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Chamber Corners Departments

1BERKSHIRE

www.1berkshire.com

(413) 499-1600

• Aug. 23: BBQ Chamber Nite, 5-7 p.m., hosted by MountainOne!, 111 Silver Lake Blvd., Pittsfield. Remember to bring your business card so you can enter to win a door prize. Register online at 1berkshire.com/event/chamber-nite-15.

FRANKLIN COUNTY CHAMBER OF COMMERCE

www.franklincc.org

(413) 773-5463

• Sept. 13: “Are You Making Money or Losing Your Shirt?” 11 a.m. to 1 p.m., hosted by TD Bank Greenfield, 324 Main St., Greenfield. N et Profit gauges how well a business manages both revenue generation and expenses, assuming that owners are not taking out much cash in the form of distributions. Being profitable also means the company is building equity. What does this all mean? Join us to learn more about your financial statements and how you can use them to improve your profit picture. TD Bank wants to be sure that you have strong tools to understand and control your business. With that objective in mind, at the end of the workshop, each attendee will be entered into a drawing for a free copy of Quickbooks Pro, a $220 value. A light lunch will be provided. Register at www.franklincc.org.

• Sept. 22: Franklin County Chamber of Commerce Breakfast, 7:30-9 a.m., hosted by Franklin County Tech School. Register at www.franklincc.org.

• Sept. 27: “Start Your Own Business,” 8:30-11:30 a.m., hosted by Franklin County Chamber of Commerce, 395 Main St., Greenfield. Starting a small business requires more knowledge, skills, perseverance, and planning than meets the eye. This three-hour workshop will help you understand the details, challenges, opportunities, and rewards of owning and operating your own business through the real-life experiences of several highly successful entrepreneurs. This course is a suggested prerequisite for our Business Planning workshop. Cost: $25. Register at www.franklincc.org.

GREATER CHICOPEE CHAMBER OF COMMERCE

www.chicopeechamber.org

(413) 594-2101

• Aug. 25-26: Third annual Downtown Get Down! Noon to 9 p.m. on Aug. 25 and 10 a.m. to 9 p.m. on Aug. 26. Live music, local artists and crafters, entertainment actsm, and a variety of food vendors return to the streets of Chicopee Center this summer. This year’s event will feature a 5k race for the first time, starting at 9 a.m. on Aug. 26. Come downtown and celebrate Chicopee and all the community has to offer. For more information, visit www.chicopeegetdown.com.

• Aug. 29: The Next Five Years for You and Your Business Workshop Series: Session 4, “Leadership Perspective,” 8:30-10:30 a.m., hosted by Westfield Bank Conference Room, 70 Center St., Chicopee. Historic data may not help in the planning of the future, nor can the future be accurately predicted within the current pace of change. But you can plan for the next five years from where you are today. Cost: $40 for members, $50 for non-members. Register online at www.chicopeechamber.org.

• Sept. 7: CEO Power Hour Luncheon with Nathan Costa, CEO of the Springfield Thunderbirds, 11:45 a.m. to 1 p.m., hosted by Collegian Court Restaurant, 89 Park St., Chicopee. Costa was well aware of the challenges the Thunderbirds faced, and he will share his strategy for turning things around, including improvements made in sales and marketing efforts, game-day experience, and community engagement. Join us for lunch with Costa and learn about the creation of a winning culture. Cost: $30 for members;, $35 for non-members. Register online at www.chicopeechamber.org.

• Sept. 14: Business After Hours Presents Porter & Chester, 4:30-6:30 p.m., hosted by Porter & Chester Institute, 134 Dulong Circle, Chicopee. Cost: $10 for members, $15 for non-members. Register online at www.chicopeechamber.org.

• Sept. 28: Lunch & Learn with John Regan, executive vice president for Government Affairs for Asssociated Industries of Massachusetts, noon to 1:30 p.m., hosted by Delaney House, 3 Country Club Road, Holyoke. Come hear Regan discuss the matters that passed, those that didn’t, and what may be in store for the next legislative session. Cost: $30 for members, $35 for non-members. Register online at www.chicopeechamber.org.

GREATER EASTHAMPTON CHAMBER OF COMMERCE

www.easthamptonchamber.org

(413) 527-9414

• Sept. 14: Networking by Night, 5-7 p.m., hosted by Pioneer Landscapes, 223 Cardinal Way, Florence. Cost: $10 for members, $15 for non-members. Register online at www.easthamptonchamber.org.

GREATER HOLYOKE CHAMBER OF COMMERCE

www.holyokechamber.com

(413) 534-3376

• Sept. 6: Chamber Coffee Buzz, 7:30-8:30 a.m., hosted by Providence Place, 5 Gamelin St., Holyoke. The Coffee Buzz series is a morning networking program that provides chamber members and guests the opportunity to make new contacts and exchange business information over a light breakfast. The format includes a 30-second introduction of each guest, the host has a five- to 10-minute promotional opportunity, and rest of the event is mingling. Cost: free. Register online at www.holyokechamber.com.

• Sept. 13: Annual Clambake, 5-7 p.m., hosted by Holyoke Country Club, Country Club Road, Holyoke. We’re planning a feast of lobster, steamed clams, sweet corn on the cob, boiled red potatoes, tossed salad, and iced tea. Treat a client or make this your employee-appreciation gathering — there’s plenty of room. Grilled chicken will be available. Join Weld Management as a sponsor of this well-attended event. Cost: $38 for members, $40 for non-members. Register online at www.holyokechamber.com.

GREATER NORTHAMPTON CHAMBER OF COMMERCE

www.explorenorthampton.com

(413) 584-1900

• Sept. 11: “Financial Planning 101,” 5:30-6:30 p.m., presented by Streetlight Financial, hosted by Forbes Library. Cost: free. Register online at forbeslibrary.libcal.com/event/3442716.

• Sept. 13: Arrive@5, 5-7 p.m., hosted by Family Legacy Partners, 48 Round Hill Road, Suite 2, Northampton. Co-host: CheckWriters Payroll. Sponsored by Northeast Solar, Finck & Perras Insurance Agency Inc., and Coldwell Banker Upton-Massamont Realtors. Cost: $10 for members.

• Sept. 19: “How to Do Business with Different Generations,” 11 a.m. to 1 p.m., presented by SCORE of Western Mass., hosted by TD Bank, 175 Main St., Northampton. Cost: $5. Space is limited, and RSVP is required. To register, visit westernmassachusetts.score.org/content/take-workshop-38.

• Sept. 22: “Introduction to Mail Chimp,” 9-11 a.m., presented by Pioneer Training. MailChimp is a free e-mail marketing application similar to Constant Contact. This workshop will cover the basics of creating an e-mail campaign and tracking your results. You’ll learn how to set up an account, how to add lists of subscribers, and how to create a signup form so visitors to your website can sign up to be added to your lists. You’ll learn how to create a template, how to add content from MailChimp’s content manager, and how to design, preview, and test your template. You’ll also learn how to create an e-mail campaign and how to use MailChimp’s reports to track clicks, opens, and unsubscribes. Participants are encouraged to bring laptops and follow along with the instructor, but this is not required. Cost: $25 for members, $35 for non-members. Space is limited, and pre-registration is required. To register, visit goo.gl/forms/My7lF9Xk1aB7xg0Q2.

GREATER WESTFIELD CHAMBER OF COMMERCE

www.westfieldbiz.org

(413) 568-1618

• Sept. 11: Mayor’s Coffee Hour with Mayor Brian Sullivan, 8-9 a.m., hosted by Shaker Farms Country Club, 866 Shaker Road, Westfield. This event is free and open to the public. Call Pam at the Chamber office at (413) 568-1618 to register, so we may give our host a head count.

• Sept. 13: After 5 Connection, 5-7 p.m., hosted by Holiday Inn Express, 39 Southampton Road, Westfield. Bring your business cards and make connections. Refreshments will be served, and a 50/50 raffle will benefit two Citizen’s Scholarships. Cost: free for members, $10 for non-members (cash or credit card).

• Sept. 15: Chamber Workshop: “Employment Practices, Liability Insurance,” 8:30-10 a.m., hosted by Holiday Inn Express, 39 Southampton Road, Westfield. Join management-side labor and employment-law attorney Timothy Netkovick for this informational seminar on EPLI. Netkovick will provide an overview of the types of claims these policies generally cover and exclude. He will also identify the 10 most important considerations you should be aware of when assessing whether a particular EPLI policy is right for your company. When you leave this seminar, you and your team will be able to fully assess your needs in regard to whether or not you should invest in EPLI. Cost: free for members, $30 for non-members (cash or credit card). Contact Pam at the chamber office at (413) 568-1618 or [email protected] for more information or to register.

• Sept. 18: Chamber Workshop: “Go Mobile!” 8:30-10 a.m. hosted by Holiday Inn Express, 39 Southampton Road, Westfield. Join Kurt Lumpp of Russell Cellular for this informational workshop and maximize the use of your cell phone. Cost: free for members, $30 for non-members (cash or credit card). Contact Pam at the chamber office at (413) 568-1618 or [email protected] for more information or to register.

WEST OF THE RIVER CHAMBER OF COMMERCE

www.ourwrc.com

(413) 426-3880

nSept. 6: Wicked Wednesday, 5:30-7:30 p.m., hosted by Carrabba’s Italian Grill, West Springfield. Wicked Wednesdays are monthly social events, hosted by various businesses and restaurants, that bring members and non-members together to network in a laid-back atmosphere. For more information about this event, contact the chamber office at (413) 426-3880, or register at www.westoftheriverchamber.com.

• Sept. 13: September Breakfast, 7 to 9 a.m., hosted by Chez Josef in Agawam. The event will bring members and non-members together for a morning of breakfast, debate, and town updates. Attendees will have the opportunity to connect with local business people over breakfast and listen to the Agawam mayoral candidates discuss their views and ideas on how they plan to stimulate local business success. The moderator for this event will be Robert MacDonald of Work Opportunity Center in Agawam. Questions from the public and businesses can be submitted to [email protected]. In addition, West Springfield Mayor Will Reichelt will be on hand to discuss business-development plans for his community. Event sponsors include United Bank and bankESB. Sponsorship opportunities are still available. Tickets cost $35 for members and $45 for non-members. To register or sponsor this event, visit www.westoftheriverchamber.com.

• Sept. 21: Networking Lunch, noon to 1:30 p.m., hosted by Carrabba’s Italian Grill, West Springfield. Only members and guests of members may attend. Enjoy a sit-down lunch while networking with fellow chamber members. Each attendee will get a chance to offer a brief sales pitch. The only cost to attend is the cost of your lunch. Attendees will order off the menu and pay separately that day. We cannot invoice you for these events. Register online at [email protected].

YOUNG PROFESSIONAL SOCIETY OF GREATER SPRINGFIELD

www.springfieldyps.com

• Sept. 21: YPS Presents: Vote The Valley, 5:30-7:30 p.m., hosted by Sheraton Hotel, One Monarch Place. This event will bring together local elected officials and candidates for elected office in a business-networking environment. Join us to connect and engage with policymakers while learning more about your voting rights. Register at www.springfieldyps.com.

Agenda Departments

Western Mass. Employment Collaborative Job Fair

Aug. 22: The Western Mass. Employment Collaborative (a service of Riverside Community Care) and Holyoke Community College are partnering for a Job Fair from 10 a.m to noon at Holyoke Community College’s Kittredge Center, Room 303. The purpose of the event is for businesses to meet qualified candidates for their hiring needs and for job seekers to have multiple opportunities to speak to employers and partner agencies and to interview for competitive employment. Western Mass. Employment Collaborative (WMEC) partners are all working toward a common goal: to increase employment opportunities for individuals with disabilities. WMEC works across all disabilities and represents hundreds of job seekers who have the skills, commitment, and desire to enter the workforce and contribute positively to a local employer. By attending this job fair, employers will discover this is a largely untapped pool of qualified job candidates and learn how to work with the vibrant partnership between service providers, government agencies, and workforce-development entities that WMEC facilitates. The job fair will serve as both as a recruitment venue and a valuable experience for job seekers as they prepare to enter the workforce. Job developers and coaches will work with their job seekers around readiness skills and how to interact with employers. Students from the college will have an opportunity to be a part of this diverse and inclusive environment and see what employers from Western Mass. have to offer. Contact Pam Mendes at [email protected] or (617) 360-1646 with questions.

Springfield Jam Fest

Sept. 9: The Springfield Business Improvement District will present the first annual Springfield Jam Festival in downtown Springfield from noon to 11 p.m. at Court Square. Multiple stages will feature dozens of local artists performing throughout the entire day, playing everything from rock and country to blues, reggae, and more. Area vendors will sell a large variety of food and beverages. Sponsorship agreement goals have been reached to put on the festival, and all additional funds raised by the event will go to the National Alliance on Mental Illness (NAMI) of Western Massachusetts, which is dedicated to improving the lives of individuals and families affected by mental illness through support, education, and advocacy. One in four people in the U.S. has a mental-health condition, and as an affiliate of the nation’s largest grass-roots mental-health organization, NAMI-Western Massachusetts advocates for access to services, treatment, support, and research and is steadfast in its commitment to raising awareness and building a community of hope for all those in need. For more information on the Springfield Jam Festival, visit springfielddowntown.com/springfield-jam-fest.

Family Improv Class

Sept. 10 to Oct. 15: Local improv company Happier Valley Comedy announced a new addition to its Comedy School lineup of classes for the fall. Family Improv is a six-week class held on Sunday afternoons beginning in September and is open to any child-and-adult combo. Family Improv gives families the opportunity to laugh with a loved one and bond over fun improvisation games and exercises. The Family Improv curriculum is guided by the principles of acceptance, mindfulness, quieting judgment of self and others, and strengthening communication, all while having a blast playing together. Family Improv will complement Happier Valley Comedy’s monthly Happier FAMILY Comedy Show, a high-energy, interactive event designed especially for families and kids ages 5-12. Registration for Family Improv is available on the Happier Valley Comedy website (www.happiervalley.com), with weekly classes to be held Sept. 10 through Oct. 15 on Sundays from 1 to 2:30 p.m. Family Improv will be taught by Kate Jopson, a graduate of the Happier Valley Comedy’s Zen of Improv classes and a Happier FAMILY Comedy Show cast member. Every child who is registered in the class receives a free ticket to the comedy show.

Patent and Trademark Educational Event

Sept. 14: The South Hadley Library and the South Hadley & Granby Chamber of Commerce announced a free business educational event for the business community and the public from 4 to 6 p.m. at the South Hadley Library, located at 2 Canal St. The event, designed for entrepreneurs and businesses, is a joint collaboration between the library and the chamber. The speaker, Paulina Borrego, is a science and engineering librarian at UMass Amherst. Soon after becoming a librarian in 2007, she took on the role of the Patent & Trademark Resource Center (PTRC) librarian in 2009. She is trained by the U.S. Patent & Trademark Office to educate patrons about patents and trademarks, the application process, and how to conduct an effective and thorough search. She works in the UMass Amherst Science & Engineering Library, which is open to the public. For more information on the program, visit the South Hadley Library’s website at www.shadleylib.org or the chamber website at www.shgchamber.com.

Free Legal Help Hotline

Sept. 21: The Hampden County Bar Assoc. will offer a free Legal Help Hotline in conjunction with Western New England University School of Law from 4 to 7 p.m. at the law school, 1215 Wilbraham Road, Springfield. Individuals needing advice should call (413) 796-2057 to speak to a volunteer. Volunteers will provide legal advice on a variety of topics, including divorce and family law, bankruptcy, business, landlord/tenant matters, and real estate. Additionally, in light of recent immigration developments, attorneys with immigration-law experience will also be available to answer questions. Spanish-speaking attorneys will be available.

Healthcare Heroes

Oct. 19: BusinessWest and the Healthcare News will present the inaugural Healthcare Heroes Awards at the Starting Gate at GreatHorse in Hampden. This new recognition program was created by the twin publications to recognize outstanding achievement across the region’s broad and diverse healthcare sector. Nominations were accepted in a number of categories, including ‘Patient/Resident/Client Care Provider,’ ‘Innovation in Health/Wellness,’ ‘Community Health,’ ‘Lifetime Achievement,’ and many others. A panel of judges determined the winners, who will be profiled in the Sept. 4 issue of BusinessWest and the September issue of HCN. American International College and Trinity Health are the presenting sponsors of Healthcare Heroes. Additional sponsors are Bay Path University, Baystate Health, Cooley Dickinson Health Care, Elms College, and Renew.Calm. Tickets to the event are $85 each, with tables available for purchase. For more information or to order tickets, call (413) 781-8600.

Business & Innovation Expo of Western Mass.

Nov. 2: Comcast Business will present the Business & Innovation Expo of Western Mass. at the MassMutual Center in downtown Springfield, produced by BusinessWest and the Healthcare News. The seventh annual business-to-business show will feature more than 150 exhibitor booths, educational seminars, breakfast and lunch programs, and a day-capping Expo Social. Current sponsors include Comcast Business (presenting sponsor), Johnson & Hill Staffing Services and Wild Apple Design Group (executive sponsors), Inspired Marketing (show partner), MGM Springfield (corporate sponsor), Isenberg School of Management at UMass Amherst (education sponsor), Xfinity (social sponsor), and the Better Business Bureau (contributing sponsor). Additional sponsorship opportunities are available. Exhibitor spaces are also available; booth prices start at $800. For more information on sponsorships or booth purchase, call (413) 781-8600, ext. 100.

Court Dockets Departments

The following is a compilation of recent lawsuits involving area businesses and organizations. These are strictly allegations that have yet to be proven in a court of law. Readers are advised to contact the parties listed, or the court, for more information concerning the individual claims.

CHICOPEE DISTRICT COURT

D & S Linen Services Inc. d/b/a Aladco Linen Services v. Vidhy Adharmitta a/k/a Vid Mitta d/b/a Quality Inn Chicopee

Allegation: Money owed for rental of garments: $11,792.22

Filed: 7/19/17

HAMPDEN DISTRICT COURT

Jason Jackson v. Royal Administrative Services Inc. and Goodwill Enterprises Inc. d/b/a Dedham Auto Mall

Allegation: Breach of contract; plaintiff was sold unfair warranty policy: $12,500

Filed: 7/7/17

HAMPDEN SUPERIOR COURT

Johnathan Cavallo v. Granby Public Schools, Sheryl Stanton, Jennifer Curran, Emre Evren, Deanne Payne-Rokowski, Marie McCourt, and Town of Granby

Allegation: Breach of employment contract, failure to pay wages, accrued vacation time, and accrued sick time: $90,000

Filed: 7/13/17

McLeod, LLC v. Excellence Auto Exchange Inc., Excellence Auto Exchange, and Rodney O. Maye

Allegation: Money owed for goods sold and delivered: $14,500

Filed: 7/20/17

Wilfredo Cosme v. Pentecostal Christian Church Inc.

Allegation: Negligent placing of scaffolding causing injury: $100,000

Filed: 7/21/17

Frederick M. Mancini v. Toys R Us Inc.

Allegation: Slip and fall causing injury: $38,018.52

Filed: 7/21/17

HAMPSHIRE DISTRICT COURT

Amy Davis v. Off the Map Inc. and Gabe Ripley, Steve Sanderson, and Jason Foster individually

Allegation: Failure to pay wages: $6,000

Filed: 7/5/17

HAMPSHIRE SUPERIOR COURT

Jesse and Elizabeth Israel v. Fontaine Brothers Inc.

Allegation: Negligence causing injury when plaintiff fell 38 feet on job site: $600,000

Filed: 7/24/17

HOLYOKE DISTRICT COURT

Kristina Daisy v. Sinan A. Masih, DMD and Holyoke Mall Dental Health Center

Allegation: Negligence causing dental injury: $11,600

Filed: 7/21/17

Law Sections

Courting Change

Eric Gouvin

Eric Gouvin says law students, like the customers of any business, want return on their investment.

Enrollment was already declining at law schools nationwide when the Great Recession hit, drying up the legal job market and driving the applicant count even lower. That forced a mass contraction at institutions across the U.S., including Western New England University School of Law. But its dean says the strategies undertaken to provide more return on investment for students has brought stability, and the future looks brighter than it has in years.

Few law-school leaders are surprised that enrollment is slightly higher nationally than it was a few years ago — if only because it couldn’t get much lower.

In fact, said Eric Gouvin, dean of Western New England University (WNEU) School of Law, 100,600 individuals applied to law schools during the 2003-04 cycle. In 2014-15, the number was 55,700.

That’s a stark decline, but the numbers are starting to tick up — slowly. Still, no one expects them to soar anytime soon, meaning this has become a new normal across the country — with a few exceptions, like Harvard, which will always have its pick of top applicants.

One reason for the enrollment drop was a declining job market for lawyers, one that began before the Great Recession but accelerated quickly after the 2008 financial crisis. By 2012 or 2013, graduates were finding it very difficult to secure positions right out of school.

To be honest, we were probably making too many lawyers for too long. In the good old days, we just kept saying, ‘we’ll take you; we’ll teach you law,’ but there weren’t necessarily enough jobs for those people. Then, in the Great Recession, people were graduating into an economy that was close to failing. Not only were there no jobs, but existing jobs were being eliminated. Those new graduates were devastated.”

“To be honest, we were probably making too many lawyers for too long,” Gouvin said. “In the good old days, we just kept saying, ‘we’ll take you; we’ll teach you law,’ but there weren’t necessarily enough jobs for those people. Then, in the Great Recession, people were graduating into an economy that was close to failing. Not only were there no jobs, but existing jobs were being eliminated. Those new graduates were devastated.”

That job-market crisis has alleviated significantly, if only because fewer students are seeking a career in the legal field, and law schools — again, with a few, high-profile exceptions — have been forced to contract.

“We can engage in magical thinking, wanting to bring back the good old days, or we can be realistic,” Gouvin told BusinessWest. “The market is saying fewer people want to go to law school. If you’re not Harvard or Georgetown, you have to take that reality into account.”

Just before Gouvin became dean in 2013, the school launched a strategic plan to assess its current situation amid the national enrollment crisis, and where it needed to be given that environment. Part of WNEU’s strategy focused on giving students more return on investment, including a tuition freeze, instituted during the 2013-14 school year and extending through 2017-18.

“A lot of our competitors didn’t do that, so we have essentially cut tuition by not raising it,” he said. “We’re 15% to 20% lower than Quinnipiac, Suffolk, and New England Law, so we’re producing on that end of return on investment.”

The school has been generous with scholarships, too, he said, so its $39,400 annual tuition actually translates to an average of $21,000 per student. “That’s is a pretty darn good deal today.”

With the lowered revenues, of course, WNEU had to keep a close eye on expenses, and it was able to shrink staff through retirements, so that the school, staffed for 550 students when Gouvin arrived, is now staffed for 300 — a notable contraction, he said, but typical of what’s happening across the country.

“With some smart planning on the expense side, we figured out how to offer the same programs with fewer people,” Gouvin said. “As the student body contracted, we needed fewer teachers. One concern some alums might have had was replacing tenured faculty with adjuncts, but that’s not true; since I’ve been here, we’ve had 32 adjuncts a year, all teaching upper-level electives. The core programs are taught by full-time, tenured faculty members.”

The school has also tried hard to avoid unnecessary debt to keep overhead down, he added. “There’s a lot of competition out there to build these incredibly beautiful, palatial buildings, but I don’t have that hanging over my head. I have staff and program expenses, but I don’t have huge debt service.”

Still, keeping tuition down by reducing expenses is only one way to provide that much-discussed ROI that today’s law students crave. The other is to give them more of what they need to secure employment, and on that front, WNEU hasn’t let them down.

Case Studies

For instance, the school has added new programs, some of them to attract students who aren’t necessarily looking to pursue a career practicing law. Such initiatives include a master of laws and letters (LLM) degree in estate planning and elder law, introduced in 2004. More recently, the school added a master’s-degree track in the same discipline.

“We identified that need early on, with the population aging, and a lot of wealth still to be transferred from Baby Boomers to their kids,” Gouvin explained. “We’ve been in a good spot with the elder-law and estate-planning programs we’ve offered, and have expanded them.”

Another focus has been on what Gouvin calls student-centered professional education.

“Student-centeredness is in the water here. I think the students care about each other and have the chance to get to know their professors pretty well. They have an incredible support system, very customer-friendly, problem-solving-oriented,” he explained. “I can’t take credit for that; it was already part of the culture. It’s a real selling point for Western New England.”

But he has led efforts to “up our game” in that area, particularly through the use of clinics — in areas such as criminal defense, criminal prosecution, elder law, and immigration (the latter in cooperation with Community Legal Aid), in which students blend classroom instruction with work on real cases, under the guidance of local attorneys.

The newest clinic centers on family-law mediation. “We’re the only school in the Commonwealth working with the family courts. It’s groundbreaking, and we’re quite proud of it.”

In fact, Gouvin said, about 88% of all students get involved in clinics and externships, understanding the value of developing not only real-world legal knowledge, but the soft skills that will make them more employable.

WNEU School of Law

Eric Gouvin says WNEU School of Law has raised its game by adding new programs and clinics aimed at giving students real-world experience.

In making these community connections, Western New England benefits from its position as the only accredited law school in the Commonwealth west of Greater Boston, Gouvin noted. This uniqueness ensures a broad range of opportunities in the form of internships and clerkships.

“That’s one of our strengths; we have many quality placements with federal judges, state courts, law firms, nonprofits. It’s not like we’re competing with six other law schools to get those spots. And it’s the kind of experience employers find valuable and relevant. For a small school, we nail that.”

I’ve got a police officer, an HR person, a computer tech person, an insurance guy who does construction litigation … none of those want to be practicing lawyers, but they see they can be more effective in their roles by knowing more about the law. A lot of people out there realize law is handy, even if they don’t want to be lawyers.”

WNEU School of Law has also expanded its appeal by launching a master’s degree in law for students who have no intention of becoming lawyers, but who take classes alongside juris doctor students to develop an expertise in legal matters to bring to their chosen career, be it accounting, insurance, banking, journalism, fund-raising, or any number of other disciplines.

“I’ve got a police officer, an HR person, a computer tech person, an insurance guy who does construction litigation … none of those want to be practicing lawyers, but they see they can be more effective in their roles by knowing more about the law,” Gouvin said. “A lot of people out there realize law is handy, even if they don’t want to be lawyers.”

Meanwhile, dual-degree programs like WNEU’s JD/MBA aim for the same type of cross-disciplinary expertise. “It’s never just law; it’s always law and something,” he said. “For students to gain knowledge in their fields and marry that with a law degree, I think that can give them a boost.”

After all, he added, “it’s hard to imagine any aspect of human activity that doesn’t have a legal component to it. We’ve never made less law; we’re always making more.”

Making an Appeal

That simple truth will always provide a stream of young people interested in practicing law, even if that stream has weakened in the new millennium.

“The market four years ago was in shambles, and we’re seeing that it has come back — not to where it was prior to the Great Recession, but it’s probably more sustainable now,” Gouvin told BusinessWest. “The good news is that Western New England and just about every other law school have contracted; instead of pumping 200 graduates a year into a market that can’t absorb them, we’re now graduating 100 into a market that can absorb them.”

Academically, the school must be doing something right, he added, noting that, despite a recent preference for applicants with high GPAs over high LSAT scores, WNEU ranks fifth in the state on percent of students passing the bar, behind only Northeastern, Harvard, Boston University, and Boston College. “That’s with students whose LSATs would have predicted they’d have trouble with the bar.”

Furthermore, Gouvin expects graduates’ job prospects — and, as a result, interest in a law degree — to increase as older lawyers, whose assets were battered by the Great Recession and may have postponed retirement because of it, start seriously considering life after law.

“Many waited until housing and the stock market recovered,” he said, “but now, it may be that more folks see their way clear to retiring.”

At the same time, he was quick to add, the industry is changing, and retiring lawyers won’t be replaced by the same number of newcomers. Technology has reduced some of the workload for attorneys, while paraprofessionals are performing many of the duties lawyers handled a generation ago.

“That being said, there should be a net outflow from the profession,” he went on. “The median age of lawyers has been increasing for the past two decades.”

In other words, the future seems bright for WNEU, which started in 1919 as the Springfield branch of Northeastern, holding classes at the YMCA on Chestnut Street.

“Like I tell alums, we’ve been here 100 years, and we’ll be here another 100 years,” he said, and that’s plenty of time to cultivate new relationships between students and the legal community they one day hope to work in.

He cited a survey UCLA conducts each fall with its incoming freshmen, asking them what they want to do with their lives. Since 2000, the percentage saying they wanted to practice law has been on the decline, from 5.2% in 2000 to a recent low of 3.2%. But in the past two years, the number shot back up. It’s just another data point, Gouvin noted, to encourage those, like him, who are invested in the legal profession.

“Again,” he said, “these are hopefully signs not only that people think going to law school is a good idea, but that going to law school actually is a good idea.”

Joseph Bednar can be reached at [email protected]

Law Sections

Foreign Affairs

By Marylou Fabbo, Esq.

Marylou Fabbo

Marylou Fabbo

Although a new version of the Form I-9 became mandatory only earlier this year, on July 17, 2017, the U.S. Citizenship and Immigration Services issued yet another revised Form I-9. On Sept. 18, 2017, use of the new Form I-9 will be mandatory, but employers who want to do so can start using it now.

For many companies, a new I-9 presents a new opportunity to make an I-9 error, and those errors can be costly. Just using the wrong version of the Form I-9 can subject an organization to fines or penalties. On top of that, U.S. Immigration and Customs Enforcement (ICE) interprets its regulations to allow a fine for every single error on an I-9, and it may fine a company based on the percentage of I-9s that have errors.

I-9 Audits Are on the Rise

Form I-9 audits often begin with ICE’s unexpected visit to the workplace with a demand to see the company’s I-9 file. Along with increased focus on immigration enforcement, it is anticipated that ICE will increase Form I-9 administrative audits, making it more likely that a wide variety of employers will be subjected to an audit.

The newest I-9 appears straightforward to complete. However, there are 15 pages of instructions on how to complete it that contain many specific details, increasing the risk that a mistake will be made. ICE is not likely to be hesitant to impose a fine for those mistakes.”

Fines for knowingly hiring an unauthorized alien can be more than $20,000 per person, and fines for improper completion of the form can range between approximately $200 and $2,100. The newest I-9 appears straightforward to complete. However, there are 15 pages of instructions on how to complete it that contain many specific details, increasing the risk that a mistake will be made. ICE is not likely to be hesitant to impose a fine for those mistakes.

Buffalo Transportation Co. made copies of employees’ identifying documents required to complete their I-9s but did not actually complete the I-9s in a timely manner, resulting in a $75,000 fine. Panda Express recently paid $600,000 to settle claims that it discriminated against immigrant workers when verifying them for employment. Panda Express is alleged to have required immigrant workers to provide documents that they were not legally obligated to provide and also made some immigrant employees re-verify their work eligibility even though they were not required to do so.

The use of the newest Form I-9 is designed to help employers eliminate errors, but will provide employers with fewer reasons to complete it incorrectly.

Should Your Company Conduct a Form I-9 Audit?

I-9 errors are very common. It is not unusual for employers and employees to speed through the hiring paperwork. Companies should take a look at a few of its I-9s. Errors that might be discovered may be as simple as an employee reversing his or her first and last name or forgetting to date the form. An employer may neglect to insert the first day of employment, which, prior to the newly revised form, was easy to do because the request for the date was among other text, making it easy to miss. It is also not uncommon for the company’s authorized representative to sign but not enter his or her title, name, or the date.

More serious (yet just as easy to make) errors relate to verification documentation. Frequently, employers do not enter an acceptable List A document or acceptable List B and List C documents. On the other hand, some companies have both A and B or C documents, which is also an error. Something as simple as not entering the document title, issuing authority, number(s), or expiration date for the documentation presented can be costly.

So, take a look at your audit files. Is every section that needs to be completed fully and accurately completed? Is Section 1, the section the employee is required to fill out, complete, dated, and signed? Does your authorized representative know the difference between a lawful permanent resident and an alien authorized to work? Is the Employer’s Section, Section 2, completely filled out? Does the List A document or the List B and C documents section contain all information, including the Issuing Authority? Are photocopies of the documents the employee presented attached, and, if so, why?

If you find even a few incorrect I-9s, you should conduct a full Form I-9 audit. If you are not knowledgeable about I-9 requirements, you should consider working with an attorney to conduct the audit and provide confidential legal guidance on how to correct them.

An employer could also get into trouble for incorrectly fixing the error. ‘Correcting’ an I-9 incorrectly defeats the purpose of an audit. While an internal audit does not insulate companies from penalties for violations, an audit that accurately identifies problems can provide guidance for employers going forward.

Marylou Fabbo is a partner and head of the litigation team at Skoler, Abbott & Presser, P.C. She provides counsel to management on taking proactive steps to reduce the risk of legal liability that may be imposed as the result of illegal employment practices, and defends employers who are faced with lawsuits and administrative charges filed by current and former employees; (413) 737-4753; [email protected]

Health Care Sections

Problematic Projections

opioiddpartEven with media and government now intently aware of the opioid crisis, a recent report still projects that 500,000 people may die from these drugs over the next decade. But the groundwork is being laid, through multi-pronged strategies, to stem the tide of overdoses and deaths. It’s a tall order, those in healthcare say, but they’re hopeful.

The projections are, well, to use a term from this realm in healthcare, quite sobering.

Indeed, a report issued by STAT, a national publication focused on healthcare, medicine, and scientific discovery, noted that a team of experts forecasts that the opioid crisis in this country will get worse before it gets better, and that 500,000 people could die from opioids over the next decade.

Dr. Peter Friedmann

Dr. Peter Friedmann says the culture around opioid use and abuse must change if real progress is to be achieved.

And, unfortunately, that’s not the worst-case scenario.

Those same experts project that the toll could spike to 650,000 over the next decade if potent synthetic opioids like fentanyl and carfentanil continue to spread rapidly and the waits for treatment continue to stretch weeks in hard-hit states.

Most of the forecasts produced by STAT predict the annual death toll will increase by at least 35% between 2015 and 2027. Under the gravest scenarios, it could triple — to more than 93,000 deaths per year.

The report’s alarming projections prompted BusinessWest to reach out to some of those in this region working to stem this tide for input about what will ultimately drive the numbers over the next decade, and what path this crisis will take — toward improvement, or, as those experts quoted in the STAT report suggest, toward even more grave statistics.

There was general agreement that, while there have been some forms of progress with regard to this crisis — in arenas ranging from awareness to treatment — far more profound change will have to come to keep those dire projections from becoming reality. And this change must come in many forms, they said — from reducing the stigma attached to this disease and the proven methods of treating it to curbing the number of opioids prescribed; from allocating far more resources to the fight to compelling more individuals and constituencies to take ownership of the problem.

“The real issue, from my perspective, is that the culture around this disease has been very slow to change,” said Dr. Peter Friedmann, chief research officer and endowed chair for clinical research at Baystate Health, an addiction researcher funded by the National Institute on Drug Abuse, and an addiction-medicine clinician. “There are a lot of people who still view this as a disease that you’re going to cure — you can put someone in the detox for a week or a few weeks, and then you put them in an outpatient program with no medication or anything, and they’ll come, and they’ll be cured.”

Realization that medication-free treatment, or ‘drug-free’ treatment, is not going to stem the tide of overdoses and is, in fact, harming individuals by reducing their tolerance to the drug and leaving them more susceptible to overdose is only one of the factors that go into this needed culture change, said Friedmann, adding that, overall, there is preoccupation (among legislators and others) with creating more ‘beds’ and detoxification, when the focus should be on proven forms of treatment.

Dr. Robert Roose

Dr. Robert Roose says individual states and regions have opportunities to fare better than the projections nationally for opioid deaths.

These include methadone, buprenorphine, and naltrexone, he said, adding that there is also a real stigma about these treatments, which ultimately limits access to them.

But amid all the dire projections, there is some room for optimism, said Dr. Robert Roose, vice president of Behavioral Health for Mercy Medical Center and its affiliates. He noted that the STAT report and others like it are national in scope, and that individual states and regions have opportunities to create their own, more impressive patterns for opioid-related deaths.

And he believes that both Massachusetts and Hampden County could be ahead of the curve in some areas, including opioid prescriptions. He cited statistics showing improvement in total Schedule II prescriptions and individuals receiving prescriptions, both statewide and in Hampden County, thanks in large part to the Massachusetts Prescription Awareness Tool (MassPAT).

decreased-number-of-schedule-ii-opioid-prescriptions

“The hope that I have is that, with some of the strategies that have been implemented in Massachusetts and other states, while we have certainly been hard-hit, we are laying some groundwork to stem the tide and reduce the rate of increase in overdoses in the short term, and in the long term, reduce the rate of overdose deaths,” he said.

Katherine Cook, vice president of Adult Mental Health and Substance Abuse at the Center for Human Development (CHD), agreed, but added that, to achieve progress and a better-case scenario moving forward, cultural changes must take place on many levels, starting with prescription practices and the basic approach to treating illnesses.

“We’re a culture where, for the common cold, for which there is no cure, you can walk into in any drugstore, and there are aisles of remedies,” she said. “That’s how we’re taught to care for ourselves, with a medication.”

There are many components to this opioid fight, said those we spoke with, but overall, the goals are to keep more people from becoming addicted, to treat them properly when they do become addicted, and to provide them with all the tools and resources needed to remain sober.

And these are all very tall orders.

Overall, the experts we spoke with said this country knows what works when it comes to this crisis — everything from stemming the flow of super-deadly synthetic opioids to getting more people access to medications that can reduce cravings — it just needs to do much more of it.

Dose of Reality

As he talked about the opioid crisis and the many projections about what could and probably will be in the decade to come, Friedmann drew many striking comparisons to another crisis that unfolded nearly 40 years ago.

This was the HIV/AIDS epidemic, he told BusinessWest, adding that, during that crisis, as with this one, people were dying, there was a strong stigma attached to the disease (and a reluctance to call it a disease), fear, no shortage of projections about how many people would die in the years to come, and a general reluctance on the part of many parties to take responsibility for what was going on.

“There was a lot of unwillingness on the part of many doctors to deal with those patients,” he said of the HIV/AIDS crisis. “And the notion that it was a disease really only took hold when they identified the retrovirus.”

There is no retrovirus with the opioid crisis, he went on, adding that the stigma attached to this problem persists, and it is only one of the many hurdles to turning the proverbial corner with this epidemic.

Katherine Cook

Katherine Cook says one of the keys to achieving progress with the opioid crisis is removing stigmas and the ‘us and them’ philosophy.

But it is a huge hurdle, said Cook.

“We have come a long way, but there’s still judgment and a devaluing of people, and that’s not just in the U.S.,” she noted. “With substance use, it becomes a moral judgment that people impose on others; we need to show that this isn’t an ‘us and them’ situation — we’re all human.”

Like all those we spoke with, Cook said there are a number of factors that will ultimately determine just which trajectory the graphs charting opioid-related deaths will take in the years to come. These include prevention and treatment efforts, obviously, but also issues such as access to healthcare, employment opportunities, and safe, affordable housing.

“It’s not just mental health and substance abuse,” she told BusinessWest. “It’s all of the social indicators of health, and if we don’t look at that, we’re not going to be able to make a difference.

“And it’s not just treatment beds,” she went on, adding, again that more of those certainly are needed. “It’s also recovery homes, what we used to call ‘halfway houses,’ or ‘three-quarter-way houses’ — ongoing support, and the ability for the community to care compassionately about individuals who are struggling with addiction and making sure those resources are there so people can be successful after treatment or recovery. The ability to maintain recovery will ultimately determine if we see a change and maybe the best-case scenario.”

Rose Evans, vice president of Operations in the Substance Use Division for Springfield-based Behavioral Health Network (BHN), agreed. She arrived at the agency only a few months ago after spending the previous four years working for the Patrick and Baker administrations to address individual and family homelessness.

Rose Evans

Rose Evans says one key to addressing the opioid crisis is removing the silos around programs involved with prevention, treatment, and recovery.

In that role, she saw some of the enormous toll taken by opioid addiction and the many elements to the state’s opioid crisis.

She said BHN has developed a broad portfolio of substance-use programs over the years, including everything from prevention initiatives in area schools to acute treatment services to outpatient recovery programs. In recent years, it has worked diligently to remove silos and integrate such services. And in many ways, she noted, this is what must happen across the broad spectrum of opioid-use prevention and treatment.

“We’ve been mindful of the impacts that substance use and abuse can have on people and not treating it separately from significant mental-health issues,” she explained. “We’re looking at the social determinants in one’s life and treating it in a comprehensive, multi-disciplinary way.

“What we saw in my previous employment was the intersection of opioid use and homelessness,” she went on. “We understand that there’s a relationship and a correlation between one’s use of substances and the impact it can have on employment, education, housing, family life, relationships, and much more.”

Prescription for Progress

Overall, Roose believes the rate of increase in overdose deaths has at least begun to slow in Massachusetts, a dose of positive news he points to as evidence that individual states and regions can defy the most dire projections. And such deaths, while not the only statistic to chart when it comes to this crisis, is easily the most poignant.

“There’s no question that this is about saving people’s lives,” he explained. “And if we can reduce early death related to this disease, we should be doing everything we can to achieve that.”

Friedmann agreed, but noted that opioid-related deaths are, in every respect, like the tip of an iceberg. They are what can be seen, and they are the focus of the front-page newspaper headlines, but there is so much more lying beneath the surface.

Indeed, there are other important elements and forms of data that must be considered when it comes to the broad efforts to stem the powerful opioid tide, he said, and these include the number of people who struggle with opioid-use disorder or addiction and who don’t have access to treatment, as well as the outcomes from treatment.

The healthcare community currently lacks sufficient data in such areas, Friedmann said, adding that better numbers could help in the formation of specific strategies for dealing with the crisis moving forward.

One statistic that he can track is the number of beds, which has increased significantly over the past several years, both statewide and in this region. And the beds have come in several varieties, he noted, including those related to inpatient psychiatric care, detox care, and in-patient stabilization and longer-term transitional support.

“That is definitely providing more access to people who did not have access before,” he said of the increase in beds. “It doesn’t mean that we’ve caught up to the demand by any means, or that there aren’t other areas of the system that need to be increased, but there has definitely been a significant investment on the part of the state to provide more access to care.”

But access is still an issue — waiting lists prevail in this state, and they are considerably longer in harder-hit states such as West Virginia and New Hampshire — as is the matter of providing the right kind of care.

Friedmann said he is currently writing a paper on the broad subject of ‘beds’ in relation to the opioid crisis. The thesis, he told BusinessWest, is that the detoxification system for opioids should be re-engineered, as he put it, with creation of a “system of induction centers,” rather than a system of detoxification centers.

We need to remove from our bodies what we can by way of detox. But then, to send someone back out into the same pasture to eat the same grass is not going to do that individual any good. We need to be able to look at the person holistically to see what they need, and if medication-assisted treatment is what’s going to help them develop the skills to manage in the world and in the environment where they’ve been using, then that’s going to be a lifeline for them.”

“What we should be doing is getting people to get on medication and stay on medication,” he explained, adding, again, that detoxification generally leaves individuals more susceptible to overdose if they relapse, and a huge percentage of such patients eventually do.

Cook agreed. “We need to remove from our bodies what we can by way of detox,” she said. “But then, to send someone back out into the same pasture to eat the same grass is not going to do that individual any good. We need to be able to look at the person holistically to see what they need, and if medication-assisted treatment is what’s going to help them develop the skills to manage in the world and in the environment where they’ve been using, then that’s going to be a lifeline for them.

There are, of course, many other ingredients in a broad formula for progress and creating greener pastures, if you will, said those we spoke with.

They include prevention, safe prescribing, more effective recognition of individuals’ opioid problems, taking immediate steps to curb the availability of fentanyl and carfentanil, and also the development of a qualified workforce to care for those with opioid issues.

The sheer number of hurdles and the complexity of each one combine to create an enormous challenge and, indirectly, those dire predictions moving forward.

“There are so many moving parts when it comes to this disease, and that’s what I find so fascinating about it,” said Friedmann. “And we have to address all of them simultaneously.”

Moving the Needle

Summing up matters succinctly and poignantly, Cook said that, to stem the tide of opioid use and abuse, “we have to keep working hard every day.”

And keep working on a number of fronts all at once, she went on, speaking for all those we interviewed, because there are many layers to this crisis. Only by slicing through all those layers, experts say, can this region and the nation keep the worst-case scenarios from becoming reality.

Friedmann might have said it best when he told BusinessWest, “this is a crisis people talk about, and increasingly we’re seeing some action, but it can’t really come fast enough.”

George O’Brien can be reached at [email protected]

Daily News

HOLYOKE — The Western Mass. Employment Collaborative (a service of Riverside Community Care) and Holyoke Community College are partnering for a Job Fair on Tuesday, Aug. 22 from 10 a.m to noon at Holyoke Community College’s Kittredge Center, Room 303.

The purpose of the event is for businesses to meet qualified candidates for their hiring needs and for job seekers to have multiple opportunities to speak to employers and partner agencies and to interview for competitive employment.

Western Mass. Employment Collaborative (WMEC) partners are all working toward a common goal: to increase employment opportunities for individuals with disabilities. WMEC works across all disabilities and represents hundreds of job seekers who have the skills, commitment, and desire to enter the workforce and contribute positively to a local employer. By attending this job fair, employers will discover this is a largely untapped pool of qualified job candidates and learn how to work with the vibrant partnership between service providers, government agencies, and workforce-development entities that WMEC facilitates.

The job fair will serve as both as a recruitment venue and a valuable experience for job seekers as they prepare to enter the workforce. Job developers and coaches will work with their job seekers around readiness skills and how to interact with employers. Students from the college will have an opportunity to be a part of this diverse and inclusive environment and see what employers from Western Mass. have to offer.

Contact Pam Mendes at [email protected] or (617) 360-1646 with questions.

Daily News

BOSTON — The Associated Industries of Massachusetts Business Confidence Index shed 0.3 points to 61.5 last month, leaving it 6.4 points higher than a year ago. The Index has gained ground in five of seven months so far in 2017.

The July slip was led by the Employment Index, which dropped 2.4 points from June. Experts on the AIM Board of Economic Advisors (BEA) believe the slide reflects employers’ inability to hire skilled workers amid a tight labor market rather than a hiring slowdown caused by economic factors.

“Confidence levels at or above 60 signal continued strong confidence among employers in the direction of the state and national economies,” said Raymond Torto, BEA chair and lecturer at Harvard Graduate School of Design. “The labor shortage is a serious issue. We hear anecdotes from companies in multiple industries that are turning away business or postponing expansions because they can’t find tech specialists, manufacturing workers, or electricians to take the new jobs.”

The AIM Index, based on a survey of Massachusetts employers, has appeared monthly since July 1991. It is calculated on a 100-point scale, with 50 as neutral; a reading above 50 is positive, while below 50 is negative. The Index reached its historic high of 68.5 on two occasions in 1997-98, and its all-time low of 33.3 in February 2009. The index has remained above 50 since October 2013.

The constituent indicators that make up the overall Business Confidence Index were mixed during July. The Massachusetts Index, assessing business conditions within the Commonwealth, lost a point to 63.2, still six points higher than in July 2016.

The U.S. Index of national business conditions rose 0.5 points to 57.9 despite lingering uncertainty about federal healthcare and economic policy. July marked the 88th consecutive month in which employers have been more optimistic about the Massachusetts economy than the national economy.

The Current Index, which assesses overall business conditions at the time of the survey, declined 0.7 points to 61.2, while the Future Index, measuring expectations for six months out, edged up 0.1 point to 61.8. The Future Index ended the month seven points higher than a year ago.

The Company Index, reflecting overall business conditions, lost 0.2 points to 62.2, up 6.3 points during the 12-month period. And though the Employment Index dropped to 55.7, the Sales Index rose for the third consecutive month, gaining 1.5 points to 64.1.

The AIM survey found that 39% of respondents reported adding staff during the past six months, while 19% reduced employment. Expectations for the next six months are similar, with 37% expecting to hire and only 10% downsizing.

Elliot Winer, chief economist with Winer Economic Consulting, said workers with the type of skills needed by employers in growing industries remain in short supply, even though Massachusetts has posted significant increases to its labor force so far in 2017.

“Employers report that it is increasingly hard to fill jobs. Job vacancies now significantly exceed new hiring. And yet, wage growth in the state has been near zero when adjusted for inflation,” Winer said.

Eastern Mass. companies were more confident in June than those in the western portion of the Commonwealth, posting a 61.5 confidence reading in June versus 60.5 for employers in Western Mass.

Manufacturing companies remained optimistic about the economy with the 59.6 confidence reading, but not as optimistic as employers outside the manufacturing sector, who posted a 63.6 result.

AIM President and CEO Richard Lord, also a BEA member, noted that employer confidence in the Massachusetts economy has stalled as the state Legislature has taken several troubling votes, including one last week to force employers to close a $200 million gap in MassHealth with no long-term reforms to the program.

“Employers are thus left not only to struggle with the rising cost of providing health insurance to their own employees, but to bail out an unsustainable public insurance program as well,” Lord said. “There are consequences to raising the cost of doing business, and declining confidence is a red flag for what may come next.”

Daily News

GREENFIELD — Want to work as a certified nursing assistant or home health aide? You can learn about Greenfield Community College’s programs in these fields at an information session on Tuesday, Aug. 1 from 5:30 to 7:30 p.m. at Franklin Community Coop/McCusker’s Market, 3 State St., Shelburne Falls.

GCC’s CNA/HHA programs can be completed for credit or on a non-credit basis. GCC graduates work in long-term-care facilities, home-health agencies, hospitals and rehabilitation programs, adult day programs, assisted-living centers, hospice, and other community health settings.

Scholarships are available, including partial scholarships for students in 10 Western Franklin County towns: Ashfield, Buckland, Charlemont, Colrain, Conway, Hawley, Heath, Monroe, Rowe, and Shelburne.

This West County information session will include information about how to apply for scholarships. Scholarship applications for the fall semester are due Friday, Aug. 11. To apply for a scholarship, visit www.gcc.mass.edu/non-credit/scholarships.

Anyone planning to attend should RSVP online or by calling (413) 775-1672. Those who would like to learn about the CNA/HHA programs but can’t attend the information session should call (413) 775-1672.

“We are holding an information session in Shelburne Falls because we want to make sure that people know about the generous scholarships available to people from these 10 western Franklin County towns,” said Mark Rabinsky, GCC’s director of Workforce Development & Community Education.

The demand for well-trained healthcare paraprofessionals is growing as the Baby Boom generation is aging. Many healthcare providers employ paraprofessionals and offer secure employment options with good benefits, flexible hours, and career-advancement opportunities. CNA/HHAs have the additional satisfaction of making a positive difference in the lives of the individuals for whom they provide care.

“This is a great opportunity for those interested in working in the healthcare field to access training to become a certified nursing assistant or home health aide,” said Catherine Seaver, GCC’s chief Academic and Student Affairs officer. “There is high demand for people ready to work in these roles, and GCC is pleased to offer these credit and non-credit opportunities. Students should also be aware of the financial assistance that is available to help pay tuition and fees. The program provides students with the necessary training to immediately enter the workforce, and it supports our nation’s growing demand for well-trained workers to care of our elderly. It’s a true win-win situation for the community.”

Briefcase Departments

Confidence Rises in June Among Massachusetts Employers

BOSTON — Massachusetts employer confidence rose for the ninth time in 10 months during June amid optimism about an economy that is finally attracting more people into the workforce. The Associated Industries of Massachusetts (AIM) Business Confidence Index rose one point to 61.8 last month, leaving it 5.7 points higher than a year ago. The Index has gained ground in each of the past two months after slipping in April. The results come a month after state officials reported a long-awaited expansion of the Massachusetts labor market; the labor-force participation rate rose to 66.7% in May, its highest mark since before the Great Recession. “Employer confidence in both the state and national economies remains well above the level we saw a year ago, especially among manufacturers,” said Raymond Torto, chair of AIM’s Board of Economic Advisors (BEA) and lecturer at Harvard Graduate School of Design. “Key Massachusetts indicators such as total jobs, wages, and gross state product far exceed pre-recession levels, and that is outweighing concerns about long-term growth.” The AIM Index, based on a survey of Massachusetts employers, has appeared monthly since July 1991. It is calculated on a 100-point scale, with 50 as neutral; a reading above 50 is positive, while below 50 is negative. The Index reached its historic high of 68.5 on two occasions in 1997-98, and its all-time low of 33.3 in February 2009. The index has remained above 50 since October 2013. The constituent indicators that make up the overall Business Confidence Index were mostly positive during June. The Massachusetts Index, assessing business conditions within the Commonwealth, gained 2.1 points to 64.2, leaving it 5.7 points higher than in June 2016. The U.S. Index of national business conditions rose 2.8 points to 57.4 despite lingering uncertainty about federal economic policy. June marked the 87th consecutive month in which employers have been more optimistic about the Massachusetts economy than the national economy. The Current Index, which assesses overall business conditions at the time of the survey, rose 1.5 points to 61.9, while the Future Index, measuring expectations for six months out, increased 0.4 points to 61.7. The Future Index was 5.1 points higher than a year ago. The Company Index, reflecting overall business conditions, was unchanged for the month at 62.4 and up 4.7 points during the 12-month period. The Employment Index fell 0.4 points to 58.1, while the Sales index rose 0.6 points to 62.6. The AIM survey found that 39% of respondents reported adding staff during the past six months while 18% reduced employment. Expectations for the next six months are stable, with 38% expecting to hire and only 10% downsizing. Alan Clayton-Matthews, a professor in the School of Public Policy and Urban Affairs at Northeastern University, said the supply of workers remains one of the most important factors in the ability of Massachusetts to maintain long-term economic growth. “There is little slack left in the labor market,” he said. “Unemployment rates are back to pre-recession levels, and employment rates are very close to pre-recession levels. The slack that does remain is largely among young workers, those with less than a high-school education, and part-time workers who have been unable to find full-time work, suggesting that many workers lack the skills that employers are seeking.” Overall participation in the labor force nationally has hovered below 63% during the recovery, compared with more than 66% before the recession. Eastern Mass. companies were more confident in June than those in the western portion of the Commonwealth, posting a 61.8 confidence reading in June versus 60.8 for Western Mass. employers. AIM President and CEO Richard Lord, also a BEA member, said employers are increasingly concerned about a passel of potentially expensive and disruptive Beacon Hill proposals, including a surtax on incomes more than $1 million, paid family leave, and an employer assessment to close a budget gap in the MassHealth program. “Massachusetts employers have led what is now one of the longest and most consistent economic recoveries of the past 100 years. Much of that growth reflects the fact that policymakers have refrained from unnecessarily raising business costs and imposing inefficient regulation,” Lord said. “We look forward to working with the Legislature and the Baker administration to ensure that those policies continue.”

Gaming Commission Approves Workforce-development Grants

SPRINGFIELD — Members of the Massachusetts Gaming Commission (MGC) approved close to $600,000 in grants — including two for the city of Springfield — for a workforce-development pilot program designed to fund gaming career pathways for local residents. The Workforce Program is a component of the 2017 Community Mitigation Fund, which was established by the state’s gaming law to help entities offset costs related to the construction and operations of gaming establishments. The Workforce Program was developed to provide interested residents in gaming regions the ability to attain academic and occupational credentials needed to work in the most in-demand occupations related to the gaming industry. Additionally, it was established to assist the unemployed or underemployed to either get their GED or Adult Basic Education, which would position them to get future jobs in the casino industry or training in advance by the backfilling of jobs. The two initiatives in Springfield include:

• $171,833 for a program the Springfield Public Schools is working to establish called Ahead of the Game, which will target low-skill, low-income adults interested in pursuing long-term careers with MGM Springfield; and

• $200,000 for Hampden Prep, an initiative involving Springfield Technical Community College in collaboration with Holyoke Community College to develop and implement an innovative high-school-equivalency and workforce-readiness program.

“Workforce-development programs are a critical component of job creation, economic opportunity, and the Commonwealth’s ability to meet gaming’s burgeoning hiring demand,” said MGC Chairman Steve Crosby. “MGC looks forward to further collaborations as we continue to work together to ensure that we are able to deliver on our legislative mandate to establish a highly skilled and diverse Massachusetts workforce for the state’s new casino industry.”

Single-family Home Sales in Pioneer Valley Down in May

SPRINGFIELD — Single-family home sales were down 6.9% in the Pioneer Valley in May compared to the same time last year, while the median price rose 1.2% to $204,500, according to the Realtor Assoc. of Pioneer Valley. In Franklin County, sales were down 1.7%, while the median price rose 8.2% from a year earlier. In Hampden County, sales were down 7.4%, while the median price was up 1.9%. And in Hampshire County, sales fell 4.2% from May 2016, while the median price was up 2.5%.

Painted Piano Performances Begin in Downtown Springfield

SPRINGFIELD — Residents, employees, and visitors to Springfield have recently been treated to a series of unusual art installations downtown: painted pianos. Three beautified, moralized, upright units were decorated and placed throughout the Springfield Central Cultural District (SCCD) in early June, with the mission to bring music to the people, and people to the streets. The locations are at 1350 Main St., the Shops at Marketplace, and 1550 Main St. Now, professionals will be playing every Wednesday during lunch. “We’ve seen such a diverse crowd interacting with this public art,” said Morgan Drewniany, executive director of the SCCD. “I saw a construction worker on his break playing a beautiful classical piece at 1350, and videos of children delighted by tinkling the keys at 1550, the School Department building. We want to continue this excitement by programming the pianos.” Local professional pianists will be playing on the painted pianos during the 12-1 p.m. lunch hour. Pedestrians are invited to leave their offices to stop by, or simply enjoy the music on their walk. Programming will continue every Wednesday through August, but between performances, the public is still invited to stop by at their leisure. Springfield Mayor Domenic Sarno is scheduled to receive his first piano lesson ever on the unit at 1350 Main Street. “Following the mayor’s excitement for the project, we’re even having a special performance on August 9,” said Drewniany. This programming is made possible by individual and organizational sponsors, including the Doleva family, Lessard Property Management, NAI Plotkin, Rus Peotter, Sarno, Springfield Techinical Community College, and state Sen. James Welch. Funding for the pianos was provided by the Springfield Cultural Council, the Community Music School of Springfield, and ChooseSpringfieldNow.com.

CAA Begins Roadway Reconstruction at Bradley International Airport

WINDSOR LOCKS, Conn. — The Connecticut Airport Authority is beginning the reconstruction and realignment of the main Bradley International Airport entrance roadway at Route 20 and Schoephoester Road. The work will involve the realignment of Schoephoester Road along with a portion of the airport’s lower roadway system, as well as the construction of a modern roundabout. The project will provide a new entrance to the airport from Route 20 and open up a 19-acre site for the future development of Bradley’s ground transportation center. The construction will not interrupt access to the airport from the Route 20 connector. However, there may be slight delays due to the shifting and reduction of lanes. Construction signs and variable message boards are present along the roadway to alert motorists of any changes in traffic patterns. The project will consist of six phases of work and is scheduled to be completed by the fall of 2018. Regular updates will be provided to the public during this time period. “This project begins our preparations for the development of our new, state-of-the-art ground transportation center,” said Kevin Dillon, executive director of the Connecticut Airport Authority. “We anticipate minimal impact to our passengers; however, it is important for them to be aware of the construction.” For more information about this project, visit www.flybdl.org/about/construction.

Departments People on the Move
Harry Dumay

Harry Dumay

Harry Dumay, who boasts a long and distinguished career in higher education, officially took the helm of Elms College as its 11th president on July 1 (see story, page 17). Dumay was chosen after a nationwide search and has served in higher education finance and administration at senior and executive levels for 19 years. He holds a Ph.D. in higher education administration from Boston College, an MBA from Boston University, and a master’s degree in public administration from Framingham State University. “Dr. Dumay is a multi-faceted leader who understands Elms College and the importance of a liberal-arts education based in the Catholic intellectual tradition,” said Cynthia Lyons, chair of the board of trustees. “He has a collaborative style and a demonstrated record of strengthening organizational and academic effectiveness, and he is enthusiastic about the future of Elms College.” Dumay, who hails from Ouanaminthe, Haiti, most recently resided with his family in Framingham and worked as the senior vice president and chief financial officer at St. Anselm College in Manchester, N.H. Before that, he served as chief financial officer and associate dean at Harvard University’s Paulson School of Engineering and Applied Sciences, associate dean at Boston College’s Graduate School of Social Work, and director of finance for Boston University’s School of Engineering. Dumay also served as an adjunct faculty member at Boston College for nine years. Dumay’s inauguration will be held in the fall. The trustees are planning additional autumn events that will allow everyone to meet the new president. He succeeds Mary Reap, who retired June 30 after serving as Elms president for the past eight years.

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Jessie Cooley

Jessie Cooley

Following last month’s retirement of long-time Director Renee Moss, Big Brothers Big Sisters of Hampshire County (BBBSHC) hired Jessie Cooley as its new director. Cooley has worked for 12 years with the BBBS organization, first in Boston and then in Franklin County, where she grew up. Most recently, she worked as the district director for state Rep. Paul Mark. She earned her master’s degree in education at UMass Amherst, and her bachelor’s degree in Spanish and secondary education from Northeastern University. She is a 2013 graduate of the Women’s Fund of Western Massachusetts’ Leadership Institute for Political and Public Impact. “I am truly honored to join the phenomenal staff of this great program, and to work with them and our dedicated advisory board to match more children in Hampshire County with caring ‘bigs,’” said Cooley. “Having been a Big Sister myself, and after working with Big Brothers Big Sisters for more than a decade, I know the powerful, positive impact our mentoring programs have on children, their families, their mentors, and the larger community. I couldn’t be more thrilled to have this opportunity.”

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Keith Rhone

Keith Rhone

Friends of the Homeless, a program of Clinical & Support Options (CSO), recently welcomed Keith Rhone as the new director of Operations, overseeing day-to-day management of the Worthington Street facility. Most recently, Rhone served as assistant director of Safety and Crisis Management with ROCA Inc. of Springfield and established strong connections to community law enforcement and local program providers. He has also served as fiscal director with the Black Chamber of Commerce. Born and raised in Springfield, Rhone earned an associate degree in accounting from Springfield Technical Community College, and his bachelor’s and master’s degrees from American International College.

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Katrina Anop

Katrina Anop

Tabitha Vianna

Tabitha Vianna

Bacon Wilson announced that Katrina Anop and Tabitha Vianna have joined the firm as associate attorneys. Anop is a graduate of the Western New England University School of Law. She is a member of Bacon Wilson’s real estate, family law, probate, employment, and immigration practice groups. Fluent in Spanish, she works primarily from the firm’s Springfield office. Vianna is a cum laude graduate of the Western New England University School of Law. She is a member of Bacon Wilson’s business and corporate practice group, where much of her work is devoted to assisting clients with commercial loan closings. She is licensed to practice in both Massachusetts and Connecticut.

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Barbara Campbell

Barbara Campbell

Michael Tucker, president and CEO of Greenfield Co-operative Bank, announced that Barbara Campbell has been promoted to assistant vice president, Commercial Loans. Campbell has been with the bank since 2010, first as a credit analyst and for the past two years as a commercial loan officer. Prior to joining the institution, she worked at TD Bank, the Bank of Western Massachusetts, and People’s United Bank in various mortgage-lending roles. She is a graduate of Greenfield Community College with a degree in business management.

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Richard Hanchett

Richard Hanchett

Westfield Bank announced that Richard Hanchett has been promoted to senior vice president/Commercial Loan officer. Meanwhile, six other Westfield Bank employees have been promoted to vice president, including Bryan Cowan, Cathy Jocelyn, William Judd, Sarah Medeiros, Kelly Pignatare, and Rick Zabielski.

A 34-year veteran of the local banking industry, Hanchett joined Westfield Bank in 2007 as vice president/Commercial Loan officer. As team leader of the bank’s Commercial Loan Division since 2015, he manages a group of seven lenders in addition to maintaining a large loan portfolio. Prior to joining Westfield Bank, he spent 24 years at the former Westbank, rising through its Commercial Credit Department to senior credit analyst before becoming a Commercial Loan officer in 1986. Civically engaged, Hanchett currently serves on the Springfield Chamber of Commerce legislative steering committee and education & workforce development subcommittee, and is on the board of the Work Opportunity Center in Agawam. He is a graduate of Western New England University.

Bryan Cowan

Bryan Cowan

Cowan, who has been promoted to vice president/Finance, started his career at Westfield Bank in 2001, advancing to accounting associate, then staff accountant by 2005. He was named assistant vice president in 2014 as he developed his skills in financial reporting, forecasting, interest-rate risk, liquidity management, and data analytics. He earned a bachelor’s degree from Westfield State University and an MBA and master’s degree in finance from Northeastern University.

Cathy JocelynJocelyn, now vice president/Marketing manager, joined the bank eight years ago as Online Banking coordinator; shortly after, she moved to the Marketing Department as Marketing coordinator, was promoted to Marketing manager, then assistant vice president/Marketing manager, in which position she holds responsibilities for bank advertising, branding, sponsorships, and charitable giving, among other duties. She has extensive experience in the banking industry, and holds an associate’s degree from Bay Path University.

William Judd

William Judd

Judd, who has been promoted to vice president/Credit Administration, started with the bank as a teller in 1997, moving to the Commercial Loan Group in 2001, becoming Credit Department manager in 2007. In 2012 he was promoted to assistant vice president/Credit Administration; in that role, he has been instrumental in the development of the bank’s commercial-credit underwriting process and in training new credit analysts. He holds a bachelor’s degree in business administration from Westfield State University and an MBA from Northeastern University.

Sarah Medeiros

Sarah Medeiros

Medeiros, now vice president/Commercial Credit, began her banking career in 2011 as a commercial credit analyst at Chicopee Savings Bank, quickly advancing to Credit Department manager, then assistant vice president in 2013. She has been instrumental in the development of a credit-administration structure to support Westfield Bank’s $1.1 billion commercial portfolio. A former CPA with PricewaterhouseCoopers, LLP and director in Risk Management for Forest City Enterprises, she holds a bachelor’s degree in Accounting with a minor in Finance from Providence College.

Kelly Pignatare

Kelly Pignatare

Pignatare, who has been promoted to vice president/regional manager, joined the bank in 2007 following five years of experience in the local banking industry as an online banking and cash-management specialist, branch-administration manager, and business-development officer. At Westfield Bank, she quickly advanced to assistant vice president, Small Business Sales manager, then regional manager and assistant VP, Sales Administration and market analyst. She attended Holyoke Community College.

Rick Zabielski

Rick Zabielski

Zabielski, now vice president/Underwriting and Processing manager, has been with the bank since 1996, holding a number of positions before his most recent role as assistant vice president/Underwriting and Processing manager for Retail Lending; he has experience as a consumer loan underwriter, mortgage originator, and manager of the bank’s loan center. In his new role, he is also responsible for underwriting and processing of residential lending, home-equity, and consumer loans. “I am delighted to announce these well-earned promotions,” said James Hagan, president and CEO of Westfield Bank.

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Aimee Furaha Salmon, Harry Montalvo, and Markus Jones have joined the all-volunteer board of directors for the Northampton-based International Language Institute of Massachusetts (ILI). Salmon, currently a student in Greenfield Community College’s Health Science program, is the former administrator of CAMME DRC, a nonprofit organization that helps youth in the Democratic Republic of Congo (DRC) achieve lives free of exploitation. She is a former ILI student and is now the volunteer leader of the school’s International Club. Salmon has a degree in development management from Institut Superieur d’Informatique de Gestion, DRC. Montalvo, Community Development specialist at bankESB, has an extensive background in the private sector, with emphasis on human resources, safety, and business development. His career includes work in his home country of Puerto Rico and in Western Mass, where he founded the Western Massachusetts Hispanic Chamber of Commerce. Montalvo earned his bachelor’s degree in business administration from the University of Puerto Rico and is certified in readiness training, credit counseling, and computer operations. Jones, philanthropy officer at Baystate Health Foundation, brings more than 10 years of experience in fund-raising and the foundation world to ILI. His commitment to community building includes heading up United Way of South Mississippi rehab/rebuild projects for homes and nonprofit offices along the Mississippi Gulf Coast after Hurricane Katrina. He also provided United Way management support following the Deepwater Horizon oil spill. Jones holds a bachelor’s degree in advertising from the University of Southern Mississippi.

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Beverly Orloski

Beverly Orloski

At the recent 2017 Mid-Year Mortgage Conference, the Warren Group, publisher of Banker & Tradesman magazine, released its annual report of the top mortgage originators in Massachusetts. Beverly Orloski, vice president and mortgage consultant at PeoplesBank, was named as the top loan originator by volume in Western Mass. She was listed as the top loan originator by volume in the market in 2015 and 2016 as well. Orloski has more than 30 years of financial and banking experience. She holds a bachelor’s degree from Elms College and is a graduate of the American Bankers Assoc. Residential and Commercial Lending School. She is a member of the Realtor Assoc. of Pioneer Valley.

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Berkshire Bank announced the promotion of Joseph Marullo to senior vice president, Commercial Relationship manager from his current position of vice president. Marullo will continue to be responsible for growing both commercial and industrial business, as well as commercial real-estate lending. In addition, he will expand relationships with products and services offered through the bank’s other business lines, including cash management, wealth management, insurance, private banking, and retail banking. Marullo has 15 years of banking experience and has been with Berkshire Bank since 2006. Prior to joining the bank, he held the position of commercial credit analyst with TD Bank, where he received formal credit training. “For the past 11 years, Joe has been an integral part of the Pioneer Valley commercial team, making significant contributions to the bank’s growth and success in the local market,” said Jim Hickson, senior vice president, commercial regional president. Marullo holds a bachelor’s degree in finance from Quinnipiac University and an MBA from UMass.

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Tanzania (Tanzi) Cannon-Eckerle

Tanzania (Tanzi) Cannon-Eckerle

Royal, P.C. congratulates Tanzania (Tanzi) Cannon-Eckerle on her honor as one of the Top Women of Law, as published by Massachusetts Lawyers Weekly. The award was presented for her efforts in the diligent practice of law, community involvement, and high ethical standards. Cannon-Ecklerle currently serves as owner, general manager, and general counsel for Brew Practitioners in Florence. She successfully balances this with her role as chief development officer at Royal, P.C. She is the third attorney from the firm to be bestowed this award; previous Royal honorees include Amy Royal (2012) and Rosemary Nevins (2013).

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Alice Ferreira

Alice Ferreira

Webster Bank has named Alice Ferreira as senior vice president of Corporate Communications and Public Affairs. She is responsible for all external and internal communications, public relations, and government affairs for the bank, and will oversee the bank’s community-affairs and philanthropy efforts. She reports to Executive Vice President and Chief Marketing Officer Dawn Morris. Ferreira joins Webster from UnitedHealthcare, where she was vice president, Corporate Communications for its Medicaid Division, overseeing corporate media relations, internal communications, crisis management, and thought-leadership programs. Prior to that, she was director of corporate communications for HealthNet’s $10 billion Northeast Division. Ferreira serves as honorary chair of the Barnum Museum in Bridgeport, Conn., and is a member of the board of directors of the American Red Cross of Connecticut and Rhode Island.

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Webster Bank announced that John Driscoll Jr. has been appointed regional market executive for Webster Private Bank’s Hartford and New Haven offices. Driscoll, senior vice president and senior relationship manager for Webster Private Bank, joined Webster in 2007. In his new role, he expands his responsibilities as the senior representative in the Hartford and New Haven markets for Webster Private Bank’s line of business and leading the Private Bank’s sales team. He will report to Peter Gabriel, senior vice president, head of Private Banking. Driscoll has more than 31 years of experience in investment, financial, estate, and
tax planning, and charitable giving. He is a tax attorney who is a certified
 financial planner, a chartered life underwriter, and a chartered financial consultant. A member of the Connecticut and American Bar Associations, he serves on the executive committees of the Estate and Probate section and of the Sports and Entertainment Law section of the Connecticut Bar Assoc. He holds a bachelor’s degree in economics from the University of Connecticut, a law degree from Penn State’s Dickinson School of Law, and a master of laws degree from Boston University School of Law.

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Comcast announced the appointment of four leaders for the company’s Western New England region, which is headquartered in Berlin, Conn. and includes more than 300 communities in Connecticut, Western Mass., New Hampshire, Vermont, and New York. In the Human Resources department, Judith Rudge was named director of Talent Management, while Taissa Gawronski was named director of Human Resources. In Sales and Marketing, Matt Frascone was named director of Retail Sales, and in the Communications department, Elizabeth Walden was appointed manager of Public Relations. Rudge came to Comcast with more than 12 years of recruiting experience. In her new role, she oversees talent management and recruiting efforts for the company’s Western New England Region, which currently employs more than 1,800 individuals across five states. Prior to joining Comcast, she was the senior manager of talent acquisition at Verizon in Atlanta, where she owned the end-to-end recruitment of information technology, engineering, product, and sales positions for 86 national office locations. She graduated from Dickinson College. Gawronski joined Comcast with 10 years of human-resources experience. In her new role, she is responsible for the human-resources needs of the company’s retail and door-to-door sales channels, as well as those on the Comcast Business team and in Sales and Marketing administration. Before joining Comcast, she was director of Human Resources at C&M Corporate, a custom cable manufacturer in Killingly, Conn., where she evaluated and maintained the company’s organizational design, as well as oversaw its workforce-recruitment and retention efforts. She graduated from Framingham State College. Frascone recently relocated from Comcast’s Greater Chicagor to Comcast’s Western New England region to oversee 10 XFINITY stores and three service centers across Connecticut, Western Mass., and Vermont. He is also responsible for Indirect Sales, which involves Comcast’s partnerships with Walmart, Target, and Best Buy. Previously, he spent the last year as director of Comcast’s flagship XFINITY store in Chicago. He joined Comcast with 20 years of retail experience and, prior to Comcast, was a director for two Apple stores in Atlanta, where he managed a staff of 177 sales associates. He was also a U.S. Navy Reservist. Walden came to Comcast with seven years of public-relations experience. In her new role, she is responsible for helping shape the company’s image with external audiences across the Western New England region. Prior to joining Comcast, she was vice president at Quinn, a lifestyle public-relations firm in New York City, where she oversaw a team of public-relations executives who carried out day-to-day media and operations for a portfolio of 20 business, real-estate, and technology clients, in addition to being responsible for building the firm’s client base and developing strategic public-relations campaigns. She graduated from Clark University in Worcester.

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Eric Lineback recently joined Country Business Inc. (CBI), a regionally based New England business-brokerage and merger-and-acquisition firm. He will be focusing his efforts serving clients in Western Mass. Lineback previously worked as a strategic management consultant with McKinsey & Co. in Chicago on projects for various Fortune 500 companies. He then went on to work as a senior analyst for a mid-size private-investment company in Houston and then Washington, D.C., helping to manage a $500 million diverse portfolio of assorted assets, including several operating companies, real-estate investments, equity buy-out funds, and marketable securities. In the mid-’90s, as the Internet was emerging commercially, he co-founded and managed for almost 20 years a successful boutique Internet design and development firm, helping clients create an engaging online and offline presence. Lineback’s work with CBI enables him to apply his entrepreneurial, investment, and financial-management experience in assisting business owners with their succession plans. “We are excited that Mr. Lineback has joined our firm,” said Philip Steckler, a principal with CBI. “While we have managed the sale of numerous businesses in Western Massachusetts over the years, his focus on that region enables us to enhance our services and broaden our client base.” Since 1976, CBI has managed the sale of more than 1,200 businesses, ranging in price from $500,000 to $30 million. The company has represented businesses across many industries and sectors, including manufacturing, distribution, retail, and hospitality. CBI is an industry leader in successfully completing sales of client businesses. The firm traditionally completes 80% to 90% of the businesses it is retained to sell — far higher than industry norms. “I’m excited to be working with such an established and successful company, one which has had a significant positive impact on the local economy,” Lineback said. “My passion has always been working with entrepreneurs and small-business owners.”

Court Dockets Departments

The following is a compilation of recent lawsuits involving area businesses and organizations. These are strictly allegations that have yet to be proven in a court of law. Readers are advised to contact the parties listed, or the court, for more information concerning the individual claims.

HAMPDEN DISTRICT COURT

New England Industrial Uniform Rental Service Inc. v. the Mattabassett District
Allegation: Failure to pay for lost, unusable, or damaged garments: $9,282.50
Filed: 6/5/17

Justin Morin v. Chicopee Concrete Service Inc.
Allegation: Non-payment of wages: $15,000
Filed: 6/5/17

Orlando Pagan Jr. p/p/a Maribel Pagan v. Springfield Boys & Girls Club Inc.
Allegation: Injury sustained during youth basketball clinic: $1,613.07
Filed: 6/9/17

Rosa Leo v. the Stop and Shop Supermarket Companies, LLC
Allegation: Slip and fall causing injury: $1,325
Filed: 6/13/17

HAMPDEN SUPERIOR COURT

Thomas Fournier v. Action Air Inc., Paul Chevalier, and Marci Chevalier
Allegation: Unpaid wages, including overtime: $35,000+
Filed: 6/1/17

Daniel Rice v. Smith & Wesson Corp. and Thompson/Center Arms Co. Inc.
Allegation: Product liability, barrel of rifle exploded upon discharge, causing injury: $66,609
Filed: 6/1/17

Barbara Wojick v. Walmart Stores Inc.
Allegation: Slip and fall causing injury: $82,827.16
Filed: 6/2/17

Rachel Ellis v. U-Haul International
Allegation: Employment discrimination: $25,000+
Filed: 6/5/17

Shelly Nichols v. Sabis International Charter School and Ernest Floyd
Allegation: Employment discrimination: $25,000+
Filed: 6/5/17

Manuel Gonzalez v. Noah J. Epstein, M.D. and Holyoke Medical Center Inc.
Allegation: Medical malpractice: $150,000
Filed: 6/14/17

Ellen Davilli, personal representative of the estate of Martin Davilli v. Richard B. Wait, M.D.; David L. Penner, M.D.; William J. Wagner, M.D., and Stephanie Jones, RN
Allegation: Malpractice: $25,000+
Filed: 6/21/17

Pride Convenience Inc. v. Anderson Services, LLC
Allegation: Money owed for goods sold and delivered: $31,983.60
Filed: 6/26/17

Caroline Wilson v. M & M Comfort Zone Inc.
Allegation: Negligence causing injury, struck by dolly moving fixtures: $26,110
Filed: 6/30/17

HAMPSHIRE DISTRICT COURT

Weston Agricultural Products Inc. v. Hakala Brothers Corp.
Allegation: Money owed for goods and services provided: $11,900
Filed: 5/8/17

Scott R. Rhodes v. Aaron Scott d/b/a Artisan Builders & Craftsmen
Allegation: Breach of contract, failure to return deposit: $8,350
Filed: 5/31/17

Mary Wiseman v. Demoulas Supermarkets Inc. d/b/a Market Basket
Allegation: Negligence, slip and fall causing injury: $24,999
Filed: 6/12/17

Daily News

SPRINGFIELD — Bacon Wilson announced that Katrina Anop and Tabitha Vianna have joined the firm as associate attorneys.

Anop is a graduate of the Western New England University School of Law. She is a member of Bacon Wilson’s real estate, family law, probate, employment, and immigration practice groups. Fluent in Spanish, she works primarily from the firm’s Springfield office.

Vianna is a cum laude graduate of the Western New England University School of Law. She is a member of Bacon Wilson’s business and corporate practice group, where much of her work is devoted to assisting clients with commercial loan closings. She is licensed to practice in both Massachusetts and Connecticut.

Daily News

CHICOPEE — Harry Dumay, who boasts a long and distinguished career in higher education, officially took the helm of Elms College as its 11th president on July 1.

“I am excited to start my presidency at Elms College,” Dumay said. “The board of trustees has put together a fantastic transition team, which has been working diligently during the past few months to make it possible for me to hit the ground running. I am eager to partner with the faculty, the staff, and the student body as we advance the work of making an excellent Catholic higher education accessible to a diversity of groups in a diversity of formats.”

Dumay was chosen after a nationwide search and has served in higher education finance and administration at senior and executive levels for 19 years. He holds a Ph.D. in higher education administration from Boston College, an MBA from Boston University, and a master’s degree in public administration from Framingham State University.

“Dr. Dumay is a multi-faceted leader who understands Elms College and the importance of a liberal-arts education based in the Catholic intellectual tradition,” said Cynthia Lyons, chair of the board of trustees. “He has a collaborative style and a demonstrated record of strengthening organizational and academic effectiveness, and he is enthusiastic about the future of Elms College.”

Dumay, who hails from Ouanaminthe, Haiti, most recently resided with his family in Framingham and worked as the senior vice president and chief financial officer at St. Anselm College in Manchester, N.H. Before that, he served as chief financial officer and associate dean at Harvard University’s Paulson School of Engineering and Applied Sciences, associate dean at Boston College’s Graduate School of Social Work, and director of finance for Boston University’s School of Engineering. Dumay also served as an adjunct faculty member at Boston College for nine years.

“Dr. Dumay strongly believes education is the best tool to lift people out of poverty, to encourage positive discourse, and to create pathways to successful employment, while also supporting opportunities for strengthening ethical and spiritual development. This vision fits perfectly with the mission of Elms College,” Lyons said.

Elms College’s most important goal is the success of its students, she added. “The value of a liberal-arts education, combined with career skills and a strong sense of the Elms’ values of faith, justice, community, and mission, is a defining strategy for our students now and in the future.”

Sr. Maxyne Schneider, president of the Congregation of the Sisters of St. Joseph and a member of the presidential search committee and board of trustees, noted that, “since its founding by the Sisters of St. Joseph in 1928, the College of Our Lady of the Elms has served those for whom Catholic higher education would be essential to a life rich in faith, learning, and economic opportunity. Dr. Dumay brings the professional and lived personal experience to continue this mission. We sense in him a spirit truly compatible with the charisma of our sisters, and will support him in his leadership with our prayer and good will.”

Dumay’s inauguration will be held in the fall. The trustees are planning additional autumn events that will allow everyone to meet the new president. He succeeds Mary Reap, who retired June 30 after serving as Elms president for the past eight years.

“Elms College is a special community, in which the Sisters of St. Joseph’s spirit of Catholic solidarity pervades the campus,” Dumay said. “I am honored and excited to lead Elms College as, together, we write the next chapter in the institution’s history.”

Daily News

BOSTON — Massachusetts employer confidence rose for the ninth time in 10 months during June amid optimism about an economy that is finally attracting more people into the workforce.

The Associated Industries of Massachusetts (AIM) Business Confidence Index rose one point to 61.8 last month, leaving it 5.7 points higher than a year ago. The Index has gained ground in each of the past two months after slipping in April.

The results come a month after state officials reported a long-awaited expansion of the Massachusetts labor market; the labor-force participation rate rose to 66.7% in May, its highest mark since before the Great Recession.

“Employer confidence in both the state and national economies remains well above the level we saw a year ago, especially among manufacturers,” said Raymond Torto, chair of AIM’s Board of Economic Advisors (BEA) and lecturer at Harvard Graduate School of Design. “Key Massachusetts indicators such as total jobs, wages, and gross state product far exceed pre-recession levels, and that is outweighing concerns about long-term growth.”

The AIM Index, based on a survey of Massachusetts employers, has appeared monthly since July 1991. It is calculated on a 100-point scale, with 50 as neutral; a reading above 50 is positive, while below 50 is negative. The Index reached its historic high of 68.5 on two occasions in 1997-98, and its all-time low of 33.3 in February 2009. The index has remained above 50 since October 2013.

The constituent indicators that make up the overall Business Confidence Index were mostly positive during June. The Massachusetts Index, assessing business conditions within the Commonwealth, gained 2.1 points to 64.2, leaving it 5.7 points higher than in June 2016.

The U.S. Index of national business conditions rose 2.8 points to 57.4 despite lingering uncertainty about federal economic policy. June marked the 87th consecutive month in which employers have been more optimistic about the Massachusetts economy than the national economy.

The Current Index, which assesses overall business conditions at the time of the survey, rose 1.5 points to 61.9, while the Future Index, measuring expectations for six months out, increased 0.4 points to 61.7. The Future Index was 5.1 points higher than a year ago.

The Company Index, reflecting overall business conditions, was unchanged for the month at 62.4 and up 4.7 points during the 12-month period. The Employment Index fell 0.4 points to 58.1, while the Sales index rose 0.6 points to 62.6.

The AIM survey found that 39% of respondents reported adding staff during the past six months while 18% reduced employment. Expectations for the next six months are stable, with 38% expecting to hire and only 10% downsizing.

Alan Clayton-Matthews, a professor in the School of Public Policy and Urban Affairs at Northeastern University, said the supply of workers remains one of the most important factors in the ability of Massachusetts to maintain long-term economic growth.

“There is little slack left in the labor market,” he said. “Unemployment rates are back to pre-recession levels, and employment rates are very close to pre-recession levels. The slack that does remain is largely among young workers, those with less than a high-school education, and part-time workers who have been unable to find full-time work, suggesting that many workers lack the skills that employers are seeking.”

Overall participation in the labor force nationally has hovered below 63% during the recovery, compared with more than 66% before the recession.

Eastern Mass. companies were more confident in June than those in the western portion of the Commonwealth, posting a 61.8 confidence reading in June versus 60.8 for Western Mass. employers.

AIM President and CEO Richard Lord, also a BEA member, said employers are increasingly concerned about a passel of potentially expensive and disruptive Beacon Hill proposals, including a surtax on incomes more than $1 million, paid family leave, and an employer assessment to close a budget gap in the MassHealth program.

“Massachusetts employers have led what is now one of the longest and most consistent economic recoveries of the past 100 years. Much of that growth reflects the fact that policymakers have refrained from unnecessarily raising business costs and imposing inefficient regulation,” Lord said. “We look forward to working with the Legislature and the Baker administration to ensure that those policies continue.”

Employment Sections

Accommodating Attitude

pregnantatworkdpMassachusetts lawmakers are attempting a novel approach to pregnant workers, by requiring employers to offer them accommodations similar to those given to disabled workers. The bill is a popular one and seems assured of becoming law, but some questions about implementation — and what companies will have to do to comply — remain.

Pregnancy is not a disability, and the Pregnant Workers Fairness Act doesn’t classify it as one.

But if the bill, passed unanimously by the Massachusetts House of Representatives in March and expected to sail through the Senate, becomes law — Gov. Charlie Baker has said he will sign it — employers will be required to offer the same types of accommodations disabled workers are promised under the Americans with Disabilities Act (ADA).

“While this bill doesn’t technically classify pregnancy as a disability, per se, it does create the requirement that employers treat pregnancy the same way they treat employees with a disability, providing reasonable accommodation and undertaking a dialogue about what those accommodations should be,” said Daniel Carr, an attorney with Royal P.C. in Northampton.

If the bill becomes law, an employer would not be able to fire, demote, or deny a job to a worker due to pregnancy. The employer could not force the worker to accept certain conditions or take a leave from the workplace as long as she were able to perform the essential functions of her job.

While charges of discrimination based on pregnancy or maternity are currently considered an aspect of gender discrimination, the new bill changes the playing field in potentially significant ways, Carr noted.

Daniel Carr says the bill currently leaves several questions unanswered

Daniel Carr says the bill currently leaves several questions unanswered, which he hopes will be addressed by the state Senate before heading to the governor’s desk.

Specifically, employers will be required to engage in an interactive process with pregnant employees to provide reasonable accommodations, such as more frequent and/or longer breaks, modified equipment or seating, job and responsibility restructuring, modified schedules, and private, non-bathroom space to express breast milk — accommodations that, in the abstract, seem like a logical recognition of the need to provide equitable conditions for pregnant women in the workplace.

While this bill doesn’t technically classify pregnancy as a disability, per se, it does create the requirement that employers treat pregnancy the same way they treat employees with a disability, providing reasonable accommodation and undertaking a dialogue about what those accommodations should be.”

“Generally speaking, everyone is in agreement,” Carr said, “but for this bill to become law, there are some issues that need to be ironed out, hopefully before it gets to the governor for his signature.”

Meghan Sullivan, managing partner at Sullivan, Hayes & Quinn, LLC in Springfield, noted that the ADA provides no basis for equating a normal pregnancy with a disability, but Massachusetts lawmakers have, for several years, been discussing the idea that some of the same accommodations available to disabled workers, particularly related to changes in their duties and working conditions, could also benefit pregnant workers.

One of the reasons the bill has found little legislative resistance so far is that it was crafted with significant input from both women’s rights groups and the employer lobby, notably Associated Industries of Massachusetts (AIM).

“I sit on the steering committee for AIM, and they took the position that this was not a bill they were going to oppose on behalf of employers,” Sullivan said. “But how do we approach the idea of reasonable accommodation while avoiding issues that are typically problematic for employers?”

Working out many of those issues was key to moving the bill forward, but, as Carr noted, plenty of unanswered questions remain.

Taking Aim

AIM opposed early versions of the bill during the 2015-16 legislative session because employers worried it gave employees unlimited power to reject multiple and reasonable offers of accommodation by an employer. The compromise bill addresses that concern and others, the organization noted. Specifically, it accomplishes the following:

• Provides clarity regarding definitions and terms related to current employees in need of accommodations related to pregnancy;

• Aligns state and federal laws regarding reasonable accommodation as it relates to the essential functions of the job;

• Provides flexibility rather than mandating specific types of accommodations for employers and employees;

• Provides a reasonable mechanism for employees and the employer to achieve a reasonable accommodation by engaging in a defined process, eliminating a concern by businesses that an employee could reject multiple reasonable offers of accommodation;

• Adds language allowing the employer to evaluate undue hardship of an accommodation and the ability of employee to perform the essential functions of the job as it relates to an employer’s program, enterprise or business;

• Provides opportunity for an employer to request documentation for certain cases to ensure that accommodations are reasonable for both employees and employers;

• Limits provisions to current employees instead of employees and job applicants;

• Reduces unnecessary burdens and allows for electronic or other means other than a “poster” for notifying employees; and

• Allows for certain accommodations to be either paid or unpaid.

Employers worry, Sullivan told BusinessWest, about any new legal protections for workers that are different, and sometimes conflicting, with existing laws — conflicts that are typically hashed out through litigation, which companies certainly want to avoid.

Meghan Sullivan

Meghan Sullivan says the bill was crafted after much negotiation and compromise between women’s rights advocates and employer organizations.

“There was an incredibly cooperative approach to drafting the bill passed by the House, an effort to use very similar language and concepts related to the disability laws as we know them,” she noted.

She recalled a summer job she had during her college years, as a bank teller. She was required to stand at her workstation for eight hours, but under the Pregnant Workers Fairness Act, an employee would have a strong argument that allowing her to sit while serving customers would not hinder her from getting her work done.

Pretty straightforward, right? Not so fast, Carr said.

“The problem with any legislation is that sometimes the most popular laws are the worst-drafted,” he noted. “I think every reasonable person agrees with the principles of this law, that pregnant employees shouldn’t be discriminated against. No legislator wants to be seen as against it, so no one’s really changing it — but there are issues with this law that come into play.”

Take the coffee shop across the street from Carr’s office, which employs a handful of workers in one open space, with a bathroom. Where, exactly, can that business designate a private, non-restroom space for expressing breast milk? If an employee brought litigation, he argued, the shop would have a strong argument that such a private space doesn’t exist, and it would be an undue hardship to somehow construct one.

“Another issue is job restructuring. If an employee walks into my business and says, ‘we have to restructure my job because the law says so,’ how can I prove that’s an undue burden or financial hardship to do so?” he said. “That’s my concern. It’s not the wisdom of the law in general; it’s the drafting and details that have to be addressed.”

In a recent blog post, Carr went so far as to say the bill, if passed as is, will cause chaos for employers, for a couple of reasons. One is that it has no specified effective date, and would therefore, by default, become law only 90 days after Baker signs it.

Another question is the duration of accommodations. “The lactation provisions imply that the accommodations can continue after an employee has given birth,” he noted. “However, the bill does not address for how long after giving birth an employee is entitled to reasonable accommodations. As drafted, employers have no way of knowing if they must provide modified schedules and/or job restructuring to new mothers for four weeks, four months, or four years. It would be in every employer’s best interest to undertake a self-assessment of their readiness to implement these policies sooner rather than later.”

Working It Out

Carr also noted that the Affordable Care Act — which, despite GOP attempts to kill it, is still the law — already provides for private, non-bathroom space to breastfeed in certain situations, and other protections exist for breastfeeding employees. However, the new bill will apply to more employers in the state, and may be interpreted more broadly.

“The term ‘job restructuring’ worries me the most,” he said. “So if the breastfeeding provisions of this law are interpreted to be consistent with the breastfeeding protections of the ACA, does that mean that job restructuring would continue for a full year? Or, if [the new bill] is interpreted to provide greater duration, how long would that last?”

Sullivan agreed that the vague concept of accommodation could become more significant than employers expect, especially if the worker experiences complications with the pregnancy.

“It’s potentially a new lawsuit, and it’s something employers will have to take note of, but the two sides, as well as legislative officials, worked very cooperatively and diligently to make sure it would be a manageable and workable process,” she noted. “A lot of employers are concerned about any new law being introduced: ‘how do we manage another accommodation on top of all the other ones that already exist, and how do these new legal provisions interact with all of the existing laws?’ Without a doubt, it’s another instance where HR and managers and supervisors are going to need education and training so there isn’t an inadvertent violation.”

If employers will have only a few months to get up to speed with compliance, as appears to be the case, Sullivan said, every employer will have to examine the company’s workplace rules, break-time rules, and other details so they can anticipate what policies might need to be modified if an employee becomes pregnant.

She stressed, however, that employer groups understand the bill’s appeal.

“It is easy to confuse opposition to a draft of a bill with opposition to the issue itself,” AIM President Richard Lord said just before the House passed the bill. “AIM is always willing to work with those seeking honest and effective compromise. That is exactly what happened with this legislation.”

That doesn’t mean it’s easy to add another layer of employee protections, of course.

“A common concern is that Massachusetts will not be competitive enough with other states that aren’t as accommodating to employees,” Sullivan told BusinessWest. “At what point will Massachusetts create an incentive for businesses to leave? That’s always a concern among employers, the cost of doing business.”

Still, she said, “despite the rhetoric of ‘us vs. them’ that’s so common in the political landscape, so many employers are motivated to do the right thing and do it in the right way.”

Even if they’re still hazy on the details.

Joseph Bednar can be reached at [email protected]

Employment Sections

Women Only

By Daniel C. Carr, Esq.

Daniel C. Carr, Esq.

Daniel C. Carr, Esq.

In recent weeks, a Texas movie theatre sparked controversy by holding several women-only screenings of the new Wonder Woman movie, including a promise that only female employees would be scheduled to work during these screenings. The theatre was the target of a great deal of criticism, and many alleged that the theatre was discriminating against men.

Much of the rage came from the usual suspects — men’s rights activists, misogynists, and other groups prone to Internet trolling.  Also among the aggrieved was a less-expected party: University of Albany Law Professor Stephen Clark. According to his statement, Clark wasn’t offended that a screening was held specifically for women, but, rather, that the theatre advertised “No Guys Allowed.”

Particularly maddening was the fact that the theatre actively barred male patrons and promised that only female staff would be allowed to work during the screening. “It’s the principle of the thing,” Clark said. “I’m a gay man, and I’ve studied and taught gay rights for years. Our gay bars have long said that you do not exclude people because they’re gay or straight or transgender — you just can’t do that for any reason … It’s discrimination.”

For many, the special screening made sense. Wonder Woman is not only the first female-led superhero film since 2005’s critically-panned Elektra, but also the first female-led superhero film directed by a female. This, combined with its strong critical and financial performance in the wake of its underwhelming male-led predecessors, has given advocates of equitable representation of women in the film industry cause for celebration. The women-only screenings sold out quickly.

This conflict illustrates an important point: the law still permits single-gender organizations and services in certain contexts, but when do gender-exclusive organizations or services cross the line into actual, illegal discrimination?

The law still permits single-gender organizations and services in certain contexts, but when do gender-exclusive organizations or services cross the line into actual, illegal discrimination?”

The law generally weighs an individual’s First Amendment right to expressive association against the state’s compelling interest in eliminating discrimination. In genuinely private settings, the individual’s First Amendment rights will almost always prevail. Alamo Drafthouse’s women-only screenings would not have been a big deal if the theater had been rented out by a private entity. In fact, in response to one Facebook question concerning whether there would be men-only screenings, Alamo Drafthouse responded with a link to its ‘private events’ booking page.

However, in public-accommodation cases like the one above, Massachusetts and federal law generally find that the state’s interest in eliminating discrimination outweighs an individual’s First Amendment right to expressive association. Massachusetts state law specifically prohibits making any distinction, discrimination, or restriction in admission to or treatment in a place of public accommodation, based on race, color, religious creed, national origin, sex, gender identity, sexual orientation, physical or mental disability, or ancestry. No distinction is made between historically dominant groups and historically disadvantaged ones. Discrimination is discrimination.

But what is a place of public accommodation? According to the law, a place of public accommodation is an entity which is open to and accepts or solicits the patronage of the general public. Common examples include theaters, hotels, restaurants, stores, banks, hospitals, transportation services, parks, childcare centers, and the like. This is not a complete list. There are no complete lists because there are simply too many unique contexts to draw a clear line.

In contrast to places of public accommodation, genuinely private entities’ right to expressive association is considered to outweigh the public interest in eliminating discrimination, and, therefore, private entities are not bound by the same anti-discrimination laws. An organization’s status as a private entity, and therefore the legality of maintaining a gender-exclusive policy, depends primarily on whether the organization exercises “genuine selectivity” with respect to applicants or members.

For example, in 1997 the Mass. Commission Against Discrimination (MCAD) ruled that a female divorce attorney was liable for gender discrimination for refusing to represent male clients in divorce proceedings. In determining that her law practice qualified as a place of public accommodation, the MCAD noted that she advertised her services to the public, did not have any particular criteria for selecting her clients, and admitted that she refused to represent the complainant solely because of his gender.  In short, there was a lack of “genuine selectivity.”

By way of comparison, in 2014, the MCAD applied the same standard to reach a different result in a case brought by a male victim of domestic violence against a nonprofit organization for female victims of domestic violence. The MCAD ruled that the charity had not violated anti-discrimination law by refusing to provide male victims of domestic violence the low-cost facial reconstructive surgery offered to female victims of domestic violence. The MCAD ruled that the charity had adhered to a policy of “genuine selectivity” because it was not open to the public and it applied an array of eligibility criteria, including economic status, type of injury, anticipated period of recovery, and residency restrictions.

Additionally, under Massachusetts law, certain entities may be places of public accommodations at certain times and not others. For example, in 2002, the Supreme Judicial Court of Massachusetts ruled that a publicly owned building, when booked for an event sponsored by a religious group for the purpose of religious meetings, does not qualify as place of public accommodation during that time; therefore, the group was allowed to ban women from attending the meeting.

Conversely, Massachusetts has recently announced that the reciprocal is true: religious institutions, such as churches, temples, or mosques, are considered places of public accommodations when being used for secular purposes, such as a spaghetti dinner open to the public.

If your business or organization intends to maintain a gender-exclusive policy, it is important that you analyze these factors to ensure the policy’s legality. The law can be tricky, and lawsuits are costly. u

Daniel C. Carr, Esq. specializes exclusively in management-side labor and employment law at Royal P.C., a woman-owned, NAMWOLF-certified, boutique, management-side labor and employment law firm; (413) 586-2288; [email protected]

Daily News

WEST SPRINGFIELD — United Bank donated $5,000 to support the mission of Dress for Success to help women gain economic independence. The contribution will be used to fund the Foot in the Door program, a workforce-readiness program provided by Dress for Success Western Massachusetts.

Foot in the Door is a 14-week training program in which participants receive training modules consisting of career pathway and exploration, workplace readiness, employability preparation, and financial literacy. This curriculum is delivered by Springfield Technical Community College, and was created to address workforce needs and promote strategic economic development in the region.

Dress for Success removes typical barriers by providing transportation and daycare, which in many cases prohibit women from participating. When the women complete the course, they are provided a national workforce-readiness certificate and guaranteed an interview, and a suit to wear to the interview, at key local employers Baystate Health, Smith & Wesson, Columbia Gas, MGM Springfield, and United Personnel.

“It’s because of community partners like United Bank we are able to offer these essential programs for our clients,” said Dawn Creighton, board president of Dress for Success Western Massachusetts. “Workforce and skills gaps are growing challenges to employers. Programs such as Foot In the Door help break down barriers of employment.”

Features

Sensational Six

40under40contdExcellenceLogo2016
When gathering her thoughts on this year’s six nominees for the Continued Excellence Award, Susan Jaye-Kaplan summoned none other than Dr. Martin Luther King Jr.

“I believe Dr. King once said, ‘we’ll judge people based on what they do, rather than what they look like,’” said Jaye-Kaplan, co-founder and president of Link to Libraries and one of three judges for BusinessWest’s third annual award program honoring extremely high achievers in the region. “The talent, commitment, and caring of all the nominees makes one proud to be in this community, where, for many of our citizens, giving is a moral responsibility.”

BusinessWest launched the Continued Excellence Award in 2015 to recognize past 40 Under Forty honorees who have built on the business success and civic commitment that initially earned them that honor. The first two winners of the award were Delcie Bean, president of Paragus Strategic IT, and Dr. Jonathan Bayuk, president of Allergy and Immunology Associates of Western Mass. and chief of Allergy and Immunology at Baystate Medical Center. Both had been named to the 40 Under Forty class of 2008.

The winner of the third annual award will be announced at this year’s 40 Under Forty gala, slated for June 22 at the Log Cabin Banquet & Meeting House in Holyoke.

The six finalists, as determined by scores submitted by three judges — Jaye-Kaplan; Dana Barrows, Estate & Business Planning specialist with Northwestern Mutual; and Bill Grinnell, president of Webber & Grinnell insurance — are, in alphabetical order:

Michael Fenton

Michael Fenton

Michael Fenton

When Fenton was named to the 40 Under Forty in 2012, he was serving his second term on Springfield’s City Council and preparing to graduate from law school. He was also a trustee at his alma mater, Cathedral High School, where he dedicated countless hours to help rebuild the school following the 2011 tornado.

Today, Fenton is City Council president and an associate at Shatz, Schwartz & Fentin, P.C., practicing in the areas of business planning, commercial real estate, estate planning, and elder law. He received an ‘Excellence in the Law’ honor from Massachusetts Lawyers Weekly and was named a Super Lawyers Rising Star in 2014. Meanwhile, in the community, he is a founding member of Suit Up Springfield, director and clerk at Save Cathedral High School Inc., a corporator with Mason Wright Foundation, a volunteer teacher at Junior Achievement, a member of the East Springfield and Hungry Hill neighborhood councils, and an advisory board member at Roca Inc., which helps high-risk young people transform their lives.

Jeff Fialky

Jeff Fialky

Jeff Fialky

A member of the 40 Under Forty Class of 2008, Fialky was recognized an an associate attorney at Bacon Wilson in Springfield and for his volunteer work with numerous area organizations. He has since added a number of lines to that résumé. For starters, in 2012, he was named a partner at Bacon Wilson, and is active in leadership capacities with the firm. But he has also become a leader within the Greater Springfield business community.

Former president of the Young Professional Society of Greater Springfield, Fialky currently serves as chair of the Springfield Chamber of Commerce, and is also on the board of trustees of the Springfield Museums, where he chairs the membership and development committee and is the incoming vice treasurer. He has also served on boards and committees such as the Jewish Federation of Pioneer Valley, Leadership Pioneer Valley, DiverseCity OnBoard, the YMCA, and the Pioneer Valley chapter of the American Red Cross.

Scott Foster

Scott Foster

Scott Foster

In 2011, Foster, an attorney with Bulkley, Richardson and Gelinas, was honored as a 40 Under Forty member not only for his work with that firm, where he specializes in general corporate, business, and finance matters, but for his chairmanship of the Forest Park Zoological Society, his work with the Family Business Center at UMass Amherst and the university’s Entrepreneurship Initiative, and his then-recent efforts to co-found Valley Venture Mentors (VVM), a nonprofit organization that connects talented Pioneer Valley entrepreneurs with mentors in the business community.

While his leadership roles at work and on civic boards have expanded in the past six years, Foster’s most significant achievement since then may be the growth of VVM from an all-volunteer organization to a nationally recognized entrepreneurship engine with an annual budget of $1.2 million, six full-time employees, and a track record of helping seed the Pioneer Valley with a culture of successful startups. He spends hundreds of hours each year improving the environment for entrepreneurs, who in turn are helping to lift an entire region.

Nicole Griffin

Nicole Griffin

Nicole Griffin

Griffin spent 12 years in the insurance industry before launching her own business, Griffin Staffing Network, in 2010. Her work there, helping teens and adults acquire job-related skills and find temporary and permanent employment, earned her 40 Under Forty recognition in 2014, as did her generosity with her time and resources, from founding Springfield Mustard Seed, in response to clients who wanted to become entrepreneurs, to her involvement with a host of community-focused organizations.

Over the past year, Griffin has mentored young mothers through the Square One mentorship program and the New England Farm Workers Council’s teen-mom program, as well as leveraging the skills of her staff to provide recruiting opportunities and career guidance to current and graduating students at area colleges and universities. She was also recognized with the Community Builder Award from the Urban League for helping meet employment needs in Springfield. Meanwhile, she has ramped up her mentorship efforts for young entrepreneurs, chaired a Women’s Leadership Council event that raised $15,000, and lent her support to events benefiting Revitalize CDC.

Amanda Huston Garcia

Amanda Huston Garcia

Amanda Huston Garcia

When she was named to the 40 Under Forty class of 2010, Huston Garcia was vice president of operations for Junior Achievement (JA) of Western Mass. Meanwhile, she was active in myriad community organizations, including various chambers of commerce, the Young Professional Society of Greater Springfield, and various boards at Elms College and Springfield High School of Science and Technology.

In 2011, she left her position with JA — but still plays numerous roles in the organization — and became a full-time professor at Elms, where her passion for teaching young people about entrepreneurship and financial literacy remains strong. In addition to helping create the Elms MBA program (and serving as its interim director for a time), she developed a partnership between Elms and JA, recruiting more than 60 college students each year to teach JA programs. She also forged a classroom partnership between Elms and Putnam Vocational Technical Academy and is working on a program to help Putnam students earn college credits. She also introduced Elms accounting students to a national business-ethics debate competition, where they finished first in the region twice.

Meghan Rothschild

Meghan Rothschild

Meghan Rothschild

Rothschild, then development and marketing manager for the Food Bank of Western Mass., was named to the 40 Under Forty class of 2011 mainly for her tireless work in melanoma awareness. A survivor herself, she began organizing local events to raise funds for the fight against this common killer, and launched a website, SurvivingSkin.org, and TV show, Skin Talk, that brought wider attention to her work.

Since then, Rothschild has stayed busy, transitioning from a board seat with the Melanoma Foundation of New England to a job as marking and PR manager, where she’s the face of the organization’s “Your Skin Is In” campaign. She has testified in Boston and Washington, D.C. in support of laws restricting tanning beds. Meanwhile, she hosts a community talk show on 94.3 FM, and co-founded chikmedia, a marketing firm that specializes in nonprofits and fund-raisers — all while supporting a raft of area nonprofit organizations. Most recently, she joined the board of the Zoo at Forest Park, donating her time to its marketing and PR initiatives, and participated in events benefiting the Holyoke Children’s Museum, Junior Achievement, and a host of other groups.

About the Judges

Dana Barrows

Dana Barrows

Dana Barrows began his association with Northwestern Mutual while a full-time law student at Western New England School of Law. He has used his law background to help clients address a wide range of personal, business, and estate-planning needs, often working closely with their other professional advisors. He has developed a financial-services practice in the areas of estate and business planning. He specializes in working with high-net-worth individuals and owners of closely held businesses in the areas of business continuity and estate planning. Barrows also serves on a variety of professional and community boards and is very active within the Northwestern Mutual’s Financial Representative Assoc.

Bill Grinnell

Bill Grinnell

As president of Webber and Grinnell Insurance, Bill Grinnell oversees a company with 30 employees serving 5,000 clients. Currently vice president of the board of River Valley Investments, he has also served as board co-chair of the United Way Campaign from 2013 to 2015, Northampton Planning Board member from 2014 to 2016, trustee at the Academy at Charlemont from 2009 to 2012, board chair at Hampshire Regional YMCA from 2009 to 2010, vice president and board member at Riverside Industries, board member of the Employers Assoc. of the NorthEast, and board member of the Northampton Chamber of Commerce. His agency also supports countless nonprofits in the region.

Susan Jaye-Kaplan

Susan Jaye-Kaplan

Susan Jaye-Kaplan is not just the co-founder of Link to Libraries — an organization whose mission is to collect and distribute books to public elementary schools and nonprofit organizations in Western Mass. and Connecticut — but also founded Go FIT Inc. and the Pioneer Valley Women’s Running Club. Her many accolades from regional and national organizations — far too many to list here — include being named a BusinessWest Difference Maker in 2009, the program’s inaugural year. She is a member of the Women’s Sports Foundation and a requested speaker at conferences and universities throughout the area. She works part-time as a consultant for the Donahue Institute at UMass Boston.

“It is inspiring to have had the privilege to read about the varied accomplishments of the nominees presented,” Jaye-Kaplan said regarding the judges’ challenge of considering dozens of Continued Excellence Award applications and trying to determine which to nominate this year — and, in the coming weeks, which to name the winner for 2017. “I can see these young people are  responsible to the communities in which they live and work, the environment, and to the bigger community as well. It is an honor to see this in our community.”

Law Sections

Taking It Personally

By John S. Gannon, Esq.

John S. Gannon

John S. Gannon

As a management-side employment attorney, I know how frustrating it is for businesses to be sued by current or former employees. Employers who have been through the litigation process know it’s a stressful, time-consuming exercise that often requires their managers or supervisors to be deposed or called as a witness at trial.

Unfortunately, being a witness is not the worst outcome for managers and supervisors who get dragged into employment litigation. Many state and federal employment laws provide a path for litigious employees to individually sue their managers or supervisors, while at the same time suing the employer as a completely separate entity. These laws can put managers and supervisors in the dreadful position of having to personally defend themselves in a lawsuit, while exposing their personal assets (home, car, bank accounts, etc.) to risk if the plaintiff is successful. It also means having to pay defense costs and attorney’s fees regardless of how the case turns out. A recent Massachusetts federal court decision highlights the relative ease of bringing an individual liability claim against a supervisor in an employment lawsuit.

Elliott Eichenholz worked for Brink’s Inc. His supervisor was Gordon Campbell. According to Eichenholz, while he was out on a disability leave, Campbell issued him a performance-improvement plan (PIP) letter addressing Eichenholz’s performance deficiencies. The PIP letter also contained various demands Eichenholz would need to meet within a prescribed time frame.

Eichenholz returned to work about two months later. Upon his return, Campbell e-mailed Eichenholz, stating that he needed to develop a plan to address the issues raised in the PIP letter now that he was back to work.

From my perspective, Campbell’s approach appeared reasonable enough, but Eichenholz did not see it that way. He resigned a few days later and subsequently filed a lawsuit claiming that Brinks and Campbell discriminated and retaliated against him in violation of a host of federal and state employment laws, including the federal Family and Medical Leave Act (FMLA) and the Massachusetts Fair Employment Practices Law, which prohibits discrimination in employment (Chapter 151B). In his complaint, Eichenholz claimed he needed to resign “in order to ensure that he was no longer subjected to unlawful harassment, no longer subjected to a hostile work environment, and no longer in the precarious position that Campbell’s continuous violations and discriminatory behavior had caused.”

Campbell moved to dismiss the charges against him, raising two principal arguments. First, he argued the FMLA claim should be dismissed because that law does not allow for individual liability. Second, he contended Chapter 151B warranted dismissal because Eichenholz did not follow the proper procedural channels before filing that claim.

The court rejected both arguments. Although the FMLA does not expressly allow for individual liability against supervisors, courts have ruled that similar federal laws — including the Fair Labor Standards Act — permit personal liability against supervisors. This was enough to convince this court that FMLA liability could flow to Campbell. Also, because Campbell was on notice of the potential Chapter 151B claim early on, he could not rely on technical procedural errors to defeat the individual liability claim.

Because the Massachusetts anti-discrimination statute (Chapter 151B) allows for individual liability, supervisors can be personally sued in almost any lawsuit that alleges a violation of state anti-discrimination law. In addition, state and federal wage-payment laws, including the federal Fair Labor Standards Act and the Massachusetts Wage Act, can trigger individual unpaid-wage liability for certain executives, officers, and even managers within the organization.

In light of this vast potential for supervisor liability claims, we recommend litigation-avoidance training for managers and supervisors as a way to mitigate risk. Effective training is probably the single best way to combat individual liability exposure, as it puts managers and supervisors on notice of this very real threat. Training programs also highlight tips and strategies that managers and supervisors can use to avoid litigation crosshairs and keep the company out of expensive lawsuits.

If your manager or supervisor is sued individually, it may also be (somewhat) comforting to know that individual liability claims are often a strategic move meant to make the case more difficult to defend. It is rare — but not unheard of — that a manager or supervisor is left paying damages associated with an adverse judgment, rather than the business. Even so, adequate training can help prevent employment claims before litigation is filed, which is a win-win situation for both the supervisor and the company.

John S. Gannon is an associate attorney with Skoler, Abbott & Presser, P.C., a management-side labor and employment firm with offices in Springfield and Worcester.

Court Dockets Departments

The following is a compilation of recent lawsuits involving area businesses and organizations. These are strictly allegations that have yet to be proven in a court of law. Readers are advised to contact the parties listed, or the court, for more information concerning the individual claims.

FRANKLIN SUPERIOR COURT

Alayna Macleay v. Franklin Eye Care Associates, LLC d/b/a Eye & Lasik Center
Allegation: Employment discrimination: $35,000
Filed: 5/18/17

HAMPDEN DISTRICT COURT

QualServ Corp. v. Euro Restaurant Group I, LLC d/b/a Wayback Burgers
Allegation: Money owed for goods sold and delivered: $24,813.15
Filed: 5/9/17

Sherri-Ann Wajda p/p/a Zachary McLeish v. First Student Inc. and Viviana Velazquez
Allegation: Negligent operation of a school bus causing injury to passenger: $3,616.40
Filed: 5/9/17

Kennely Curran v. Vehicle Transport, LLC d/b/a Borgatti Auto, et al
Allegation: Unfair and deceptive acts and practices in sale of used car: $5,000+
Filed: 5/1017

HAMPDEN SUPERIOR COURT

Hoskin & Muir Inc., d/b/a Cardinal Shower v. Scott Bauer d/b/a B & B Glass & Mirror
Allegation: Money owed for goods sold and delivered: $65,119.07
Filed: 5/10/17

Louise D. Hannum v. Tzay J. Chiu, M.D.; John P. Frangie, M.D.; the Cataract & Laser Center West, LLC; and D & G Associates Inc.
Allegation: Medical malpractice
Filed: 5/11/17

Ruben Lagares v. Agri-Mark Inc. and Liberty Mutual Insurance Co.
Allegation: Negligence causing injury: $195,530.92
Filed: 5/12/17

James L. Craig and Christine L. Craig v. Tzay J. Chiu, M.D.; John P. Frangie, M.D.; the Cataract & Laser Center West, LLC; and D & G Associates Inc.
Allegation: Medical malpractice
Filed: 5/15/17

HAMPSHIRE SUPERIOR COURT

Complete Restoration Solutions Inc. v. Historic Round Hill Summit, LLC
Allegation: Money owed for services, labor, and materials: $633,447.63
Filed: 5/4/17

Bercume Construction, LLC v. SVE Associates, et al
Allegation: Breach of coverage, breach of express warranties, breach of implied warranties, negligence: $34,718
Filed: 5/5/17

Latisha Ealy v. Town of Easthampton
Allegation: Negligence; defective stove provided by Easthampton Housing Authority caught fire, causing permanent scarring and emotional distress: $50,000
Filed: 5/5/17

Mitchell A. Schilling v. Dr. Allison J. Bell, Psy.D.
Allegation: Negligence, malpractice: $875,000
Filed: 5/19/17

Cover Story Features

Hire Expectations

employeesartfinal

The job market in the region has tightened considerably in recent years, approaching, if not reaching, that state known as full employment. In this environment, employers are finding it increasingly difficult to find good help — at least among the ranks of the unemployed — and many are responding to the situation proactively and creatively.

It was almost 17 years ago, but Kevin Lynn can still remember the sense of urgency in the employer’s voice and the impassioned plea for help — any kind of help.

“He just said, ‘get me someone with a beating heart,’” said Lynn, then (and still) director of FutureWorks, the one-stop career center based in Springfield. “That was his lone qualification; he was desperate, to be sure.”

That was in 2000, just before the recession prompted by the bursting of the tech bubble, he told BusinessWest, when the nation, and this region, were pretty much at full employment and companies were struggling mightily to find talented help.

Things are not quite that bad (for employers) or that good (for job seekers) at this moment in time, he added quickly, before offering a very intriguing, if not menacing, qualifier.

“If the economy keeps going the way it’s going, could we be there in a year? Maybe,” he said.

For now, Lynn, like others, would say merely that the job market is as tight as it’s been in a while, maybe since 2000, and certainly since the height of the last recession in 2009.

Kevin Lynn says the tightening of the job market has put many employers in a situation where they need to ‘grow their own’ talent.

Kevin Lynn says the tightening of the job market has put many employers in a situation where they need to ‘grow their own’ talent.

At that time, he noted, there was a very large pool of talented, skilled people looking for work. Now, the pool is seriously depleted, comprised mostly of people with fewer skills, both technical and ‘people,’ and less experience than employers would prefer.

This is the main byproduct of  ‘full employment.’ That’s a term used by economists and others, and it has a definition — actually several of them. The one that prevails goes something like this: ‘a state of the economy in which all eligible people who want to work can find employment at prevailing wages.’

Most economists believe full employment occurs when the unemployment rate is at or just above 4%, which, according to the latest figures, just happens to be the rate nationwide.

But from a practical standpoint, and for the purposes of this discussion, parties are more interested in what full employment, or something close to that, means figuratively, not literally.

For employers, it means challenges — everything from finding and retaining qualified help to rising wages, said Meredith Wise, executive director of the Employers Assoc. of the NorthEast.

“Employers are beginning to get frustrated with the lack of quality out there, the lack of skills out there,” said Wise, adding that this situation will, in all likelihood (meaning unless there is a dramatic downturn in the economy) become more exacerbated when MGM Springfield begins hiring people in large numbers. That should start happening about a year from now, and there should be quite an impact on the local employment picture (much more on this later).

Nearly full employment also means that many employers are becoming more creative when it comes to such matters as searching for help and developing employees’ skill sets once they arrive, Wise went on, which, overall, is a good thing.

“Employers are looking at the situation and saying, ‘well, if the regular methods for getting employees aren’t working — if I can’t just go out to the employed market — what else can I do?’” she explained. “We’re seeing employers that are trying to get more involved with the schools, trying to get more involved with interns, and other steps. Employers are sensing that, if the regular methods aren’t working, instead of just throwing their hands up and trying to steal people from others, they’re looking at what else they can do.”


Meredith Wise

Meredith Wise

Employers are telling me that the people who are walking through their doors don’t have the skills that they’re looking for.”


Lynn agreed, noting that, in many cases, employers are adopting what he called a ‘grow your own’ philosophy, whereby, instead of holding out for individuals who have the requisite skills upon arrival, they’re opting for taking rawer talent, if you will, and developing it.

He cited the staffing company Snapchef, which recently opened a location in downtown Springfield, as one that embraces a model others will likely have to follow.

“They provide a five-week training course for people who want to get into the food-service business,” he explained. “Individuals learn all the basics, and Snapchef gets people into a job; this is probably the model that more employers are going to have to embrace.”

As for the region as a whole, full or nearly full employment means working harder with those who are still in the labor pool — including some who might have given up on their efforts to re-enter the workforce and are now giving it another go — to help them attain and retain work, said Dave Cruise, executive director of the Regional Employment Board of Hampden County.

“We’re working hard with those individuals looking to re-enter the market to address barriers that might have prohibited them from getting back in,” he said. “And as we do that, we’re focused not only on identifying candidates for employers, but also on the issue of retention, and dealing with issues now, as opposed to when someone is five or six weeks on a job.”

Work Orders

Lynn calls it the ‘recruiting corner.’

That’s an area at the FutureWorks complex — a table near the main entrance, actually — where area employers will, as that name, suggests, do actual one-on-one recruiting with those who come to the agency for help attaining employment.

At the height of the recession, and in the years after it, for that matter, the recruiting corner wasn’t used much because most companies weren’t hiring, and if they were, job hopefuls were coming to them.

The situation is much different now, obviously, Lynn went on.

“We’re seeing increased demand among employers who want to come and sit there during times of high foot traffic and get some face time in front of potential employees,” he said, adding that the economy is, for the most part, solid, and many companies across a host of economic sectors, are hiring — or at least thinking about it.

Dave Cruise

Dave Cruise says many of those who remain unemployed face one or more barriers to re-entering the workforce.

And what they’re finding as they go about hiring is that the pool of talent is shallow, that most of the individuals they would prefer to hire are already gainfully employed, and that they’re going to have to work harder and be more creative in their efforts to find and retain talent.

The resulting challenges for employers manifest themselves in many ways, from the recruiting corner to the strong interest shown in a job expo to be staged early next month at the Basketball Hall of Fame.

“We recently opened registration,” said Lynn. “And as soon as we put that out, we got three or four companies to sign up.”

Locally, as noted, the employment situation is not as tight, or robust, as it is nationally, or certainly in the eastern part of this state.

Larry Martin, director of Employer Services & Engagement with the Regional Employment Board of Hampden County, said the unemployment rate in Hampden County is just over 5%, compared to roughly 3.6% for the Commonwealth. In Springfield, meanwhile, still one of the poorest communities in the state, unemployment is at roughly 6.8%.

Both that number and the 5% for the county represent significant improvement over just a few years ago, said Martin, noting that unemployment in Springfield was well above 10% at the height of the recession.

As for the current situation and what it all means, those we talked with started by assessing the constituency that remains unemployed. This is where Cruise made repeated use of that word ‘barriers,’ adding that most all of those out of work and looking for work (some are not) generally face at least one, and perhaps several.

Wise agreed, and summoned that well-worn phrase ‘skills gap’ to describe what employers generally see or perceive from the current workforce, meaning those who are presently unemployed.

“Employers are telling me that the people who are walking through their doors don’t have the skills that they’re looking for,” she explained. “Sometimes this is in manufacturing, when people are looking for someone specific, like machine operators or maintenance people, or other roles. But other times, it’s just the general market — people walking through the doors for receptionist positions or accounting clerk, positions where you don’t need a lot of technical skills, but you need the customer-service skills and people with good work histories.

“A lot of the people who currently make up that 4% are people whose work history is maybe not that great,” she went on. “They may have moved around a lot, or they may have been out of the workforce for a while, so therefore employers are hesitant to bring them back in.”

Work in Progress

Some of those who remain unemployed are older individuals (a term usually used to describe those over 55, although the age varies), who were downsized during the recession and have often struggled to re-enter the workforce or given up altogether.

The tightening of the job market has given some of these older workers the impetus to get back in the hunt for work, said Martin, noting that some face a steep climb because their skills are outdated.

“There were a lot of older individuals who may have been in a particular industry and didn’t have the updated skills, and got discouraged,” he explained.

Wise agreed, but opined that she believes some employers are making a mistake by overlooking or perhaps underestimating some older workers and, more specifically, their desire to return to the workforce at a salary (and rung on the ladder) lower than where they were when they left.

“Employers look at some of those older workers and look at what they had been making and also at what their job responsibilities may have been,” she noted. “And they’re hesitant to bring them into their workforce now, because they’re concerned that the individual may not be satisfied — this person may have been in a managerial position or a position with some responsibility, and is now looking for a lower-level position.

“I think employers are doing themselves a bit of a disservice, because they’re bypassing those people,” she went on. “A lot of those older workers that have been in a position of responsibility … they’re done with that; they don’t want those responsibilities anymore. They want to keep working, and they’re ready to take that step back and do the 9-to-5. And many employers are overlooking those people.”

Others among the unemployed have different barriers, including everything from language to basic skills to transportation, said Cruise, adding that one of the REB’s main focal points at this juncture is working to remove some of those barriers — not just to gaining a job, but to succeeding in one and staying in it.

Elaborating, he said many individuals come to the REB looking for employment, but before they are ready to attain it, they need one or more of the other services provided by the agency — training, education, and various forms of support.

“What we’re finding is that fewer and fewer of the people coming to us are ready, based on our assessment of them, for that top bucket — employment,” he explained. “They may come in looking for employment, but we’re finding that in many cases they need training, and prior to that, they need education, such as basic mathematical skills.”

They also need some of those softer ‘people’ skills, he added, adding that the workforce of today is different from the ones years ago in that teamwork and the ability to work in tandem with others, as well as the ability to perform many different tasks, are far more important.

“It’s no longer a situation where you park your car, punch in, and go to your workstation and stay there, in isolation, until your lunch break,” he explained. “That doesn’t exist anymore, and for a lot of people trying to re-enter the workforce, it’s a matter of educating them to a different work culture and the necessity of them working in team-type situations and having the skills to move from task to task.”

Rolling the Dice

As the pool of unemployed workers shrinks and become less qualified, several forces come into play, said Wise, adding that employers must be focused not only on attaining new help, but retaining existing help.

Indeed, in such cycles, competition for those with skills and good work habits naturally intensifies as the advantage clearly shifts from employees to workers, she went on, adding that this dynamic is reflected in rising wages and benefits.

They’re not going up dramatically in this region, but they are rising, she said, noting that, while most companies weren’t giving any raises at all during the recession and the year or two after it (in fact, wage cuts were common) and then giving increases of only a percentage point or two, most are giving raises averaging 2.5% to 3%.

“That’s been pretty consistent for the past few years,” Wise said. “And in many industries, it’s closer to 2.8% or 3% than 2% or 2.5%.”

These wage hikes reflect the heightened competition for good help, said Lynn, adding, again, that in this environment, most people who are seeking employment and have desired skills are already gainfully employed.

“If you talk about people who have solid work histories and skill sets … if companies want what we’ll call a ‘fully formed’ employee, they’re pretty much looking at stealing from other employers,” he told BusinessWest. “Those who are still looking for work are facing barriers to employment, and in general, we have to train that group up to a point where they’re attractive to an employer.”

This brings him back to that notion of companies having to ‘grow their own,’ as he put it, and get someone in the door and do more training, rather than hope to find someone who already has all the requisite skills.

“I think we’re at a point where companies need to reconsider how they bring people in,” he explained. “We’re coming into a period where companies who are successful at attracting people are going to have to do more training; they’re going to have to look at people and say, ‘this person has the raw material — they may not have everything, but they have the ability to learn, and we’re going to have to grow our own.”

This situation should become more exacerbated within the next 12 to 15 months as MGM Springfield, scheduled to open in the fall of 2018, begins to assemble a workforce projected to number 3,000, said Lynn.

He said several sectors, especially financial services (bank tellers and others), food service, and the broad hospitality industry are certainly vulnerable to losing valuable employees to the casino.

And if the current trends with regard to the job market continue, backfilling those individuals lost to MGM could prove quite challenging.

“The backfill is the most crucial thing — how are we going to deal with those vacancies?” he asked. “Banks have something to worry about, based on what we’ve seen when other casinos have opened — tellers have left for those jobs because of the flexibility; you can give someone an off shift. And anything involving food and restaurants — because they’re having trouble finding people now.

“If you add another major player into the mix, and their wages are more than competitive, that will be problematic for employers,” he said, adding that their woes could be further compounded by another casino slated to open in Northern Conn.

Wise agreed, and noted that, while the casino’s opening is more than a year away, it certainly isn’t too early for employers to start thinking about what might happen and reacting in a proactive manner. Some are doing just that, she went on, but others, caught up in today, tomorrow, next week, and maybe next month, aren’t able or willing to focus on the fall of 2018 just yet.

“There are still organizations thinking, ‘I need to get through this month,’ or ‘I need to get through this year, and the casino’s not coming for another year,’” she told BusinessWest. “They’re thinking they’ll worry about that down the road, and that may be short-sighted.”

Bottom Line

Lynn said that, to the best of his knowledge, no one has called FutureWorks recently putting in an order for someone possessing only a beating heart.

The market has, indeed, tightened, but conditions are not yet approximating those of 2000 and the years that followed.

But as the steady use of the recruiting corner and the early registration for that job expo clearly show, employers are facing challenges, and they’re responding, in many cases, with creativity and maybe a mild dose of desperation.

No one really knows what will happen in the months to come, but it appears likely that conditions will only worsen — for employers, anyway — before they improve.

George O’Brien can be reached at [email protected]

Briefcase Departments

Massachusetts Adds 3,900 Jobs in April

BOSTON — The state’s total unemployment rate increased to 3.9% in April from the March rate of 3.6%, the Executive Office of Labor and Workforce Development announced. The preliminary job estimates from the Bureau of Labor Statistics indicate Massachusetts added 3,900 jobs in April. Over-the-month job gains occurred in professional, scientific, and business services; education and health services; trade, transportation, and utilities; other services; information; and manufacturing. From April 2016 to April 2017, BLS estimates Massachusetts added 58,600 jobs. The April state unemployment rate remains lower than the national rate of 4.4% reported by the Bureau of Labor Statistics. “Through the first four months of 2017, Massachusetts has added over 20,000 jobs, with much of those gains coming from key sectors of the economy like professional, business, and scientific services,” Labor and Workforce Development Secretary Ronald Walker II said. “These job gains, coupled with large increases to the labor force and a low unemployment rate, are signs of a strong economy in the Commonwealth. Our workforce agencies remain focused on closing the skills gap and ensuring that those newly entering the job market have the training necessary to access employment opportunities.” The labor force increased by 33,000 from 3,661,200 in March, as 21,200 more residents were employed and 11,800 more residents were unemployed over the month. Over the year, the state’s seasonally adjusted unemployment rate dropped one-tenth of a percentage point from 4.0% in April 2016. There were 300 more unemployed persons over the year compared to April 2016. The state’s labor-force participation rate — the total number of residents 16 or older who worked or were unemployed and actively sought work in the last four weeks — increased six-tenths of a percentage point to 66.5% over the month. The labor-force participation rate over the year has increased 1.5% compared to April 2016. The largest private-sector percentage job gains over the year were in professional, scientific, and business services; construction; financial activities; education; and health services.

Cultural District Seeks Pop-up Gallery Proposals

SPRINGFIELD — The Springfield Central Cultural District (SCCD) has issued a call to artists for a unique opportunity in downtown Springfield. The Cultural District is searching for artists to host a solo show in their Art Stop pop-up gallery program and sell their work in one of three locations downtown – New England Public Radio (NEPR), UMass Springfield, and 1550 Main. The RFP asks for proposals from artists of all mediums to show their work from July to October. Requirements to what the art should look like are fairly laid-back, to best enable creative expression. All art will be available for sale during the display period, with 100% of proceeds going directly back to the creator. A stipend of $200 will also be awarded to the chosen artists. The Art Stop venues include a small community meeting space at NEPR which has been used for its youth arts program, MediaLab, and yoga classes; the highly visible first-floor lobby of 1550 Main, trafficked by hundreds of people daily; and the sunny and recently renovated main entryway of the UMass Center at Springfield. The SCCD hopes artists will draw inspiration from these differing spaces. “Art Stop has now become a flagship program of the Cultural District,” said director Morgan Drewniany. “We began this in October of last year and continued the effort in April, expanding to include Tower Square. Visitors love the unique blend of art, music, and community at the openings, and artists love being able to connect directly with their audience, as well as have a platform to sell their work downtown.” A joint reception will be held between the three locations in mid-summer, with gallery openings, street art, and performances between the locations to encourage walking, and light food and drinks, all provided by the SCCD and the artist hosts. The Springfield Central Cultural District encompasses an area of the metro center of Springfield and is membership-based, involving many of the downtown arts institutions. Its mission is to create and sustain a vibrant cultural environment in Springfield. The RFP and more program details can be found at springfieldculture.org/artistresources. Any questions can be forwarded to Drewniany at [email protected] or (413) 454-1195.

Plainridge Study Suggests Casino Projects Can Lower Unemployment

HADLEY — The UMass Donahue Institute released a compilation of results from two years of new employee questionnaires at Plainridge Park Casino. This report is the latest in a series of studies focused on the economic impacts of the gaming industry in the Commonwealth. Representatives from the UMass Donahue Institute presented its findings to the Massachusetts Gaming Commission (MGC) during a public meeting on May 10. The findings reveal several important characteristics of new hires at Plainridge Park Casino and the emergent casino workforce in Massachusetts:

• 50.1% of new hires worked part-time or were unemployed before obtaining their job at Plainridge Park Casino;

• Major reasons for seeking employment included career advancement, improved pay, and improved benefits;

• 40.1% of new hires said they needed work due to being unemployed, part-time, or underemployed. 86.2% had no gaming experience prior to their jobs at Plainridge Park Casino;

• 96.5% of new hires did not transfer from other Penn National Gaming locations, and 92.8% did not move to take their jobs at the casino. Of those who moved, one-quarter originated from cities or towns within Massachusetts; and

• Nearly three-quarters of respondents come to their job without pre-employment training for their position.

The vast majority of survey respondents are people who are new to the gaming industry and are now being hired for gaming and non-gaming positions at Plainridge Park Casino, including its food-court vendors. Very few workers (only 7%) moved to take their job at Plainridge Park Casino, and those who did were mostly from Massachusetts and Rhode Island. This suggests that most new employees live close enough to commute to their positions at Plainridge Park Casino. “As we have pointed out repeatedly, the Legislature made broad-based economic development a key focus of the Gaming Act, with a particular focus on local employment for those underemployed and unemployed,” said MGC Chairman Steve Crosby. “This report, thus far, demonstrates that legislative intent is being achieved. We are also pleased to see the implementation of the legislative mandate to objectively and rigorously assess the economic and social impacts of gaming. This report represents one of the many important research topics fulfilling that objective.” Added Rachel Volberg, principal investigator of the Social and Economic Impacts of Gambling in Massachusetts (SEIGMA) group, “one of the most important positive impacts of expanded gambling is increased employment. However, in assessing the overall impacts of expanded gambling, it is important to understand whether employment gains at the casino result in the loss of employment in other sectors of the economy and in surrounding communities. This report establishes a basis for making this determination going forward and will help us understand the role of casinos in increasing economic activity, and overall employment, in Massachusetts.”

Manufacturing Partnership Graduates 100th Student

TURNERS FALLS — On Friday, May 19, 14 advanced-manufacturing trainees will receive certificates of completion and start down the pathway toward precision-machining careers in Pioneer Valley manufacturing companies. The current cohort of students in the Advanced Manufacturing Pipeline – Computer Numerical Control (AMP-CNC) training program hail from across Franklin and Hampshire counties, including Belchertown, Colrain, Easthampton, Greenfield, Montague, Northfield, South Hadley, and Shelburne. Among these trainees will be the 100th graduate of a successful job-training partnership that began four years ago to address a shortage of skilled machinists in the Valley’s precision-manufacturing industry. The event will be held at 4 p.m. at the Franklin County Technical School. AMP-CNC is a non-credit, 15-week, 300-hour, hands-on training program offered by Greenfield Community College (GCC) in partnership with the Franklin Hampshire Regional Employment Board (FHREB), the Franklin Hampshire Career Centers, Franklin County Technical School (FCTS), and area machining companies. The program has been offered at no cost to qualifying participants thanks to funding provided by federal and state grants and employer contributions. The AMP-CNC program is taught by experienced instructors in a state-of-the-art machine shop at Franklin County Technical School. The shop is outfitted with Haas CNC mill and lathe machines funded by employer contributions and matching state funding. The program uses the FCTS machine shop in the evenings after the high-school day concludes, thereby maximizing training use of the equipment. The previous seven cohorts have averaged a 93% graduation rate and an 84% job-placement rate. Students participating in the program complete testing, a four-week Foundational Manufacturing precursor program, and online Tooling U assignments. Coaching and job-placement support are provided to help students demonstrate readiness and pursue careers in precision machining by completing résumés, cover letters, and work-search plans. Trainees recently completed their résumés and cover letters to participate in a recent CNC job fair before graduation. Employers present included Bete Fog Nozzle, Hassay-Savage, G.S. Precision, Mayhew Tool Co., Poplar Hill Machine, Quabbin Inc., and VSS Inc., all employer partners of the program. Those interested in applying can sign up to attend one of the monthly information and application sessions by registering online at www.gcc.mass.edu/manufacturing or by calling the Franklin Hampshire Career Center at (413) 774-4361. The next information session will take place on Monday, June 12 at 3 p.m. at the GCC Downtown Center, 270 Main St., Greenfield. For more information about the AMP-CNC training program, contact Andrew Baker at FHREB, (413) 774-4361, ext. 375, or [email protected], or April Estis-Clark at GCC, (413) 774-1602 or [email protected].

Departments People on the Move
Jacqueline Charron

Jacqueline Charron

The Professional Women’s Chamber (PWC) announced that Jacqueline Charron, chief risk officer and senior vice president of Operations and Information Technology for PeoplesBank in Holyoke, has been named the PWC 2017 Woman of the Year. The Woman of the Year award is presented to a woman in the Western Mass. area who exemplifies outstanding leadership, professional accomplishment, and service to the community. This award has been given annually since 1954. Liz Rappaport, secretary of the PWC board committee, said the selection committee was thoroughly impressed with Charron’s work-life balance, as evidenced by her pursuit of education while managing her career and being the mother of four children. “The PWC recently had a work-life balance panel at a luncheon, and we loved how, through her application, Jackie personified work-life balance,” Rappaport said. Charron earned a bachelor’s degree in economics at Mount Holyoke College while working as a teller at PeoplesBank. She went on to receive an MBA from the Isenberg School of Management at UMass Amherst. She has done post-graduate work at Babson College (Mass. Bankers Assoc. School of Financial Studies), Villanova University (master certificate in Lean Six Sigma), and the Dartmouth College Tuck School of Business Leadership Program. After 32 years, Jackie continues to build a successful career at PeoplesBank, where today she leads a team of 40 associates in deposit operations, information technology, electronic banking, and risk and compliance. She has served at the leadership level of many community and business organizations, including the Food Bank of Western Massachusetts, Girls Inc., the South Hadley and Greater Holyoke chambers of commerce, and United Way of Pioneer Valley. She also enjoys volunteering at the Holyoke St. Patrick’s Day Road Race and at activities and fund-raisers that support her children’s academic and athletic interests. She can be found working the concession stand at a high-school girls’ soccer game or attending a gala for the Fine Arts Center or Bright Nights. A celebration in Charron’s honor will be held on Thursday, June 1 at 5:30 p.m. at the Carriage House, Storrowton Tavern, 1305 Memorial Ave., West Springfield. Reservations may be made online at www.springfieldregionalchamber.com or by contacting Jessica Hill at [email protected].

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Jim Ayres

Jim Ayres

United Way of Pioneer Valley (UWPV) announced that its board of directors has appointed Jim Ayres the organization’s next president and CEO, effective June 12. Ayres, who currently serves as the CEO of the United Way Hampshire County, will succeed Dora Robinson, UWPV’s most recent president and CEO and current president emeritus. Ayres comes to UWPV from United Way of Hampshire County (UWHC), where he has served as CEO and executive director since 2011. During his tenure there, he expanded the donor base and increased both funding diversity and overall revenue at a time when many United Ways nationally had experienced shrinkage. Prior to joining UWHC, he served for 12 years as the executive director of the Center for New Americans, an education and resource center for immigrants, refugees, and other limited-English speakers in Western Mass. With roots in the Springfield public schools, where he worked as a parent community and involvement coordinator, he has extensive experience working with school systems, local and state governments, community coalitions, workforce boards, and other nonprofit organizations to develop programming and policy. He is the incoming board president of the Massachusetts Nonprofit Network and an adjunct professor of Nonprofit Administration and Philanthropy at Bay Path University. He holds master’s degrees from the Fletcher School of Law and Diplomacy at Tufts University and the Isenberg School of Management at UMass Amherst. UWPV will celebrate Ayres’s arrival at the organization’s 95th-anniversary celebration on Wednesday, May 31 at the Barney Carriage House at Forest Park.

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Mark Foster

Mark Foster

Jay Seyler

Jay Seyler

Shana Hebdrikse

Shana Hebdrikse

Jessica Menard

Jessica Menard

PeoplesBank announced the appointment of Mark Foster to vice president, operational risk manager; Jay Seyler to vice president, business banking officer; Shana Hendrikse to business banking officer; and Jessica Menard to commercial credit officer. Foster brings more than a decade of financial and audit experience, and holds a bachelor’s degree from the University of Connecticut. He is an RSA Archer-certified administrator and was named a 2015 RSA Archer Innovation Award winner. Seyler possesses more than 30 years of banking and financial experience, and holds a bachelor’s degree from Bryant University and an MBA from Western New England University. Hendrikse brings more than a decade of banking and financial experience, and holds a master’s degree from Colorado State University and a bachelor’s degree from Saint Leo University. She has completed training through the New England School of Financial Studies at Babson and holds a certificate in financial studies. Menard possesses close to a decade of banking and commercial-loan experience, and holds a bachelor’s degree from Bay Path University. She has completed training through the Risk Management Assoc., the Massachusetts Bankers Assoc., and the Center for Financial Training.

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Hyman Darling

Hyman Darling

Bacon Wilson, P.C. announced that attorney Hyman Darling recently took the oath of office as the incoming president of the National Academy of Elder Law Attorneys (NAELA). He was sworn in as president at NAELA’s annual conference along with other incoming members of the executive committee, and will officially assume his duties as NAELA president on June 1. In addition to accepting the office of the presidency, Darling was also honored as a NAELA fellow for 2017. The fellow designation is the highest honor bestowed by NAELA, and is granted to members who have careers in elder law and who have made exceptional contributions to the field. Election as a NAELA fellow signifies an attorney recognized by his peers as a model for others, and an exceptional lawyer and leader. The most significant component in the selection process is commitment and contributions to NAELA through committee participation, programs, and leadership. Upon accepting the fellow award and the presidency, Darling proceeded to address his NAELA colleagues, thanking them for record-high conference attendance and laying out his plans for the coming year. Much to the delight of the audience, his remarks were delivered entirely in rhyming verse. Darling is a partner at Bacon Wilson, where he has practiced since 1981. He concentrates in the areas of trusts, estates, taxes, estate planning, probate, guardianships, special needs, and elder law. Prior to joining Bacon Wilson, he served as a trust officer. He has been a frequent presenter for both the Massachusetts Bar Assoc. and Massachusetts Continuing Legal Education. He has also spoken for NAELA at several conferences, both local and national. He is an adjunct faculty member at both Western New England University School of Law and Bay Path University. Darling serves on many local planned-giving committees, and is a frequent lecturer for professional and civic groups in the Pioneer Valley. He is a member of the Special Needs Alliance, and is also a former president of the Hampden County Estate Planning Council.

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Kevin Maltby

Kevin Maltby

Bacon Wilson, P.C. also announced that attorney Kevin Maltby is a recipient of 2017’s Excellence in the Law Pro Bono Award from Massachusetts Lawyers Weekly. He was recognized for his pro bono efforts in connection with the Springfield District Court’s Lawyer for a Day program. With the support of the Hampden County Bar Assoc., Maltby led the 2012 effort to establish the weekly program, and he is currently working on significant expansion of pro bono services offered by the Hampden County Legal Clinic. He was inspired to initiate the Lawyer for a Day program after taking note of numerous people trying to represent themselves in court, often unsuccessfully, due to their unfamiliarity with the law and court procedures. In addition to the District Court Lawyer for a Day program, Maltby contributes his time to numerous other pro bono programs, including the Massachusetts Bar Assoc. Dial-a-Lawyer program, and the Hampden County Bar Assoc. Lawyer on the Line program. He is the current president of the Hampden County Bar Assoc., where he also serves on the pro bono committee. He is a member of the Massachusetts Supreme Judicial Court’s standing advisory committee on professionalism, and is an adjunct professor at Bay Path University, where he teaches advanced litigation.

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Thomas Walbridge

Thomas Walbridge

Community Health Programs has named Thomas Walbridge its new chief financial officer. He will oversee the health network’s budget, financial operations, and planning. Walbridge has served as chief financial officer and vice president for the Kinsley Group Inc. and as CFO for the Pioneer Valley Transit Authority; he was also director of finance and human resources at Six Flags New England. His early professional career was spent in the banking sector in Pittsfield. He holds a business degree from Babson College and an MBA from Western New England University. CHP finished its 2016 fiscal year with an operating surplus of nearly $700,000, on revenues of $14 million. During that year, CHP increased its patient and client numbers from 16,000 to more than 22,000, with the addition of two new practices in North Adams and other new-patient outreach. During 2016, employment at CHP grew from 140 to 175 and continues to expand. Walbridge is also the founder and operator of LuckBridge Sports LLC, a company that creates affordable, inclusive team-building opportunities for youth and coaches in the developmental and advanced instruction of baseball and basketball. He volunteers in his community with youth sports programs, the American Red Cross, the March of Dimes, the Agawam Chamber of Commerce and the Agawam Rotary.

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Christopher Scott

Christopher Scott

Springfield Technical Community College (STCC) announced the hiring of Christopher Scott as the dean of the School of Health & Patient Simulation. Scott had been the interim dean since the retirement of Michael Foss in 2016. His previous positions at STCC include assistant dean for the School of Health & Patient Simulation and director of Clinical Education and SIMS Medical Center. Scott will lead a school that offers the most competitive programs at STCC and is home to the Northeast’s largest patient-simulation training facility. The SIMS Medical Center at STCC provides a clinical setting to train students as well as healthcare providers. Scott played a key role in expanding the facility when he was hired as director in 2010. At the time, the center included 18 patient simulators and five rooms and provided 3,000 simulation experiences each year. Today, there are 52 simulators and 12 rooms, or simulation areas, and more than 20,000 simulation experiences. As dean, he is responsible for the overall leadership of the school as well as for the daily and long-term operation of all the credit and non-credit health programs. About 800 students are enrolled in credit and non-credit programs. The school includes more than 100 full-time and part-time faculty and staff. Scott sees his mission as helping to meet the community’s health care needs and ensuring access to the degree and certificate programs, which include cosmetology, dental assistant, dental hygiene, diagnostic medical imaging, interdisciplinary health studies, medical assistant, medical laboratory technician, nursing, rehabilitation therapies, respiratory care, and surgical technology. Scott, who holds a master’s degree in health education and curriculum development from Springfield College, is currently is completing his doctorate of education in higher education administration from Northeastern University in Boston. A certified healthcare-simulation educator, Scott earned his bachelor’s degree in emergency medical services management from Springfield College.

•••••

Bruce Marzotto

Bruce Marzotto

Lee Bank announced that Bruce Marzotto, senior vice president of Commercial Lending, has been named a Community Bank Hero by the Warren Group and Banker & Tradesman. Community Bank Heroes is an annual award that honors the achievements, commitment, and dedication of financial professionals who go above and beyond for their institution and community. Award recipients are nominated by their peers and selected by Banker & Tradesman’s editorial board; this year’s 13 winners hail from community banks throughout Massachusetts. Marzotto has been with Lee Bank for 10 years and has worked in banking in Berkshire County for 40 years. After receiving his associate’s degree at Berkshire Community College, he continued his education through banking courses with the American Institute of Banking as well as the New England School of Banking at Williams College. As former treasurer of the Southern Berkshire Chamber of Commerce, Great Barrington Little League, and Boy Scouts of America Troop 23, he is continuing his community involvement as a trustee of the newly organized Great Barrington Municipal Affordable House Trust. The Community Bank Heroes awards will be distributed at a dinner event on Tuesday, May 23 at the Hyatt Regency Boston hotel. Recipients will be featured in the May 22 issue of Banker & Tradesman. To see a full list of the Community Bank Heroes and for more information about the awards dinner, visit www.thewarrengroupevents.com/communitybankheroes.

•••••

Sharon Dufour, chief financial officer for Luso Federal Credit Union, and Kimberly Anderson, Community Relations representative for Luso, were recognized on National Financial Educators Day for their hard work and dedication to promoting financial-literacy education in Ludlow, Hampden, and Wilbraham. Nominated by Junior Achievement of Western Massachusetts, Dufour and Anderson, supported by Luso Federal Credit Union and a grant from the Joseph and Anna C. Dias Family Foundation, help bring financial-literacy education to thousands of youth in the three communities. Every child in Ludlow schools and St. John the Baptist School, kindergarten through grade 8, participates in a JA program each year, as well as all the students at Thornton Burgess Middle School in Hampden and Wilbraham Middle School. Dufour and Anderson not only secure the funding for the programs, but recruit and train nearly 100 volunteers to deliver the programs. Dufour and Anderson also teach multiple JA programs each year.

Daily News

FARMINGTON, Conn. — Farmington Bank invites business leaders and media members to a webinar on Wednesday, May 24 from 10 to 11 a.m. titled “What Region Is Doing Well? What Region Isn’t? And Why? A Look Into the Current Economic Conditions of the Hartford and Springfield Regions.”

Don Klepper-Smith will provide insights on the current economic outlook of the Greater Hartford and Springfield regions in a one-hour webinar, including a question-and-answer session. Klepper-Smith is chief economist and director of research at DataCore Partners and economic advisor for Farmington Bank. A professional economist for 30 years, he is frequently quoted by media sources for his perspective on the economy in the region. He specializes in evaluating consumer markets, assessing the generators of consumer wealth, and delivering insight on business conditions as they relate to credit markets and employment growth.

To register, click here.

Custom Content

A Trusted Advisor for Area Business

eaneproof

Gina Kos speaks from experience — more than 30 years of it — when she notes that one of the keys to successful management of any business or nonprofit is careful, responsible allocation of valuable resources.

“We have to make sure every dollar we have is spent wisely,” noted Kos, executive director of Chicopee-based Sunshine Village, adding that, for this reason, she carefully reviews all expenses and especially memberships in business associations, with an eye toward all-important return on investment, or ROI.

EANE President Meredith Wise, left, and Sunshine Village Executive Director Gina Kos.

EANE President Meredith Wise, left, and Sunshine Village Executive Director Gina Kos.

And those three letters explain why she’s never had to think twice about her membership with the Employers Association of the NorthEast (EANE).

“Every year, when I open that invoice … I’m happy to pay it; they’re such an incredible resource and effective safeguard for the organization,” said Kos, who has spent the past 25 years leading Sunshine Village, a vibrant community where more than 400 adults with disabilities and their families come to connect, learn, contribute, and shine. “In addition to making the people we serve shine, we want to make our employees shine, and we’re able to do that with the wonderful relationship we’ve had with the Employers Association.”

Such sentiments are common among EANE members, who number more than 825 and cross all sectors of the business landscape, said Meredith Wise, long-time president of the association.

“We like to refer to ourselves as a one-stop source of valuable services for our members,” she explained, adding that, for more than a century, EANE has acted as both an extension of a member’s human-resources department and critical sounding board for decision makers. In these roles, it provides a broad range of resources and services, including:

• A host of training initiatives, including classes on such topics as “Advanced QuickBooks,” “Bullying in the Workplace,” “Employee or Independent Contractor,” “English for Speakers of Other Languages,” “Time Management for Managers,” and dozens more;

• The EANE Hotline, which provides immediate answers to questions regarding the full spectrum of human-resources, labor, and employment issues;

• Hugely popular EANE Roundtables, which provide an interactive learning opportunity and networking with peers;

• Live webinars, including the monthly “30-on-Third” Thursday series and a monthly HR Info series;

• Topical briefings on noteworthy happenings;

• HR Solutions on matters such as employee handbooks, affirmative action, and background checks; and

• A human-resources library that contains HR best practices and legal information from every state.

From left, Rick Caneschi, EANE Member Engagement Specialist; Patti D’Amaddio, Director of Strategic HR Solutions; and Kevin Matheny, Controller

From left, Rick Caneschi, EANE Member Engagement Specialist; Patti D’Amaddio, Director of Strategic HR Solutions; and Kevin Matheny, Controller

By taking full advantage of these and countless other resources and programs, area businesses and nonprofits can become employers of choice, said Wise, a critical advantage at a time when every business in every sector is challenged to find and retain top talent.

“We are that one-stop shop,” she said. “If it has anything to do with people — managing them, paying them, looking at benefits, compliance, managing them — we have the resources to help, either on staff or through the partners we work with.”

EANE Answers the Call

EANE calls it the ‘Hotline.’ Kos calls it “an affordable means for securing legal advice.” Wise notes that maybe it should be called an HR Information Line, because it’s certainly not just for emergencies.

Whatever words are used to name or describe it, the hotline is one of the most valuable and trusted services in the EANE portfolio.

More than 12,000 calls are placed each year, with callers receiving immediate answers to questions regarding issues ranging from leave-of-absence complexities to termination issues; from compensation and benefits to best practices.

From left, Michelle Depelteau, director of Human Resources at Sunshine Village; Allison Ebner, director of Member Relations for EANE; and Nichole Chilson, Human Resource Generalist.

From left, Michelle Depelteau, director of Human Resources at Sunshine Village; Allison Ebner, director of Member Relations for EANE; and Nichole Chilson, Human Resource Generalist.

Michelle Depelteau, director of Human Resources at Sunshine Village, has placed several such calls, and she sums up its value succinctly.

“The most important calls I make to the hotline come when we have a situation that’s been brewing for a while,” she explained. “And now we’re at a point where we have to make a strong decision, and we need to know, from a legal standpoint, is the road we’re heading down the one we should be on? The hotline acts as that confirmation for us.”

The hotline is just one of the many ways in which EANE provides that all-important ROI for the team at Sunshine Village. Kos offered what is just a partial list of services and programs provided by the agency:

• Compensation studies and a performance-based tool that has helped the agency to move the compensation of all employees to a “more competitive place”;

• Help to completely revise the personnel policy handbook, ensuring it is both compliant and user-friendly;

• Training; for example, EANE recently tailored a specific program for managers on leadership. “Their training has allowed us to improve how we communicate and what we communicate,” Kos explained;

• Forums of all kinds, including CEO forums, IT forums, CFO forums, and HR roundtables, where members of the Sunshine Village team have been able to engage in high-level discussions about regulations in those areas.

As Wise said, the EANE is a one-stop source for area employees, who understand that their employees are truly their most valuable asset and want to maximize that asset.

Sunshine Village turns 50 this year. This will be a celebration of many things, especially its belief that adults with disabilities can lead rich, meaningful lives, and its mission to help them do just that. The key to achieving that goal is a dedicated group of individuals working as a team.

A team that has come to rely on the Employers Association of the NorthEast to be that extension of its HR department, that critical sounding board.

And that’s why Gina Kos never hesitates when membership at EANE is up for renewal.

www.EANE.org
67 Hunt Street
PO Box 1070
Agawam, MA 01001

eaneproof

Daily News

BOSTON — The state’s total unemployment rate increased to 3.9% in April from the March rate of 3.6%, the Executive Office of Labor and Workforce Development announced.

The preliminary job estimates from the Bureau of Labor Statistics indicate Massachusetts added 3,900 jobs in April. Over-the-month job gains occurred in professional, scientific, and business services; education and health services; trade, transportation, and utilities; other services; information; and manufacturing.

From April 2016 to April 2017, BLS estimates Massachusetts added 58,600 jobs. The April state unemployment rate remains lower than the national rate of 4.4% reported by the Bureau of Labor Statistics.

“Through the first four months of 2017, Massachusetts has added over 20,000 jobs, with much of those gains coming from key sectors of the economy like professional, business, and scientific services,” Labor and Workforce Development Secretary Ronald Walker II said. “These job gains, coupled with large increases to the labor force and a low unemployment rate, are signs of a strong economy in the Commonwealth. Our workforce agencies remain focused on closing the skills gap and ensuring that those newly entering the job market have the training necessary to access employment opportunities.”

The labor force increased by 33,000 from 3,661,200 in March, as 21,200 more residents were employed and 11,800 more residents were unemployed over the month.

Over the year, the state’s seasonally adjusted unemployment rate dropped one-tenth of a percentage point from 4.0% in April 2016. There were 300 more unemployed persons over the year compared to April 2016.

The state’s labor-force participation rate — the total number of residents 16 or older who worked or were unemployed and actively sought work in the last four weeks — increased six-tenths of a percentage point to 66.5% over the month. The labor-force participation rate over the year has increased 1.5% compared to April 2016.

The largest private-sector percentage job gains over the year were in professional, scientific, and business services; construction; financial activities; education; and health services.

Custom Content

A Trusted Advisor for Area Business

eaneproof

Gina Kos speaks from experience — more than 30 years of it — when she notes that one of the keys to successful management of any business or nonprofit is careful, responsible allocation of valuable resources.

“We have to make sure every dollar we have is spent wisely,” noted Kos, executive director of Chicopee-based Sunshine Village, adding that, for this reason, she carefully reviews all expenses and especially memberships in business associations, with an eye toward all-important return on investment, or ROI.

EANE President Meredith Wise, left, and Sunshine Village Executive Director Gina Kos.

EANE President Meredith Wise, left, and Sunshine Village Executive Director Gina Kos.

And those three letters explain why she’s never had to think twice about her membership with the Employers Association of the NorthEast (EANE).

“Every year, when I open that invoice … I’m happy to pay it; they’re such an incredible resource and effective safeguard for the organization,” said Kos, who has spent the past 25 years leading Sunshine Village, a vibrant community where more than 400 adults with disabilities and their families come to connect, learn, contribute, and shine. “In addition to making the people we serve shine, we want to make our employees shine, and we’re able to do that with the wonderful relationship we’ve had with the Employers Association.”

Such sentiments are common among EANE members, who number more than 825 and cross all sectors of the business landscape, said Meredith Wise, long-time president of the association.

“We like to refer to ourselves as a one-stop source of valuable services for our members,” she explained, adding that, for more than a century, EANE has acted as both an extension of a member’s human-resources department and critical sounding board for decision makers. In these roles, it provides a broad range of resources and services, including:

• A host of training initiatives, including classes on such topics as “Advanced QuickBooks,” “Bullying in the Workplace,” “Employee or Independent Contractor,” “English for Speakers of Other Languages,” “Time Management for Managers,” and dozens more;

• The EANE Hotline, which provides immediate answers to questions regarding the full spectrum of human-resources, labor, and employment issues;

• Hugely popular EANE Roundtables, which provide an interactive learning opportunity and networking with peers;

• Live webinars, including the monthly “30-on-Third” Thursday series and a monthly HR Info series;

• Topical briefings on noteworthy happenings;

• HR Solutions on matters such as employee handbooks, affirmative action, and background checks; and

• A human-resources library that contains HR best practices and legal information from every state.

From left, Rick Caneschi, EANE Member Engagement Specialist; Patti D’Amaddio, Director of Strategic HR Solutions; and Kevin Matheny, Controller

From left, Rick Caneschi, EANE Member Engagement Specialist; Patti D’Amaddio, Director of Strategic HR Solutions; and Kevin Matheny, Controller

By taking full advantage of these and countless other resources and programs, area businesses and nonprofits can become employers of choice, said Wise, a critical advantage at a time when every business in every sector is challenged to find and retain top talent.

“We are that one-stop shop,” she said. “If it has anything to do with people — managing them, paying them, looking at benefits, compliance, managing them — we have the resources to help, either on staff or through the partners we work with.”

EANE Answers the Call

EANE calls it the ‘Hotline.’ Kos calls it “an affordable means for securing legal advice.” Wise notes that maybe it should be called an HR Information Line, because it’s certainly not just for emergencies.

Whatever words are used to name or describe it, the hotline is one of the most valuable and trusted services in the EANE portfolio.

More than 12,000 calls are placed each year, with callers receiving immediate answers to questions regarding issues ranging from leave-of-absence complexities to termination issues; from compensation and benefits to best practices.

From left, Michelle Depelteau, director of Human Resources at Sunshine Village; Allison Ebner, director of Member Relations for EANE; and Nichole Chilson, Human Resource Generalist.

From left, Michelle Depelteau, director of Human Resources at Sunshine Village; Allison Ebner, director of Member Relations for EANE; and Nichole Chilson, Human Resource Generalist.

Michelle Depelteau, director of Human Resources at Sunshine Village, has placed several such calls, and she sums up its value succinctly.

“The most important calls I make to the hotline come when we have a situation that’s been brewing for a while,” she explained. “And now we’re at a point where we have to make a strong decision, and we need to know, from a legal standpoint, is the road we’re heading down the one we should be on? The hotline acts as that confirmation for us.”

The hotline is just one of the many ways in which EANE provides that all-important ROI for the team at Sunshine Village. Kos offered what is just a partial list of services and programs provided by the agency:

• Compensation studies and a performance-based tool that has helped the agency to move the compensation of all employees to a “more competitive place”;

• Help to completely revise the personnel policy handbook, ensuring it is both compliant and user-friendly;

• Training; for example, EANE recently tailored a specific program for managers on leadership. “Their training has allowed us to improve how we communicate and what we communicate,” Kos explained;

• Forums of all kinds, including CEO forums, IT forums, CFO forums, and HR roundtables, where members of the Sunshine Village team have been able to engage in high-level discussions about regulations in those areas.

As Wise said, the EANE is a one-stop source for area employees, who understand that their employees are truly their most valuable asset and want to maximize that asset.

Sunshine Village turns 50 this year. This will be a celebration of many things, especially its belief that adults with disabilities can lead rich, meaningful lives, and its mission to help them do just that. The key to achieving that goal is a dedicated group of individuals working as a team.

A team that has come to rely on the Employers Association of the NorthEast to be that extension of its HR department, that critical sounding board.

And that’s why Gina Kos never hesitates when membership at EANE is up for renewal.

www.EANE.org
67 Hunt Street
PO Box 1070
Agawam, MA 01001

eaneproof

Daily News

TURNERS FALLS — On Friday, May 19, 14 advanced-manufacturing trainees will receive certificates of completion and start down the pathway toward precision-machining careers in Pioneer Valley manufacturing companies.

The current cohort of students in the Advanced Manufacturing Pipeline – Computer Numerical Control (AMP-CNC) training program hail from across Franklin and Hampshire counties, including Belchertown, Colrain, Easthampton, Greenfield, Montague, Northfield, South Hadley, and Shelburne. Among these trainees will be the 100th graduate of a successful job-training partnership that began four years ago to address a shortage of skilled machinists in the Valley’s precision-manufacturing industry. The event will be held at 4 p.m. at the Franklin County Technical School.

AMP-CNC is a non-credit, 15-week, 300-hour, hands-on training program offered by Greenfield Community College (GCC) in partnership with the Franklin Hampshire Regional Employment Board (FHREB), the Franklin Hampshire Career Centers, Franklin County Technical School (FCTS), and area machining companies. The program has been offered at no cost to qualifying participants thanks to funding provided by federal and state grants and employer contributions.

The AMP-CNC program is taught by experienced instructors in a state-of-the-art machine shop at Franklin County Technical School. The shop is outfitted with Haas CNC mill and lathe machines funded by employer contributions and matching state funding. The program uses the FCTS machine shop in the evenings after the high-school day concludes, thereby maximizing training use of the equipment.

The previous seven cohorts have averaged a 93% graduation rate and an 84% job-placement rate. Students participating in the program complete testing, a four-week Foundational Manufacturing precursor program, and online Tooling U assignments. Coaching and job-placement support are provided to help students demonstrate readiness and pursue careers in precision machining by completing résumés, cover letters, and work-search plans. Trainees recently completed their résumés and cover letters to participate in a recent CNC job fair before graduation. Employers present included Bete Fog Nozzle, Hassay-Savage, G.S. Precision, Mayhew Tool Co., Poplar Hill Machine, Quabbin Inc., and VSS Inc., all employer partners of the program.

Those interested in applying can sign up to attend one of the monthly information and application sessions by registering online at www.gcc.mass.edu/manufacturing or by calling the Franklin Hampshire Career Center at (413) 774-4361. The next information session will take place on Monday, June 12 at 3 p.m. at the GCC Downtown Center, 270 Main St., Greenfield.

For more information about the AMP-CNC training program, contact Andrew Baker at FHREB, (413) 774-4361, ext. 375, or [email protected], or April Estis-Clark at GCC, (413) 774-1602 or [email protected].

Departments People on the Move
John Cook

John Cook

Springfield Technical Community College (STCC) entered a new chapter in its 50-year history last month with the inauguration of John Cook as its sixth college president. The installation ceremony at STCC’s Scibelli Hall Gymnasium featured a mixture of pageantry, tradition, and celebration. The event opened with a processional led by the STCC Ceremonial Brass Ensemble, followed by the Bearer of the Mace and more grandeur befitting such formal occasions. After the presentation of the presidential medallion, Cook spoke about the college’s rich history, while looking ahead to the future. “Springfield Technical Community College carries an incredible legacy, and it is an absolute privilege to champion who we are becoming in this, our 50th year, and during a time of renaissance and innovation all around,” he said. Christopher Johnson, chair of the STCC board of trustees, praised the new president for his efforts since taking the helm. “The board of trustees is delighted with its selection of Dr. John Cook as STCC’s president. It has been a pleasure working with Dr. Cook during this academic year as we strive to continue to improve the lives of our students. Dr. Cook has done a great job in his inaugural year to keep STCC moving forward as the Commonwealth’s only ‘technical’ community college,” Johnson said. Brian Tuohey is president of the Collins Companies, sponsor of the inauguration. He also is a longtime member of the STCC Foundation board of directors and its past president. He noted, “I have been very impressed with Dr. Cook’s commitment to and involvement with the STCC Foundation and our new board. His enthusiastic leadership and direction have been key components in re-energizing this very important asset, both for our college and our students.” Cook’s induction office falls during the 50th anniversary of the founding of STCC. He succeeded Ira Rubenzahl, who guided the college for 12 years. Cook took over the reins to become the sixth president of STCC on Aug. 1, 2016. Before the inauguration ceremony, the STCC Foundation hosted a VIP luncheon that included business community partners, community stakeholders, and representatives from other education institutions.

•••••

Shannon Asselin

Shannon Asselin

David Ferraro Jr.

David Ferraro Jr.

Melissa Hall

Melissa Hall

Private Financial Design, LLC (PFD) recently announced the promotions of Shannon Asselin and David Ferraro Jr., and welcomed Melissa Hall to the company. Asselin was promoted to executive administrator. She began her career with PFD in 2014 as a client services assistant, bringing more than 14 years of experience in customer service, which included head teller for a local bank. Over the past two years, she has advanced her skills in the financial-services industry with further training and education. She has been honored for excellence in her work with PFD’s broker dealer and clients. She will oversee the administrative operations and client services for PFD while taking on more corporate responsibilities. Ferraro has been promoted to financial advisor. He has been working as an administrator since July 2016 so he could learn the procedures and compliance needs for his clients. His affiliation with PFD began when he interned in 2010, and he was a part-time administrator for several years while attending college. Ferraro graduated summa cum laude with a bachelor’s degree in business administration from Bryant University, where he studied financial services and economics. He leveraged his education to win the National Financial Plan Competition sponsored by the International Assoc. of Registered Financial Consultants. While attending Bryant, he served as chairman of the Macroeconomic Committee of the Archway Investment Fund. In this role, he developed the investment strategy for this $1 million endowment fund. His work at PFD will be focused on financial and estate planning, investment management, and retirement plans. He is currently pursuing the education and training requirements to become a certified financial planner. Hall has joined the team at PFD as a registered administrator. She has more than five years of experience in the financial-services industry, starting first with a mutual insurance company and later working with an independent certified financial planner for several years. She is currently FINRA Series 6 licensed and will be actively working toward other licensures in the near future. Beyond financial services, Hall has many years of customer-care experience, including many years of volunteer work at her church and on the foreign mission field. She will be helping to develop best business practices, as well as designing new processes to enhance customer service. Private Financial Design offers comprehensive financial planning for both personal and business needs, including fee-based investment-advisory services, retirement plans, and other wealth-management services.

•••••

Berkshire Bank announced the promotion of Mark Pedrotti to Vice President, Marketing Officer. Pedrotti began his career with Berkshire Bank as a college intern from Johnson & Wales University in 2006. He was offered permanent employment in 2008 as eMarketing and website administrator and has continued to learn and grow within the marketing department, taking on new titles and increasing challenges as the years have progressed. “Mark is a key member of Berkshire Bank’s marketing team, and this promotion reflects his dedication to his position,” said Elizabeth Mach, senior vice presient, marketing officer. “We are proud of his accomplishments and look forward to his continued growth in the future.” Pedrotti continues to cultivate his career by acquiring new knowledge and challenging himself in and out of the office each day. In his new role, he will manage the strategic initiatives of Berkshire Bank’s digital properties, in addition to assisting with the overall integrity of marketing assets. Outside of the bank’s marketing department, Pedrotti is also engaged with his community. He is an active participant of the Berkshire International Film Festival, and has been since its inception. Passionate about film and the Berkshire region, he does his best to merge the two, spending much of his time immersed in the outdoor community, always with a camera in hand.

•••••

Jessica Collins, Executive Director of Partners for a Healthier Community, has been appointed to Gov. Charlie Baker’s Special Commission on Behavioral Health Promotion and Upstream Prevention. The commission is tasked with investigating “evidence-based practices, programs, and systems to prevent behavioral-health disorders and promote behavioral health across the Commonwealth. The Commission is comprised of an interdisciplinary group of leaders in behavioral health, prevention, public health, addiction, mental health, criminal justice, health policy, epidemiology, and environmental health. The Commission is zeroing in on three overarching questions: what’s working in behavioral-health promotion and upstream prevention? How can we better fund what’s working? And what can we achieve if we fund what works? More information can be found at promoteprevent.com/mission.

Court Dockets Departments

The following is a compilation of recent lawsuits involving area businesses and organizations. These are strictly allegations that have yet to be proven in a court of law. Readers are advised to contact the parties listed, or the court, for more information concerning the individual claims.

CHICOPEE DISTRICT COURT
Felipe Merced v. Ian C. Harvey and Pioneer Valley Transit Authority
Allegation: Negligent operation of a PVTA bus causing collision with another vehicle and injury to bus passenger: $7,330.50
Filed: 4/18/17

FRANKLIN SUPERIOR COURT
Yvonne Williams v. Omnitrition International Inc.
Allegation: Failure to pay commissions earned: $730,000
Filed: 4/18/17

HAMPDEN DISTRICT COURT
Nancy Ansah v. Yelena Ivanov d/b/a Spa of Eden
Allegation: Negligence causing burns and injury: $1,600
Filed: 3/8/17

Donald P. Henneberger v. B.S.C. Realty Inc.
Allegation: Slip and fall causing injury: $21,000
Filed: 3/17/17

HAMPDEN SUPERIOR COURT
Louis Stevens v. Mark A. Zive, DMD
Allegation: Medical malpractice
Filed: 3/27/17

Dennis Riley Jr., individually and as father and next friend of a minor, Alayna Riley, v. Eastman Chemical Co., M.L. Schmitt Inc., and Entersolar, LLC
Allegation: Negligence causing electrical burn injuries: $600,000
Filed: 4/6/17

Alan Shapiro v. Brothers Pizza
Allegation: Negligence causing fall down stairs and injury: $33,000
Filed: 4/6/17

Jimmie Mitchell v. Dr. Rajat Jindia and Great Expressions Dental Centers of Massachusetts, P.C.
Allegation: Medical malpractice: $26,516.28
Filed: 4/10/17

Nixa Oliver v. Small Smiles of Springfield, LLC
Allegation: Slip and fall causing injury: $100,000
Filed: 4/14/17

Janet Lapinski v. Vibra Hospital of Western Massachusetts, LLC
Allegation: Medical malpractice, fall causing injury: $33,250
Filed: 4/19/17

Dennis Matulewicz v. EDAC Technologies Corp. and EBTEC Corp.
Allegation: Employment discrimination
Filed: 4/24/17

Eugene Allen v. Chessmen Lounge Inc.
Allegation: Negligence causing injury: $33,000
Filed: 4/25/17

HAMPSHIRE SUPERIOR COURT
Latisha Ealy v. Town of Easthampton
Allegation: Exposure to high levels of toxic mold leading to permanent injuries: $150,000
Filed: 4/7/17

Features

Reclaiming the Past

Armory Superintendent James Woolsey

Armory Superintendent James Woolsey with the skyline of Springfield behind him, something that wasn’t visible from that site just a few weeks ago

While steeped in history, the Springfield Armory property — now a National Historic Site managed by the National Park Service, has become somewhat of a forgotten, or overlooked, part of the city’s past. But James Woolsey, superintendent of the site since 2012, has aggressively worked to shift that equation by changing the landscape at the facility — in all kinds of ways.

James Woolsey walked to the crest of a hill near the northwest corner of the Springfield Armory property and paused for some reflection and commentary.

He started by gesturing toward the skyline of Springfield less than a half-mile away, something that would not have been as visible from that spot just a few months ago because it would have been obscured by small, scruffy trees and bushes.

Woolsey, superintendent of the Springfield Armory National Historic Site, as well as the Coltsville National Historic Park in Hartford that is being readied for its opening, then pointed down the hill to a spot that, 40 or so years ago, was used by area Springfield high schools for gym classes, specifically track and field events.

“They used to throw the shot put and javelin down there,” he said, pointing to an area that will, like most of the rest of the 50-acre Armory site, be restored to the way things looked in the late ’50s, only a half-decade before then-Defense Secretary Robert McNamara would initiate the process of decommissioning the facility, which had opened near the end of the 18th century.

A shot of the Armory from roughly 60 years ago

A shot of the Armory from roughly 60 years ago. Current initiatives aim to recreate that look.

The Armory has called this comprehensive construction and renovation effort “Reclaiming the Past,” and that’s a sentiment that also fits much broader efforts undertaken by Woolsey since he arrived at the facility five years ago to reconnect it to the area, improve visitation, and, overall, make more area residents aware of the Armory’s story and its broad significance to the region in terms of employment, innovation, and culture.

There is no turning back the clock and making the Armory as prominent as it was throughout most of its history and especially during World War II, when more than 12,000 people were employed there. But Woolsey said it can gain greater visibility, respect, and visitorship, and in many respects it already has.

Indeed, annual visitation, stagnant and hovering around 16,000 when Woolsey arrived after stints at many historic sites here and abroad (more on that later), has risen steadily and is now at or above 25,000.

Woolsey credits this rise to everything from new exhibits such as the current offering on this country’s entry in World War I (nearly a century ago) and the Armory’s role in that effort, to new signs — on area highways and at the Armory itself.

The road signs feature the easily recognizable National Park Service (NPS) logo, said Woolsey, and thus they attract people drawn to the more than 400 individual sites managed by that agency.

“People are very passionate about the National Park Service,” he explained. “And when people see that logo on the sign, they will want to get off the highway and see that national park.”

Springfield Armory has taken a number of steps to be more “welcoming

Over the past several years, James Woolsey says, the Springfield Armory has taken a number of steps to be more “welcoming.”

Overall, Woolsey said the mission is to make the Armory, in a word, more “welcoming,” an assignment that has manifested itself in everything from new exhibits to the new signs, to the reopening of the large gate at the entrance to Byers Street, enabling easier public access to the facility masterminded by George Washington more than two centuries ago.

“What I wanted to do was make it more welcoming,” he explained. “This is a national park; it’s a park for all the American people. We want people to be able to find us, and we want to provide a great experience when they come here.”

For this issue, BusinessWest talked at length with Woolsey about his efforts to reclaim the past and thus make the Armory a more visible, more relevant part of the city’s present and future.

History Lessons

Woolsey’s office speaks loudly and effectively to his career and his passion for historic sites and the national parks.

His screen saver features a photo from Bryce Canyon National Park in Utah, where he served as ‘chief of interpretation’ from 2000 to 2003, and there are many photos depicting his various career stops over the years.

As he was talking with BusinessWest, he grabbed one of them, a photo depicting the grand opening of the visitors center at the Normandy American Museum on the bluffs overlooking the famous battlefield at Colleville-sur-mer in France, a project he oversaw as director of visitor services.

That assignment represented the lone departure from a career spent with the National Park Service. He started as a park ranger working on the National Mall in Washington, and later worked at the Chesapeake and Ohio Canal National Historic Park in Maryland, the Lowell (Mass.) National Historic Park, the Mohave National Preserve in California (there were two stints there), and Bryce Canyon, before six years of service in France.

It was a desire to run his own park that brought him to Springfield in the spring of 2012. And that assignment was broadened shortly upon his arrival with the creation of the Coltsville National Park in Hartford, a facility that will commemorate the contributions of both Samuel and Elizabeth Colt, specifically creation of the village of Coltsville, the complex where guns were made and the workers who built them lived.

Current landscaping efforts at the Armory

Current landscaping efforts at the Armory include restoration of some of the gardens on the site, including these, seen nearly 60 years ago, adjacent to the commander’s quarters.

While Coltsville is one of the 50 National Historic Parks (the facility in Lowell is another), the Armory is a National Historic Site. There are 90 of them, and the list includes everything from Ford’s Theater, site of the assassination of Abraham Lincoln, to the Golden Spike National Historic Site in Utah, where the first transcontinental railroad was completed, to the Tuskegee Airmen National Historic Site in Alabama.

Most all of the historic sites are managed by the NPS, but some, including the Armory, are what are known as ‘partnership’ sites, said Woolsey, meaning they’re managed in partnership with another entity. In the case of the Armory, that entity is the Commonwealth of Massachusetts, which owns much of the land and operates Springfield Technical Community College in a mix of old Armory structures and new facilities built in the ’80s and ’90s.

Woolsey now splits his time between the Armory and Coltsville — he says he’s figured out the traffic patterns to minimize the commute time when possible — but has been in Springfield quite a bit this spring to oversee a project that has captured the public’s attention.

As he discussed it, he would gesture out his west-facing window, because that is where most of the work is taking place. Indeed, as he talked, earth-moving machines were humming as part of a project that blends landscaping with much-needed infrastructure work.

“The drainage and sewer system was installed in the 19th century, and the entire system is failing,” Woolsey explained, adding that, while securing funds for this necessary work, he is using this opportunity to restore the historic contouring of the land and undertake other initiatives to essentially turn back the clock.

These include everything from a $500,000 project to repair and paint the many windows on the Armory building (known technically as the ‘Main Arsenal’ because large supplies of guns were stored there) to restoration of gardens around the commanding officer’s quarters adjacent to the main arsenal, to repaving roads and sidewalks.

As for the contouring, Woosley said the city, needing ballfields, trucked in tons of fill and leveled the gentle slope of the Armory property behind the main arsenal; these changes also altered the natural drainage of the site, creating bogs and flooding hazards.

Overall, $1.2 million will be spent on this project, which won’t just recreate the look of 1959, but perhaps some of the feel as well, he said.

Blasts from the Past

But the landscaping work is only part of a larger effort to reclaim the past, said Woolsey, who, soon after arriving at the Armory, put together a multi-faceted strategic plan for addressing a host of needs he soon recognized at the facility.

The first of these needs was to improve what he called “community outreach,” a broad term he used to describe efforts to build visibility, relevance, and involvement within the city and region.

“We’ve really worked to build better relationships with Springfield and Greater Springfield,” he explained, “and become involved in the cultural district downtown and other institutions.”

byers-st-gate_c1967_spfld-magazine-dated-1967

Above, the gate at the Byers Street entrance, seen here in a postcard, will soon be open to pedestrians. Below, one of the gardens to be restored through current landscaping initiatives.

Above, the gate at the Byers Street entrance, seen here in a postcard, will soon be open to pedestrians. Below, one of the gardens to be restored through current landscaping initiatives.

Overall, the Armory had to do considerable work to make its story — and its historical importance — known, said Woolsey, adding that it’s among the less-well-known National Historic Sites across the country and even in this region, and correcting this awareness problem is still a work in progress.

“This is something we’re trying to rectify,” he noted. “I’m often surprised at how many local people don’t know this is a national park.”

What’s more, he said there has historically been what he called “less enthusiasm” for this site among local residents, at least when compared to others in the NPS portfolio, such as the park dedicated to Thomas Edison and his work in New Jersey and the park in Lowell, focused on that city’s rich industrial heritage.

“When you compare the enthusiasm of the local population and their involvement with those sites … people here are less involved with their site,” he noted, adding that one theory for this is that the closing of the Armory was a huge blow to the city, not merely from an employment standpoint, but from a pride standpoint as well.

“During World War II, 12,000 people worked here, so this was a central part of the local economy,” he went on. “And when the federal government decided to close it down, I think a lot of people had a bad feeling about that in their gut, and it lasted for years.”

Thus, much of the Armory’s recent efforts aim to get the local population more involved, he said, adding that part of this equation is creating more awareness and making the visitor experience more powerful. Stagnant visitation numbers for the better part of three decades provided ample evidence that work was needed in this realm.

Visitation has improved roughly 5% a year since he arrived, said Woolsey, who attributed this steady climb to several factors, including those new signs and also a new low-power radio station (105.5 AM) that tells those within a 15-mile radius what’s happening at the Armory and how to get there.

“People can find us now,” said Woolsey, adding that the Armory is hampered in this regard not only by the fact that it’s not directly off a main highway, but also because it is at the far end of a complex now dominated by the college.

But getting people to the Armory was only part of the solution, he noted, adding that the facility needed to improve the experience people would find upon arrival.

To this end, Woolsey and his staff worked to create more and better programming, including rotating exhibits and temporary exhibits.

“The exhibitry here had been stale for several decades,” he told BusinessWest, adding that the centennial of this country’s entry into that conflict (April 6, 1917 is the exact date) provided an opportunity to not only mark that occasion (considered a turning point in the war) but also spotlight the Armory’s contributions to the quick and massive rearmament efforts that followed years of isolationism.

old-house409-sa

Two views of what are known as Buildings 5 and 6; the one at top is from the 1930s, and the other is recent, after significant restoration efforts.

Two views of what are known as Buildings 5 and 6; the one at top is from the 1930s, and the other is recent, after significant restoration efforts.

Thus, among the exhibits is one featuring the M1903 Springfield, nicknamed the ‘03’ for the year it was adopted by the military.

There have been many other initiatives involving exhibits and programming at the Armory, including a collection of movie clips shown in the facility’s theater featuring weapons made there, including the climax scene in Jaws (yes, that was an M1 Garand used by Chief Brody to obliterate the shark).

The landscaping and infrastructure improvements are among the elements in the strategic plan, said Woolsey, adding that they include an ongoing collaborative effort with the state to renovate and preserve what are known are as Buildings 5 and 6, directly across the main road through the Armory property.

While technically on state property, the buildings, which had fallen into a state of advanced disrepair in recent years, are highly visible and historically important — the large duplex was used as junior officers’ quarters.

Arsenal of Democracy

In 2016, the Armory was chosen as the winner of the Greater Springfield Convention and Visitors Bureau’s Spotlight Award, part of its Howdy Awards for Hospitality Excellence. The spotlight award recognizes individuals or organizations that have made a significant contribution to the tourism industry in Western Mass.

Woolsey said that honor speaks to the many ways the Armory has worked to improve visitation and bring visitors to the area, and he’s very proud of it.

Overall, though, he has his eyes on a much bigger prize — bringing ever more attention and relevance to a historic landmark and the cradle of the region’s precision-manufacturing industry.

He calls the effort ‘Reclaiming the Past,’ and he’s well on his way to doing just that.

George O’Brien can be reached at [email protected]

Opinion

Editorial

The calendar has turned to mid-May. Winter is a distant memory, and those with events to plan (and that’s most people in business) are already writing e-mails about dates in September, October, or (gulp) beyond.

But first, there’s summer, which is just about here. And when we say ‘summer,’ we’re not referring to the season that starts officially on June 21. The time for summer jobs is already upon us.

Indeed, area college students have taken their last exams, and most have packed up and headed home — wherever that is. Meanwhile, high-school seniors will collect diplomas in a few weeks, and the underclassmen will wrap things up soon after.

In other words, it’s time for area employers large and small to start thinking about the summer and how to create some opportunities for area young people through gainful employment.

We’ve written about this topic often, because it’s an important one. Summer jobs, while sometimes a strain on the budget for a small business, can, and very often do, bring benefits for the employee, the employer, and the region as a whole.

Let’s start with the employee. A job obviously puts needed money in the pocket (and, hopefully, the bank account) of a young person — whether he or she is a high-school junior or a college sophomore — but it does so much more.

It introduces that person to the world of work, if this is their first real job, or it provides them with a new and different experience, if it’s their second, third, or fourth. With each new experience comes opportunities to not only earn money, but develop skills and learn about people and how to work with them.

This is true whether someone is working on the floor for a local manufacturer, on a ride or game at Six Flags, at one of the myriad local restaurants, or at one of the thousands of other small businesses across all sectors of the economy.

As for those employers, by bringing some people on for the summer, they are introducing their company to individuals who just might be lead contributors for years, if not decades, to come.

It happens. In fact, most businesses in this region can tell the story of someone who came on as summer help and was still with that company 20, 30, or even 40 years later.

As for the region, it benefits from summer jobs in a number of ways as well. For starters, when young people have summer jobs, that means they’re not looking for something else to do, which is generally a good thing.

As noted earlier, jobs usually promote responsibility, help develop people skills, introduce and/or reinforce the benefits of teamwork, and so much more. In short, these are learning opportunities as much as they are earning opportunities.

At the same time, summer jobs and internships (almost all of which are now paid positions and therefore jobs) may also introduce some area college students — as well as people from this area going to colleges well outside it — to possible career opportunities within the 413 area code.

Matters are improving somewhat when it comes to the so-called ‘brain drain,’ but still, many young people believe they must look beyond this region to find what they might be looking for. A summer job with the right employer might just alter that mindset.

As we said at the top, summer jobs can be a burden for companies watching the bottom line — and everyone is these days. But for those who have the wherewithal or can somehow find it, these jobs can be game changers in many ways.

Briefcase Departments

Employer Confidence Declines in Massachusetts in April

BOSTON — Massachusetts employers hit the pause button on a seven-month rally in business confidence during April, but their outlook remained solidly optimistic in the face of mixed political and economic signals. The Associated Industries of Massachusetts (AIM) Business Confidence Index lost 2.2 points to 60.2 last month, 4.0 points higher than its level of a year earlier. Every constituent element of the confidence index lost ground after reaching a 13-year high during March. The results came as the Massachusetts economy contracted at a 0.5% annual rate during the first quarter and state unemployment rate rose to 3.6%. “We should not be surprised to see confidence readings correct slightly after advancing six points since September,” said Raymond Torto, chair of AIM’s Board of Economic Advisors (BEA) and lecturer at Harvard Graduate School of Design. “It bears watching to determine whether the broad April decline becomes a trend as we move into the summer.” Analysts believe the numbers may also reflect growing concern among employers about the ability of the Trump administration to deliver the many pro-growth policies it promised during the campaign. The AIM Index, based on a survey of Massachusetts employers, has appeared monthly since July 1991. It is calculated on a 100-point scale, with 50 as neutral; a reading above 50 is positive, while below 50 is negative. The Index reached its historic high of 68.5 on two occasions in 1997-98, and its all-time low of 33.3 in February 2009. The index has remained above 50 since October 2013. Employers grew less confident about both the overall economy and their own operations during April. The Massachusetts Index, assessing business conditions within the Commonwealth, lost 0.4 points to 63.3, leaving it 6 points higher than in April 2016. The U.S. Index of national business conditions shed 2.7 points after gaining ground for the previous sixth months. April marked the 85th consecutive month in which employers have been more optimistic about the Massachusetts economy than the national economy. The Current Index, which assesses overall business conditions at the time of the survey, declined 1.9 points to 59.9, while the Future Index, measuring expectations for six months out, dropped 2.5 points to 60.5. The future outlook remained 3.2 points higher than a year ago. The Company Index, reflecting overall business conditions, fell 2.6 points to 60.2. The Employment Index fell 2.8 points to 56.2, and the Sales Index declined 2.1 points to 60.5. The AIM survey found that nearly 39% of respondents reported adding staff during the past six months, while 19% reduced employment. Expectations for the next six months were stable, with 37% planning to hire and only 10% downsizing. The April survey also reversed an unusual result in March, when Western Mass. companies were more confident than those in the eastern portion of the Commonwealth. Eastern Mass. employers posted a 61.7 confidence reading in April versus 58 for employers in the western part of the state. AIM President and CEO Richard Lord said employer confidence is facing headwinds from accelerating healthcare and health-insurance costs. Massachusetts has exceeded its objective for healthcare spending in each of the past two years, and employers continue to pay some of the highest costs in the nation. “The good news is that Massachusetts is beginning to identify some answers. And there appears to be enough common ground and political will on the issue to pursue some solutions,” Lord said. “New research conducted by the Massachusetts Health Policy Commission suggests that Massachusetts employers, insurers, and policymakers could reduce total healthcare expenditures anywhere from $279 million per year to $794 million per year, or 0.5% to 1.3%, by making several key improvements to the healthcare system.”

Ko-Aqua Kit Wins Elevator-pitch Competition

HOLYOKE — Nkori Edem, a student from Mount Holyoke College, took first place at last week’s elevator-pitch competition at the Awards Ceremony & Banquet for the Harold Grinspoon Charitable Foundation’s Entrepreneurship Initiative. She pitched the Ko-Aqua Kit, a completely waterproof and airtight swim cap designed specifically for women of color. Edem convinced a panel of judges from area banks that her pitch was the best. Rune Percy and Alexander Smith, a student team from UMass Amherst, took second place based on their business-concept pitch for ARBioDesign, which aims to save tens of thousands of patients every year by personalizing dialysis treatment using rapid and inexpensive microfluidic blood-diagnostic tests. Finally, Daniel Olive, a student at Elms College, took third place with the DBL (Don’t Be Late) Pillow, which utilizes Bluetooth technology to revolutionize waking up. Representatives from six area banks once again sponsored the elevator-pitch competition and served as judges at the annual event held at the Log Cabin in Holyoke. The banks include Berkshire Bank, Country Bank, KeyBank, PeoplesBank, United Bank, and Westfield Bank. The live event featured a student representative from each of 13 participating local colleges: American International College, Bay Path University, Elms College, Greenfield Community College, Hampshire College, Holyoke Community College, Mount Holyoke College, Smith College, Springfield College, Springfield Technical Community College, UMass Amherst, Western New England University, and Westfield State University. First-, second-, and third-place winners received $1,000, $750, and $500 respectively. Each student participating received $100. Six student businesses were identified by the bank judges as Best Exhibitors. These were selected from a pool of 62 unique companies during a trade-show-type portion of the evening which featured the 2017 Grinspoon Entrepreneurial Spirit Award winners. The winning exhibitors were Elms College: JMH Partners, LLC (Kevin Hepburn, Connor Holland, John Jacquinet, and Raphael Monterio); Western New England University: Sparks to Sparkles (Rebecca Abramson); Westfield State University: JPS Design Solutions (James Schmidt); Western New England University: Napollo Music (Sebastien Percy); Springfield College: Thorello Leather Goods (Dilyara Celik), and UMass Amherst: App Outreach, LLC (Jordan Ames, Davis McVay, Rich Sadick, and Lauren Tse-Wall). The Grinspoon, Garvey & Young Alumni Entrepreneurship Award is presented each year to an individual who has advanced substantially as an entrepreneur since receiving the Grinspoon Spirit Award. Phil Scarfi, founder of Pioneer Mobile Applications and alumnus of UMass Amherst, was awarded the 2017 Alumni Award and $1,000. Pioneer Mobile Applications is a software consulting agency, specializing in mobile app design and development.

Unemployment Down Across State in March

BOSTON — Local unemployment rates decreased in 23 labor-market areas and increased in one area in the Commonwealth during the month of March, the Executive Office of Labor and Workforce Development reported. Compared to March 2016, the rates were down in all 24 labor-market areas. All 15 areas for which job estimates are published recorded seasonal job gains in March. The largest gains occurred in the Boston-Cambridge-Newton, Worcester, Barnstable, Framingham, Haverhill-Newburyport-Amesbury, Lawrence-Methuen-Salem, and Lowell-Billerica-Chelmsford areas. From March 2016 to March 2017, 13 of the 15 areas added jobs, with the largest percentage gains in the New Bedford, Lowell-Billerica-Chelmsford, Boston-Cambridge-Newton, Barnstable, Haverhill-Newburyport-Amesbury, and Pittsfield areas. In order to compare the statewide rate to local unemployment rates, the Bureau of Labor Statistics estimates the statewide unadjusted unemployment rate for March was 3.9%. Last week, the Executive Office of Labor and Workforce Development reported the statewide seasonally adjusted unemployment rate increased to 3.6% in the month of March. The statewide seasonally adjusted jobs estimate showed a 200-job gain in March, and an over-the-year gain of 49,000 jobs. The unadjusted unemployment rates and job estimates for the labor-market areas reflect seasonal fluctuations and therefore may show different levels and trends than the statewide seasonally adjusted estimates. The estimates for labor force, unemployment rates, and jobs for Massachusetts are based on different statistical methodology specified by the U.S. Department of Labor’s Bureau of Labor Statistics.

Dragon Boat Festival Seeks Organizations to Sponsor Boats

SPRINGFIELD — The fifth annual Springfield Dragon Boat Festival will take place on Saturday, June 24 from 8 a.m. until 4 p.m. at North Riverfront Park, 121 West St. in Springfield. Racing begins at 9 a.m. Registration is now open for teams wishing to participate at www.pvriverfront.org/db-fest-reg. In addition to dragon-boat races, the festival will feature family-friendly events such as music, performances, food, vendors, and children’s activities. The boat races will have both community and club racing categories. For businesses and organizations looking for a team-building opportunity, the $2,000 race fee includes a coached training session the week prior to the race, the use of boats and paddles, and personal flotation devices. On race day, teams will participate in three 200-meter races. No prior experience is necessary to participate. Proceeds from the event will provide support for riverfront programs for youth and adults at Pioneer Valley Riverfront Club as it grows and strengthens its presence in Springfield and the Pioneer Valley. “Our mission is to connect the community to the Connecticut River,” said Ben Quick, executive director of the Pioneer Valley Riverfront Club. “Past community team participants have included MassMutual, Health New England, the Center for Human Development, and more. It is a great way for community groups to have fun and create awareness. They love that they can enjoy a great team-building event and support programs that help our local youth and adults get fit.”

State Receives Federal Funds to Fight Opioid Crisis

BOSTON — The Baker-Polito administration recently announced that Massachusetts has received a federal grant totaling nearly $12 million to bolster its public-health response to the opioid epidemic, particularly for outpatient opioid treatment, recovery services, and expanded community overdose-prevention programs. “Our administration strongly supported the 21st Century Cures Act as an effort to advance Massachusetts’ leadership in biomedical innovation and expedite new ways to treat disease and addiction,” said Gov. Charlie Baker. “We are grateful for the opportunity to use these funds for prevention and treatment activities to address the opioid crisis that has devastated families in every corner of Massachusetts.” The grant, from the Substance Abuse and Mental Health Services Administration (SAMHSA), is the first round of annual funding authorized under the 21st Century Cures Act, which was signed into law late last year. The funds will support an array of statewide prevention, intervention, treatment, and recovery activities managed by the state Department of Public Health’s (DPH) Bureau of Substance Abuse Services. “This administration is intensely focused on ending this epidemic, which has claimed far too many lives across our Commonwealth,” said Marylou Sudders, state Secretary of Health and Human Services. “This new grant enables us to continue the fight and expand successful prevention, treatment, and recovery programs throughout the state.” The majority of the $11.7 million in funding will be used to increase outpatient opioid treatment and recovery services and expand community overdose-prevention programs. The funding will also support new programs to promote treatment and recovery for at-risk populations, including pregnant and post-partum women and correctional inmates scheduled for release. “This funding comes at a critical time and supports our comprehensive response to this deadly epidemic,” said DPH Commissioner Dr. Monica Bharel. “Investing in prevention, intervention, treatment, and recovery saves lives, and this funding helps us in each of those areas.”

Single-family Home Sales Record Uptick in March

SPRINGFIELD — Single-family home sales were up 5.9% in the Pioneer Valley in March compared to the same time last year, while the median price was up 1.7% to $188,000, according to the Realtor Assoc. of Pioneer Valley. In Franklin County, sales were up 21.2%, while the median price fell 12.0% from a year earlier. In Hampden County, sales were up 10.2%, while the median price was up 2.8%. And in Hampshire County, sales fell 8.0% from March 2016, while the median price rose 4.3%.

Company Notebook Departments

J. Polep Acquires Assets of Garber Bros. Inc.

CHICOPEE — J. Polep Distribution Services announced its recent acquisition of certain assets, including inventory, from Garber Bros. Inc., other than accounts receivable or its facilities in Stoughton. J. Polep is now New England’s largest family-owned convenience-store distributor, servicing over 6,000 customers weekly. To balance the continued leveraged growth, J. Polep was able to retain a majority of Garber’s sales force. J. Polep is excited about the opportunities this acquisition gives its employees and customers. Heavy concentration will be on the development and growth of customers’ in-store sales and improving their margin dollars. With the newly acquired assets, J. Polep will present newly obtained value-added services and food service programs to its customers. One of the new food-service offerings acquired from Garber Bros. is the popular branded coffee program, Beantown Coffee. J. Polep holds the exclusive rights to Beantown Coffee, allowing customers to have a coffee shop within their convenience stores featuring specialty roasted Beantown blend and flavored coffees, cappuccinos, iced coffee, and beans. Beantown Coffee is being added to the already extensive hot beverage category at J. Polep, which includes Keurig Green Mountain, Baronet, and New England Coffee. These assets and operation synergies will give J. Polep a stronger presence within the convenience-store industry throughout the Northeast and will further strengthen its business.

CHD Introduces Summer Program for Youth on Autism Spectrum

CHICOPEE — For typical youth in their high-school years, summer vacation provides a break from academic and social pressures. But for youth with autism spectrum disorder (ASD), this break in their normal school-year routine can lead to substantial regression. For summer 2017, the Center for Human Development (CHD) is providing an Extended School Year (ESY) Autism Coaching Program in support of select school districts in Hampden and Hampshire counties. The program, developed by Jennifer Bogin, coordinator of Autism Initiatives for CHD, is designed specifically for a higher-functioning population of youth with ASD. The program was designed for a specific population:

• Diagnosis or presumed diagnosis of ASD/asperger’s, non-verbal learning disability, social communication disorder, or any other disability that leads to social/emotional challenges;

• Co-occurring behavioral-health challenges (depression, anxiety disorder, OCD, ADHD);

• Age 16 to 22;

• Average IQ (either mild or no intellectual disability); and

• Skills deficit in relationship skills, communication, adaptive/life skills, employment/pre-employment, self-regulation, time management, community participation, and self-advocacy.

CHD’s ESY Autism Coaching Program runs from 8:30 a.m. to noon on Mondays, Tuesdays, Wednesdays, and Thursdays from July 5 to Aug. 10. The program is located at Chicopee Comprehensive High School, 617 Montgomery St., Chicopee. The co-location with the other Chicopee Public Schools Extended School Year programs on site will allow students possible vocational or volunteer placements as well as access to full culinary-arts facilities. “CHD conducted a needs assessment from September 2016 to February 2017 and found there was a wide service gap in ESY programming for a higher-functioning population,” said Bogin. “While it’s not designed as a summer-camp experience, CHD’s ESY Autism Coaching Program does allow youth and families living with autism to participate in a fun, social learning program designed for their needs. It helps keep youth engaged academically and involved socially so their summer isn’t spent alone or glued to a video game. Some ESY programs exclude youth based on the need for a mental-health component, but CHD has built this program with that in mind.” ESY program participant will gain new and transferrable skills, such as time management, grooming and self-care, budgeting, using transportation, as well as soft skills, such as making small talk, taking a break, and making plans with a peer. “Some social-skills programs focus on the hard skills and lack intentional work on soft skills, but this program is combining both,” said Bogin. “Community inclusion is the goal, and independence, socialization, and transition readiness to adulthood are the objectives.” One intended outcome of the program is building a regional cohort of youth who share similar interests. “Naturally developing communities are based more on interest than geography,” Bogin explained. “So instead of forcing socialization based on a specific school district, we’re attracting youth from all over the region, and providing an engaging, supportive environment where similar interests will be whatever develops organically.” A typical program day starts with a brief small-group check-in and review of the daily schedule. Students are then brought to one of three different community sites to work on the skills targeted in their individualized education program and ESY plan. Following community time, students are transported back to the program site for a professionally facilitated lunchtime social-skills group followed by a half-hour of unstructured (though supported) generalization and recreation time. Students spend the final hour of their day in a small group facilitated by a clinician to focus on interpersonal relationships, dressing for success and grooming, self-regulation and cognitive behavior therapy, time and money management, or self-advocacy. A new topic is chosen each week and is repeated three times per week to allow students an opportunity to practice what they are learning in the group and report on how they are able to generalize skills. School-district and private-pay options are available. Space is limited. For more information, visit www.chd.org and search ‘autism’ or e-mail Bogin at [email protected].

Dowd Insurance Collects Cell Phones to Battle Domestic Violence

HOLYOKE — The Dowd Insurance Agencies announced the launch of a cell-phone-collection drive to benefit the National Coalition Against Domestic Violence (NCADV). The organization, founded in 1978, works to end violence in the lives of women and men through education and advocacy efforts. The donated cell phones will be refurbished and sold or recycled, with a portion of proceeds benefiting the organization and its programs. Collection boxes will be placed at the reception desk of each Dowd branch location throughout the month of May. According to NCADV, every minute, as many as 20 people are physically abused by an intimate partner in the U.S.; during one year, this equates to more than 10 million victims. “With such staggering figures, we felt compelled to make a difference,” said Jon Lumbra, Dowd’s chief financial officer. Seeing multiple benefits to the drive — funding domestic-violence programs and, additionally, environmental benefits to reusing and recycling the electronics — it was unanimously agreed the cause was a noble one, and efforts to accelerate the program began. “We are honored to have the platform to raise awareness and funds for such a worthy cause,” Lumbra noted. Cellular Recycler, NCADV’s recycling partner, has received responsible-recycling certification, the highest designation from the Environmental Protection Agency and confirmation that donated materials are recycled safely and reliably. “There is no need to clean or wipe information from the cell phone you wish to donate,” Lumbra explained. “All donated electronics are either refurbished and resold or recycled for parts. If refurbished, all of the item’s software is replaced, which completely wipes all stored information on the device. If the item is recycled, it is crushed down during the process, making data retrieval impossible.” To date, an estimated 3 million cell phones have been kept out of waste sites due to the efforts of NCADV and cellular recyclers. Items donated fund programming that empowers domestic-violence victims, connects survivors to helpful and potentially life-saving resources, impacts legislation aimed at ending domestic violence, and gives support to organizations across the U.S. working to stop violence in the home. Those interested in donating a cell phone to the drive may do so through the month of May by visiting a Dowd location in Holyoke, Southampton, Hadley, Indian Orchard, or Ludlow.

Spirit Takes Flight from Bradley Airport to Orlando, Myrtle Beach

WINDSOR LOCKS, Conn. — Spirit Airlines’ inaugural flights from Bradley International Airport to Orlando, Fla. and Myrtle Beach, S.C. launched on April 27. “We are thrilled to deliver this non-stop service to two of the country’s most popular summer destinations,” said Mark Kopczak, vice president of Network Planning for Spirit Airlines. “These news flights, with new service to Fort Lauderdale starting in June, give Hartford even more ultra-low-cost options for summer travel.” Spirit Airlines is currently Bradley Airport’s only ultra-low-cost airline. This airline business model, which is increasing in popularity among economy travelers and the college-student population, offers introductory service to a variety of destinations for competitive fares. “Spirit Airlines is a strong addition to Bradley’s growing menu of direct flights,” Connecticut Airport Authority (CAA) Chairman Charles Gray said. “A continued mission of the Connecticut Airport Authority is for Bradley’s travelers to love the journey through the airport and beyond. One way of doing that is by continuing to diversify Bradley’s flight options, which is why we’re very pleased to be welcoming Spirit to the Bradley family.” All of Spirit’s operations at Bradley Airport will utilize either a 145-seat Airbus A319 or a 182-seat Airbus A320 aircraft. The Orlando route is offered daily, year-round, and the Myrtle Beach non-stop is a seasonal service offered four days per week. Spirit will commence non-stop service to Fort Lauderdale on June 15. “The key to successful route development is a loyal customer base,” CAA Executive Director Kevin Dillon said. “The Myrtle Beach service has been frequently requested by our travelers, and the additional frequencies between Bradley, Orlando, and Fort Lauderdale will provide travelers with more options. It is our hope that these additions to our route structure will continue to encourage our travelers to come home to Bradley and choose our local airport over other airports.”

AIC Adopts Quality Matters

SPRINGFIELD — American International College (AIC) is committed to ensuring that its online courses and programs employ best practices based on the existing research literature. Course-development goals are focused on ensuring the highest levels of student learning, interaction, and engagement. To meet these goals, AIC has become a Quality Matters (QM) member. QM is a faculty-centered peer-review process designed to certify the quality of online courses. The QM Rubric and course-review process were developed from a grant provided by the Fund for the Improvement of Postsecondary Education. QM has received national recognition for its peer-based approach to quality assurance and continuous improvement in distance learning and has more than 1,000 subscribers in North American and around the world. The QM Rubric is research-based and promotes best practice-based quality standards. Alignment, a central concept of the QM Rubric, requires that critical course components — learning objectives, assessment and measurement, instructional materials, learner interaction, and engagement and course technology — work together to ensure that students achieve desired learning outcomes.

Puffer’s Salon & Day Spa Raises Funds to Support Boston Children’s Hospital

WESTFIELD — Salons throughout the U.S. will be participating in HAIRraising, a fund-raising event benefiting Boston Children’s Hospital’s Heart Center. Puffer’s Salon and Day Spa has joined this initiative with a month-long celebration including raffles, featured items, and promotions. Throughout the month of May, 100% of the proceeds from all children’s haircuts will go to Boston Children’s Hospital. Founded in 2010 by longtime business partners John Frieda and Gail Federici, HAIRraising brings together the salon and hair communities to help support the life-saving care and breakthrough cures, treatments, and innovations at Boston Children’s Hospital. “We’re so grateful to the salon community for their ongoing support of Boston Children’s Hospital,” said Frieda. “We’re consistently overwhelmed and amazed by the level of commitment this effort receives from salon owners and stylists.” Added Federici, “support for Boston Children’s Hospital is critical. We need everyone to understand the huge global impact that this hospital has, not only for children, but for adults as well. Together with this event, we can help save countless lives.” Judy Puffer, owner of Puffer’s Salon & Day Spa, said she is “thrilled to participate in HAIRraising this year to support Boston Children’s Hospital. It’s exciting to be a part of something that unifies our community and can make such a huge difference in the lives of sick children.” In the past seven years, salons have raised more than $1 million for Boston Children’s Hospital through HAIRraising and the generosity of the salon community. This year’s event is expected to raise more than $300,000 for the hospital.

Pioneer Valley Credit Union Awards Scholarships

SPRINGFIELD — Pioneer Valley Credit Union (PVCU) announced the recipients of its 2017 College Scholarship Awards. Each year, Pioneer Valley Credit Union selects four deserving students to receive a $1,000 scholarship to help with college expenses. Since the inception of the program in 2000, PVCU has awarded nearly $65,000 to local young adults continuing their education. The Pioneer Valley Credit Union 2017 College Scholarship recipients are a group of young adults who have proven themselves in the classroom, on the athletic fields, and in various activities and clubs. Dorilyn Castillo of Chicopee High School received the Maurice O’Shea Scholarship. Kaitlyn Feyre of Westfield High School received the Richard Borden Memorial Scholarship. Daniel Sexton of the Springfield Renaissance School received the Ignatius Collura Scholarship. Kamran Noori Shirazi of Springfield Central High School received the Ted Klekotka Memorial Scholarship. The 2017 recipients were honored at the credit union’s 94th annual meeting.

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HADLEY — The UMass Donahue Institute released a compilation of results from two years of new employee questionnaires at Plainridge Park Casino. This report is the latest in a series of studies focused on the economic impacts of the gaming industry in the Commonwealth. Representatives from the UMass Donahue Institute presented its findings to the Massachusetts Gaming Commission (MGC) during a public meeting on May 10.

The findings reveal several important characteristics of new hires at Plainridge Park Casino and the emergent casino workforce in Massachusetts:

• 50.1% of new hires worked part-time or were unemployed before obtaining their job at Plainridge Park Casino;

• Major reasons for seeking employment included career advancement, improved pay, and improved benefits;

• 40.1% of new hires said they needed work due to being unemployed, part-time, or underemployed. 86.2% had no gaming experience prior to their jobs at Plainridge Park Casino;

• 96.5% of new hires did not transfer from other Penn National Gaming locations, and 92.8% did not move to take their jobs at the casino. Of those who moved, one-quarter originated from cities or towns within Massachusetts; and

• Nearly three-quarters of respondents come to their job without pre-employment training for their position.

The vast majority of survey respondents are people who are new to the gaming industry and are now being hired for gaming and non-gaming positions at Plainridge Park Casino, including its food-court vendors. Very few workers (only 7%) moved to take their job at Plainridge Park Casino, and those who did were mostly from Massachusetts and Rhode Island. This suggests that most new employees live close enough to commute to their positions at Plainridge Park Casino.

“As we have pointed out repeatedly, the Legislature made broad-based economic development a key focus of the Gaming Act, with a particular focus on local employment for those underemployed and unemployed,” said MGC Chairman Steve Crosby. “This report, thus far, demonstrates that legislative intent is being achieved. We are also pleased to see the implementation of the legislative mandate to objectively and rigorously assess the economic and social impacts of gaming. This report represents one of the many important research topics fulfilling that objective.”

Added Rachel Volberg, principal investigator of the Social and Economic Impacts of Gambling in Massachusetts (SEIGMA) group, “one of the most important positive impacts of expanded gambling is increased employment. However, in assessing the overall impacts of expanded gambling, it is important to understand whether employment gains at the casino result in the loss of employment in other sectors of the economy and in surrounding communities. This report establishes a basis for making this determination going forward and will help us understand the role of casinos in increasing economic activity, and overall employment, in Massachusetts.”

The on-going SEIGMA group, of which the Economic and Public Policy Research (EPPR) team at the UMass Donahue Institute is a part, strives to understand the impacts of the introduction of casinos on the people and economy of the Commonwealth. Of interest in this endeavor is a better understanding of new employment opportunities offered by casino operators and characteristics of the workforce at point of hire. To this end, a survey was designed to gather a range of information on work-related characteristics and aspirations of new employees.

“As our research continues to move forward, we will further refine and expand our data collection around casino employees to better understand issues of professional experience, training needs, and job turnover,” said Mark Melnik, EPPR director. “This information will be critical in understanding the economic impacts of casino workers, as well as ideally helping plan training around casino-employment opportunities.”

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AGAWAM — The West of the River Chamber of Commerce, in conjunction with the town of Agawam and the town of West Springfield, hosted its first annual job fair on May 10 at Crestview Country Club.

The job fair focused on bringing together, in one room, local business owners looking to hire and people of all ages looking for employment. More than 40 local businesses showcased their opportunities to more than 300 local people looking for employment during this event.

Local vendors included OMG, Big Y, Friendly’s, Six Flags, Dave’s Soda & Pet Food City, Spherion Staffing, U.S. Army, Baystate Health, and many more. The evening was topped off with the awarding of two $500 business grants from the West of the River Chamber Foundation, presented to CHD in West Springfield and Reliable Temps in Agawam, both vendors at the event.

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GREAT BARRINGTON — Community Health Programs has named Thomas Walbridge its new chief financial officer. He will oversee the health network’s budget, financial operations, and planning.

Walbridge has served as chief financial officer and vice president for the Kinsley Group Inc. and as CFO for the Pioneer Valley Transit Authority; he was also director of finance and human resources at Six Flags New England. His early professional career was spent in the banking sector in Pittsfield. He holds a business degree from Babson College and an MBA from Western New England University.

“Tom’s background in executive-level financial management, human resources, and business operations suits us perfectly for the CFO position of our growing health network,” said Lia Spiliotes, CEO of Community Health Programs. “We look forward to working with him and welcome him to the CHP team.”

CHP finished its 2016 fiscal year with an operating surplus of nearly $700,000, on revenues of $14 million. During that year, CHP increased its patient and client numbers from 16,000 to more than 22,000, with the addition of two new practices in North Adams and other new-patient outreach. During 2016, employment at CHP grew from 140 to 175 and continues to expand.

Walbridge is also the founder and operator of LuckBridge Sports LLC, a company that creates affordable, inclusive team-building opportunities for youth and coaches in the developmental and advanced instruction of baseball and basketball. He volunteers in his community with youth sports programs, the American Red Cross, the March of Dimes, the Agawam Chamber of Commerce and the Agawam Rotary.

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SPRINGFIELD — Skoler, Abbott & Presser, P.C. invites business owners, managers, and human-resource professionals to an informative webinar outlining ways employers can build the documentation they need to back up terminating an employee for poor performance and avoid costly lawsuits.

The webinar will be held Thursday, May 25 from 1:30 to 3 p.m. and hosted by attorney Susan Fentin of Skoler, Abbott & Presser, in conjunction with BLR.

“It’s essential that employers create written employment documentation for performance, conduct, and disciplinary issues in a way that’s objective and, most importantly, legally defensible,” Fentin said.

During the webinar, she will explain how to master the toughest aspects of employment documentation; address performance and conduct-based issues with actionable language that focuses on the behavior, not the person; include the right amount of detail in describing the employee’s actions; follow up with the employee to evaluate whether necessary progress has been made; and plan the next steps if the employment issue isn’t improving, and how to document decisions.

Those interested in registering for the webinar can do so by clicking here or by calling (800) 274-6774.

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BOSTON — Massachusetts employers hit the pause button on a seven-month rally in business confidence during April, but their outlook remained solidly optimistic in the face of mixed political and economic signals.

The Associated Industries of Massachusetts (AIM) Business Confidence Index lost 2.2 points to 60.2 last month, 4.0 points higher than its level of a year earlier. Every constituent element of the confidence index lost ground after reaching a 13-year high during March.

The results came as the Massachusetts economy contracted at a 0.5% annual rate during the first quarter and state unemployment rate rose to 3.6%.

“We should not be surprised to see confidence readings correct slightly after advancing six points since September,” said Raymond Torto, chair of AIM’s Board of Economic Advisors (BEA) and lecturer at Harvard Graduate School of Design. “It bears watching to determine whether the broad April decline becomes a trend as we move into the summer.”

Analysts believe the numbers may also reflect growing concern among employers about the ability of the Trump administration to deliver the many pro-growth policies it promised during the campaign.

The AIM Index, based on a survey of Massachusetts employers, has appeared monthly since July 1991. It is calculated on a 100-point scale, with 50 as neutral; a reading above 50 is positive, while below 50 is negative. The Index reached its historic high of 68.5 on two occasions in 1997-98, and its all-time low of 33.3 in February 2009. The index has remained above 50 since October 2013.

Employers grew less confident about both the overall economy and their own operations during April. The Massachusetts Index, assessing business conditions within the Commonwealth, lost 0.4 points to 63.3, leaving it 6 points higher than in April 2016.

The U.S. Index of national business conditions shed 2.7 points after gaining ground for the previous sixth months. April marked the 85th consecutive month in which employers have been more optimistic about the Massachusetts economy than the national economy.

The Current Index, which assesses overall business conditions at the time of the survey, declined 1.9 points to 59.9, while the Future Index, measuring expectations for six months out, dropped 2.5 points to 60.5. The future outlook remained 3.2 points higher than a year ago.

The Company Index, reflecting overall business conditions, fell 2.6 points to 60.2. The Employment Index fell 2.8 points to 56.2, and the Sales Index declined 2.1 points to 60.5.

The AIM survey found that nearly 39% of respondents reported adding staff during the past six months, while 19% reduced employment. Expectations for the next six months were stable, with 37% planning to hire and only 10% downsizing.

The April survey also reversed an unusual result in March, when Western Mass. companies were more confident than those in the eastern portion of the Commonwealth. Eastern Mass. employers posted a 61.7 confidence reading in April versus 58 for employers in the western part of the state.

AIM President and CEO Richard Lord said employer confidence is facing headwinds from accelerating healthcare and health-insurance costs. Massachusetts has exceeded its objective for healthcare spending in each of the past two years, and employers continue to pay some of the highest costs in the nation.

“The good news is that Massachusetts is beginning to identify some answers. And there appears to be enough common ground and political will on the issue to pursue some solutions,” Lord said. “New research conducted by the Massachusetts Health Policy Commission suggests that Massachusetts employers, insurers, and policymakers could reduce total healthcare expenditures anywhere from $279 million per year to $794 million per year, or 0.5% to 1.3%, by making several key improvements to the healthcare system.”