March 2015 Business Magazine by MBA Business Magazine

Ma r c h2 0 1 5

LEADERSHIP for TEAM LEADERS @ THE MBA GREAT LEADERS AREN’T BORN . THEY’RE TRAINED. We understand that the transition from team member to team leader can be a daunting task. To be successful in the role, new leaders have to know what their responsibilities are both to the organization and to the people they lead. Our Leadership for Team Leaders Program addresses the challenges of this position in a highly interactive, relaxed atmosphere. ERIE: Manufacturer & Business Association Conference Center 2171 West 38th Street

TRAINING PROGRAM COURSE I – FOUNDATIONS FOR SUCCESS

· Motivation: What people really want in the workplace · Planned spontaneous recognition · The four “must haves” of praise

Wednesday, March 4 COURSE II – EFFECTIVE COMMUNICATION · One-way vs. two-way communication · Active listening skills · Identifying and communicating with different personalities

Wednesday, March 25 COURSE III – EMPLOYEE INVOLVEMENT

COST PER COURSE: $175 member per course

· How to solicit ideas from your staff · Avoiding Groupthink · Identifying and preventing sexual harassment

Wednesday, April 15

TIME: All courses are 8 a.m. — 4:30 p.m. $310 nonmember per course

REGISTRATION: Call Terry Nunez at 814/833-3200 or 800/815-2660. Visit www.mbausa.org for complete course descriptions and schedule.

COURSE IV – PROBLEM-SOLVING

· The three-step method to solving problems · Conflict resolution · How to deal with problem personalities in the workplace

Wednesday, May 6 COURSE V – THE CHANGING WORKPLACE

Cancellation/No-Show Policy: If notice is four business days or more, a full refund will be made. If notice is less than four business days, or if you do not show up for the scheduled class, no refund will be made. NOTE: You may substitute another individual from your organization at any time and at no cost.

· Appreciating the many differences in the workplace · Identifying common stressors and their effect on your staff · Presenting to groups with confidence

Wednesday, May 27

BUSINESS M A G A Z I N E Manufacturer & Business Association

Empowering Women in Health Care / Page 10

VOLUME XXVIII, NUMBER 3

MARCH 2015

110th ANNUAL EVENT

SAVE THE DATE Wednesday, May 20, 2015

Details to come . . .

10 3

March 2015

Blue Ocean Strategy Center

EDITORIAL >

FEATURES >

7 / Health Matters

3 / Spotlight

How total health management is gaining traction in prevention and wellness.

ATHENA Erie Chair Linda Stevenson shares how the ATHENA PowerLink program strives to help women business owners navigate hurdles and barriers to growth, as well as the additional resources that are available in this region.

LEONARD EISENBEIS

9 / Legal Brief The importance for employers to know their rights and responsibilities when it comes to accommodating pregnant employees and their spouses. JAMIE SCHUMACHER

15 / Financial Adviser Why women are in a better position to achieve financial security for themselves and their families now, and the steps they can take to achieve it. CHRISTOPHER M. ZEHNER, CFP

10 / Saint Vincent Hospital

Administrators and associates explain how Saint Vincent Hospital, a member of the Allegheny Health Network, is empowering women leaders in the health-care industry.

Insert / Training Catalog Learn more about the Association’s upcoming computer and professional development training classes in our new quarterly catalog!

ks Turn your cloc Remember...one hour on ahead . ch 8 at 2 a.m Sunday, Mar

19 / On the Hill Angela Zaydon, the MBA’s state government relations representative in Harrisburg, examines women in politics — where we are and where we’re headed.

SPECIAL SECTION > 16 / 2015 WILD Conference

4 / Business Buzz 20 / HR Connection

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Visit www.mba

It’s a jungle out there! Women business leaders gear up for the 8th annual Women in Leadership Development (WILD) Conference set for April 29 at the Ambassador Banquet & Conference Center in Erie.

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22 / Legal Q&A 24 / People Buzz

11” color PDF.

It’s Time to Spring Forward! Remind your employees to turn their clocks ahead by one hour on Sunday, March 8, by downloading the Association’s FREE time-change poster from www.mbausa.org and posting it in a highly visible location in your workplace. March 2015 > www.mbabizmag.com > 1

*Subject to credit approval. See Bank for details. **Northwest Investment and Trust Services also uses the service marks “Northwest Investment Services,” “Northwest Retirement Services” and “Northwest Insurance Services” to provide investment and wealth offered through Northwest Advisors, Inc. Cetera Investment Services LLC is independent of Northwest Advisors, Inc. and Northwest Savings Bank. Fixed annuities, life insurance and long term care products and advice may be provided by Northwest Savings Bank, a licensed insurance provider. Insurance products are obligations of the insurers who issue the policies. A decision to purchase insurance will not affect the cost or availability tax or accounting advice. of other products or services from Northwest Savings Bank or it Investments: Not FDIC Insured. Not Bank Guaranteed. May Lose Value. Insurance: Not FDIC Insured. Not Bank Guaranteed. May Lose Value. Not a Bank Deposit. Not Insured by Any Government Agency.

SPOTLIGHT > Although the number of women owned businesses has been growing fast and furiously for some time, the growth rate for women business owners is slower than that of their male counterparts. The Business Magazine recently spoke to ATHENA Erie Chair Linda Stevenson to learn more about how the ATHENA PowerLink program strives to help women business owners navigate hurdles and barriers to growth, as well as the additional resources that are available in this region, such as the 8th annual Women in Leadership Development Conference (WILD). You retired from a long and successful career in the banking sector, most recently as senior vice president of Women’s Business Development at PNC. Tell us how you got involved with ATHENA and why. During my years in banking, I worked with the Small Business Administration to offer alternative financing solutions for small businesses. The interactions I had with business owners made me aware of the struggles they face on a regular basis. I realized that even though women were starting businesses in record numbers, their growth rate was considerably slower. It was apparent that they were struggling with funding issues and lagging behind in making professional connections. Through my work travels, I was fortunate to connect with amazing women who decided to do something about this disconnect and it was the ATHENA PowerLink program. You are now chair of ATHENA Erie, which was introduced to the Erie community in 2000 and has since provided professional mentors to 37 women business owners. Please tell us more about the program and what it entails. ATHENA PowerLink provides growing women-owned businesses with an advisory panel made up of local professionals who help the business owner define and achieve tangible goals that will improve the business’ growth and profitability. Each adviser is hand-selected based on the business’ needs and serves at no cost to the business owner for 12 months. The best part of the program is its cyclical nature, with many of the former ATHENA PowerLink (APL) panel recipients returning to serve in some capacity. How do you apply and what are the criteria to become an ATHENA PowerLink business? Program applications are reviewed by the ATHENA PowerLink Governing Body. To be considered for a panel, in addition to being open to advice, the company must: be owned at least 51 percent by a woman; have been in operation for at least two years; have a minimum of two employees; generate annual revenues of at least $250,000 if a manufacturer or retail business, or $100,000 if a service business; and have clearly defined company goals. What is one of your favorite examples of how the ATHENA program has benefited an Erie businesswoman? It’s extremely difficult to single out one success story as there are many from the ATHENA PowerLink program. Check out www.athenaerie.org for more stories, but one that sticks out to me is Shawn Keough-Hartz, owner of Provider Resources, Inc. (PRI). Keough-Hartz says it best, “During my experience with the ATHENA PowerLink program, the greatest benefit was the validation I received from my panel. They helped me find the confidence required to pursue my dream of instilling integrity in the health-care system.” ATHENA regularly hosts its ATHENA & ATHENA Young Professionals Awards Luncheon. What plans are under way for 2015? The awards luncheon runs every other year and, in the off year, the ATHENA Women’s Leadership Luncheon, which includes roundtable discussion, is held. The 2015 awards program will be an outstanding event on September 17, featuring keynote speaker Dr. Barbara Mistick, president of Wilson Community College. Additionally, one outstanding leader will be recognized for her or his dedication to supporting the advancement of women leaders and four local university students will be honored for their accomplishments as emerging leaders. Many of the women who participate in ATHENA Erie are also active in the Gannon SBDC’s annual Women in Leadership Development Conference (WILD). What are the benefits of participating in such an event? Simply put, “those who give, get.” ATHENA women realize how fortunate they are to have access to a team of highly skilled business professionals who will help them grow their business and a pool of connections. They participate because they want to give back and by participating in WILD, they can do just that. WILD is about bringing professional women together to share their experiences and insights. What are some additional resources/events you would recommend specifically for local businesswomen? Erie has many resources professional women can utilize, the key is getting involved. To mention a few: SBDC seminars, Edinboro University Women to Women Connections, all ATHENA programs, Innovation Collaborative, Business After Hours, Erie Ambassador program, MBA Eggs ‘n’ Issues, Women’s Roundtable, and Coffee Club Divas. Is there anything else you would like to add? This year we will celebrate the 16th anniversary of the ATHENA PowerLink program. The success we’ve achieved could not have been realized were it not for the community leaders who’ve stepped up to give so generously of their time to help Erie’s women-owned business grow and thrive. For more information on ATHENA PowerLink and the many other ATHENA programs, visit www.athenaerie.org or contact Linda Stevenson, athenaerie.stevenson@gmail.com.

Contact: Karen Torres

VOL. X X VII, NO. 3 MARCH 2015 Manufacturer & Business Association Board of Governors

Joel Berdine John Cline Harry Eighmy Andrew Foyle Mark Hanaway Donald Hester Bill Hilbert Jr. Timothy Hunter Phil Katen Paul Kenny Jeff Plyler Sue Sutto Mike Weber

Editor in Chief

Ralph Pontillo rpontillo@mbausa.org

Executive Editor

Managing Editor & Senior Writer

John Krahe jkrahe@mbausa.org Karen Torres ktorres@mbausa.org

Contributing Writers

Leonard Eisenbeis Jamie Schumacher Christopher M. Zehner

Feature Photography

Rob Frank R. Frank Photography 4320 Miller Avenue Erie, PA 16510 814/520-3985

Additional Photography

Karen Torres iStockPhoto.com

Advertising Sales

Patty Welther 814/833-3200 pwelther@mbausa.org

Design, Production Printing Concepts Inc. & Printing printcon@erie.net

ON THE COVER: Each of these Saint Vincent associates has a different example of how they were able to further their education, advance in their careers, and achieve a level of satisfaction while juggling a busy private life. For full story, see page 10. Mission Statement The Manufacturer & Business Association is dedicated to providing information and services to its members that will assist them in the pursuit of their business and community interests. – Board of Governors Manufacturer & Business Association 2171 West 38th Street Erie, Pa. 16508 814/833-3200 or 800/815-2660 www.mbausa.org © Copyright 2015 by the Manufacturer & Business Association. All rights reserved. Reproduction or use of editorial, pictorial or advertisements created for use in the Business Magazine, in any manner, without written permission from the publisher, is prohibited. Unsolicited manuscripts cannot be returned unless accompanied by a properly addressed envelope bearing sufficient postage. The magazine accepts no responsibility for unsolicited manuscripts or artwork. The Business Magazine and Manufacturer & Business Association do not specifically endorse any of the products or practices described in the magazine. The Business Magazine is published monthly by the Manufacturer & Business Association, 2171 West 38th Street, Erie, Pa. 16508. Phone: 814/833-3200 or 800/815-2660.

March 2015 > www.mbabizmag.com > 3

Business Buzz HOME INSTEAD SENIOR CARE OPENS NEW FACILITY Home Instead Senior Care, a non-medical senior care agency established in 2002 in Erie County, recently opened a new 5,000-square-foot facility in Erie, Pennsylvania. The newly renovated facility is located at the former Burton Funeral Home at 3816 West Lake Road. The renovation, which took six months to complete, is now home to the 12 staff members and the company’s additional 256 employees, known as CAREGivers, who work in the field. “We are a family owned business that takes pride in the care we provide our aging community and their families,” said Dianne Cunningham, co-owner of the agency with husband, Bob. “Back in 2002 when I joined the company as one of the first employees, never could I have imagined the growth and the significant ways that we have impacted the Erie community,” she added. In April 2014, the Cunninghams were recognized during the International Home Instead Senior Care 20th Anniversary Celebration in Omaha, Nebraska for the remarkable impact and growth that the local agency has experienced. Since the Cunninghams have taken over the business in late 2009, the business has grown a record-breaking 300 percent. The agency provides non-medical care to area residents, in particular to the senior community. The care is provided in the client’s homes — wherever home is, including area nursing homes. Services provided include companionship, meal preparation, light housekeeping, errands/transportation, and personal care. Erie’s Home Instead specializes in Alzheimer’s and dementia care. For more information, visit www.homeinstead.com.

Home Instead Senior Care held a ribbon-cutting ceremony and open house this past fall at its new facility in Erie.

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Health Matters

EDITORIAL > By Leonard Eisenbeis

Total Health Management: A New Approach to Prevention, Wellness The value of keeping employees healthy is well understood by most companies. U.S. Department of Labor statistics estimate that businesses spend $170 billion on costs associated with occupational injuries and illnesses. Naturally, that money has a direct effect on company profits. Curtailing these costs has been a goal of businesses for many years and different companies have tried different methods. One that is gaining traction now is total health management, which goes beyond the effective, but narrow, focus of occupational medicine to con- centrate more on overall prevention and wellness. About Total Health Management Unlike occupational medicine, which is the prevention and treatment of occupational and environmental injury, illness, and disability of workers, total health management looks at the employee from a broader perspective. Where occupational medicine is effective in treating injuries that occur on the job, total health management goes beyond that to look at the total health of an employee. It is as interested in health issues that are not work-related as it is with work-related issues for a simple reason: The result in both cases can be missed time away from work. The fact is work-related factors and health factors that occur beyond the workplace jointly contribute to the many safety issues and health problems that affect today’s workers and their families. The total health management perspective is broadbased and integrated, and includes issues related to protecting the safety and health of workers in the work environment, preserving human

resources through employment practices, and promoting the health and well-being of individual workers. Total health management is designed to address root causes of health issues that impact employees and their families because they ultimately impact the workplace as well. The National Institute for Occupational Safety and Health (NIOSH) stresses that first and foremost, issues of hazardous working conditions must be addressed and only after safeguards are in place can an organization head toward total health management. What It Means The Institute of Health and Productivity Management defines health and productivity management as the integrated management of health and injury risks, chronic illness, and disability, to reduce employees’ total health-related costs, including direct medical expenditures, unnecessary absence from work, and lost performance at work (also known as presenteeism). More than just another workplace health promotion program, total health management uses an integrated approach to address the entire spectrum of employee health needs including disease management, disease prevention, wellness and health promotion, health assessment, disability management, and absence management. In other words, it’s a comprehensive approach to managing the health, well-being and productivity of employees.

approach to workplace health issues. Here are some: • Onsite, comprehensive workplace screenings for both work- and non-work-related health risks. • Regular communication and demonstration of senior leadership and management commitment to support a culture of health and safety across the organization. • Mandated respiratory protection programs that address and provide supports for tobacco cessation. • A way to combine occupational health services with workplace primary care. To learn more about UPMC WorkPartners workplace Health Management Services, visit http://workpartners.com/ healthmanagement.html

Leonard Eisenbeis is director for Clinical Health Operations for UPMC WorkPartners, which is part of the UPMC Insurance Services Division. The integrated partner companies of the UPMC Insurance Services Division, which offer a full range of insurance programs and products, also include UPMC Health Plan, LifeSolutions, UPMC for You (Medical Assistance), UPMC for Life (Medicare), UPMC for Kids, Askesis Development Group, EBenefits Solutions, and Community Care Behavioral Health.

Strategies and Tactics: The Centers for Disease Control Studies has delineated strategies and interventions that reflect an integrated March 2015 > www.mbabizmag.com > 7

Legal Brief

EDITORIAL > By Jamie Schumacher

Pregnancy in the Workplace: Ensuring Compliance in Accommodating Employees and Spouses In light of a pending U.S. Supreme Court decision and recent updates on pregnancy discrimination by the Equal Employment Opportunity Commission (“EEOC”), it is important for employers to recognize their rights and responsibilities when it comes to accommodating pregnant employees and their spouses. Overview of Federal Legislation The Americans with Disabilities Act (ADA), although not recognizing pregnancy as a disability, does recognize certain pregnancy related impairments, such as carpal tunnel syndrome, gestational diabetes and preeclampsia as disabilities, and requires that reasonable accommodations be made for employees with such conditions. In addition, certain states and cities have passed legislation mandating reasonable accommodations similar to that afforded under the ADA for pregnancy related issues. Under the Pregnancy Discrimination Act (PDA), discrimination on the basis of pregnancy, childbirth, or related medical conditions is a form of unlawful sex discrimination. In order to comply with the PDA, an employer must not discriminate or harass based on pregnancy, childbirth or related conditions, and an employer must offer light duty, leave and medical benefits to pregnant employees equal to those offered to others who are similar in their ability or inability to work. The Family and Medical Leave Act (FMLA) provides for 12 workweeks (either continuous or intermittent) of unpaid, job-protected leave to eligible employees, both female and male, in connection with the birth, adoption, or foster care of a child, serious health conditions (including incapacity, doctor’s appointments and morning sickness), and the care of a sick child, parent or spouse. During an employee’s leave, medical benefits must be continuously provided, and employees must be reinstated to the same or a substantially similar position. Finally, the Fair Labor Standards Act (FLSA) also was amended so as to ensure that

nursing mothers were provided with a break of reasonable duration and a private location (other than a restroom) to express breast milk for up to one year following their child’s birth.

did not have to provide a reasonable accommodation because pregnancy was not a disability under the ADA. Following the birth of her child, Young returned to working for UPS.

EEOC Guidance According to a statistic published by the EEOC, more than 3,500 charges of pregnancy discrimination were filed with the agency in 2013. In response, the EEOC issued additional guidance to assist employer compliance, including: • employer health plans must cover medical expenses, including those arising from pregnancy related conditions, of male employee spouses if they cover the medical expenses of female employee spouses; • disability benefits for pregnancy related conditions must be provided to both married and non-married employees; and • if an employee is unable to perform the functions of her job due to pregnancy, the employer must treat her as it does other “temporarily disabled employees” by providing, for example, o modified tasks o alternative assignments, such as light duty o disability leave o leave without pay

Ensuring Employer Compliance In order to ensure compliance with all the applicable federal and state legislation, employers should ensure they: • provide information to employees about their rights; • develop and enforce policies in compliance with the PDA, ADA, FMLA and FLSA; • train managers and employees about their rights and responsibilities; • respond to complaints of pregnancy discrimination quickly and effectively; and • appoint a person to understand and oversee employment policies and practices regarding pregnancy and new parent leave.

Forthcoming Supreme Court Response Courts have failed to reach a unanimous decision on whether and how employers must accommodate pregnant employees. The Supreme Court should soon issue guidance on the issue with a decision in Young v. UPS, where a UPS employee who became pregnant was forced to take an extended and unpaid leave of absence. UPS asserts that Young was treated no differently than any other temporarily disabled employee who incurs an injury outside of the workplace. UPS has a company policy that employees are able to lift up to 70 pounds, and Young’s doctors advised that she should not lift more than 20 pounds. UPS argued it

If you have questions concerning accommodating pregnant employees and their spouses, please contact Jamie Schumacher at 814/870-7613 or jschumacher@mijb.com. Jamie R. Schumacher is an associate with the law firm of MacDonald, Illig, Jones & Britton LLP. Schumacher received her Juris Doctorate from the University of Pittsburgh School of Law. During law school, she was a legal writing teaching and research assistant and the lead articles editor of the Journal of Law and Commerce. Schumacher is associated with MacDonald Illig’s Litigation Department.

March 2015 > www.mbabizmag.com > 9

Empowering Women in Health Care Maureen Chadwick, senior vice president of Patient Care Services and chief nursing officer, Johnie Atkinson, senior vice president of Human Resources, and Karen Surkala, senior vice president of Business Development and Marketing, are among the dynamic women in leadership positions at Saint Vincent Hospital in Erie. Most of the hospital’s leaders are actively involved in advancing their skills and their educational attainments, setting a positive model for the rest of Saint Vincent’s staff.

The health-care industry is the fastest-growing sector of the U.S. economy, employing more than 18 million workers. But an even more compelling statistic, according to the Bureau of Labor Statistics, is the 80 percent of health-care workers who are women. Every day, these doctors, nurses, and other medical and frontline staff, come together for the common goal of providing the best patient care possible. For these dedicated professionals, the health-care industry provides not only rewarding careers, but also a diverse level of opportunities. In Erie, Pennsylvania, Saint Vincent Hospital, a member of the Allegheny Health Network (AHN), recognizes the importance of attracting and retaining this critical labor pool. The area’s first hospital, founded by the Sisters of Saint Joseph of Northwestern Pennsylvania in 1875, offers a wide range of employment levels and schedules, so associates can have better opportunities for a better work/life balance. Saint Vincent also advocates additional learning, encouraging promotion from within and providing incentives, such as sick child care and child care, all on the hospital campus.

Flexible Scheduling

For those with children, sick child care and child care are an important part of Saint Vincent’s initiative. With sick care, children of employees who are ill, can be cared for in the hospital’s pediatric unit for a nominal fee provided that beds are available, and the hospital also provides onsite daycare at the Saint Vincent Child Care Center so employees are able to be closer to their children throughout the day. Flexible scheduling — including nights, weekends, part time or per diem — also helps to balance the demands of both home and work. Kristine Gardner, a registered nurse (RN) in Saint Vincent’s Inpatient Behavioral Services unit, was pregnant with her third child when she

Johnie Atkinson, senior vice president of Human Resources at Saint Vincent, who has 38 years of hospital administrator experience, says she is proud to work at a place that can appreciate the challenges that women face when they are managing multiple roles and responsibilities. “Our goal as an employer is to identify opportunities where we can support our associates not only while at work, but support them in those responsibilities that impact work,” explains Atkinson. “As part of the Allegheny Health Network, we know if we’re asking them to give caring, compassionate, holistic service to our patients, then we need to assist them in addressing some of the work/life balance issues that are very real in the lives of women today.” 10 < www.mbabizmag.com < March 2015

Kristine Gardner (right), a registered nurse in Saint Vincent’s Inpatient Behavioral Services unit, takes advantage of flexible scheduling so that she can balance her career aspirations and family.

went back to school at Edinboro University. Originally pursuing a degree in special education, she decided to change majors to nursing after her mother was diagnosed with cancer. Gardner, who earned her degree in 2012, now works three, 12-hour shifts, so she can juggle career and family and spend more time with her children. “I think that when you love your job, it makes it easier to separate yourself from your family,” Gardner says. “Besides being a good mom, this is something else that I’m really good at and it’s serving a purpose.” Gardner says the flexibility also has helped to improve her work performance and given a better continuity of care to her patients. These patients, from ages 18 to 64, are struggling with anything from schizophrenia, bipolar disorder and anxiety, to post-traumatic stress disorders, often staying at the hospital for extended periods. “They get to know how you operate, and you know how they operate, and they feel comfortable coming to you and talking to you and I think that’s a really good thing,” she says. “Here, we are so much about protecting each other and having to be safe and protecting the patient, as well.”

Divya Jain, M.D., Saint Vincent Edinboro Family Practice

Divya Jain, M.D., the newest primary care physician at Saint Vincent Edinboro Family Practice, also has found a balance of caring for patients and her family. Jain graduated from Saint Vincent Family Medicine Residency Program after completing medical school in India. Her husband Nishant Koradia, M.D., is an interventional cardiologist at Saint Vincent, and the couple has a 21-month-old son, so Jain balances the family’s busy schedule by seeing patients on Mondays, Tuesdays and Thursdays.

“I wanted to be available for my family and choose a lifestyle I wanted. Family medicine gives me that opportunity,” she says. “Here, I work with four seasoned docs who have been in practice for awhile. I learned a lot from them just seeing them and shadowing them. One of the reasons I selected Edinboro is because they’ve all been very supportive.”

Educational Support

At Saint Vincent, support in the workplace extends to continuing education and professional certifications, as well as a tuition reimbursement program, which incents qualified associates. Saint Vincent also supports a Career Ladder program, which allows promotion for employees who do advance their education and certification.

Baby unit. She later cross trained to Labor and Delivery, the Neonatal Intensive Care Unit (NICU) and Pediatrics. In 2006, Althof gave birth to her daughter at 28 weeks, spending 50 days in the NICU — once again validating her passion for her profession. She also was doing forensic nursing on the side and was training with a local CRNP when she realized that she wanted to do more, so she went to graduate school part time for her master’s degree while working full time. “Women’s health was always my thing,” says Althof. “Women, children, that’s what I wanted to do. That’s when I said, ‘I really want to go back. I want to do more.’ My goal was to be done with school by the time my daughter started school.” After graduating with her MSN as a certified nurse practitioner in 2012, Althof was approached by an administrator at Saint Vincent about a new position working for Maternal Fetal Medicine specialists and the hospital’s Oncology Gynecologists. These specialists care for some of the hospital’s most high-risk obstetric patients, as well as those battling cervical, ovarian and uterine cancers. Althof also works with breast cancer patients who see breast cancer survivor and surgeon Kathleen Erb, M.D. “I’m a navigator, support person and always here for my patients. I am a secretary and scheduler. I’m everything to these patients. A phone call comes in, and it comes to me, so I get to know the patients very well,” Althof says. “Just getting to know them and follow them; it’s rewarding. I’m very grateful that Saint Vincent thought of me with this opportunity.” Maureen C. Chadwick, RN, MSN, NE-BC, senior vice president of Patient Care Services and chief nursing officer at Saint Vincent, understands the critical role that the nursing staff plays in patient outcomes. Chadwick, who has juggled career and family, is in her 29th year at Saint Vincent. It is a career that has included positions such as assistant nurse manager, director of inpatient cardiology and cardiology catheterization labs and director of periOperative services (operating room). She also served as an adjunct faculty member at Penn State Erie, The Behrend College, where she has taught nursing research, management and capstone courses, and is currently pursuing her Ph.D. in organizational leadership at Gannon University. Chadwick is not only a leader in every aspect of Saint Vincent’s nursing staff — at the Erie hospital and Westfield Memorial Hospital in New York — but also a champion of elevating the level of education for nurses throughout the hospital system. She cites the Institute of Medicine’s (IOM) report on the Future of Nursing, which points out >

“We have a lot of cross training and promotional opportunities for our employees here who demonstrate an interest in career advancement and career promotion, states Atkinson. “That’s worked not only to the benefit of our associates, but certainly to the benefit of this institution. We find that the more we invest in our employees, the more they invest in the organization, and it becomes a win-win for everyone involved, particularly our patients.” Kristi Althof, a registered nurse certified (RNC) and certified registered nurse practitioner (CRNP), has experienced the support and encouragement from advancing her education and participating in the Career Ladder program. Althof, who has been at Saint Vincent for 14 years, started out as a physical therapy major, then working as a patient transporter in the hospital’s physical therapy department. But, after seeing the nurses caring for patients, decided to pursue her nursing degree instead. Althof graduated in 2004 from Gannon with her bachelor’s degree in nursing and continued working at Saint Vincent in the Mother and

Kristi Althof, RNC, CRNP, has continued her education and advanced her nursing career during her 14 years at Saint Vincent. She currently works for the Maternal Fetal Medicine specialists, GYN Surgical Oncology and Breast Cancer Specialists.

March 2015 > www.mbabizmag.com > 11

that nurses are going to have a critical role in that future, especially in producing safe, quality care and coverage for all patients in the healthcare system. One of the IOM’s recommendations is about continuing and furthering their education. “I think as a nurse we always have to be looking at what can I learn that I didn’t know before? Because that’s how we can advocate for our patients,” says Chadwick. “I think that’s the crux of nursing. It’s about educating our patients, advocating for them and teaching.” It’s also about better patient outcomes. Studies show that in hospitals where there is a higher level of bachelor of science in nursing (BSN), the patient mortality rates are better. The IOM’s nationwide goal is that 80 percent will have their BSN degrees by 2020. In 2013, Saint Vincent also set a hospitalwide goal, requiring all Career Ladder nurses to become nationally certified. As of July 2014, 100 percent have achieved certification. Chadwick believes that encouraging lifelong learning means leading by example. “I believe we, as professional women and as business women, we have a responsibility to elevate all women. One of the things I do every semester is have a student with me precepting. I just believe that if I don’t set that example of taking a novice nurse under my wing, why would I expect anybody else? That’s our philosophy, really, as senior leaders. We don’t expect anyone to do anything we wouldn’t do.”

Retention and Recruitment

Hospital administrators describe Saint Vincent’s retention rates as “phenomenal.” Many of the employees have 15 or more years of service, and Saint Vincent has been recognized by AARP as one of the best places for older workers in the workplace. “We believe that to be a measure of our culture, a measure of our policy structure implementation, and we’re very appreciative of that,” Atkinson states. Karen Surkala, senior vice president of Business Development and Marketing, says that culture is key to Saint Vincent’s growth. Surkala, who brings nearly 30 years of health-care experience, is in charge of developing new programs and services along with Saint Vincent’s providers to expand the care at the hospital and in the community. She is also tasked with physician recruiting and marketing those services to both patients and providers locally and across all of northwestern Pennsylvania. Most recently, Surkala served as the director of Business Development for the Cleveland Clinic Heart and Vascular Institute where she was associated with developing a national cardiac network, episode-

based pricing and the Institute’s clinical affiliations. She also was chief operating officer at Westfield Memorial Hospital. While at Westfield, Surkala says she was encouraged to pursue her master’s degree. With a child in grade school, high school and junior high, and her in college, she was doing homework across the entire continuum. “I think what is most important to me is that people at Saint Vincent saw my potential and encouraged me to learn more and supported me through my journey,” says Surkala. ”I think that is why you see people who work here 25, 30 years, because the culture of the organization supports not only women in the workplace, but women who want to advance.” At Saint Vincent, empowering women leaders is paramount to its future success, and that extends to all aspects of Women’s Health. One of the best examples is the support that Peggy Boyd provides to women on their journey into motherhood. A certified nurse midwife (CNM), Boyd is currently one in a two-woman midwifery practice, which is part of OBGYN Associates and operates solely at Saint Vincent at 2315 Myrtle Street. Her patients range from upwardly mobile women to teens and single mothers — who are all looking for that personal touch, that personal relationship that a midwife can offer. “If you look at the midwifery philosophy, we look at pregnancy as a normal, healthy event in a woman’s life,” says Boyd. “We screen for complications and care for women with complications. But we look at it as a time when there is tremendous joy, tremendous change, and we provide the support, not only physically, but emotionally, and provide them education. The practice also makes full use of the hospital setting, where, if there is a complication, they have the technology and physician support needed for a successful delivery. Boyd says Saint Vincent and Allegheny Health Network have been very supportive of midwifery services. The practice is currently the only one in the AHN System, with plans to expand. “I have the pleasure of being able to grow this and teach other young midwives things I have done in order to continue midwifery in Erie, and that’s my goal,” says Boyd. “I want it to be something that women say, ‘You know, there is this group of women up there, these midwives, and they do really good work, and that’s where you should go to have your baby.’ ”

On a Mission

Administrators say Saint Vincent is a leader in the delivery of care because of its partnership with the AHN and because of its associates, who make it a great place to work. But it’s more than that. “First, it’s the mission of this institution and the AHN to focus on high quality, patient-centered care. We want to lead our patients toward prevention and wellness,” explains Atkinson. “But what we also do here is truly a ministry. Our goal, which is a high calling, is to elevate the status of health in this community and in this region. Our people who are successful here are people who can relate to that goal and share the vision of the AHN. “Secondly, we attempt to build a culture where our people can live out their core values and their commitments through the care that they give every day and find a supportive environment through leadership and through their colleagues to live out that mission. Our mission is not just words on the wall,” she continues. “Our mission is who we are, what we do and the caring that we provide every day to every patient who comes here, regardless of their circumstances.”

In the area of Women’s Health, Peggy Boyd, a certified nurse midwife, is planning to strategically grow midwifery services at Saint Vincent and the Allegheny Health Network.

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For more information about Saint Vincent Hospital, visit www.ahn.org/locations/saint-vincent-hospital.

A S S O C I A T I O N

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rie eries – E S ls tt and il k S ry n Hazle o e is d v r ra B e r, heste d Sup ike Winc Certifie Simon, M ft: Sean ific. From le hrig Pac e R l, a rn Sam Be

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“Shorty after joining the Manufacturer & Business Association, I learned of the HR Essential Certification Series. Knowing that our company was growing and there were aspects of Human Resources with which I needed guidance, I signed up for the series. Our instructor was very familiar with both PA and federal laws. I enjoyed the fastpaced classes, which were packed with pertinent, up-to-date information and real-life scenarios from other local businesses. No matter what level of HR experience you have, you will find these classes very educational.” — Tammy Ricci, Office Manager Moody and Associates, Inc.

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“After taking the HR Essential Certification Series at the MBA, I have found that all the information has become very useful in my ev eryday work environment. Our instructor did an excellent job presenting the information in a way that kept your attention and also taught you what you needed to know.” — Dina Heile, Administrative Assistant Intellectual Property Services “Investing in management education for both new and seasoned leaders has not only influenced corporate success, but has contributed to many successful career paths. The MBA-USA programs are high quality, accessible and affordable. That translates into great value.” — Gary M. Maras, Chief Executive Officer Medicor Associates “Whether it is computer classes or professional development courses, the training provided by the Manufacturer & Business Association has allowed us to provide a cost-effective solution that is critical to our ability to stay competitive.” — Joy Sherry, Human Resources Director Ainsworth Pet Nutrition

Training Regional Locations All courses are held at the MBA Conference Center in Erie, unless otherwise noted. Bradford: Holiday Inn Express 30 Tarport Drive Extension Butler: Fairfield Inn & Suites 200 Fairfield Lane Corry: Higher Education Council 221 North Center Street DuBois: Best Western 82 North Park Place Erie: Manufacturer & Business Association Conference Center 2171 West 38th Street Franklin: Franklin Industrial & Commercial Development Authority 191 Howard Sreet Grove City: Hampton Inn & Suites Holiday Boulevard Hermitage: LindenPointe 3182 Innovation Way Kittanning: Armstrong Educational Trust 81 Glade Drive Meadville: Holiday Inn Express 18240 Conneaut Lake Road Mercer/Grove City: Hampton Inn, Grove City 4 Holiday Boulevard St. Marys: Community Education Council of Elk and Cameron Counties 4 Erie Avenue, Suite 200 Titusville: Towne Square Conference Center 110 West Spring Street Warren: Warren/Forest Higher Ed Council 589 Hospital Drive, Suite F Williamsport: Genetti Hotel 200 W. Fourth Street * Handicap access and parking available at all sites.

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www.ERIEBANK.net March 2015 > www.mbabizmag.com > 13

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EDITORIAL > By Christopher M. Zehner, CFP

Financial Adviser Financially Speaking, Men Are From Mars, Women Are From Venus We all know men and women are different in a variety of ways. But do these differences also apply when it comes to financial planning? The short answer to this question is absolutely. Everyone wants financial security, yet women face a variety of financial headwinds that can affect their ability to achieve it. The good news is that women today have never been in a better position to achieve financial security for themselves and their families. Some Key Differences 1. Women have longer life expectancies. The National Vital Statistics Reports of 2013 show that women live an average of 4.8 years longer than men, which means they have to stretch their retirement dollars further than their male counterparts. This also puts them at greater risk of needing some type of long-term care, which they unfortunately may have to face alone. With regards to disposition of the marital estate, women typically have the ultimate responsibility for the transfer of assets. 2. Women generally earn less and have less savings. According to the Bureau of Labor Statistics, within most occupational categories, women who work full time, yearround, earn only 82 percent (on average) of what men earn. This gap can significantly impact women’s overall savings, Social Security retirement benefits, and pension benefits. 3. Women are sometimes more conservative investors, as noted in the 2011 “Women and Retirement Savings” report by the U.S. Department of Labor. It is important to estimate the expected rate of return on your current investment portfolio and know the long-term implications of that posture. If an investor is unwilling to take additional measured risk to increase expected return, then a higher level of savings

may be required. If additional savings is not an option, then one should at least consider the possibility of repositioning their portfolio strategy. Steps Women Can Take 1. Estimate how much income you will need. Use your current expenses as a starting point, but note that your current expenses may change by the time you retire due to inflation. 2. Find out how much income you can expect to receive. Gather estimated benefits using statements from Social Security, pension plans, and other sources. Determine how much you will receive in the event you become widowed or divorced. 3. Save regularly and save as much as you can. Dedicate a portion of every raise, bonus, cash gift, or tax refund to your retirement savings. Even stay-at-home spouses may be entitled to make IRA contributions via a “spousal IRA” assuming they meet the IRS qualifications. 4. If you are self-employed or own a small business — According to the U.S. Census Bureau, women own almost 30 percent of nonfarm businesses. Consider savings options tailored to your needs, including individual (or solo) 401(k) plans, SEP Plans, SIMPLE IRAs, and defined benefit plans to name a few. 5. Evaluate the adequacy of your life insurance and disability insurance coverage. Adequate life and disability insurance are vitally important for the benefit of your family. 6. Evaluate alternatives for addressing long-term care expenses. A variety of options now exist for addressing long-term care expenses ranging from traditional long-term care policies to the newer hybrid policies that combine aspects of life insurance as well as longterm care insurance. Work with an independent/ licensed agent or financial adviser to find the most cost

effective solution for your situation. 7. Create an estate plan. To ensure your personal and financial wishes are carried out in the event of your incapacity or death, at a minimum consider executing basic estate planning documents, such as a Will, financial power of attorney, healthcare power of attorney and a Living Will. Additional planning may be warranted for more complex estates/situations. 8. Don’t be afraid (or too proud) to ask for assistance by working with a financial professional. These are complex areas that most people don’t have an understanding of because they are too busy in their own lives (working and/or raising a family) to investigate all the different products and methods. Working with a Certified Financial Planner (in conjunction with your attorney and accountant) can help make sense of your various options and develop a prudent course of action. For more information on financial planning, contact Christopher Zehner at HBKS Wealth Advisors at 814/459-1116 or czehner@hbkswealth.com.

Christopher Zehner, CFP is a financial adviser in the Erie, Pennsylvania office of HBKS Wealth Advisors. In his 14 years with HBKS, he has developed a very high level of expertise in Comprehensive Financial Planning and Investment Management. He works closely with a growing base of client relationships helping them achieve their short- and long-term financial goals.

March 2015 > www.mbabizmag.com > 15

It’s a Jungle Out There! 2015 Women in Leadership Development Conference

Focuses on Overcoming Obstacles, Creating Opportunities Maggie Horne, director of the Gannon University Small Business Development Center (Gannon SBDC), is passionate when she talks about the SBDC’s Women in Leadership Development Conference (WILD) on April 29 at the Ambassador Banquet & Conference Center in Erie. For the past eight years, the WILD Conference has been empowering professional and enterprising women with knowledge, energy and Maggie Horne passion by encouraging networking, providing leadership opportunities and supporting each other. This year’s conference is expected to live up to its promise with the theme, “It’s a Jungle Out There!” “In business, there’s always challenges, and what we’re looking to do is provide tools for our attendees to really be able to battle that jungle and overcome some of the obstacles, feel more comfortable about dealing with those daily challenges,” says Horne. “Negotiation skills, those kinds of skills are always something that are a challenge, being able to deal with vendors, with employees, with workers, as well as with the higher administration.” “The WILD Conference is really about being able to position yourself to achieve your goals and having good skills,” she continues. “Conflict resolution, negotiation, things like that, certainly can be applied in any area, no matter what you’ve chosen, either business ownership or management, whatever career you may be in.” Brenda Bennett, a past attendee and supporter of the WILD Conference, understands the challenges and opportunities of being in business today. As president of Transportation Solutions in Erie, she has spent the past 18 years building her driving school business, into a multi-service, multi-county operation.

Brenda Bennett

“As a woman business owner, I think that we, as women, have challenges where we’re our own worst enemy, and we don’t realize the business savvy that we have. A lot of times we

16 < www.mbabizmag.com < March 2015

short sell ourselves as ‘I can never really get to do that’ or ‘I can never really have that opportunity.’ ” Bennett, for one, can speak from experience. When her second daughter was born, the former executive director of the LIFT transportation program in Erie County decided to stay home. “I didn’t really plan on starting a business,” Bennett explains. “But I was getting calls from all over the United States for some consulting from other paratransit programs. When people heard that I was at home, they were like, ‘Hey, can you help us out?’ ” With all the work coming her way, that’s when Bennett’s tax accountant advised her that she needed to start a business of her own. But Bennett’s business plan turned out to be nothing like the one she envisioned because of an opportunity she heard about from Kathy DiNicola, then-vice principal of Villa Maria Academy. The high school was looking for a drivers education teacher, and Bennett was interested, but there were a lot of state requirements involved. She accepted the position under the condition it was a long-term contract. “So I started out consulting and then went into driving school,” notes Bennett, who built the business from scratch out of the basement of her home. “That’s really when Transportation Solutions, the name of the business, tax ID, the whole nine yards, started in 1997.” Today, Transportation Solutions, headquartered at 4202 Peach Street, has 17 high schools that it contracts with for drivers education in Erie and Crawford counties, along with contracts with area hospitals for drivers rehabilitation, as part of its full occupational therapy program. The company specializes in modifications for vehicles, as well. Bennett acknowledges that getting to this point in her career took a lot of support — from family and friends, and from people in the community who continue to provide her with their business expertise. “I’m very fortunate to have a husband that has supported what I do…,” she says. ”I also have wonderful bankers, and I think sometimes women business owners don’t get over that obstacle. You have to have a banker you can go to and say, ‘Listen, this is what’s going on, help me out.’ “

2015 Keynote Speaker Bennett also strongly encourages reaching out to other business leaders. “You need to find at least three people who are just so business smart that you can pick up the phone and say, ‘Hey, let’s go for a cup of coffee. I’m struggling and I need to bounce something off of you.’ That’s where you then get re-energized and new ideas to get over those hurdles to continue on.”

More Resources for Women in Business

While success stories like Bennett’s can be found all across the country, experts say the number of women in key decision-making positions is still underserved. The promising news is that more resources, specifically in northwest Pennsylvania, are now available to women business leaders than ever before. “I believe the last count showed more than 50 percent of businesses in Erie County and the region, in general, are owned by women,” explains Horne, “but there is still not the presence in the decisionmaking area, such as serving on boards or being leaders in various community events. There still is that challenge of women not being as prominent in those areas. It’s very important to give women who want to do that the opportunity to gain the skills, learn some techniques and tools, and more confidence, and to be able to really get into those positions in our region.” That’s why events like the WILD Conference are so highly anticipated and attended. In addition to guest speaker Janet Rose, Ph.D. and the annual WILD Legacy Award presentation, the daylong conference offers educational tracks for women — and men — at all levels of leadership, from rising leaders, entrepreneurs/women business owners, to executive leadership. A dedicated networking session also has been added so that attendees connect with individuals who share their same focus. Bennett says it’s what attendees make of their time at the conference that will benefit them the most. “Your time is valuable, and if you really want to get something out of it, you’ve got to put something into it,” Bennett explains. “You’ve got to strike up a conversation… There’s somebody in that crowd that you are meant to be connected to; you just need to make that effort.” In Erie, the ability to make those connections has been on the rise. The WILD Conference and resources like the Women’s Roundtable, ATHENA Power Link, led by Erie Chair Linda Stevenson, and Coffee Club Divas, organized by Heidi Parr Kerner, are becoming powerful networks for women in business. “I think having those kinds of groups around and working together you’re seeing a lot more of that working together then I’ve ever seen in the last five years,” states Bennett. “The WILD Conference really pulls these groups of women together.” To register for this year’s WILD Conference, visit wild.sbdcgannon.org.

Janet Rose Wojtalik, Ed. D., a contributor to Leading Women: 20 Influential Women Share Their Secrets to Leadership, Business, and Life, will be the keynote speaker at this year’s WILD Conference. Wojtalik earned her doctoral degree in educational leadership from Duquesne University. Her research in the area of women and leadership won her Clark Scholar designation in the 2006 David L. Clark National Graduate Research Seminar in San Francisco, California. Wojtalik has presented her research in many settings including San Antonio, Texas at the 2006 UCEA National Convention; in La Crosse, Wisconsin at the United Council’s 11th Annual Women in Leadership Conference; in Nashville, Tennessee at the 2005 UCEA National Convention, as well as, the 2005 PASA Woman’s Caucus Conference in Hershey, Pennsylvania. She currently resides in North East and is the director of Student Support Services for the Fairview School District.

WILD Scholarship Fund

In 2014, the SBDC WILD Endowed “Power” Scholarship in Business was established at Gannon University. Gifts to the scholarship fund will be matched dollar-for-dollar up to $25,000 by the “Power” Challenge. To be considered for the WILD Scholarship Fund, a potential candidate must be a junior or non-graduating senior woman pursuing a business degree with a 3.0 grade point average. For every $10 donation made to the scholarship fund, the donor’s name will be placed in a drawing for grand prizes at the 2015 WILD Conference. Donations can be made during the conference or at any time throughout the year at www.gannonalumni.org/WILD. March 2015 > www.mbabizmag.com > 17

OntheHill

DEPARTMENTS > Contact: Lori Joint

Women in Politics: Where We Are, Where We’re Headed Angela Zaydon is the state government relations representative for the Manufacturer & Business Association in Harrisburg. Contact her at 717/525-7213, cell 814/460-3136 or at azaydon@mbausa.org.

Women have come a long way since 1920 when they received the right to vote. Women also have made huge strides in obtaining higher education degrees and have slowly closed the gender gap on pay equality. More women today own small businesses, hold positions in management and head up family businesses. With all the advances women have made over the past several decades, the gender gap on women holding elected political office is still very wide.

1. In most cases, the incumbent has the advantage. Men were in office before women, and once a person is in office, they have serious advantages for re-election. Usually, the most “winnable” seats already are held by men.

This past election saw some incredible firsts for women. Iowa elected their first woman to the U.S. Senate. Mia Love, a Republican from Utah, became the first black woman ever elected in the Republican Party to Congress. While it is true that more women are running for elected positions in the United States than ever before, the percentages of women holding elected offices are still low and have not kept pace with other areas of society where the gap has steadily closed. In every election across the United States, women make strides, but the gender gap is still very apparent in politics.

3. Redistricting appears to target women. When lines are redrawn, women often bear the brunt of it, many times forcing them into a district with another incumbent.

The Center for American Women in Politics shows that in 2015, 24.2 percent of the 7,383 state legislators in the United States are women. Women currently hold 435, or 22.1 percent of the 1,972 state Senate seats and 25 percent of the 5,411 state House or Assembly seats. Pennsylvania ranks 38th in women state legislators — 17.8 percent of the legislators in the Pennsylvania General Assembly are women, or 45 of the 253 legislators. The historical data and statistics often conflict with the populous view of women in politics. The historical data shows us the number of women that seek office as compared to those that win that office in each state. Those numbers still remain low. A new Pew Research Center study shows that most people see little difference in what men and women bring to the political leadership. So then why do we still see politics lagging behind society and so few women holding political office? Five Obstacles Political analyst’s provide five reasons more women are not in elected political positions: incumbency, family, redistricting, the media and stereotypes.

2. Family also comes into play for women because they are typically the main caregivers and statistics show that women often run for office later in life, after they’ve had children or their children are grown.

4. The media tends to quote men five times more than women on the same issues and the media often times focuses on the woman’s appearance and fashion, whether positive or negative, rather than on the issues. 5. Assumptions and stereotypes are also to blame. Many people automatically assume that a female candidate will be better on social issues — such as women’s rights or education — and a male candidate will be better on hard issues — such as defense and the economy. Encouraging Potential Candidates Veteran Republican media strategist Charlie Gerow has been encouraging women candidates for decades. He says the key is for more women to seek office at all levels. “I firmly believe we’ll have a woman president in my lifetime. And I believe we’ll elect more and more women to our General Assembly. But in order to win, you have to be on the ballot. There are good examples, like the PA Superior Court, where qualified women have been running and winning for years,” said Gerow. It is vital that we encourage women to run for office at all levels of government, and support them through the election, right here in Pennsylvania. The Manufacturer & Business Association would also like to congratulate all of the woman who won their elections and will be joining the legislature, in the state House, state Senate and U.S. Congress for the new session. March 2015 > www.mbabizmag.com > 19

HR Connection REPORT: GENDER DIVERSITY CAN IMPROVE PERFORMANCE According to Mercer’s 2013 Human Capital Report, women around the world remain significantly underrepresented at all levels in the work force. Yet championing gender diversity should be a greater focus for organizations everywhere in improving overall performance. As the Mercer study noted: “Given the size of the untapped female work force and the pivotal role that women play in society as providers, caregivers, decision makers, and consumers, the extent of their participation in the workforce has major implications for the economic and social development of communities and nations.” • Economists have calculated that eliminating the gap between male and female employment rates will bolster the gross domestic product (GDP) around the world: in the United States by 5 percent, in Japan by 9 percent, in the UAE by 12

percent and in Egypt by 34 percent. • Women are more likely than men to invest larger portions of their incomes in the education and health of their children, ensuring the development of stronger future talent. • Gender-balanced workplaces generate higher levels of efficiency savings, employee engagement, productivity, financial performance, and better meet the needs of diverse suppliers and customers. Companies that actively promote women outperform their competitors, with overall profits 34 percent higher. NAWBO TO MARK 40TH YEAR WITH SERIES OF SPECIAL EVENTS FOR WOMEN BUSINESS OWNERS The National Association of Women Business Owners (NAWBO) is celebrating the organization’s 40th anniversary in 2015. The organization was founded in 1975 by a group of women entrepreneurs who joined

together to remove obstacles and create opportunities for other women entrepreneurs across the country. Today, NAWBO boasts 5,000 members and 60 chapters nationwide and is the only member organization representing women entrepreneurs in all sectors, sizes and stages of their business development. Darla Beggs, NAWBO National Board chair, said, “At NAWBO, our mission is to provide women entrepreneurs with greater access to the tools they need to grow their businesses. This year, in conjunction with our 40th anniversary, we will roll out a series of programs and events designed to empower women entrepreneurs and showcase the expertise and experiences that our members bring to the table.” NAWBO will host a series of events across the country in conjunction with its 40th anniversary. The celebration will culminate at their annual Women’s Business Conference, which will be held September 27-29, in San Antonio, Texas.

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DEPARTMENTS > Contact: Stacey Bruce

Show Passion in Your Leadership The best leaders are passionate about their roles. And although women are often thought to be more passionate by nature, passion isn’t gender specific.

respectful, driven and knowledgeable. Then, we add three more traits that are, like the others, driven by passion to lead, such as:

Having a passion for your work is energizing, and something that can inspire others. But the challenge is: How do we transfer that passion to the people we lead?

• Being authentic. People know it and respond to it when they see it. Just going through the motions rarely works long term.

The outward expression is what we call “leadership traits” — a choice of words, a positive response, or a course of action. In our professional development classes, we often tell students to define leadership by each choosing three words that describe a person in their lives that they respect as a leader. Then, we formulate a definition of leadership from there. Usually, I hear words like honest, caring, dedicated, trusting,

• Making unexpected connections. Some leaders see the even bigger picture and can move the puzzle pieces around in new and successful ways and the rest of us say, “Wow, how did she think of doing that?” • Ability to develop new leaders. Once in a leadership role, you are great if your people are great! Doing all you can do to see your people excel is an act of self-confidence that everyone can emulate.

Oftentimes, the most passion I see in class participants is when they tell their stories of an employee who has excelled under their supervision. It’s a priceless feeling and is exactly what passionate leaders do. To learn more about the Association’s regionally recognized professional development classes, contact me at 814/833-3200, 800/815-2660 or visit the Professional Development page on www.mbausa.org.

Lisa DeFilippo is a training specialist in the Association’s Training Department.

March 2015 > www.mbabizmag.com > 21

Legal Q&A WE HAVE SOME EMPLOYEES WHO ARE HAVING A DIFFICULT TIME BALANCING THE DEMANDS OF THEIR WORK AND PERSONAL LIFE. WE DO NOT WANT TO SEE THEIR PRODUCTIVITY SUFFER. WHAT CAN WE DO? A popular suggestion would be allowing time off for employees to appropriately deal with their situations. Some laws, such as the Family and Medical Leave Act (FMLA), require employers to allow employees time off to deal with qualifying issues. However, not all situations fall under such laws. Other initiatives to help balance the demands of work and personal lives include the following: • Flexible work schedules • Telecommuting • Reduced work schedules IF I REDUCE THE WORK HOURS OF MY EMPLOYEE(S), WILL HE BE ELIGIBLE FOR UNEMPLOYMENT COMPENSATION BENEFITS? Where a claimant works less than his full-time hours through no fault of his own, the claimant may be potentially eligible to receive full or partial benefits. WHAT ARE THE EMPLOYER OBLIGATIONS TO FEMALE EMPLOYEES WHO EXPRESS BREAST MILK? The Patient Protection and Affordable Care Act amended section 7 of the Fair Labor Standards Act to require employers to provide reasonable break time for an employee to express breast milk for her nursing child for

one year after the child’s birth each time such employee has need to express the milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from co-workers and the public, which may be used by an employee to express breast milk. Employers are not required to pay employees for these breaks. Employers with fewer than 50 employees may be exempt if the requirements impose an undue hardship and cause the company significant difficulty or expense when considered in relation to the size, financial resources, nature or structure of the business.

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DEPARTMENTS > Contact: Stacey Bruce

Brace Yourselves for the March Madness Brackets As winter is making its exit many workers across the country are celebrating its departure by filling out their NCAA basketball tournament brackets. The tournament is well known for seizing the attention of workers throughout the United States. A study conducted by Challenger, Gray & Christmas, a global employment consulting firm, estimates that 50 million Americans participate in March Madness office pools each year. According to the study, that equates to $1.2 billion in revenue for every unproductive work hour during the first week alone. Regardless of these scary numbers, John Challenger, chief executive officer of Challenger, Gray & Christmas, suggests that employers not try to clamp down on March Madness. The study reveals that initiatives to block access to sports sites, in order to boost productivity in the short term, could result in long-term damage to employee morale, loyalty and engagement. “Instead, employers may want to seek ways to use March Madness as a tool to increase employee engagement,” said Challenger.

This sentiment is also shared by David Fagiano, COO of Dale Carnegie Training, who believes that March Madness offers a great opportunity for employee engagement and overall team morale. “An office pool encourages healthy competition among colleagues. And as a result, co-workers can form personal bonds that not only boost collaboration but also engagement and productivity in the long run,” he added. So what should employers do? Here are some approaches on how to handle employees during tournament: • Employers have the right to strictly enforce a non-recreational Internet policy and monitor employee usage to ensure workers are being productive; or • Employers shouldn’t be so worried about the estimates of lost work time due to March Madness because there are distractions every day at the office; or • Employers might encourage team building and company morale by

starting a company March Madness Bracket of their own (minus any gambling component — allow everyone to participate for free with token prizes for the winners). Regardless of which approach an employer takes, employers should decide how they want to handle the March Madness season so that it can be addressed in a consistent manner and expectations can be clearly outlined for all employees. For information about the Association’s Legal Services Division, contact Attorney Lamary-Toman at 814/833-3200, 800/815-2660 or tlamary@mbausa.org.

Tammy Lamary-Toman is legal counsel for the Manufacturer & Business Association.

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People Buzz LOCAL SALON OWNER INDUCTED INTO ASSOCIATION Edna Siegel and Panache Salon and Spa, an awardwinning salon in Erie, recently were inducted into Intercoiffure, the North American beauty industry’s most prestigious professional association. Siegel, owner of Panache, is the first person from northwest Pennsylvania to ever be invited to join this global beauty organization, with an exclusive membership of 3,000 elite salons from more than 55 countries. In the recent past, Siegel and Panache have been honored with being selected as a “Top 200 Salon’’ by Salon Today Magazine five years in a row, and a ‘’Top 20 Salon’’ in the United States for Salon Design by Modern Salon Magazine.

MILLCREEK HEALTH SYSTEM NAMES GOVERNMENTAL AFFAIRS DIRECTOR Michael J. Visnosky, Esq., has joined Millcreek Health System as director of Governmental Affairs, a new position for the System. He will remain Of Counsel to Knox McLaughlin Gornall & Sennett, P.C., where he has been a shareholder, specializing in family and tax assessment law. Visnosky is chairman of the board of trustees of Lake Erie College of Osteopathic Medicine (LECOM), a position he has held since its founding in 1993. He also serves as chairman of the board of Millcreek Health System. The Health System is the parent organization of LECOM, which is the nation’s largest medical school in terms of enrollment, with campuses in Erie and Greensburg,

Pennsylvania, and Bradenton, Florida. Visnosky graduated from Gannon College and the Notre Dame Law School. He received the Distinguished Pennsylvania Award from Gannon University in 2000 and is AV Preeminent® Peer Review Rated through MartindaleHubbell. In his new position, Visnosky will manage governmental relations on behalf of the health system. DEVELOPERIE ANNOUNCES NEW CHIEF EXECUTIVE Katrina Smith has been named the new chief executive of DevelopErie, the lead economic development agency for the Erie, Pennsylvania region. Smith, who had served as interim chief executive, had previously held the role as senior vice president and had also served as vice president of real estate.

Is Your Business in Compliance? OSHA regulations for workplace safety and ASME B30 standards require frequent and periodic inspections of all below the hook lifting devices, as well as a documented annual inspection. For answers to your compliance and inspection questions, contact Dailey Supply at 814.833.7227.

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DEPARTMENTS > Contact: Karen Torres

Smith earned a master’s degree in public administration from Gannon University and a bachelor’s degree in politics from Messiah College. She is also a graduate of the Leadership Erie program. NIAGARA THERAPY HIRES OCCUPATIONAL THERAPIST Niagara Therapy, LLC recently announced that Katie Wawrzyniak has joined its therapy team as an occupational therapist. Wawrzyniak is originally from the Pittsburgh area and earned her master’s degree from Gannon University in occupational therapy. She comes to Niagara Therapy with extensive pediatric experience and has done research about virtual reality and leisure activities in the elderly.

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