september 2014 business magazine

September 2014

The Manufacturer & Business Association (MBA) is pleased

to introduce Absolute Choice: Your Benefits Solution.

What is it?

Absolute Choice is a private benefit marketplace that makes it simple for employers like you to offer competitive, attractive employee benefits while still meeting health-care reform requirements.

You can choose your benefit plans and manage your HR departments enrollment and ongoing administration needs through a comprehensive, easy-to-use website. Absolute Choice makes it easy with free training and ongoing support, including a dedicated MBA call center.

Weve Got Your Benefits Medical and

prescription drugs

Critical illness insurance

Accident insurance

Dental

Vision

Group Life and AD&D

Short-term disability

Long-term disability

By offering all of these benefit options in one place, Absolute Choice simplifies the administrative process for employers, and helps employees better understand the combined value of all the benefits available through their employer.

Learn More READY TO SIMPLIFY YOUR SEARCH FOR THE RIGHT EMPLOYEE BENEFITS? CALL TODAY!

814-833-3200 OR 800-815-2660 Online: www.absolutechoicembausa.org Email: [email protected]

BUSINESSM A G A Z I N EManufacturer & Business Association

Keeping the Workplace Well / Page 8

VOLUME XXVII, NUMBER 9 SEPTEMBER 2014

Join with fellow manufacturers across the country in marking the third annual

Manufacturing Day on Friday, October 3, 2014.

Hosting an open house provides manufacturers with an opportunity to tell their

companys story, dispel outdated myths about manufacturing, inspire a new

generation of manufacturers, and connect with their communities.

In opening your plant to visitors, you can also open minds expanding knowledge

about and improving public perception of careers in manufacturing, as well as

showcasing manufacturings value to the U.S. economy.

Visit www.mfgday.com to schedule your companys Manufacturing Day event or to

access their easy to use resources.

Manufacturing Day (MFG DAY) addresses common misperceptions about manufacturing by giving manufacturers an opportunity to open their doors and show, in a coordinated e!ort, what manufacturing is and what it isnt. By working together during and after MFG DAY, manufacturers will begin to address the skilled labor shortage they face, connect with future generations, take charge of the public image of manufacturing, and ensure the ongoing prosperity of the whole industry.

www.mfgday.com

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September 2014 8EDITORIAL > 7 / Health Matters How the Affordable Care Acts new rules are combating health-care fraud and abuse.WILLIAM GEDMAN

13 / Legal BriefWhy workers compensation claims are not immune from the high costs associated with narcotics.JOHN W. DRASKOVIC

15 / Aging & WellnessThe self-assessment tool that can help prevent caregiver distress.DIANNE CUNNINGHAM

DEPARTMENTS > 4 / Business Buzz18 / HR Connection

20 / Legal Q&A24 / People Buzz

FEATURES > 3 / SpotlightStacey Bruce, director of HR Services for the MBA, talks about plans for the Asso-ciations highly anticipated second annual HR & Employment Law Conference on Friday, October 10, and the benefits of attending.

8 / Saint Vincent HospitalScott Whalen, president and CEO of Saint Vincent Hospital, a member of Allegheny Health Network, shares how the health system is working with its employees and area employers to create a new model for care.

22 / Association EventsSee coverage of the Associations latest events and member briefings.

23 / On The HillAngela Zaydon, state government relations representative for the MBA in Harrisburg, explains the good and bad of Pennsylvanias 2014-2015 state spending plan.

4 22

2014 HR Raffle Drawing!Its FREE! Register to become a new subscriber to the digital edition of the Business Magazine online at www.mbabizmag.com and get a chance to win a free ticket to the MBAs second annual HR & Employment Law Conference on October 10, three bestselling business books - Raving Fans, Hire Like You Just Beat Cancer, and Who Moved My Cheese? - plus two new coffee mugs! Drawing to be held September 25.

< SPECIAL SECTION INSERT / Training CatalogLearn about the Associations upcoming computer, HR and professional development training courses in our new quarterly Training Catalog!

September 2014 > www.mbabizmag.com > 1

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SPOTLIGHT > Contact: Karen TorresSPOTLIGHT > Contact: Karen Torres

HR professionals play a very important role for most organizations, from hiring and firing, to keeping employers and employees up to date on the most current workplace policies and legislation. What other duties does HR perform and how critical is education and training to this role?While some HR professionals may oversee organizations and strategy, others get the benefit of person-to-person interaction, helping employees directly. HR managers coordinate and plan HR activities, then manage them once executed. This may involve guiding employees through the hiring process, benefits programs, training, labor disputes, and other administrative needs important to workers within a company. HR managers have a direct influence and positive impact on the people in a company.

HR training and development programs benefit not only the company, but also their employees. By learning new skills, abilities to use new methods and materials and knowledge, HR managers become a more valuable asset to the organization in carrying out their critical HR duties.

Why should someone in the HR field want to attend? For anyone who has earned his or her PHR/SPHR credentials, this conference will award five HR Certification Institute (HRCI) credits for attending. Not to mention, it is a great networking and educational event. We will have updates on employment law including the Affordable Care Act (ACA), social media and the Health Insurance Portability and Accountability Act (HIPAA). There are also some exciting prize giveaways, including an iPad Mini donated by the Manufacturer & Business Association.

This years HR & Employment Law Conference promises to deliver highly interactive sessions, educational opportunities and networking. What are some of the highlights? This year, we have a daylong event chock-full of interactive sessions, including some highly sought-after educational and networking opportunities. Alice Pescuric from the University of Pittsburgh will be with us to discuss some key issues that affect every work force, including leadership challenges. She is a widely respected expert in her field, and her presentation Leading in Uncertain Times should be very insightful. Were also excited to announce that Mike Byam, author of The WOW! Workplace and managing partner of the international firm Terryberry, will be joining us as well. He is a frequent speaker on practical ways that managers can change workplace culture and effectively use employee recognition to engage people, improve communications and retain top talent. Finally, Barbara Glanz, a certified speaking professional and author of 11 bestselling how-to books, including 180 Ways to Spread Contagious Enthusiasm, will be here to share her tips for improving morale, retention and service.

What are you most looking forward to and why? We just look forward to the entire event, seeing it all come together at the Associations Conference Center in Erie. It is such a beautiful facility with a great staff and everyone works together well to make it all happen. We also have some phenomenal speakers planned, which we couldnt have without the help of our wonderful sponsors. In fact, the conference was such a huge success last year, we had a lot of the same companies back wanting to sponsor it again, plus several new ones.

What else can you share about the conference? There is limited seating again this year and it is filling up fast, so I would recommend getting your reservations in early. We also are looking for a few more sponsors, so if you are interested, please contact me at 814/833-3200 or email [email protected].

What is the cost? And, where can you register? Cost is $275 for MBA members, $350 for nonmembers. Participants can register at www.mbausa.org or call Terry Nunez at the MBA at 814/833-3200 or 800/815-2660.

On Friday, October 10, the Manufacturer & Business Association (MBA) will hold its second annual HR & Employment Law Conference at the MBAs Conference Center in Erie. To learn more about plans for this highly anticipated event and the benefits of attending, the Business Magazine recently sat down with the Associations own in-house HR specialist Stacey Bruce, director of HR Services for the MBA.

VOL. XXVII, NO. 9 SEPTEMBER 2014

Copyright 2014 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 maga-zine 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.

Mission StatementThe 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 Association2171 West 38th Street Erie, Pa. 16508 814/833-3200 or 800/815-2660 www.mbausa.org

Manufacturer Joel Berdine& Business John ClineAssociation Board Harry Eighmyof Governors 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 [email protected]

Executive Editor John Krahe [email protected]

Managing Editor & Karen Torres Senior Writer [email protected]

Contributing Dianne Cunningham Writers John W. Draskovic William Gedman

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

Additional Photography Casey Naylon Karen Torres

Advertising Sales Patty Welther 814/833-3200 [email protected]

Design, Production Printing Concepts Inc. & Printing [email protected]

ON THE COVER: Saint Vincent Hospital President and CEO Scott Whalen meets with Dan, Dennis and Don Prischak of The Plastek Group, who have partnered with Saint Vincent to enhance their robust corporate wellness program by utilizing such services as its new Mobile Medical Unit. For full story, see page 8.


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Business BuzzLORD TO EXPAND FACILITY TO SERVE OIL AND GAS MARKETLORD Corporation announced a facility expansion in Cambridge Springs, Pennsylvania to enhance its manufacturing capability for the oil and gas market. The $15-million investment will support the existing plants expansion and the procurement of new machinery and equipment,in addition to the potential to create 10 or more jobs over a three-year period.

According to the company, the expansion will support new manufacturing output for products such as flexible joints for offshore drilling and production risers. The existing Cambridge Springs facility was established in 1966 with 60,000 square feet. The current 172,000-square-foot space employs a staff of 140 who serve the Industrial, Aerospace, and Oil and Gas markets. Manufacturing presently includes rubber-to-metal components, as well as the assembly and testing of electromechanical parts. The Cambridge Springs plant employs manufacturing processes for parts similar to the future oil and gas output, which was an important decision criterion for the new expansion.

The facility is expected to deliver its first products from the expanded space in the third quarter of 2015.

LORD Corporation is a diversified technology and manufacturing company developing highly reliable adhesives, coatings, motion management devices and sensing technologies that significantly reduce risk and improve product performance.

For more information, visit www.lord.com.

LORD Corporation recently held a ribbon-cutting ceremony to celebrate the expansion at the Cambridge Springs facility.

4 < www.mbabizmag.com < September 2014

TECH MOLDED PLASTICS ADDS NEW PRESSESTech Molded Plastics, Inc., located in Meadville, announced that it has expanded its service and capabilities in precision injection molding with the addition of two new presses to its production floor.

The new Nissei NEX110 III-9EG 121-ton presses are equipped with, among other features, on-screen diagnostics and event detection, Nisseis own reject detection system (SPC), high-precision-encoded clamping and injection capabilities, eject-on-the-fly capabilities for cycle time efficiency, and a 30-percent to 60-percent energy savings package.

According to the company, Tech Molded Plastics has achieved precision, efficiency and quality with the right equipment and best practices, along with the experience and expertise of its master molders.

Tech Molded Plastics is an ISO 9001:2008 certified injection molded plastics company that supplies full-service injection mold design & development, precision mold tooling, custom injection molding, and integrated packaging & assembly to the

medical, automotive, consumer, electronics and aeronautics industries.

For more information, visit www.ttmp.com.

ATHENA POWERLINK NOW ACCEPTING APPLICATIONSThe Athena PowerLink program in Erie is currently accepting applications from women business owners with the prize of a free expert advisory panel for one year. Experts in accounting, information technology, marketing and other areas will provide free guidance.

To qualify, the applicant must:

Be at least a 51-percent owner of a business that she actively manages.

Be in operation at least two years.

Must employ at least the equivalent of two full-time employees.

Annual revenues must be at least $250,000 for a retail or manufacturing business or $100,000 for a service business.

Owner must have clearly defined objectives for seeking an advisory panel.

Applications must be completed by October 14.

For more information,visit www.athenaerie.org/powerlink.

NATIONAL MANUFACTURING DAY SCHEDULED FOR OCTOBER 3 The third annual Manufacturing Day, a nationwide career-awareness event and a unique opportunity to see manufacturing in action, is set for Friday, October 3.

The event was established to expand the knowledge about and improve the publics perception of U.S. manufacturing. This includes emphasizing the importance of American manufacturing to our economy and educating the public about the value of U.S. manufacturing careers. As part of the celebration, manufacturers from around the country open their doors for open houses and events. To learn more about hosting an event or tour, visit www.mfgday.com.

DEPARTMENTS > Contact: Karen Torres

LOESEL-SCHAAFINSURANCE AGENCY, INC.

Call us.We know the plans.We have the answers.

Call us.We know the plans.We have the answers.

phone (814) 833-5433fax (814) 838-6172

phone (814) 833-5433fax (814) 838-6172

LOESEL-SCHAAFINSURANCE AGENCY, INC.


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The Hometown Bank with the Hometown Touch

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Dena Zambrzycki, president of employee-owned Erie Industrial Supply

Marquette Business Bankers (left to right): Jim Jackson, Sherry Waller, David Slomski, Eugene Cirka, Beverly Schneider, Jon Patsy

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Lending Hometown SupportTo Hometown Suppliers

The health-care system in the United States is large and complex, and, unfortunately, also ripe for fraud. The general unfamiliarity and uncertainty about how many aspects of the system operate which has only increased since the implementation of the Affordable Care Act (ACA) serves as something of an invitation to deceive. Confusion surrounds many provisions of the ACA, which can complicate efforts to detect and deter fraud, waste and abuse.On the positive side, the ACA has created some new tools to combat health-care fraud and abuse. There are now tough new rules and sentences for criminals, enhanced screening of providers and suppliers, state-of-the-art technology, such as advanced predictive modeling technology that targets highly suspect behaviors, and also an additional $350 million over 10 years that will be used to boost anti-fraud efforts. But new rules and regulations can also mean those that want to do wrong will just come up with new scam techniques. Clear DefinitionUnder the Health Insurance Portability and Accountability Act (HIPAA), fraud is defined as knowing and willful attempts to defraud any health-care benefit program. Abuse is defined as acts inconsistent with sound medical or business practice. The most common types of fraud and abuse are misrepresentation of services, altering claims forms for higher payments, billing for services not

performed, and providing medical services that are unnecessary based on the patients condition. Waste can be defined as extravagant, careless or needless utilization of health-care benefits or services that result from deficient practices or decisions.According to the National Health Care Anti-Fraud Association (NHCAA), fraud and abuse in the health-care system is estimated to cost tens of billions of dollars a year. There also can be a physical safety risk for people who are subjected to inappropriate medical services, or are given services by providers who are not licensed or qualified to provide them. Because the health-care billing and reimbursement process, coding convention, and compliance requirements (including those of the ACA) are so complex, it almost fosters an abusive system. The complexity can make fraud difficult to detect at times. The creativeness of the abusers also adds to the challenge of identifying and preventing fraud. How Employers Can Protect Employees From Health-Care Fraud

Educate and help make them aware of the types of potential fraud, waste or abuse that is possible.

Be selective in choosing an insurance carrier that has strong controls in place to detect and prevent fraud and the infrastructure to investigate and partner with law enforcement to prosecute cases of fraud and abuse.

Encourage employees to closely review their Explanation of Benefits (EOB) and understand all services rendered and billed to their insurer.

Employers and employees need to know of organizations or agencies that play a significant role in educating about health-care fraud, waste and abuse. The NHCAA, the Department of Justice, and the Centers for Medicare and Medicaid Services (CMS) are the most notable.

To learn more about how UPMC Health Plan combats health-care fraud and abuse, visit www.upmchealthplan.com/about/fraud_abuse.html.

New Rules to Help CombatHealth-Care Fraud, Abuse

Health MattersEDITORIAL > By William Gedman

William Gedman, CPA, CIA, is vice president, Quality Audit, Fraud & Abuse, and chief compliance officer for the UPMC Insurance Services Division. The partner companies of the UPMC Insurance Services Division, which offer a full range of insurance programs and products, include UPMC Health Plan, UPMC WorkPartners, UPMC for Life (Medicare), UPMC for You (Medical Assistance), UPMC for Kids (Childrens Health Insurance Program), Special Needs Plans, Askesis Development Group, Community Care Behavioral Health and E-Benefits.


Saint Vincent Hospital President and CEO Scott Whalen sees himself as a population manager for the health and wellness of the community.

Keeping the Workplace Well

When it comes to wellness, Saint Vincent Hospital is not just a provider, but also an active user of health care. With more than 3,000 associates, Erie Countys fourth largest employer has a vested interest in keeping its work force and the community well.

If you think about it, the wellness of our work force and the jobs we do every day are critically important, explains Scott Whalen, Ph.D., F.A.C.H.E., the hospitals president and chief executive officer. We truly believe we are making a difference in the health and delivery system overall.

Whalens arrival at Saint Vincent in 2011 came at a time when health care across America was beginning to change and especially for Eries first hospital. Saint Vincent, operated by the Sisters of St. Joseph of Northwestern Pennsylvania since 1875, was looking at its future and had a tough decision to make.

Working with board members, community leaders and business owners, administrators sat down to discuss whether Saint Vincent could stand alone in this new environment. Through a long process with stakeholders, it was determined that they needed to find a partner with a similar vision with an emphasis on prevention and wellness across the continuum of care.

In July 2013, Saint Vincent merged with Pittsburgh-based Allegheny Health Network (AHN), an integrated delivery system of eight hospitals that includes Jefferson Regional Medical Center, five hospitals in the West Penn Allegheny Health System and Westfield Memorial Hospital. Now, more than a year later, the union has helped put Saint Vincent in a better position to respond to needs of the community and its own work force.

Saint Vincent has been recognized with the Healthiest Employer Award from the Pittsburgh Business Times, the American Heart Associations Fit Friendly Award and was one of six Pennsylvania hospitals to receive the Worksite Innovation Award for creative ways to get employees involved in their health.

When you talk about HR, Im on both sides of the issue, explains Whalen. Im a user and a producer of the same kind of goods and services and our health-care costs go up every year, just like everyone else. So we developed a whole host of wellness initiatives and incentives for our associates that can also be used for employers.

At Saint Vincent, associates are required to get a physical every year, and the hospital also implemented a no-smoking policy and smoking cessation program, and a mandatory influenza vaccine policy. The hospitals fitness center offers monthly Lunch and Learn and Weight Watchers programs, as well as quarterly stress management courses and Walking and Running Clubs all in an effort to maintain the health of their work force.

In addition, Saint Vincent instituted wellness incentives programs, such as its Battle of the Bulge weight maintenance program for the holidays and,

most recently, its Mickey, Minnie & Me program, a 20-week fitness/weight-loss challenge with a Disney World grand prize.

We know our associates are healthier because of these programs, but the real challenge is to figure out ways to engage more of our population, more of our associates overall, explains Whalen.

These things dont occur unless leadership is engaged and part of the process, he continues. You cant mail this in; you cant make it show up. When Im talking in the community, and I give examples about health

Saint Vincent encourages its associates to keep fit through classes offered at its onsite fitness center and its new weight-loss program, Mickey, Minnie & Me, where one lucky participant will win a trip for four to Walt Disney World.


and wellness, I talk about myself. Its not because its about me. Its because I want our work force to know that Im not trying to get them to do something that I wouldnt do myself.

Corporate WellnessSaint Vincent has not only challenged its own work force to get healthy, but also reached out to partner with employers in the region to do the same.

Having a program and getting people to understand that it is OK to engage with their employers helps to build a level of trust and confidence that they know what we are doing, says Whalen. Yes, it will benefit the employer from a cost perspective, but it benefits the employees too.

As president and CEO of one of the regions largest employers, Dennis Prischak of The Plastek Group understands the benefits of investing in health and wellness programs and partnering with providers like Saint Vincent. The family owned plastics manufacturer has been offering a robust wellness program to its 1,700 employees worldwide since 2006, initially as a way to help combat its skyrocketing medical costs.

To remain competitive in any industry, youve got to control as many of your costs as you can and put as much effort as you can in doing that in a sensible way, notes Prischak. We were suffering some significant year-over-year increases in the neighborhood of 10 percent or more. When you extend that out over a number of years, it was getting to be very frightening.

Coupled with pricing pressures from customers in the mid-2000s and wage freezes, the time was right for Plastek to implement a wellness program that would benefit both the employer and employees. Plastek had its own nursing staff for more than 20 years but then enhanced it with physicians hours onsite supplied through Saint Vincent in 2013.

It wasnt rocket science to say, If we can provide the labor, then all we need is somebody to come in, notes Prischak. We have 20 hours worth of onsite physicians. Our employees can come there for their annual physicals if they dont have PCPs, which many people dont have. Our physician can be their PCP or provide services

when they need them. We have a temporary work force, as well, that its open door to them.

The benefit: Employees get a convenient way to get medical care without co-pays, in a convenient location, and Plasteks health-care costs have grown at about less than a 2-percent annual rate.

Weve been pleased with that. It ticks all the boxes, says Prischak. We believe our people are healthier and every little bit helps.

Plastek also utilizes Saint Vincents Mobile Medical Unit (MMU) as part of its corporate wellness program. The mobile unit serves all Plasteks facilities up to 10 times a year, providing services such as flu shots and biometric screenings, a program that monitors for such conditions as diabetes, cholesterol, high blood pressure and hypertension.

If you complete the program, and weve incentivized that, you get preferred premiums, preferred rates, explains Prischak. Basically, if you dont complete the program, our target is a 65-35 sharing. Our target, if you complete it, is a 75-25. The difference in our premiums on a family plan is about $1,200 or $1,300 a year.

Plus, its keeping employees up to date and in check with their health.

Ease of access, getting people to do what they should do and want to do, making it simpler, and realistically, if you save one person through that they come into the van and they get diagnosed, or theyve got hypertension and its going through the roof, adds Prischak. Weve saved lives. We really, really have.

The Saint Vincent DifferenceAs a provider in this new era of health-care delivery, Saint Vincent is not only setting itself apart by taking its services on the road, but also improving access to occupational health and specialized services when needed.

David Markiewicz, director of Rehab Solutions and Corporate Medicine at Saint Vincent, plays a critical role in these efforts. He oversees all of the hospitals outpatient occupational therapy and occupational health, worksite

injury management, onsite physicals, corporate wellness program and the Mobile Medical Unit.

Notes Markiewicz, This is the way of health care in the future looking at corporate wellness and helping manage the population, working with employers to keep their employees healthy.

Saint Vincents corporate wellness services are available to employers in Erie as well as regionally as far away as Bradford and Meadville, Pennsylvania. For example, the Mobile Medical Unit, which has been offered since July 2013, started out by bringing biometric screenings to several companies in the Meadville area and has expanded each month to reach more employers in the northwestern Pennsylvania region.

The feedback from companies has been tremendous because of what we are able to accomplish the screenings, the convenience factor, he says. With Plastek, its been a nice match. We realize that their employees are the most important resource, and we are honored to have the privilege of caring for them. >

Founded by the Sisters of St. Joseph in 1875, Saint Vincent is the Erie areas first hospital. Since then, Saint Vincent has evolved into an integrated health-care provider, spread across the northwestern Pennsylvania region.

As a member of the Allegheny Health Network, Saint Vincent serves Erie and surrounding communities through its Erie-based hospital, as well as specialty diagnostic and outpatient facilities. Saint Vincent also works with area employers to offer its robust corporate wellness program, including preventative screenings, physicals, onsite doctors and nursing staff, and its new Mobile Medical Unit.

To learn more, visit www.ahn.org/locations/saint-vincent-hospital.

Saint Vincents new Mobile Medical Unit allows area employers to offer onsite health-care services such as physicals, biometric screenings, flu shots and wellness fairs to their employees.


Markiewicz says the MMU and Saint Vincents corporate wellness program is available to employers in the region who can tailor their services be it flu shots, physicals, screenings or even wellness fairs.

Typically, we work with employers to take an analysis of what they are trying to accomplish, and whether its viable for them, notes Markiewicz. A larger company may want to bring a physician onsite, but a smaller company with 30 to 40 employees may be more suited for just the MMU.

Employers today are increasingly aware of the importance of employee wellness and the impact it can have on lowering insurance costs and absenteeism, but also the need to access better priced acute medical care when something does happen.

Saint Vincent provides what Markiewicz describes as an outstanding group of rehab professionals for occupational health and, through its union with AHN, a broader range of physician resources in the areas of bariatrics, gynecological/oncology, maternal/fetal medicine and peripheral vascular medicine closer to home.

Procedures and medical services once limited to larger hospitals in Pittsburgh, Cleveland and Buffalo are now performed by specialists who travel to Erie from the AHN to see patients right here at Saint Vincent. These specialists then partner with a patients Saint Vincent primary care or specialty doctor to ensure continuity of care.

For instance, AHN provides an organ transplant clinic at Saint Vincent for patients pre- and post-transplant. The surgeon travels to Saint Vincent for patient meetings, while X-rays, bloodwork and follow-up care by the patients own physician is maintained right on Saint Vincents Erie hospital campus.

Administrators say the convenience factor for patients and their families is a critical component

of the overall patient experience, and, ultimately, Saint Vincents mission, which is to offer patients the best care and experience possible.

Ive been in health care for 20 years, and the only thing I can say is that the one thing we try to do every day is to put the patient first, says Markiewicz. As an organization, we try to provide an exceptional experience and this is a philosophy not widely supported among all health-care providers.

A New Model of CareFor Saint Vincent and AHN, the goal is not about replicating but rather developing a new model of care driven by continuous improvement.

Saint Vincent is constantly redesigning how it delivers care as technology advances. Patients have improved access to advanced technology, such as TAVR (trans aortic valve replacement), where an artificial heart valve can be inserted through a catheter as opposed to open heart surgery, providing a faster recovery time and improved quality of life for these patients.

The TAVR procedure is just one type of surgery performed in Saint Vincents Hybrid OR, the largest of its operating room suites. The Hybrid OR can accommodate all of the radiology equipment used in a catheter-guided procedure and can be immediately converted into a standard OR should the patient require an open heart procedure.

Thats why we call it a Hybrid, adds Whalen. Its in the OR because obviously nobody is going to want to start a procedure and say, Oh, now we have to move the patient.

Through its practice of Lean Six Sigma, Saint Vincent is also actively committed to process and clinical improvements, which have added up to more than $3.5 million in savings this past year alone.

In one case, we analyze our associate injuries and actually use the Six Sigma process there to figure out the effects and what works, states Whalen. We have looked at things like back strain, muscle pulls and then put systems in place to reduce and effect change.

Indeed, Saint Vincents frontline employees, who interact with patients every day, have made many of the hospitals most effective improvements for patient-centered care. Those who are reported to go above and beyond by a co-worker, patient or their family member are rewarded and recognized as part of the hospitals innovative Rave program.

The employee reward program has been so successful for employee morale and patient care that AHN now incorporates Rave as a best practice throughout the hospital system. Even though every hospital in AHN has probably a 100-year plus history, we all have our legacy and best practices, notes Whalen. Now we are coming together and saying, whats the best way to do a whole multitude of things so we can put our patients and employees first.

Ultimately, Saint Vincents goal is that patients choose the health system because it can provide the best care for them.

No patient errors. Right care at the right place at the right time at the lowest possible cost. Low wait times. High quality, says Whalen. Not all organizations have that focus and thats really where we have been and, with Allegheny Health Network, thats where we are. In the conversations we are having across the system, we are focused on the best patient outcome and the best interaction. Thats what its all about. For more information, visit www.ahn.org/locations/saint-vincent-hospital.

Saint Vincent is committed to redesigning care as technology advances. Shown here is a trans aortic valve replacement (TAVR) procedure being performed in the hospitals Hybrid OR, a cath lab that can be immedi-ately converted into a standard operating room when needed.

We realize that their employees are the most important resource, and we are honored to have

the privilege of caring for them. David Markiewicz, director of Rehab Solutions

and Corporate Medicine at Saint Vincent


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October NovemberProfessional Development

Certified Supervisory Skills Series Course I 11/18 and 11/25 Course III 11/5 and 11/12 Course IV 11/6 and 11/13 3ULFH0HPEHUV1RQPHPEHUV

Food Safety Certification 11/17 3ULFH0HPEHUV1RQPHPEHUV

HR Essential Certification Series: Terminations 11/13 3ULFH0HPEHUV1RQPHPEHUV

ComputerExcel 2007/2010/2013 Level I 11/20 3ULFH0HPEHUV1RQPHPEHUV

QuickBooks 2012 11/14 3ULFH0HPEHUV1RQPHPEHUV

Access 2007/2010/2013 Level II (Two Days) 11/6 and 11/13 3ULFH0HPEHUV1RQPHPEHUV

Professional DevelopmentCertified Supervisory Skills Series Course II 10/8 and 10/15 Course III 10/9 and 10/16 Course V (Meadville) 10/8 and 10/15 3ULFH0HPEHUV1RQPHPEHUV

Food Safety Certification 10/20 3ULFH0HPEHUV1RQPHPEHUV

Second Annual MBA HR & Employment Law Conference 10/10 3ULFH0HPEHUV1RQPHPEHUV

HR Essential Certification Series Discrimination & Harassment 10/23 3ULFH0HPEHUV1RQPHPEHUV

Family Medical Leave Act Briefing (9 a.m. Noon; 3 PHR/SPHR Credits) 10/2 3ULFH0HPEHUV1RQPHPEHUV

ComputerExcel 2007/2010/2013 Level I 10/16 Excel 2007/2010/2013 Level II 10/23 Excel 2007/2010/2013 Level III 10/30 3ULFH0HPEHUV1RQPHPEHUV

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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 everyday 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

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

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 Inc.

Six Sigma Green Belt Certification Implementation (Three-Day Workshop) 9/10, 10/15 and 11/5 3ULFH0HPEHUV1RQPHPEHUVLQFOXGHVOXQFK

Lean Operations Champion (Three-Day Workshop) 9/11, 10/16 and 11/6 3ULFH0HPEHUV1RQPHPEHUVLQFOXGHVOXQFK

DecemberProfessional Development

Certified Supervisory Skills Series Course II 12/9 and 12/16 Course IV 12/3 and 12/10 Course V 12/4 and 12/11 3ULFH0HPEHUV1RQPHPEHUV

ComputerAccess 2007/2010/2013 Level I 12/11 Excel 2007/2010/2013 Level I 12/18 Excel 2007/2010/2013 Level II 12/4 3ULFH0HPEHUV1RQPHPEHUV

TrainingRegional Locations

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

Onsite TrainingGet more flexibility and convenience with our onsite training options one of the most cost-effective choices for group instruction.

Flexible and convenient scheduling Customized instruction Eliminate travel expenses

Course RegistrationContact Terry Nunez at 814/833-3200, 800/815-2660 or [email protected] to register or for more information on upcoming courses. Online registration also is available at www.mbausa.org.

6 & + ( ' 8 / (

Environmental Reclamation Services takes pride in the continued education of our employees. In seeking out a program that clearly defines the expectations we have for our supervisors, we looked no further than the Manufacturer & Business Association in Erie, Pa. Their leadership seminars identify and sharpen the skills necessary to produce qualified supervisors while fine-tuning the natural abilities our employees bring to the table.

Bridget Trojanowski,Human Resource Manager

Environmental Reclamation Services

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 fast-paced 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.

Legal BriefNarcotic Pain Relievers Add Cost, Concern in Treatment of Work Injuries

EDITORIAL > By John W. Draskovic

According to the Centers for Disease Control and Prevention (CDC), drug overdose was the leading cause of death in 2011. Among adults between the ages of 25 to 64, drug overdose caused more deaths than motor vehicle accidents. Of the 41,340 drug overdose deaths in 2011, 55 percent were related to pharmaceuticals. Of those 22,810 deaths relating to pharmaceutical overdoses, 74 percent involved opioid pain relievers. Forty-six people die each day in the United States from an overdose of prescription painkillers, which include drugs such as Vicodin, Oxycontin, Opana, and methadone, according to a July 2014 CDC study. In the same study, the CDC noted that health-care providers issued 259 million prescriptions for painkillers in 2012, enough to provide every American adult with a bottle of pills. The CDC previously reported that those at highest risk of overdose are as likely to get prescription opioids from a doctors prescription as from a friend or relative.Impact on Workers Comp Claims Studies estimate the cost of opioid abuse to be more than $50 billion annually. Workers compensation claims are not immune from the high costs associated with narcotics. Studies have shown that narcotics take up nearly 34 percent of the total drug costs in workers compensation claims. In the private group health arena, narcotics comprise only approximately 3 percent of total drug expenditures. One suspected driver of increased drug costs for workers compensation claims is an increase in physician-dispensed drugs. Typically, a doctor prescribes a drug and the patient obtains the drug from a pharmacy. Physician dispensing occurs when doctors fill the prescription in their own office. According to a study performed by the National Council on Compensation Insurance, physician dispensed drug costs per claim have doubled from 2007 to 2011.

Additionally, some studies question the benefit of increased use of narcotics for common ailments like general back pain. One study found an association between the greater use of opioids and delayed recovery from workplace injuries. High doses of narcotics can lead to other hazards associated with drowsiness, lethargy, and the potential for overdose.In 2013, the Insurance Journal reported that Pennsylvania and Texas had the third highest percentage of non-surgical workers compensation claims involving long-term narcotics users.Fortunately, changes are taking place. Public awareness is increasing and Harrisburg is addressing the problem. On July 10, 2014, Pennsylvania Governor Tom Corbett announced the release of guidelines addressing the use of prescription opioids to treat chronic non-cancer pain. The governor directed the Departments of Drug and Alcohol Programs and Health to establish the Safe and Effective Prescribing Practices and Pain Management Task Force in an effort to reduce prescription drug abuse and overdoses. The guidelines were developed in partnership with the Pennsylvania Medical Society, and it is hoped they will significantly reduce the number of Pennsylvanians who become addicted to prescription opioids in the future.What Can Employers Do? Employers, like their employees, want only the best available care for the treatment of work injuries. Employers should work closely with workers compensation claims representatives to achieve this goal. Too often employers rely exclusively on claims representatives to monitor and direct health care. Once the employee has unsuccessfully utilized narcotics on a long-term basis, the likelihood of returning to work is significantly reduced. Under the Pennsylvania Workers Compensation Act, employers can designate health-care providers to treat

injured workers for 90 days following the injury. Employers should work with claims representatives to identify the most appropriate health-care providers, giving special attention to pain management. Once the providers are identified, the employer and claims representative should monitor the quality of care, particularly with respect to the use of narcotics and compliance with medical guidelines. Its also beneficial to keep an open line of communication between the injured employee and the employer to assure that the employee is receiving appropriate care and service from both the health-care provider and the claims representative. Obviously, the goal is to provide injured workers the best medical care available and reduce the risks associated with narcotics. For more information about workers compensation claims, contact John W. Draskovic at MacDonald, Illig, Jones & Britton, LLP at 814/870-7653 or [email protected].

John W. Draskovic is a senior partner in the law firm of MacDonald, Illig, Jones & Britton LLP, where he is chairman of the firms Workers Compensation Group, and a member of the firms Litigation and Labor Groups. He practices exclusively in the areas of civil litigation and workers compensation. His litigation practice consists primarily of defending insurance carriers and businesses from all variety of claims. His employment practice includes representing carriers and self-insured employers in workers compensation and other employment related claims.


COMETOGETHER.

LEAVECONNECTED.

COME TOGETHER. LEAVE YOUR MARK.LAST CHANCE TO REGISTERIMTS.COM

Where else can you meet the minds that are moving manufacturing forward? Nowhere but IMTS 2014. With a focus on success through cooperation, the week will be filled with technology, education, and ideas that we can all benefit from. Join us at McCormick Place Chicago, September 813, 2014. Learn more at IMTS.com.

FRANK KEYSER Principal Engineer, Automotive Division Molex, Inc.

YEARS ATTENDING IMTS5

GOAL FOR IMTS 2014For me, IMTS provides a forum for large companies like mine to connect with smaller ones. We are able to use the show as a way to make new connections, which often lead to partnerships down the road. Ive also found that IMTS is not only good for seeing the newest technology, its an opportunity to learn how to repurpose existing technology for new applications within your industry. Thats valuable stu!.

Nearly one-third of adults living in Erie County are family caregivers who could be at risk for heart disease, diabetes, depression and various other physical and emotional maladies as a result of caregiver distress, a potentially dangerous condition brought on by the pressures of caring for a senior loved one.In fact, research increasingly points to caregiving as a leading stressor for families. One recent U.S. study revealed that more than half (52.8 percent) of those caring for individuals with diseases, including cancer or Alzheimers, had scores indicating depression.*In response to this growing issue, a public awareness campaign, Family Caregiver Stress ReliefSM, has been launched at www.FamilyCaregiverStressRelief.com to help family caregivers determine if they are at risk for distress and to minimize problems before they escalate.Included in the site are two new tools: The Are You a Caregiver Quiz, which is designed to help a family caregiver self-identify and recognize the role of a caregiver, and the Family Caregiver Distress Assessment, developed by Dr. Peter Vitaliano of the University of Washington. The assessment allows caregivers to determine their risk for distress and resulting emotional and physical issues, including depression, heart disease, high blood pressure, diabetes and obesity. So many spouses and adult children are unaware of their potential risk

of caregiver distress because they dont see themselves as caregivers. These new resources enable them to understand their role, the stresses they may face as a caregiver, and how that stress might lead to more serious health effects.Whos at Risk? A recent study by Home Instead Senior Care reveals that most caregivers are prone to hiding their emotions and, as a result, their health suffers. Approximately 74 percent of caregivers who hide their feelings report fatigue, 53 percent report difficulty sleeping, 37 percent report depression, and 30 percent weight gain or loss.Research shows that certain characteristics make family caregivers more vulnerable to caregiver distress, the top being:

Gender: Women report more psychological distress than men (however, male caregivers have more negative physiological responses to caregiving, including higher blood sugar and insulin levels, poorer cholesterol and immune function, and obesity).

Reluctance to ask for help: Caregivers who wont ask for help are setting themselves up for the kind of exhaustion that can lead to distress.

Chronic illness: Caregivers who are already sick or have existing medical conditions, such as coronary disease, hypertension and cancer, are more vulnerable to additional negative health effects resulting from caregiver stress.

Its important for caregivers to understand that stress can impact ones ability to care. If they dont care for themselves, they may put their senior loved ones at risk. Whether its support groups, stress management techniques or respite help, caregivers need to realize the importance of managing their health too. Sources: * Papastavrou, E., Charalambous, A., Tsangari, H., & Karayiannis, G. (2012). The burdensome and depressive experience of caring: What cancer, schizophrenia, and Alzheimers disease caregivers have in common; online at http://ktisis.cut.ac.cy/handle/10488/6053For more information about this self-assessment tool, contact your Home Instead Senior Care office at 814/464-9200.

Dianne Cunningham and her husband Bob are owners and operators of Home Instead Senior Care, a licensed agency that helps seniors to age in place by providing ADL and IADL personal care services throughout Erie County. They are members of the Independent Council on Aging and the Alzheimers Association of Northwestern Pennsylvania Advisory Board, among other organizations.

Self-Assessment Tool Helps Prevent Caregiver Distress

EDITORIAL > By Dianne Cunningham

Aging & Wellness


THE BENEFITS SOLUTION YOUVE BEEN LOOKING FOR: ABSOLUTE CHOICE

SO YOU CAN FOCUS ON YOUR BUSINESS

Looking for an easier way to offer your

employees competitive, attractive benefits while still

meeting health-care reform requirements?

The Manufacturer & Business Association (MBA) is pleased to

introduce Absolute Choice: Your Benefits Solution.

THE BENEFITS SOLUTION YOUVE BEEN LOOKING FOR: ABSOLUTE CHOICE

SO YOU CAN FOCUS ON YOUR BUSINESS

Looking for an easier way to offer your

employees competitive, attractive benefits while still

meeting health-care reform requirements?

The Manufacturer & Business Association (MBA) is pleased to

introduce Absolute Choice: Your Benefits Solution.

q=?#C!9Available in 2014: Coming in 2015:

Medical and prescription drugs

Critical illness insurance

Accident insurance

Dental

Vision

Group Life and AD&D

Short-term disability

Long-term disability

Wellness (carve-out)

Alternative spending account administration (FSA, HRA, HSA)

Employee Assistance Program

Workers Compensation

401(k) Retirement Savings Plan

Retirement Assistance

By offering all of these benefit options in one place, Absolute Choice simplifies the administrative process for employers, and helps employees better understand the combined value of all the benefits available through their employer.

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easy-to-use website

CCREADY TO SIMPLIFY YOUR SEARCH FOR THE RIGHT

EMPLOYEE BENEFITS? CALL TODAY!

814-833-3200 OR 800-815-2660

Online: www.absolutechoicembausa.org

Email: [email protected]

What is it?Absolute Choice is a private benefit marketplace offering employers like you a comprehensive, simpler way to provide quality, competitive employee benefit choices.

Why is it better?Absolute Choice offers unique benefits you cant find in other private marketplaces, public marketplaces or your traditional brokerage relationship:

Compliance: All plans meet requirements of the Affordable Care Act (ACA)

Variety: Choose from a broad selection of benefits

Simplicity: Compare, select and administer all your employee benefits through one streamlined website

Attraction: Competitive plans and exclusive pricing enhance employee attraction & retention

Flexibility: Selections accommodate all size employers; custom plans are available, with self-insured and fully- insured options

Support: Comprehensive, easy-to-use website with training and ongoing support; MBA call center for employers and employees

Communications: Choose from a number of engaging communication elements to inform and educate your employees

Easy Administration: System offers a one stop shop for managing your HR departments enrollment and ongoing administration needs

A comprehensive physical tailored to your health. AND YOUR SCHEDULE.

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BRING YOUR CONFERENCE TO ERIE

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HR ConnectionEXPERT: BOOMERANG EMPLOY-EES CAN MAKE GREAT REHIRESLeBron James decision to return home to the Cleveland Cavaliers is a notable one and not just for what it will mean for basketball season. Its also a good example of rehiring the best talent, states an article published in Inc. magazine.

In fact, returning employees often make the best hires, according to a new study conducted by Brad Harris, a professor of labor and employment relations at the University of Illinois.

In the study, which appears in Personnel Psychology, Harris found these so-called boomerang employees are not only less risky, theyre more likely to commit to the company upon their return. Thats because in addition to understanding the organizational culture, writes Harris, they have learned firsthand that the grass is not always greener on the other side.

In studying countless accountants, infantry soldiers and basketball players, among others, Harris found many of these work-ers chose to leave for personal reasons, not because of dissatisfaction with the job. A pregnancy, unexpected job offer, or spousal relocation was usually to blame. Meanwhile, the employer, who may not have wanted the employee to leave in the first place, typically recruited former col-leagues people who knew the com-pany already to avoid turnover, which can be costly.

Of course, not all boomerangs are cre-ated equal, warns Harris, who found re-employment performance was strongly tied to how things left off and how well the employee performed the first time around. It also mattered how well the employee was performing in his or her current job.

MBA 2014 REGIONAL WAGE AND SALARY SURVEY NOW AVAILABLEAs the only regional resource of bench-marking compensation data, the Manu-facturer & Business Association collects, compiles and provides the information necessary for employers to stay competi-tive in todays labor market.

The 2014 Regional Wage and Salary Survey has been significantly enhanced to capture detailed compensation informa-tion on a variety of executive, supervisory, professional, technical and clerical posi-tions. There are more than 200 posi-tions based on data collected from 135 northwest Pennsylvania companies. The survey data also is segregated by industry type, company size, geographic area and organizational revenue.

For your convenience, the 2014 Regional Wage and Salary Survey is now available in print and electronic formats. Order yours today by calling 814/833-3200.


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Dan Monaghan is the director of Training at the Manufacturer & Business Association.

DEPARTMENTS > Contact: Stacey Bruce

In the book What They Dont Teach You in Harvard Business School, Mark McCormack tells of a study conducted on students in the 1979 Harvard MBA program. In that year, the students were asked, Have you set clear, written goals for your future and made plans to accomplish them? Only 3 percent of the graduates had written goals and plans; 13 percent had goals, but they were not in writing; and a whopping 84 percent had no specific goals at all. Ten years later, the members of the class were interviewed again, and the findings were astonishing. The 13 percent of the class who had goals were earning, on average, twice as much as the 84 percent who had no goals at all. And what about the 3 percent who had clear, written goals?

They were earning, on average, ten times as much as the other 97 percent put together. Goals sound like a good idea, but most of us never get around to setting any. With the evidence cited above, it may be time to revisit the topic. One of the main reasons we dont set goals is we dont know how. Below are some helpful hints:

Put them in writing. Make sure they are in a place where you will see them regularly.

Apply deadlines. Pressure is a good thing when you benefit from the end result.

Share them. Identify people in the company who can best help you reach your goals.

Things rarely just happen. If you want something, you have to plan it and diligently pursue it now! Remember you cant plow a field by turning it over in your mind. Let the Association help you achieve your goals! For information about our regionally recognized professional development courses, please contact me at 814/833-3200, 800/815-2660 or [email protected].

You Must Set Goals to Achieve Them


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WE HAVE A NUMBER OF EX-EMPT AND NONEXEMPT EM-PLOYEES. WE WERE CONSIDER-ING ISSUING CELL PHONES TO SOME OF THEM. DO YOU SEE ANY ISSUES WITH THIS?Allowing non-exempt employees to have access to a mobile device for work purposes creates potential off-the-clock liability issues if the employees do not track the time spent before or after their normal work hours responding to emails and telephone calls. If this is something you decide to do, you should instruct all non-exempt employees to record all time worked so that these employees will be paid for all hours worked. You also could consider prohibiting non-exempt employees from responding to emails or telephone calls after work hours.

WE ALLOW OUR EMPLOYEES TO USE THEIR OWN MOBILE DE-VICES FOR WORK. WHAT CAN WE DO TO REDUCE THE RISK OF SENSITIVE COMPANY INFORMA-TION BEING ACCESSED BY AN OUTSIDER?The loss or theft of an employees personal mobile device can lead to the loss of an employers trade secrets or confidential and proprietary information. Some steps that employers can take to reduce this risk is to require employees to password-protect their device, install encryption software provided by the employer, notify the employer immediately if their device is lost or stolen, and permit a remote-wipe feature if the device is lost or stolen.

WHAT IS A BYOD POLICY?Bring your own device (BYOD) policies are developed by employers to allow employees to use their personal mobile devices to create, store and send work-related data. BYOD policies have both pros and cons for the employer. Employers should develop a BYOD policy that balances an employees privacy rights with protecting legitimate business interests. HR and IT usually work together to determine what policy content will work best for their company.

HAVE A QUESTION? GET ANSWERS! Association members can call our certified HR specialists and labor and employment law attorneys anytime, at no charge, at 814/833-3200 or 800/815-2660!

Legal Q&A


Tammy Lamary-Toman is Labor & Employment Counsel for the Manu-facturer & Business Associations Legal Services Division.

The U.S. Supreme Court recently released a unanimous decision, in Riley v. California, that law enforcement may not conduct a warrantless search of digital data stored on a smartphone of someone who has been arrested. The Supreme Court rooted its decision in a determination that the storage capacity of a modern cell phone is substantially greater than any other physical object a person usually carries and, therefore, the privacy considerations are different.

The Court described smartphones as minicomputers that also happen to have the capacity to be used as a telephone. The Court found that in the context of modern cell phones, individual privacy interests generally outweigh the governments interest in safety and preservation of evidence.

While the Riley decision was in the context of a criminal case involving an

individuals privacy rights, it may still offer guidance to private employers who allow employees access to company data on mobile devices such as smartphones or tablets. Employers that permit the use of employee-owned devices for work purposes should make sure they have a policy in place that balances an employees privacy rights with protecting legitimate business interests.

Employees having and using their own smartphones and tablets in a work capacity have become commonplace, but if employers do not manage the use proactively, then it can present risks. Some things to consider would be to provide notice to employees regarding the potential for inspections and monitoring of employee devices used for work. Also, inform employees that any company data on employee devices is company property and can be erased before employers and employees go their separate ways.

Notwithstanding the Riley decision, employers can inform employees through workplace policies that they have no legitimate expectation of privacy with work-related files, regardless of whether the files are on the employees device or the companys device.

For information about workplace policies involving smartphones, contact the Associations Legal Services Division at 814/833-3200 or 800/815-2660.

Smartphones Raise New Privacy Concerns for Employers

DEPARTMENTS > Contact: Tammy Lamary-Toman


EventsThe Manufacturer & Business Association strives to keep its members informed on the most

current business and legislative issues affecting employers in the region. For more information about upcoming events, see the Associations website, www.mbausa.org.

Pennsylvania Governor Tom Corbett explains his agenda for the Commonwealth, during the Associations July legislative luncheon in Erie. Corbett is running for re-election in November.

Governor Corbett (center) meets with members of the Associations Executive Committee, including (from left) Board of Governors Treasurer Donald Hester, Chairman Tim Hunter, Immediate Past Chairman & Secretary John Cline and Vice Chairman Bill Hilbert Jr.

Lorin Lacy of Buck Consultants unveils the Associations new Absolute Choice: Your Benefits Solution insurance program for MBA members. For more information, see pages 16 and 17.

State Senator Sean Wiley introduces gubernatorial candidate Tom Wolf at the Associations August 11 legislative luncheon in Erie.

Tom Wolf, Democratic nominee for Pennsylvania governor in the November 4 election, addresses Association members and community leaders at the MBAs August legislative luncheon. Wolf is a York businessman and former secretary of Pennsylvanias Department of Revenue.

22 < www.mbabizmag.com < September 2014 22 < www.mbabizmag.com < September 2014

OntheHill DEPARTMENTS > Contact: Lori Joint

Pennsylvanias House and Senate passed the 2014-2015 state budget with little time to spare to meet the June 30 deadline. Governor Tom Corbett held out on signing the budget by 10 days, in order to carefully review each item in the budget and to encourage the legislature to continue to work on meaningful pension reform. Although no pension reform or liquor privatization bills were ultimately sent to the governor, he signed the state budget into law, along with the fiscal code bill (HB 278), while also invoking his power to make some line-item vetoes. The fiscal code must accompany the budget in order for the budget to be enacted. This bill went back and forth from the House to the Senate several times, and after many amendments and concurrence votes, it was sent to and signed by the governor. Whats Included? Of high importance to Manufacturer & Business Association (MBA) members, this budget continues the phase-out of the Capital Stock and Franchise Tax (CSFT) in 2015. This budget also contains limited spending growth. The General Assemblys budget represents a spending increase of 2 percent over the prior years budget. This is consistent with the Taxpayer Protection Act, which calls for limiting increases in state government spending to inflation and population growth. In addition, this budget includes no new taxes. Lawmakers did not include any new taxes in this years budget, despite pressure from outside groups pushing to increase the tax burden on working Pennsylvanians. Not only did lawmakers resist calls for an unfair severance tax, but they also moved forward with the phase out of the Capital Stock and Franchise Tax after years of delaying its elimination. For the seventh consecutive year, state spending will exceed state revenue collections. This is possible due to one-time transfers from other funds and one-time revenue collections. While the state revenue sheet appears balanced, lawmakers will still have to make tough decisions

to deal with our long-term fiscal challenges, which threaten the states fiscal health and economic growth. Overall spending, including education spending, is at an all-time high. In fact, state spending on education will be at the highest level ever this fiscal year.Association Efforts The MBAs Government Affairs Department worked hard during this legislative session and budget season on several issues. We lobbied hard on the issue of paycheck protection and our efforts paid off. The House State Government Committee voted House Bill 1507 out of committee by a vote of 14-10. The Senate State Government Committee voted Senate Bill 1034, as amended, out of Committee by a vote of 7-4. While neither of these bills made it to the floor for a full vote by either chamber, the battle is not over. Both of these bills are now poised to go to the floor when the legislature returns to Harrisburg.The Association also successfully lobbied against both House Bill 76 and Senate Bill 76, which would expand and increase the sales tax, raise the Personal Income Tax, and create new taxes on businesses in order to eliminate property taxes. We argued that there would still be a revenue shortfall and that this would stunt business and economic growth, as well as eliminate many jobs from the private sector. In addition, the Association opposed all legislation that attempted to raise the minimum wage. The MBA, as part of a coalition, provided legislators with hard facts that showed that raising the minimum wage to $10.10 per hour would eliminate private sector jobs and slow economic growth. While we have been successful in achieving many of our legislative initiatives, the fight is not over. We will continue to keep the pressure on our issues through the fall legislative session and throughout the election season. For an election guide and legislative updates, visit www.mba-ga.org.

Budget Review: The Good and Bad of Pennsylvanias2014-2015 State Spending Plan Angela Zaydon is the state government relations representative for the Manufacturer & Business Association in Harrisburg. Contact her at 717/525-7213 or [email protected].


People BuzzERIEZ ANNOUNCES TWO PROMOTIONSEriez, a world authority in separation technologies, headquartered in Erie, an-nounced that Ray Spur-geon has assumed the role of product manager-Metal Detection.Spurgeon will now oversee and handle metal detection inquiries, OEM and major account growth, orders, product devel-opment and improvements, marketing, training and sales forecasts, as well as other functions.Since joining Eriez in 1995, Spurgeon has served in various capacities within the company. Prior to becoming product manager-Inspection Systems, he was as-sistant product manager-Metal Detection. In his most recent role as accounts man-ager-Inspection Systems, he assisted with the successful 2013 release of Eriez new Xtreme metal detector and was respon-

sible for the development of new OEMs and major accounts for this line.Additionally, John Klinge has been named market manager-Sanitary. In this new position, Klinge will lead the Eriez Sanitary Team and take on primary responsibility for develop-ing and implementing selling strategies to expand the sales of all Eriez products into the pharmaceutical, chemical, plastics, food and packaging markets.Klinge joined Eriez in 2008 as a techni-cal representative. In his most recent role as product manager-Metal Detection, he spearheaded the successful 2013 release of the companys new Xtreme metal detector.Prior to joining Eriez, Klinge served as a captain in the U.S. Army. He holds a bachelors degree in political science and business and military science from the University of Pittsburgh. He went on to

recently earn a masters degree in business administration from Penn State Erie, The Behrend College.

CHANNELLOCK NAMES SUPERVISOR OF FINISHED GOODS, WAREHOUSINGChannellock Inc., a worldwide leader in the manufacturing of high-quality pliers and assorted hand tools headquartered in Meadville, announced that longtime associate, Gary Rankin, had earned a promotion to the newly created position of Plant 2 General Supervisor of Finished Goods and Warehousing. In this role, Rankin is manager of first- and second-shift supervisors at Plant 2 and is responsible for all of the plants finished goods and final inspections, as well as the overall warehouse maintenance and orga-nization. Additionally, Rankin will help with Plant 3s expansion of finished goods.Rankin has worked at Channellock for

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nearly 40 years. Since 1976, he has served in a variety of positions, from assembly to foreman, and from the sales department to a product manager.

UNITED WAY OF ERIE COUNTY NAMES NEW MANAGER OF MARKETING, COMMUNICATIONSJoelyn Bush has been named marketing and communications manager for the United Way of Erie County. In this role, she will provide leadership for the development of marketing, communications and public relations strategies for the agency.Most recently, Bush was the director of community impact with the Erie Com-munity Foundation. Previously, she was director of marketing and communica-tions with the Erie Regional Chamber and Growth Partnership.She is a graduate of Edinboro University.

CHANNELLOCK AWARDS SCHOLARSHIPS TO THREE AREA STUDENTS Continuing a 12-year tradition of encouraging higher education and training, Channellock Inc., a worldwide leader in the manufacture of high-quality pliers and assorted hand tools, recently awarded three scholarships to Meadville-area students who won the companys annual Senior Scholarship Essay Contest.

Ellen Mook, a senior at Meadville Area Senior High School, won first place in this years competition. Madison French and Emmett Vorisek, both students at Conneaut Area Senior High School, won second and third place, respectively.

Students were asked to write a 500 to 1,000-word essay on an assigned topic while providing research and support for their arguments. Entries were scored on adherence to the theme, research and argument support and overall presentation. The topic of this years essay was: How can the United States of America regain the respect among nations it once had?

As the first place winner, Mook received a $2,000 scholarship. For second place, French received $750 and Vorisek received $250 for third place. The funds were mailed directly to the students educational institutions to be used for their educational expenses.

The essay contest is held annually and open to all 12th-grade Crawford County high school students enrolled, or planning to enroll, in any form of post-secondary education at any accredited college, university, trade school or technical school.

From left: Emmett Vorisek, third place scholarship winner, Madison French, second place, Ellen Mook, first place, Bill DeArment, president and CEO of Channellock Inc.


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