451 (781) 290-0707

Venture capital

$5 mil. to $20 mil.

Startup, early and growth stage

Angel Street Capital | angelstreetcapital.com Joseph V. Gallagher and Robert J. Maccini, managing directors

402 Angell St. Providence, R.I. 02906 (401) 854-1850

Provides capital for early-stage digital media companies

$50,000 to $250,000

Early stage

Bain Capital Ventures | baincapital.com Mike Krupka, managing director

200 Clarendon St. Boston, Mass. 02199 (617) 516-2000

Venture capital

$1 mil. to $100 mil.

Invests across all stages of a company's development

BDC Capital | bdcnewengland.com Paul F. Flynn Jr., CEO and president

30 Exchange Terrace, 4th floor Providence, R.I. 02903 (401) 450-0047

Venture capitalist funded by banks that works with lenders and investors

$50,000 to $5 million

Later stages

Biograph Venture Development LLC | NA Richard G. Horan, founder and director

349 Eddy St. Providence, R.I. 02903 (401) 301-7354

Venture capital for biomedical/life sciences companies

$500,000 to $5 mil.

Early stage

The Business Development Co. | bdcri.com Peter C. Dorsey Jr., president

40 Westminster St. Providence, R.I. 02903 (401) 351-3036

Nonbank lender that can go outside the box in helping growing companies meet their funding requirements when conventional sources fall short

$100,000 to $1 mil.

Recurring revenues; profitable or trending to near break-even cash flow

The Capital Network | thecapitalnetwork.org Marie D. Meslin, president and executive director

281 Summer St., 2nd Floor Boston, Mass. 02210 (781) 591-0291

Nonprofit educating entrepreneurs on funding and raising their first outside capital. Open to all - also runs the Fellowship for Female Founders.

NA

Early-stage growth company

Charles River Ventures | crv.com Izhar Armony, partner

855 Boylston St., 10th Floor Boston, Mass. 02116 (781) 768-6000

Venture capital firm with limited partnerships

$1 mil. to $5 mil.

Startup, early stage

Cherrystone Angel Group | cherrystoneangelgroup.com Patrice Milos, executive director

50 South Main St., Suite 301 Providence, R.I. 02906 (401) 519-4311

Angel investment group

$250,000 to $750,000+

Early stage

Commonwealth Capital Ventures | commonwealthvc.com Michael T. Fitzgerald, founder and managing general partner

400 West Cummings Park Woburn, Mass. 01801 (781) 890-5554

Venture capital

$2 mil. to $8 mil.

Mostly early, with some growth-stage technology companies

DEW Ventures LLC | dannywarshay.com Danny Warshay, founder and managing director

321 Taber Ave. Providence, R.I. 02906 (401) 272-5287

Provides "mentor capital," a combination of investment, coaching and active participation

Varies

Seed and early stage

Guidepost Growth Equity | guidepostgrowth.com Russ Pyle, Mike Pehl, Roshen Menon and Douglas Kingsley, managing partners

800 Boylston St., Suite 1310 Boston, Mass. 02199 (617) 807-8800

Early-stage venture investment to laterstage growth-equity investing

$15 mil. to $75 mil.

Growth-equity capital to fund liquidity, growth, acquisitions and buyouts

Highland Capital Partners | hcp.com Paul Maeder, chair and founding partner

1 Broadway, 16th Floor Cambridge, Mass. 02142 (617) 401-4500

Venture capital

$1 mil. to $10 mil.

Early and growth stages

Home Run Ventures LLC | homerunventures.com Alan H. Litwin, managing director

951 North Main St. Providence, R.I. 02904 (401) 519-0200

Early-stage venture investment to laterstage, growth-equity investing

$25,000 to $200,000

Mostly early stage with some growth stage

MassVentures | mass-ventures.com Charlie Hipwood, CEO and president

308 Congress St., 5th Floor Boston, Mass. 02210 (617) 723-4920

Venture capital

$250,000 to $500,000

Pre-revenue

Point Judith Capital Partners LLC 1 | pjc.vc David J. Martirano, managing partner

4 Liberty Square Boston, Mass. 02109 (617) 600-6260

Venture capital

$500,000 to $3 mil.

Early stage

Providence Equity Partners LLC | provequity.com Jonathan M. Nelson, founder and executive chairman

50 Kennedy Plaza Providence, R.I. 02903 (401) 751-1700

Private equity focused on media, entertainment, communications and information investments

$20 mil. to $500 mil.

Stage independent

Slater Technology Fund | slaterfund.com Robert Chatham, director; Thorne Sparkman, managing director

PO Box 9142 Providence, R.I. 02940 (401) 831-6633

Early-to-midstage investment fund for life sciences, energy, environment, media and software

$250,000 to $1 mil.

Seed to midstage

TA Associates | ta.com Brian J. Conway, chairman and managing partner

200 Clarendon St., 56th Floor Boston, Mass. 02116 (617) 574-6700

Private equity

$70 mil. to $500 mil.

Later stage, growth equity

CLOSER LOOK

No. of Rhode Island-based sources:

9

No. of Massachusettsbased sources:

10

LIST RESEARCHED BY James Bessette NEED A COPY? To purchase a copy of this list, call (401) 273-2201 or visit PBN.com/lists for more information.

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1 Also known as PJC.

www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 31

IT’S PERSONAL Franchitto named NPHHI board VC DIANA FRANCHITTO, CEO and president of Providence-based hospice and home health organization HopeHealth, was recently elected vice chair of the National Partnership for Healthcare and Hospice Innovation.

The partnership is a national nonprofit focused on innovation and establishing best practices in end-of-life care. Franchitto previously served as the partnership’s treasurer.

What are your plans for the National Partnership for Healthcare and Hospice Innovation as board vice chair?

We’re focused on advocacy at the federal level to ensure all those who need hospice services can access them and not just at the very end of life. We have a major national diversity, equity and inclusion initiative to address racial disparities in accessing high-quality end-of-life care.

Most importantly, people who are seriously ill should not miss out on services that could relieve their suffering and improve the quality of time they have left with their families. Research has shown that hospice improves quality of life, reduces hospitalizations and provides for a truly meaningful experience when time matters most.

What do you feel is greatly needed to improve hospice care in Rhode Island and nationally?

Rhode Islanders have had the benefit of a strong nonprofit community-based hospice presence for many decades. In fact, HopeHealth was the second hospice in the country. While there is high hospice use in Rhode Island, we have one of the shortest hospice lengths of stay in the country. HopeHealth is therefore focused on building strong palliative care services throughout the state, training the next generation of physicians in hospice and palliative care with our academic affiliation with the [Warren] Alpert Medical School of Brown University and sharing our knowledge with all clinicians in Rhode

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How much of a challenge has the pandemic posed in families not being able to be close to loved ones in hospice care?

So many families suffered during the pandemic as their loved ones endured isolation and visiting restrictions.

I’m so grateful that the HopeHealth Hulitar Hospice Center was able to remain open 24/7 to visitors throughout the pandemic. I can’t begin to tell you the number of thank-you letters we have received from families even though we’ve had to restrict the number of visitors. It’s so heartwarming.

What protocols and initiatives did you help put in place for the HopeHealth Hulitar Hospice Center to remain open during the pandemic?

We needed to ensure that our staff and families had appropriate [personal protective equipment]. We test front-line staff every week and continue to send daily texts to all staff to self-screen for symptoms before coming to work. We also quickly ramped up our grief support groups to meet virtually. I’m thrilled to say we have actually doubled grief support participation compared to before the pandemic. Supporting our grieving families in new and different ways has been a silver lining. n

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IT’S PERSONAL MACKAY’S MORAL | HARVEY MACKAY

The importance of friends SOMEONE ONCE ASKED a great philosopher what he would rather have – a gift of money or a gift of friendship.

“Friendship,” replied the philosopher, “because money is spent, but friendship can last forever.”

Maybe this is why our greatest wealth is not measured in terms of riches but in our relationships.

Friendship is the cement that holds the world together.

Friendship is so important that we celebrate it several times during the year. February is International Friendship Month, and Old Friends, New Friends Week is the third week of May. The first Sunday of August was declared as a U.S. holiday in honor of friends by Congress in 1935. Since then, World Friendship Day is celebrated every year on the first Sunday in August.

As novelist George Eliot describes it: “Friendship is the inexpressible comfort of feeling safe with a person, having neither to weigh thoughts nor measure words.”

That’s a fancy definition for what we all know is central to our happiness. I can’t imagine a life without friends.

I cherish the friends I’ve known since childhood. Along the way, I’ve met friends through business, travel, sports and the community. They enrich my life and, perhaps just as important, know they can count on me to be there for them.

One of the best books I’ve ever read and learned valuable lessons from is Dale Carnegie’s “How to Win Friends and Influence People.” Carnegie wrote: “You can make more friends in two months by becoming interested in other people than you can in two years by trying to get other people interested in you.”

To drive home the point, Carnegie tells how dogs have learned the fine art of making friends. When you get within 10 feet of a friendly dog, it will begin to wag its tail. If you take the time to pet the dog, it will become excited and lick and jump all over you to show how much it appreciates you.

The dog became man’s best friend by

being genuinely interested in people.

Last September, we lost an NFL legend in Chicago Bears running back Gayle Sayers. I’m old enough to have followed his short but brilliant career.

Yet what I remember most about Sayers is the memorable friendship he had with a teammate named Brian Piccolo, memorialized in the movie “Brian’s Song.” Sayers was Black, and Piccolo was white. They were roommates when the team traveled, which was a first for race relations in professional football.

The two became very close friends and challenged each other. When Sayers hurt his knee, Piccolo helped his friend through a grueling rehabilitation. During the 1969 season, Piccolo was diagnosed with cancer and was in the hospital more than on the playing field. Sayers was often at his bedside.

After that season, Sayers was awarded the prestigious George S. Halas Courage Award as “the most

Friendship is the cement that holds the world together.

courageous player in professional football.” Sayers, Piccolo and their wives had made plans to go together to the annual Professional Football Writers’ Banquet in New York, but Piccolo was too sick to attend.

At the banquet, Sayers struggled to speak and said: “You flatter me by giving me this award, but I tell you here and now that I accept this award not for me but for Brian Piccolo. However, Brian cannot be here tonight.

He is too ill. But Brian is a man who has more courage than any of us here tonight. I love Brian Piccolo, and I’d like you to love him too. When you hit your knees tonight, please ask God to love him too.”

Shortly after that memorable night, Brian Piccolo died. These two tough football players had developed an unforgettable friendship.

Mackay’s Moral: Good friends are like toothpaste. They come through in a tight squeeze. n Harvey Mackay is the author of the New York Times bestseller “Swim With the Sharks Without Being Eaten Alive.” He can be reached through his website, www.harveymackay.com.

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ACCOUNTING Bill Pirolli, CPA/ CFF/PFS, CGMA, Partner at Rhode Island-based accounting firm, DiSanto, Priest & Co., has been elected as Chair of the Board of Directors of the American Institute of Certified Public Accountants (AICPA), the world’s largest member association representing the accounting profession. He will act as Chair through May 2022, working to elevate the CPA profession through student mentorship, technology initiatives, and service. Bill brings 40 years of experience in public accounting; he’s a former President of the RI Society of CPAs, past President of the Central RI Chamber of Commerce, and on the DiSanto Priest Charitable Foundation‘s Advisory Board.

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www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 33

IT’S PERSONAL GUEST COLUMN | BEVERLY WALTER

The home-shopping prep IF YOU’RE HOPING TO BUY a home this summer, you’re in good company. Homebuyers in Rhode Island and around the country are facing the most competitive housing market in decades: low mortgage rates and strong demand can mean heated bidding wars. The past year has fueled a stronger desire for homeownership, and Bank of America Corp.’s latest Homebuyer Insights Report found prospective buyers are eager to swap unpredictable monthly rents with steady monthly mortgage payments.

In fact, nearly half (46%) of respondents say that building equity is more important now than ever before.

We know hopeful buyers in Rhode Island are eager to own. The local housing market is soaring, despite the pandemic and a lack of inventory. First-quarter statistics for 2021 from the Rhode Island Association of Realtors reveal that the median sales price of a single-family home rose to $330,000, a 13.8% yearly increase.

Beyond the financial benefits of homeownership, people are also reassessing how their living space and surroundings fit into their lives as we spend more time at home. Human connection, a sense of community and good neighbors are just some of the

PROVIDENCE BUSINESS NEWS

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key priorities for today’s homebuyer.

As buyers scramble to find their dream home, competition will likely pick up as we head deeper into the traditional selling season. Here are some tips to put your best foot forward: Get started as early as possible.

You’ll want to be well-informed about the homebuying process so you can act quickly and with confidence once you’re ready to buy. Brush up on your knowledge using resources such as Bank of America’s First-Time Homebuyer Online Edu-Series, which provides an easy-to-understand roadmap to buying a home and allows you to go at your own pace as experts provide guidance and tips to prepare your finances, make an offer and apply for a mortgage.

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The past year has fueled a stronger desire for homeownership.

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competitive market, having a preapproval shows that you’re serious about becoming a homeowner, as you’re taking the necessary steps to get your finances and creditworthiness verified by a lender. Interactive digital tools allow you to secure preapproval online or by smartphone.

Take advantage of digital tools.

Timing can be everything in the current environment. There are online resources that can guide you through the mortgage process from start to finish and prevent any delays in the process, whether it’s checking the status of your loan or submitting required documentation electronically. They’ll even provide you with a to-do list of outstanding tasks and current status and details of a loan application.

Know exactly what you’re looking for. Check out homes in your desired

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34 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

location beforehand, so you can narrow down the price range and home type that’s right for you.

Consider a starter home. If you’re eager to take advantage of low rates and feel confident in your financial position, you may consider a starter home – often a condominium or townhome. While it may not have all the amenities of a dream home or the perfect location, a starter home that you can comfortably remain in for a few years is typically less expensive.

More importantly, a starter home can give you the chance to start building equity and establish fixed monthly mortgage payments, protecting you from rising rental rates.

Even as the meaning of home has evolved over the past year, homeownership continues to mean the power to build personal wealth and a legacy for your family. While buying a home today may require a bit more patience and persistence, taking the time to prepare for what’s ahead will put you on the way to beating the competition and crossing the finish line of your homebuying journey. n Beverly Walter is the Providence area lending manager for Bank of America Corp.

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IT’S PERSONAL GUEST COLUMN | JENNIE E. BRAND AND SARAH A. BURGARD

Health problems from job losses?

BEING OUT OF WORK isn’t just bad for your finances: It’s bad for your health. Losing a job can cause depression, anxiety and other mental health problems. Research also consistently shows that job loss and unemployment – even just for a few months – are associated with poorer physical health, including increased risks for cardiovascular disease, hospitalization and death. These risks can endure for years or even decades after a person returns to work.

We see many reasons to worry that the next wave of health problems linked to COVID-19 will not come directly from the virus itself, or the strain it places on health systems, but from its effect on the labor market.

During the first six months of the COVID-19 pandemic, 25% of U.S. adults said they or someone in their household lost their job because of the pandemic. Among those who said they lost a job, half reported they were still unemployed six months later. Racial and ethnic minorities have been hit hardest by pandemicdriven job losses and deaths. These communities already face long-standing structural inequities in living and working conditions that affect their job prospects and may shape

their financial recovery.

It’s not hard to see why losing a job, followed by a period of unemployment, can be bad for a person’s health. The initial months following a job loss can reduce social support by straining people’s finances and psychological well-being and limiting their social interactions. People who lose their health insurance along with their job may not seek medical attention when illness arises. The stresses caused by losing a job can also lead people to increase the use of alcohol or drugs, eat poorly, exercise less or develop bad sleep patterns.

These risks persist even if someone receives unemployment benefits or gets another job relatively quickly.

Some research shows a few months of unemployment may be associated with worse long-term health and wellbeing. One study found that in the year after the participants lost their jobs, death rates among them were as much as two times higher regardless of whether and when they got a new one. If this rate of increased risk continued indefinitely, the authors noted, losing a job at age 40 could reduce life expectancy by 1-1½ years.

Other research has associated job loss with a higher risk of condi-

tions, including hypertension and arthritis, and a twofold higher risk of heart attack and stroke. And that’s not because people in poor health are more likely to lose their jobs. Our 2007 analysis showed that even after removing the influence of baseline health and social background, people who lost their jobs were still more likely to report poor health.

Already, preliminary analyses are emerging about the potential health effects of COVID-19-related unemployment, particularly among vulnerable populations. In a recent New Zealand study, the researchers estimate that pandemic-related job loss could cause a 1% rise in overall cardiovascular disease rates for each additional 1% increase in unemployment. Among the nation’s more vulnerable Indigenous Māori population, however, the disease rate rose to 4% for each 1% increase in unemployment. The authors’ model also suggests that the health effects of pandemic unemployment will persist over the next two decades.

This suggests the need for more robust support for people who are out of work, including continued health insurance coverage, to help buffer the economic toll of job loss and thereby

mitigate some of its health consequences.

One way to protect workers may be helping companies to not lay them off. Policymakers should continue to direct resources toward employers that keep businesses going and workers employed. If layoffs are inevitable, then create incentives to rehire laidoff workers as soon as possible.

To address all the health consequences of the pandemic, we believe one must think broadly about interventions and policies. We must recognize the wide scope of job losses across households and industries, not just in workplaces making media headlines, and the unequal burden felt by workers already disadvantaged before COVID-19. The real solution lies in not just getting back to work but getting Americans into secure jobs that pay a living wage and allow economic recovery alongside the healing of people and health care systems. n Jennie E. Brand is a professor of sociology and statistics at the University of California Los Angeles.

Sarah A. Burgard is a professor of sociology at the University of Michigan. Distributed by The Associated Press.

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CONTACT Linda Foster 401-680-4812 Foster@PBN.com or Advertising@PBN.com www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 35

OPINION EDITORIALS

State must take more responsibility for boosting housing supply

IN FAVOR: House Speaker K. Joseph Shekarchi, D-Warwick, supports a dedicated revenue stream for affordable housing and creation of a state “housing czar” position.

PBN FILE PHOTO/ MICHAEL SALERNO

The state earlier this year took a step toward responding to a serious housing shortage when voters approved $65 million in borrowing to boost supply.

But as this week’s cover story reports, that was merely the first step of many needed to solve Rhode Island’s housing crisis.

Naturally, those who earn the least are the most affected by a shortage of affordable housing.

Only six of Rhode Island’s 39 communities have met the state goal of 10% of year-round housing stock to be affordable.

But the limited availability of housing at all income levels in the state is also becoming acute for those in the so-called “missing middle.” They neither qualify for public assistance nor earn nearly enough to keep up with runaway real estate prices.

They’re left taking apartments that otherwise would be available to those with lower incomes.

State lawmakers can take some additional steps toward easing the crisis, starting with supporting a proposal in Gov. Daniel J. McKee’s budget to create a dedicated revenue source for affordable housing.

A proposed housing production tax on the sale of residential properties over $700,000 would generate $5.7 million annually after the first year.

House Speaker K. Joseph Shekarchi has also proposed a deputy secretary of commerce and housing, a move that would ensure the state finally takes its share of responsibility for the creation and maintenance of an adequate housing supply for all ­residents. n

Prizes not way to beat COVID-19 It’s inherently unfair to pay or otherwise reward some but not all with gifts to persuade them to get a vaccine for COVID-19, but that’s precisely what several states are now doing.

Many businesses nationally are offering rewards, including gift cards, cruises and even VIP Super Bowl tickets in well-intentioned efforts to help reverse declining interest in the vaccines. But those rewards aren’t paid for by the government.

States seem to almost be competing to see who can offer the best deals or biggest cash prizes in a race to say they have reached herd immunity among residents.

But what if, as a country, we don’t get there? Do we keep upping the value of the rewards to lure more holdouts?

Rhode Island has been successful in getting people vaccinated without paying them.

The state should stick with public education and limit vaccine rewards to tokens of appreciation. The last thing we need at the end of a pandemic is to leave others thinking that they too should wait and get paid before responding to the next public health crisis. n

POLL CENTRAL EXECUTIVE POLL

Staying cyber secure Has your company sustained a cyber intrusion within the past year?

No: 83.3%

How much has your company increased its cybersecurity protocols and protection in the past year?

By 100%: 33.3%

Yes: 16.7% By 25%: 33.3%

Have such intrusions or moredamaging cyberattacks hurt your operations?

Our computer system has not been hacked: 66.7%

PBN.COM POLL

Are you satisfied with the state’s response to the tens of thousands of fraudulent unemployment claims filed in Rhode Island since the pandemic started? MAY 28-JUNE 3 No, victims deserve better communication and support from the state

32%

Yes, because they’ve avoided borrowing for the unemployment insurance trust fund

By 50%: 16.7%

2%

We have not upgraded our cybersecurity: 16.7%

Yes, unemployment officials and investigators are managing the flood of fraudulent claims as well as can be expected

No: 33.3%

Has increased protection led to significantly higher cybersecurity expenses?

Yes: 0%

Yes: 50% No: 50%

The Providence Business News Executive Poll is a weekly survey of 70 business leaders throughout the state, representing small and large companies in a variety of industries.

11%

No, the state needs to move faster with technology upgrades to catch fraudsters

49%

I’m not sure 6%

Should Rhode Island join other states in offering financial or promotional incentives to persuade more people to get a COVID-19 vaccine?

THIS WEEK’S POLL:

• Yes, it may be the only way we can get to herd immunity •Y es, but they should only be tokens of appreciation •N o, any rewards should to be available to everyone who gets vaccinated •N o, because even more people will hold out for similar rewards the next time To vote, go to PBN.com and follow the link on the home page

36 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

OPINION OPINION

Tax on sugary drinks too big a burden

ALEXANDER FILIPPIDIS GUEST COLUMN

As a small-business owner here in Providence, I know firsthand how difficult the past year has been for our local establishments.

While Rhode Islanders kept themselves and their families safe at home, my restaurant and marketplace, Yoleni’s Providence, was dealing with limited in-person patronage, dramatically reduced sales and many other consequences of the COVID-19 pandemic.

Finally, we are seeing a light at the end of the tunnel with the economy slowly beginning to recover. I am looking forward to welcoming my customers back this summer. But now some state legislators are trying to pass a new beverage tax that will serve only to damage the progress we are making.

As a local business owner, one of my greatest joys is serving my community and ensuring the well-being of my employees, customers and the neighborhood around us.

Alongside our delicious Greek food, Yoleni’s relies on the sales of beverages to remain in business. My customers are like family, and small businesses are the lifeblood of our state’s economy. After a year of financial turmoil, we need to be doing everything in our power to protect and support these businesses, not add to their burdens.

The General Assembly’s proposal would add a 1.5-cent-per-ounce tax on many of the drinks that I and many other restaurants sell. While it may not seem like a lot, the tax adds up quickly. Prices on some beverages will increase 40% or more, which will have devastating effects. To make that clearer, this will be thousands of dollars in new taxes for me – and for a small business, this is not a “small” tax as some would like to suggest. I already operate my restaurant on small margins under normal circumstances and the last year of economic uncertainty has only made the problem that much worse. Because I won’t be able to absorb this new cost, I will be forced to pass it on to customers.

I am finally bringing my employees back full time and reopening my business for normal operations. This tax jeopardizes our plans. As it has been seen in other states that implemented this tax, increasing prices could lead to significant sales reductions, job losses or even closing my doors for good. My employees once again will be faced with the prospect of having to look for another job to pay their bills.

Implementing a tax like this on our vulnerable communities is unfair and misguid-

We need to be doing everything in our power to protect and support these businesses.

ed. Our middle- and low-income neighbors already have less money to spend in general on groceries, and there are fewer food and beverage options available to them. Charging these communities more for their limited options won’t change their buying behavior.

This tax would, however, cause those who are already struggling in this economy to pay a larger share of their income on their beverages.

The sponsors of this bill have good intentions, and it is incredibly important to address Rhode Island’s growing health disparities in our communities, particularly food insecurity. I am committed to working with legislators and local elected officials on steps to strengthen our communities. But this cannot come at the expense of working families, small businesses and restaurants like mine, and our employees.

When the pandemic hit, we banded together to keep our communities healthy and safe. We once again need to come together to support and nurture a sustainable recovery. Protecting our local businesses not only benefits the state’s overall economy but it ensures the vitality of our workers and our communities.

I urge my neighbors to join me in opposition of this expensive new beverage tax.

Yoleni’s will continue to promote health and nutrition in our local community, but this tax is not the answer. n Alexander Filippidis is the owner of Yoleni’s Providence.

Kettle Point project is a regulatory win for R.I.

JOHN M. BOEHNERT GUEST COLUMN

A recent environmental award for an East Providence waterfront project says as much about environmental regulation in Rhode Island as it does about the project, and both are good news.

The project at issue was ambitious – remediation of a contaminated 20-acre petroleum tank farm and development into a waterfront residential project. That project, located at Kettle Point on the Providence River, contains over 290 apartment and townhouse residences, as well as a 90,000-square-foot surgical and orthopedic rehabilitation facility, including waterfront open space and a 600-foot public fishing pier.

The project was all the more impressive because the contamination had to be addressed in a way that complied with very strict environmental regulations that impose high standards if residential is to be a permitted use.

The Environmental Business Council of New England has awarded the Kettle Point project its 2021 Brownfields-Remediation Project of the Year. The award focuses on the innovative nature of the “settlement agreement,” which allowed the development of the project to proceed under conditions governing its remediation.

In particular, it was noted that the settlement agreement for the first time allowed portions of the property to be sold and redeveloped independent from the remainder of the parcel, which facilitated financing and phasing of the project. Also allowed was the participation of British Petroleum affiliates, owners of the tank farm, and therefore responsible parties, which had never previously been done but which recognized the contribution of the affiliates to remediation efforts.

Fittingly, the award recognized the project but was presented to those who made it possible, including the developer, Churchill & Banks LLC, which put substantial capital at risk; SAGE Environmental Inc., which designed and executed the innovative remedial approach; DiPrete Engineering Associates Inc., civil engineers for the project; and Orson and Brusini Ltd., whose attorney, Michael Donegan, was deeply involved in the negotiation of the innovative settlement agreement. I am pleased that my firm was also named in the award for its representation of the British Petroleum affiliates.

But perhaps the most notable award recipient was the R.I. Department of Environmental Management, the primary regulator

It would have been easy for DEM to ... rely on precedent rather than innovation.

for the project and the one ensuring that it imposed appropriate environmental remediation standards.

While I am usually on the opposite side of the table with DEM, in many ways I thought its award was the most deserving. DEM’s director and legal counsel navigated complicated and stringent environmental laws to allow a settlement agreement to do two things it had never done before in Rhode Island.

It would have been easy for DEM to simply say that while the statute and regulations do not prohibit what you want to do, they do not expressly authorize it, and we will rely on precedent rather than innovation.

That is too often the regulatory default mechanism among federal and state ­regulators.

Had DEM proceeded on a traditional regulatory trajectory, I have no doubt that such a substantial project would not have been successfully undertaken and completed, and that Kettle Point would not, today, be something of which not only East Providence but Rhode Island can be proud.

Kudos to DEM Director Janet Coit and her staff for choosing regulatory innovation over the regulatory status quo, enabling the developers and their Rhode Island-based team to do what they do best.

Rhode Island is better for it. n John M. Boehnert practices real estate and environmental law in Providence.

www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 37

ONE LAST THING Prioritize elder care

Deb Burton R.I. Elder Info executive director Gerontologist Deb Burton launched R.I. Elder Info and rielderinfo.com in 2018 to help people remain independent as they age.

BUSINESSES

nationwide lose billions of dollars annually due to absenteeism, lack of presenteeism, crisis management and reduced work schedules for full-time employees who are caring for aging loved ones.

The R.I. Society for Human Resource Management recently conducted a survey on behalf of R.I. Elder Info. The survey found that in the last year almost 80% of respondents had employees take time off to care for an aging loved one. The impact of unexpected time off, or premature resignations, spans the career ladder from entry level to the C-suite.

What can you do to support your employees who are caring for aging loved ones?

n Encourage dialogue about caregiving for all ages. n Provide information on community-based resources. n Hold monthly lunch and learns with elder care experts. n Host a health fair that includes resources for successful

aging. n Offer consultations with elder care experts. n Subsidize backup care to help employees pay for in-home care in emergencies. n Create an employee caregiver support group.

Rhode Island has a wide range of available resources for seniors and caregivers.

At R.I. Elder Info, our core belief is that information is power and no one should struggle to live a healthy, safe, dignified and happy life from a lack of it. n PBN PHOTO/RUPERT WHITELEY

38 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

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GOALS GOALS Root causes. United solutions.

We have specific, measurable goals in four focus areas. Examples include: Economic security: Double the number of Rhode Island cities and towns that are meeting the 10% affordable housing threshold (with a specific focus on core cities).

Cortney Nicolato President and CEO

VISIT PBN.COM/GIVING-GUIDE-3/ TO VIEW THE 2020 EDITION

Childhood learning: Double fourthgrade reading proficiency of Rhode Island’s Black and Latinx children.

Philanthropy: Increase by 50% (from 2.2 to 3.3%) the portion of Rhode Island households that contribute to charities.

NUMBER NUMBER OF OF EMPLOYEES: EMPLOYEES: 78 78

ANNUAL ANNUAL REVENUE: REVENUE: $19,451,906 $19,451,906 YEAR YEAR ESTABLISHED: ESTABLISHED: 1926 1926

Advocacy: Increase by 50% the number of policies implemented that address equity and social justice.

TOP TOP FUNDING FUNDING SOURCES SOURCES Public Public support support 85% 85% Grant Grant income income 6% 6% Investment Investment and and other other income income 4% 4%

United UnitedWay’s Way’s211 211isisthe thego-to go-tohelpline helpline for forRhode RhodeIslanders Islandersseeking seekingsocial socialsupports, supports, handling handlingnearly nearly200,000 200,000calls callsfor forhelp helpeach eachyear. year.

We Wetackle tacklepoverty povertydirectly directlythrough throughpolicy policy research researchand andadvocacy advocacyand andindirectly indirectlythrough through grants grantsto toorganizations organizationsthroughout throughoutthe thestate. state.

For Forexample, example,to tofight fightthe thehousing housingcrisis, crisis,we we invested invested$600,000 $600,000resulting resultingin inthe thepassage passageof of $125 $125million millionin inbonds bondsand andattracted attractedmore morethan than $650 $650million millionin inprivate privateand andgovernment government funding fundingfor for3,200 3,200units unitsof ofsafe safeand andaffordable affordable housing housingin in34 34Rhode RhodeIsland Islandcommunities. communities.

We Wehave havealso alsoinvested invested$4 $4million millionaayear yearin in programs programsthat thatare arebacked backedby byresearch, research,data, data,and and results. results.We Wehave haveimproved improvedchildcare, childcare,expanded expanded learning learningfor forschool-age school-agechildren, children,and andprovided provided access accessto tolife-changing life-changingworkforce workforcedevelopment development programs programsthat thatput putpeople peopleto towork workin inbetter betterjobs. jobs.

MISSION STATEMENT

RHODE ISLAND’S

FUTUR E BOARD OF DIRECTORS

30 Exchange Terrace Providence, RI 02903 401-680-5960 ❤ skillsforri.com

The mission of Skills for Rhode Island’s Future (SkillsRI) is to create demand-driven solutions for employers to get the unemployed and underemployed back to work.

Through various workforce development initiatives, we strive to meet our vision of transforming lives through meaningful employment and economic mobility.

Amanda Bailey

ABOUT SKILLS FOR RHODE ISLAND’S FUTURE (SKILLSRI)

Timothy Byrne

Skills for Rhode Island’s Future (SkillsRI) is a nonprofit

Cindy Erickson

organization that breaks down barriers to economic opportunity by connecting unemployed and

Jenifer Giroux

underemployed Rhode Islanders to jobs with socially responsible, civic-minded employers.

Ronald Arigo

Susan Hannon David Himsey Jeffrey Lackey Rajani Mahadevan Amy T.M. Oakley

A statewide, demand-driven workforce intermediary, SkillsRI works to close the workforce skills gap in RI, drive business growth, and move unemployed/underemployed Rhode Islanders into open to the state’s economic vitality through the provision of workforce services that meet the demands of local employers, fostering talent development and helping Rhode Islanders achieve upward mobility.

Marie Trzupek Lynch

BREAKING DOWN BARRIERS TO ECONOMIC MOBILITY

Patricia A. Thompson Vera Tyagi Laurie White Jason Witham

At Skills for Rhode Island’s Future, we break down barriers to economic opportunity by connecting unemployed and underemployed Rhode Islanders to jobs with socially responsible, civic-minded employers. SkillsRI recruiters work one-on-one with each candidate to assess their skills, resume and career goals. Candidates are paired with a dedicated member of the recruitment team from initial phone call all the way through to a job offer with one of our more than 100 employer partners.

SkillsRI also provides recruitment and placement services for multiple Real Jobs RI initiatives, a

INDUSTRIES SKILLSRI SUPPORT • Administrative/Professional Services • Customer Service/Call Center • Financial Services

Advocate Our Advocacy 101 empowerment program and others inspire Rhode Islanders to vote, run for office, and advocate for the platforms they are most passionate about.

Donate Help us make Rhode Island a place where every individual in each community has equal opportunity for justice and prosperity by donating to support our work.

And to further foster a pipeline of talent, SkillsRI provides career enhancement services and offers high school and college internship programs designed to expose individuals to real-world work experiences, build both soft and technical skills, and develop a professional network. SkillsRI services are offered at no cost to eligible Rhode Island residents.

SUPPORTING SKILLSRI

• Information Technology

SkillsRI services are offered to job candidates and hiring partners at no cost. We rely on donations

• Healthcare

from our amazing supporters and sponsors and are grateful for the generous support of our public

• Human Services

and private donors. If you would like to support our non-profit organization, you have two options:

• Manufacturing • Retail • Sales • Transportation

Join Deepen your involvement with our mission by joining one of our leadership giving groups.

Transforming lives through meaningful employment and economic mobility

Volunteer Volunteer for organizations throughout the state via our Volunteer Center of Rhode Island.

Help raise $1 million for R.I. nonprofits in 1 day.

United Way of Rhode Island hosts 401Gives, a statewide day of giving on April 1, 2021.The 24-hour long, online fundraising campaign is designed to bring a collective voice to the nonprofit community and deepen the state’s culture of giving. Now, every Rhode Islander can make a difference with just one click.

To become a sponsor, or to register your nonprofit, contact us at 401gives@uwri.org.

Oricel M. Accelerated CNA Training Program

20 || | OCTOBER 2020 || | PROVIDENCE BUSINESS NEWS■■■GIVING GIVING GIVINGGuide Guide Guide2020 2020 2020|| | www.pbn.com

Marie Ghazal CEO

PUBLISH DATE:

Honeywell

“The recruiters were very hands-on throughout the process. They helped me find a role that made sense for me, prepared me for the interview and kept me notified throughout the process. Since then, my life has completely changed.”

October 29, 2021

Cheri W.

Dana L. Goetz Composites

30 Exchange Terrace

“I’ve been working here for a month, and I love what I do. I wake up every morning with a positive outlook and with hope for a brighter future. SkillsRI gave me that hope, and I’m thankful to be able to do something that I know will make my son proud.”

http://www.skillsforri.com/donate

MATERIALS DUE:

AAA Northeast

“If you’re hesitant about contacting SkillsRI, my suggestion is to start by calling them and asking questions about your concerns.

They aren’t pushy, and they aren’t selling you anything. Their focus is on turning your hopes and dreams into a reality.”

William Fitzgerald Board President

SKILLS FOR

FUTUR E www.SkillsforRI.com

GOALS PROVIDE CARE FOR RHODE ISLANDERS HARDEST HIT BY COVID-19. You can help us provide ||| 21vital care to uninsured, low-income adults. People of color in urban communities are on the front lines of the COVID-19 pandemic. They are suffering disproportionately and need healthcare. You can provide COVID-19 Tests and follow-up care with a donation. Primary care, specialist services, labs and tests, medicine, dental, and behavioral health are essential during this unprecedented time.

IF YOU ARE A HEALTHCARE PROFESSIONAL, WE NEED YOU TO VOLUNTEER NOW. You can make a difference today!

YEAR ESTABLISHED The Clinic was established in 1999 by former First Lady Stephanie Chafee. The Clinic celebrated its 20th anniversary in 2019.

This is a critical moment in time for the Clinic. We are operating a COVID-19 Test Site to make sure no one has to worry about how to pay for a test. The people we serve and our volunteers who serve them are on the front lines of this crisis. They need your help now more than ever before!

We canceled our annual Founders’ Event Fundraiser, and demand for care is increasing every day.

DONATING RIGHT NOW WILL ALLOW MORE PATIENTS TO GET THE CARE THEY NEED!

OPPORTUNITIES VOLUNTEER: Our award-winning Clinic provides cost effective health care to Rhode Island adults who need it most. We seek volunteer medical and dental professionals. We need Spanish Interpreters to help provide care to Spanish speaking patients. Each year our 700+ volunteers coordinate 11,000+ patient visits including medicines, and now, COVID-19 Tests and follow-up. We screen our patients for COVID-19. If you volunteer, your safety is our priority. COVID-19 has increased demand for care, and we need your help now. For more information to volunteer, contact Sophie Silvia at ssilvia@rifreeclinic.org or 401.274.6347 x203.

GIVE: We leverage every $1 donated into $6 of donated medicine and services. Our cost to deliver comprehensive health care to vulnerable Rhode Islanders is just $500 per person per year, far less than the national estimated average of $11,000. Make your donation go further by visiting our website or contacting Sam Lawrence at slawrence@rifreeclinic.org or 401.274.6347 ext. 329.

BOARD William Fitzgerald, Board President | Carrie Bridges Féliz, MPH, Vice President | Jeffrey Chase-Lubitz, Esq., Secretary | Domenic Delmonico, Treasurer | Caroline Troise, MD, Medical Director | Mark Gim, President Emeritus

October 1, 2021

RHODE ISLAND’S

401.680.5960

ANNUAL REVENUE The Clinic raises 100% of its $1.3 million operating budget from donations. Our patients receive care at no cost. With this $1.3 million, the Clinic leverages over $6 million more in donations of goods and services each year.

TOP FUNDING SOURCES 32% Individuals 28% Corporations 40% Grants

info@SkillsforRI.com

The Rhode Island Free Clinic’s mission is to provide free, comprehensive medical care and preventive health services to adults who have no health insurance and cannot afford those services; and to serve as an educational training site for aspiring health care professionals.

FUNDRAISING / EVENTS

NUMBER OF EMPLOYEES 13 FTE 5 AmeriCorps VISTAs

Joshua B.

Skills for Rhode Island’s Future

Donate Online

655 Broad Street ❤ Providence, RI 02907 401.274.6347 ❤ rifreeclinic.org

www.pbn.com ||| GIVING GIVING GIVINGGuide Guide Guide2020 2020 2020 ■■■ PROVIDENCE BUSINESS NEWS ||| OCTOBER 2020

“The SkillsRI staff guided me through every step of the process, and they truly cared about seeing me succeed. With the help of the SkillsRI team, I’m now on a path to a better future in the career path of my dreams, and I get to make a difference in my home state.”

Donate by Mail

Providence, RI 02903

MISSION STATEMENT

powered poweredby byUnited UnitedWay Wayof ofRhode RhodeIsland Island

statewide initiative that provides targeted education and skills training for workers designed to meet the hiring needs of local employers.

• Food Service & Hospitality

• Maintenance/Custodial

United Way pools donations from more than 10,000 Rhode Islanders to solve the state’s biggest problems. Our workplace giving campaigns at more than 300 companies educate employees about areas of need and engage them around shared purpose. In 2019, we launched 401Gives, which raised $1.2 million from more than 7,000 donors to benefit charities across the state.

positions that pay a sustainable wage. SkillsRI is a key driver of economic empowerment, contributing

Nina Pande John Sinnott

FUNDRAISING/EVENTS FUNDRAISING/EVENTS

Alden Anderson, Jr. Marcela Betancur Roberta H. Butler Brian Carroll Barbara Chernow Jayne Donegan Paola Fernandez Junior Jabbie Dolph Johnson Wendy Kagan Robert Kent Michele Lederberg Kim Barker Lee Terri Monjar Barbara A. Mullen, Ph.D. Cortney Nicolato Gregg Perry Joseph Pierik Betsey A. Purinton, CFP® R. Anthony Rolle, Ph.D. Christopher A. Sabitoni Frank Sanchez Terence Sobolewski Lysa D. Teal

OPPORTUNITIES OPPORTUNITIES

Engage Contact us to create a shared purpose program encompassing corporate giving, employee volunteering, workplace giving campaigns and related communications programs.

SKILLS FOR

BOARD BOARD MEMBERS MEMBERS

Our Ourmission missionisisto tounite uniteour ourcommunity communityand and resources resourcesto tobuild buildracial racialequity equityand andopportunities opportunities for forall allRhode RhodeIslanders.

Islanders.We Wefacilitate facilitateRhode Rhode Islanders Islandershelping helpingRhode Rhodeislanders, islanders,mobilizing mobilizing corporations, corporations,government, government,policy policymakers, makers, social socialservices servicesagencies agenciesand andthousands thousandsof of individual individualdonors donorsand andvolunteers. volunteers.

MEMBERS: Jehanne Bjornebye, Esq. | Andrew Davis, Esq. | Loree Dubois | Jerry Fingerut, MD | George Greer | Whitney Clarke | Michele Lederberg | Herbert Rakatansky, MD | Philip Rizzuto, MD | Joseph Perroni

Right on Here’s to the March of Dimes Rhode Island Chapter for helping mothers and babies, and to the Rhode Island Free Clinic for helping uninsured adults feel better.

EI20324405.0 9/20 © 2020 United HealthCare Services, Inc. All Rights Reserved. 20-326155

16 | OCTOBER 2020 | PROVIDENCE BUSINESS NEWS ■ GIVING Guide 2020 | www.pbn.com

www.pbn.com | GIVING Guide 2020 ■ PROVIDENCE BUSINESS NEWS | OCTOBER 2020

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www.pbn.com | GIVING Guide 2020 ■ PROVIDENCE BUSINESS NEWS | OCTOBER 2020

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Find out more on how to include your profile in the 2021 edition.

Contact your account manager or Advertising@PBN.com | 401-680-4800 www.pbn.com | PROVIDENCE BUSINESS NEWS | JUNE 11-24, 2021 | 39

A ticket out of help tickets It’s not fantasy. It’s Cox Business Cloud Solutions.

End-user help desking. Help tickets. So, so many help tickets. They never stop and they stop you from tackling the big stuff. Well, get this. Cox Business Cloud Solutions will take over your help desk, taking all those help tickets off your plate. That’s right, users come directly to us instead of you. And we deliver some of the best response times and first-call-resolution rates in the industry. Go ahead. Have a little cry. Then give us a call.

Let’s Talk Reality coxbusiness.com/cloud | 866-961-1075

Seamless Migration | End-User Help Desk | Included Co-Management | All-In Pricing PAD107503-0015

40 | JUNE 11-24, 2021 | PROVIDENCE BUSINESS NEWS | www.pbn.com

BESTPLACES WORK

2021 AWARDS

ENTERPRISE LARGE

BLUE CROSS & BLUE SHIELD OF RHODE ISLAND

MIDSIZE

RITE -SOLUTIONS INC.

SMALL

EDWARD JONES BIG BROTHERS BIG SISTERS OF RHODE ISLAND

Partner Sponsors

To all of our employees who made us a Best Place to Work.

2 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

With the right HR partner, there’s no limit to what your business can do Insperity offers competitive benefit options for your employees while helping you with hiring, training, HR administration and compliance support. So you can spend more time growing your business and less time on HR. With Insperity behind you, nothing seems impossible.

FULL-SERVICE HR EMPLOYEE BENEFITS HR TECHNOLOGY Learn more at insperity.com or call 800.465.3800.

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 3

BESTPLACES WORK

2021 AWARDS

PARTNER SPONSOR MESSAGES

Chisholm Chisholm & Kilpatrick is thrilled to congratulate the winners of the Providence Business News 2021 Best Places to Work award.

Despite the challenges of the past year, these companies have remained incredibly dedicated to the wellbeing and security of their employees. We applaud your hard work and are inspired by your excellence.

Congratulations on a job well done!

Insperity congratulates the nominees and winners of the 2021 Best Places to Work.

Thank you for making a difference as we’ve faced many challenges this past year. As a supporter of small and medium-sized businesses, we know the pressure that comes with leading successfully. Having the right HR partner behind you expands your options. See what’s possible with Insperity.

Navigant Credit Union is proud to serve as a sponsor for Providence Business News’ Best Places to Work Awards. Year after year, this event shines a spotlight on Rhode Island’s business community’s collective commitment to employee-friendly values and organizational culture. We congratulate each of this year’s honorees for your well-deserved recognition, and we look forward to celebrating with you all.

TABLE OF CONTENTS

FROM THE EDITOR

ENTERPRISE COMPANIES | P. 6-10

The vanguard for a post-pandemic recovery

Blue Cross & Blue Shield of Rhode Island | Amgen Rhode Island | AAA Northeast | The Washington Trust Co. | Amica Mutual Insurance Co. | Providence Community Health Centers Inc. | Blount Fine Foods Corp. | Neighborhood Health Plan of Rhode Island

LARGE COMPANIES | P. 11-19

Rite-Solutions Inc. | Navigant Credit Union | Gilbane Building Co. | Embrace Home Loans Inc. | BankNewport | Kahn, Litwin, Renza & Co. Ltd. | Starkweather & Shepley Insurance Brokerage Inc. | R.I. Housing and Mortgage Finance Corp. | Brown Medicine | Chisholm Chisholm & Kilpatrick Ltd. | Performance Physical Therapy | Children’s Friend | Narragansett Bay Commission | Dominion Diagnostics LLC | Crossroads Rhode Island

MIDSIZE COMPANIES | P. 20-32

Edward Jones | Sansiveri, Kimball & Co. LLP | Rubius Therapeutics Inc. | Marasco & Nesselbush LLP | Custom Computer Specialists Inc. | Hinckley Allen & Snyder LLP | DiSanto, Priest & Co. | Swarovski Optik North America | CBIZ & Mayer Hoffman McCann PC | Shawmut Design and Construction | Province Mortgage Associates Inc. | Pariseault Builders Inc. | Landings Real Estate Group | Rhode Island Parent Information Network | EMC Insurance Cos. | The Providence Mutual Fire Insurance Co. | The Town Dock | United Way of Rhode Island | Marcum LLP | Tockwotton on the Waterfront | Hanna Instruments Inc. | Ocean State Credit Union | LFI Inc. | Westerly Community Credit Union | Elite Physical Therapy Inc. | National Marker Co. | Banneker Supply Chain Solutions Inc. | Yushin America Inc.

SMALL COMPANIES | P. 33-39

Big Brothers Big Sisters of Rhode Island | Brave River Solutions Inc. | DarrowEverett LLP | RIKB Design Build | Compass IT Compliance LLC | AVTECH Software Inc. | Barnum Financial Group | Rhode Island Foundation | New England Construction | Secure Future Tech Solutions | Technology Advisory Group | CompuClaim Inc. | MAS Medical Staffing | Envision Technology Advisors LLC | Brokers’ Service Marketing Group II LLC | Rhode Island Quality Institute | Connectivity Point Design & Installation LLC | The College Crusade of Rhode Island | Carey, Richmond & Viking Insurance | Davitt Inc. | Vertikal6

IF WHAT DOESN’T KILL YOU truly makes you stronger, then there are 72 companies featured in these pages that should make you feel good about the state’s chances for a strong post-pandemic recovery.

Few today would question the wisdom of investing – in good times and bad – in company culture and the well-being of employees.

But what makes this year’s Best Places to Work honorees stand out is that they had the pieces in place long before their survival depended on it over the past year.

Flexible work schedules, employee reward programs, community support, open communication and efforts to promote staff diversity all help employees feel valued. That, in turn, makes them more-willing partners when an existential threat to the company hits.

All of this year’s winners have their own collaborative cultures that made shifting to remote work and adapting to changing client needs far easier than the alternative.

And many of those companies have also doubled down on already generous employee benefits.

It’s no surprise that associate-owned Edward Jones would be among those leading the way. This year’s first-place winner among midsize companies gave employees up to 10 additional paid days off to deal with COVID-19-related issues. It also set up a disaster relief fund that collected nearly $1 million to help workers.

Not coincidentally, the financial services firm is one of three companies to have been recognized every year since PBN began this program 16 years ago. The others are Embrace Home Loans Inc. and Hinckley Allen & Snyder LLP. They and the rest of this year’s honorees represent the vanguard of the eventual economic recovery, largely due to their commitment to their most valuable assets – employees.

We’d like to thank our partner sponsors, including returnees Chisholm Chisholm & Kilpatrick Ltd. and Navigant Credit Union, and Insperity Inc.

4 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

Michael Mello Editor

XXXX

We were founded to address people’s needs.

Today, we remain true to our roots. Committed to community. Driven by purpose. Opening doors and breaking down barriers. To better health. To stronger neighborhoods. For many more tomorrows, we’ll do what’s needed.

THAT’S NEIGHBORHOOD

www.nhpri.org

BankNewport is proud to be a 2021 Best Places To Work Winner!

Member FDIC www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

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ENTERPRISE COMPANIES (500+ EMPLOYEES) BLUE CROSS & BLUE SHIELD

HOME SWEET HOME: During the company’s ninth annual Blue Across Rhode Island Day, Blue Cross & Blue Shield of Rhode Island associates spend the day building a house with Habitat for Humanity of Greater Providence.

COURTESY BLUE CROSS & BLUE SHIELD OF RHODE ISLAND

Blue Cross staff appreciates flexible, supportive structure

BY ELIZABETH GRAHAM

|

Contributing Writer

Blue Cross & Blue Shield of Rhode Island

THIS FALL, Blue Cross & Blue Shield of Rhode Island is aiming to bring its 738 employees back to the office for at least a few days a week.

The company is eyeing a hybrid environment, in which employees split time between working at home and at the office.

It’s a plan that’s taken shape after months of serious consideration, said Chief Human Resources Officer Hillary McCurley.

“We’ve been working pretty aggressively since last year on what that’s going to look like,” she said of the hybrid model.

As Blue Cross prepares to reopen workspaces, the company is using the same sort of thoughtful approach that it took when employees were told not to return to its Providence headquarters after the COVID-19 pandemic forced a statewide shutdown last spring.

While working from home may have felt shaky at first, the company quickly began offering support. Employees were offered stipends for home office equipment, flexible work schedules, and they were encouraged to make wellness a priority.

“I would say in the beginning we were all a little unsure of this and it was wonky, but we found our rhythm,” said McCurley, a mother of two young girls.

She is just one of many parents within Blue Cross’ ranks who were particularly grateful for the nontraditional work hours that the company began to offer.

“We feel very, very supported. I’m so glad that I was working for BCBSRI when the pandemic hit,” said public relations specialist Jill

1

Flaxington, mother to a 5-year-old boy and 18-month-old girl. “I looked at companies that I’d formerly worked for and how they handled the pandemic, and it was a world of difference.”

The Future Workforce Council, created shortly after operations went remote, continues to meet weekly to support employees as they work from home and to ensure they are properly equipped.

Employees are also encouraged to block off time to do things for themselves, such as partaking in new mindfulness and well-being programming offered by Blue Cross.

As workers began finding their remote footing last year, efforts to help them adapt to pandemic life resulted in feedback.

“The biggest thing we took away from all of that was the gratitude,” McCurley said, citing responses on the employee surveys the company regularly conducts. But, she said, “We have a lot of unsolicited feedback also,” shared in emails, instant messages and phone calls in which workers sent thanks for the flexibility offered by the company.

On top of that, Blue Cross extended its response to the pandemic beyond its workforce.

Donations were made to the COVID-19 Response Fund and the COVID-19 Behavioral Health Fund, both overseen by the Rhode Island Foundation.

Blue Cross also offered about $25 million in premium relief to its members and customers

‘

EMPLOYEES IN R.I. 738 CEO AND PRESIDENT

Martha L. Wofford and scrapped copays for all COVID-19 testing, treatment and vaccinations.

Some employees delivered groceries to needy Medicare members, and others sewed masks and took supplies to homeless shelters.

Those actions fall in line with what Blue Cross has come to expect of its workers, many of whom also log hours of community volunteer work each year, McCurley said.

“Volunteering and philanthropy and community [are] part of our DNA,” she said. “It’s contagious. Once you come here, it really resonates. Our associates are excited about the work that we do for the community.”

Blue Cross has also strived to create its own workplace community.

A diversity council, made up of employees, works to promote inclusion and cultural competence, while seven separate employee business resource groups provide focused diversity support. Among them are groups for Black, LGBTQ+ and Latin employees, veterans, those with disabilities, people juggling work and kids, and “rising talent.”

“It’s an environment where you can bring your whole self to work. This is a place where you can be you without judgment; it’s a place where you’ll be supported,” McCurley said. n

Volunteering and philanthropy and community [are] part of our DNA. It’s contagious.’

HILLARY HILLARY MCCURLEY, MCCURLEY, Blue Blue Cross Cross & & Blue Blue Shield Shield of of Rhode Rhode Island Island chief chief human human resources resources officer officer

6 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

ENTERPRISE COMPANIES

COMMUNITY HEALTH: Whether at the Amgen Rhode Island site in West Greenwich or working at home, Amgen staff are upholding the company’s mission to serve every patient.

2

What three words best describe your staff? Hardworking, team-oriented, com-

passionate.

of values that includes trust and respect, collaboration, communication and accountability, among others. During this last year, it has been more important than ever to uphold our values to ensure our staff feels supported both inside and outside of work.

What modifications have you made to your workplace to support employee wellness? In

COURTESY AAA NORTHEAST

3

COURTESY AMGEN RHODE ISLAND

How would you describe the culture of your workplace? At Amgen, we are driven by a set

SPECIAL DELIVERY: AAA Northeast employees deliver snacks and other items to health care workers during the COVID-19 pandemic.

Amgen Rhode Island

EMPLOYEES IN R.I.: 903 RHODE ISLAND VICE PRESIDENT OF OPERATIONS

BRIAN BRITSON

the past year, we have set up a dedicated landing Questions answered by: page for staff to access all the information they need SENIOR MANAGER OF to help them work through the COVID-19 pandemic.

CORPORATE AFFAIRS From worksite guidance to benefit information and TARA URBAN wellness and mental health information, this wellness site has information that helps guide staff access to at-home wellness programs, as well as free access to mental health workers through our Lyra program. Additionally, we have an on-site occupational health nurse who is available to speak to staff about questions they may have at no charge. n

What three words best describe your staff? Member-centered, innovative, proud.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We’ve provided

our employees with a wealth of resources to help with their physical, environmental, emotional and financial well-being: job reassignment and retraining, paid time off, and 100% coverage of health expenses for COVID-19-related illness and vaccines.

How would you describe the culture of your workplace? Our environment is one in which our

employees feel a sense of involvement, empowerment, value and, most importantly, belonging.

AAA Northeast

EMPLOYEES IN R.I.: 1,210 CEO AND PRESIDENT

JOHN GALVIN

Questions answered by: SENIOR VICE PRESIDENT OF MARKETING

How do you support community service work by your employees? Our employees are empow-

LISA MELTON

ered to give their time, talents and personal donations, which are matched through our matching gift program. Our charitable giving programs are employee-led, where our employees explore community needs, develop relationships with charitable organizations and direct club’s donations where they will have the greatest positive local impact. n

We are Rhode Island's community foundation.

Angie Ankoma Chris Barnett Ricky Bogert Adrian Bonéy Nicole Bucci Lou Capracotta Jean Cohoon Sharon Collier Claudia Cornejo Arianne Corrente Wendi DeClercq Ray DeCosta Nicole Delos Lisa DiMartino Sean Festa Connie Grosch

Aaron Guckian Pam Tesler Howitt Jamie Hull Alison Jackson Bruce Keeler Daniel Kertzner Elizabeth Lamoureux Lisa Maddox Robert Maher Kathleen Malin Inés Merchan Katie Murray Zach Nieder Paula O’Brien Lauren Paola Venita Parham Christine Pellegri

Jenny Pereira Jill Pfitzenmayer Bryant Phillips Jen Reid Kelly Riley Diane Rodgers Jessica Rodriguez Ian Ross Joe Santos Jim Sanzi Donna Sowden Neil Steinberg Karen Sylvia Bazl Taliaferrow-Mosleh Keith Tavares Noel Velasco

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 7

ENTERPRISE COMPANIES

CLEANING THINGS UP: Employees for The Washington Trust Co. participate in the company’s Virtual Community Cleanup event.

COURTESY THE WASHINGTON TRUST CO.

4

5

COURTESY AMICA MUTUAL INSURANCE CO.

What three words best describe your staff? Caring, committed, trustworthy.

How would you describe the culture of your workplace? Washington

Trust’s culture is supportive, team-oriented and full of spirit, passion and a desire to do what’s best for fellow employees, our customers and our community. Employees often describe colleagues as their Washington Trust family.

What role do diversity and inclusion play in your hiring and promotion decisions? Our

focus on diversity in our workforce is intentional, and we partner with many recruiting programs such as Year Up, and college and university job fairs that allow us to interact with potential job candidates of many different demographics and backgrounds.

HAVING A HEART: Amica Mutual Insurance Co. employees take part in the American Heart Association’s “Wear Red Day” to raise awareness of cardiovascular disease.

The Washington Trust Co. EMPLOYEES IN R.I.: 534 CHAIRMAN AND CEO

EDWARD O. HANDY III

Questions answered by: CHAIRMAN AND CEO

EDWARD O. HANDY III

What was a new employee benefit(s) or initiative(s) in the past 12 months? We enhanced our employee assistance program to provide more ho-

listic support for our colleagues, including nontraditional guidance on needs such as family and relationship matters, financial guidance, travel services, addiction treatment and more. n

What modifications have you made to your workplace to support employee wellness? For those who have returned

to the office, we’ve implemented strict and comprehensive cleaning, distancing and safety procedures. We also began offering a safely accessed free lunch program. Also, Amica implemented virtual fitness classes.

How do you support community service work by your employees? The Employee Community

Involvement Program, which provides grants to nonprofits where employees or their spouses are involved. The Volunteer Day Program, which provides employees with paid time off to volunteer. The Matching Gifts Program, which matches employee donations at $1.75 for every $1.

Amica Mutual Insurance Co. EMPLOYEES IN R.I.:

1,745

CEO AND PRESIDENT

ROBERT DIMUCCIO

Questions answered by: CEO AND PRESIDENT

ROBERT DIMUCCIO

What was a new employee benefit(s) or initiative(s) in the past 12 months? We’ve enhanced our paid parental

leave by providing four weeks of parental bonding for new parents. We added a backup care program that gives employees access to center-based and in-home care for children and dependent adults. We rolled out an employee recognition program in which peers and leaders can reward fellow employees. n

Carey, Richmond & Viking Insurance

401.683.3900 crvinsurance.com Rest Insured. We have you covered.

Home. Auto. Business.

8 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

ENTERPRISE COMPANIES

CRUSHING COVID: Through the pandemic, Providence Community Health Centers Inc.’s workers engaged in outreach through various initiatives, food drives and helping homeless families with holiday gifts.

COURTESY PROVIDENCE COMMUNITY HEALTH CENTERS INC.

6

What support programs has your company offered employees to help cope with the COVID-19 pandemic? During

the peak of COVID-19, PCHC adjusted leave and benefit policies to accommodate staff who may otherwise not have qualified for such benefits. PCHC also paid for all staff and their families to subscribe to HeadSpace, a well-being and meditation vendor, and paid for all staff to be covered under an identity protection benefit.

Did your organization offer funding or other assistance to the community during the pandemic? We provided the state and nation’s first walk-up COVID-19 testing tent.

What role do diversity and inclusion play in your hiring and promotion decisions? We

doubled our promotions from within over last year and 100% of the internal promotions were women.

Do you have a preference for promoting existing staff or hiring from outside and why? When-

EMPLOYEE SUPPORT: Members of Blount Fine Foods Corp.’s communication and engagement team, along with some company supervisors and managers, work at some of the tents to give back to Blount employees.

COURTESY BLOUNT FINE FOODS CORP.

7

What three words best describe your staff? Dedicated, agile, caring.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Blount Family

Providence Community Health Centers Inc. EMPLOYEES IN R.I.:

542

CEO AND PRESIDENT

MERRILL THOMAS

Questions answered by: SUPERVISOR OF HUMAN RESOURCES CENTRAL SERVICES

KATHERINE SCOTT

Pantry (April-July) – a once-a-week pantry supplying bread, milk, eggs and other treats for our team.

On-site COVID-19 screening and testing. Vaccination scheduling support and an incentive for completed vaccination.

Did your organization offer funding or other assistance to the community during the pandemic? During the pandemic, we donated product to national and local agencies for drive-thru free distribution.

Blount Fine Foods Corp.

EMPLOYEES IN R.I.: 971 CEO AND PRESIDENT

TODD BLOUNT

Questions answered by: COMMUNICATIONS SPECIALIST

PATTY MUCCITELLI

How would you describe the culture of your workplace? Family, quality, caring.

What modifications have you made to your workplace to support employee wellness? We are continually working with our team and wellness

specialist to provide programs and support for physical and mental wellness, including Mental Health May. n

ever possible, PCHC strives to promote from within. n

Associates participating in BCBSRI annual day of service.

KEEPING FIT: Neighborhood Health Plan of Rhode Island employees work out in a gym together.

COURTESY NEIGHBORHOOD HEALTH PLAN OF RHODE ISLAND

8

What three words best describe your staff? Compassionate, resilient, member-

focused.

Did your organization offer funding or other assistance to the community during the pandemic? Neighborhood introduced an Employee

Disaster Relief Program for staff. Staff can request a tax-free grant of $500 or $1,000 per month to assist with expenses or a loss of income due to COVID-19.

How would you describe the culture of your workplace? Our culture supports a shared pas-

sion by our employees to serve Rhode Island’s most vulnerable populations. Employees work at Neighborhood because they feel a strong connection to our mission and in making a difference in the lives of others.

What role do diversity and inclusion play in your hiring and promotion decisions? Neighbor-

Neighborhood Health Plan of Rhode Island EMPLOYEES IN R.I.: 588 CEO AND PRESIDENT

PETER MARINO

A BEST PLACE TO WORK FOR EVERYONE We’re so proud to be honored as a Best Place to Work for our colleagues in every part of Blue Cross & Blue Shield of Rhode Island.

Treating each other—and our customers—with respect and understanding. It’s what we live for.

Questions answered by: HUMAN RESOURCES BUSINESS PARTNER AND EMPLOYEE ENGAGEMENT LEAD

DIANA CHRISTIAN

hood’s goal is to recruit, hire and advance diversity and inclusion throughout the organization. During the last several years, over 38% of our new hires have been diverse, and we remain committed to valuing diversity in gender, ethnicity, race, culture, experience and background. n

Blue Cross & Blue Shield of Rhode Island is an independent licensee of the Blue Cross and Blue Shield Association.

EC-544000 5/21

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 9

BEST PLACES TO WORK - ENTERPRISE COMPANIES

2

Amgen Rhode Island

Robert Bradway and Brian Britson

Biotechnology manufacturer

903

17%

64%

3

AAA Northeast

John Galvin

Automobile servicer

1,210

17%

62%

4

The Washington Trust Co.

Edward O. Handy III

Financial institution

534

8%

5

Amica Mutual Insurance Co.

Robert DiMuccio

Insurance

1,745

6

Providence Community Health Centers Inc.

Merrill R. Thomas

Health care

7

Blount Fine Foods Corp.

Todd Blount

8

Neighborhood Health Plan of Rhode Island

Peter Marino

2021

COASTAL PERFECTION AWARD-WINNING LUXURY & COASTAL BUILDER

Career-development programs

11

Support community service initiatives

✔

Workplace fitness facilities

62%

Stress and wellness programs

9%

Tuition reimbursement offered

Holidays per year

738

Telecommuting options

Flexible work hours

Health insurer

Bonus or incentive programs

% of women employees

Martha L. Wofford

401(k)/retirement plan

% of voluntary turnover

Blue Cross & Blue Shield of Rhode Island

1

Diversity programs

Type of business

Employees donating PTO time to others

Person in charge

2021 rank

Sick days for ill-dependent

Company name

No. of local employees

(based on companies with more than 500 regional employees)

✔

✔

✔

✔

✔

✔

✔

✔

✔

20

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

11

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

50%

✔

11

✔

✔

✔

✔

✔

✔

✔

9%

52%

✔

14

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

542

10%

85%

✔

13

✔

✔

✔

✔

✔

✔

✔

✔

✔

Manufacturing

971

34%

35%

✔

✔

✔

✔

✔

✔

✔

✔

✔

Health care

588

8%

79%

✔

✔

✔

✔

✔

✔

✔

✔

✔

10

✔

11

✔

✔

✔

A Year Like No Other We’re proud that when faced with unprecedented times, RIHousing celebrated many accomplishments in 2020.

We are honored to be named one of the Best Places to Work in 2020.

Congratulations to all the companies that made the list!

4 F R A N K AV E , S U I T E A1 , W E S T K I N G S T O N , R I 0 2 8 9 2 4 0 1 .7 9 2 . 97 9 9

DAVIT T IN C.CO M

10 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

RIHousing.com

LARGE COMPANIES (150-499 EMPLOYEES) RITE -SOLUTIONS INC.

HOLIDAY CHEER: Rite-Solutions Inc. employees get into the spirit at a recent holiday company party.

COURTESY RITE-SOLUTIONS INC.

Collaborative team solves complex tech challenges

BY JOHN A. LAHTINEN

|

Contributing Writer

THE MOTTO AT Rite-Solutions Inc. is “Friends enjoying work.”

But, for the award-winning Middletownbased software, cybersecurity and information technology solutions provider’s more than 200-strong team, the words and the passion behind them go much deeper than a catchy motto.

“I’ve been in the workforce for 40 years and this is the friendliest place I’ve ever worked,” said Dennis McLaughlin, CEO and president.

“Our work is challenging and rewarding, and our workplace is welcoming and supportive.

We work hard to ensure that everyone is respected, challenged and successful.”

The bulk of Rite-Solution’s work – supported by satellite offices in Stonington, Conn., Arlington, Va., and Washington, D.C. – involves the federal government and the U.S. Navy, including producing complex software systems for the U.S. submarine fleet.

Over the past year, the company has been developing an innovative cyber dashboard for a complicated command and control system for one of its military customers that lets users know what the status is, where the problems are and what needs to be done to make it right.

In addition to moving several of its customers to the cloud, the company has undertaken extensive development on artificial intelligence/machine learning efforts, creating a lowcost buoy that the U.S. Department of Defense or port security entities can use to visually identify ships passing in and out of a port.

With such high-level and intense work taking place every day, Rite-Solutions still makes it a top priority to praise employees

1

for their efforts, recognizing them through biweekly postings, spot bonuses, dinner-out coupons and team lunches. While the company awards annual bonuses for outstanding work, McLaughlin feels it is these more-immediate acts that make a difference.

“Waiting for the annual bonus to recognize a good deed almost defeats the reward cycle,” McLaughlin said. “We certainly award annual bonuses for outstanding work, but we like to acknowledge good work publicly as soon as possible.”

Although the nature of the work allows for a great deal of flexibility for working remotely, McLaughlin says it was important to take measures to promote group and person-to-person activities such as collaboration, innovation, and on-the-spot training and mentoring during the COVID-19 pandemic.

“One thing we really missed was something we call the ‘serendipity of the water cooler,’ which is the hallway, water cooler or post-meeting discussions where small bits of very useful information are passed from one team member to another,” McLaughlin said.

In her role as vice president of people operations, Susan Borden has the unique opportunity to work with and get to know everyone who joins the company, something she feels makes her very lucky.

“Our people are the foundation of our company,” Borden said. “It’s the people I work with and the ability to make sure that we, as a company, do the best we can for our employees and their families. The atmosphere is very col-

‘

Rite-Solutions Inc. EMPLOYEES IN R.I. 227 CEO AND PRESIDENT

Dennis McLaughlin laborative and supportive. Everyone supports everyone else and pulls together as a team whenever it is needed.”

Borden says the company reviews annual employee surveys and encourages employees to join one of its culture teams, including the Events Team, Wellness Team and Green Team.

The survey results and the efforts of these teams have resulted in changes for the company, whether that be a benefits change, or the way communications are handled internally.

One very well-received program is “mutual fun,” a crowdsourcing ideation environment that works like the stock market with employees creating ideas that they feel will help the company, the culture, the employees and the business. Employees are given a virtual amount of money to invest in great ideas that they can also volunteer to support and help grow. The Mutual Fun Board and the company founders review the investments and provide funding and backing for the projects they feel will help the business and community.

“I think we have proven that high performance is possible without the painful dynamics found at many workplaces,” McLaughlin said. “People respond to respect, listening and teamwork.” n

We like to acknowledge good work publicly as soon as possible.’

DENNIS MCLAUGHLIN, Rite-Solutions Inc. CEO and president

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 11

LARGE COMPANIES

That’s quite a family tree.

For over 114 years, Amica has thought of our employees as family.

OUT SHOPPING: Navigant Credit Union employees went shopping for backpacks and school supplies, which were provided to the families of The Izzy Foundation.

2

COURTESY NAVIGANT CREDIT UNION

Did your organization offer funding or other assistance to the community during the pandemic? Yes, we never stopped

supporting those organizations still seeking funding in 2020. In fact, Navigant Credit Union was one of the leading funders of the Rhode Island Foundation’s COVID-19 Response Fund.

How would you describe the culture of your workplace? Our culture is community-oriented

We’re honored to be named one of the Best Places to Work in Rhode Island by Providence Business News.

Congratulations to all the other honorees!

and team-oriented. Our employees bring a genuine passion to the workplace, and they look out for one another.

How do you support community service work by your employees? We have an internal commit-

Navigant Credit Union

EMPLOYEES IN R.I.: 339 CEO AND PRESIDENT

GARY E. FURTADO

Questions answered by: CEO AND PRESIDENT

GARY E. FURTADO tee called V-Force, which organizes volunteer outings for our employees throughout the year. These outings give employees an opportunity to get out of the office for a day or for a few hours and give back to the communities we serve. Nearly 100% of our workforce volunteers their time every year. n

Thank you to all of our employees for continually making

Thank you to all of our employees for continually making Starkweather & Shepley one of the Starkweather Shepley one Island. of the Best Places to & Work in Rhode Best Places to Work in Rhode Island.

SCHOOL IN SESSION: Gilbane Building Co. employees work on-site through the COVID-19 pandemic constructing the new East Providence High School.

3

COURTESY GILBANE BUILDING CO.

How would you describe the culture of your workplace? What makes Gilbane dif-

ferent is the relationship that our employees share with their co-workers. Grounded in core values such as integrity and teamwork, combined with the pride that comes from building stronger communities, there is a true spirit at Gilbane that everyone is in it together.

What modifications have you made to your workplace to support employee wellness? In

addition to a robust benefits package, Gilbane offers a comprehensive wellness platform, monthly challenges, annual benefit discounts related to wellness initiatives, and a network of wellness champions who lead activities across the organization.

401•435•3600 StarShep.com • Personal Insurance • Business Insurance • Employee Benefits • Life/Asset Protection • Claim Advocacy 401•435•3600 StarShep.com

• Personal Insurance • Business Insurance • Employee Benefits • Life/Asset Protection • Claim Advocacy

What role do diversity and inclusion play in your hiring and promotion decisions? Diver-

Gilbane Building Co.

EMPLOYEES IN R.I.: 250 CEO AND PRESIDENT

MICHAEL MCKELVY

Questions answered by: SENIOR HUMAN RESOURCES PARTNER

MOLLIE CASCIONE-HURLEY

sity, inclusion and belonging is a critical focus at Gilbane. Our Inclusion and Diversity Council sets ambitious goals in all aspects of diversity and inclusion, including those related to hiring and promotion decisions.

What was a new employee benefit(s) or initiative(s) in the past 12 months? We’ve added a new wellness platform to promote health and well-

ness. n

12 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

LARGE COMPANIES

PRESERVING THE PAST: Embrace Home Loans Inc.’s human resources team cleaned headstones at the historic Braman Cemetery in Newport.

MEANINGFUL MISSIVES: Employees of BankNewport and Meals on Wheels of Rhode Island help create more than 400 cards of encouragement for Meals on Wheels recipients.

COURTESY EMBRACE HOME LOANS INC.

COURTESY BANKNEWPORT

4

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

We introduced a benefit called Sitter-Tutor reimbursement. This benefit reimburses employees up to $1,000 per child/$4,000 per family to help with costs associated with hiring a sitter or a tutor for a school-aged child so that our employee parents could balance working remotely and managing children who are learning remotely.

What modifications have you made to your workplace to support employee wellness? In

partnership with our employee assistance program and medical insurance, we have added monthly wellness seminars and activities such as meditation, chair yoga, walking challenges, telehealth visitation, and updates on testing and vaccination site locations.

Embrace Home Loans Inc. EMPLOYEES IN R.I.: 382 CEO

DENNIS F. HARDMAN

Questions answered by: ASSOCIATE VICE PRESIDENT AND ASSISTANT DIRECTOR OF HUMAN RESOURCES

DENISE CUNHA

How do you support community service work by your employees? We have a volunteer program called Embrace Cares.

Every full-time employee received 100 hours of paid time off to volunteer in the community. Additionally, we have our Dollars-for-Doers program. This program pays $10 per hour volunteered to the organization where the employee performed community service. n

5

How would you describe the culture of your workplace? BankNewport’s culture

is based on our core values: We celebrate individuality, we empower creative problem-solving, we invest the time to get to know our customers, communities and employees, and commit to serving the financial needs of Rhode Islanders.

How do you support community service work by your employees? Through the “We’re All In”

Volunteer Program, employees donated over 3,500 hours toward financial education and community service in 2020 in spite of the pandemic. Over $1.47 million was awarded to 300 nonprofits in the form of sponsorships and proactive charitable grants.

What was a new employee benefit(s) or initiative(s) in the past 12 months? Based on

BankNewport EMPLOYEES IN R.I.: 261 CEO AND PRESIDENT

JOHN F. MURPHY

Questions answered by: ASSOCIATE VICE PRESIDENT AND MANAGER OF EMPLOYEE RELATIONS AND BENEFITS

CAROLYN ODELL

employee feedback, BankNewport implemented the Retail Management Development Program designed to build retail management talent while providing career development and promotional opportunities. Individuals who complete the program receive future readiness for career progression toward branch operations manager and branch sales manager positions. n

WE’RE THRILLED Amgen is honored to have been named

by Providence Business News as a Best Place to Work in Rhode Island for the 14th year in a row.

We take great pride in our amazing highly skilled staff who support Amgen’s mission to serve every patient, every time.

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 13

LARGE COMPANIES

Honored to be a SHOW OF STRENGTH: Kahn, Litwin, Renza & Co. Ltd. employees participate in a recent jet pull at T.F. Green Airport in Warwick.

WCCU Cares

COURTESY KAHN, LITWIN, RENZA & CO. LTD.

“We work hard to create an environment that not only supports organizational growth, but growth of our most important asset, our employees. Having an engaged positive team means we are succeeding to the highest degree possible.”

Stephen White, President/CEO Westerly Community Credit Union

6

What three words best describe your staff? Smart, passionate, entrepreneurial.

How would you describe the culture of your workplace? Our culture is centered

around our people. KLR colleagues are strongminded, thoughtful and always willing to go the extra mile.

How do you support community service work by your employees? We encourage our staff to vol-

unteer their time to various organizations through memberships, active participation and support. Our team members serve on the boards of directors and as committee chairs for more than 100 organizations.

What was a new employee benefit(s) or initiative(s) in the past 12 months? Our

Kahn, Litwin, Renza & Co. Ltd.

EMPLOYEES IN R.I.: 205 MANAGING DIRECTOR

ALAN H. LITWIN

Questions answered by: MANAGING DIRECTOR

ALAN H. LITWIN

employees’ health and well-being are and always have been our top priority at KLR. During the past year … we developed initiatives that specifically addressed the remote workforce and the personal situations of our employees.

Some of the changes include the ability to have a flexible work schedule (part time and hybrid), unlimited paid time off, PTO for vaccines and adjusting health benefits to address the needs of our colleagues and their families. n

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NIGHT OF CELEBRATION: Starkweather & Shepley Insurance Brokerage Inc. team members gather at the ABC Excellence in Construction Awards event night in September 2020.

7

COURTESY STARKWEATHER & SHEPLEY INSURANCE BROKERAGE INC.

Congratulations to the AVTECH Team for the Congratulations to the AVTECH Team for Our the well-deserved Best Places To Work Award! well-deserved Places Work Award! staff is the #1Best reason whyToAVTECH truly isOur a staff is the #1 reason why AVTECH is a wonderful place to work here in Rhodetruly Island. wonderful place to work here in Rhode Island.

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How would you describe the culture of your workplace? We have a culture of

integrity, trust and respect.

What modifications have you made to your workplace to support employee wellness?

Wellness has been changing at S&S to match our associates’ goals. We continue to offer one-on-one sessions with a nutritionist twice a year. We are holding monthly webinars, quarterly team walking challenges and monthly wellness warmups.

How do you support community service work by your employees? Although we have not been

Starkweather & Shepley Insurance Brokerage Inc. EMPLOYEES IN R.I.: 150 CHAIRMAN AND CEO

LAWRENCE KEEFE

Questions answered by: able to volunteer our time due to the COVID-19 CHAIRMAN AND CEO pandemic, Starkweather remains true to our comLAWRENCE KEEFE mitment to our clients and the communities in which we collectively serve. We are excitedly planning inperson volunteer events for later this year. We recently held a beach cleanup on Martha’s Vineyard and it was great to see some of our associates again.

What was a new employee benefit(s) or initiative(s) in the past 12 months? We know the pandemic has been hard on all. In 2021, we imple-

mented a matching gift program, which helps our employees’ donation dollars go further. n

14 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

LARGE COMPANIES

LET’S PARTY: R.I. Housing and Mortgage Finance Corp. employees celebrate and say goodbye to a retiring employee in January 2020.

8

COURTESY R.I. HOUSING AND MORTGAGE FINANCE CORP.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Employee

assistance program. Remote work. Additional time off. COVID-19 education.

How would you describe the culture of your workplace? Celebratory of the assets, strengths and

the talents that our workforce brings to each other and to our mission.

What modifications have you made to your workplace to support employee wellness? Offer wellness programs, including on-site and remote exercise classes.

What role do diversity and inclusion play in your hiring and promotion decisions? Both are

primary to the success of our organization and mission.

R.I. Housing and Mortgage Finance Corp.

EMPLOYEES IN R.I.: 212 CEO AND EXECUTIVE DIRECTOR

CAROL VENTURA

Questions answered by: DIRECTOR OF HUMAN RESOURCES

BARBARA FARRAND

Do you have a preference for promoting existing staff or hiring from outside and why? Promoting existing staff to retain and build upon the

strengths and skills of our team, to recognize and reward employees’ desire to advance and grow, and to strengthen engagement. n

AAA NORTHEAST EMPLOYEES,

we celebrate YOU

Throughout this challenging year, you continued to do what you do best — be there for our members.

We appreciate our employees for going above and beyond, every day.

AAA Northeast congratulates all the winners of PBN’s Best Places to Work Awards.

HEALTHY HALLOWEEN: Brown Medicine employees gather and dress in costume during a 2020 Halloween contest.

COURTESY BROWN MEDICINE

9

What three words best describe your staff? Dedicated, collaborative, strategic.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Employee

assistance program. Increased child care assistance.

Behavioral health support specifically directed at clinicians. Remote working options.

How would you describe the culture of your workplace? Brown Medicine has a culture that

fosters collaboration, innovation, teamwork and ownership.

What modifications have you made to your workplace to support employee wellness?

Brown Medicine

EMPLOYEES IN R.I.: 436 CEO

ANN M. KASHMANIAN

Questions answered by: CEO

Crossroads Rhode Island is proud to be named a

2021 Best Places to Work Winner!

ANN M. KASHMANIAN

Brown Medicine has made physical alterations to our offices, including barriers, additional space and a supplemental heating, ventilation and air conditioning system.

Do you have a preference for promoting existing staff or hiring from outside and why? Brown Medicine’s preference is to provide opportunities

to grow within our organization. We see our employees as valuable assets to support and grow within our organization as a valuable attribute of our culture. n

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 15

LARGE COMPANIES

FEELING APPRECIATED: A group of Chisholm Chisholm & Kilpatrick Ltd. employees volunteer their personal time to give back to the community on CCK Employee Appreciation Day 2020.

GETTING A LIFT: Employees for Performance Physical Therapy hold up CEO Michelle Collie after the company received a past Best Places to Work award from Providence Business News.

COURTESY CHISHOLM CHISHOLM & KILPATRICK LTD.

COURTESY PERFORMANCE PHYSICAL THERAPY

10

11

What three words best describe your staff? Highly motivated, com-

mitted, professional.

Did your organization offer funding or other assistance to the community during the pandemic? Around the holiday season,

our team was encouraged to write thank-you and holiday cards to local veteran homes, donate to their local food pantries or donate to Wreaths Across America.

What role do diversity and inclusion play in your hiring and promotion decisions?

Diversity, equity and inclusion have always played an integral role in our hiring process.

In 2019, we partnered with a leadership and diversity consultant with deep roots in New England to share its expertise with us and act as an adviser. We formed a DE&I Committee to focus on our commitment to diversity, equity and inclusion as part of our community at CCK. n

What three words best describe your staff? Passionate, kind, tireless.

How would you describe the culture of your workplace? A culture of connection to each

Chisholm Chisholm & Kilpatrick Ltd. EMPLOYEES IN R.I.: 229 PARTNERS

ROBERT CHISHOLM, J. SCOTT KILPATRICK, BARBARA COOK, ZACHARY STOLZ, MASON WARING AND BRADLEY HENNING Questions answered by:

CCK PARTNERS

other and our community, curious and collaborative, transparent and progressive.

What modifications have you made to your workplace to support employee wellness?

Working at home as much as possible. Telehealth 100% from March 20, 2020, through to mid-April 2021, then very coordinated gradual return to the clinics.

Flexible work schedules – to accommodate parents, those exposed who had to quarantine, etc. Lots of additional communication through weekly to monthly companywide newsletters.

Performance Physical Therapy

EMPLOYEES IN R.I.: 205 CEO

MICHELLE COLLIE

Questions answered by: VICE PRESIDENT

JOSEPH KOTULA

Do you have a preference for promoting existing staff or hiring from outside and why? Always prefer and attempt to hire existing staff, as this is

how Performance was built. The premise and reason for growth was I wanted an organization that provided an opportunity for every individual to grow and reach their own professional goals. Ninety-five percent of our clinic directors and managers started their career at Performance in staff-level roles. n

OUR PEOPLE MAKE IT ALL HAPPEN. Headquartered in North Kingstown, Rhode Island, Dominion Diagnostics is a national medical laboratory providing clinical drug monitoring solutions that advance patient care and improve treatment outcomes. For over two decades, Dominion Diagnostics has been a leader in the industry working with addiction treatment centers, pain management centers, primary care centers, hospital systems and other specialties.

visit us online to learn more dominiondiagnostics.com @domdiag | 16 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

LARGE COMPANIES

GREAT OUTDOORS: Employees at Children’s Friend work remotely outside.

COURTESY CHILDREN’S FRIEND

12

Being the Best Place to Work is the Best Medicine

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

We have provided a variety of supports to our employees. These have included on-site bonuses, emergency paid time off … online stress management and wellness programs … and access to an online meditation and mindfulness service.

Did your organization offer funding or other assistance to the community during the pandemic? We have supported our kids and families with food, technology, linkages to benefits and mental health services brought on by the pandemic.

Children’s Friend

EMPLOYEES IN R.I.: 372 CEO

DAVID CAPRIO

Questions answered by: CEO

DAVID CAPRIO

How would you describe the culture of your workplace? At Children’s Friend, we believe children achieve the best out-

We applaud our frontline and behind-the-scenes team of employees for their commitment to patient care, innovation and excellence. It’s what YOU do that makes Brown Medicine one of the 2021 “Best Places to Work in Rhode Island.” Thanks for doing your part to maintain an exceptional work environment that provides high-quality care to the patients we serve.

comes when they are supported by a strong and stable family. That supportive family environment is the culture of our workplace.

What was a new employee benefit(s) or initiative(s) in the past 12 months? We introduced a Student Loan Payback Program for our employees

this year. Employees receive free guidance on their student loans, and the agency makes a monthly payment on the student loans of our employees. n

KICKING THINGS OFF: Narragansett Bay Commission Chairman Vin Mesolella kicks a soccer ball at the opening of a renovated Macomber Stadium in Central Falls, a joint project between the city and the Narragansett Bay Commission to transform contaminated land into a clean, usable facility.

COURTESY NARRAGANSETT BAY COMMISSION

13

What three words best describe your staff? Committed, environmentalists,

effective.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We offered flexible working

situations, enhanced communications, employee appreciation gifts and free on-site COVID-19 tests.

How would you describe the culture of your workplace? The culture here at Narragansett

Bay Commission is guided by the critical work the agency does to protect the environment and public health.

Do you have a preference for promoting existing staff or hiring from outside and why? We

promote substantially from within to enhance our institutional knowledge and offer employees an opportunity to advance in their careers.

Narragansett Bay Commission EMPLOYEES IN R.I.: 270 EXECUTIVE DIRECTOR

LAURIE HORRIDGE

Questions answered by: PUBLIC AFFAIRS MANAGER

JAMIE SAMONS

What was a new employee benefit(s) or initiative(s) in the past 12 months? We instituted a $100 wellness incentive for employees who received

Thank you to our employees.

It’s your dedication and spirit that contribute to CompuClaim being one of “The Best Places to Work in Rhode Island.” www.CompuClaim.com

a complete COVID-19 vaccine. n

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 17

LARGE COMPANIES

SPIRITED CREW: Dominion Diagnostics LLC’s special toxicology staff members show their spirit during National Lab Week in 2020.

PARTY TIME: Crossroads Rhode Island employees gather after the nonprofit’s holiday party in 2019.

COURTESY DOMINION DIAGNOSTICS LLC

COURTESY CROSSROADS RHODE ISLAND

14

15

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Work-from-home policies for

all nonproduction staff. Employee testing. Families First Coronavirus Response Act paid leave for COVID-19-related medical issues.

What modifications have you made to your workplace to support employee wellness? We

have offered virtual wellness programs through our employee assistance program, medical plan and also have offered employee-led wellness initiatives.

Programs focus on financial, emotional and physical wellness.

Do you have a preference for promoting existing staff or hiring from outside and why? Our

What three words best describe your staff? Awesome, dedicated and respectful.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We have offered private

Dominion Diagnostics LLC EMPLOYEES IN R.I.: 216 CEO

ROBERT GARVEY Questions answered by: CEO

ROBERT GARVEY

coaching opportunities to all our management staff and we have conducted Community Conversations with all staff to talk about how they’re feeling.

How would you describe the culture of your workplace? We have three values that everyone

knows and lives by. They are safety, respect and effectiveness.

What role do diversity and inclusion play in your hiring and promotion decisions? Equity, diversity

Crossroads Rhode Island

EMPLOYEES IN R.I.: 180 CEO AND PRESIDENT

KAREN A. SANTILLI

Questions answered by: CEO AND PRESIDENT

KAREN A. SANTILLI

preference is promoting existing staff. Since March 2020, we have promoted 15 employees.

and inclusion is incredibly important to us and very aligned with our organizational values. One can’t feel safe or be effective if they don’t feel included and respected for who they are.

“Impressions” Bulletin Board. Impressions allow workers to recognize one another for a job well done or to provide thanks. n

a great deal in our employee training and development and want to see them grow within the organization. n

What was a new employee benefit(s) or initiative(s) in the past 12 months? We have initiated a recognition program that is posted daily on our

Do you have a preference for promoting existing staff or hiring from outside and why? We prefer to promote existing staff whenever possible. We invest

Hats off to all of the companies being honored this year.

Embrace Home Loans congratulates all of the winners of the 2021 Best Places to Work award.

It’s an honor to be among such a celebrated group.

We would also like to thank our employees, who helped us achieve this tribute for the 16th consecutive year.

It’s through our core values – Community, Courage, Empowerment, Fulfillment, Love, Innovation, and Achievement – that Embrace continues to be a great place to work, grow, and find purpose.

800.333.3004

www.embracehomeloans.com Licensed in 50 states plus DC. Seven times recognized by Fortune as a Top 25 Mid-Size Company to Work for in America.

Embrace Home Loans is an Equal Opportunity Employer.

NMLS ID # 2184

18 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

✔

9

2

Navigant Credit Union

Gary Furtado

Credit union

339

7%

76%

3

Gilbane Buildling Co.

Thomas F. Gilbane Jr. and Michael McKelvy

Construction

250

0%

38%

✔

9

4

Embrace Home Loans Inc.

Dennis Hardiman

Financial services

382

8%

50%

✔

10

✔

5

BankNewport

John Murphy

Financial institution

261

8%

69%

✔

11

✔

6

Kahn, Litwin, Renza & Co. Ltd. 1

Alan H. Litwin

Wealth management

205

7%

25%

✔

10

7

Starkweather & Shepley Insurance Brokerage Inc.

Lawrence Keefe

Insurance

150

5%

72%

8

R.I. Housing and Mortgage Finance Corp.

Carol Ventura

Financial services

212

5%

67%

✔

12

✔

9

Brown Medicine

Ann M. Kashmanian

Medical group

436

12%

69%

✔

10

✔

Chisholm Chisholm & Kilpatrick Ltd.

J. Scott Kilpatrick and Robert V. Chisholm

Legal services

229

19%

70%

✔

11

Performance Physical Therapy

Michelle Collie

Health care provider

205

45%

73%

✔

7

12

Children's Friend

David Caprio

Nonprofit

372

16%

92%

✔

11

13

Narragansett Bay Commission

Laurie Horridge

Nonprofit

270

5%

36%

✔

11

✔

✔

14

Dominion Diagnostics LLC

Robert M. Garvey Jr.

Life sciences

216

24%

56%

10

✔

✔

15

Crossroads Rhode Island

Karen A. Santilli

Nonprofit

180

12%

66%

10 11

12

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12

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Career-development programs

26%

Support community service initiatives

10%

Stress and wellness programs

227

Workplace fitness facilities

Technology

Tuition reimbursement offered

Holidays per year

Dennis McLaughlin

Telecommuting options

Flexible work hours

Rite-Solutions Inc.

PTO for volunteering

% of women employees

1

401(k)/retirement plan

Type of business

2021 rank

Diversity training

Person in charge

% of voluntary turnover

Employees donating PTO time to others

Company name

No. of local employees

Sick days for ill-dependent

BEST PLACES TO WORK - LARGE COMPANIES (based on companies with 150-499 regional employees)

1 Also known as KLR.

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 19

MIDSIZE COMPANIES (50-149 EMPLOYEES) EDWARD JONES

COMING TO HELP: Edward Jones’ Disaster Relief Fund is supported by Edward Jones partners, associates and retirees to help associates impacted by federally declared disasters, including COVID-19.

Pictured, from left, are Edward Jones financial adviser Anthony Lizzi, Branch Office Administrator Stelle Maris-Martin and financial adviser Peter Gobis III. COURTESY EDWARD JONES

Employees take ownership in Edward Jones’ success

BY JOHN A. LAHTINEN

|

Contributing Writer

Edward Jones

ONE OF THE NATION’S largest financial services firms with more than 14,500 locations and 7 million clients across the country, Edward Jones is passionate about making its team members feel like a part of the family.

“Edward Jones associates enjoy flexible, family-friendly workplaces and gratifying work helping clients in neighborhoods where they live and work,” said Karen Lemke, a financial adviser in Providence with more than 20 years of industry experience. “Financial advisers and branch office administrator teams who serve clients well earn the firm’s highest honors.

Community involvement is encouraged, and associates embrace causes such as the Walk to End Alzheimer’s – a firmwide effort.”

An associate-owned company, Edward Jones offers its team long-term career and leadership opportunities. Success helping clients results in trimester bonuses, annual profit sharing and the opportunity to own a piece of the firm through limited partnership.

“Partnership is a unique reward that few companies offer. Any associate in good standing with three years of service can be offered partnership,” and more than 50% of associates are owners, Lemke said. “Volunteerism is fundamental to our culture, and associates love the opportunity to give back. Home office associates get one paid Day of Caring annually and in our branches, volunteerism during the workday is common and expected.”

Lemke reflects that effort through participation in several local community groups such as the Providence Preservation Society, Women’s Fund of Rhode Island, Rhode Island Independence Chapter of the Daughters of the American Revolution, and the Wayland Square

1

Merchants’ Association.

In addition to free wellness and preventative care, the firm’s generous medical plan covers 100% of costs once deductibles are met. Recent plan updates include benefits for domestic partners and transgender associates, plus coverage for applied behavioral analysis for autism and infertility treatments.

The wellness program offers one-on-one health coaching in which associates can also opt for biometric screenings, mindfulness training, calorie tracking, nutrition and weight-management sessions, and trackingdevice syncing to earn medical premium discounts.

Edward Jones has stood firmly behind its associates during the ongoing COVID-19 pandemic.

Recognizing the rapidly changing needs of those caring for themselves and families, the firm provided the option to take 10 additional paid days off in connection with the virus. Associates faced with COVID-19-related financial challenges can receive help from the Edward Jones Disaster Relief Fund to which associates have donated nearly $1 million to assist colleagues.

To help ease concerns around health expenses, the Edward Jones medical plan has provided no-cost care for COVID-19-related testing and treatment, in addition to waiving the deductible for the treatment of COVID-19 from both in- and out-of-network providers.

‘

EMPLOYEES IN R.I. 67

CEO AND MANAGING PARTNER

Penny Pennington Furthermore, the firm’s employee assistance program has provided support to families struggling to balance child care, at-home learning and work, offering more than 60 resources for working parents, including free online webinars on topics such as helping kids cope with pandemic anxiety, how working parents can structure their day, and how to manage workspace and teaching space.

To keep associates connected to clients and to each other, Edward Jones adopted a digital acceleration strategy that has enabled associates nationwide to access new technology, including Zoom for videoconferencing, and social media resources to allow for connection when face-to-face contact was not possible.

“We take care of each other in tough times, whether it is the pandemic, a cancer diagnosis or a family crisis,” said Michael Paolino, a second-generation financial adviser in South Kingstown. “Leaders are authorized to do the right thing to help associates navigate personal difficulties, whether that means extra time off, special pay arrangements, a loan, a health benefits exception or preventative programs to head off a crisis. I am proud to continue the family tradition of helping individuals and families make sound financial decisions throughout every chapter of their lives.” n

Volunteerism is fundamental to our culture, and associates love … to give back.’

KAREN LEMKE, Edward Jones financial adviser in Providence

20 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

MIDSIZE COMPANIES

our team inspires u s e v e r y d ay

NICE TREATS: Sansiveri, Kimball & Co. LLP employees gather at a recent cookie swap.

2

COURTESY SANSIVERI, KIMBALL & CO. LLP

What three words best describe your staff? Professional, dedicated, team players.

How would you describe the culture of your workplace? Sansiveri’s culture

is unique in that it offers a flexible and balanced atmosphere in which technical excellence and exceptional client service are achieved in a culture that is positive, collaborative and inclusive.

How do you support community service work by your employees? During the pandemic, while

all employees were required to work remotely, we mailed 22 fleece blanket kits to our employees for them to use to make blankets with their families for the Meals on Wheels Senior Wish program. We also … raised over $1,300 to benefit the Federal Hill House food drive.

Sansiveri, Kimball & Co. LLP EMPLOYEES IN R.I.: 58 MANAGING PARTNER

JASON DAPONTE

Questions answered by: DIRECTOR OF HUMAN RESOURCES

FRAN CLERX

Do you have a preference for promoting existing staff or hiring from outside and why? Our preference is to promote

existing staff before considering hiring employees from the outside. We believe that our employees are our most valuable resource, and we are committed to investing in training and developing them to grow both professionally and personally. n

continuing to feed America blountfinefoods.com–blountjobs.com

Congratulations to all 2021 Honorees!

Thank you to everyone who makes Hanna Instruments one of the best places to work in Rhode Island.

CREATIVE MINDS: Lab workers at Rubius Therapeutics Inc. work together on creating new products.

COURTESY RUBIUS THERAPEUTICS INC.

3

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We put

an enhanced employee assistance program in place, offered a home office stipend and child care enrichment reimbursement benefit to support employees in the current work environment.

Did your organization offer funding or other assistance to the community during the pandemic? In 2020, Rubius employees led an effort to

donate surplus personal protective equipment and cleaning supplies to the local Smithfield community.

Additionally, Rubius led a fundraising campaign to support local nonprofit and community organizations that were providing critical services, including Meals on Wheels of Rhode Island and Smithfield COVID-19 Support Fund.

Rubius Therapeutics Inc. EMPLOYEES IN R.I.: 72 CEO

PABLO CAGNONI

Questions answered by: HUMAN RESOURCES SITE HEAD

BRIANNE MEEHAN

How would you describe the culture of your workplace? Our culture is

inspiring, dynamic, diverse, collaborative and fun.

How do you support community service work by your employees?

Each year we have an Annual Community Service Day and Rubius employees have the opportunity to donate eight hours of paid time per year to any 501(c) (3) charity of their choice across any cause. n

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 21

MIDSIZE COMPANIES

STROLLING ALONG: Marasco & Nesselbush LLP employees and their families participate in a Tomorrow Fund Walk in Cranston.

SAILING AWAY: Custom Computer Specialists Inc. employees about to embark on a recent cruise in Boston.

COURTESY MARASCO & NESSELBUSH LLP

COURTESY CUSTOM COMPUTER SPECIALISTS INC.

4

What three words best describe your staff? Dedicated, motivated, compassion-

ate.

How would you describe the culture of your workplace? We are a tight-knit group of

people who love working together and we strive every day to inspire each other in our common mission to obtain extraordinary legal results for our clients.

What modifications have you made to your workplace to support employee wellness?

Marasco & Nesselbush LLP

EMPLOYEES IN R.I.: 62 PARTNER

JOSEPH MARASCO

Masks and gloves are required and available at all times, except for individuals in their own offices.

Questions answered by: DIRECTOR OF MARKETING Sanitizing supplies are available. Plexiglass dividers SCOTT LAFFERTY have been installed in the two conference rooms that are being used. Additionally, we offer a 100% remote option for those who are not comfortable being in the office.

How do you support community service work by your employees? In addition to being committed to providing extraordinary legal care, our mission includes serving our community. Each year, through the Marasco & Nesselbush Charitable Foundation, we support numerous charitable efforts and organizations that improve the lives of people throughout our communities. n

5

5

What three words best describe your staff? Client-focused, committed, innova-

tive.

How would you describe the culture of your workplace? Our company is based on integrity,

fairness and respect. Our culture is about our people and one of teamwork, support and commitment.

Our commitment to client satisfaction and employee retention is a top priority for our organization.

What modifications have you made to your workplace to support employee wellness? We

have made several modifications in our offices, including a new air filtration system … installed enhanced sanitization systems, rearranged workspaces to allow for greater social distancing, and perform daily health screenings.

Custom Computer Specialists Inc. EMPLOYEES IN R.I.: 50 CEO AND PRESIDENT

GREGORY GALDI

Questions answered by: CEO AND PRESIDENT

GREGORY GALDI

Do you have a preference for promoting existing staff or hiring from outside and why? Employee retention and growth is a key focus area of

ours. We do prefer to promote from within and attribute much of our success to this, allowing employees to grow alongside the company. n

TH

TIME catering, tents & events

The Best is Yet to Come!

Call or Email for more Information Phone: 383-3631 Email: info@Pranzi.com

22 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

MIDSIZE COMPANIES

WELCOMING ALUMNI: Hinckley Allen & Snyder LLP recently hosted a reception for its Providence-based litigation group’s alumni.

A CLEAN ENVIRONMENT: Employees with DiSanto, Priest & Co. perform a cleanup at Camp Hoffman in South Kingstown.

COURTESY HINCKLEY ALLEN & SNYDER LLP

COURTESY DISANTO, PRIEST & CO.

6

What three words best describes your staff? Collaborative, inclusive, committed.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Providing

employees with the tools and ability to work remotely from the outset of the pandemic has given them a sense of financial security, personal safety and a renewed assurance that their well-being is always our No. 1 priority.

How would you describe the culture of your workplace? The culture of our firm is one of col-

laboration, teamwork and partnership. Our employees have a long history of working collaboratively in a team environment to tackle problems together and support the needs of their colleagues and our clients.

Hinckley Allen & Snyder LLP

EMPLOYEES IN R.I.: 97 MANAGING PARTNER

DAVID RUBIN

Questions answered by: HUMAN RESOURCES MANAGER

SARAH WILLIAMSON

What modifications have you made to your workplace to support employee wellness? The firm has responded in many ways, including increased

communications on wellness and health benefits that can be accessed remotely, virtual seminars and trainings, and access to a robust employee assistance program designed to support emotional, physical and spiritual wellness. n

7

What three words best describe your staff? Smart, passionate, driven.

How would you describe the culture of your workplace? Our culture is to have

our people perform at a high level as one team, from a desire to excel rather than a fear of failure.

How do you support community service work by your employees? We allow our employees to

serve as board members of the DiSanto Priest Charitable Foundation to achieve the mission of making a positive impact in our local community.

Do you have a preference for promoting existing staff or hiring from outside and why? We

believe it is best practice to promote existing staff who share the firm’s core values and thrive in our culture.

DiSanto, Priest & Co.

EMPLOYEES IN R.I.: 85 MANAGING PARTNER

EMILIO COLAPIETRO

Questions answered by: MANAGING PARTNER

EMILIO COLAPIETRO

What was a new employee benefit(s) or initiative(s) in the past 12 months? We rolled out a new remote work policy to further enhance our goal

of providing our people with the independence and flexibility necessary to maintain a healthy work-life balance. n

THANK YOU TO OUR SMITHFIELD RUBIES FOR THEIR COMMITMENT TO OUR CULTURE which is fueled by our purpose to create life-changing cellular therapies for people with cancer and autoimmune diseases.

Rubius is the only company in the world that can genetically engineer and manufacture red blood cells into medicines, which takes place right here in Rhode Island at our Smithfield manufacturing facility.

Interested in becoming a Ruby? Our team in Smithfield is growing!

Check us out at https://www.rubiustx.com/careers/

® Rubius Therapeutics, Inc. 2021 All Rights Reserved.

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 23

MIDSIZE COMPANIES

WINNING TEAM: Members of the Swarovski Optik North America team celebrate being awarded 2020 Best Places to Work in Rhode Island by Providence Business News.

COURTESY SWAROVSKI OPTIK NORTH AMERICA

8

What modifications have you made to your workplace to support employee wellness?

Swarovski Optik provided on-site and remote activities to encourage participating in a healthy lifestyle and meet wellness program requirements.

Utilization of telemedicine and employee assistance program benefits were strongly encouraged, as well as the addition of retirement educational services to support financial wellness.

COURTESY CBIZ & MAYER HOFFMAN MCCANN PC

9

How would you describe the culture of your workplace? Swarovski Optik

North America has an inclusive workplace culture that fosters a strong sense of family.

Swarovski Optik is a team that emphasizes respect, trust, cooperation and collaboration.

RUNNING START: Members of the CBIZ Road Warriors run club pose as they participate in a recent Providence Downtown 5K road race.

Swarovski Optik North America EMPLOYEES IN R.I.: 100 CEO

ALBERT WANNENMACHER

How do you support community service work by your employees? During the past year,

Questions answered by: CEO

ALBERT WANNENMACHER

employees have participated with fundraising or volunteer initiatives with the Big Brothers Big Sisters of Rhode Island, Operation Stand Down Rhode Island, the Rhode Island Community Food Bank, and Westbay Community Action. n

What three words best describe your staff? Resilient, collaborative, client-centric.

How would you describe the culture of your workplace? CBIZ & MHM offers a cul-

ture that is flexible and supportive of team members, both personally and professionally. Guided by our corporate values, we offer an environment where our people matter, we do the right thing and we are dedicated to the success of our clients.

What modifications have you made to your workplace to support employee wellness? We

provide positive physical and mental health support for our employees, ranging from educational resources to help alleviate anxiety, stress or health concerns, to resources that help relieve financial pressures.

What was a new employee benefit(s) or initiative(s) in the past 12 months? We are

’S

40

JULY 22

forty AWARDS

HEALTHIEST® EMPLOYERS

of Rhode Island AWARDS

EMPLOYEES IN R.I.: 80 SENIOR MANAGING DIRECTOR

SCOTT A. WRAGG

Questions answered by: SENIOR MANAGING DIRECTOR

SCOTT A. WRAGG

proud to support our team members as they grow their families. As of Jan. 1, 2021, we enhanced our leave benefits for working parents by increasing the amount of paid time off for pregnancy disability leave, parental leave and adoption leave. n

UPCOMING RECOGNITION EVENTS APPLY. NOMINATE. SPONSOR. under

CBIZ & Mayer Hoffman McCann PC

Recognizes forty men and women, under the age of 40, who are successful in their careers and involved in their communities. #PBN40UForty

AUGUST 5

Recognizes employers who have implemented worksite Health & Wellness programs and shown a commitment to employee health and safety. #PBNHealthiestEmployers

AUGUST 26

25 Leaders and Achievers* will be recognized for their notable success and strong leadership both in their fields and to the region. #PBNLeadersandAchievers

Learn more at PBN.com/Events For event sponsorship opportunities contact 401.680.4800 | Advertising@PBN.com

*Additional events are listed at PBN.com/Events 24 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

MIDSIZE COMPANIES We proudly represent Rhode Island’s injured and disabled with exceptional legal care from an extraordinary team.

Personal inJUrY Medical neGliGence

social secUritY disaBilitY

HIGH PERFORMANCE: Shawmut Design and Construction project team members overlook the construction of Brown University’s performing arts center.

COURTESY SHAWMUT DESIGN AND CONSTRUCTION

10

How would you describe the culture of your workplace? Our people are the

key element of what makes Shawmut a great place to work. Every employee has a vested interest in the success of the company and the success of our clients’ projects, as we are all employee owners.

What role do diversity and inclusion play in your hiring and promotion decisions? We work

to create an inclusive environment where everyone reaches their fullest potential, with a Diversity Leadership Council driving our journey toward diversity, equity and inclusion.

How do you support community service work by your employees? With the goal of expand-

Shawmut Design and Construction

EMPLOYEES IN R.I.: 72 CEO

LES HISCOE

Questions answered by: RHODE ISLAND SENIOR DIRECTOR AND PROJECT EXECUTIVE

CHRIS MAURY ing and diversifying the talent pipeline within the construction and engineering industries, Shawmut launched the Shawmut Scholars program with Roger Williams University … providing three RWU students with four-year scholarship support, paid internships at Shawmut, career and professional development, and an additional stipend for housing and transportation costs. n

Joseph p. Marasco

Donna M. nesselbush

New England’s Trusted Personal Injury and Disability Law Firm

Offices in:

WarWick Wakefield Providence Woonsocket

401.274.7400

•

m-n-law.com

685 Westminster street, Providence, ri 02903 The Rhode Island Supreme Court licenses lawyers in the general practice of law. The court does not license or certify any lawyer as an expert or specialist in any field of practice.

Congratulations!

DRESS FOR SUCCESS: Province Mortgage Associates Inc. employees dress up in costume for a company Halloween party.

COURTESY PROVINCE MORTGAGE ASSOCIATES INC.

11

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

We created our first Province Family Game Night event for all employees using Zoom. We played games such as bingo, trivia and scavenger hunts and gave away thousands of dollars in prizes.

It was a blast and reconnected us even though we were apart.

Did your organization offer funding or other assistance to the community during the pandemic? In April 2020, we started donating to Project Hand Up, which helps provide food to families in need in the Rhode Island community. We were able to help feed 25 families per week (almost 900 for the year), while creating a social media buzz that sparked even more attention to their important cause.

Fellow employees and friends, congratulations on being named a 2021 Best Places to Work! You are the reason we received this award. You are a critical part of our innovative culture, and our shared success.

You are “One of F.E.W.” (Friends. Enjoying. Work).

Province Mortgage Associates Inc.

EMPLOYEES IN R.I.: 57 PRESIDENT

DAVID CURRIE

Questions answered by: MARKETING DIRECTOR

DON WILSON

How would you describe the culture of your workplace? We are a culture of family, driven by the goal of providing the best mortgage experience available in our market. We accomplish this by working hard, enjoying our time together and helping each other succeed through unprecedented peer support. n

Rite-Solutions, Inc. is an award-winning small business specializing in system engineering, software development, information technology (IT), machine learning, MBSE, cloud computing, and cybersecurity for government and commercial segments. www.rite-solutions.com

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 25

MIDSIZE COMPANIES

ALL IN THE FAMILY: From left, Pariseault Builders Inc. employees and family members Dan Menard, Brian Menard, Jake Menard and Rick Menard represent multiple generations working for the company.

COURTESY PARISEAULT BUILDERS INC.

12

compassionate.

If someone needs help finding a solution, then the resources are here to provide assistance. We operate as a team and pick each other up when needed.

Do you have a preference for promoting existing staff or hiring from outside and why? We

always look to promote internally first. However, the new perspective that someone brings with them from the outside can be equally as valuable.

What was a new employee benefit(s) or initiative(s) in the past 12 months? We

increased the vacation time for all employees. We also upgraded our 401(k) program. n

COURTESY LANDINGS REAL ESTATE GROUP

13

What three words best describe your staff? Committed, fearless,

How would you describe the culture of your workplace? We’re problem-solvers.

BOUNCING AWAY: Landings Real Estate Group employees race each other on bouncing balls during a company outing.

Pariseault Builders Inc.

EMPLOYEES IN R.I.: 67 PRESIDENT

BRIAN CASEY

Questions answered by: PRESIDENT

BRIAN CASEY

What three words best describe your staff? Energetic, hustle, positive.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We have

done intercompany competitions, such as what office could grow the best Amaryllis flower; increased communication from managers; and offered employees flexibility to work from home.

How would you describe the culture of your workplace? Interconnected teamwork and sup-

portive. We operate as a mesh knowledge network for professional advice and, at times, personal challenges. We are positive, entrepreneurial, energetic, adaptive, grateful and innovative.

What modifications have you made to your workplace to support employee wellness? We

Landings Real Estate Group EMPLOYEES IN R.I.: 73 PRESIDENT

CHRISTOPHER BICHO

Questions answered by: PRESIDENT

CHRISTOPHER BICHO

promote mental health, as well as physical health. Allowing for work-at-home flexibility and mental health days, communication of certainty for our business health and job security. We also allow employees to donate paid time off to help one another during these … quarantines and forced work stoppages. n

PBN CONNECT provides your company exposure to a targeted audience of local business readers — executives and decision makers. With guaranteed promotion online, our high exposure platform increases your brand awareness and improves search engine visibility.

HIGHLIGHT AND PROMOTE YOUR COMPANY’S NEWS, AWARDS, ANNOUNCEMENTS, PRESS RELEASES & MORE. THE PRESS RELEASE PACKAGE INCLUDES: • Your press release published on PBN.com within 24 hours (Monday-Friday) and archived on our site.

• Your press release featured on the home page of PBN.com and the PBN Connect Press Release page.

• 3 photos, approximately 500 words of text, clickable links to your website, social sharing and keywords to optimize search.

VISIT PBN.COM/PBNCONNECT 26 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

MIDSIZE COMPANIES

YUSHIN P R O U D

We are grateful for all our employees contributions to the company. Through their hard work and dedication we made it!

SUPERHEROES: Employees at Rhode Island Parent Information Network dress up as comic book superheroes at the office.

COURTESY RHODE ISLAND PARENT INFORMATION NETWORK

14

What three words best describe your staff? Knowledgeable, compas-

sionate, peers.

Did your organization offer funding or other assistance to the community during the pandemic? Distance learning hit families

of children with special needs particularly hard.

Our special education team helped parents in every school district in the state access the services and supports their children needed to continue to learn.

How would you describe the culture of your workplace? RIPIN is an inclusive, welcoming, sup-

portive workplace. Nearly three-fourths of our staff are parents or caregivers of a loved one with special needs. Their experience as peers is a huge part of the foundation of empathy and understanding upon which RIPIN’s culture is built.

Rhode Island Parent Information Network

EMPLOYEES IN R.I.: 106 EXECUTIVE DIRECTOR

SAM SALGANIK Questions answered by: EXECUTIVE DIRECTOR

SAM SALGANIK

What was a new employee benefit(s) or initiative(s) in the past 12 months? RIPIN peer professionals formed a permanent steering team to

spearhead efforts to promote racial justice, both in our workplace and in our community. n

We don’t offer just a job. We offer a career!

WE ARE

HIRING CALL OR EMAIL FOR MORE INFO 401.463.1800

HR@yushin.com

Mechanical Engineers Production Technicians Field Service Technicians Sales Support YushinAmerica.com/careers

Big Company Capabilities, Small Company Feel

What We Do

ENCOURAGING VOLUNTEERING: EMC Insurance Cos. encourages its employees to volunteer in the community by offering paid time off to employees who perform such service.

COURTESY EMC INSURANCE COS.

15

What three words best describe your staff? Engaged, motivated, ac-

Preconstruction Construction Management Design/Build General Contracting

countable.

How would you describe the culture of your workplace? When you are part

of this group, you feel important and valued. Every team member is important, and it shows in the dedication and commitment to one another experienced every day.

What role do diversity and inclusion play in your hiring and promotion decisions? We are

a company of choice because we embrace diversity, equity and inclusion in everything we do, creating a culture where all team members feel valued, respected and empowered, resulting in high-performing teams who deliver exceptional products and services.

How do you support community service work by your employees? Through our philanthropic

We're known for a strong company culture and an experienced, focused team. We have a high achievement drive and a passion for project execution. We don’t compromise when it comes to integrity, respect, compassion and fairness. We actively work to create meaningful change in the commercial real estate industry when it comes to embracing diversity, equity and inclusion.

EMC Insurance Cos.

Contact Us: 401.434.0112

EMPLOYEES IN R.I.: 51 VICE PRESIDENT AND BRANCH MANAGER

PAULA FINKELMAN

Questions answered by: HUMAN RESOURCES BUSINESS PARTNER MANAGER

ADAM COURI

efforts and team member volunteers, we’re helping create brighter, stronger futures for the communities in which we live and work. EMC encourages our team members to get involved in causes important to them, and we make it easy to do by giving paid volunteer time off each year. n

Keep Up To Date With Us: www.neconstruction.com

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 27

MIDSIZE COMPANIES

BIRD OF ANOTHER FEATHER: Kyle Cabral, network administrator for The Providence Mutual Fire Insurance Co., participates in a virtual “Chicken Run” during the COVID-19 pandemic.

FEELING FISHY: The Town Dock employees and families celebrate with squid hats on the water.

COURTESY THE PROVIDENCE MUTUAL FIRE INSURANCE CO.

COURTESY THE TOWN DOCK

16

17

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Access to an employee

assistance program for employees and any member of the household. Remote work and flexibility with personal obligations. Access to hard-to-get supplies: toilet paper, sanitizer and wipes.

Did your organization offer funding or other assistance to the community during the pandemic? Yes, the company made donations to the

Rhode Island COVID-19 Response Fund, Anxiety & Depression Association of America, and the American Nurses Foundation.

What modifications have you made to your workplace to support employee wellness? An-

The Providence Mutual Fire Insurance Co. EMPLOYEES IN R.I.: 81 CEO AND PRESIDENT

MICHELE STRETON

Questions answered by: CEO AND PRESIDENT

MICHELE STRETON nual flu clinics for all employees and members of their households. Free immunizations for all employees and members of the household. Annual employee health and wellness benefit education sessions. Town hall meetings to review and advise employees on the health and wellness plans available. Raised company percentage of cost-sharing for health and wellness benefits. n

What three words best describe your staff? Driven, committed, passionate.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We have

increased our communication with our team about the availability of our employee assistance program, emphasized the need for constant communication, stressed the use of wellness in conjunction with our medical plan and fortified our work-from-home policy.

How would you describe the culture of your workplace? Our culture is built on values that fos-

The Town Dock

EMPLOYEES IN R.I.: 55 CEO AND PRESIDENT

RYAN CLARK

Questions answered by: CEO AND PRESIDENT

RYAN CLARK

ter growth, community, collaboration and mutual respect. Everything we do at The Town Dock is through a team focus where each person understands the value they bring to the team.

What role do diversity and inclusion play in your hiring and promotion decisions? The Town Dock is committed to hiring the right candidate regardless of sex, color, religion, national ancestry, gender identity, sexual orientation, marital status, military status, age, disability or pregnancy. We pride ourselves on giving all candidates equal access to apply, be considered and evaluated for the open opportunity. n

BEING UNITED: Diversity and inclusion are at the center of United Way of Rhode Island’s hiring and promotion decisions in alignment with its mission to build racial equity and opportunities for all Rhode Islanders.

COMMUNITY SERVICE: Marcum LLP employees work out in the community as part of the company’s Day of Service initiative.

COURTESY UNITED WAY OF RHODE ISLAND

COURTESY MARCUM LLP

18

Did your organization offer funding or other assistance to the community during the pandemic?

United Way of Rhode Island has served as an anchor institution for the state during the COVID-19 pandemic. We saw a 50% increase in calls to 2-1-1 as community members looked for assistance with housing, food and many other urgent needs. In partnership with the Rhode Island Foundation, we created the COVID-19 Response Fund and distributed more than $7 million in grants during the first six months of the pandemic.

How would you describe the culture of your workplace? We foster a culture that embraces

equity, encourages individual leadership, leverages strengths, fosters accountability and enhances crossorganizational connection to the mission, vision, values and fundamentals of United Way of Rhode Island.

United Way of Rhode Island EMPLOYEES IN R.I.: 79 CEO AND PRESIDENT

CORTNEY NICOLATO

Questions answered by: CEO AND PRESIDENT

CORTNEY NICOLATO

Do you have a preference for promoting existing staff or hiring from outside and why? Our investment in ongoing training and development al-

lows staff to advance their careers at United Way of Rhode Island. We balance internal promotions with external hires to infuse diverse perspectives across several dimensions of diversity and subject expertise. n

19

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

Marcum offers telecommuting and other alternative work arrangements to assist our associates who are juggling both their professional and family roles. Marcum also provides an employee assistance program benefit and a variety of wellness information seminars on a firmwide basis.

What role do diversity and inclusion play in your hiring and promotion decisions?

Marcum LLP EMPLOYEES IN R.I.: 58

OFFICE MANAGING PARTNER

THOMAS LISI

Questions answered by: Marcum is committed to fostering a culture that OFFICE MANAGING PARTNER is both diverse and inclusive – one that encourTHOMAS LISI ages and enables all associates and partners to be successful. This is a key thrust of our recruitment and professional development programs, and is the platform for our robust national Diversity, Equity and Inclusion initiative.

What was a new employee benefit(s) or initiative(s) in the past 12 months? Core hours have been implemented so our associates have a more

balanced work life in handling the needs of their family and themselves personally. Associates have also been provided with additional paid time off for those who decided to receive COVID-19 vaccinations. n

28 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

MIDSIZE COMPANIES

DESSERT TIME: Tockwotton on the Waterfront employees take a few bites of ice cream at the nonprofit.

HAVING ‘PHUN’: Hanna Instruments Inc. employees worked together to escape a vault activity during a pHun Club event.

COURTESY TOCKWOTTON ON THE WATERFRONT

COURTESY HANNA INSTRUMENTS INC.

20

21

What three words best describe your staff? Compassionate, team play-

ers, dependable.

How would you describe the culture of your workplace? We are family here at Tockwotton. The

staff and residents have strong bonds similar to a family relationship.

What modifications have you made to your workplace to support employee wellness?

Wellness program through our health insurance that incentivizes staff to exercise.

What role do diversity and inclusion play in your hiring and promotion decisions? They play

a big role, as our workforce is extremely diverse.

Did your organization offer funding or other assistance to the community during the pandemic? We donated a per-

centage of our website sales to the United Way of Rhode Island COVID-19 Response Fund.

Tockwotton on the Waterfront EMPLOYEES IN R.I.: 119 CEO AND PRESIDENT

KEVIN MCKAY

Questions answered by: HUMAN RESOURCE DIRECTOR

SANDRA BOTELHO

Do you have a preference for promoting existing staff or hiring from outside and why? We prefer to promote from

within. Our staff members are hard, dedicated workers and we would like to see them grow with our company.

What was a new employee benefit(s) or initiative(s) in the past 12 months? Student loan repayment; COVID-19 bonuses; refer a friend bonus; work from home. n

What role do diversity and inclusion play in your hiring and promotion decisions? When

recruiting, we place ads in multiple publications to draw a diverse pool of candidates. We also offer mandatory compliance training that addresses diversity and inclusion.

Do you have a preference for promoting existing staff or hiring from outside and why? We

Hanna Instruments Inc.

EMPLOYEES IN R.I.: 97 CEO AND PRESIDENT

MARTINO NARDO

Questions answered by: VICE PRESIDENT OF GLOBAL HUMAN RESOURCES

are launching a career development program and have a robust talent management philosophy to proANGELA IACUELE mote from within when possible. However, in certain situations we need to bring in outside talent with fresh ideas and perspectives.

What was a new employee benefit(s) or initiative(s) in the past 12 months? Bonuses were paid to all “essential” workers during the pandemic.

It should be noted that Hanna pays 100% of all health care costs for all employees and has recently implemented a flexible spending option. n

SUPPORTING SENIORS: Ocean State Credit Union team members dress casually in showing support for Meals on Wheels of Rhode Island.

COURTESY OCEAN STATE CREDIT UNION

22

Did your organization offer funding or other assistance to the community during the pandemic? Yes, our

team collected and donated to Coventry, West Warwick and North Kingstown food drives, and participated in the Warm Hands Warm Hearts program supplying hats, gloves and coats for children in need throughout Rhode Island.

How do you support community service work by your employees? Sponsor the Golden Apple

Award program recognizing great teachers throughout Rhode Island. Our employees support local outreach programs, identifying community-based programs each month for sponsorship and contributions.

Ocean State Credit Union EMPLOYEES IN R.I.: 61 CEO AND PRESIDENT

DAVID ROOT

Questions answered by: CEO AND PRESIDENT

DAVID ROOT

Do you have a preference for promoting existing staff or hiring from outside and why? We are always looking to promote from within. The ma-

jority of our leaders and managers have held positions of increasing responsibility through internal promotions and developmental assignments.

What was a new employee benefit(s) or initiative(s) in the past 12 months? For the 2021 benefit plan year, OSCU absorbed all increased costs

and froze employee contributions for all plans. During the pandemic year, all team members received a well-deserved bonus. n

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 29

MIDSIZE COMPANIES

FAMILY-FRIENDLY: Employees at LFI Inc. describe the company’s workplace culture as friendly and family-supportive.

LENDING A HAND: Team members at Westerly Community Credit Union who volunteer their time are entered in a quarterly raffle and the company makes an effort to support organizations the members work with.

COURTESY LFI INC.

COURTESY WESTERLY COMMUNITY CREDIT UNION

23

24

What three words best describe your staff? Caring, diligent, self-

reliant.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Work from home; paid time

off, if needed; and appointment setting for testing and vaccines.

How would you describe the culture of your workplace? The culture at LFI is friendly, multi-

ethnic and family-supportive.

What modifications have you made to your workplace to support employee wellness? We

LFI Inc.

EMPLOYEES IN R.I.: 62 CEO

ROLAND BENJAMIN

Questions answered by: CEO

ROLAND

installed air filtrations in accordance with the …

BENJAMIN R.I. Department of Health and Centers for Disease Control and Prevention; desks were moved to spread apart and create socially distanced areas; and we implemented staggered lunches/breaks.

What role do diversity and inclusion play in your hiring and promotion decisions? We strive to make the most of everyone’s talent no matter gender, race or ethnic backgrounds. n

Did your organization offer funding or other assistance to the community during the pandemic? Yes, we donated

$55,000 in 2020 to local hospitals and social service organizations to help offset their COVID19-related expenses.

How would you describe the culture of your workplace? Professional, relaxed, caring and learn-

ing.

How do you support community service work by your employees? Team members who volunteer

their time to community activities are entered in a quarterly raffle and annually we give out a Volunteer of the Year award. Additionally, we make an effort to support the community service organizations our team members are involved with.

Westerly Community Credit Union EMPLOYEES IN R.I.: 71 CEO AND PRESIDENT

STEPHEN WHITE

Questions answered by: CEO AND PRESIDENT

STEPHEN WHITE

Do you have a preference for promoting existing staff or hiring from outside and why? Our preference is to promote from within. We believe it is

important that our team members know that if they excel at their job that they will be considered for advancement. n

SPORTS FEVER: Elite Physical Therapy Inc. employees pose with the mascots of the University of Rhode Island, Providence College and Brown University athletic teams.

SUPPORTING AUTISM AWARENESS: National Marker Co. employees wear blue to raise awareness for autism.

COURTESY ELITE PHYSICAL THERAPY INC.

COURTESY NATIONAL MARKER CO.

25

26

What three words best describe your staff? Passionate, achievers, elite.

Did your organization offer funding or other assistance to the community during the pandemic? During the pandemic, Elite Physi-

cal Therapy created multiple outreach groups to assist with community projects. We held a community cleanup day in three separate locations, as well as a blood drive and participated in the Virtual Gloria Gemma Gloridays walk.

How would you describe the culture of your workplace? Elite has a warm, caring, connected

culture. We want our employees to have the same experience that we have in place for our patients.

There is a sense of unity and family at each location, and communication flows from the top down to each location, aligning the company with the same mission and goals.

What three words best describe your staff? Passionate, assertive, committed.

How would you describe the culture of your workplace? Associates treat each other

Elite Physical Therapy Inc.

EMPLOYEES IN R.I.: 116 CEO

DR. MICHAEL NULA

Questions answered by: HUMAN RESOURCES GENERALIST

SARAH BRUSHETT

Do you have a preference for promoting existing staff or hiring from outside and why? When a leadership position in the organization becomes

available, Elite welcomes the opportunity to elevate another team member to step up to the plate. Elite has a wonderful mentor program allowing employees to continue to grow professionally and personally. n

like family and know it takes the whole team to win.

What modifications have you made to your workplace to support employee wellness?

During the COVID-19 pandemic, we sent all nonessential associates home to work remotely. We also extended shifts to be 10 hours, four days a week.

Do you have a preference for promoting existing staff or hiring from outside and why? We

definitely promote from within the organization before hiring from the outside.

What was a new employee benefit(s) or initiative(s) in the past 12 months? NMC brought in lunch once a week for the essential manufacturing associates. n

30 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

National Marker Co.

EMPLOYEES IN R.I.: 80 CEO AND PRESIDENT

MARK MCELHINNY

Questions answered by: HUMAN RESOURCE MANAGER

MARIE LOWRE

MIDSIZE COMPANIES

t a h t e l p o e p e h t Reach with marketing that matter - r target audience . hits you GETTING A LOAN: Banneker Supply Chain Solutions Inc. implemented interest-free loans to team members and families who were affected by the COVID-19 pandemic.

COURTESY BANNEKER SUPPLY CHAIN SOLUTIONS INC.

27

What three words best describe your staff? Energetic, motivated,

80%

e aders ar e r N B P of makers decision eir company. h within t r readers are

ou Here’s what

saying…

skilled.

Did your organization offer funding or other assistance to the community during the pandemic? We implemented interest-free loans

to team members and families who were affected by the pandemic.

How would you describe the culture of your workplace? We operate with a spirit of thankful-

ness, recognition, and appreciation for individual and collective accomplishments of all sizes. We have a culture that seeks to foster a sense of belonging, empowerment and success.

What modifications have you made to your workplace to support employee wellness?

Banneker Supply Chain Solutions Inc. EMPLOYEES IN R.I.: 50 CEO AND PRESIDENT

JUNIOR JABBIE

Questions answered by: CEO AND PRESIDENT

JUNIOR JABBIE

We added another shift so that people would be in smaller groups and be able to social distance. We started doing daily temperature checks and daily COVID-19 questionnaires. We also implemented weekly rapid testing. n

“ “ “ “

Keep up the good work. Great content and appreciate hearing from leadership at Rhode Island employers.”

I like the newer format with each issue taking a deeper dive into one subject.”

LOVE the PBN, particularly the BOOK OF LISTS and the digital now that I am working remotely.”

Your publication is informative and always interesting.

It should be must reading for anyone attempting to do business in Rhode Island.”

*Reader comments from the July 2020 CVC PBN subscriber survey.

COURSE WORK: Local high school students visit Yushin America Inc. in Cranston in 2018 as part of the company’s Manufacturing Day. COURTESY YUSHIN AMERICA INC.

28

PROVIDENCE BUSINESS NEWS

PBN pbn.com

CELEBRATING

35 YEARS: 1986-2021

EVERYBODY’S BUSINESS Junior Jabbie | 15

FEBRUARY 5-18, 2021

FOCUS: HEALTH CARE Be Collaborative Care | 28

YOUR SOURCE FOR BUSINESS NEWS IN SOUTHERN NEW ENGLAND | VOL. 35, NO. 43 | $5

CORONAVIRUS CRISIS

At many colleges, tour deleted from sales pitch

How would you describe the culture of your workplace? The culture

BY MARY MACDONALD | MacDonald@PBN.com

around Yushin America has always been family-oriented. We take care of our employees’ health and well-being at all times.

What modifications have you made to your workplace to support employee wellness? Even

though former Gov. Gina M. Raimondo did not shut our manufacturing facility down, we had employees working remotely from home. We offered rapid COVID-19 testing on-site and made appointments for our employees to get vaccinated during work hours.

Do you have a preference for promoting existing staff or hiring from outside and why?

Yushin America Inc.

USING SMARTPHONES AND livestreaming, colleges and universities in Rhode Island have been able to bypass the COVID-19 pandemic to connect with prospective students, showing them around the campus, introducing them to key faculty members.

But they can’t replicate the smell of waffles in the dining hall or allow students to experience the rustling of autumn leaves on campus.

Virtual strategies have limitations. And across Rhode Island,

FOCUS: EDUCATION

SEE COLLEGES PAGE 26

EMPLOYEES IN R.I.: 80 PRESIDENT

TAKAYA SUGIMURA

Questions answered by: PRESIDENT

TAKAYA

Yushin’s policy is to promote from within the SUGIMURA company. We offer a $500 referral bonus to our staff if they can help us fill a vacant position. After two weeks posting in-house, we advertise the position to the public.

What was a new employee benefit(s) or initiative(s) in the past 12 months? We now provide a loan forgiveness program in which we help em-

ployees pay for their student loan debt along with our tuition reimbursement programs. n

ONE LAST THING

Lars Trodson Virtual sales lure visitors | 38

CLOUDED HORIZON T.F. Green leader says recovery could take years

BY MARY MACDONALD | MacDonald@PBN.com

CONSTANZA

ROSAS STEPPED OUT OF T.F. GREEN Airport in mid-January, exhausted from a series of flights. She carried two suitcases, a bright-pink neck pillow and the trappings of the pandemic-era traveler. In addition to a full-face shield, she wore a surgical face mask over an N95 mask.

Her flight from Charlotte, N.C., was the last leg of a three-stop journey that had started with an eight-hour flight from Santiago, Chile, to Miami.

Tested and found negative for COVID-19 three days prior, she was nervous throughout the journey. “I was afraid of COVID,” she said. “I was like this on the plane because I was scared,” she said, tightly tucking in her arms.

Rosas overcame the fear and had made it to Rhode Island, ready to begin a two-week quarantine and then an au pair job in Barrington. A member of her host family picked her up at the Warwick airport.

SEE AIRPORT

LONG HAUL: A JetBlue Airways flight leaves from the main runway at T.F. Green Airport in Warwick.

JetBlue’s operations resumed last summer after a brief suspension in the spring when the coronavirus hit the U.S. PBN FILE PHOTO/ MICHAEL SALERNO

PAGE 12

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www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 31

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9

✔

2

Sansiveri, Kimball & Co. LLP

Jason DaPonte

Accounting

58

5%

60%

✔

11

3

Rubius Therapeutics Inc.

Pablo J. Cagnoni

Biopharmaceutical manufacturer

72

22%

38%

4

Marasco & Nesselbush LLP

Joseph Marasco and Donna Nesselbush

Law firm

62

1%

73%

5

Custom Computer Specialists Inc.

Gregory Galdi

Information technology services

50

28%

30%

6

Hinckley Allen & Snyder LLP 1

David Rubin

Legal

97

7%

63%

7

DiSanto, Priest & Co.

Emilio N. Colapietro

Accounting

85

2%

60%

8

Swarovski Optik North America Ltd.

Albert Wannenmacher

Manufacturer

100

2%

41%

✔

12

9

CBIZ & Mayer Hoffman McCann PC 2

Scott A. Wragg

Accounting

80

13%

65%

✔

10

Shawmut Design and Construction

Les Hiscoe

Construction

72

0%

26%

✔

11

Province Mortgage Associates Inc.

David Currie

Residential mortgage lender

57

11%

72%

✔

7

12

Pariseault Builders Inc.

Brian Casey

Construction management firm

67

3%

13%

✔

7

13

Landings Real Estate Group

Christopher Bicho

Property management

73

22%

58%

14

Rhode Island Parent Information Network

Samuel Salganik

Nonprofit

106

14%

81%

15

EMC Insurance Cos.

Scott R. Jean

Insurance

51

2%

16

The Providence Mutual Fire Insurance Co.

Michelle Streton

Insurance

81

17

The Town Dock

Ryan Clark

Seafood manufacturer

18

United Way of Rhode Island

Cortney Nicolato

19

Marcum LLP

✔

18

Career-development programs

50%

Support community service initiatives

6%

Workplace fitness programs

Sick days for ill-dependent

67

Stress and wellness programs

Holidays per year

Financial services

Tuition reimbursement offered

Flexible work hours

John E. Leary

Telecommuting options

% of women employees

Edward Jones

Bonus or incentive programs

% of voluntary turnover

1

401(k)/retirement plan

Type of business

Diversity training

Person in charge

2021 rank

Employees donating PTO time to others

Company name

No. of local employees

BEST PLACES TO WORK - MIDSIZE COMPANIES (based on companies with 50-149 regional employees)

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11

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11

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53%

11

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5%

69%

10

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55

11%

45%

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9

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Nonprofit

79

20%

90%

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16

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Thomas E. Lisi

Financial services

58

20%

47%

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7

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Tockwotton on the Waterfront

Kevin McKay

Assisted living

119

24%

86%

✔

✔

✔

✔

✔

✔

✔

21

Hanna Instruments Inc.

Martino Nardo and David Minsk

Manufacturer of analytical instrumentation

97

9%

42%

✔

✔

✔

✔

✔

✔

✔

✔

✔

22

Ocean State Credit Union

David Root

Credit union

61

2%

80%

✔

✔

✔

✔

✔

✔

✔

✔

✔

23

LFI Inc.

Kip Brockmyre III

Manufacturing

62

2%

23%

✔

✔

24

Westerly Community Credit Union

Stephen White

Credit union

71

11%

✔

✔

25

Elite Physical Therapy Inc.

Michael Nula

Health care

116

✔

✔

26

National Marker Co.

Michael Black

Manufacturing

27

Banneker Supply Chain Solutions Inc.

Junior Jabbie

28

Yushin America Inc.

Mayumi Kotani, Takaya Sugimura and Michael Greenhalgh

10 11

20

✔

✔

✔

✔

✔

9

✔

10

✔

✔

✔

8

12

✔

9

✔

✔

✔

✔

✔

✔

79%

11

✔

✔

✔

✔

✔

✔

20%

81%

7

✔

✔

✔

✔

✔

80

15%

39%

10

✔

✔

✔

✔

Supply chain

50

23%

38%

10

✔

✔

Manufacturing

80

2%

15%

11

✔

✔

✔

1 Also known as Hinckley Allen.

2 Also known as CBIZ & MHM Inc.

32 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

✔

SMALL COMPANIES (15-49 EMPLOYEES) BIG BROTHERS BIG SISTERS OF R.I.

HEAPING HELPING: Bags of donated clothing tower over staffers at Big Brothers Big Sisters of Rhode Island.

COURTESY BIG BROTHERS BIG SISTERS OF RHODE ISLAND

Big Brothers Big Sisters staff thrives with family-first approach

BY ELIZABETH GRAHAM

|

Contributing Writer

DURING THE HEIGHT of the COVID-19 pandemic when most Big Brothers Big Sisters of Rhode Island employees were working from home, they were occasionally asked to add another item to their to-do lists.

They were told to take some time, get off the computer and do something for themselves.

The breaks, or “mental health time,” as CEO Katje Afonseca calls them, reflect the working environment that she and other leaders at the nonprofit strive to maintain.

“Create a great work environment and they’ll want to be there. … If you have happy, healthy employees who can focus on their lives, they’re going to come to work and do good work,” Afonseca said. “Not only do we enable our employees to put their families first but when they come to work, we’re a mission-based organization. Those two things combined make [Big Brothers Big Sisters of Rhode Island] a really great place to work.”

Afonseca leaned on that philosophy during the stress and uncertainty created by the pandemic, as the nonprofit sought to meet each employee’s needs.

Extra leave time was created to ensure that employees were not penalized for COVID-19 scares that resulted in quarantine or recovery time.

Virtual meetings now include more faces because nearly all staff members who were laid off at the beginning of the pandemic are back at work.

During the spring of 2020, when Rhode Island locked down as COVID-19 cases rose, 75% of the staff at Big Brothers Big Sisters lost their jobs. The organization is now fully staffed, hav-

1

ing rehired 70% after consolidating several positions.

The fact that each employee who was offered their job back returned, despite the option of receiving unemployment benefits that at the time exceeded some salaries, is a testament to the culture at the nonprofit, Afonseca said.

Dedication to the children served by the organization resulted in at least one bright spot even while it was operating with a skeleton staff.

Once schools closed last year due to the pandemic, mentors reached out to families, asking whether kids were able to log into virtual classes.

As it turned out, 22 children in the program needed devices, and Big Brothers Big Sisters responded by distributing new Chromebooks, donated by Cox Communications, to each child.

“It was such a dark time; that was really a light for them,” Afonseca said. “The kids were just so excited to have this shiny, brand-new device to connect with their friends and do their schoolwork.”

With 31 employees, the nonprofit is not large enough to be required to adhere to the Family and Medical Leave Act, but since Afonseca took the lead as CEO in 2016, her family paid leave policy covers both men and women.

In fact, she was pregnant with her first child when she was promoted from development director to executive director, a position that

‘

Big Brothers Big Sisters of Rhode Island EMPLOYEES IN R.I.: 31 CEO

Katje Afonseca was later renamed CEO, and she had good company.

Ten employees have had babies over the past decade, and two more are expecting now.

Alongside the family-friendly vibe, a set of core values and an operational strategic plan, both initiated by Afonseca, lend a unified sense of purpose to the organization.

“We’re all working toward five priority goals together,” said Afonseca, who is also CEO of The Donation Center, a partner organization that fields donations to support Big Brothers Big Sisters.

Now serving 150 children and their families, the growing organization can provide improved training and workspaces for employees, while considering a move from its current Cranston location to Providence.

Big Brothers Big Sisters employees are also able to benefit, as the group makes a point to promote from within, a practice that’s resulted in Afonseca’s rise from director of development, as well as three other recent promotions into leadership roles. Advancement for four other employees is also on the horizon.

“There’s a level of comfort to know promotions are going to be from within,” Afonseca said. n

‘There’s a level of comfort to know promotions are going to be from within.’

KATJE AFONSECA, Big Brothers Big Sisters of Rhode Island CEO

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 33

SMALL COMPANIES

HIGH-FIVE: Brave River Solutions Inc. employees hold their hands up in a fun gesture at the office.

GIVING SEASON: DarrowEverett LLP in the past year increased its giving to several food banks to help those in need during the COVID-19 pandemic.

COURTESY BRAVE RIVER SOLUTIONS INC.

COURTESY DARROWEVERETT LLP

2

3

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We have

allowed greater flexibility on schedules to help parents with home-schooling children. We offer a health and wellness program that includes online counseling and coaching.

Did your organization offer funding or other assistance to the community during the pandemic? We provided free tech support and market-

ing consultation to small businesses through the R.I. Commerce Corp./Innovation Studio Small Business Hotline. We are proud sponsors of the United Way of Rhode Island and … donated in-kind services as part of the 401Gives event.

Brave River Solutions Inc. EMPLOYEES IN R.I.: 30 PRESIDENT

JIM MCASSEY

Questions answered by: PRESIDENT

JIM MCASSEY

Do you have a preference for promoting existing staff or hiring from outside and why? We always want to support and encourage the career

growth of our existing staff and promote often from within. However, we also recognize the value of hiring someone with experience and success in a different company and the fresh perspective that they bring. n

What three words best describe your staff? Dynamic, dedicated, passionate.

Did your organization offer funding or other assistance to the community during the pandemic? We worked regularly to accommodate

those clients adversely impacted by the pandemic.

The firm also significantly increased its giving to several community food banks over the past year in an effort to help those in need.

How would you describe the culture of your workplace? We are a hard-working and high-

energy team of talented professionals. We all take to heart our clients’ needs and goals, and feel a personal responsibility to deliver upon those needs and goals.

DarrowEverett LLP EMPLOYEES IN R.I.: 30 CHAIRMAN

ZACHARY DARROW

Questions answered by: CHAIRMAN

ZACHARY DARROW

What role do diversity and inclusion play in your hiring and promotion decisions? We embrace and encourage our

employees’ and prospective employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socioeconomic status, and other characteristics that make our employees unique. n

GIFT GIVING: RIKB Design Build team members raise donations for Toys for Tots of Rhode Island during the holiday season.

ON THE LINKS: Compass IT Compliance LLC employees compete in the company’s inaugural golf tournament.

COURTESY RIKB DESIGN BUILD

COURTESY COMPASS IT COMPLIANCE LLC

4

5

What three words best describe your staff? Engaging, talented, smart.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We were a virtual company

before the pandemic, so the transition was fairly seamless. We supported our staff with whatever they needed to work from home effectively and had daily, weekly check-in calls with staff. Anyone whose family or themselves fell ill were sent a COVID-19 care package with pulsometer, vitamins and goodies.

What modifications have you made to your workplace to support employee wellness? This

RIKB Design Build

EMPLOYEES IN R.I.: 32 OWNER AND CEO

TANYA DONAHUE

Questions answered by:

year was challenging since we were under strict OWNER AND CEO mandates, but we encouraged our team to take time TANYA DONAHUE out of the day for self-care, whether it’s a walk, bike ride or just some meditation time. We set up our outdoor patio for social distancing small gatherings/lunch as the mandates became more relaxed and set up patio heaters for comfort.

How do you support community service work by your employees? We

encourage all types of community service and will pay anyone for time during the week for volunteer efforts. This year we supported a home being built for a veteran and our team supplied and installed the cabinetry and countertops. n

Did your organization offer funding or other assistance to the community during the pandemic? To honor the brave

men and women fighting on the front lines of the COVID-19 pandemic, Compass IT Compliance donated 100 lunches to the doctors, nurses and staff of Rhode Island Hospital.

What modifications have you made to your workplace to support employee wellness?

Compass IT Compliance LLC

Standing desks, healthy snacks and drinks, free bottled/spring water, virtual exercise competitions.

EMPLOYEES IN R.I.: 17

Do you have a preference for promoting existing staff or hiring from outside and why? We

WILLIAM DEPALMA AND JERRY HUGHES

make a commitment to our employees on the day we hire them. From that day forward, they are part of the Compass family. We would always love to promote from within if an internal candidate had the skills that were needed.

MANAGING PARTNERS

Questions answered by:

WILLIAM DEPALMA

What was a new employee benefit(s) or initiative(s) in the past 12 months? Being a security company, we de-

cided to provide free Norton Life Lock coverage for all employees, so they can monitor their personal information and be notified if any of it has been used in a nefarious way. n

34 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

SMALL COMPANIES

DELICIOUS DAY: AVTECH Software Inc. employees enjoy a meal during a company outing.

SEEING RED: Barnum Financial Group employees collectively wear red to support heart and cardiovascular health.

COURTESY AVTECH SOFTWARE INC.

COURTESY BARNUM FINANCIAL GROUP

6

What three words best describe your staff? Dedicated, friendly, innovative.

How would you describe the culture of your workplace? AVTECH has always promoted

open communication and has fostered a culture of collaboration between departments and staff.

AVTECH Software Inc.

How do you support community service work by your employees? Team members are encour-

aged to work with groups and causes that are important to them, and AVTECH often helps sponsor events and organizations that our employees volunteer with.

Do you have a preference for promoting existing staff or hiring from outside and why? We

strongly prefer to promote from within because those employees understand the company’s mission and culture, and have also proven that they are knowledgeable, dependable and committed to our mission.

EMPLOYEES IN R.I.: 32 FOUNDER AND CEO

MICHAEL SIGOURNEY

Questions answered by: MARKETING AND CHANNEL COMMUNICATIONS MANAGER

RUSSELL BENOIT

What was a new employee benefit(s) or initiative(s) in the past 12 months? We are now offering employees the option of hybrid or remote work

schedules with the approval of their department heads. n

7

What three words best describe your staff? Engaged, committed, caring.

Did your organization offer funding or other assistance to the community during the pandemic? Barnum’s Foundation for Life ran

a COVID Relief fundraiser and donated a total of $40,000 to benefit front-line health care workers at four hospitals located in Rhode Island, Connecticut and New York.

How would you describe the culture of your workplace? Barnum has a culture of caring: for

Barnum Financial Group

EMPLOYEES IN R.I.: 41 FOUNDER AND CEO

PAUL BLANCO

Questions answered by: each other, for our clients, and for the communities VICE PRESIDENT that we serve. Barnum has a culture of collaboration: JOSEPH KOTULA valuing the unique knowledge, skills and approach each employee brings to their role and believing that bringing employees together to focus on a common purpose yields great results for our clients and our organization.

What modifications have you made to your workplace to support employee wellness? We have implemented quarterly Wellness Weeks to

promote and encourage use of all available resources, as well as provide opportunities for our associates to meditate, join a fun workout or yoga session together, and learn from different financial education presentations. n

NICE AND TIDY: Rhode Island Foundation employees and their families perform a community cleanup.

CHRISTMAS SPIRIT: New England Construction employees gather for a holiday party.

COURTESY RHODE ISLAND FOUNDATION

COURTESY NEW ENGLAND CONSTRUCTION

8

What three words best describe your staff? Dedicated, passionate, mission-driven.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We are very fortunate that

much of our day-to-day operation lends itself to telework, and we’ve been able to provide employees with supplemental internet access and … new desktop or laptop computers and phones and other office equipment to facilitate work from home. We’ve also adapted paid-leave policies as needed.

How would you describe the culture of your workplace? Our culture is service-oriented,

mission-driven and performance-focused. As Rhode Island’s community foundation, we understand the responsibility we have to provide leadership and meet the needs of all Rhode Islanders.

9

What three words best describe your staff? Collaborative, driven, family.

What modifications have you made to your workplace to support employee wellness?

Rhode Island Foundation

EMPLOYEES IN R.I.: 47 CEO AND PRESIDENT

NEIL D. STEINBERG

Questions answered by: CEO AND PRESIDENT

NEIL D. STEINBERG

What role do diversity and inclusion play in your hiring and promotion decisions? Diversity and inclusion are crucial factors in our hiring and

promotion decisions. The goal is for our team to reflect every community we serve, with an eye toward building trusting relationships across the diverse cross-section of people, institutions, organizations and sectors that we interact with while celebrating the cultural diversity of the state. n

We have unlimited paid time off and encourage employees to use it. At the start of the pandemic, we added a Peloton to our corporate fitness center. This allowed employees to set up accounts where they can access the content anywhere.

What role do diversity and inclusion play in your hiring and promotion decisions? We are

steadfast in our commitment to create a more diverse and inclusive workspace. Our anti-racism, diversity, equity and inclusion strategy is focused on four pillars: talent, education, culture, service. In an industry with only 10% women, the NEC team is made up of 30% women.

New England Construction EMPLOYEES IN R.I.: 44 CEO AND PRESIDENT

MATT SLUTER

Questions answered by: CEO AND PRESIDENT

MATT SLUTER

What was a new employee benefit(s) or initiative(s) in the past 12 months? In 2020, we piloted an unlimited PTO policy. We officially adopted this policy for 2021. Flexible work arrangements have been fully implemented across the organization and we will continue our commitment to flexibility when it comes to work-life integration. n

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 35

SMALL COMPANIES

WORKING TOGETHER: Employees at Secure Future Tech Solutions collaborate with one another inside the company’s conference room.

START YOUR ENGINES: Technology Advisory Group employees sit in their go-karts at the starting line at R1 Indoor Karting Inc. in Lincoln.

COURTESY SECURE FUTURE TECH SOLUTIONS

COURTESY TECHNOLOGY ADVISORY GROUP

10

11

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

What three words best describe your staff? Dedicated, collaborative, supportive.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We provide our staff the

We offered a flexible work schedule and paid time off for employees dealing with COVID19-related issues.

Did your organization offer funding or other assistance to the community during the pandemic? We are proud of the work we did. We worked

with R.I. Commerce Corp. to provide free technical support services to small businesses. We also delivered webinars through the Tech Collective on a variety of work-from-home topics.

How would you describe the culture of your workplace? We have a culture and mindset of col-

Secure Future Tech Solutions EMPLOYEES IN R.I.: 21 PRESIDENT

ERIC M. SHORR

Questions answered by: VICE PRESIDENT

LISA SHORR

laboration. We are always willing to help each other and work together to meet our clients’ needs.

Do you have a preference for promoting existing staff or hiring from outside and why? We believe in rewarding growth and dedication by pro-

moting from within first. However, I also recognize when my team needs more help and that’s when we search for candidates externally. n

GETTING SOME SUN: CompuClaim Inc. employees relax together and enjoy the sunshine.

COURTESY COMPUCLAIM INC.

12

How would you describe the culture of your workplace? We are a team of engaging, motivated

and energized employees who work hard and play hard. Our commitment to client satisfaction and the welfare of our employees are key.

What role do diversity and inclusion play in your hiring and promotion decisions? We have

recruited a diverse workforce, which includes a range of ages, ethnicities, religions and worldviews.

Identifying and hiring skilled people with such diverse backgrounds and characteristics is an achievement that we reflect on with pride.

Did your organization offer funding or other assistance to the community during the pandemic? During 2020, TAG volunteered to staff the

Venture Cafe (free tech support to companies in need) and hosted Q&A sessions with the local chamber to offer support to companies that were looking for help adapting to working remotely.

Technology Advisory Group

EMPLOYEES IN R.I.: 22 PRESIDENT

GARY HARLAM

Questions answered by: PRESIDENT

GARY HARLAM

What modifications have you made to your workplace to support employee wellness? To keep everyone safe, we have maintained our work-from-home policy and limit the amount of client exposure whenever possible.

How do you support community service work by your employees? We offer our employees up to two days per year to volunteer in the community. n

GROWTH-DRIVEN: MAS Medical Staffing employees work together to promote both personal and professional growth by offering different workshops and training.

COURTESY MAS MEDICAL STAFFING

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Flexible

work schedules to allow employees to care for their children and families. COVID-19 bonus to help with expenses while working from home.

flexibility to work from home whenever possible, flex time when family needs arise and time off to get their vaccines.

CompuClaim Inc. EMPLOYEES IN R.I.: 25 PRESIDENT AND CHIEF OPERATING OFFICER

MICHELLE POPE

Questions answered by: DIRECTOR OF FINANCE AND HUMAN RESOURCES

NORMA SABINS

Do you have a preference for promoting existing staff or hiring from outside and why? All roles are posted internally first to allow for growth

potentials in existing staff. We provide learning and training opportunities to position our staff for growth with the philosophy of then bringing in lowerlevel talent to backfill for them. n

13

How would you describe the culture of your workplace? Inviting

and growth-driven. We really work to promote both personal and professional growth by offering different workshops and training. We have fun at work and are always connected, whether in the office or remote through virtual events and video calls. We also are known to do some virtual lip-sync competitions.

What modifications have you made to your workplace to support employee wellness? We

have been working on changing some of the empty and unused office areas to wellness areas. We are currently adding a punching bag and yoga/meditation space to our office to promote stress relief.

Do you have a preference for promoting existing staff or hiring from outside and why? We

MAS Medical Staffing EMPLOYEES IN R.I.: 16 CEO AND PRESIDENT

KENNETH JOHNSON

Questions answered by: SOUTHERN NEW ENGLAND CHIEF OPERATING OFFICER

DAWN PORRECA

promote the growth of our internal employees and love to see them move up the career ladder. They know us best, and if they are driven to grow, we will provide the resources to get them there. We also do hire outside. It is nice to get a fresh perspective and new faces here in our offices. n

36 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

SMALL COMPANIES

SCREEN TIME: Envision Technology Advisors LLC employees take in a movie at Rustic Drive-In in North Smithfield.

ENJOYING NEWPORT: The Brokers’ Service Marketing Group II LLC team gathers at its annual corporate meeting In Newport.

COURTESY ENVISION TECHNOLOGY ADVISORS LLC

COURTESY BROKERS’ SERVICE MARKETING GROUP II LLC

14

549c

15

550C

What three words best describe your staff? Innovative, creative,

human-centric.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? Prior to the pandemic,

we invested in telemedicine services, including physical and mental wellness, for not only our employees but for their extended families as well … at no cost to themselves.

How would you describe the culture of your workplace? Envision has always been known as

a “fun” place to be, with companywide Halloween costume contests, Nerf-gun challenge game days, slushie machines, and more. Beyond the fun and games, however, the culture of Envision is also one of support, both for our people and our clients.

Envision Technology Adviso rs, LLC

Envision Technology Advisors LLC

cal charities, Day One and Amos House.

How would you describe the culture of your workplace? We care deeply about our mission of

EMPLOYEES IN R.I.: 45

protecting families and businesses. We believe in creating exceptional experiences for our brokers and their clients. We want to be innovative, kind, the best at what we do and have fun while doing it.

CEO

TODD S. KNAPP

Questions answered by: DIRECTOR OF MARKETING

What modifications have you made to your workplace to support employee wellness? We

JEREMY GIRARD

from the National Institutes of Health Rapid Acceleration of Diagnostics – Underserved Populations program, our team worked with Brown University and Progreso Latino to support the hiring of community health workers for supporting COVID19-related needs in Hispanic/Latino communities.

What modifications have you made to your workplace to support employee wellness? We promote flexible working hours to accommodate family schedules, and during the summer months we modify our work week to wrap up by noon on Fridays to transition from the work week to the weekend.

CEO

JASON LEA

Questions answered by: CEO

JASON LEA

within to move up as our business grows and our needs evolve. Hiring from outside has more recently been focused on sales and sales support roles. n

BONDING TIME: Employees from Connectivity Point Design & Installation LLC spend time with a giraffe while working at Roger Williams Park Zoo in Providence.

COURTESY CONNECTIVITY POINT DESIGN & INSTALLATION LLC

R

Rhode Island Quality Institute EMPLOYEES IN R.I.: 32 CEO AND PRESIDENT

NEIL SARKAR

Questions answered by: CEO AND PRESIDENT

NEIL SARKAR

What was a new employee benefit(s) or initiative(s) in the past 12 months? We launched a new Engagement,

EMPLOYEES IN R.I.: 40

Do you have a preference for promoting existing staff or hiring from outside and why? We do both – there’s a lot of value in finding people from

COURTESY RHODE ISLAND QUALITY INSTITUTE

Rhode Island Quality Institute

Brokers’ Service Marketing Group II LLC

have fun virtual events, lots of communications, employee COVID-19 care packages, and always try to be supportive of everyone’s unique needs.

COMMUNITY SUPPORT: Rhode Island Quality Institute team members worked with Brown University and Progreso Latino to support the hiring of community health workers for supporting COVID-19-related needs in the Hispanic/Latino communities in the state.

16

excellent.

Did your organization offer funding or other assistance to the community during the pandemic? Yes, we financially support two lo-

How do you support community service work by your employees? Envision has had an employee-led “Charity Committee” for the past four years.

The company allows this team, and any employee who would like to join or contribute, to dictate where we spend our charitable time and resources. n

Did your organization offer funding or other assistance to the community during the pandemic? With funding

What three words best describe your staff? Hardworking, adaptable,

Performance, and Development Program that includes monthly check-ins with each employee on specific topics, including our climate, the employee’s strengths and talents … and innovation and continuous improvement. This new program fosters and opens up lines of communication with leadership and staff much more frequently and captures real-time data and experiences. n

17

What three words best describe your staff? Dedicated, knowledgeable,

rock stars.

What support programs has your company offered employees to help cope with the COVID-19 pandemic? We offer flexible

scheduling and paid time off, as well as a bonus for COVID-19 vaccination.

How would you describe the culture of your workplace? The culture at Connectivity Point

Design & Installation is both flexible and familyoriented.

What modifications have you made to your workplace to support employee wellness? We offer remote working over workplace working.

Do you have a preference for promoting existing staff or hiring from outside and why? We

Connectivity Point Design & Installation LLC EMPLOYEES IN R.I.: 27

OWNER AND PRESIDENT

DOUG WATT

Questions answered by: OWNER AND PRESIDENT

DOUG WATT

prefer to promote from within and always give our employees first notification of open positions. n

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 37

SMALL COMPANIES

HAVING A BALL: The College Crusade of Rhode Island staff members face off in a volleyball game during Staff Appreciation Day at Mulligan’s Island in Cranston.

HEARTS OF GOLD: Employees with Carey, Richmond & Viking Insurance hold up paper hearts in support of fighting cardiovascular disease.

COURTESY THE COLLEGE CRUSADE OF RHODE ISLAND

COURTESY CAREY, RICHMOND & VIKING INSURANCE

18

19

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

We have invested significantly in employee assistance programming and hosted a variety of virtual events that provide staff with the opportunity to talk about our collective goals for social justice and racial equity.

Did your organization offer funding or other assistance to the community during the pandemic? The College Crusade provided $75,000 of

emergency grants to college students in our program to help them with a variety of expenses so they could stay enrolled in college – rent, food, technology, etc.

How would you describe the culture of your workplace? The College Crusade is a dynamic

workplace that thrives on new ideas, taking risks and valuing innovation in pursuit of our mission to prepare and inspire young people to become the first in their families to attend and complete college. n

What three words best describe your staff? Caring, conscientious,

dedicated.

What role do diversity and inclusion play in your hiring and promotion decisions? We recognize that diversity is good for

The College Crusade of Rhode Island EMPLOYEES IN R.I.: 45

business and a critical driver of growth. We hire and promote the most qualified person for the job, consistent with our business objectives.

How do you support community service work by your employees? Full-time employees have paid

CEO AND PRESIDENT

community service time off to work voluntarily on projects that benefit the community. Our Charitable Giving Committee actively seeks out causes to support financially and with volunteerism.

Questions answered by: CEO AND PRESIDENT

Do you have a preference for promoting existing staff or hiring from outside and why? We

ANDREW BRAMSON

ANDREW BRAMSON

Carey, Richmond & Viking Insurance

EMPLOYEES IN R.I.: 48 PRESIDENT

V. DAVID ANDRADE

Questions answered by: PRESIDENT

V. DAVID ANDRADE

are excited to recognize the loyalty and efforts of our existing staff but recognize that there are benefits to hiring from the outside, such as exposure to new approaches, new ideas and a fresh perspective. n

GIVING THANKS: Davitt Inc. employees deliver turkeys and gift bags to all company employees in 2020.

EARNING THEIR STRIPES: Employees at Vertikal6 participate in a recent Stripe Shirt Day at the office.

COURTESY DAVITT INC.

COURTESY VERTIKAL6

20

21

What support programs has your company offered employees to help cope with the COVID-19 pandemic?

In addition to providing increased workplace flexibility and job-site safety protocols during the pandemic, Davitt became registered as a state laboratory to offer our staff in-office COVID-19 testing.

Did your organization offer funding or other assistance to the community during the pandemic? Davitt partnered with South County Hospital’s sanitation crew to provide disinfecting and fogging services to the SCH Cancer Center free of charge and then jointly marketed this effort throughout the hospital.

What three words best describe your staff? Intelligent, driven, caring.

Did your organization offer funding or other assistance to the community during the pandemic? Yes. Our team provided free techni-

Davitt Inc.

EMPLOYEES IN R.I.: 31 PRESIDENT

MATT DAVITT

Questions answered by: VICE PRESIDENT AND GENERAL MANAGER

DAVID WHITNEY

How would you describe the culture of your workplace? Davitt’s culture is built on teamwork and camaraderie. Each employee offers a unique skill set, working together with an underlying foundation of trust toward a common goal of designing and building beautiful homes.

Do you have a preference for promoting existing staff or hiring from outside and why? At Davitt we have a preference for promoting existing

staff, as they understand the culture and spirit of teamwork within the organization. n

cal support via video or phone in an effort to help small businesses across Rhode Island become more capable of conducting work remotely.

How do you support community service work by your employees? The team volunteers exten-

sively for various nonprofits, donated computers to Goodwill Industries International Inc. and Clinica Esperanza/Hope Clinic – a free, volunteer-run clinic for the uninsured. In addition, our team is involved with the Junior Achievement of Rhode Island … educating students about workforce readiness, entrepreneurship and financial literacy.

Vertikal6

EMPLOYEES IN R.I.: 48 CEO

RICK NORBERG

Questions answered by: CEO

RICK NORBERG

Do you have a preference for promoting existing staff or hiring from outside and why? Our promote-from-within philosophy has had a great

impact on retention and is definitely our preference. In fact, through our apprentice program, new team members start with Vertikal6 and receive just the right combination of education and on-the-job experience from the ground up but also get a feel for our company culture. n

38 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

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12

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2

Brave River Solutions Inc.

Jim McAssey

Technology

30

0%

40%

3

DarrowEverett LLP

Zachary Darrow and Joshua Berlinsky

Law firm

30

10%

50%

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11

✔

4

RIKB Design Build

Michael Donahue and Tanya Donahue

Construction, design and remodeling

32

0%

56%

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9

✔

5

Compass IT Compliance LLC

Jerry Hughes and William DePalma

Information technology services

17

0%

24%

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11

6

AVTECH Software Inc.

Michael Sigourney and Richard Grundy

Manufacturer

35

0%

38%

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8

7

Barnum Financial Group

Paul Blanco

Financial services

41

10%

20%

11

8

Rhode Island Foundation

Neil D. Steinberg

Nonprofit funder

47

11%

66%

12

9

New England Construction

David Sluter and Matt Sluter

Construction

44

6%

25%

Secure Future Tech Solutions

Eric M. Shorr and Lisa A. Shorr

Information technology services

21

0%

33%

13

Technology Advisory Group

Gary Harlam

Technology services

22

15%

14%

10

12

CompuClaim Inc.

Peter Carson

Technology

25

0%

72%

13

MAS Medical Staffing

Kenneth Johnson

Staffing

16

0%

81%

14

Envision Technology Advisors LLC

Todd Knapp

Business and information technology consulting

45

1%

18%

15

Brokers' Service Marketing Group II LLC

Jason Lea

Insurance

40

7%

16

Rhode Island Quality Institute

Indra Neil Sarkar

Nonprofit

32

17

Connectivity Point Design & Installation LLC

Doug Watt

Telecommunications

18

The College Crusade of Rhode Island

Todd Flaherty

19

Carey, Richmond & Viking Insurance

10 11

20 21

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9

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11

11

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8

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10

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50%

10

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11%

66%

13

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27

0%

7%

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11

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Nonprofit

45

29%

64%

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12

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V. David Andrade

Insurance

48

4%

75%

12

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Davitt Inc. 1

Matt Davitt

Construction

31

3%

16%

8

Vertikal6

Rick Norberg

Information technology services

48

4%

13%

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11

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Career-development programs

65%

Support community service initiatives

14%

Workplace fitness facilities

Sick days for ill-dependent

31

Stress and wellness programs

Holidays per year

Nonprofit

Tuition reimbursement offered

Flexible work hours

Katje Afonseca

Telecommuting options

% of women employees

Big Brothers Big Sisters of Rhode Island

Bonus or incentive programs

% of voluntary turnover

1

401(k)/retirement plan

Type of business

Diversity training

Person in charge

2021 rank

Employees donating PTO time to others

Company name

No. of local employees

BEST PLACES TO WORK - SMALL COMPANIES (based on companies with 15-49 regional employees)

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1 Also known as Davitt Design Build

www.pbn.com | BEST PLACES TO WORK AWARDS 2021 n PROVIDENCE BUSINESS NEWS | JUNE 2021

| 39

CONGRATULATIONS! TO ALL THE HONOREES OF THE

2021 BEST PLACES TO WORK BEQUEST MANAGEMENT | VETERANS LAW | ERISA & INSURANCE LITIGATION | PERSONAL INJURY

cck-law.com 40 | JUNE 2021 | PROVIDENCE BUSINESS NEWS n BEST PLACES TO WORK AWARDS 2021 | www.pbn.com

401-331-6300