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Estate Planning Sections

Informed Decisions Are Critical When Claiming Benefits

By HYMAN G. DARLING, Esq.

Hyman G. Darling

Hyman G. Darling

Years ago, it was standard practice to claim Social Security benefits at age 65. Most people retired about that age, and Social Security was available to help with retirement, based on the amounts paid in over the course of an individual’s working life.

Now, it is a major financial decision as to when to claim your benefits, when to collect your benefits, and how to maximize income for both the claimant and the claimant’s spouse.

Initially, it should be noted that Social Security is essentially a pension to be received based on the amount of money and years worked by an individual. A person receives a monthly benefit for life and, usually, a survivor benefit for a spouse and sometimes for children who are either disabled or under the age of 18. Naturally, the longer a person lives, the longer payments will continue.

It is estimated that, if a person lives 10 years after initiating receipt of their Social Security benefits, they will get their money back. Those who live 20 years receive their money back plus interest. After 20 years, a person not only receives their payments into the system plus interest, but also receives money derived from others who have paid into the system.

Age 62 is the earliest the benefit may be started. For those born before 1954, full retirement age is 66. In order to determine the full retirement age for those born after 1954, add two months to age 66 for each year through 1959. For those born in 1960 or after, the full retirement age is 67.

For single people making this decision, some factors to contemplate include health, tax situation, and intentions for continuing work or to retire. In view of these factors, one may estimate what a monthly payment might be, and can make a more informed decision as to whether to take the benefit early or at full retirement age.

For the vast majority of Americans, once income begins, the amount is locked in and will not change, with the exception of cost-of-living increases. It is also important to consider that, if benefits are claimed earlier versus later, then the base amount is lower, and subsequent cost-of-living increases are based on that lower figure. Over the course of many years, this could make a significant difference. In 2014, the cost-of-living increase was 1.7%, and this year the increase is 1.5%.

To calculate early benefits, subtract approximately 8% (from what the full retirement-age benefit would have been) per year for each year prior to full retirement age. While it will take many years to make up the difference, it is important to consider what the overall benefit will be over the course of 10 to 20 years, and whether a person needs to rely upon Social Security as a main source of retirement income.

Naturally, health and financial status make a significant difference. For those in poor health, it may be better to claim the income early, so that benefits will be received for the longest possible period, albeit at a lower amount than if the income was delayed. Similarly, if a person really needs the money sooner, they should possibly claim it sooner, although they will take a discount on the amount. This penalty does last forever. In most cases, there are no benefits prior to age 62.

If a person is fortunate enough to have other sources of income, such as IRA benefits, a pension, or possibly other unearned income, the Social Security benefit may not be needed immediately. If in good health, delaying the income claim can ensure a significantly higher monthly benefit.

For those still working who also claim Social Security benefits prior to full retirement age, income is subject to the ‘earnings test.’ This formula reduces a person’s Social Security benefits by $1 for every $2 of earnings in excess of $15,720 (the amount for 2015). Once full retirement age is attained, then the benefit is recalculated to omit the months in which benefits were withheld.

The decision about when to start income becomes even more complex for married people. When a person claims income on their own record, this has an effect on the spouse. The spouse must be at least 62 in order to claim benefits. In most cases, if the older spouse decides to claim benefits at a later age, such as 70, then upon the death of the older spouse, the most the younger spouse can receive is 50% of this amount.

Of course, the younger spouse is also subject to his or her earnings test and the same penalties as the older spouse who is claiming the primary benefit. The numbers must be reviewed to determine what an older spouse’s earnings record is, with a decision as to when to claim his or her benefits, whether early or at full retirement age. The younger spouse, however, is not permitted to claim the spousal benefit and delay his or her own benefits.

One of the popular options is known as the ‘file-and-suspend’ method. In this situation, when the higher-earning spouse requests benefits at full retirement age, they can then request that the benefits be suspended. This means that the lower-earning spouse is able to claim benefits while the higher-earning spouse delays their benefit until age 70. This cannot be done until the higher-earning spouse reaches full retirement age.

In this situation, if the higher-earning spouse predeceases the lower-earning spouse, then the lower-earning spouse does inherit the age 70 claiming decision, thus providing a significantly larger benefit for the living spouse. Of course, age differences, health issues, and necessary income are all issues which should be reviewed before making these decisions.

Another strategy is to ‘gamble’ the decision. It would be nice to have the proverbial crystal ball and be able to know when each spouse will die because that would allow the optimum decision to be made in advance. Without knowing what will occur, however, an option would be to wait until both spouses reach 70 to claim their highest possible benefits. This will allow both to receive a larger amount, but the spouse with the lower earnings (likely the younger spouse) may take their amount earlier, thus allowing the higher-earning spouse to delay and postpone benefits until age 70. Again, this is a gamble, but it allows both spouses to maximize the amount so long as they live a longer period of time.

Another choice is to claim some income now, and claim more later. This is what is known as a ‘restricted claim,’ which means that a person who is claiming the spouse’s benefits postpones their own benefits until age 70. In order to take advantage of this option, one spouse must have filed for benefits, or filed and suspended.

In this situation, for instance, if a husband’s benefit at full retirement age is greater than his wife’s, and he is at least one month older than his wife, at age 66 the wife could file for benefits. Because she files and the husband has already attained full retirement age, he can also claim a portion of his wife’s benefit until he turns 70. At age 70, his check is increased to what his benefit would have been, plus an increase for waiting. It also provides him with a larger base for cost-of-living adjustments (the annual increase as determined by the Social Security Administration).

Some significant appeal in this case lies in the fact that, if the husband dies first, the wife inherits his age-70 claiming decision. In this situation, both spouses must have reached full retirement age to utilize this option, and it may be they cannot afford, or don’t want to, wait until both have reached the age of 66.

Divorce is another issue that can complicate Social Security calculations. If the marriage was longer than 10 years, the divorce occurred more than two years prior, and the spouses remain unmarried, then the lower-earning person is entitled to claim the benefits of the ex-spouse. If a person had multiple marriages in the past 10 years, then both ex-spouses may claim benefits without adversely affecting the benefits of the other.

When claiming in this situation, it is important that Social Security numbers for all individuals, including all former spouses, are utilized, so that the Social Security Administration can determine which person to claim as the highest wage earner. One should also bring a marriage certificate and divorce decree to the Social Security office when claiming for benefits of an ex-spouse.

An ironic provision in the law also provides that, if both ex-spouses never remarried, they can each claim spousal benefits while delaying their own benefits until age 70. Married spouses cannot do this, but unmarried former spouses have this opportunity. For instance, if a divorced couple determine that the husband’s benefit at age 62 would have been a lower amount, then his ex-spouse would receive only 82.5% of his benefit, whereas if he had waited until 70, his ex-spouse’s benefit would be approximately 132% of his original benefit. With multiple marriages, the decisions become more difficult, but provide additional opportunities to receive greater benefits.

Of course, when one spouse dies, a surviving spouse should check with Social Security to determine whether there are any benefits available for the survivor. It is sometimes possible to claim benefits sooner rather than later, as well as provide for minor or disabled children.

There are many planning opportunities for a person to claim the maximum benefits over life. All strategies and decisions should be considered prior to retirement, and if a person is considering electing to start benefits, they should check with the Social Security Administration several months before retirement age to determine options, so that they will have sufficient time to make intelligent decisions.

Each situation must be reviewed independently, and while the Social Security Administration does have a website that provides information and calculations (www.ssa.gov), it may be helpful in some cases to meet with a Social Security representative to ensure understanding of all options. There are private companies that provide independent evaluations (for a fee, of course), but the cost of such an advisor may be recouped in a short period of time if the advisor secures a greater financial benefit.

Between Medicare costs, prescription drugs, and housing expenses, a person’s Social Security may be their largest source of income. As stated earlier, life is a gamble. Even so, it is important to make intelligent decisions rather than merely accepting the amount that initially seems to be higher. Many benefit plans are irrevocable, so informed choices are critical when claiming Social Security benefits.


Attorney Hyman G. Darling is chair of the Estate Planning and Elder Law departments at Bacon Wilson, P.C. His areas of expertise include all areas of estate planning, probate, and elder law. He is a frequent lecturer on various estate-planning and elder-law topics; (413) 781-0560; [email protected]

Estate Planning Sections

Put Time and Thought into Answering This Critical Question

Dawn Badorini

Dawn Badorini


Dealing with end-of-life issues can be overwhelming. One of the most important decisions you will make is deciding who should be your executor.

An executor is someone named in your will who will be responsible for handling all the paperwork after your death and the distribution of your assets. This can include collecting assets of the estate, protecting and maintaining estate property, paying bills, paying taxes, making court appearances, and, if necessary, liquidating assets to have enough cash to pay creditors, taxes and/or beneficiaries. An executor is responsible for distributing assets that don’t have a stated beneficiary, are not in joint name, or titled in the name of a revocable trust. If an executor is not named in your will, the court will appoint one. 

You can choose an unpaid or paid executor. You may also choose to have co-executors. The key qualities an executor needs are honesty, organization, communication, and financial responsibility; the distribution of the estate can become a mess if handled by someone who lacks these qualities. 

The law sometimes restricts the powers of an executor, and for this reason, it’s often a good idea to specify in your will that your executor will have certain powers beyond those normally granted by state law. This may be especially important if you choose a family member or friend as your executor.

Powers that you grant in your will may include the right to hire professional help (attorneys or a CPA, for example); power to continue running your business; power to mortgage, lease, buy, and sell real estate; power to borrow money; and power to take advantage of tax savings.

The most common unpaid executors are spouses, siblings, and children. Think carefully before choosing your husband, wife, or partner as an executor; they may be too overwhelmed by grief to deal with everything. A grown child who lives nearby could serve as co-executor to help the surviving spouse.

It is also important to consider the executor’s location. Things such as court appearances and checking property can be more difficult if the executor does not live near where the majority of the assets are located. You should also take into account the person’s age, health and likelihood of being willing and able to administer your estate. 

Family dynamics are extremely important when choosing your executor. Who you choose can lead to family squabbles and contesting of the will. Whether intended or not, people sometimes read into your decisions and assume you are making judgments regarding their worthiness or based on favoritism. Instead of focusing on being fair to your children, aim to prevent family conflict. Family fights will cause more friction in the family, deplete the estate’s assets, and take a lot of time. If you have several beneficiaries who don’t get along, you may want to appoint an outside executor who is independent and has no potential conflict of interest.

For larger estates, it is often advisable to use an independent executor. A complicated estate may require an institutional executor, such as a bank trust department that can call on the advice of lawyers, tax experts, accountants, investment counselors, and business administrators. You may also consider choosing an attorney if you believe the estate will require considerable legal work.

Although heirs may not appreciate paying fees to an executor, in certain cases it is best to leave the fiduciary responsibility to an institution. This shifts stress and liability away from a family member. A corporate trustee may also be a smart choice for blended families. With a second marriage, it may be preferred to have a neutral executor.

Another option is to appoint co-executors. You could choose a personal friend or family member and someone with more expertise, such as a trusted business partner. Oftentimes, people appoint all of their children as co-executors. Assuming the children all have a good relationship, this may prevent some family dissension.

For smaller estates and where there is little possibility of a contest, the fees that lawyers and other paid executors charge make it too expensive to hire outside executors, so many people choose a friend or family member who will waive or refuse the executor’s fee. This person will be interested in making sure the process goes as quickly and smoothly as possible.

Massachusetts law provides only that the executor be reimbursed for reasonable out-of-pocket expenses and be compensated for their services as the court allows. In Massachusetts, there is no set amount or percentage of the estate’s assets for executor compensation. Ideally, the decedent’s will states exactly how much compensation the executor will receive. If it doesn’t and the beneficiaries and executor cannot agree, then the probate judge must decide what is reasonable.

It is important that you discuss being the executor with the person you wish to name in your will. Once you have made your choice, go over your will with that person and let him or her know where you keep all your important financial documents. Also, be aware that whomever you named as your executor may decline the responsibility when it is time. For this reason, it is important to name successor executors in your will, allow your executor to name a successor, or designate a corporate executor. 

It is a good idea to review your will and your choice of executor every few years and after major life changes. What seems like a good choice today may become an unwise choice tomorrow.


Dawn Badorini, CPA is a manager for the Holyoke-based public accounting firm Meyers Brothers Kalicka, P.C.; (413) 322-3477; [email protected]

Employment Sections

Not Feeling Well

SickLeaveDPart

When Massachusetts voters approved a law mandating paid sick leave for a vast swath of workers, many employers worried about the expenses and legal issues the new law would raise. While the final version of the law, which went into effect on July 1, smoothed over some of those concerns, anxieties remain, over issues ranging from higher operating costs to strained employee relations to the potential for abuse.

As new laws go, this one is causing employers to feel … well, a little sick.

“I would say many are confused and anxious,” said Mark Adams, director of HR Services for the Employers Assoc. of the NorthEast (EANE), when asked about member reaction to Massachusetts’ earned-sick-leave law, which took effect on July 1.

“They’re frustrated as well, in the sense that many of our members who have been doing the right thing, that already have paid sick-leave benefits, have had to unwind many aspects of that to come into compliance with some of the finer points of the law. There are some components built in that have given employers pause.”

At its heart, the law requires businesses with 11 or more employees to offer 40 hours of paid sick time per year. Companies with fewer than 11 employees must still provide 40 hours of sick leave, but it can be unpaid.

“We’ve done a number of briefings to educate companies, and for a lot of them, especially for companies that operate in multiple states, this has been particularly challenging,” Adams said, noting that many businesses with existing sick-leave policies must revamp their payroll systems and handbooks — mid-year, no less — to comply with the new law.

“They’ve provided this benefit all along, with favorable feedback from employees, and it costs time and effort to retool to meet the requirements,” he went on. “Then, you look at things being put forward on the federal level that would apply to federal contractors, a potential executive order that might require federal contractors to pay sick leave. If that ever comes to fruition, it would make it even more complicated to try to comply with both federal and state law, and you’re creating this ever-evolving patchwork of regulations on a benefit that, for many companies, they apply across the board. It makes it harder for many businesses that have been trying to do the right thing all along.”

Attorney Susan Fentin, a partner with the Springfield-based employment-law firm Skoler, Abbott & Presser, P.C., agreed with that assessment.

Susan Fentin

Susan Fentin says employers worry about the potential of employees abusing the new law, especially because workers are protected from employer retaliation for asserting their right to paid sick time.

“Most of our clients offer some form of paid leave,” she told BusinessWest. “The problem with the sick-leave law is, it expands the types of issues that somebody can take leave for; you’re not only allowed to take leave because of your own illness, but because of the illness of a parent, spouse, or parent in law. You can also take leave for medical or dental appointments, and to travel to and from these appointments. That’s obviously a need for many employees, but it’s generally not permissible under most employee sick-leave policies.

“So it’s an added burden,” she went on. “Perhaps a justifiable one, given the demands of society; individuals do have family members who are ill and need medical attention. But it’s nonetheless a burden on the employer.”

Attorney Olga Serafimova, an associate with Royal LLP, said the Northampton-based employment-law firm was peppered with questions leading up to July 1, as many clients were scrambling to adjust their policies, but it has been “dead silence” since, as though employers are holding their breaths and hoping they’ve instituted the changes correctly.

“Really it was smaller businesses that didn’t have leave policies previously that were affected the most,” she said. “A lot of those businesses fluctuate between 10 and 11 employees or around that number. For them, it’s an added expense.”

The attorney general’s office, she noted, did address many employer concerns in its final regulations, tightening up rules concerning sick-time accrual, employee justification for time off, and other details. “Of course, many businesses still feel it’s way too broad, way too generous, and a financial burden. And for smaller employees, this will have more of an impact.”

Potential for Abuse

That issue of justification for time off — in other words, the doctor’s note — is one element of the law that has employers on edge, because of its potential to breed abuse. The draft regulations stated that employees are not required to produce proof of illness until the time off exceeds 24 hours.

“For a part-time employee, that could mean more than a week, depending on how long the shifts are,” Serafimova said. “In the final regulations, it was changed to 24 consecutive hours or three consecutive days, even for part-timers. That was something the attorney general’s office picked up on and adjusted.”

The three-day rule, however, promises to be irksome to many employers, Fentin said.

“Previously, if an employee had an unplanned absence, the employer might have said, ‘I need a doctor’s note for that.’ Now the employee isn’t required to get a doctor’s note until, at minimum, a three-day absence.

“We represent management, so we’re always a shade cynical,” she went on. “The potential for abuse is pretty high with this law, the way it’s been drafted. Some changes to the draft regulations made it a little more palatable. For instance, now, the minimum amount of time you can use is an hour, so you can’t walk in 15 minutes late and say, ‘I was sick.’

“Of course,” she noted, “you can walk in an hour late and say, ‘I was sick.’ The employer would just have to forgive that. Frankly, somebody could take every Friday afternoon off all summer long because of so-called ‘medical appointments.’”

Serafimova noted that some employers might opt to provide 40 hours of sick time right at the beginning of employment, instead of having it accrue gradually, so they don’t have to change their payroll systems. “But that goes to the question about abuse. Giving one week up front creates the possibility for people to use it up and move on to the next business.”

This is especially true for employers with seasonal or temporary employees, she added. “As much as it sounds like it would make things simpler, [front-loading sick time] wouldn’t be a benefit for many employers. It saves them some money in adjusting their payroll systems, but they may end up paying anyway to people who are only there for a short period of time and take their sick leave, then give their notice. The requirements are so broad, there’s little limitation on how you can use sick leave. Businesses have had to really think about what is the better option.”


Click HERE to download a PDF chart of the region’s Employment Agencies


On top of that, Adams said, the law might turn out to be an employee-relations minefield for businesses that had existing sick-leave policies in place.

“Many companies are dealing with employees who might have false expectations based on what they’ve heard in the media, who think they’re getting more benefits than they’re accustomed to, when really, that’s not the case,” he explained. “These companies have already been providing fair and competitive benefits, but now they’re dealing with angst from employees who aren’t getting anything additional — but, frankly, never asked for it.”

Serafimova agreed. “Some employers who had a paid-time-off policy in place opted to reduce it and make 40 hours of it sick leave,” she said. “So people who were previously offered three weeks vacation time, saw that changed to two weeks vacation and one week sick leave. Unfortunately, while that keeps the expenses of the employer the same, the perception in the workforce is that they lost a benefit, and that creates discontent and morale issues. A lot of businesses are struggling that that decision.”

It’s just one way, Adams said, that “a law aimed at a small segment of businesses has created burdens for a large number of them.”

Navigating a Minefield

A large number indeed, to hear Fentin tell it.

“The way this is written, it’s the most generous, but, from an employer perspective, the most draconian, most burdensome sick-leave law in any state in the country — including California, which says a lot.”

Where it becomes dangerous for employers and not simply burdensome is in the law’s anti-retaliation language, and the potential for lawsuits if an employer tries to infringe upon a worker’s leave rights — or even the perception of infringement.

“They said they would not come down on employers for a while, give everyone some time to work out the bugs,” she said, regarding communications from the attorney general’s office. “That was encouraging. How long that lasts, we don’t know. All it takes is a couple of employees filing complaints.”

Serafimova said her clients, too, are anxious to see how issues play out.

Olga Serafimova

Olga Serafimova says the attorney general’s final regulations addressed some initial concerns about the sick-leave law, but many businesses still find the measure burdensome.

“The final regulations say you can discipline an employee who commits fraud or abuse, that people cannot use sick leave as an excuse to come late to work. At the same time, the law says you can’t punish an employee for exercising sick leave. What is abuse to one side may be the exercise of their rights to another. To me, this sounds like future litigation waiting to happen.

“We’re going to wait and see how that plays out because, again, it is enforced by the Attorney General’s Office, and if there’s any basis [for a complaint], they will proceed to investigate. On one hand, that’s good for someone who’s fighting over their sick time at work. But, at the same time, it opens the proverbial floodgates for anyone who’s not happy with their employer for any reason.”

And while defending against a complaint could be expensive for an employer, it’a free for the employee, she added. “Ultimately, it falls on the employer to defend against a meritless claim, because there’s absolutely no barrier to filing a claim, not even a $5 filing fee.”

That’s why it’s important that human-resources staff train managers in how to handle leave requests in this new environment, Serafimova said.

“If I come up to the employer and say, ‘I’m not feeling well today. Can I go home?’ I have asked for job-protected sick leave,” she explained. “Now, if I am late three times in one week, or say, ‘I’m not feeling well, can I go home?’ an untrained manager might say, ‘oh, not again, I’m going to discipline you.’ But, with the job protection this law provides, you can’t do that anymore. If people aren’t properly trained, it could lead to trouble for the employer.”

Fentin has been sharing similar advice. “We like keeping clients out of trouble; that’s much easier than defending them when they get in trouble,” she told BusinessWest. “We want them to do the right thing. We’re all on the same page.”

Still, she added, “we’re really in the weeds here. This is going to be a problem for employers for a long time going forward. Although a lot of my clients have made changes, they’re waiting to see what happens.”

That’s true with EANE members as well, Adams said. “Eventually, it will become easier to manage, but until we get through this transition, we’re going to see considerable frustration and confusion for the foreseeable future as companies continue to come to grips with the law.”

Joseph Bednar can be reached at [email protected]

Employment Sections

Beware Section 150

By PETER VICKERY, Esq.

Peter Vickery

Peter Vickery

How much could an employer end up paying for violating the anti-retaliation provisions of the Wage Act? Much more than you might expect.

A recent case in Worcester Superior Court involved an employer that fired an employee over her request for unpaid wages in the amount $3,750. To come close to the damages the court awarded the employee, multiply that figure by 50.

The name of the case is Wessell v. Mink Brook Associates. The plaintiff, Mary Ellen Wessell, served as the business manager for a home-restoration company called Mink Brook, whose president is Robert Stone. Wessell’s annual salary was $50,000. In late 2011, Wessell told Stone she believed one of his employees was stealing from the company.

In January 2012, Stone (who seems not to have shared her suspicions) demoted Wessell and installed as business manager the very employee Wessell suspected of stealing. Two months later, Stone refused to issue Wessell her paycheck. When they met — in the presence of Wessell’s new superior, whom she had accused of stealing — Stone accused Wessell herself of stealing, and fired her. At that point, in March 2012, the amount due Wessell in wages and unused vacation time was $3,750.

A little over two years later, in January 2014, the trial judge told the jury, “if you find that Ms. Wessell was terminated unlawfully from making a complaint regarding the Wage Act, then she is entitled to damages of the amount she would have earned if she had not been wrongfully discharged from the date of her termination, forward to this date.” The final damage award, after factoring in the termination-to-trial period (and deducting the $54,000 Wessell had earned elsewhere after her firing from Mink Brook) and then trebling the figure: an eye-watering $187,111.38.

Affirming the decision, the Appeals Court held that “an employee terminated by an employer for asserting a wage right may recover damages stemming from the termination … [which] may include earnings from the date of termination up to trial.” So the employer is liable not only for what it should have paid prior to termination but also for everything the employee would have earned during the years between termination and trial, minus whatever the employee actually earned elsewhere in the meantime.

That could be a sizable sum. It certainly was in Wessell v. Mink Brook Associates.

In arriving at this decision to affirm the judgment, the Appeals Court interpreted three sections of the Wage Act: Sections 148A, 27C, and 150. Section 148A begins, “no employee shall be penalized by an employer in any way as a result of any action on the part of an employee to seek his or her rights under the wages and hours provisions of this chapter.” It goes on to provide that any employer that fires or otherwise discriminates against an employee who has sought his or her rights “shall be punished or shall be subject to a civil citation or order as provided in section 27C.”

According to the defense, this language should limit the range of penalties available against Mink Brook to the civil and criminal sanctions described in Section 27C, and rule out the possibility of an award for back pay. The court rejected this argument, pointing to Section 150, which reads, “an employee claiming to be aggrieved by a violation of sections … 148A … may … institute and prosecute … a civil action for injunctive relief, for any damages incurred, and for any lost wages and other benefits … An employee so aggrieved who prevails in such an action shall be awarded treble damages, as liquidated damages, for any lost wages and other benefits and shall also be awarded the costs of the litigation and reasonable attorneys’ fees.”

So, although Section 27C imposes certain penalties, those penalties are not — contrary to the defense’s contention — exclusive. They could only be exclusive if the Legislature had not enacted Section 150 as well. But the Legislature did enact Section 150, whose clear and unambiguous language enables an employee to obtain “treble damages … for any lost wages.” Does that term ‘lost wages’ include back pay? Yes, said the court.

In a nutshell, if an employee rightfully complains about owed wages, and the employer responds by firing her, the employer had better hope that the fired employee finds another (highly paid) job, and fast. Even better, at the risk of stating the obvious, employers should refrain from retaliating against employees to whom they owe wages.

Finally, it is worth noting that Section 150 also applies to the earned-sick-time law, which went into effect at the beginning of July (see related story, page 28). This means employers violating any aspect of the new law face the prospect of treble damages and attorneys’ fees. For example, the sick-time law does not allow employers to ask for a doctor’s note if an employee has been out ‘sick’ for less than 24 hours. Demanding a doctor’s note in those circumstances could amount to interfering with, retraining, or denying the exercise of that employee’s rights, as could using the absence as a ‘negative factor’ when conducting a performance evaluation or when considering promotion, discipline, or termination.

Certainly, the attorney general’s sick-time regulations permit employers to seek verification if they suspect abuse of the law in some situations. But those situations are quite narrow in scope. For example, if an employer has “reasonable suspicion” that an employee aged 17 or younger is misusing sick time, the employer can seek verification from a parent or guardian. And an employer may discipline an employee of any age who is “exhibiting a clear pattern of taking leave just before or after a weekend, vacation, or holiday.”

But if the party night of choice happens to become, say, Monday instead of Friday, Saturday, or Sunday (behavioral norms having been known to adapt to changes in a legal regime), may the employer take disciplinary action upon observing a clear pattern of calling in sick on Tuesday mornings? Not under the current regulations, and not without casting a wary glance over the shoulder at Section 150.

Peter Vickery, Esq. is an employment-law specialist based in Amherst; (413) 549-9933.

Employment Sections

Raising the Stakes

By JOHN GANNON

John S. Gannon

John S. Gannon

The U.S. Department of Labor (DOL) recently proposed changes to the Fair Labor Standards Act (FLSA) that will impact payroll considerations for a majority of businesses across the country.

The changes will guarantee overtime pay for almost all employees making less than $50,440 per year in base rate pay, regardless of job duties or title. The changes are expected to take effect in early 2016.

FLSA Overtime Rules

Employees may be classified as exempt from the FLSA’s overtime compensation requirement — meaning they are not entitled to time-and-a-half when working more than 40 hours in a week — if they meet one of the FLSA’s exemptions.

The most commonly relied-upon exemptions are the ‘white collar’ exemptions, which apply to executive, administrative, professional, and outside sales employees. Exempt employees must meet the “primary duties” test for each exemption, and need to be paid at or above the minimum salary threshold, which is currently $23,660 per year ($455 per week).

There are narrow exceptions to the minimum salary threshold for certain professional employees and those working in outside sales. Other than those exceptions, employees who are paid less than the minimum salary threshold must be paid an overtime premium if they work more than 40 hours in a workweek. The FLSA also requires more rigorous record keeping when tracking the hours worked and compensation of non-exempt employees.

Minimum Salary Threshold Set to Double

Last month, the DOL released a proposed rule that would increase the annual minimum salary threshold to $50,440 ($970 per week) in 2016.

Businesses expected an increase in this salary threshold, although perhaps not to the $50,440 level. In March 2014, President Obama had directed the secretary of Labor to modernize the FLSA’s overtime rules for white-collar workers because those rules did not reflect the reality of the modern economy. According to the president, millions of Americans lack the protection of overtime compensation because of the outdated regulations.

The new minimum salary threshold represents the 40th percentile of weekly earnings for full-time salaried workers, according to data provided by the Bureau of Labor Statistics. In its proposed rule, the DOL explained that it has increased the salary level only seven times — in 1940, 1949, 1958, 1963, 1970, 1975, and 2004.

“The lapses between rulemakings have resulted in salary levels that are based on outdated salary data and thus ill-equipped to help employers assess which employees are unlikely to meet the duties tests for the exemptions,” according to the department.

The DOL estimates that almost 5 million workers will no longer qualify as exempt based on the new salary level. Notably, the DOL also proposes automatically updating to the minimum salary threshold annually so that it does not become outdated in a few years.

The DOL plans to publish a notice with the new salary level at least 60 days before the updated rates would become effective.

No Changes to Exempt Duties

The proposed rules do not alter any of the white-collar job duties, or otherwise change the exempt-duties tests. There was speculation that the duties tests would be modified to ensure that more managerial employees, in particular those who are ‘working supervisors,’ would be entitled to overtime. This did not happen; however, the DOL is soliciting questions from the public about how best to alter the duties tests.

Next Steps

Although these are only proposed changes, which must go through a public notice-and-comment rule-making process, we anticipate little if any changes to the new proposed minimum salary threshold. Those who are interested in submitting comments should visit www.regulations.gov and reference rule Identification Number 1235-AA11. The public has until Sept. 4 to comment.

Employers should start budgeting for these changes now. Some options include:

• Increasing base salaries to $50,440 for those employees who work any overtime, to preserve exempt status, with plans to increase incrementally every year. This is the easiest solution, but might not be in everyone’s 2016 budget;
• Keep salaries the same and start paying time and a half when employees making less than $50,440 work more than 40 hours a week. This is another quick fix, but could be problematic if you anticipate the employee will work a lot of overtime;
• Limit or eliminate overtime opportunities for employees earning less than $50,440. This option involves careful planning to be sure you have sufficient labor power to meet business demands. Employers who go this route may have to hire more workers; or
• Establish your employees’ current hourly rate, and reduce that rate in 2016, taking into consideration anticipated overtime costs. This option may net good results from a budgeting perspective, but will certainly impact employee morale.

If you need assistance planning for the FLSA overtime changes, contact employment counsel for guidance.

John S. Gannon is an associate with Skoler, Abbott &; Presser, P.C., and practices in the firm’s Springfield office. Since joining the firm in 2011, Gannon has defended employers against claims of discrimination, retaliation, harassment, wrongful-termination claims, as well as actions arising under the Family Medical Leave Act and wage-and-hour law. He also has experience with lawsuits seeking to enforce restrictive covenants and protect trade secrets; (413) 737-4753;[email protected]

Building Permits Departments

The following building permits were issued during the month of August 2015.

AMHERST

Amherst College
214 Main St.
$129,000 — Repairs to exterior

CHICOPEE

American Tower Corp.
645 Shawnigan Dr.
$18,000 — Replace nine antennas on existing towers

Elms College
291 Springfield St.
$132,000 — Remove and replace coolers and freezers in May Dooley Center

Giovanni Capaccio
424 Front St.
$15,000 — Re-roof John’s Pizza

GREENFIELD

Bank of America
208 Federal St.
$43,000 — Perform ADA improvements

Greenfield Real Estate, LLC
194 Cleveland St.
$50,000 — Upgrade existing building

Roman Catholic Bishop of Springfield
133 Main St.
$13,000 — New fire alarm system

Ruth H. Norwood
372 Federal St.
$4,000 — Repair roof, fascia boards, and ceiling tiles

Stoneleigh Burnham School
574 Bernardston Road
$477,000 — Interior alterations

Syfeld Greenfield Associates
259 Mohawk Trail
$32,000 — Renovate existing space

Town of Greenfield
One Place
$215,000 — New roof

LUDLOW

Crown Atlantic
145 Carmelinas Circle
$21,000 — Cell tower alterations

Site Acquisitions
1 State St.
$30,000 — Cell tower alterations

T&A Associated & Properties
32 Chestnut St.
$7,700 — New chimney liner

NORTHAMPTON

Ryan School
498 Ryan Road
$501,520 — Install new roof system

Smith School
80 Locust St.
$6,900 — Construct wall in paint shop with overhead and passage door

Daily News

SPRINGFIELD — Springfield College will begin a community chorus this fall, led by Associate Professor of Music Alexandra Ludwig, that will give members of the greater Springfield community an opportunity to sing music of all genres in a fun, learning environment.

This new community chorus will foster community engagement between the college and local community, and especially invites singers who possess a love of music. Many genres of music will be represented such as Motown, jazz standards, classical, world beat, and Broadway. The chorus also will perform with piano, jazz band, instrumentals, or a cappella.

“Springfield College is very excited about our plans to create a new Springfield Community Chorus under the leadership of Professor Ludwig,” said Springfield College School of Arts, Sciences, and Professional Studies Dean Anne Herzog. “Prof. Ludwig is experienced with community music programs and will bring great energy and creativity to this new project. I look forward to the concerts that will result from her hard work.”

Rehearsals will take place on Tuesday evenings from 7 to 9, starting on Sept. 15 on the Springfield College campus. Singers 15 years of age and older who are interested in joining the chorus are asked to contact Ludwig at [email protected] or (413) 748-3463.

Ludwig maintains a varied musical career as a conductor, teacher, accompanist, and singer. Along with her work as a faculty member at the College, she is the conductor and artistic director of FluxEnsemble, and she has worked as a choral conductor for the Springfield College Singers, South Hadley Chorale, Hampshire Choral Society, and Pioneer Valley Symphony Chorus.

Daily News

The West of the River Chamber of Commerce will stage its Breakfast Seminar event, which brings members and non-members together for a morning of breakfast and topic discussion, on Sept. 24, from 7 to 9 a.m. at Oak Ridge Country Club in Feeding Hills.

Attendees will have the opportunity to connect with local business people over breakfast, and later will enjoy an informational session given by Duane Cashin that will provide attendees with an accurate picture of the realities of selling today.

Cost of the event is $25 for members and $30 for non-members. Sponsorship opportunities are available for this event. For more information call the West of the River Chamber of Commerce office at (413) 426-3880 or visit online at www.westoftheriverchamber.com

Daily News

Wine tasting is a spirited, thirst-quenching, and good-natured adventure. And when it is the annual Greater Chicopee Chamber of Commerce Auction/Wine & Beer Tasting Event, it is also a worthy fundraiser for a not-for-profit community chamber that supports local businesses, non-profit organizations, and the overall development of the region.

Chicopee Savings Bank is the presenting sponsor of this year’s event to be held on Sept. 10 at the Log Cabin, 500 Easthampton Road in Holyoke from 6-9 p.m.
The event will include gourmet food stations prepared by Log Cabin chefs. Wine, beer, and martini samples will be offered by Costco Wholesale, Kappy’s Liquors and Williams Distributing Corporation.

Many great auction items will be on display to bid on in a silent auction. Items include gift baskets, restaurant gift certificates, jewelry, and overnight stays to mention just a few options that will there to bid on.

Tickets may be purchased in advance for $35 per person; they will be $40 at the door. The general public is invited to attend. To reserve tickets, call the Chamber at (413) 594-2101, or log on to www.chicopeechamber.org.

Daily News

SPRINGFIELD – Exploring unconscious bias will be the topic for discussion at the 2015 Diversity & Inclusion Interactive Workshop, sponsored by Baystate Health, to be conducted Sept. 10 at the MassMutual Center in Springfield.

Open to the public, participants can select either the morning session from 7:30 a.m. to 12:15 p.m. or attend a repeated session from 1 to 5:45 p.m.
“At Baystate Health, we understand that diversity and inclusion are a business imperative. In alignment with our business and development goals, and in support of the community, we are pleased to offer hands-on education and best practice workshops to the region’s diversity champions and leaders, including our own employees,” said Dr. Mark A. Keroack, president and CEO of Baystate Health.

During the half-day interactive learning experience, skills will be gained in decision-making, building inclusive teams and cultures, intercultural communications, and increasing employee engagement.

Attendees will have an opportunity to:
• Better understand the science, research, and impact of unconscious bias;
• Become aware of one’s own background and its impact on individual perceptions;
• Explore functions of the unconscious mind and their impact in the workplace;
• Apply new strategies for practicing more conscious awareness to concrete action steps; and
• Recognize the business case for a reinvented approach to diversity and inclusion.

Presenters include principal consultant, and keynote speaker, Rosalyn Taylor O’Neale, who will be joined by Armers Moncure, Joe Gerstandt and Melanie Miller, all from Cook Ross, a premier diversity and inclusion consulting firm.

O’Neale has more than 30 years of experience leading the diversity and inclusion efforts of businesses and organizations in over 25 countries. She designs global diversity and inclusion strategic initiatives, identifies diverse talent, and provides leadership and executive coaching for multinational, Fortune 500 and mid-sized organizations.

Moncure began consulting as a diversity practitioner in 1999 at Allegis Group, the largest privately held staffing company in the U.S., where he assumed the responsibility of developing and executing a strategic plan to recruit and retain more diverse talent, created more inclusive work environments, and participated in the development of the corporate mission statement for the company’s Diversity Council. Today, his areas of speaking, consulting and training focus on unconscious bias, cultural competency, and employee engagement.

Gerstandt has worked with organizations from Fortune 500 corporations to small non-profits. He is a featured contributor for the Workforce Diversity Network Expert Forum and his insights have been published in numerous print and on-line journals.

Miller previously served for several years in corporate America in a sales and advertising capacity. She now uses her “business lens” to provide consulting, training, culture audits, speaking/keynoting, and needs assessments throughout North America and internationally. She has developed numerous programs incorporating the multi-facets of leading, managing and leveraging organizational strength through leadership, inclusion and cross-cultural competence.
Registration, which includes parking, is $150. To register, visit the baystatehealth.org website, then click on “About Us,” then click on “Diversity and Inclusion.” For more information, call (413) 794-7722.

Daily News

SOMERS, Conn. — Hot and Heavy will bring its brand of blues to Sonny’s Place this Saturday at 7 p.m.

The band’s set list includes a variety of blues songs, paying tribute to legendary blues guitarists like Eric Clapton, B.B. King, Jeff Beck, Stevie Ray Vaughn, Albert King, Jimi Hendrix, and many others.

On select nights, Sonny’s Place, located at 349 Main St. in Somers, Conn., offers live music inside the newly built Sonny’s Pavilion, with room for more than 500 and a full bar, and food offerings. The bar and food shack are open Thursday through Sunday evenings.

Sonny’s also offers a roster of outdoor activities, including go-karts, miniature golf, volleyball, a rock wall, a zipline, batting cages, and more. Corporate outings are available.

Daily News

EASTHAMPTON — Marge Pietras, founder of All About You, LLC, has appointed Mary-Anne DiBlasio chief operating officer of the eight-year-old home-care company.

All About You has steadily grown since its inception. “With DiBlasio now as part of the team, we are excited to see the company expand its reach in an ever-growing market where families are keeping their loved ones at home and we, of course, are here to support them in those efforts,” Pietras said. “With her experience recruiting and marketing, we are focused on delivering the confidence of quality care to directly meet the ebb and flow of the market needs.”

DiBlasio comes with years of healthcare experience in both elder care and staffing, and Pietras said both will provide value to the company’s mission.

Daily News

GREENFIELD — As lead sponsors of the 19th annual Source to Sea Cleanup, NRG’s Middletown Generating Station, Pratt & Whitney, and TransCanada are partnering to challenge businesses throughout the Connecticut River basin to support cleaner rivers. Businesses can get involved by having employees join a cleanup group near them or contribute to the effort in other ways, such as donations or cash or cleanup supplies.

Organized by the Connecticut River Watershed Council (CRWC), the Source to Sea Cleanup is a two-day trash-cleanup event in all four states of the 410-mile Connecticut River watershed. All are welcome to join this collaborative river cleanup effort on Friday and Saturday, Sept. 25 and 26. To learn more and find a group to join, visit www.ctriver.org/cleanup, or call (860) 704-0057.

“We’re pleased to sponsor and support this event annually, but our people are also committed to volunteering to actually clean up the river — and they enjoy it,” said Stephen Cobbe, manager of NRG’s Middletown Station. “This is the community where we live and work, and it’s important to us.”

Jasmin Bertovic, vice president, Eastern Commercial Region, TransCanada, said his corporation. “believes in partnering with organizations that help build stronger communities. Partnering with Source to Sea Cleanup is a great opportunity for TransCanada, and we value the work they do in ensuring the river stays clean.”

Added Pratt & Whitney’s Environment, Health & Safety Vice President Mary Anne Cannon, “Pratt & Whitney is proud to support environmental initiatives in the areas where our employees work and live. Partnering with Source to Sea Cleanup is another example of our company’s long-standing commitment to helping preserve the environment through sustainable products, operations, and initiatives.”

Among the companies already stepping up to accept this challenge by organizing cleanup groups are: NRG (lead sponsor), Pratt & Whitney (lead sponsor), Alfred Benesch & Co., All American Waste, CDM Smith, Coca-Cola Refreshments, Covanta Energy, Fuss & O’Neill, Hypertherm, Ibex, King Arthur Flour, Kleinfelder, Leinenkugel Brewing Co., the Metropolitan District, Milone & MacBroom Inc., PeoplesBank, Ricoh USA, United Water, and USA Hauling & Recycling.

A number of companies are also supporting the cleanup through in-kind donations of goods or services, including Zoar Outdoor, which is donating all its used ziplining gloves to be reused for the trash cleanup. Other supporters are Aerial Adventure Park at Jiminy Peak, Adventure Park at Storrs, Aubuchon Hardware, Billings Farm and Museum, C&S Wholesale Grocers, Cabela’s, Confluence Outdoor, Connecticut Science Center, Dan and Whit’s General Store, Friendly Ice Cream Corp., Mount Washington Resort, North Country Lodge and Cabins, Outdoor Ventures, Shop-Rite, and South Hadley’s Tower Theaters.

“It’s a growing trend for companies to support their employees in volunteering to help their communities,” said CRWC Executive Director Andrew Fisk. “We’re honored that, last year, 25 companies chose to spend their time cleaning up our rivers.”

The Connecticut River Watershed Council works to protect the watershed from source to sea. To learn more, visit www.ctriver.org.

Daily News

WESTFIELD — Stephen Crosby, Massachusetts Gaming Commission chair, will be the keynote speaker for the upcoming Greater Westfield Chamber of Commerce September Breakfast on Friday, Sept. 18. His presentation is titled “A Status Report on Casinos in Massachusetts — and What is Unique About Them.”

The breakfast will be hosted by the 104th Fighter Wing located at 175 Falcon Dr., Westfield. Baystate Noble Hospital is the platinum sponsor. The gold sponsor is United Bank, and the silver sponsors are Tighe & Bond and United Way of Pioneer Valley. The coffee-bar sponsor is Spherion Staffing.

Registration begins at 7 a.m.; breakfast will be served at 7:20 a.m., and the program will end by 9 a.m. The cost is $25 for chamber members and $30 for non-members. Registration is mandatory for the breakfast, and a driver’s license is required for entry onto the ANG base. Contact Pam Bussell at (413) 568-1618 to reserve tickets or to donate a door prize, or e-mail [email protected].

Daily News

HARTFORD, Conn. — Whittlesey & Hadley, P.C., a regional CPA firm headquartered in Hartford, Conn., announced that Weinstein & Anastasio, P.C., a regional CPA firm located in Hamden, Conn., will join the firm effective Sept. 1. Weinstein & Anastasio provides a broad range of accounting, audit, tax and business-consulting services to closely held businesses in a variety of industries, as well as to high-net-worth individuals throughout New England and New York.

This merger represents Whittlesey & Hadley’s growth plan to expand services, diversify geographically, and continue to grow in size, services, and staff. The combined three offices will employ 155 people, including 21 partners located in Hartford and Hamden, Conn., and locally in Holyoke.

“We look forward to combining the exceptional strength and expertise of the Weinstein & Anastasio team of professionals and their history of quality service with our mutually superior team members who have served multiple generations of families and businesses alike,” said Drew Andrews, managing partner of Whittlesey & Hadley. “The joining of our teams will allow us to demonstrate to our clients that, while we continue to grow, we are committed to retaining our valued reputation as having the expertise of a national firm but the responsiveness of a local firm.”

Roger Sciascia, managing partner of Weinstein & Anastasio, added, “we are excited to join Whittlesey & Hadley, a firm we have known for many years, and with whom we have partnered, through our PKF North America affiliation. Our firms share a common philosophy when it comes to the delivery of client service and a common vision toward future success and growth in the New England and New York marketplaces. Through this combination, we will integrate our technical resources and accomplishments, which will allow for continued delivery of exceptional service to our clients.”

Weinstein & Anastasio, with roots back to 1927, will continue to serve clients and function in key leadership roles in Southern Conn. communities from its Hamden office, while acquiring the Whittlesey & Hadley brand.

Founded in 1961, Whittlesey & Hadley provides accounting, audit, tax, technology, and business-consulting services to clients primarily throughout the Northeast, with access to a worldwide network of resources through PKF North America. For more than 50 years, the firm has served closely held businesses, including manufacturing, construction, distribution, real estate, financial, healthcare, government, and technology industries, as well as the nonprofit sector, the firm’s largest niche focus.

“We are committed to an aggressive plan to grow our firm and to add to the depth of our team throughout the Northeast while continuing the value of high-quality client service, a tradition that distinguishes us from our competitors,” said Andrews.

Daily News

SPRINGFIELD — The The Mass. Interscholastic Athletic Assoc. (MIAA) announced that, starting this winter season, state basketball final games will be hosted by the Naismith Memorial Basketball Hall of Fame in Springfield. Games will also be played at the MassMutual Center and Springfield College’s Blake Arena.

“Hosting the MIAA state basketball championships where the game was founded will be an exciting culmination to the Massachusetts’ boys and girls high-school basketball season,” said John Doleva, president and CEO of the Naismith Memorial Basketball Hall of Fame. “Along with the Western Mass Sports Commission, the MassMutual Center, and Springfield College, we look forward to hosting all the student-athletes for a memorable couple of days of championship basketball at the Basketball Hall of Fame.”

The Western MA Sports Commission has been working closely with the Basketball Hall of Fame to bring this marquee event to Springfield. Tom Burke of the Western MA Sports Commission noted that, “as a local high-school coach, I am extremely excited for what is planned for the student-athletes on championship weekend at the birthplace of basketball. This will be a fitting culmination to the high-school basketball season around the state, and we look forward to welcoming thousands of fans to the city of Springfield.”

Daily News

HOLYOKE — The Dowd Insurance Agencies, a leading insurance provider serving New England for more than 115 years, launched a formal wellness program to promote the physical and mental health of employees in the workplace and at home.

The program was officially announced in February at an annual meeting, and a committee was formed to create, implement, and monitor the effort to support overall health and morale of participating employees.

“Now that the program has been successful for a few months, the committee is happy to say it will be here at the Dowd Insurance Agencies for the foreseeable future,” said committee chair Lynn Houle.

John Dowd Jr., president and CEO of the Dowd Agencies, added, “we are proud to be leading by example. We provide businesses with insurance and employee-benefit options, and this is an opportunity to keep health and wellness top of mind for our own business.”

Specifically, the wellness program at the Dowd Insurance Agencies was developed by one of the firm’s insurance carriers and implemented for a 16-week trial period. Each week included challenges for weight and cardio exercises that were supplemented by a nutrition program and videos for educational purposes. Participants logged individual progress from activities completed at work and at home.

Additionally, a wellness board was created and placed in the break room, which offered suggestions, helpful hints, and ways to get active in the community, including road races, charitable walks, and local workout classes held after work to encourage physical wellness. Various stress-relieving activities, including yoga, Pilates, and meditation, were also available to support mental wellness.

A monthly awards presentation is held in conjunction with an agency luncheon where prizes that promote wellness are awarded to each of the monthly winners. At the end of the year, a grand-prize ceremony will be held to acknowledge and celebrate employees who achieved their goals.

While many personal wellness programs start out strong, many times participants lose focus. To help employees stay on track, the Dowd Insurance Agencies implemented a ‘wellness bell’ that includes an agency-wide e-mail sent several times a week at various times of day. When delivered, the e-mail makes the sound of a bell ringing, which signals employees to take a 60-second break to get up, stretch, walk around the office, meditate, or do something else that gives them a moment to relax and regroup.

Many employees also take advantage of group activities, such as lunchtime walks and out-of-office events. This month, employees can enjoy an afternoon at a local pitch-and-putt. Other planned activities include bowling and carnival games.

Daily News

SPRINGFIELD — The Realtor Assoc. of Pioneer Valley reported that single-family home sales in July were up 30.8% compared to the same time last year. The median price is up 3.8%, from $199,750 last year at this time to $207,250 this year.

In Hampden County, July sales were up 31.9% from a year earlier, and the median price was up 5.6%. In Hampshire County, the increases were 38% in sales and 5.9% in median price. In Franklin County, however, while sales were up 10.8% from July 2014, the median price fell by 11.4%.

Daily News

SPRINGFIELD — Shatz, Schwartz and Fentin, P.C., serving Massachusetts, Connecticut, and New York, announced that eight attorneys were listed in The Best Lawyers in America 2016.

Since it was first published in 1983, Best Lawyers has become widely regarded as a guide to legal excellence. The program is based on an exhaustive peer-review survey. More than 79,000 attorneys have cast more than 6.2 million votes to date on the legal abilities of other lawyers in their practice areas. Lawyers are not required or allowed to pay a fee to be listed. Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

The following attorneys were selected by their peers for inclusion in The Best Lawyers in America 2016:

• Shareholder Michele Feinstein, in the fields of elder law and trusts and estates;

• Shareholder Gary Fentin, in the fields of banking and finance law and commercial transactions/UCC law;

• Shareholder Carol Cioe Klyman, in the field of elder law;

• Managing Partner Timothy Mulhern, in the fields of corporate law and tax law;

• Shareholder Steven Schwartz, in the fields of business organizations (including LLCs and partnerships), closely held companies and family business law, and corporate law;

• Shareholder James Sheils, in the field of commercial transactions/UCC law;

• Shareholder Ann Weber, in the field of elder law; and

• Shareholder Steven Weiss, in the fields of bankruptcy and creditor/debtor rights/insolvency and reorganization law.

Daily News

HOLYOKE — The Greater Holyoke Chamber of Commerce will hold its Summer Chamber After Hours networking event tonight, Aug. 19, from 5 to 7 p.m. at Nuestras Raices, 329 Main St., Holyoke.

The event is sponsored by MD Beauty Salon and Fiesta Café. Admission is $10 for chamber members and $15 for non-members. Come and network in a casual and festive atmosphere where music, a 50/50 raffle, door prizes, and complimentary hors d’oeuvres will be available.

The public is invited to attend. Call the Greater Holyoke Chamber of Commerce at (413) 534-3376 to sign up, or register online at holyokechamber.com.

Daily News

SPRINGFIELD — Robinson Donovan, P.C. announced that seven of its attorneys were listed in The Best Lawyers in America 2016.

Since it was first published in 1983, Best Lawyers has become widely regarded as a guide to legal excellence. The program is based on an exhaustive peer-review survey. More than 79,000 attorneys have cast more than 6.2 million votes to date on the legal abilities of other lawyers in their practice areas. Lawyers are not required or allowed to pay a fee to be listed. Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

Patricia Rapinchuk has been selected by her peers for inclusion in The Best Lawyers in America 2016 in the fields of employment law, management; and litigation, labor and employment. Additionally, she was recognized by Best Lawyers as the 2016 Lawyer of the Year in Springfield in the field of litigation, labor and employment.

“I am honored to have been selected by The Best Lawyers in America as the 2016 Lawyer of the Year in Springfield for my work in employment litigation,” Rapinchuk said. “The Springfield area is home to a number of interesting and diverse businesses, and it is a pleasure to help business leaders and employees realize their full potential.”

Meanwhile, Richard Gaberman has been selected for inclusion in The Best Lawyers in America 2016 in the fields of corporate law, real-estate law, tax law, and trusts and estates. Previously, he was named the Best Lawyers 2014 trusts and estates Lawyer of the Year in Springfield and the 2013 real-estate Lawyer of the Year in Springfield. His practice focuses on corporate and business counseling, commercial real estate, and estate-planning law.

James Martin was selected for inclusion in the fields of franchise law and real-estate Law. He practices corporate and business counseling, litigation, and commercial real-estate law.

Jeffrey McCormick practices litigation and was selected by his peers for inclusion in the fields of personal-injury litigation, defendants; and personal-injury litigation, plaintiffs. He was previously named the Best Lawyers 2011 personal-injury litigation Lawyer of the Year in Springfield.

Carla Newton was selected for inclusion in the field of family law. She practices divorce and family law, litigation, corporate and business counseling, and commercial real estate.

Nancy Frankel Pelletier was selected in the field of personal-injury litigation, defendants. She exclusively practices litigation.

Finally, Jeffrey Roberts practices corporate and business counseling and estate planning and has been selected by his peers for inclusion in the fields of corporate law and trusts and estates. Previously, Roberts was recognized by Best Lawyers as the 2013 corporate-law Lawyer of the Year in Springfield and the 2012 trusts and estates Lawyer of the Year in Springfield.

Daily News

SPRINGFIELD — The Affiliated Chambers of Commerce of Greater Springfield announced today that Dan Kenary, CEO and co-founder of Boston-based Harpoon Brewery, will be the keynote speaker at the chamber’s November breakfast, the lead-off event for the fifth annual Western Mass. Business Expo, produced by BusinessWest and presented by Comcast Business on Nov. 4.

Dan Kenary

Dan Kenary

Kenary and partners Rich Doyle and George Ligeti launched Harpoon in 1986, and over the ensuing three decades have transformed it into one of the region’s most successful breweries and one of the state’s more intriguing entreprereneurial ventures.

The ACCGS breakfast has been the official kick-off event for the Expo since it was launched in 2011, and Kenary continues a pattern of keynote talks focused on entrepreneurship and the state’s diverse business community.

The format for Kenary’s talk will be a departure for the norm, however. This will be a broad Q&A, with questions directed from BusinessWest Editor George O’Brien and then members of the audience. Topics to be broached will include the Harpoon story, the microbrewery industry, entreprebeurship, and doing business in Massachusetts.

To register for the breakfast, visit www.myonlinechamber.com. Tickets are $30 per person in advance or $35 at the door.

The breakfast will lead into a full day of events and activities at the Expo, which will feature more than 150 exhibitors, special Show Floor Theater presentations, informative seminars, a pitch contest hosted by Valley Venture Mentors, the day-capping Expo Social, and much more. For information on the Expo, visit www.wmbexpo.com.

Daily News

SPRINGFIELD — Bacon Wilson announced that four partners have been selected by their peers for inclusion in The Best Lawyers in America 2016.

Michael Katz was selected for bankruptcy and reorganization, Paul Rothschild for plaintiff’s litigation, Jeffrey Fialky for commercial and finance, and Stephen Krevalin received the honor for family law for the fourth consecutive year.

The Best Lawyers in America is a peer-review publication which has earned the respect of the legal profession, the media, and the public since its first publication in 1983. Best Lawyers compiles data from tens of thousands of confidential surveys completed by leading attorneys. There is no opportunity to pay for a listing.

Bacon Wilson is one of the largest firms in Western Massachusetts, with a total of 40 lawyers and approximately 60 paralegals, assistants, and support staff. The firm’s main office is located in Springfield, with regional offices in Northampton, Amherst, and Westfield. For more information, call (413) 781-0560 or visit www.baconwilson.com.

Daily News

SPRINGFIELD — Four lawyers from Skoler, Abbott & Presser, P.C. were honored recently among the Best Lawyers in America 2016, including partners Jay Presser and John Glenn, named Lawyers of the Year in Springfield in the categories of management and arbitration, respectively.

Since it was first published in 1983, Best Lawyers has become widely regarded as a guide to legal excellence. The program is based on an exhaustive peer-review survey. More than 79,000 attorneys have cast more than 6.2 million votes to date on the legal abilities of other lawyers in their practice areas. Lawyers are not required or allowed to pay a fee to be listed. Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

Presser was also listed in The Best Lawyers in America 2016 in the categories of employment law, management; labor law, management; and litigation, labor and employment. Glenn was also listed in the categories of arbitration; employment law, management; and labor law, management.

Presser has more than 35 years of experience litigating employment cases. He has successfully defended employers in civil actions and jury trials and handled cases in all areas of employment law, including discrimination, sexual harassment, wrongful discharge, wage-hour, FMLA, ERISA, and defamation. He has won appeals before the Supreme Judicial Court and the First and Second Circuit Courts of Appeals and represented employers in hundreds of arbitration cases arising under collective-bargaining agreements. He has been selected by his peers for inclusion in Best Lawyers every year since 1991.

“Recognition by one’s peers is among the most meaningful form of praise in the legal profession. To consistently earn the respect and recognition of my peers is humbling,” said Presser. “It is an honor to accept Best Lawyers recognition as Lawyer of the Year in Springfield for my practice of employment law, management.”

Glenn has been a partner of the firm since 1979 and spent his career representing management in labor relations and employment-related matters. In addition to providing employment-related advice to employers, he assists clients in remaining union-free and represents employers before the National Labor Relations Board (NLRB). He has extensive experience negotiating collective-bargaining agreements, representing employers at arbitration hearings, and before state and federal agencies. He has been selected by his peers for inclusion in Best Lawyers every year since 1995.

“It is a pleasure to accept Best Lawyers recognition as Lawyer of the Year in Springfield for my practice of arbitration,” said Glenn. “Recognition by my peers is a humbling — and significant — honor. I am fortunate to work alongside so many talented colleagues here at Skoler Abbott, many of whom have also earned the respect of the profession, the media, and the public from Best Lawyers, the most reliable, unbiased source of legal referrals anywhere.”

Meanwhile, partner Ralph Abbott Jr. was listed in Best Lawyers in the categories of arbitration; employment law, management; labor law, management; and mediation. A partner since 1975, he is known throughout the legal community for his work representing management in labor relations and employment-related matters, providing employment-related advice to employers, assisting clients in remaining union-free, and representing employers before the NLRB. Abbott also has numerous credits as an author, editor, and teacher, and a record of civic and community involvement. He has been selected by his peers for inclusion in Best Lawyers every year since 1989.

“We are honored to be listed in The Best Lawyers in America 2016,” said Abbott. “The recognition is especially humbling because each lawyer is independently nominated and subject to an extensive peer review process.”

Finally, partner Timothy Murphy has been listed in Best Lawyers in the categories of employment law, management; labor law, management; and litigation, labor and employment. Murphy joined Skoler Abbott after serving as general counsel to an area labor union and serving as an assistant district attorney for the Hampden County District Attorney’s Office. His practice includes labor relations and employment litigation, as well as employment counseling. He has been selected by his peers and listed by Best Lawyers every year since 2013, and was named the Best Lawyers 2015 Lawyer of the Year in Springfield for labor and employment law.

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SPRINGFIELD — Peter the Great had a famously bizarre one. Robert Edmund Grant opted to live in a slum rather than sell his. A letter of reference was required to see the one belonging to Athanasius Kircher — a rule which even applied to the pope himself.

The objects which inspired such universal fascination were cabinets of curiosity, the means used first by royalty and academics and later by the middle classes to exhibit their most unusual and often strange collections.

The zeal for collecting will be explored in a new exhibit opening later this month at the George Walter Vincent Smith Art Museum, part of Springfield Museums. “Cabinets of Curiosity: Contemporary Interpretations” will be on view from Aug. 25, 2015 through Aug. 28, 2016, and will feature a wide variety of extraordinary items drawn from the combined science, art, and history collections housed at the museums.

Cabinets of curiosity (also known as wunderkammer, cabinets of wonder, and wonder-rooms), developed during the 17th and 18th centuries, and were essentially the precursors to the modern museum. At first, amateur and professional scientists kept their most prized specimens hidden away, until royalty and other members of elite society began to seek out the glitziest and rarest objects (or even entire collections) and proudly placed them in ornate display cases for all to see. Inquiry, scholarship, and the organization of visually pleasing arrangements were all necessary to a successful display, some of which filled entire rooms.

During the Victorian era, this tradition of maintaining personal collections reached the newly burgeoning middle class, and singular curio cabinets filled with prized collections became important status symbols. Springfield resident George Walter Vincent Smith began accumulating an array of unusual items and art objects during the 1850s, and the bulk of his treasures later provided the foundation for the museum which now bears his name. His collection of Asian art and weaponry, Islamic carpets, and American paintings provides a window into the world of aesthetic appreciation during the 19th century.

This exhibition will feature rarely seen, odd, and curious objects drawn from the vast, centuries-old collections of the Springfield Museums. Themes include mounted animals, ancient glass and Greek vases, ornithology, Japanese tansu (cabinetry), Chinese cloisonné and snuff bottles, and Japanese bronzes, as well as a display of more recent curiosities that will be familiar to contemporary audiences. Egypt held a particular fascination for Victorian collectors, which is represented here by the inclusion of the outer coffin of Padihershef (664-525 B.C.), a stonecutter from Thebes. A children’s activity area exploring some of these disparate themes will also be included as part of the exhibition.

Heather Haskell, director of Art Museums, noted that “it has been great fun to explore the extraordinary collections of the Springfield Museums with an eye toward the unexpected. I know that our visitors will delight in this rare opportunity to view the many intriguing objects and specimens, and in the activities and programs that we are planning to complement the show throughout the year.”

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WORCESTER ― Fallon Health reported a net loss of $2.5 million on revenue of $321 million on a GAAP basis for the second quarter that ended June 30, 2015. The net loss includes investment and other income of $2.5 million and an operating loss of $5.0 million. For the same quarter last year, Fallon posted net income of $2.3 million on revenue of $312 million. Net income included investment and other income of $3.2 million and an operating loss of $0.9 million. Membership was 221,588 as of June 30, 2015, compared with 227,930 ending June 30, 2014.

“Our results reflect the continuing challenges in the evolving health care environment. Health plans continue to absorb ever-increasing expenses related to high-cost specialty drugs as well as the rapidly rising costs of generic and brand-name prescription drugs,” said R. Scott Walker, executive vice president and chief financial officer at Fallon Health. “Heightened regulatory pressures from national and state reform, decreasing rate reimbursements for certain government programs, and the state’s risk adjustment model, mandated by the Affordable Care Act, also impact results.”

In addition, the second-quarter results reflect one-time costs associated with Fallon’s recent decision to exit the One Care demonstration program as of Sept. 30, 2015.

In the second quarter, Fallon continued to see growth in its subsidized product, Community Care, as more subsidy-eligible individuals enrolled though the Massachusetts Health Connector.

“Fallon is a strong, mission-focused organization with a dedicated, engaged, and resilient workforce,” said Walker. “We’ll continue building on our strengths, which includes providing members with cost-effective, high-quality products and services.”

Fallon consistently rates in the top 10% of all plans for its Medicare, Medicaid and commercial products by the National Committee for Quality Assurance.

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SPRINGFIELD — The Melha Shriners will host its fourth annual clambake on Sunday, Aug. 23 from noon to 5 p.m. at the Melha Shrine Center located at 133 Longhill St. in Springfield. The event, to be held rain or shine, will feature a raffle for an eight- to 10-pound lobster.

“When I first created this event, my idea was to use the clambake from back in the day of the pilgrims, who saw Native Americans cooking clams over hot stones and seaweeds. I decided to leave out the hot stones and seaweed and opt for a barbecue grill,” said Shonn Monday, chair of the event.

The cost to attend this year’s clambake is $40 for a whole lobster, fresh steamers, half a grilled chicken, roasted potatoes, New England clam chowder, corn on the cob, and homemade peach cobbler. For those who may not want seafood, there is a $20 admission for a grilled chicken dinner. A cash bar, iced raw bar, grilled hot dogs, and hamburgers will also be available.

Tickets may be purchased online at melhashriners.com/events/annualclambake. All purchased tickets may be picked up at the clambake. No lobster dinners will be available at the door, only children’s meals. All proceeds will benefit the Melha Shriners and the work they do for the people of Western Mass. and Shriners Hospitals for Children in Springfield and Boston.

For more information, contact Monday at [email protected] or Dan Smith at [email protected], or visit melhashriners.com.

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LONGMEADOW — Bay Path University was awarded a $10,000 presidential grant for a study with the four other private institutions of the Cooperating Colleges of Greater Springfield on investigating collaborative purchasing to reduce expenses. The grant was received from the Davis Educational Foundation established by Stanton and Elisabeth Davis after Stanton’s retirement as chairman of Shaw’s Supermarkets Inc.

“The work conducted could have positive implications for other small institutions also wishing to lower administrative costs and make undergraduate education more affordable for American students,” said Dr. Carol Leary, Bay Path president.

The grant affords Bay Path University, American International College, Elms College, Springfield College, and Western New England University the opportunity to hire an independent consultant to evaluate consortium collaboration and better efficiencies, explore the combined purchasing power of the institutions and estimate potential cost savings, and determine human-resource needs to achieve successful joint purchasing practices. The assessment will span costs associated with energy and technology to sports equipment and uniforms, among many others.

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SPRINGFIELD — On Wednesday, Aug. 12, representatives from Diversified Metals and the Quaboag Country Club presented proceeds from their recent Pro-Am Golf Outing to Shriners Hospitals for Children – Springfield. The tournament, played by 16 pros and 60 amateurs, was underwritten by Diversified Metals.

The goal of the tournament was to bring small businesses together and support the hospital’s work.

“Shriners Hospital makes such a difference in children’s lives, and Diversified Metals saw an opportunity to help this fantastic organization further their mission,” said Ken Hamel, president of Diversified Metals. “Not only was the community supportive of this great cause, but they helped us raise over $18,000 in our first year of fund-raising. We could not have done it without our amazing employees who organized the event, our generous sponsors, and all of the individuals who donated. We look forward to continuing to raise money, and awareness, for such a special cause.”

Added H. Lee Kirk, administrator of the hospital, “the generosity of Ken Hamel, the Diversified Metals team, corporate sponsors, and individuals is a testament to their community spirit and commitment to making a difference in the lives of children. For 90 years, this type of community support has enabled Shriners Hospital to fulfill its mission of providing hyper-specialty medical and surgical care to children regardless of the families’ ability to pay. The hospital staff is extremely grateful for this generous donation and the awareness it has brought to our facility.”

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LONGMEADOW — Continuing a journey of transformation that started years ago, Jewish Geriatric Services Inc. (JGS) announced that the organization is launching a rebranding campaign featuring the new name JGS Lifecare, a redesigned logo and website, and a refreshed brand identity.

“Our tradition of culture change began in the ’90s and continues today with our Project Transformation initiatives, which will bring the person-centered small-house model of care to our campus,” said Martin Baicker, president and CEO of JGS Lifecare. “We challenged ourselves to develop a brand that would allow us to better communicate our services as well as maintain continuity with our heritage.”

The new brand reflects a broader range of services and programs for a diverse population of ages, income levels, and health statuses. “Using the acronym ‘JGS’ leverages an established and respected Jewish Geriatric Services brand, while ‘Lifecare’ sets the tone for a new point of view,” said Susan Goldsmith, chair of the JGS rebranding committee. “It’s a beautiful, human word that has an emotional story behind it.”

The new name encompasses the organization’s elder-care services and facilities, home health and hospice care, assisted living, independent living, and rehabilitation services, reinforcing its continued commitment of caring for the community, she added.

“The name Lifecare means so much more than geriatrics,” said Dr. Robert Baevsky, chair, JGS Lifecare board of directors. “With the addition of the Sosin Center for Rehabilitation [set to open next summer] and the small-house model of care, we are refreshing our mission, vision, and commitment as a trusted healthcare resource for people of all faiths and needs.”

15_JGS_Master_H_Lg_CMYK_Tag_OutlinedThe new name and redesigned logo indicate what JGS Lifecare is and what the organization stands for. The new logo updates the existing JGS tree mark into a modern menorah with ‘flames’ of leaves. “The evolution of our former tree symbol combined with a strong Jewish symbol pays homage to our roots and mission,” said Baevsky. “It also illustrates the building of a refreshed, experiential brand, modernizing how we present ourselves to existing and new consumers.”

The new website, jgslifecare.org, is modern and mobile- and tablet-ready. Designed to showcase the organization’s mission, history, and care and services, the site is organized to provide visitors with an easier way to learn about what JGS Lifecare does and how to get involved. The revamped site, the product of customer feedback and best-practice research, features easier navigation and expanded details about the organization’s history and future.

“We’re introducing the world to the next evolution of an organization founded as the Daughters of Zion Home for the Aged,” said Baicker. “We have a long tradition of embracing culture change to better serve our residents, patients, and families, and we are excited to introduce the community to the next stage of this venerable organization.”

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LONGMEADOW — Erika Kaftan has been appointed assistant director of Educational Services at the Willie Ross School for the Deaf. She replaces Linda Carfora, who is retiring after more than 20 years at Willie Ross.

Kaftan will oversee the Massachusetts Comprehensive Assessment System Alternate Assessment (MCAS-Alt) portfolios and the School to Work program. She also will assist in supervising and evaluating staff, hiring new staff, and reviewing and approving quarterly progress reports.

Prior to joining Willie Ross last month, Kaftan was the individualized education plan (IEP) coordinator at the EDCO Program for the Deaf and Hard of Hearing in Newton. She also worked as a teacher for the deaf at the high-school level at EDCO.

Kaftan began her career as a paraprofessional and substitute teacher for elementary-school students at a charter school in California. She received her bachelor’s degree in liberal arts from California State University, Northridge, with a focus in American Sign Language, and went on to earn two master of education degrees, from Boston University in deaf education and from Endicott College in organizational management.

The Willie Ross School for the Deaf provides a comprehensive educational program stressing academic excellence that focuses on the development of students’ intellectual, social, and emotional growth from the early childhood level through high school. Willie Ross serves students at its main campus in Longmeadow and at its partnership campus located in the East Longmeadow public schools. Mainstreaming opportunities are provided at the partnership campus.

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SPRINGFIELD — Dakin Humane Society has been awarded a $7,500 grant from the Petco Foundation as the Top Dog sponsor of Dakin’s annual fund-raiser, Mutts & Mimosas. The brunch event will take place Sunday, Sept. 20 from 11 a.m. to 2 p.m. at Quonquont Farm & Orchard in Whately, rain or shine.

Guests, who are encouraged to bring their dogs, can enjoy a make-your-own mimosa bar, live traditional Irish music, a raffle and silent auction, apple-picking, dog-walking trails, and other fun activities. The food will be catered by Seth Mias, and an optional dog meal is available for $10. Event attendees are asked to bring dry or canned cat food to support Dakin’s Pet Food Bank program. Tickets are $50 per person and can be ordered online at www.dakinhumane.org or by calling event manager Gina Ciprari at (413) 781-4000, ext. 136.

According to Dakin Executive Director Leslie Harris, “this generous grant from Petco Foundation will help us to produce an effective — and memorable — fund-raiser. Mutts & Mimosas has become a tradition among Dakin supporters and dog enthusiasts around the region, and we’re happy to know that they look forward to coming to this event with their dogs each year. With Petco Foundation’s support, we will be able to leverage other donations to Mutts & Mimosas and extend our services to more animals and their people.”

The Petco Foundation has served as a voice for companion animals across the country since 1999. Today, with more than 8,000 local animal welfare partners across the country, the foundation donates approximately $15 million a year to make a difference in the lives of millions of animals. Money raised helps fund animal-welfare organizations, spay-and-neuter efforts, animal-assisted therapy programs, and humane education. The majority of the funds raised remain in the communities where they were raised, as well as benefiting animal-welfare efforts nationwide.

Other sponsors for Mutts & Mimosas include Gage-Wiley & Co. Inc., Walter’s Propane, Sarah’s Pet Services, Rice Family Foundation, Five Star Building Corp., WHMP, WMAS, Western Mass News, MassLive.com, and Quonquont Farm & Orchard.

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SPRINGFIELD — Back by popular demand, the Affiliated Chambers of Commerce of Greater Springfield (ACCGS) will present an afternoon of speed networking on Wednesday, September 16 at Loomis Lakeside at Reeds Landing, 807 Wilbraham Road, Springfield, immediately followed by “Say Goodbye to Summer at the Lake,” an evening of informal networking at its After 5. The combination of events will provide attendees the opportunity to meet new contacts in a formal manner, then continue conversations in an informal and casual setting.

The core concept to speed networking is the ‘elevator speech,’ a short summary of an individual, business, organization, product, or service — a summary that a person could deliver in the time span of a short elevator ride. Attendees will be divided into two groups. Members of each group have an allotted period of time to deliver ‘speeches’ to each other. Once the allotted time is up, members then change partners. The round-robin format of networking will continue until the event is over, at which time attendees can move to the casual atmosphere of the After 5.

The event begins at 3:30 p.m. with registration and instructions. To accommodate the event, no admittance will be allowed after 3:55 p.m. The event ends at 5 p.m., and the After 5 runs from 5 to 7 p.m.

Reservations are $20 in advance, $25 at the door, and includes admission to the After 5. Registration for the After 5 only is $5 for members, $10 for general admission. Reservations may be made online and in advance at www.myonlinechamber.com or by e-mailing Sarah Mazzaferro at [email protected].

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AGAWAM — The National Retail Federation’s Retail Across America team stopped by Dave’s Soda and Pet City in Agawam Friday to film for NRF’s Retail Across America campaign. They talked to Ratner — who has been involved with the organization for many years — about his work advocating for Massachusetts retail stores on Capitol Hill.

According to the NRF, Massachusetts retailers support 920,000 jobs, and retail contributes nearly $58 billion to the state’s economy. A film crew spoke with Dave’s employees about their jobs — their favorite part of their job, what their typical day involves, etc. The footage will be used to put together a glimpse into surprising jobs in retail.

Retail Across America is part of the NRF’s award-winning “This is Retail” campaign, which brings together retailers, universities, and students with state retail associates, legislators, and opinion leaders. The NRF launched the program to highlight life-long careers, how retailers strengthen communities, and the critical role that retail plays in driving innovation. Dave’s Soda and Pet City is one of two businesses chosen to represent Western Mass. retailers on NRF’s road trip through four New England states.

Dave’s Soda and Pet City is a mini-chain of seven superstores with more than 100 employees. For more information on the NRF, visit www.nrf.com.

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HOLYOKE — The PeoplesBank board of directors announced that bank President and CEO Douglas Bowen will retire in July 2016, to be succeeded by Thomas Senecal, currently executive vice president and chief operating officer.

The board’s leadership-succession plan calls for Senecal to become president at the bank’s annual meeting in February 2016. Bowen will become chairman and CEO at that time. Senecal will be named president and CEO in July 2016 upon Bowen’s retirement. During this transition period, Bowen will remain active in his position and the bank’s management and strategy implementation.

Doug Bowen

Doug Bowen

Bowen joined PeoplesBank in August 1975 as a teller in the management-development program. He has since worked in almost every department at the bank. In 1986, he started the Commercial Lending department and, in 2002, was named executive vice president and chief lending officer. He was named president and CEO in 2007 and, since that time, has led the bank to its current position in the market, with more than $2 billion in assets and a substantial track record of innovation, community support, environmental sustainability, and employee engagement.

Under Bowen’s tenure, PeoplesBank opened six branches, three of which are LEED-certified; has financed more than $80 million in sustainable-energy projects; and has been named a “Top Place to Work” by the Boston Globe three years in a row. The bank was also named a “Top Charitable Contributor” by the Boston Business Journal seven years in a row. The American Bankers Assoc. gave PeoplesBank a Community Commitment Award for its environmental-sustainability efforts in 2013. The Boston Globe also named Bowen a “Globe 100 Innovator” in 2011.

Thomas Senecal

Thomas Senecal

Meanwhile, Senecal possesses more than 25 years of progressive financial experience. In his current position, he has managed all accounting, financial reporting, and treasury and facility operations. He has overseen asset growth of the bank from $460 million to $2 billion in 2015.

In addition to Senecal’s responsibility for the Finance department, as the COO, he will oversee the Retail, Operations, Internal Control, and Risk Oversight functions. Early next year, he will also be responsible for the Commercial and Consumer Lending, Cash Management, and Human Resources functions.

Senecal holds a bachelor’s degree in business administration from UMass Amherst. He also attended the Tuck Executive Program at Dartmouth College. He is a certified public accountant and a U.S. Coast Guard veteran. He currently serves on the boards of directors of Holyoke Community College, where he is chair of the investment committee; Loomis Communities Inc.; and the Hampshire Regional Chamber of Commerce. He also serves on the advisory council of the Isenberg School of Management at UMass Amherst, and is a member of the Federal Home Loan Bank – Boston advisory panel.

“Under his leadership, I am confident that our customers, our staff, and our future are in very capable hands,” said Bowen, making a statement on behalf of the bank’s board of directors. “Tom and I believe in our bank’s mutual charter. We will remain a mutual bank going forward — committed to helping our customers achieve financial success and to serving the community. It is our mutual charter that powers our values. It is also the structure that allows us to invest in innovation, to contribute to nonprofit and civic causes, to support environmental sustainability, and, perhaps most important of all, to help our associates grow and succeed. Our mutual charter has served us well for 130 years, and it is the key to our future as well.”

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WESTFIELD — James Hagan, president and CEO of Westfield Bank, announced several recent changes to the bank’s retail and commercial banking staffs.

Carla DiLoreto has joined the bank as manager of the Enfield, Conn. office; Greg Musante has been hired as assistant branch manager and business specialist in the Holyoke office; and Christopher Fager has joined the bank as assistant vice president, commercial loan officer. In addition, Sean Millane, previously manager of the bank’s Enfield office, has been promoted to commercial loan officer, and Jeffrey Lomma, previously assistant manager and business specialist in the Enfield office, has been promoted to branch manager of the Tower Square office in Springfield.

DiLoreto has nearly 10 years of retail banking experience. Prior to joining Westfield Bank, she was Banking Center manager of the Somers, Conn. office of Webster Bank. While serving there, she was inducted in the Somers Women’s Club, where she helped raise money for its scholarship and charitable-giving programs.

Musante has 15 years of banking experience in commercial and mortgage lending. Most recently, he was mortgage bank officer at Webster Bank and also held the positions of cash management analyst and business specialist at Bank of America. A graduate of Greenfield Community College and Plymouth State College, he is an active member of several area chambers of commerce.

Fager joins Westfield Bank following a successful six-year career at Citizens Bank, where he served as both branch manager and business banking officer. In his new role, he will be responsible for developing and managing commercial banking relationships. A graduate of UMass Dartmouth, he is active in local chambers of commerce.

Millane has 15 years of banking experience and joined Westfield Bank in 2014 as manager of the Enfield branch. Previously, he was branch manager and business development officer of the Ellington and East Windsor, Conn. offices of Rockville/United Bank. In addition to his professional accomplishments, he is president of the East Windsor (Conn.) Chamber of Commerce and treasurer of the North Central Connecticut PTSD Foundation.

Lomma joined Westfield Bank in 2007. Prior to being named branch manager of the Tower Square office, he served as assistant manager and business specialist at the bank’s Enfield branch. A graduate of Western New England University, he is active in the community, serving as treasurer of the North Central Connecticut Chamber of Commerce and board member for both the Springfield Performing Arts Development Corp. (Symphony Hall and CityStage) and the Springfield Hockey Heritage Society.

“I am pleased to announce these exciting changes to our retail and commercial banking staffs,” Hagan said. “At Westfield Bank, we are committed to delivering the best possible banking experience for our retail and commercial customers in Western Massachusetts and Northern Connecticut. In addition to their proven accomplishments, Carla, Greg, Chris, Sean, and Jeff truly epitomize what better banking’s all about.”

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WEST SPRINGFIELD — Century Investment Co. has acquired three new buildings for its portfolio, all located in West Springfield:

• 30 Capital Dr., an office building located off Route 5, is a fully occupied, 15,000-square-foot building with tenants including Market Mentors and Haselkorn Inc. The deal was completed with Bill Low from NAI Plotkin representing the seller.

• 59 Interstate Dr., a 22,000-square-foot building, has availability of 500 to 4,000 square feet and convenience to I-90 and I-91. John Foley from the Foley Co. represented the seller.

• 85 Interstate Dr., a completely vacant, 8,500-square-foot building, may be leased by a single user or subdivided. Brendan Greeley of RJ Greeley Co. represented the seller.

As all three buildings, totaling more than 45,000 square feet, are assimilated into the Century portfolio, numerous changes and upgrades are taking place, including new paving, landscaping, painting, and interior updates. These new buildings come on the tail end of Century’s corporate office move to 181 Park Ave. in West Springfield.

Century Investment Co., a third-generation family business founded in the late 1940s, owns and manages shopping centers and office buildings in the Western Mass. area. For more information, visit www.centuryinvestment.com.

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SPRINGFIELD — The city of Springfield is releasing a request for proposals (RFP) for the eight parcels of land that formerly comprised the home of the Chestnut Junior High School at 495 Chestnut St. The school building was destroyed in a fire in September 2013, and the site has since been fully cleared.

“With $2.8 billion in ongoing economic development in the city of Springfield, now is not the time to rest,” said Mayor Domenic Sarno. We are looking to capitalize on our momentum and bring new jobs and development to the city.”

The RFP became available yesterday. Interested parties must return their proposal to the city by Monday, Sept. 14. The site is a total of 166,617 square feet, or 3.825 acres. The lump assessed value for all eight parcels is $127,900. The property was cleared by Associated Building Wreckers of Springfield, which removed all building elements, including foundations.

“While the fire resulted in a great loss of the historic school, the site is now fully cleared and available for development,” said Springfield’s Chief Development Officer Kevin Kennedy. “To find a nearly four-acre site so close to major employers is rare. We expect strong interest in this property.”

The neighborhood is home to Baystate Health, Mercy Medical Center, and Shriners Hospital for Children, as well as numerous private medical office buildings. Among many potential uses, the site could be appropriate for additional office development, retail development, or workforce housing targeting medical-district employees. Proposers will be expected to address any zoning needs as well as work closely with the neighborhood to ensure a positive redevelopment of the site.

The city recently commissioned an economic analysis of the so called ‘medical district’ to examine its employee base of more than 10,000 people to better understand the opportunities that exist for new housing, retail, and commercial space that would not only serve the neighborhood but also these employees. The report can be found on the city’s Planning and Economic Development website at www.springfieldcityhall.com.

Parties interested in obtaining the RFP should call the Office of Procurement at (413) 787-6284.

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SPRINGFIELD — GZA GeoEnvironmental Inc., a leading environmental and geotechnical engineering consulting firm, has awarded a $2,500 Shareholder’s Grant to Gardening the Community (GTC) in Springfield, based on an application from Anja Ryan Duffy, a professional landscape architect in the Springfield office of GZA.

GZA bestows four roughly $2,500 grants each year to organizations whose specific programs would best benefit from the award. The Shareholder’s Grant program was established to support employee volunteerism and charity work in the firm’s communities and throughout the world.

Duffy proposed Gardening the Community as a recipient of the GZA Shareholder’s Grant to assist in the development of the organization’s new Walnut Street site, a project for which she has volunteered her landscape-architecture services.

Gardening the Community is a food-justice organization engaged in youth development, urban agriculture, and sustainable living to build healthy and equitable communities.

In her grant application, Duffy said the Walnut Street project location is a 0.6-acre abandoned lot which “for decades has been an eyesore and served as an illegal dumping ground.” GTC purchased the site in July 2014 with the vision of transforming it into a “vibrant, green space which would also help feed the neighborhood and provide service and leadership opportunities for local youth.”

The GZA Shareholder’s Grant will help fund the placement of fencing and perimeter plantings along the Walnut Street site.

Duffy has been with GZA for nearly eight years. Her areas of specialization include site design, planting design, low-impact development, and graphics. A graduate of UMass Amherst with a bachelor’s degree in landscape architecture, she is an avid gardener and started a community garden in her former apartment complex, a project now in its fourth year.