Issuu

CRAIN’S LIST Big retailers are among new names on the Ohio Public Companies list. PAGE 26

MIDDLE MARKET: White Dove Mattress springs past century mark. PAGE 10

CRAINSCLEVELAND.COM I AUGUST 1, 2022

What’s up with sports gambling? Answering the most common questions about the state of industry in Ohio at midsummer BY JOE SCALZO

In April, a prominent sports betting site sent out a press release warning that if Ohio doesn’t launch sports betting until Jan. 1, the state stands to lose $130 million in bets every week during the NFL and college football seasons. That equates to around $7 million in lost revenue and $700,000 in lost taxes. As Ohioans, we can all agree that this is more alarming than whether Tristan Thompson cheated (again!) on Khloe Kardashian or whether Gucci snubbed Cleveland by choosing Columbus for its first Ohio store in decades. The sports betting site didn’t say

what Ohioans would do with that $130 million instead, but an educated guess might look like this: ` $1 million on legal sports gambling in another state such as Nevada (Las Vegas); ` $1 million on illegal sports gambling, either at unregulated offshore online sports betting sites or with the guy at the end of the bar chewing a toothpick; ` $128 million thrown into backyard fire pits so we won’t be tempted to spend it on anything dumb, such as taxable goods and services. “We read those articles all the time and mostly they’re from (gambling) industry trade publications, See GAMBLING on Page 29

Bibb resetting Cleveland’s place on national stage The former St. Michael School building on Cleveland’s West Side is set to become apartments for low-income seniors. The project won much-coveted tax credits for historic preservation in June. | MICHELLE JARBOE/CRAIN’S CLEVELAND BUSINESS

AFFORDABLE HOUSING PROMOTION DROPPED After outcry, state drops boost for projects seeking preservation aid

BY MICHELLE JARBOE

The Ohio Department of Development has eliminated a shortlived boost for affordable housing from the state’s popular historic tax-credit program. The move, a reversal of a decision made early this year, followed an outcry from market-rate developers

and opposition from powerful state legislators. Affordable-housing advocates are taking the setback in stride. They’re focused on a much bigger prize: the prospect of new state-level incentives to support their industry. See PROMOTION on Page 28

NEWSPAPER

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“WE DON’T WANT TO MORPH SOME OF THESE OTHER LAWS INTO SOMETHING THAT NOW RESTRICTS THE FREE MARKET FROM THE HIGHEST AND BEST USE OF THE PROJECT.” — State Sen. Kirk Schuring

THE

LAND SCAPE

Mayor aims to bring in resources and investment BY KIM PALMER

Donning a jersey and stepping on the basketball court with Myles Garrett, Machine Gun Kelly and LeBron James at the 2022 NBA All-Star Celebrity game in February, less than a month after taking office, Cleveland Mayor Justin Bibb made the first of several appearances on the national stage. Since taking office in January, Bibb has not shied away from venturing outside the city’s borders to advocate on behalf of Cleveland. “What we’ve been doing over the last six months is resetting Cleveland’s place on the national stage,” Bibb said in a recent interview. The move to get out of the city to talk about what it has to offer is

Mayor Justin Bibb announced ARPA funding priorities | CONTRIBUTED

crucial to boosting Cleveland’s reputation and subsequently expanding its economy, said Bibb, who dealt with solving challenges in urban communities at his previous job as chief strategy officer with nationwide accelerator Urbanova. See BIBB on Page 28

A CRAIN’S CLEVELAND PODCAST

7/29/2022 1:06:40 PM

HEALTH CARE

Cleveland Clinic, UH launch accelerator program to support diverse suppliers BY LYDIA COUTRÉ

Cleveland Clinic and University Hospitals have jointly launched a business development mentorship program designed to boost the economic health of diverse business communities in Northeast Ohio. The Diversity Equity Inclusion (DEI) Supplier Accelerator aims to expand the knowledge and impact of local businesses owned by traditionally underrepresented entrepreneurs including members of the LGBTQ+ community, minorities, veterans and women. Jacobs “As part of our commitment to the communities, it goes beyond just providing health care services,” said Andrea Kanter Jacobs, executive director of operations for the Clinic. “We promote both the physical health and the economic health of our neighborhoods, and supporting di- Baines verse vendors is really just one of the ways that we can continue to support our communities.” Over a six-month training program, participants in the accelerator receive support in growing their companies and learn how to be competitive in the market. The first cohort includes five business owners in

construction, engineering, graphic design and sheet metal manufacturing. They’ll be provided with business development coaching; direct access to subject matter experts, including leaders from the Clinic and UH; and network opportunities with decision makers at both systems, key suppliers and community organizations. Participants also learn the sourcing process of large corporations, get a comprehensive business review to provide feedback for developing and growing their businesses and receive a $10,000 cash prize upon program completion. It’s “critical” to support and sustain minority business enterprise (MBE) suppliers throughout the region, said Chad Fleischer, vice president of supply chain at UH. “It’s just a crazy environment with the labor force, inflation supply chain, right?” he said. “And we need to make sure that we’re taking care of all these local businesses, as well. If we don’t have them, it’s harder to do things. And we really want them to thrive as well.” Jacobs said the two systems partnering together for the program doubled the breadth and reach of what

participants would get out of it. Cohort members will meet with executives and be exposed to potential opportunities from both organizations. “Frankly, we’re both very large organizations, technically, could we have done this on our own? Sure,” she said. “But I think we did it better together.” Dr. Cliff Megerian, UH president and CEO, said the accelerator program is a powerful example of the Clinic and UH working together. “Sometimes organizations can develop linear thinking, but if you take two organizations that have, if you would, different histories and you bring them together, oftentimes the output and the ideation can be enhanced with two different mindsets,” Megerian said. Companies selected for the inaugural cohort include the following: ` CarTeCor Management, a minority-owned construction contractor, was founded in 2009 by husband-wife duo Tommy and Sandra Farmer. The Shaker Heights company works with architects, developers and homeowners to bring their remodeling projects to life. ` Halle’s Design & Engineering, led by owner and president Halle Jones Capers, focuses on designing local roads, highways, tunnels, water treatment plants and site infrastructure for buildings and public spaces. Established in 2020, it’s the first woman- and minority-owned civil engi-

neering firm in Akron. ` Nightsweats & T-cells, owned by Gil Kudrin, is a commercial screen-printing shop that uses its merchandise (such as backpacks and t-shirts) to deliver messages about HIV/AIDS. The socially conscious, LGBTQ+owned, Cleveland company was founded in 1990 and is staffed entirely by long-term AIDS survivors and HIV-positive workers. ` WTD Mechanical, led by president and CEO Fatima Ware, specializes in installing heating, ventilation and air conditioning systems for commercial and residential clients. Launched in 2008, the woman- and minority-owned company in Cleveland is committed to creating opportunities for women of color to advance in the male-dominated sheet metal industry. ` HR Construction Services is a signatory contractor that employs laborers from local building trade unions to install reinforcing steel bars for concrete companies, perform concrete placement and other general contracting services. Since its 2015 founding by owner and presi-

dent Heather R. Baines, the woman– and minority-owned Cleveland company has strived to create more jobs for women and people of color. Baines said that although she has done accelerator programs before, this one is different and involves more engagement, which she appreciates. After covering the importance of having professional headshots, the cohort members got headshots taken. “It’s not just telling me I have to have this,” she said. “Hey, here’s some help with that.” In discussing requests for proposals, they’re working on a mock RFP that she’ll be able to use in the future. She’s excited for the human resources session to learn what she could be doing better in that area. “I hope that this will help me continue building on relationships with everybody that I meet through this accelerator program,” Baines said. “And I hope that in the near future, we will be able to collaborate, and my company will be successful and winning a bid to be able to work directly for Cleveland Clinic and to continue working for UH.” The DEI Supplier Accelerator program runs through November 2022. Both Fleischer and Jacobs indicated they hope to be able to continue the program with another cohort. Lydia Coutré: lcoutre@crain.com, (216) 771-5479, @LydiaCoutre

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REAL ESTATE

Amazon looks to add printing capabilities in Valley View BY STAN BULLARD

Landscaping and other finishing touches are going in at the Amazon distribution center that has been going up in Valley View, but more than the typical fetch-and-route process looks likely to go on inside it. Amazon has filed a request with the city of Cleveland Division of Air Control, which assists in Ohio Environmental Protection Agency permitting under federal law, for permission to operate 30 apparel printing machines at its new building, 5885 W. Canal Road. The application, which is undergoing review, uses an EPA facility designation that aligns with the bright blue-and-white warehouse that is across the street from the remnants of the Ohio & Erie Canal. The 237,000-square-foot structure overshadows multiple smaller warehouses and office buildings nearby. A June 6 letter from the Cleveland Division of Air Control posted online indicates the application for a permit filed June 3 is complete. Amy Schmidt, communications officer for the Cleveland Department of Public Health, which oversees air control, said the agency will review the application over the next few weeks.

Separately, Scannell Properties, the Indianapolis-based developer constructing the Amazon building, filed a notice July 12 with the Cuyahoga County Fiscal Office saying that Bryan Builders of Longwood, Florida, would undertake a construction project to convert part of the Canal Road property from a “storage facility to a production facility.” Neither Scannell nor Bryan responded to phone messages by 9 a.m. Thursday, July 28. An Amazon spokesperson responded to a Crain’s Cleveland Business request for comment on the request for apparel printing machine permissions with links to the Amazon Merchandise program, which allows graphic artists to offer their products online while Amazon produces and delivers the T-shirts. Amazon declined to comment on how much of the warehouse will be occupied by the machines or how many jobs and what skill level they would require. Mayor Jerry Piaseki of Valley View said when the village learned of the plans for the printing machines, it asked for documentation as to what kind of chemicals the operation might entail. He said the village has decided they were not a risk for the

community. “We were originally told it was going to be a warehouse, but their plans have changed, and they added this use to it,” the mayor said in a phone interview. “We feel this means there will be some higher-paid individuals at the facility besides warehouse workers. It also means there will be less truck traffic than originally planned, which is good from our point of view. “With a company like this, it’s likely to make more changes before it’s all over,” Piaseki added. Amazon has not yet received a certificate of occupancy from the village to open the facility, the mayor said. However, opening day is on the horizon. Amazon is advertising online to fill at least three jobs — a warehouse manager, a human resources person and a health-andwellness technician — at the site. The “Amazon Merch on Demand” program, according to the company’s email, is a print-on-demand service that enables brands, independent artists and small businesses to list custom apparel and electronic products (such as phone cases) for sale in Amazon’s online store, with no upfront cost or investment. Under the program, content cre-

The e-commerce company has filed documents seeking permission to operate 30 apparel printing machines at its Canal Road property. | STAN BULLARD/CRAIN’S CLEVELAND BUSINESS

ators upload and place original artwork on a base product and then that product becomes available for sale in Amazon’s online store with Prime shipping eligibility. When a customer orders a product with the content creator’s artwork on it, Amazon prints and ships the product directly to the customer and then pays the content creator a royalty. It’s a striking way of leveraging Amazon’s powerful e-commerce website with its delivery capability and to employ an unlimited potential number of companies to create and share designs digitally. The advent of Amazon’s T-shirt business was reported in a Yahoo! Finance story in 2018, which said it then had two locations in operation, one in Dallas and another in Norristown, Pennsylvania. Amazon declined to disclose how many such production operations it has as of

July 2022. However, what Amazon does in Valley View it is likely to do — or may be doing — at multiple other locations around the country. In one indication of its movement into apparel digital printing, the Seattle e-commerce company was the source of 27% of the $322 million in 2021 revenue of the digital textile printing machine maker Kornit Digital, which has headquarters in Rosh Ha’ayin, Israel, and Englewood, New Jersey. Although the Amazon program makes it easy for designers to get products to the public, local T-shirt companies typically peddle their products through their own websites as well as, in some cases, physical stores. Stan Bullard: sbullard@crain.com, (216) 771-5228, @CrainRltywriter

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Gray TV’s potential move to Independence raises a ripple BY STAN BULLARD

After hearing about a proposed move to Independence by Gray Television stations WOIO, WUAB and WTCL from downtown, Doug Price, CEO of K&D Group of Willoughby, which rents the company office space at Reserve Square, did not like being caught off-guard. “Shocked” is the way Price described his reaction to a July 21 Crain’s Cleveland Business article about Gray pursuing plans for a potential office building with TV broadcasting capability in Independence. The structure could be constructed on a highly visible site on the slope overlooking the junction of two major highways, I-77 and I-480. Price initially said his firm had received no indication from Gray it was pursuing other options, but it later confirmed the plans, he said on Thursday, July 28. Price said K&D intends to enforce its right to collect “every penny” of rent for another five years under the lease. Price noted the building invested more than $2 million in improvements when the stations renewed their lease under prior ownership five years ago. Otherwise, the potential loss of prestige and visibility for downtown drew a tepid response. The Bibb administration said it plans to discuss the potential move with Gray. Otherwise, an official said, the city had no comment. Michael Deemer, president and CEO of the Downtown Cleveland Alliance, said in a phone interview that the nonprofit will work with the city and the company to find a way to keep the company downtown. “We’re not aware of any issues or concerns they have about being downtown, and we’re always asking companies to let us know if they do have them,” Deemer said. Such a transaction is familiar turf for Deemer. Prior to becoming CEO of the nonprofit that oversees downtown marketing, security and cleanup, he worked on downtown business attraction and retention. However, Deemer said the issue goes beyond the TV stations to broader concerns.

“We do not have at this point a regional policy that supports gaining and retaining jobs in the city,” Deemer said. “We need a strategy to grow and retain jobs downtown and in the city. It’s a question of equity, and it’s a question of environmental sustainability. I’m going to make this point repeatedly: We need a strategy.” Economic development groups typically do not discuss prospects publicly unless there is a deal approved that the affected company is willing to announce. The practice also keeps the public in the dark about missed opportunities. Gray may have a larger agenda than simply upgrading facilities, according to Dean Cummings, an associate professor of communications at Georgia Southern University who was a videographer in Cleveland for WKYC Channel 3 and his own company before earning a doctorate in communications. Television broadcasters are embracing the hub model the same way that newspapers are, he said. Hubs are large, centralized offices where multiple designers, artists and copy editors are located, serving numerous publications rather than being in local newsrooms. “That’s what I get from the Project VOSOT name for the project,” Cummings said, referring to the common television mantra of gathering video or sound over tape segments for TV news programs. He said the industry has sought to use improving technology to reduce overhead and put TV reporters on the road, with equipment in a backpack. However, that also could reflect the drive of many businesses to reduce the size of office footprints after the pandemic boosted the popularity of working from home instead of the office, or going in for only part of the week. A drawing that Gray has filed with the city of Independence shows that the proposed two-story building would contain 35,000 square feet of space. The three TV stations lease 50,000 square feet on the southern end of K&D’s Reserve Square complex at East 12th Street and Chester Avenue. The location is regularly seen by

viewers of Channel 19 News, which serves all three stations, as reporters often do stand-ups for live shots on the corner. “I think moving out of downtown will hurt them in the public’s perception,” Price said. “They have a prominent site in the center of downtown that they seem to enjoy. It’s surprising they would look at moving to the suburbs. It’s surprising they didn’t even look at downtown options.” Price said multiple parties are trying to woo the stations to stay downtown, and K&D plans to approach Gray’s upper management in Atlanta about the proposed move. Gray is scheduled to present its case for a conditional zoning certificate at a Tuesday, Aug. 2, public hearing by the Independence Planning Commission. The 3.2-acre site on Rockside Woods Boulevard is zoned for interchange services, so installing an office building requires the Independence version of a variance. If the commission OKs the change, it will need to be approved by Independence City Council to take effect. The suburb has granted the exemption in the past for the site between the Embassy Suites Hotel and Topgolf. The move surfaces after Gray acquired the stations last December as part of a $2.7 billion deal for 17 television properties with Meredith Local Corp. of Des Moines, Iowa. Gray serves 113 television markets across the county. The company clearly has a zest for real estate. Among other broadcasting activities, it is serving as the primary developer of a more than 100-acre mixed-use development that includes multiple film and television studios. Cummings suggested that the stations remained in Reserve Square because prior owners did not have the funds to invest in an expensive building project. Matt Moran, general manager for Gray in Cleveland, has declined to comment on the potential move and the measure pending before the suburb’s city government. Stan Bullard: sbullard@crain.com, (216) 771-5228, @CrainRltywriter

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Channel 19 News, which serves the WOIO, WUAB and WTCL stations, has attention-grabbing graphics at its current location on the corner of East 12th Street and Chester Avenue. It is in part of the Reserve Square apartment, retail and office complex but is weighing a move to the suburbs from downtown Cleveland. | STAN BULLARD/CRAIN’S CLEVELAND BUSINESS

REAL ESTATE

The IMG Center office building in downtown Cleveland has been tied up in foreclosure litigation for three years. | COSTAR GROUP INC.

Bankruptcy filing threatens to delay IMG Center sale effort BY MICHELLE JARBOE

A bankruptcy filing threatens to delay a sale of the IMG Center, a 15-story downtown Cleveland office building that has been tied up in court for three years. James Breen Real Estate LLC, a small company owned by longtime IMG Center steward Jim Breen, filed a Chapter 7 bankruptcy petition on July 20. The move hit the pause button on foreclosure litigation over the IMG Center as a monthslong sales push seemed to be nearing its crescendo. It’s unclear how long the timeout will last. In Chapter 7 cases, an automatic stay — which stalls lawsuits, foreclosures, repossessions and collection actions against a debtor — typically runs for 90 days or so. But creditors can seek relief from those restrictions. James Breen Real Estate is not actually a defendant in the mortgage foreclosure case, raising the question of whether the stay will have sticking power. On Tuesday, July 26, attorneys for the IMG Center’s lender asked Cuyahoga County Common Pleas Court Judge Daniel Gaul to allow the litigation to move forward for that very reason. A hearing on that request has been scheduled for Monday, Aug. 1. The bankruptcy filing complicates an already messy legal fight and adds to the uncertainty around the future of a high-profile property. Paul Downey, the court-appointed receiver who has been overseeing the IMG Center since October 2019, said he’s unsure about the implications for the sale effort, which he’s conducting with help from the Cushman & Wakefield brokerage’s Cincinnati and Columbus offices. “We’re going through a bid process,” Downey said. “We’re right in the middle of it.” He wouldn’t discuss whether there’s a preferred buyer for the property, a 1960s tower that’s a candidate for a partial apartment con-

version. The IMG Center is about 80% full and was appraised at $9.1 million in March, according to loan-servicing records. Breen, who has been fighting the foreclosure, declined to comment publicly. Attorneys on both sides of the case did not respond to interview requests. Another company managed by Breen, 1360 East Ninth Cle LCC, owns the IMG Center and is the lead defendant in the foreclosure case. Breen, a real estate investor and former broker, also is named as a defendant. David Simon, a Beachwood bankruptcy attorney and Chapter 7 trustee, questioned the basis for the automatic stay. “I would be looking for a motion for relief from stay, unless for some reason the foreclosure plaintiff is comfortable letting the case sit for a little while to see if a marketing effort is successful,” Simon, who is not involved in the litigation, said less than 24 hours before the lender filed an emergency motion seeking to reinstate the case. Gaul initially affirmed the stay, in a move that the lender claims is hampering the receiver’s ability to manage the property and pay bills. It’s not unusual for judges to respond that way to a notice of a bankruptcy filing, Simon said. “Oftentimes, if they smell bankruptcy or they get word of a bankruptcy that relates to the parties in the case, they’re going to issue a stay,” he said. There’s not much at stake in the bankruptcy case, a liquidation of a real estate services firm that, notably, lists more assets than liabilities. Most of the estimated $500,001 to $1 million in assets are accounts receivable — bills that Breen apparently sent to the receiver — with the rest comprised of office furniture at the IMG Center and gym equipment in a building next door. The estimated liabilities, up to $500,000, include legal bills. The financial stakes are much

higher in the foreclosure lawsuit, which stems from a $17 million mortgage issued in 2018. That loan was bundled with other commercial real estate debt and used to back bonds sold to investors. In July 2019, a representative for the bondholders filed the foreclosure case, alleging that Breen’s ownership group had defaulted. In court filings, Breen is pushing back against the lender and Rialto Capital Management, the special servicer tasked with handling the troubled debt. The lender, meanwhile, is pursuing a sale of the building and going after Breen personally over a loan guarantee. In March, a magistrate issued a decision in favor of the lender and tallied up the unpaid principal, interest, penalties and fees at more than $23.3 million. Gaul has not ruled on that decision, which Breen is challenging. Court records show that Breen has tried to sell the IMG Center several times. But those potential deals have not panned out. Loan-servicing records mention that the “borrower has not submitted acceptable proposals.” A June loan-servicing note states that the parties still were engaged in behind-the-scenes negotiations even while the lender was evaluating offers presented by the receiver. The 264,000-square-foot IMG Center occupies a prominent corner in downtown’s Erieview Historic District, where certain redevelopment deals are eligible for preservation incentives including state and federal tax credits. At East Ninth Street and St. Clair Avenue, the property also is in an Opportunity Zone, a federally designated area that offers tax deferral and savings to investors looking to redeploy capital gains from the sale of stock, real estate or other assets.

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SPORTS BUSINESS

‘Money games’ remain crucial Akron, Kent State football teams use contests with Power Five teams to balance their athletic budgets BY JOE SCALZO

You wouldn’t warm up for a 10K by sparring with Stipe Miocic, but that’s a little like what Kent State University’s football team has planned this fall when it plays Washington, Oklahoma and defending national champion Georgia over the season’s first month. “It’s a heavy lift,” Golden Flashes athletic director Randale Richmond acknowledged. It’s also necessary, for now. Kent State will make $5.2 million for those three games, marking the third time in the last four years the Golden Flashes have scheduled three Power Five teams in the same season. (The outlier was 2020, when Kent State only played four games due to COVID-19.) “I do not like having three; I’ve been very vocal about that,” said Richmond, who has been the Golden Flashes’ AD since April 2021. “But what I don’t like as compared to what I can fix are two different things.” These games — known as money games or guarantee games — have become a necessary evil for mid-major teams such as Kent State and the University of Akron, which use the contests to balance athletic budgets that run just over $20 million a season. The Zips haven’t been quite as aggressive as Kent State over the past few years — they last played three money games in 2018 — but it’s still a significant part of their strategy. Akron will pocket a little over $2.5 million this fall for games against Michigan State and Tennessee, which fits with its goal of making between $2.5 million and $3 million in guarantees each fall. “Those are real dollars,” Zips athletic director Charles Guthrie said, “and they’re really impactful.” In theory, these games are worth more than money, like when Akron’s football players visited the African American Panoramic Experience in Auburn, Alabama, last fall. Plus, the Zips made headlines for upsetting Big Ten-member Northwestern in 2018 and nearly pulling off a historic upset of Michigan in 2013. Those victories — or near-victories — boost programs in ways that money can’t buy, and the games serve as recruiting tools for mid-major players who want to compete against college football’s best programs. “Student-athletes talk about how they want to level up — well, here’s your chance to play at Ohio State and see what you can do,” Guthrie said. “If you’re a competitor, you always want to see where you stack up against the best.”

Lopsided matchups In reality, though, those wins are rare. Yes, Akron beat Northwestern

once, but the Zips are 0-22 in all other Big Ten games since becoming an FBS program in 1987. They’re 3-47 against Power Five teams overall. The Golden Flashes are 0-19 against the Big Ten and 2-49 overall against the Power Five, with the last win coming against Big 12-member Iowa State in 2007. Worse, suffering two or three blowout losses doesn’t exactly boost morale before the Mid-American Conference season begins. Akron wasn’t a league contender last fall, but it’s still not fun to serve up 50 burgers to Auburn (a 60-10 loss) and Ohio State (59-7). “We don’t want to put our teams in situations where we’re playing so many money games, we’re limping into the MAC conference,” Guthrie said. “We want to ensure that we’re scheduling so that health-wise, strategy-wise and confidence-wise, the team is hitting on all cylinders when MAC play starts. “Money is important, but it’s ultimately about winning the MAC championship.” Of course, having three Power Five losses isn’t fatal, as Kent showed last fall. The Golden Flashes captured a share of the MAC East title for the first time since 2012 after starting 1-3 with double-digit losses to Texas A&M (41-10), Iowa (30-7) and Maryland (37-16). But Kent State also faltered down the stretch, losing both the MAC championship and the Famous Idaho Potato Bowl by two touchdowns. “Ultimately, they’re great opportunities for our students to be featured on a high level,” Richmond said of money games. “They’re great opportunities for our students to get prepared for what the grueling MAC schedule is going to be. But it can’t be all those things and not be a detriment. Three of them (games) become difficult for our student-athletes. “This past year, we were in a lot of those games midway through the third quarter. That means our student-athletes were out there the whole time. It wasn’t, hey, we’re getting blown out by halftime and we can bring in our backups. No, these were all our key players in there for a long time against some very, very pristine talent.” So, how does Kent State get away from that third game? Raise $1.5 million elsewhere. (Easy, right?) “That’s part of what we deal with,” Richmond said. “Our fundraising team and our multimedia rights team are trying to go as hard as we can toward that external revenue generation.”

Looking ahead Kent State has two guarantee games slated for 2023 — Arkansas ($1.6 million) and Central Florida

The University of Akron football team lost 59-7 to Ohio State in 2021. The game was one of two for the Zips against Power Five foes in 2021. | UNIVERSITY OF AKRON ATHLETICS

Kent State played Texas A&M at Kyle Field on September 4, 2021, in College Station, Texas. Texas A&M won 41-10. | KENT STATE ATHLETICS

($900,000) — and still has an opening for another. The Golden Flashes will make nearly $4 million in 2024 for games against Pitt, Tennessee and Penn State and have already signed Ohio State in 2026 for $1.9 million. But storm clouds are gathering. The Big Ten recently added PAC-12 powers USC and UCLA and more expansion seems inevitable. The risk is, as Power Five conferences consolidate, money games will dry up. Programs such as Ohio State like to use mid-major games to prepare for the Big Ten schedule — playing Kent State is less risky than, say, Wisconsin — but fans and networks are starting to sour on these types of unglamorous non-conference games. (Case in point: The Buckeyes drew just 76,540 for a 2021 game against Tulsa, their worst-attended game since 1971, when the Horseshoe’s capacity was much lower.)

Asked if the Big Ten’s expansion is making it harder to schedule money games, Richmond said, “There is much on hold for a number of schools at this point. Anything not recently scheduled past 2027 is to be determined.” Is he worried those games will eventually vanish? “That is of concern, but depending on how things evolve and how the College Football Playoff expands, there could also continue to be a need for those matchups,” he said. Akron has two money games scheduled for 2023, against Kentucky ($750,000) and Indiana ($1.2 million). The Zips then have three such games in 2024, including a home game against Kentucky worth $750,000. The other two are against Rutgers and South Carolina. Those are solid programs, but they’re not Ohio State or Alabama, which can be a positive.

“As one prominent AD said to me, ‘Some programs know how to create wealth and some programs have a brother who’s wealthy,’” Guthrie said. “We know there are inequalities in the Power Five structure. That’s the reason why the MAC has been successful against Power Five teams.” In fact, the MAC has defeated a Power Five team in each of the past 15 seasons, not counting the COVIDwracked 2020 season. “There are millions of high school football players and there are only 65 Power Five schools,” Guthrie said. “They can’t all go to Alabama. There’s always going to be room to win. There’s always going to be opportunity for upsets.” And if not? Well, when it comes to budgets, there’s always room for $1.5 million. Joe Scalzo: joe.scalzo@crain.com, (216) 771-5256, @JoeScalzo01

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LETTER TO THE EDITOR

LANCE ANDERSON/UNSPLASH

Hold China accountable with Section 301 tariffs

EDITORIAL

Market forces M

aybe you’ve gone to the grocery store, traversed the aisles in vain for that last item on your list, then stumbled upon it in a logical location and thought, “Of course that makes sense.” That’s mostly our reaction to the announcement last week from the city of Cleveland that it will transition management and day-to-day operations of the West Side Market to a nonprofit. Of course that makes sense. It has been clear for some time that the market, one of Cleveland’s true icons, hasn’t been operating at peak efficiency and needs new management and fresh thinking to stay strong in a complex, competitive retail world. The city will maintain ownership of the market but, rather than running it out of a department at City Hall, will entrust its management to nonprofit professionals. It represents thoughtful follow-up on a campaign promise made by now-Mayor Justin Bibb to identify ways to revitalize the market after years of deteriorating service and conditions — a pledge Bibb signaled would be met when he hired the well-regarded Jessica Trivisonno as chief strategist for the property before he was even sworn in. Very little worth doing happens overnight, and this process is no exception. The city estimates the transition will take about 10 months to complete and will focus on two tasks: establishing the nonprofit while “carefully considering board and staff responsibilities and leading to tax-exempt status, selection of a diverse, skilled and representative board, and hiring of key staff;” and preparing a master plan “that addresses merchant mix, stall layout, building infrastructure, program development and financial modeling.” The city will continue to operate the market during the transition. Trivisonno will manage that master planning process, working with Market Ventures Inc., an urban planning and economic development firm with particular expertise in public markets. Changing the management to a nonprofit structure is overdue and appropriate, and it represents a refreshing responsiveness to a desire for change from vendors and the community. But it’s also not an automatic answer to the market’s problems. There are badly run nonprofits. If you don’t get the details right, the management will be different, but the market won’t be better at attracting new customers, or offering a higher level of service.

We’re encouraged, though, by the process the city has laid out for the transition. The big feature: listening, which sounds simple but frequently isn’t done very well in government. This case looks to be the exception. It got started early, in January, when Bibb, Trivisonno and other members of the administration met with vendors. The city says the master planning and nonprofit formation “will be informed by customer surveys, focus groups and an advisory committee composed of vendors, government officials, community stakeholders and local experts.” Leaders from Market Ventures will meet next month with the United West Side Market Tenants Association to outline the process, and they’ll talk with vendors one-on-one to review space and business needs. That’s exactly the right approach. The plan represents a hand-off, of sorts, from the Jackson administration, which in 2019 launched a West Side Market Revitalization Plan that was completed in February of this year and recommended creation of a master plan to ensure the market’s long-term sustainability. The next hand-off, to the nonprofit sometime next year, should be a key moment for a structure that has been important to Cleveland for more than a century.

Gross L

ast week’s report that gross domestic product in the second quarter fell at a 0.9% annualized rate, after a 1.6% decline in the first three months of the year, was distressing in every way. We’re old-fashioned enough to stick with the traditional definition of a recession — two consecutive quarters of negative growth — and say that, yes, we’re in a recession, assuming the Commerce Department’s preliminary estimate holds up when final numbers are released. Doesn’t really matter what we call it at this point, and we’re not interested in the political posturing around the issue. (Plenty of people are; we’ll leave that to them.) It’s clear conditions are trending down, and businesses and government need to brace for impact, if they haven’t done so already.

Executive Editor: Elizabeth McIntyre (emcintyre@crain.com) Managing Editor: Scott Suttell (ssuttell@crain.com) Contact Crain’s: 216-522-1383 Read Crain’s online: crainscleveland.com

Why are the Section 301 of the Trade Act of 1974 tariffs all policymakers and stakeholders talk about in Washington, D.C.? The White House is on the verge of determining the fate of our domestic forging industry and altering our position as a global superpower. Forging producers all over the United States are facing numerous challenges threatening to put them out of business. Without the continuation of the tariffs, there is an extremely disproportionate playing field. For years, unfair trade practices by China and others have threatened the viability of the American forging industry. Since 1979, the United States has seen 226 forging plant closures, equaling a loss of over 25,000 jobs. The COVID-19 pandemic illustrated the fragility of supply chains and the necessity for a strong manufacturing sector in the United States. Because forged parts are strong and reliable, they are vital in safety-critical applications. Rarely seen by consumers, automobiles and trucks may contain more than 250 forgings, and planes more than 1,000 forgings. Every industry from aerospace, automotive, energy generation, agriculture and more requires forged components. If it moves on land, in the air or on the sea, it contains and relies on forgings. The recent Department of Defense Report on Strengthening Defense-Critical Supply Chains required by Executive Order highlights the criticality of forgings to national security. According to the report, foreign suppliers (such as China) FORGING OPERATORS can provide a completed part for the same cost a U.S. forge IN AMERICA ARE would pay for just the raw ma- BEING PUSHED OUT terials. China alone accounts for 50% of global forging man- OF BUSINESS ufacturing, and in the last five BECAUSE OF years has taken another 9% of AGGRESSIVE the global market share. The Executive Order on DUMPING AND RAW America’s Supply Chain calls for support for a robust nation- MATERIAL al forging industry; without it, SUBSIDIZATION OF our national security is at severe risk. The magnitude of the FORGED PRODUCTS threats to our shared national BY OVERSEAS security and prosperity should not be underestimated. Policy- ACTORS. makers in Washington, D.C., must recognize the erosion of our domestic manufacturing capacity as a long-term security threat. Without a strong domestic manufacturing base, the U.S. is unable to respond to current and future security threats effectively. Forging operators in America are being pushed out of business because of aggressive dumping and raw material subsidization of forged products by overseas actors. It is an action by other countries to sacrifice our national manufacturing capacity and capability for their gain. Today, we’re competing against Chinese forging companies that use unfair trade practices, extremely low wages, subsidized raw material, lax environmental controls and a Chinese Communist Party intent on destroying our forging and other critical industries. We urge you to use your voice to advocate for continued Section 301 tariffs against China. Now is the time to act before it is too late and we fall prey to even more predatory practices from China. The manufacturing sector is the backbone of the economy and without national production, we are in grave danger of foreign actors monopolizing global forging. We need your support to tell our policymakers to save the United States forging industry before we cease to exist. James R. Warren President and CEO Forging Industry Association

Write us: Crain’s welcomes responses from readers. Letters should be as brief as possible and may be edited. Send letters to Crain’s Cleveland Business, 700 West St. Clair Ave., Suite 310, Cleveland, OH 44113, or by emailing ClevEdit@crain.com. Please include your complete name and city from which you are writing, and a telephone number for fact-checking purposes.

Sound off: Send a Personal View for the opinion page to emcintyre@crain.com. Please include a telephone number for verification purposes.

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OPINION

LEE & ASSOCIATES

LETTER TO THE EDITOR

C O M M E R C I A L R E A L ESTATE S E R V I C E S

LEE CLEVELAND

2022 Run For A semi truck carries a shipping container at the Port of Long Beach in Long Beach, California, on July 13. | BLOOMBERG

Stop blaming the supply chain for your woes Since the pandemic began, I’ve seen and heard (through Crain’s Cleveland Business, etc.) that companies large and small are deciding to close, scale back or hold on expansion — and the top reason they cite are supply chain woes. Now don’t get me wrong, the supply chain has been stretched and stressed, but please, don’t blame that. There is always a way — and has always been a way — to get whatever you want and need, even through a global pandemic. Now, is it worth the cost, of rerouting or finding alternatives? That’s a different problem, but it’s not caused by the supply chain. What is supply chain? It’s an entire process of steps from factory identification, selection, production, inspection/quality control, factoPROBLEMS ARE ry-to-port logistics, sea ALWAYS freight, domestic port INTERTWINED WITH and customs clearance, then domestic transOPPORTUNITIES IF port. Do you think the YOU CHOOSE TO LOOK Port of Long Beach in AND ACT, NOT QUIT. California was efficient and smooth sailing before the pandemic? Do you think China is the only place you can get bottles, foil, aluminum cans, or other goods? Do you realize there are thriving factories in Latin America, the Philippines, Vietnam — and yes, Taiwan and China — if only you know how to find them, vet them and get what you need? Hint: It’s not Alibaba or websites like them. We operate in a global economy, and that’s not going to change. It’s so common in this country to want to blame someone or something for our woes. It’s because of him or her or an event (war in Ukraine, the COVID pandemic, a longshoreman strike, etc.). No. The reality is you quit. You decided it wasn’t worth it, you didn’t want to push forward, find another way, look for alter-

natives. To be clear, that’s your choice, but it wasn’t the supply chain. Problems are always intertwined with opportunities if you choose to look and act, not quit. This country was built on the backs of manufacturing (my family were steelworkers from Gary, Indiana). And let’s face it, those days are over. Reshoring and bringing manufacturing back to the U.S. sounds great — and I’m all for it — but just ask Intel how their $20 billion proposed investment outside of Columbus is working out for them. Ohio should be rolling out the red carpet and Intel should be picking out office furniture at this point. But the deal has been delayed until recently because of squabbles in Congress over funding. If this is how our government is working on reshoring, I’m not real optimistic for small-to-medium companies anytime soon. But there is another critical challenge many businesses are facing which places domestic manufacturing at an important disadvantage to their global peers: a severe shortage of workers. Twenty dollars per hour to work at Taco Bell — and they can’t hire anyone, so they close at 7 p.m.? Here’s a question for the reader: How impressed have you been with any customer service interaction lately? Anywhere? At a store, online, airline reservations, etc.? Right now, only the biggest of the big U.S. companies can afford to overpay (and they are) for workers — some good, many mediocre. And that is leaving many small, medium and medium-large companies desperate for employees. My humble request — DON’T QUIT — compete! Find a partner who can help you locate, vet, inspect global suppliers to position your company for the next generation and beyond. Oh, and don’t believe everything you see or hear on broadcast news. This is an excellent time to capture market share. E. David Marinac President and CEO ABC Packaging Direct The Oversea Network

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AUGUST 1, 2022 | CRAIN’S CLEVELAND BUSINESS | 9

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FOLLOW THE PHARMACY DOLLARS For employers to attempt to manage their escalating pharmacy costs, it is critical to understand supply chain dynamics of the pharmaceutical industry.

MIDDLE MARKET

PAGE 12

White Dove CEO Bruce Goodman, left, inspects a mattress that will be donated to the Cleveland Furniture Bank. The Newburgh Heights manufacturer is donating 100 twin mattresses to the Cleveland Furniture Bank’s Beds for Kids initiative to commemorate its 100th anniversary. | CONTRIBUTED

SURVIVING THRIVING AND

White Dove Mattress springs past century mark `BY JUDY STRINGER As a century-old, fourth-generation company, White Dove Mattress

is a rarity. Very few companies overall — some estimates suggest less than 1% — make it to their 100th birthday, and only 3% of family-owned businesses are operating at the fourth-generation level. What makes the Newburgh Heights manufacturer’s story more compelling, however, is that it is not only surviving but thriving in a highly concentrated and increasingly competitive market. White Dove CEO Bruce Goodman said a handful of familiar brands, including Serta, Sealy, Simmons and Tempur-Pedic, dominate just over 80% of the U.S. mattress industry, which market watchers peg at around $17.3 billion.

That leaves less than 20% for the “couple of hundred” smaller players, he added, including fast-growing bed-in-box online retailers. “Still, we’ve grown pretty significantly in the last three or four years,” Goodman said. “Probably a good 50%-60% (revenue growth), and we’ve done it with rising raw material and labor costs.” Goodman’s great-grandfather, H. Goodman, and grandfather founded the mattress maker in 1922. Both men were working at a regional Sealy plant when they left to form their own business. Located early on at East 131st Street in Cleveland, White Dove came into prominence in the 1940s and ’50s by putting a layer of body-forming foam cushion on one side of its innerspring mattresses. “We were one of the first, if not quite possibly the first, manufacturers in the country that made a one-sided mattress at a time when everybody was making two-sided,” Goodman said. The company moved into its current 200,000-squaree-foot Harvard Avenue factory — formerly a warehouse for the Higbee department store — in the 1980s,

“AS OPPOSED TO TRYING TO BE EVERYTHING TO EVERYBODY AND ALL DIFFERENT TYPES OF MATTRESS PRODUCTS AND ALL DIFFERENT TYPES OF PRICE POINTS, WE’VE SORT OF FOCUSED IN ON THAT UPPER- TO MIDDLE-PRICE-RANGE, PREMIUM-QUALITY PRODUCT.” — Bruce Goodman, White Dove CEO

and Goodman took over the business from his father, Henry, in 1996. He immediately ushered in “a growth spurt,” the CEO said, by purchasing “a couple” of regional operators and consolidating production at the Newburgh site. The more recent business boom can be attributed in part to a 2017 rebrand that refocused the company on quality, according to Goodman. See WHITE DOVE on Page 13

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FOCUS | MIDDLE MARKET

Mid-market companies weigh benefits of hiring talent where it lives BY DOUGLAS J. GUTH

Talent is in the driver’s seat as companies of all sizes seek to expand their teams. According to a study released in January by management solutions firm Robert Half, more than half of U.S. employers planned to raise starting salaries and offer remote work options in order to entice skilled candidates. This trend holds true for the middle market as well, especially as staff turnover continues to haunt employers across industry sectors, noted Robert Half regional director Jill Turski, whose service area includes Toledo, Cleveland, Beachwood and North Olmsted. A June report from the Goldberg firm revealed that four in 10 workers are considering a job change in the second half of 2022. While money is a top motivator for talent, about half of professionals are eyeing hybrid or fully remote positions. Additionally, those most likely to pursue new opportunities (53%) ranged in age from 25 Turski to 40. Although most mid-market employers prefer to have staff on-site, the reality of pandemic-accelerated work-life balance means businesses must hire talent where it lives, whether instate or across borders. In an overall market with 11.3 million available positions Ozanne — per recent figures from the U.S. Labor Department’s Job Openings and Labor Turnover Survey, or JOLTS — the middle market should be amenable to broadening its hiring horizons, said Turski. “It’s a candidate’s market, so companies are more willing now than a couple of years ago to hire outside their geographies,” Turski said. “There’s more options for employees to choose from.”

“It’s about creating a positive candidate experience from initial contact to the job offer,” said Turski. “Move fast and extend an offer as quickly as possible to let a candidate know you’re interested in having them on your team.”

A competitive leg up

Combining competitive salaries with adaptable work options gives mid-sized employers an advantage when vying for skilled workers. A typical mid-market manufacturer, for instance, should actively recruit for remote positions including sales and administration that do not require a person on the shop floor. “There’s more flexibility now from employers,” said Michael Goldberg, a venture capitalist and entrepreneur serving as an associate professor at Case Western Reserve University’s Weatherhead School of Management. “To bring in and retain employees, they have to meet the market where it is, and the market has adapted quickly.” Goldberg’s colleagues in Cleveland’s middle-market space are aggressively recruiting from high-cost coastal cities, he said. Even as remote work remains an option for this population, local firms are hoping to entice professionals with Northeast Ohio’s comparatively low cost of living. Ozanne Construction Co. was deemed essential during the pandemic’s opening months, even as president and CEO Dominic Ozanne had several of his 35-person staff working virtually due to immunocompromised loved ones or other personal circumstances. “We had jobs where we stationed nurses to take people’s temperatures at the gate,” said Ozanne, whose shop “IT’S A CANDIDATE’S MARKET, SO deCOMPANIES ARE MORE WILLING NOW provides sign-build expertise THAN A COUPLE OF YEARS AGO TO HIRE and management around housing, OUTSIDE THEIR GEOGRAPHIES. mixed-use development and an assortTHERE’S MORE OPTIONS FOR ment of federal conEMPLOYEES TO CHOOSE FROM.” tracts. “Some people worked from home — Jill Turski, Robert Half regional director due to family situaRemote hiring — whether locally tions, but everyone pretty much or out-of-state — gives companies came back.” Ozanne typically reaches out to his immediate access to a wider talent pool. Hiring people in cities with a local labor and carpenter’s union lower cost of living also represents a when seeking field labor. Summer inpotential compensation savings for ternship programs, meanwhile, are businesses casting a wider net, Tur- populated by a pipeline of Case Western, Cleveland State University ski said. Research by Robert Half shows and University of Akron students. Sethat some executives are eager to nior management has been more difmeet prospective employees where ficult to find in the pandemic era, they live. According to data from the leading the firm to turn to various firm’s January report, nearly half of headhunters and referral agencies. “It’s harder when it seems like the interviewed companies are offering remote options for candidates be- whole planet is taking a vacation,” Ozanne said. “We haven’t figured out yond their office’s borders. With today’s professionals having (the management hiring) situation more negotiating power and a wealth yet during COVID.” For new projects, the company will of career options, it’s critical for employers to set clear expectations from generally bring on new upper-level the very start of the applicant rela- managers and engineers. Connections with unions and local colleges tionship.

may supply some of that labor, although Ozanne does not like hiring out-of-state due to relocation costs and other adjustments. “If you’ve got a person coming from out-of-state, you may have to find their family members a job, too,” said Ozanne. “It becomes complicated.”

No one-size-fits-all approach Senior managers interviewed by Robert Half at the start of 2022 recognized the benefits of fully remote work. About 54% said they have received applications from more skilled candidates, while another 45% pointed to greater compensation flexibility as a reason to hire remote professionals. However, adopting a remote-first hiring approach can make it difficult to assess candidate skills, particularly when the interview is conducted virtually as well. Turski of Robert Half said companies must also ensure that hires have the right technology

in place; sending a new staffer a laptop is part of most compensation packages. Developing a strong corporate culture is another hurdle for businesses combining remote work and hybrid options. Keeping workers connected requires an extra effort that a fully

strategize together. But some companies are just not willing to hire remote. They’ve never done it before so they don’t plan to do it now, or they don’t have the network to hire remotely.” Recruiting takes time. Nor is there any perfect approach for all mid-market firms. Amid ongoing talent and “THERE’S MORE FLEXIBILITY NOW skills shortages, emFROM EMPLOYERS. TO BRING IN AND ployers are wise to examine their reRETAIN EMPLOYEES, THEY HAVE TO cruitment strategies to facilitate the MEET THE MARKET WHERE IT IS, AND smoothest journey THE MARKET HAS ADAPTED QUICKLY.” along the new hiring — Michael Goldberg, a venture capitalist landscape. and entrepreneur serving as an associate “Each company professor at Case Western Reserve University’s needs to look at their Weatherhead School of Management own situation, and make adjustments as in-office environment may not oth- need be,” said Turski. “It’s an evolverwise necessitate. ing topic with many employers learn“You have to be very deliberate in ing to make changes for the better terms of touch points, like having vir- along the way.” tual happy hours or meetings where everyone is on-camera,” said Turski. Contact Douglas J. Guth: “Make sure your teams have time to clbfreelancer@crain.com

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FOCUS | MIDDLE MARKET ADVISER

BY KATE HUBBEN

For employers to attempt to manage their escalating pharmacy costs, it is critical to understand supply chain dynamics of the pharmaceutical industry and its dramatic shift in recent years. A shift that includes an infusion of new stakeholders, an increase in statutory and negotiated rebates and fees, and the significant expansion of the U.S. government’s 340B pharmacy pricing program. Pharmaceutical spending is now a labyrinth of patents, discounts, rebates, contracts, providers and nascent pharmacy benefit managers — both large and small. Access to information is still limited, and the lack of vendor transparency can frustrate employers. But it has become easier to identify who the winners and losers are in this new market dynamic. Brand pharmaceutical companies are on the losing side for the first time in history. 2020 marked the first year ever that non-manufacturer stakeholders such as pharmacy benefit managers (PBMs), health plans, hospitals, the U.S. government and pharmacies received the majority of total spending on brand medicines. According to the Berkeley Research Group, brand manufacturers only retained 37% of total spending in 2020. It is important to note, however, that pharmaceutical spending has doubled since 2013, to $516 billion, and does not show any signs of slowing, with specialty drugs comprising

of over half of that spend. NFP’s 2022 Benefit Trend Report says that even if utilization slows, inflation and other price-related factors will ensure that the Hubben is vice overall spend on president, specialty drugs corporate will continue to benefits, at NFP. rise. Pharmacy benefit managers like CVS, Express Scripts and Optum are winners. PBMs operate in the middle of the distribution chain and act as the third-party administrators that manage the drug benefit on behalf of the insurer; develop and maintain the lists of covered medications; and use their purchasing power to negotiate rebates and discounts from drug manufacturers. Drug manufacturers claim that the growing rebates they pay the PBMs are forcing them to increase list prices for their products. The Commonwealth Fund, a private foundation dedicated to achieving better health care access to low-income populations, claims the lack of transparency around the PBMs perpetuates the burden on the consumer. Health care watchdogs are increasingly focused on a practice known as “spread pricing,” which happens when PBMs are reimbursed by health plans at a higher price for generic drugs than what they actually pay for

GETTY IMAGES/ISTOCK

Employers need to follow the pharmacy dollars

guidance that all 340B providers could contract with an unlimited number of third-party pharmacies, creating lots of new, profitable opportunities. Between 2010 and 2020, participation grew a staggering 4,228%, and it is now the largest federal SINCE DRUG MANUFACTURERS ARE prescription drug program behind Medicare SCRAMBLING TO REGAIN THEIR Part D. Unfortunately, conMARKET SHARE OF SPENDING, sumers are the losers in PRICES WILL CONTINUE TO RISE. this supply chain conundrum. Since drug manuceutical drugs to qualifying hospitals facturers are scrambling to regain and clinics that provided services to their market share of spending, pricuninsured or low-income popula- es will continue to rise. For employers, your most effective tions. However, in 2010, the Health Resources Services Administration, approach is competition and advoan agency of the Department of cacy. Engage a broker consultant Health and Human Services, issued who is willing and able to create them from drug manufacturers. Pharmacies and hospitals are also winners. In 1992, the U.S. government created the 340B Drug Discount Pricing program, which required drug manufacturers to provide deeply discounted pharma-

meaningful competition by understanding how dispensing fees, discounts off the average wholesale price and rebates move the needle. It will be impossible to seek out a “better” arrangement if your broker consultant does not know how to critically review a pharmacy contract. Moreover, your voice as an advocate on this topic is important. Some states are considering legislation that would eliminate certain drug exclusions, pharmacy network steering and mandatory mail order that could restrict plan design flexibility that employer health plans desperately need to control costs. In the short term, challenge your team to educate themselves about the supply chain stakeholders, and when your renewal comes, you will be ready.

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FOCUS | MIDDLE MARKET

WHITE DOVE

From Page 10

“As opposed to trying to be everything to everybody and all different types of mattress products and all different types of price points, we’ve sort of focused in on that upper- to middle-price-range, premium-quality product,” he explained. Goodman said White Dove uses top-of-the line materials in its collections, which include the Duality, Cambridge and Atlas mattress brands, even springing for expensive high-density foams that “just don’t fit the economics” of lower-cost, national labels. Those premium foams nearly eliminate the most pervasive issue in mattress durability — body impressions created by users sleeping in the same spot night after night. “We have a 15-year warranty, and it kicks in with a 0.5-inch body impression,” he said. “The industry standard is 10 years, and no warranty by the major brands kicks in until a 1.5-inch impression. So, we warranty it for 50% longer with onethird of the body-impression size required to trigger the warranty, because we are that confident with the product.” The company is also one of the few manufacturers still hand tufting, which it does with 70%-75% of its products, Goodman said, as it helps preserve mattress stability over time.

Cyber exposure White Dove distributes its brands primarily through furniture and mattress-only stores located within a 300-mile radius of Cleveland. But mattresses produced at the Newburgh Heights plant are sold all over the country,

Goodman said, via partnerships with “a few” online retailers. “We have one of these big, fancy machines that smashes the mattresses and rolls them up to fit into a rectangular box,” he said. “Then we have an extra truck in the dock every day that we load up with these shipments.” While he declined to identify which or how many different online sites contract with White Dove, Goodman stressed that the segment is a critical factor in its growth. “Around 35% of the mattress business in the U.S. is estimated to be online,” he said. “It’s the fastest-growing segment of the U.S. mattress industry right now, so, yes, having some exposure to that is important.” The private company currently employs about 80 people. Along with pay-rate increases, White Dove moved to a 10-hour, four-day workweek this summer in its bid to attract and retain talent. “Most of our people love that they get a three-day weekend every week,” Goodman said, “and we believe we’ve gotten some new hires because of it.” Goodman added that recent raw material stability, robust online mattress sales and an acceleration in White Dove’s own brands support continued growth. In a strange twist of fate, one of the company’s burgeoning lines, Duality, is a two-sided mattress that the company introduced at the behest of older consumers “who think a two-sided mattress is what a mattress should be,” he said. “It’s a pretty cool to be growing at 100,” Goodman said. “I am very glad to be here, but I don’t plan to be here at 200.”

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White Dove CEO Bruce Goodman said a handful of familiar brands, including Serta, Sealy, Simmons and Tempur-Pedic, dominate just over 80% of the U.S. mattress industry, which market watchers peg at around $17.3 billion. | BLOOMBERG

For more information about our upcoming cohort, contact us at signatureprograms@case.edu. AUGUST 1, 2022 | CRAIN’S CLEVELAND BUSINESS | 13

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The past year has been a nearly unprecedented one in the U.S. job market. In the wake of the Great Resignation in 2021, employers around the country have scrambled to hire and retain quality talent. Add to this the compounding factor of COVID-19 changing the landscape of work-life balance, and you have the perfect storm of staffing challenges. Ohio companies, however, have answered this difficulty by digging deep and reinvesting in their most valuable resource: their people. The Best Employers in Ohio list has always sought to celebrate the unique companies that make Ohio a great state to live and work in, but this year’s list also celebrates the spirit of perseverance that has guided the top Ohio employers through a tumultuous period of workplace chaos and high turnover. While perks and well-rounded benefits plans can make a noticeable difference in how valued employees can feel by their company, one factor that has taken on a new importance over the last two years is the option to work remotely and set flexible schedules. This pandemic-era trend doesn’t seem to be going away. According to a 2020

Pew Research Survey, 54% of U.S. employees said they’d prefer to continue working remotely after the pandemic. Additionally, six in 10 managers surveyed by Gallup were willing to allow remote work more frequently than before lockdowns began. This changing tide is reflected on this year’s Best Employers in Ohio list; while not all companies listed allow remote work arrangements, many are considering the practice as much as their business models allow. Flexible schedules are catching on in many sectors and industries as well. Top-notch employers know that when they give staff the freedom to balance work and outside life obligations, job satisfaction is sure to follow. Additionally, companies listed as Best Employers are taking their talent retention policies seriously. Practices such as transparency between staff and managers, awards for noteworthy achievements, continuing education assistance and training opportunities, bonuses and wage reviews are commonplace among these firms. And the results speak for themselves; high quality employees respond to high-quality treatment from their leaders.

This is the fourth year Crain’s Content Studio-Cleveland has published the Best Employers in Ohio list in partnership with Best Companies Group. Best Companies Group has been conducting this survey since 2006. Employers paid Best Companies Group for their submission, which included a descriptive list of their benefits and policies, as well as information collected from employee questionnaires. Not all submissions are included in the rankings. The top executive and location listed in the following profiles reflect key points listed for Ohio; all voluntary turnover data is for the most recently completed fiscal year. The following profiles include a snapshot of the information provided by companies.

Join us August 10 for a free virtual event. Purchase an Employee Appreciation Kit for your viewing party to show your employees and partners how much you value them. CrainsCleveland.com/best2022

This advertising-supported section/feature is produced by Crain’s Content Studio-Cleveland, the marketing storytelling arm of Crain’s Cleveland Business. The Crain’s Cleveland Business newsroom is not involved in creating Crain’s Content Studio content.

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Employers Health is a proud recipient of the Crain’s Best Employers in Ohio Award Our professionals support large employers and their benefits teams in the contracting and delivery of pharmacy benefits. What started as a collaboration of local employers has grown to hundreds of employers across the country delivering benefits to more than one million individuals.

300+ INDIVIDUAL PLAN SPONSORS HEADQUARTERED

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EMPLOYERSHEALTHCO.COM 4771 Fulton Drive NW, Canton, OH 44718 330-305-6565

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SMALL / MEDIUM EMPLOYER CATEGORY 15 - 249 U.S. EMPLOYEES Apex Dermatology and Skin Surgery Center

Mayfield Heights www.apexskin.com @ApexSkin Jorge Garcia-Zuazaga, founder and CEO Healthcare – Provider Number of employees in the U.S.: 154 Voluntary turnover: 33%

» Apex Dermatology and Skin Surgery Center offers employees uniform scrub reimbursements. » The company provides employees discounts to concerts, movies and sporting events, as well as discounts for car and home purchases. REMOTE WORK: » 7% of employees are presently telecommuting. » Flexible hours and compressed work weeks are unavailable. TALENT RETENTION: » The company appreciates each employee’s talents and cultivates creativity, optimism and teamwork. » Employees receive tenure/service awards after one year, three years, five years and 10 years of employment — and then every five years after that.

Apple Growth Partners Akron www.applegrowth.com @Apple_Growth

Charles Mullen, chairman Accounting Number of employees in the U.S.: 114 Voluntary turnover: 13%

» Apple Growth Partners offers teambuilding opportunities like a competitive volleyball team, golf outings, marathons, happy hours and volunteering. » It also has relaxation rooms with massage chairs.

» Berkshire Hathaway HomeServices Professional Realty allows employees to leave work early as a complete surprise. » The company has a wellness program, along with daily affirmations. REMOTE WORK:

» Currently, 20% of employees are

telecommuting. » Employees can’t work flexible hours or have compressed work weeks.

REMOTE WORK: » 34% of employees are currently telecommuting. » The AGP Anywhere program empowers employees to choose where they work best, including remotely.

TALENT RETENTION: » The company offers an employee bonus program, as well as a fun, open culture. » In addition, employees receive gifts randomly or for high performance.

TALENT RETENTION: » Several awards are provided to employees, such as the Leadership, Service and Shared Value awards. » Leaders are transparent with employees, concerning large firm initiatives and finances.

BMI Federal Credit Union

Berkshire Hathaway HomeServices Professional Realty Mason www.bhhspro.com @pru_one David Mussari, managing partner Real Estate

Number of employees in the U.S.: 56 Voluntary turnover: 2%

» CM paid with » It a year

Dublin www.bmifcu.org @BMIFCU William P. Allender, president and CEO Banking Number of employees in the U.S.: 104 Voluntary turnover: 11%

» BMI Federal Credit Union offers a

year-round wellness program, which includes several free services and activities. » Employees can wear jeans to work every day. REMOTE WORK: » Employees aren’t currently telecommuting.

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Apple Growth Partners

»Employees don’t have the option of working compressed work weeks. TALENT RETENTION:

» The company provides tuition

reimbursement and an internal university degree program, which pays completion bonuses. » During the pandemic, no layoffs or benefit reductions occurred, as the company continued to increase employees’ wages.

Celina Insurance Group

Celina www2.celinainsurance.com @celinainsurance William Montgomery, chairman, president and CEO Insurance (Non-healthcare) Number of employees in the U.S.: 185 Voluntary turnover: 7%

» Celina Insurance Group has an employee-led scholarship program, as $2,000 scholarships — with $1,000 renewals — are awarded. » It also offers various wellness programs, along with an onsite fitness facility.

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REMOTE WORK: » Hybrid work is now available to positions that were not previously remote. » Employees have the option to work two days a week from their home. TALENT RETENTION: » Employees receive Years of Service Awards for loyalty. » The company’s CEO recognizes employees who have received designations.

Center for Health Affairs & CHAMPS Healthcare

Cleveland www.neohospitals.org @NEOHospitals Brian Lane, CEO and president Healthcare – Insurance/Services Number of employees in the U.S.: 52 Voluntary turnover: 14%

» Center for Health Affairs & CHAMPS

P014_P024_CCL_20220801.indd 16

Healthcare offers an employee discount program for vendors like Hertz, Sprint and Verizon. » Monthly company-sponsored fun events are held. REMOTE WORK: » All employees presently telecommute. » The company offers fully remote working opportunities for employees who have active duty military family members too. TALENT RETENTION: » Employees receive recognition from their fellow colleagues, via a rewards program. » The company also provides an employee referral program.

Checkpoint Surgical, Inc.

Cleveland www.checkpoint.com @NerveProtection Len Cosentino, president and CEO Life Science/Biotechnology Number of employees in the U.S.: 68 Voluntary turnover: 10%

» Checkpoint Surgical has an annual gathering and party for the whole company to review the past and upcoming years, while also participating in activities. » Company outings include baseball games, dinner cruises and Top Golf. REMOTE WORK:

» 50% of employees are currently

telecommuting. » Employees also have flexible work schedules. TALENT RETENTION: » Various awards are presented to employees, including Sales Achievement Awards and Sales Team MVP awards. » Employees have access across all levels of leadership so that their ideas or concerns are heard, respected and valued.

CME Federal Credit Union Columbus www.cmefcu.org

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@CMEFCU Brian Warner, CEO Banking Number of employees in the U.S.: 85 Voluntary turnover: 24%

» CME Federal Credit Union provides paid maternity/paternity leave, along with pet bereavement leave. » It also offers four weeks of PTO each year, along with 11 paid holidays. REMOTE WORK: » 55% of employees are presently telecommuting. » Employees aren’t able to have compressed work weeks.

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TALENT RETENTION: » Upper management recognizes employees with gift cards and posts the recognition in the company’s monthly newsletter. » The company provides service and sales training, along with individual development and advancement plans.

Employers Health Purchasing Corporation

Canton www.employershealthco.com @employershealth Christopher V. Goff, CEO and general counsel

Healthcare – Insurance/Services Number of employees in the U.S.: 47 Voluntary turnover: 4%

» Employers Health Purchasing Corporation offers employees (and their dependents) fully paid medical, dental and vision insurance. » The company’s offices close early on the first Friday of every month to allow employees to participate in fun, company-sponsored activities. REMOTE WORK: » All offices have been re-opened and employees are required to report to them every day. » Only 9% of employees telecommute. TALENT RETENTION: » Bi-weekly all-staff calls enable employees to give “shout outs” to their colleagues for their achievements. » The company’s annual report recognizes employees who have become involved in boards, volunteered as a group or accomplished educational milestones.

ETNA Products, Inc. Chagrin Falls www.etna.com @ETNAPROINC Catharine T. Golden, CEO

HD Davis CPAs

Manufacturing Number of employees in the U.S.: 23 Voluntary turnover: 9%

» ETNA Products provides four-day workweeks to some associates, along with additional holidays and early dismissals. » It hosts routine companywide lunch meetings to communicate the state of the organization. REMOTE WORK: » The company offers employees flexible work schedules. » 13% of employees currently telecommute.

TALENT RETENTION:

» Employees are provided bonuses and

annual wage reviews. » By promoting a family culture, the company ensures its employees feel valued and appreciated for their work.

HD Davis CPAs

Youngstown www.hddaviscpas.pro @HDDavisCPAs Timothy Petrey, managing partner Accounting Number of employees in the U.S.: 42 Voluntary turnover: 2%

» HD Davis CPAs provides employees

annual $500 “Healthy Lifestyle” reimbursements for gym memberships and fitness trackers. » During tax season, employees also receive three meals per week from a healthy meal prep company. REMOTE WORK: » Every employee can work anytime, anywhere. » To do so, employees will receive any tool and resource they need. TALENT RETENTION:

» Managers (and those above them) can

receive free business coaching; topics include leadership and communication.

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Thank you TO OUR EMPLOYEES for making American Structurepoint one of the best places to work in Ohio!

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all

ARCHITECTURE + INTERIORS  CIVIL ENGINEERING  CONSTRUCTION SOLUTIONS  ENVIRONMENTAL SERVICES INVESTIGATIVE  IT SOLUTIONS  LAND SURVEYING  PLANNING + ECONOMIC DEVELOPMENT STRUCTURAL ENGINEERING  TRANSPORTATION  UTILITY INFRASTRUCTURE

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Explore opportunities to join our outstanding team at www.structurepoint.com/careers

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» Job security was provided to all employees during the pandemic. In fact, raises were even offered.

WE PROTECT THE MOST INNOVATIVE MINDS IN BUSINESS.

InfoTrust

Cincinnati www.infotrustllc.com @InfoTrustLLC Alex Yastrebenetsky, managing partner Consulting Number of employees in the U.S.: 107 Voluntary turnover: 32%

» InfoTrust offers employees (and their dependents) fully paid medical, dental and vision insurance. » Employees can receive referral bonuses of up to $20,000.

Assembling a talented, experienced team is how we do it. Pearne & Gordon is proud to be recognized among the Best Employers in Ohio for the third consecutive year. Congratulations to our team: the honor is theirs. It’s our remarkable people who are most deserving of this recognition. We applaud our accomplished team and all the companies that share this very special honor.

pearne.com

REMOTE WORK: » 85% of employees are currently telecommuting. » Employees can also work flexible hours or a compressed work week. TALENT RETENTION:

» Employees can receive up to 12

weeks of PTO after the birth or adoption of a child. » They also have unlimited PTO.

Makovich & Pusti Architects 2022

CrainsCleveland.com/notabletech Nominations close Monday, August 22

Berea www.mparc.com Donald Rerko, president Architecture Number of employees in the U.S.: 16 Voluntary turnover: 0%

» Makovich & Pusti Architects offers employees flex time. » In addition, it’s renowned for its family atmosphere.

Award-Winning Career Opportunities

REMOTE WORK: » Currently, no employees are telecommuting. » The company does offer employees the option to work a compressed work week, however. TALENT RETENTION: » To build employees’ relationships, the company hosts a variety of office events. » It also offers employees profitsharing plans for their retirements.

MarshBerry

Woodmere www.marshberry.com @MarshBerryInc John Wepler, CEO Consulting Number of employees in the U.S.: 127 Voluntary turnover: 11%

» MarshBerry has a Culture Committee that’s dedicated to employee engagement and initiatives related to DEI, philanthropy and wellness. » The company is involved with various employee-nominated philanthropic causes through donation drives, fundraisers and pay-to-participate social events. REMOTE WORK:

» All employees are now offered

flexible, hybrid work schedules, which includes working at home. » They also receive equipment for full workstation setups for their home offices. TALENT RETENTION: » The company’s awards recognize employee anniversaries; once employees work for five years or more, the awards are customized for them. » Managers have budgets to recognize employees’ professional and life events, including promotions, professional education achievements and weddings.

MorelandConnect LLC

Hudson www.morelandconnect.com @morelandconnect Jeffrey J. Kavlick, president and CEO Technology Number of employees in the U.S.: 15 Voluntary turnover: 0%

» MorelandConnect offers employees unlimited PTO. » Employees also receive vacation reimbursements (all expenses paid) annually for their high performances. REMOTE WORK: » The company provides employees full work flexibility, as they can telecommute if they prefer. » Flexible hours are offered too.

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For 12 consecutive years, Civista Bank has been named one of the Best Employers in Ohio. Thank you to our employees for this honor. From actively supporting community leadership to securing over $400 million in Paycheck Protection Program funding, the Civista team is making a difference in the communities we serve.

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TALENT RETENTION: » The company’s close working relationships and relaxed environment enable employees to grow professionally. » Employees also receive advancement opportunities.

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Cleveland www.newbridgecleveland.org @newbridgecleve Bethany Friedlander, president and CEO Nonprofit Number of employees in the U.S.: 28 Voluntary turnover: 7%

Equipment Number of employees in the U.S.: 39 Voluntary turnover: 5%

» NPL Home Medical offers a

company-paid wellness program, events and coach. » The company provides bonus days off for community service; employees also receive a day off for their annual work anniversary. REMOTE WORK: » The company offers employees flexible work hours. » 85% of employees are currently telecommuting.

» NewBridge CLE|CAT provides a week-long paid shutdown over the holidays, which isn’t associated with employees’ vacation, sick and personal days. » A support dog often visits the office.

TALENT RETENTION: » The company provides postsecondary scholarships for employees or their families. » Employees receive bonuses even when business has declined.

REMOTE WORK: » Employees can work flexible hours or have compressed work weeks. » No employees are currently telecommuting, though.

ON Partners

» Wellness meetings focus on stress

Hudson www.onpartners.com @ONSearchPartner Tim Conti, managing partner and CEO Staffing Number of employees in the U.S.: 43 Voluntary turnover: 8%

NPL Home Medical

» ON Partners hosts weekly office lunches. » Employees can use an in-office ping pong table and golf simulator.

TALENT RETENTION:

» Employees receive paid training and professional development.

relief and improved health topics, while time off is given — above and beyond regularly scheduled holidays.

Strongsville www.nplhomemedical.com @NPLHomeMedical David Haynes, president and CEO Sales and Service of Durable Medical

P014_P024_CCL_20220801.indd 19

THOUGHT LEADER FORUM: INVESTMENT STRATEGIES Lead the conversation in this paid feature

PARTICIPATION DEADLINE: AUG. 22 | CONTENT DUE: SEPT. 6 | PUBLISH DATE: SEPT. 19 CONTACT MARA.BRODERICK@CRAIN.COM

At The Center,, we don’t just provide jobs.

WE CULTIVATE CAREERS.

And more importantly, give you a place to call home. As an organization, we know we’re only as good as our people, which is why we’re committed to keeping our workforce satisfied and inspired.

REMOTE WORK: » All employees presently telecommute. » The company provides flexible

7/28/2022 1:34:37 PM

schedules, in order to maintain work-life balance — with an emphasis on family presence. TALENT RETENTION: » The company has a collaborative and supportive environment. » It also celebrates employee performance with bonuses, awards, accolades and firm-wide rewards.

Onyx Creative, Inc

Cleveland www.onyxcreative.com Mike Crislip, president Architecture Number of employees in the U.S.: 158 Voluntary turnover: 3%

» Onyx Creative offers employees fully

paid medical, dental and vision insurance. » Employees can participate in bowling and basketball leagues, Whirlyball and girls’/guys’ night outs to local shopping areas. REMOTE WORK:

» The company currently offers

telecommuting options to employees.

» Additionally, employees can work

flexible hours or have compressed work weeks. TALENT RETENTION: » The company is open to self-directed projects, while also expanding professional services, based on employees’ talents and interests. » It maintains a family atmosphere with engaged owners and directors.

PDMI

Poland www.pdmi.com @PdmiMarketing Doug Wittenauer, CEO Healthcare Software/Technology Number of employees in the U.S.: 156 Voluntary turnover: 12%

» PDMI offers various in-person and

virtual employee events, including after-work mixers, escape rooms and trivia hours. » Eligible employees can receive up to four consecutive weeks of paid parental leave. REMOTE WORK:

» The company has a hybrid work

model in which employees can continue to work from home. » As a result, 98% of employees presently telecommute. Textbook Painting

TALENT RETENTION:

» To improve employees’ health, the

company offers monthly yoga and mindfulness classes, which are led remotely by a licensed instructor. » It also provides “Mid-Day Motivation”, companywide emails that encourage employees to stand up and take breaks from their computers.

Pearne & Gordon LLP – Cleveland, OH

» It also offers various team-building Redmond Waltz

Cleveland www.redmondwaltz.com @RedmondWaltz Jennifer Ake-Marriott, CEO Services – Other Number of employees in the U.S.: 16 Voluntary turnover: 6%

Cleveland www.pearne.com Michelle Tochtrop, partner Legal Number of employees in the U.S.: 54 Voluntary turnover: 8%

» Redmond Waltz offers employees

» Pearne & Gordon has a charitable

REMOTE WORK: » 44% of employees are presently telecommuting. » Employees can work flexible hours or have compressed work weeks.

matching gifts program. » Each year, it also hosts an Employee Appreciation Week. REMOTE WORK: » The firm offers a hybrid work from home program. » It also has a flexible, 35-hour work week. TALENT RETENTION:

» The firm provides a formal,

level-appropriate mentoring program to strengthen professional development. » Additionally, it sends staff members to conferences and workshops for professional training.

Professional Placement Services, LLC

Solon www.ppswork.com @PPSwork Maurice Berns, president Staffing Number of employees in the U.S.: 32 Voluntary turnover: 40%

» Professional Placement Services

offers employees fully paid medical and dental insurance. » It also has impromptu and planned incentive contests for cash and prizes, including all-inclusive cruises. REMOTE WORK: » The company doesn’t currently offer employees flexible hours. » As of right now, employees also don’t telecommute. TALENT RETENTION:

» The company provides employees uncapped commissions.

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activities.

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paid holidays, starting on their first day of employment. » Every Friday, employees agree on a lunch item and eat together while watching television.

American Structurepoint Inc

Blue & Co., LLC

Renner Otto

» Renner Otto offers employees weekly yoga sessions. » Attorneys rotate who brings in breakfast every Friday for employees. REMOTE WORK: » Currently, 85% of employees telecommute. » However, employees can’t work flexible hours or a compressed work week. TALENT RETENTION:

» Employees can add an hour to

the work day from Monday to Thursday, in order to leave at noon on Fridays from the end of May until Labor Day. » For employee camaraderie, the firm offers various events, including go-kart outings and happy hours.

Singerman, Mills, Desberg & Kauntz Co., L.P.A. Beachwood

www.smdklaw.com Ronald J. Teplitzky, president Legal Number of employees in the U.S.: 25 Voluntary turnover: 0%

» Singerman, Mills, Desberg & Kauntz Co. offers employees 100% paid group life insurance and 100% paid short- and long-term disability insurance. » The firm subsidizes a portion of employees’ lunches two days a week. REMOTE WORK:

» The firm currently offers remote work, enabling employees to have maximum flexibility. » Employees can also work flexible hours or compressed work weeks. TALENT RETENTION:

» The firm creates a weekly newsletter

that highlights employees’ accomplishments. » It also provides early dismissal the day before all paid holidays.

Textbook Painting

Lakewood www.textbookpainting.com @TextbookPaint Michael Murray, president Construction Number of employees in the U.S.: 31 Voluntary turnover: 18%

» Textbook Painting provides employees

mileage reimbursement. » It also offers monthly bonus checks.

REMOTE WORK: » Employees can work flexible hours or a compressed work week.

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TALENT RETENTION: » Employees earn Years of Service awards. » If employees work over eight hours during a day, they’ll receive time and a half in overtime pay.

Cleveland www.rennerotto.com Luis Carrion, Esq., managing partner Legal Number of employees in the U.S.: 28 Voluntary turnover: 18%

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» However, no employee is presently telecommuting. TALENT RETENTION: » The company offers employees training and advancement opportunities. » Employees attend monthly company parties to receive updates, bonuses and recognition.

William Vaughan Company

Maumee www.wvco.com @wvcocpas Aaron Swiggum, managing partner Accounting Number of employees in the U.S.: 81 Voluntary turnover: 11%

» William Vaughan Company provides employees free, healthy snacks and dinners during tax season. » The firm offers employees flexible career paths, while also balancing their personal passions. REMOTE WORK: » 15% of employees are presently telecommuting. » Employees can also work flexible hours or a compressed work week. TALENT RETENTION: » The firm enables employees to meet with a facilitator to discuss company issues confidentially. » On their 25th work anniversaries, the firm will pay for employees to visit whichever locations they choose for four-day weekends.

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LARGE EMPLOYER CATEGORY 250 OR MORE U.S. EMPLOYEES American Structurepoint Inc.

Columbus www.structurepoint.com @AmericanStrpnt Rick Conner, president (based in Indianapolis, Ind.) Walid Gemayel, SVP (based in Columbus) Engineering Number of employees in the U.S.: 536 Voluntary turnover: 10%

» American Structurepoint Inc. offers employees gym/fitness facility monthly reimbursements. » Employees also receive free health and wellness counseling. REMOTE WORK: » 65% of employees currently telecommute. » Employees can also work flexible hours or have compressed work weeks. TALENT RETENTION: » If employees have been working for more than two years, they’ll receive an extra week of pay or week of time off. » Retirement planning and working parent flexibility enables employees to work reduced schedules, while also maintaining their insurance benefits.

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Cincinnati www.assuredpartners.com @AssuredPartners Corey Freeman, regional president (based in Bowling Green, Ky.) Matt Mauller, agency president (based in Cincinnati) Insurance (Non-healthcare) Number of employees in the U.S.: 712 Voluntary turnover: 19%

» AssuredPartners has a free weight loss/maintenance program, which provides employees access to a personal wellness coach and a 24/7 online support system. » It also has a wellness and rewards program that enables employees to earn points for completing various healthy lifestyle activities. Civista Bank

REMOTE WORK: » Only 3% of employees currently telecommute. » However, employees can work flexible hours or a compressed work week as well. TALENT RETENTION: » The company operates on a 37.5-hour work week and allows employees to have half-days on Fridays during the summer. » It also hosts various wellness events each month, including weekly meditations, food happy hours and fun competitions like hula-hooping.

Blue & Co., LLC

Westerville www.blueandco.com @bluecocpa Brad Shaw, managing director Accounting Number of employees in the U.S.: 405 Voluntary turnover: 15%

» Blue & Co. recognizes employees for their years of service at five-year intervals. » It also allows employees to save up to $130 per month on medical plan premiums for any of the three medical plans that are available to them and their families. REMOTE WORK: » Presently, 60% of employees telecommute. » Furthermore, they can work flexible hours or a compressed work week.

............... ...............

Together, We Are Better.

Thank you to the employees of Redmond Waltz for making us a top workplace! Jennifer Ake-Marriott President & CEO 4126 ST. CLAIR AVENUE • CLEVELAND, OHIO 44103 • REDMONDWALTZ.COM

CONNECT WITH

@CrainsCleveland

CrainsCleveland.com

TALENT RETENTION: » The company’s training and development programs enable employees’ continuous professional growth. » Firm-wide awards include the Ron Blue Award (for significant practice development through marketing) and the David Windley Award (for outstanding client service).

CASTO

Columbus www.castoinfo.com @CASTOinfo Don M. Casto III &

GROWTH IN ACTION

Best Employers in Ohio 2019, 2020, 2021, 2022 Winner AKRON | CANTON | CLEVELAND | CHARLOTTE (AGPN, PLLC) | CHICAGO

applegrowth.com

Apple Growth Partners champions the healthy growth of our people, our clients, and our communities through authenticity, world-class service, and taking care of each other. We offer flexible hours, paid parental leave, and support for work/life balance.

eet y

Join our team and experience the difference: applegrowth.com/careers

the

P014_P024_CCL_20220801.indd 21

Apple Growth Partners AppleGrowthPartners @apple_growth @applegrowthpartners

7/28/2022 1:35:10 PM

Frank S. Benson III, partners Real Estate Number of employees in the U.S.: 288 Voluntary turnover: 15%

@EverstreamNET Brett Lindsey, CEO Telecommunications Number of employees in the U.S.: 382 Voluntary turnover: 15%

» CASTO donates to employees’

» Everstream offers employees Bonusly,

choices of charity during the holiday season. » Associates receive gift cards, company apparel and drinkware, while new hires are greeted with various gifts.

an online portal in which they can recognize each other. » It also has an employee-to-employee peer recognition program; the company’s CEO announces winner’s each month.

REMOTE WORK:

» 25% of employees currently

REMOTE WORK: » Currently, 10% of employees telecommute. » Additionally, employees can work flexible hours or have compressed work weeks.

telecommute. » Employees can also work flexible hours or have compressed work weeks. TALENT RETENTION: » The family owned and operated company treats associates like family, while ensuring they have the work-life balance they need. » Associates have numerous opportunities to earn discretionary bonuses and gift cards.

TALENT RETENTION: » The company promotes 15% to 20% of its workforce internally each year. » It also has formal development programs and executive coaching with an external consultant.

Edward Jones

Farmers National Bank of Canfield

Civista Bank

Sandusky www.civista.bank @CIVISTABANK Dennis G. Shaffer, CEO and president Banking Number of employees in the U.S.: 457 Voluntary turnover: 26%

Canfield www.farmersbankgroup.com @farmersbnkgroup Kevin J. Helmick, president and CEO Banking Number of employees in the U.S.: 548 Voluntary turnover: 15%

» Civista Bank organizes multiple volunteer activities for employees to volunteer during work time and still receive their usual pay. » If employees deposit a minimum of $20 to a 911 Savings Account each time they’re paid, the company will match with a maximum annual deposit of $520 per year.

» Farmers National Bank of Canfield

has an employee wellness program that promotes a healthy work environment. » It also allows employees to save up to $130 per month on medical plan premiums for any of the three medical plans that are available to them and their families.

REMOTE WORK:

REMOTE WORK: » 5% of employees presently telecommute. » They can also work flexible hours or a compressed work week.

» 6% of employees currently

telecommute. » They can’t work flexible hours or a compressed work week, however. TALENT RETENTION:

» The company provides employees

career development, leadership and training opportunities. » It also offers health club reimbursements and wellness incentives.

CSA Group

Independence www.csagroup.org @CSA_Group David Weinstein, president and CEO (based in Toronto, Ontario) Rich Weiser, EVP, global operations (based in Independence) Standards Development and Testing and Certification Laboratory Number of employees in the U.S.: 425 Voluntary turnover: 8%

» CSA Group provides employees $300

health and fitness reimbursements each year. » It also offers PTO for volunteering in the community. REMOTE WORK:

P014_P024_CCL_20220801.indd 22

Everstream

» Presently, 70% of employees

telecommute. » They can also work flexible hours or have compressed work weeks. TALENT RETENTION: » The company offers employees training and development opportunities. » Its revised bonus plan enables all employees to work towards annual bonuses.

Danis Building Construction Company

Dayton www.danis.com @Danisbuilds John Danis, CEO Construction Number of employees in the U.S.: 557 Voluntary turnover: 14%

» Danis Building Construction Company celebrates employees’ birthdays every month. » It also offers employees free or

discounted tickets to local family entertainment or sporting events.

47,056 Voluntary turnover: 3%

REMOTE WORK: » No employees telecommute at this time. » They also can’t work flexible hours or have compressed work weeks.

» Edward Jones oversees the Edward Jones Disaster Relief Fund so that employees can assist their colleagues. » The company’s wellness program offers employees one-on-one health coaching.

TALENT RETENTION: » Employees have work-life balances that enable them to spend time with their families. » The company also offers employees the Danis Leadership Acceleration Program and the Foreman In Training program.

Edward Jones

Port Clinton www.edwardjones.com @edwardjones Penny Pennington, managing partner (based in St. Louis, Mo.) Frank Leone, financial adviser (based in Port Clinton) Financial Services Number of employees in the U.S.:

REMOTE WORK: » 33% of employees are currently telecommuting. » Employees can also work flexible hours or a compressed work week. TALENT RETENTION: » Every associate has an opportunity to own part of the firm; nearly 50% of associates are owners. » Employees always receive assistance during personal and professional difficulties.

Everstream

Cleveland www.everstream.net

TALENT RETENTION: » The company contributes up to $1,440 towards employee HSA accounts each year. » Employees receive public accolades for performance, as well as rewards like cash bonuses and gifts, including free trips.

First Merchants Bank

Columbus www.firstmerchants.com @firstmerchants Mark Hardwick, CEO (based in Muncie, Ind.) Financial Services Number of employees in the U.S.: 2,146 Voluntary turnover: 34%

» First Merchants Bank offers

employees access to wellness coaches for their physical well-being. » Multiple financial wellness resources are also available for employees. REMOTE WORK: » The company endorses a hybrid approach to remote work.

7/28/2022 1:35:24 PM

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Josh Harrison, president (based in Columbus) Technology Number of employees in the U.S.: 1,120 Voluntary turnover: 3%

employees’ working from home capabilities.

TALENT RETENTION: » Managers receive internal and external training and resources. » Employee activities promote fun and team building.

» Improving hosts a five-day company retreat for every employee in the fall. » Employees can update their hardware every two years, as the company covers half the cost.

HBK CPAs & Consultants

Canfield www.hbkcpa.com @hbkcpa Christopher M. Allegretti, managing principal and CEO (based in Meadville, Pa.) Phillip Wilson, principal and COO (based in Canfield) Accounting Number of employees in the U.S.: 508 Voluntary turnover: 30%

» HBK CPAs & Consultants supports local and national foundations like the American Cancer Society and Easters Seals. » The firm provides employees open PTO. REMOTE WORK:

» 65% of employees currently

telecommute. » Employees also have flexible work schedules.

REMOTE WORK:

» 50% of employees are presently telecommuting.

» Employees can’t have compressed work weeks, however. TALENT RETENTION:

» The company rewards employees

whose leadership and contributions are above and beyond their normal responsibilities, via an incentive program. » It also offers employees a wide range of classes, including growth/leadership, health and wellness, personal finances and team building.

HBK CPAs & Consultants

TALENT RETENTION: » The firm offers employees continuing education and training. » It also has open communication with

employees, along with an inclusive culture.

Improving Columbus

www.improving.com @improvingOhio Curtis Hite, CEO (based in Dallas, Texas)

Marcum LLP

Mayfield Village www.marcumllp.com @MarcumLLP

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7/28/2022 1:35:42 PM

Jeffrey Weiner, chairman and CEO (based in New York City) Danielle Gisondo, regional managing partner and office managing partner (based in Mayfield Village) Accounting Number of employees in the U.S.: 2,415 Voluntary turnover: 20%

1,600 Voluntary turnover: 8%

» The Kendall Group matches

employees’ charitable contributions and donations, while also providing them hours to work at charities. » Scholarships are provided to the owner-associates’ children; 48 students have received $363,000 in scholarships the last 20 years.

» Marcum’s DE&I Steering Committee oversees various activities and initiatives, concerning diversity and inclusion. » The company also offers chair massages, along with events like happy hours and putt-putt tournaments. REMOTE WORK: » 50% of employees currently telecommute. » The company offers flexible work schedules too.

REMOTE WORK:

» 14% of employees presently telecommute.

» Employees don’t have compressed work weeks though.

TALENT RETENTION:

WestPoint Financial Group

» The company is 100% employeeowned.

» Industry and soft-skills training are

Protiviti

available for all owner-associates, including tuition reimbursement.

TALENT RETENTION: » Marcum University is available for all associates to promote well-rounded growth and development. » The company’s Coaching program provides one-on-one support to help employees reach their full potential.

WestPoint Financial Group

Cincinnati www.westpointfinancialgroup.com @WestPointFinGrp Gregory McRoberts, managing partner (based in Indianapolis, Ind.) Michael Sacher, partner (based in Cincinnati) Financial Services Number of employees in the U.S.: 741 Voluntary turnover: 15%

NCB

Hillsboro www.ncb.coop @natlcoopbank Casey Fannon, CEO and president (based in Crystal City, Va.) Chris Goettke, Ohio co-president (based in Hillsboro) Banking Number of employees in the U.S.: 334 Voluntary turnover: 33%

» NCB’s Lunch n’ Learns promote health and wellness. » It also has a Health Challenge program that promotes walking and awards cash prizes. REMOTE WORK: » All employees can have a hybrid work schedule. » Presently, 85% of employees telecommute. TALENT RETENTION: » The company’s Star Award program enables employees to nominate their colleagues for their work and demonstration of its core values. » Its annual incentive program awards employees generous bonuses.

NFP

Cleveland www.nfp.com @nfp Doug Hammond, chairman and CEO (based in New York City) Jim Dustin, managing director (based in Cleveland) Financial Services Number of employees in the U.S.: 5,747 Voluntary turnover: 14%

» NFP’s D&I Donation Matching

Program matches employees’ contributions to organizations with racial and social justice initiatives. » To celebrate milestones like

P014_P024_CCL_20220801.indd 24

pregnancies, retirements and weddings, the company decorates the office, orders lunch for the team or has dinner for employees after work. REMOTE WORK: » Currently, 80% of employees telecommute. » The company doesn’t presently provide employees flexible hours though. TALENT RETENTION: » AcadaMe, NFP’s education platform, hosts hundreds of training videos for employees. » Employees can participate in NFP’s Emerging Leaders Program to gain managerial and leadership skills.

Protiviti

Cleveland www.protiviti.com @Protiviti Joseph Tarantino, president and CEO (based in New York City) Sean Humphries, managing director (based in Cleveland) Consulting Number of employees in the U.S.: Roughly 4,000 Voluntary turnover: » Protiviti has an award-winning bonus employee referral program — with payouts starting at $5,000 for consultants and increasing from there, based on position level.

» It has a dollar-for-dollar match for employees’ contributions and fundraising efforts for nonprofits. REMOTE WORK: » All employees telecommute. » They also work flexible hours and have compressed work weeks. TALENT RETENTION:

» The firm offers extensive training and

mentoring programs. » Employee network groups provide community and support for employees.

Ryan, LLC

Cleveland www.ryan.com @RyanTax G. Brint Ryan, chairman and CEO (based in Dallas, Texas) Jim Payerle, principal-in-charge (based in Cleveland) Corporate Tax Advisory Services Number of employees in the U.S.: 2,154 Voluntary turnover: 12%

hours or a compressed work week. TALENT RETENTION: » RyanTHRIVE, a well-being platform, provides employees the tools to thrive in four pillars of well-being: physical, financial, emotional and career. » Leadership provides open communication to employees.

The Kendall Group

Dayton www.kendallgroup.com @KendallGroup_ John Harman, president (based in Portage, Mich.) Brad Simmons, general manager (based in Dayton) Distribution Number of employees in the U.S.:

» WestPoint Financial Group celebrates families by sending employees’ children birthday cards with money or custom baby blankets and onesies for newest family members. » Women of WestPoint — a group of women who meet monthly for professional and personal growth opportunities — empowers the firm’s female advisers. REMOTE WORK: » 30% of employees are currently telecommuting. » However, employees can’t have compressed work weeks. TALENT RETENTION: » The firm has an associated partner program for advisers that want to become sales managers. » It also promotes employees from within to management positions, and offers mentoring, cross-training and industry education for all positions.

BEST EMPLOYERS VENDORS

» Ryan offers 14-week, 100% paid

parental leave for mothers and fathers.

» Each of the firm’s teams have

monthly entertainment allowances for team building. REMOTE WORK: » All employees are currently telecommuting. » Employees can also work flexible

7/28/2022 1:35:58 PM

EDUCATION

Changing law on guns in classrooms adds challenge for teachers BY RACHEL ABBEY MCCAFFERTY

Ohio House Bill 99, which greatly reduces the amount of training teachers would need to carry firearms in the classroom, isn’t likely to lead to a large exit of educators from the profession. Neither is it likely to attract a new pipeline of teachers. But it is yet another factor stressing an already struggling sector. Ohio Gov. Mike DeWine signed House Bill 99 in mid-June. School districts already were allowed to arm individuals of their choice, including teachers, but the new law codified the amount of training necessary: “up to 24 hours of initial school-specific training and up to eight hours of yearly school-specific requalification training to be developed by the Ohio School Safety Center,” according to a news release from DeWine’s office. State law did not previously include the amount of training nonlaw enforcement or security officers needed to carry weapons in schools, but a 2021 Ohio Supreme Court decision set it at more than 700 hours of basic peace officer training or 20 years of experience in law enforcement. The new law obviously makes it much easier for individuals to meet the requirements to carry firearms in the classroom.

Educators put at the center of debate To be clear, the bill does not require districts to arm teachers. And in Northeast Ohio, the Akron and Cleveland public schools, among others, already have said publicly they won’t. Mark Williamson, director of marketing communications for the Akron Public Schools, in an email said that all of the district’s “essential groups” — the board, the superintendent and the union’s leadership — “have taken a stand against this bill.” The district’s board policy has long prohibited weapons in its schools and will continue that approach. “I believe we have not engaged in additional inquiry about its impact on hiring and have seen none, based upon conversations with our HR de-

partment,” Williamson said. The Cleveland Metropolitan School District’s board on June 14, the day after the bill was signed into law, passed a resolution banning teachers and other employees, barring security and safety officers, to carry weapons on school property. The resolution states that the board “believes that the presence of undertrained or improperly trained persons armed with firearms in our schools would create a dangerous environment in our schools, and threaten the lives and safety of students and staff.” This new law is yet another example of teachers and principals being put at the center of a larger political debate, said Sajit Zachariah, previously the dean of the College of Education and Human Services at Cleveland State University. It happened during COVID with masking and remote teaching. And the profession has seen turnover because of it, said Zachariah, who took on the role of vice provost and dean of CSU’s online group at the start of July. Ohio used to be an “exporter” of teachers, Zachariah said. That’s not the case anymore. There has been a “dramatic drop” in teacher preparation program enrollment in the last three or four years, he said, and people are struggling to find teachers at every level to hire in the region. In addition to fewer people wanting to become teachers, there are people leaving the field or retiring early. It all contributes to an overall shortage. And Zachariah said he doesn’t think House Bill 99 and the lessened training requirements will entice anyone to enter the field. Overall, teaching has gotten more “complicated,” Zachariah said, starting with a strong focus on testing and continuing to today. “Over a period of time, there seem to be so many more eyes in the classroom. What I mean by that is everyone has a perspective on what needs to be taught and how it is to be taught,” he said. “And in any profession, to have that level of constant oversight, someone looking over your shoulder all the time, I think makes it less attractive.”

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‘Tapped out’ Jennifer Walton-Fisette, director of educator preparation at Kent State University, thinks there’s a “lack of respect and support for teachers” at the heart of the teacher shortage. Low pay is a factor, but, overall, there’s less autonomy and more mandates. It’s tough to tell exactly how the new law will impact the number of teachers entering — and staying in — Ohio’s classrooms, particularly because of when it was signed. Walton-Fisette noted that teachers aren’t usually in classrooms at this time of year, and neither are most students preparing to be educators. It will take time to see if the new law further dampens enrollment in teacher education programs, but Walton-Fisette said she has heard concerns about students not wanting to be placed for student teaching and field experience in districts that allow guns in the classroom. The university will work to place students in districts where they feel comfortable, she said. Personally, Walton-Fisette hasn’t heard from teachers who want to work in districts that allow firearms in the classroom, though she said she knows they’re out there. But she said she has heard from a number of teachers who have said that if their district allows firearms to be carried under the new lessened training, they’ll leave the profession. “There’s already a teaching shortage. There’s already teachers on the brink of like, ‘This is my career. I’ve been doing this for 15, 20 years. I love it, but I’m exhausted. I’m tapped out,’” Walton-Fisette said. “And this could just be the thing that puts them over the edge after the past couple years of COVID.”

‘Frustrated and angry’

president Melissa Cropper. The federation represents about 15,000 peoThat was the case for Jill Wagner. ple across the state, primarily in K-12 Wagner has been teaching since 1984 education. Even if districts are choosing not to and, for her, Ohio House Bill 99 was the last straw. Wagner opted to retire allow teachers to be armed, educators are upset that politifrom the Independence Locians would even propose cal Schools this summer, it, she said. It’s the idea that, even though her district on top of everything else hasn’t opted to change its teachers are expected to do, policy regarding guns. protecting students from an “This isn’t going to help armed shooter is now part anything. This is just going of those duties. Cropper to make more issues,” she said she doesn’t think this said. law on its own will cause The Independence people to opt out of teachschools have not opted to Wagner ing, but it could serve as a allow teachers to carry fire“breaking point” for some. arms in light of House Bill Educators are already 99, said district superintenfeeling stressed, having dent Ben Hegedish. Neither dealt with staff shortages he nor the district’s board and other challenges of the are in support of lessening COVID pandemic, said training for people carrying Scott DiMauro, president of firearms on school properthe Ohio Education Associty, he said, and the district ation, which represents instead chooses to employ about 120,000 members school safety guards. Cropper across the state. Ohio The retiring Wagner, an House Bill 99 gives teachers English and language arts another responsibility, layteacher who has taught third ered on top of test scores, through 12th grade over the mask mandates, stretchedyears, called teaching an thin staffs: that of educating “honor” that she thinks polistudents while also serving ticians and lobbyists have as security guards, he said. lost sight of. No Child Left “It’s no one single thing, Behind, and the increased but when things like the focus on testing that it gun bill pass, that’s when a brought, served as the start DiMauro lot of people are saying, of that outside pressure, she ‘Hey, not another thing said. Today, she added, there are too many non-curricular areas that’s just going to make this job so much harder,’” DiMauro said. teachers are expected to manage. The members of the Ohio Federation of Teachers are “frustrated and Rachel Abbey McCafferty: (216) angry” about Ohio House Bill 99, said 771-5379, rmccafferty@crain.com

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CRAIN'S LIST | OHIO PUBLIC COMPANIES Ranked by 2021 revenue RANK

COMPANYCOMPANY

CARDINAL HEALTH INC./CAH HEALTH INC./CAH 1Cardinal 1 CARDINAL 7000 Cardinal Place, Dublin 7000 Place, Dublin 614-757-5000/cardinalhealth.com 614-757-5000/cardinalhealth.com

2021 REVENUE (MILLIONS) 1-YEAR CHANGE PRIMARY INDUSTRY

TOP LOCAL EXECUTIVE

$162,467 6.2%

Mike Kaufmann, CEO$162,467 6.2%

Health care

2021 REVENUE (MILLIONS) 1-YEAR CHANGE RANK

COMPANY

PRIMARY INDUSTRY

Health care INC./RPM RPM INTERNATIONAL 2628 Pearl Road, Medina 330-273-5090/rpminc.com

$132,498 Retail W. Rodney THE KROGER HUNTINGTON BANCSHARES/HBAN Source: S&P Global CO./KR Market Intelligence (spglobal.com/marketintelligence) | Send feedbackMcMullen, to Chuck Soder (csoder@crain.com) 8.4% chairman, CEO 1014 Vine St., Cincinnati 41 S. High St., Columbus 513-762-4000/thekrogerco.com 614-480-2265/huntington.com Get 100 companies in Excel format. Become a Data Member: CrainsCleveland.com/data

MARATHON PETROLEUM CORP./MPC 539 S. Main St., Findlay 419-422-2121/marathonpetroleum.com

$120,451 72.3%

Mining and Michael Hennigan, natural resources president, CEO

PROCTER & GAMBLE CO./PG One Procter & Gamble Plaza, Cincinnati 513-983-1100/pg.com

$76,118 7.3%

Consumer products and services

PROGRESSIVE CORP./PGR 6300 Wilson Mills Road, Mayfield Village 800-776-4737/progressive.com

$47,677 11.8%

CLEVELAND-CLIFFS INC./CLF 200 Public Square, Cleveland 216-694-5700/clevelandcliffs.com

2021 REVENUE (MILLIONS) LOCAL EXECUTIVE 1-YEAR TOP CHANGE PRIMARY INDUSTRY

TOP LOCAL EXECUTIVE

CEO $6,106Mike Kaufmann, Manufacturing 10.9%

Frank Sullivan, chairman, CEO

$5,958 58.3%

Financial services Stephen Steinour, chairman, president, CEO

GREIF INC./GEF 425 Winter Road, Delaware 740-549-6000/greif.com

$5,556 23.1%

Manufacturing

Ole Rosgaard, president, CEO

Jon Moeller, chairman, CEO

VICTORIA'S SECRET & CO./VSCO 4 Limited Parkway E., Reynoldsburg 614-577-7000/victoriassecretandco.com

$5,413 -27.9%

Consumer products and services

Martin Waters, CEO

Insurance

S. Tricia Griffith, president, CEO

VERTIV HOLDINGS CO./VRT 1050 Dearborn Drive, Columbus 614-888-0246/vertiv.com

$4,998 14.4%

Tech and telecom

Rob Johnson, CEO

$20,444 281.8%

Manufacturing

C. Lourenco Goncalves, chairman, president, CEO

SCOTTS MIRACLE-GRO CO./SMG 14111 Scottslawn Road, Marysville 937-644-0011/scottsmiraclegro.com

$4,925 19.2%

Consumer products and services

Jim Hagedorn, chairman, CEO

THE SHERWIN-WILLIAMS CO./SHW 101 W. Prospect Ave., Cleveland 216-566-2000/sherwin-williams.com

$19,945 8.6%

Manufacturing

John Morikis, chairman, CEO

AVIENT CORP./AVNT 33587 Walker Road, Avon Lake 440-930-1000/avient.com

$4,819 48.6%

Manufacturing

Robert Patterson, chairman, president, CEO

EATON/ETN 1000 Eaton Blvd., Beachwood 440-523-5000/eaton.com

$19,628 9.9%

Manufacturing

Craig Arnold, chairman, CEO

TRANSDIGM GROUP INC./TDG 1301 E. 9th St., Cleveland 216-706-2960/transdigm.com

$4,798 -6%

Manufacturing

Kevin Stein, president, CEO

GOODYEAR TIRE & RUBBER CO./GT 200 Innovation Way, Akron 330-796-2121/goodyear.com

$17,478 41.9%

Manufacturing

Richard Kramer, chairman, president, CEO

WELLTOWER INC./WELL 4500 Dorr St., Toledo 419-247-2800/welltower.com

$4,742 3%

Real estate

Shankh Mitra, CEO, chief investment officer

AMERICAN ELECTRIC POWER CO./AEP 1 Riverside Plaza, Columbus 614-716-1000/aep.com

$16,792 12.6%

Utilities

Nicholas Akins, chairman, president, CEO

$4,133 THE TIMKEN CO./TKR 4500 Mount Pleasant St. N.W., North Canton 17.6% 234-262-3000/timken.com

Manufacturing

Richard Kyle, president, CEO

PARKER HANNIFIN CORP./PH 6035 Parkland Blvd., Mayfield Heights 216-896-3000/parker.com

$14,348 4.8%

Manufacturing

Thomas Williams, chairman, CEO

DIEBOLD NIXDORF INC./DBD 50 Executive Parkway, Hudson 330-490-4000/dieboldnixdorf.com

$3,905 0.1%

Tech and telecom

Octavio Marquez, president, CEO

THE ANDERSONS INC./ANDE 1947 Briarfield Blvd., Maumee 419-893-5050/andersonsinc.com

$12,612 56.4%

Wholesale and distribution

Patrick Bowe, president, CEO

M/I HOMES INC./MHO 4131 Worth Ave., Columbus 614-418-8000/mihomes.com

$3,746 23%

Construction, architecture and engineering

Robert Schottenstein, chairman, president, CEO

FIRSTENERGY CORP./FE 76 S. Main St., Akron 800-736-3402/firstenergycorp.com

$10,943 3.2%

Utilities

Steven Strah, president, CEO

METTLER-TOLEDO INTERNATIONAL/MTD 1900 Polaris Parkway, Columbus 614-438-4511/mt.com

$3,718 20.5%

Manufacturing

Patrick Kaltenbach, president, CEO

MPLX LP/MPLX 200 E. Hardin St., Findlay 419-421-2414/mplx.com

$9,706 14.1%

Mining and Michael Hennigan, natural resources chairman, president, CEO

BREAD FINANCIAL HOLDINGS INC./BFH $3,655 -3.7% 3095 Loyalty Circle, Columbus 614-729-4000/breadfinancial.com

Financial services Ralph Andretta, president, CEO

CINCINNATI FINANCIAL CORP./CINF 6200 S. Gilmore Road, Fairfield 513-870-2000/cinfin.com

$9,630 27.8%

Insurance

Steven Johnston, chairman, CEO

FRANCHISE GROUP INC./FRG 109 Innovation Court, Delaware 740-363-2222/franchisegrp.com

$3,255 60.4%

Retail

Brian Kahn, CEO

DANA INC./DAN 3939 Technology Drive, Maumee 419-887-3000/dana.com

$8,945 25.9%

Manufacturing

James Kamsickas, chairman, CEO

$3,236 -0.3%

Wholesale and distribution

Neil Schrimsher, president, CEO

OWENS CORNING/OC One Owens Corning Parkway, Toledo 419-248-8000/owenscorning.com

$8,498 20.5%

Manufacturing

Brian Chambers, chairman, president, CEO

APPLIED INDUSTRIAL TECHNOLOGIES/AIT 1 Applied Plaza, Cleveland 216-426-4000/applied.com

$3,234 21.8%

Manufacturing

Christopher Mapes, chairman, president, CEO

FIFTH THIRD BANCORP/FITB 38 Fountain Square Plaza, Cincinnati 800-972-3030/53.com

$8,297 26.6%

Financial services Tim Spence, CEO

LINCOLN ELECTRIC HOLDINGS/LECO 22801 St. Clair Ave., Euclid 216-481-8100/lincolnelectric.com

$3,171 3.7%

Manufacturing

Andy Rose, president, CEO

THE J.M. SMUCKER CO./SJM One Strawberry Lane, Orrville 330-682-3000/jmsmucker.com

$8,003 2.6%

Food and beverage

WORTHINGTON INDUSTRIES/WOR 200 Old Wilson Bridge Road, Columbus 614-438-3210/worthingtonindustries.com

$3,125 -13.7%

Retail

Fran Horowitz, CEO

KEYCORP/KEY 127 Public Square, Cleveland 216-689-6300/key.com

$7,683 35.6%

Financial services Christopher Gorman, chairman, president, CEO

ABERCROMBIE & FITCH CO./ANF 6301 Fitch Path, New Albany 614-283-6500/abercrombie.com

$3,108 2.5%

Health care

Daniel Carestio, president, CEO

TRAVELCENTERS OF AMERICA INC./TA 24601 Center Ridge Road, Westlake 440-808-9100/ta-petro.com

$7,337 51.4%

Retail

STERIS/STE 5960 Heisley Road, Mentor 440-354-2600/steris.com

$3,076 9.4%

Manufacturing

Alfred Rankin, chairman, CEO

CINTAS CORP./CTAS 6800 Cintas Blvd., Cincinnati 513-459-1200/cintas.com

$7,116 0.4%

Business services Todd Schneider, president, CEO

HYSTER-YALE MATERIALS HANDLING/HY 5875 Landerbrook Drive, Mayfield Heights 440-449-9600/hyster-yale.com

$2,762 23.3%

Retail

Wade Miquelon, president, CEO

BATH & BODY WORKS INC./BBWI Three Limited Parkway, Columbus 614-415-7000/bbwinc.com

$6,434 19%

Retail

JOANN INC./JOAN 5555 Darrow Road, Hudson 330-656-2600/joann.com

NORDSON CORP./NDSN 28601 Clemens Road, Westlake 440-892-1580/nordson.com

$2,362 11.4%

Manufacturing

Sundaram Nagarajan, president, CEO

OLYMPIC STEEL INC./ZEUS 5096 Richmond Road, Bedford Heights 216-292-3800/olysteel.com

$2,312 87.4%

Wholesale and distribution

Richard Marabito, CEO

E.W. SCRIPPS CO./SSP 312 Walnut St., Cincinnati PRIMARY INDUSTRY 513-977-3000/scripps.com

$2,284 Media and 22.9% marketing TOP LOCAL EXECUTIVE

Adam Symson, president, CEO

DESIGNER BRANDS INC./DBI Health care 810 DSW Drive, Columbus 614-237-7100/designerbrands.com

$2,235Mike Kaufmann, Retail CEO -36%

Roger Rawlins, CEO

Mark Smucker, chairman, president, CEO

Jonathan Pertchik, CEO

Sarah Nash, executive chair, interim CEO

24 CRAIN'S LIST | OHIO PUBLIC COMPANIES

AMERICAN FINANCIAL GROUP INC./AFG 301 E. Fourth St., Cincinnati Ranked by 2021 revenue 513-579-2121/afginc.com

25 RANK

O-I GLASS INC./OI One Michael Owens Way, Perrysburg COMPANY 567-336-5000/o-i.com

LOTS INC./BIGHEALTH INC./CAH CARDINAL 26 BIG 4900 E. 7000 Dublin-Granville Road, Columbus 1 Cardinal Place, Dublin 614-278-6800/biglots.com 614-757-5000/cardinalhealth.com

$6,393 14.6%

Insurance

Carl Lindner; S. Craig Lindner, co-CEOs

$6,357 4.4%

Manufacturing

Andres Lopez, CEO 2021 REVENUE (MILLIONS) 1-YEAR CHANGE

$6,199 16.5%

Retail

Bruce Thorn, president, $162,467 CEO 6.2%

Source: S&P Global Market Intelligence (spglobal.com/marketintelligence) | Send feedback to Chuck Soder (csoder@crain.com)

Get 100 companies in Excel format. Become a Data Member: CrainsCleveland.com/data 26 | CRAIN’S CLEVELAND BUSINESS | AUGUST 1, 2022

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Retailers are among new names on list

BY CHUCK SODER

There are several new names on this year’s edition of the Crain’s Ohio Public Companies list. Among them are two big retailers you probably know already. For instance, Bath & Body Works — No. 23 on the list, which is ranked by 2021 revenue — was No. 10 last year. But back then it was called L Brands. The name change and the drop in the rankings are related. L Brands changed its name when it spun off Victoria’s Secret in August 2021. And that’s a big spinoff: Victoria’s Secret is on the list at No. 30, having generated $5.4 billion in revenue in 2021, about $1 billion less than Bath & Body Works. Though both companies are based in the Columbus area, Bath & Body Works is currently run by someone from Northeast Ohio: interim CEO Sarah Nash, who also is CEO and majority owner of Cleveland-based Novagard, which makes silicone sealants, coatings and foam. Another new addition to the list is also big in the retail space. You may not know Franchise Group Inc. at No. 41, but you’ll recognize some of the brands it owns. The Delaware, Ohio, company owns what it describes as “franchised and franchisable businesses.” Among them are Pet Supplies Plus, American Freight and The Vitamin Shoppe. The company’s revenue grew 60% in 2021 with the help of acquisitions, and it’s still looking for big deals. Another new name on the list also has a big presence in retail, though it’s not a retailer. Columbus-based Bread Financial Holdings, No. 40, changed its name from Alliance Data in March, a rebrand tied to the company’s effort to go beyond customer loyalty programs and establish itself as a tech-enabled financial services company. One local company broke onto the list for the first time: Olympic Steel of Bedford Heights landed at No. 50 with an 87% revenue increase. The metals service center’s revenue hit a record $2.3 billion in 2021, with the help of record-high metals prices. Speaking of local companies in the steel business: Cleveland-Cliffs isn’t new to the list, but it’s new to both the top 20 and the top 10, jumping from No. 25 last year to No. 6 this year. The company’s sales grew 281% in 2021 and are more than 10 times higher than they were in 2019. CEO Lourenco Goncalves described the drivers behind those huge increases in an earnings release back in February: “During the last two years, we completed the construction and started operating our flagship state-of-the-art Direct Reduction plant, and also acquired and paid for the acquisition of two big steel companies and a major scrap company. The results we achieved in 2021 are a clear demonstration of how powerful Cleveland-Cliffs has become, as our revenues grew more than ten times, from $2 billion in 2019 to over $20 billion in 2021.” The full Excel list includes 100 Ohio public companies, as well as up to four years of annual revenue and net income data. To learn more, visit CrainsCleveland.com/data. Chuck Soder: csoder@crain.com, (216) 771-5374, @ChuckSoder

HEALTH CARE

Book explores impact of population shift BY LYDIA COUTRÉ

not just lifespan but as how many years people live “healthy, happy Imagine a future where a 90-year- and productive” lives, Ratner said. Historically, workforce growth old can live with the quality of life of has depended on increases in popua 40-year-old. It’s not too far off — potentially a lation, but workforce shortages and decade away, according to projec- labor challenges show that’s no lontions in a forthcoming book penned ger as reliable, Ratner said, pointing by Dr. Michael Roizen, 76, emeritus to declining birth rates, minimal imchief wellness officer at Cleveland migration and more people retiring Clinic; Al Ratner, 94, former chair- than joining the workforce. This reman and CEO of Forest City Enter- quires a focus on longevity. “It takes 18 years to get more peoprises; and Peter Linneman, 71, principal of Linneman Associates in ple into the workforce, right?” Ratner said. But if somebody Philadelphia. working today chooses to “The Great Age Reboot: retire 10 years later, he Cracking the Longevity said, “that’s 10 years more Code for a Younger Towork. So the solution to it morrow” is available for is the lengthening of years pre-order for its Sept. 13 of work, and you can do release. that if you are healthy and As science has exponenwilling to work longer, tially accelerated, cures which we think you will, and treatments are extendbecause you’re going to ing lives so significantly Linneman live so much longer.” that they’ve changed the “The Great Age Reboot” trajectory of population, forecasts that by 2050, the said Roizen, who had a U.S. population will be 451 front-row seat to many of million, which is signifithose discoveries as he cantly higher than U.S. spent more than a decade Census population projecleading the panel that setions. The federal governlected the Clinic’s annual ment’s figures been updatTop 10 Medical Innovaed a few times in recent tions. years, but in the most reUltimately, the authors Ratner cent projection from the predict a 30-year increase U.S. Congressional Budget Office, in lifespan, Ratner said. “Instead of figuring you’re going the country’s population will into retire at 60 to 65, and live to may- crease from 335 million people in be 80, you’re now going to say, ‘Hey, 2022 to 369 million people in 2052, I’m going to live to 115,’” Roizen said, according to data released in late noting these projections are with July. Roizen said for their figures, they about an 80% probability. “We’re in that slowly progressive era, and then used the same birth rates and immisometime in the next eight to 12 gration rates as the U.S. Census years, it’s going to be all at once. And through 2050, but forecasted a difall of us are going to be able to live a ferent death rate because advances in cures and therapies leading to a lot longer, a lot younger.” The authors define longevity as reduction in chronic diseases and

CONTRIBUTED

LIST ANALYSIS

increased health of the aging population. Such a shift would completely change what people should expect from life and how they plan for it, Roizen said. The impetus for writing the book was allowing people to prepare for “big, emotional” policy and planning changes, he said. If people are living to 115 years old, it’s unlikely they’ll be retiring at 65, which would necessitate increases to the age requirements for Social Security, Medicare and Medicaid, Roizen said, noting that during that working time people would pay into it. “It ends up being not only something we shouldn’t fear — that is longevity shouldn’t be feared — but long longevity is the solution to a lot of the current tension and other, if you will, current worry about pension and Medicare and Medicaid.” In order for it to be the solution, there would need to be an adjustment in the eligibility threshold. Linneman, who is also emeritus professor at the Wharton School of

Business at the University of Pennsylvania, said these added decades of life won’t be how most think of the final years of life today. He compares it to the lifespan of a well-maintained car. “When I was young, if an automobile made it to 40,000 miles, it was like, ‘Wow!’” he said. “Well, now an automobile, if you take care of it, makes it to 200,000 miles.” Increased lifespan and declining birth rates are “all the more reason” greater health and longevity is needed, Linneman said. “We need those health care workers not to have lost their energy, their vigor, their health, by the time they’re 60 or 65,” he said. “We need them to have their health and their vigor and their energy and their commitment for another five, seven years.” In addition to the book, a PBS fundraising special based on “The Great Age Reboot” is coming in December and will highlight some of these changes in different areas of the country. A longer lifespan offers more opportunity for innovation, Linneman said. He points to the loss of human capital in World War II as an example, and asks how many breakthroughs never occurred or companies were never started. “If you think about longevity and better health, better vibrancy, living longer — living longer in the years where you have more experience and more judgment — you just are increasing human capital,” he said. “You’re increasing the chance for productivity. Not just chance; you’re increasing the years of productivity, the chances of innovation, the chances of collaboration.” Lydia Coutré: lcoutre@crain.com, (216) 771-5479, @LydiaCoutre

THE WEEK SEE WHAT DEVELOPS: Property owners and developers are pursuing more than $318 million worth of awards from a new state tax-credit program aimed at landscape-altering projects. The Ohio Department of Development is vetting 36 applications for the second round of its Transformational Mixed-Use Development Program. Officials have $100 million to give out — that’s up to $80 million for projects in or near major cities, with the rest set for smaller communities. Development officials have not announced a timeline for making the awards, which must be approved by the Ohio Tax Credit Authority. The Northeast Ohio suitors include many repeat applicants, plus a few newcomers. The DiGeronimo Cos. submitted a $16.2 million request — the largest in the region — for a roughly 25-acre slice of Valor Acres in Brecksville. That’s the sprawling development planned around the Sherwin-Williams Co.’s future research and development hub, off Brecksville Road. FLEXING THEIR MUSCLES: CAM Inc., the real estate developer that put Green, the Summit County suburb, on the development map 30 years ago, is about to launch two new buildings in the industrial market. The Mockbee family-owned

Berkshire Refrigerated Warehousing will build the company’s first Ohio-based refrigerated warehousing facility in the Village of Sheffield with the help of an Ohio Department of Development-approved tax credit. | CONTRIBUTED

CAM, along with the city of Green and economic development groups JobsOhio and Team NEO, announced it plans to start constructing two buildings with a total of 108,000 square feet of flex space in its Akron Canton Corporate Park without tenants being committed to the properties. The site is near CAM’s headquarters in Green. CAM’s project on Corporate Woods Parkway, where CAM has built often

through the years, is supported with a JobsOhio $300,000 Ohio Site Inventory Program grant. COOL DEVELOPMENT: Berkshire Refrigerated Warehousing will build the company’s first Ohio-based refrigerated warehousing facility in the Village of Sheffield with the help of an Ohio Department of Development-approved tax credit. The $24 million-plus project to build a cold

storage warehouse in an area north of Abbe Road is expected to create 90 new jobs and $5 million in new payroll. The Ohio Tax Credit Authority on Monday, July 25, approved an eight-year, 1.462% job creation tax credit for the project. The company joins an expanding industry in Northeast Ohio that now boasts 21 Fortune 1000 food-based companies, according to Bill Koehler, CEO of Team NEO.

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BIBB

From Page 1

“The city looked great during the All-Star Game, and because of that, more people are taking a look at Cleveland,” Bibb said. “As I get out there, several companies, including some we are in early conversations on potential partnerships with, and other mayors across the country have come up to me and said, ‘We haven’t seen Cleveland out in a while.’”

Burgeoning opportunities Bibb began his role as city ambassador by joining the U.S. Conference of Mayors, a nonpartisan organization of cities with populations of 30,000 or more. He was elected to the group’s advisory board and in March was appointed as vice chair of its environment standing committee. The group, which represents more than 1,400 cities, is a big part of the national urban policy development discussions around economic development, immigration, climate change and infrastructure. In his relatively short time in office, Bibb has been asked to speak at Microsoft’s annual national employee event as what the company called an “inspirational government lead-

er”; was one of a few dozen mayors asked to address a U.S. Homeland Security Conference on large-scale emergency events; and most recently was selected as one of 40 mayors worldwide to be part of the Bloomberg Harvard City Leadership Initiative that provides best practices, expert advice and other training for city leadership. “These national opportunities allow me to do a couple of things for the city,” Bibb said. ”I can highlight the role Cleveland has nationally in terms of all the work we are doing around lakefront access and development, around modernizing clean public power, and with the climate and climate migrants coming from other cities to Cleveland.” Cleveland under Bibb’s leadership also has attracted a series of national public and private programs. The city was selected to be part of the first Putting Assets to Work Incubator headed by the Government Finance Officers Association to do a comprehensive audit that will help the administration find profitable uses for existing city-owned properties. Cleveland at the end of July was one of five cities selected for a Honeywell Smart Cities Accelerator, a program that uses technology to evaluate energy resiliency solutions with an emphasis on dealing with

the challenges and impacts of power outages and other grid disruptions related to climate change. It also was chosen to take part in the U.S. Mayors’ Institute on City Design, a partnership with the National Endowment for the Arts to help with urban design and planning. Additionally, Bibb’s administration is part of the Brookings Institute’s Transforming Cities Lab, a program designed to guide Cleve-

Growing urban influence Elevating a city’s profile is important at a time when there’s heavy competition for metro areas to attract businesses and residents. Four in five Americans live in urban areas, and that number is expected to rise to almost nine in 10 by 2050, according to the University of Michigan’s Center for Sustainable Systems. Even legacy cities, includ-

”I CAN HIGHLIGHT THE ROLE CLEVELAND HAS NATIONALLY IN TERMS OF ALL THE WORK WE ARE DOING AROUND LAKEFRONT ACCESS AND DEVELOPMENT, AROUND MODERNIZING CLEAN PUBLIC POWER, AND WITH THE CLIMATE AND CLIMATE MIGRANTS COMING FROM OTHER CITIES TO CLEVELAND.” — Cleveland Mayor Justin Bibb

land’s use of $512 million in American Rescue Plan Act (ARPA) funding. “All of these national connections and touch points build relationships, and some of them have turned into partnerships,” said Ryan Puente, the city’s chief government affairs officer. “Cleveland is now at the table, and the mayor is able to elevate the successes here in Cleveland through his role outside of the city.”

ing Cleveland’s metro area, experienced slight population growth, less than 1% in 2022 from 2021, after years of population losses, according to a 2022 United Nations revised World Population report. “Cities are becoming destination places for younger people, for people who want to find a dynamic place to live and work and play. We’re continuing to see the growth of that trend,” said Keary McCarthy, execu-

PROMOTION

From Page 1

“If that were the only discussion going on right now, we would be pushing back more,” Kevin Nowak of CHN Housing Partners said of the department’s decision to stop giving extra points to affordable-housing deals in the intense tax-credit contest. “We’re disappointed to see that preference go away,” he said, “but there are significant conversations going on about bringing a state (low-income housing tax credit) to Ohio, which would increase the availability of equity for project development.” The development department, which awards historic tax credits twice a year, stunned the real estate industry in February, when officials tweaked the scoring matrix for the program. Officials saw the change — the creation of an affordable-housing category, worth up to 5 out of 100 points — as a way to level the playing field for challenging redevelopments that serve low- and middle-income renters. The extra points tipped a tricky CHN project, a makeover of the old St. Michael School on Cleveland’s West Side, into the winner’s circle. Aided by a $1.36 million award, the ornate building on Scranton Road will become apartments for low-income seniors. Construction on the project, the Arch at St. Michael, should begin late this year and last 13 to 14 months. “The scoring change absolutely put us over the top,” Nowak said. State records show that a dozen projects that won historic tax credits in June received affordable-housing points. Those deals ranged from senior housing to modestly priced “workforce housing,” including a planned redevelopment of the Nathaniel Hawthorne Elementary School on West 130th Street, in Cleveland’s Jefferson neighborhood. Now the development department is exploring other ways to help meet the need for affordable housing, a

Nathaniel Hawthorne Elementary School, a former Cleveland public school on West 130th Street, is set to become modestly priced apartments. The project won state historic preservation tax credits in June and was helped by short-lived extra points for affordable-housing deals. | MICHELLE JARBOE/CRAIN’S CLEVELAND BUSINESS

spokesman wrote in an emailed statement. “The ultimate goal of the Ohio Historic Preservation Tax Credit Program is for the rehabilitation and preservation of Ohio’s historical assets,” wrote the spokesman, Todd Walker. “In order to best operate our programs for the benefit of Ohioans, we’re always listening to our stakeholders and our partners at the Ohio General Assembly and have decided to revert to our former scoring rubric.” The department is producing a statewide report on housing and homelessness, based on data and 30 in-person and virtual listening sessions held this year. “It is our goal to understand the current landscape of housing; find gaps in products, services and programs; and identify best practices in Ohio,” Walker wrote. State Sen. Kirk Schuring, a Canton Republican who sponsored the legislation that launched the historic tax-credit program in 2007 and a recent expansion bill, confirmed that he and Senate president Matt Huff-

man approached the department about resurrecting the old scoring. “We’re 15 years into a very successful program where the market forces will determine whether or not a project should have market-rate housing or affordable housing,” he said. Affordable housing is a critical need, said Schuring, who has introduced a handful of bills related to community revitalization. But he believes the historic tax credit program is not the right tool to address that need. “We want to singularly focus on affordable housing,” he said. “We don’t want to morph some of these other laws into something that now restricts the free market from the highest and best use of the project.” Asked about whether he would support the creation of a state low-income housing tax credit, Schuring was noncommittal. He expects to meet with affordable-housing leaders in August to discuss the industry’s needs and legislative options.

“It’s too soon to say what will come of that,” he said. House Bill 560, introduced in February, proposes that Ohio create a nonrefundable tax credit for developers to marry with federal tax credits to create and preserve low-income housing. The program would generate more equity for projects in urban and rural communities alike, reducing the need for debt or competitive bond-gap financing. Sponsored by Republican Reps. Jim Hoops, of northwest Ohio, and Gail Pavliga, from Portage County, the bill hasn’t moved much. But it has support from groups including the Ohio Realtors, the Ohio Bankers League and the Ohio Manufacturers’ Association. Over an initial six-year term, such a program could produce nearly 14,000 new homes for poor and working-class tenants, according to a white paper produced by the Ohio Housing Council. That’s based on an anticipated state investment of $50 million a year for projects that al-

tive director of the Ohio Mayors Alliance. Big-city mayors saw their roles amplified as they were forced to deal with the COVID-19 pandemic. As the country emerges from the pandemic, those same leaders are now the tip of the spear when it comes to leading the country’s recovery efforts. McCarthy said the $1.9 trillion American Rescue Plan Act (ARPA) marks the first time that type of mass influx of federal resources will be sent directly to cities to be spent by city leadership. “The 30 cities in our group will receive a total of $1.8 billion in American Rescue Plan funds alone,” McCarthy said. “That was in no small part because of the work of mayors coming together in a bipartisan way, making the case that we cannot have a quick economic recovery if our cities are playing an austerity role for 10 years coming out of this pandemic.” Those recovery funds flowing directly into city coffers give mayors such as Bibb and Columbus’ Andrew Ginther new opportunities to build up budgets after years of significant reductions in funding, a result of state tax law changes. Ginther, who if re-elected in Columbus will become president of the U.S. Conference of Mayors in 2024, believes this expanding and evolving role gives big-city mayors the chance ready are tapping competitive or noncompetitive federal tax credits for low-income housing. If House Bill 560 does not gain traction this year, advocates hope that a similar proposal will surface in 2023, Nowak said. More than 20 other states offer a similar credit. As affordable-housing developers shift their focus, their market-rate peers are relieved by the state’s change in approach. Ryan Sommers, managing director of financial services for Cleveland-based Project Management Consultants, said most of his clients were opposed to extra points for affordable-housing deals, which are relatively rare among preservation projects. “They were blindsided because there was almost no notice,” he said of developers’ reaction to the initial switch. “And it’s hard to plan ahead when there’s a significant scoring change, because there’s so much demand that exceeds supply.” Antonin Robert, president of community development at GBX Group, hopes that state officials will look at ways to better align existing programs so that it’s easier to mix low-income housing tax credits with preservation incentives. In Columbus, Cleveland-based GBX and development partner Beacon Communities are struggling to make those financing pieces fit together on a planned renovation of a historic Knights of Columbus building as permanent supportive housing. The project, in the center of the city, will serve formerly homeless individuals. While GBX does not believe that affordable housing deals should get extra credit in the historic tax-credit program, Robert believes there are opportunities for the Ohio Housing Finance Agency and the development department to collaborate on efforts to address housing scarcity and rent burdens. “That cooperation does not exist today — and should exist,” he said. Michelle Jarboe: michelle.jarboe@ crain.com, (216) 771-5437, @mjarboe

28 | CRAIN’S CLEVELAND BUSINESS | AUGUST 1, 2022

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— Ryan Puente, Cleveland’s chief government affairs officer

to make their voices heard about issues where federal leadership has been missing. Chief among those issues: economic development and climate change. “Obviously, the bulk of a mayor’s job is digging into the issues of the city, but mayors in particular have the bully pulpit, and it is so important ... to get out and remind everyone CRAIN’S CLEVELAND BUSINESS | about your city and what it needs,” Ginther said.

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Local and federal partnerships

Cleveland Mayor Justin Bibb met with U.S. Rep. Shontel Brown and U.S. Secretary of Transportation Pete Buttigieg. | CONTRIBUTED

Columbus, Cincinnati and Cleveland are responsible for a majority of Ohio’s gross domestic product, and leaders in those cities are looking for more input when it comes to decisions on the state and federal level affecting their communities. Bibb has met with a handful of President Joe Biden’s Cabinet members, some of them former mayors themselves, including HUD Secretary Marcia Fudge and Transportation Secretary Pete Buttigieg.

In conjunction with his trips to D.C., Bibb’s administration has worked with civic partners to advocate for federal earmarks related to putting the Department of Health and Human Services’ proposed new ARPA-H agency in Cleveland; met with both of Ohio’s U.S. senators to increase budget allocations for NASA Glenn Research Center and ArmS E P T E M B E R 3 - 9 , 2 018 | PA G E 2 9 strong Flight Research Center; and signed a letter of support for Northeast Ohio’s application for a multimillion-dollar Build Back Better Regional grant. “The mayor said his administration was going to be aggressive about going to Columbus and going to Washington, D.C., to advocate and to make Cleveland’s voice heard,” Puente said. “He’s really investing time building those relationships, because with the amount of federal dollars coming to our municipalities and the state, we want to make sure that Cleveland’s getting its fair share of resources.” Kim Palmer: kpalmer@crain.com, (216) 771-5384, @kimfouroffive

Advertising Section

GAMBLING

From Page 1

and the articles are being written by gaming enthusiasts,” said Matt Schuler, the executive director of the Ohio Casino Control Commission. “They want it (sports gambling) yesterday, but the fact of the matter is the desire to have the product and what revenue may have been generated does not take away from the commission the actual responsibilities the General Assembly gave us — and they are many.” When it comes to sports gambling, Schuler is a little like “Mad Men’s” Peggy Olson, pioneering the science of wet-blanketry. He and communications director Jessica Franks do a lot of interviews about sports gambling. Often those interviewers don’t understand what the commission does. “They’ll be like, ‘Aren’t you excited?’” Schuler said, laughing. “We’re the regulator; you know what I’m saying? That’s not our role. We’re not the cheerleaders. We’re not the advocates. We’re the regulator. “When we have those conversations, you can hear the air go out of their voices. I’m like, ‘Go talk to one of the potential sportsbooks. They’ll talk about all the bright, shiny objects.’” Added Franks, “If you want rahrah, you have to go somewhere else.” That said, when it comes to THIS article, please don’t go somewhere else, because with the help of Schuler and Franks, we’re going to tackle some of the most common questions about the state of sports gambling in Ohio at midsummer. And there’s no better place to start than … Why is this taking so long? Right? We’re about to lose $130 million a week! The simplest answer is this: All three types of sports gambling — mobile (Type A licenses), brick-andmortar sportsbooks (Type B) and kiosks (Type C) — have to start at the

same time, per Ohio’s General Assembly. If the commission only had to license, say, online mobile sports apps and there was a limited pool of applicants, sports gambling would probably be in place by the fall. But since Ohio passed arguably the most comprehensive sports gaming law in the U.S., and because sports gaming outlets have to adhere to the same standards that were in Ohio’s 2011 casino control law, it takes time to sort through the applications. “There has been a perception out there that anyone who fancies being a sportsbook can be a sportsbook, that as long as they have the money and can construct bets, they can do this,” Schuler said. “It’s almost like they thought it was as simple as opening up a lemonade stand.” It’s a lot more complicated, which is why sports gaming won’t begin until Jan. 1, 2023, the bill’s latest allowable date. Who has applied for a license so far? As of July 15, the commission had 22 applications for Type A licenses, with Ohio law allowing for 25 statewide. Each application costs $150,000 and is non-refundable. If approved, the five-year license for a sports betting app costs $1.5 million. About 80% to 90% of Ohio’s sports betting is expected to happen online. The majority of those bets will be on mobile phones, provided your bookie hasn’t already broken your thumbs. Here are the Northeast Ohio applicants, with their mobile management service provider (MMSP) in parentheses: JACK Cleveland Casino (PlayUp Interactive OH); JACK Thistledown Racino (PlayUp Interactive OH); Cleveland Browns (Bally’s Interactive); Cleveland Cavaliers (Fubo Gaming); Cleveland Guardians (Hillside Ohio); Spire Institute and Academy (Out the Gate); Northfield Park (BetMGM); Hall of Fame Village (Instabet); and Hollywood Gaming at Mahoning Valley (PointsBet Ohio). The commission also received 24 applications for Type B licenses,

with Ohio allowing for 40 statewide. Each application costs $20,000 and also is non-refundable. If approved, the five-year license for a retail sportsbook will cost $140,000. Here are the Northeast Ohio applicants: JACK Cleveland Casino (betJACK); JACK Thistledown Racino (betJACK); Cleveland Browns (Bally’s); Cleveland Cavaliers (William Hill); Cleveland Guardians (Fanatics); Harry Buffalo (PointsBet Ohio); Ravencrest Partners (none given); Northfield Park (BetMGM); Spire Institute (Out of the Gate); Hall of Fame Village (BetRivers); Hollywood Gaming at Mahoning Valley (Penn Sports Interactive); and Phantom Fireworks (none given), which would build its sportsbook inside Youngstown’s Covelli Centre. When will we know who is approved? Schuler hates giving out time frames, but his best guess is late fall. If a company fills out the application correctly, and is available for the commission’s follow-up questions, it will be approved faster. “Our applicants need to have answers in time to do everything else they need to do outside of licensure and compliance,” he said. “For instance, security surveillance, internal controls and problem gambling plans have to be completed and approved by the commission by Nov. 1. “We’re very cognizant that we have an obligation to our applicants to give them certainty, while still doing our job and making sure that everything — everything — that goes into what the General Assembly requires is complete.”

CLASSIFIEDS To place your listing in Crain’s Cleveland Classifieds, contact Suzanne Janik at 313-446-0455

REAL ESTATE AUCTION

CLASSIFIED SERVICES

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ENVIRONMENTAL CONSULTING

POSITION AVAILABLE

Will we really have seven sportsbooks in Cuyahoga County? No. There are licensing limits for each county based on population. Cuyahoga County is only allowed to have five Type B licenses, with the three professional sports teams, the casino and the racino getting preference, per House Bill 29. See GAMBLING on Page 30 AUGUST 1, 2022 | CRAIN’S CLEVELAND BUSINESS | 29

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PEOPLE ON THE MOVE

Advertising Section To place your listing, visit www.crainscleveland.com/people-on-the-move or, for more information, contact Debora Stein at 917.226.5470 / dstein@crain.com

ACCOUNTING

NONPROFITS

Bober Markey Fedorovich

Cleveland Foundation

Holden Forests & Gardens

Dana Mountjoy, CPA, has been promoted to Partner in the firm’s Assurance & Advisory group. Dana applies an entrepreneurial mindset to financial and business issues that leads to a fresh approach to financial strategies. She serves clients across multiple industries, including construction and real estate, closely held family businesses, and manufacturing and distribution, and has significant expertise in SOX implementation and compliance, technical accounting research and financial forecasting.

The Cleveland Foundation announced that Leta Obertacz has been named senior vice president for advancement, effective Sept. 6, 2022. Obertacz Obertacz brings almost 20 years of fundraising experience to the foundation, most recently serving as director of advancement for the Cleveland Zoological Society, where she led numerous highly successful fundraising campaigns dedicated to the best quality animal care, education Miakar and meaningful guest experiences. In addition, the foundation announced the promotion of Ginger Mlakar to the role of general counsel and vice president for advancement. Mlakar, who joined the foundation in July 2009 as director of donor relations, most recently served as general counsel & senior director of gift planning.

Lavita Ewing has been appointed to the Board of Directors for Holden Forests & Gardens. She currently serves as a certified occupational health nurse for Cleveland Clinic. In 2007 she was awarded Ohio Association of Occupational Health Nurses occupational health nurse of the year. Ewing attended Kent State University for her undergraduate degree and continued her education at the University of Michigan with a Master of Science in Nursing. She is the Development Chair for the Association of African American Cultural Gardens (AAACG).

Joy Ward has been appointed to the Board of Directors for Holden Forests & Gardens. She currently serves as a plant biologist and dean of Case Western Reserve University’s College of Arts and Sciences. Ward leads the humanities and arts and sciences departments, and connects the university with cultural centers. Her studies focus on plants’ response to a rapidly changing planet. She studies plants that lived during the last glacial period to better understand how they responded to past climate change. Ward earned her B.S. degree in biology from Penn State and her doctorate at Duke University.

John Barnes has been named as Grant Thornton LLP’s office managing partner in Cleveland. He has served for 18 years in leadership roles at the firm — and has industry experience with multi-national manufacturers, technology companies, retailers and non-profits. He is a CPA in Ohio and a certified internal auditor, with degrees from Pennsylvania State and the University of Maryland. John embodies Grant Thornton’s commitment to making business more personal and building trust into every result.

EDUCATION

Saint Ignatius High School Patti Walcutt has been promoted to Vice President of Administration and Chief Financial Officer at Saint Ignatius High School. She has been with the school since 2013, most recently as Controller, and brings significant finance, business and executive experience to the role. Patti is a CPA and a graduate of Cleveland State University. Her previous work experience includes Arthur Andersen & Co., The Sherwin-Williams Company, and operating her own small business accounting practice.

NONPROFITS

Holden Forests & Gardens

Tera Coleman has been appointed to the Board of Directors for Holden Forests & Gardens. She currently serves as an Associate at BakerHostetler, representing clients in both state and federal court and specializing in commercial litigation and white-collar investigations. In 2021, Coleman was recognized in the Ones to Watch list of the Best Lawyers in America for her work in commercial litigation. She was also identified as a “Rising Star” by Ohio Super Lawyers and a member of Crain’s Cleveland Business Forty Under 40. Coleman was named to the Top 40 Under 40 National Black Lawyers list.

Katie Outcalt has been appointed to the Board of Directors for Holden Forests & Gardens. She currently serves as the Co-Board President of Medworks, a local organization that provides free health care to uninsured and underinsured people. She was formerly Chief Operating Officer of Western Reserve Land Conservancy. Outcalt was Managing Director at Root Inc., a management consultancy that specializes in organizational strategy and culture change. Outcalt earned a bachelor’s degree in philosophy from Boston College & an MBA from University of Michigan’s Stephen M. Ross School of Business.

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Lynn-Ann Gries has been appointed to the Board of Directors for Holden Forests & Gardens. She currently serves as the founder and principal of her own consulting firm, specializing in financial analysis, market research, and advisory services to entrepreneurs seeking capital. She also manages a local women’s angel network, a group of 60+ female investors who invest in female founded startups. Gries co-founded JumpStart Inc., a Clevelandbased venture development firm focused on investing in local tech start-ups. Gries earned her B.A. in economics from Smith College and her MBA from New York University.

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From Page 29

So, what does that mean for the Harry Buffalo? Well, since all five submitted applications, it means the Harry Buffalo and Ravencrest are facing long odds. (All we really know about Ravencrest at the moment is that it’s an LLC formed in June.) To gain approval, the commission would either have to reject the application of one of Cleveland’s pro sports teams, or the racino or casino. That, uh, seems unlikely. The Browns partnered with Bally’s, not “Bob’s Discount Betting.” Companies like Bally’s know how to gain regulatory approval, both in Ohio and elsewhere. When asked about his application, Harry Buffalo owner Bobby George told cleveland.com, “Let’s just say that I have a plan” and declined to elaborate. When asked about that quote, Schuler said, “As to Mr. George’s plan, I am unaware.” What about Spire’s two applications? Does the fact that Spire has a high school academy and hosts a variety of youth sporting events hurt its chances? Casino.org did a deep dive on this very issue, with the executive director of Stop Predatory Gambling urging Spire to withdraw its application. Thing is, there are no automatic disqualifiers for institutions like Spire or for the state’s two MLS teams, FC Cincinnati and the Columbus Crew, which run academy soccer programs. The same goes for the Hall of Fame Village, which holds a lot of youth sporting events. “The law does not have prohibitions from a sportsbook being within a certain distance from a school or a church — or whatever,” Schuler said. “Instead, the General Assembly established preference suitability criteria and economic development standards, and the list that we consider from a suitability standard is extensive.” Bottom line: If the commission decides that Spire meets those suitability criteria, it will be approved. It’s too early to say if that will happen. “We can’t handicap or prejudge any applicant,” Schuler said, noting that the commission just received Spire’s application in mid-July. “That would be very unfair, because we make our recommendation in a public setting in a formal meeting. It’s very transparent and everything is documented.” What about Type C licenses? The application window is open through Aug. 15, and carries a $15,000 nonrefundable fee. There are only 20 Type C licenses available and there are roughly 2,200 qualified vendors in Ohio. As of Friday, more than 1,000 businesses have been preapproved by the Ohio Lottery Commission, with 130 paying the $1,000 fee to formally apply to the Casino Control Commission. To get a Type C license, businesses must be licensed lottery sales agents that also hold a valid D1, D2 or D5 liquor permit. When is the earliest I can lose money betting on the Browns? Well, the Browns play the Washington Commanders on Jan. 1, so that’s the first day you can LEGALLY lose money betting on the Browns. But there might be one or two bars in Youngstown willing to take a bet before then. Look for a guy with slickedback hair and his shirt unbuttoned to the navel. Hide your thumbs. Joe Scalzo: joe.scalzo@crain.com, (216) 771-5256, @JoeScalzo01

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