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Utica announces first round of economic-stimulus loans
UTICA, N.Y. — Utica Mayor Robert Palmieri on Thursday announced the first round of loans for local businesses that applied for the city’s economic-stimulus loan

Montgomery to start as SUNY Poly chief diversity officer on July 1
MARCY — The man who currently serves as dean of the School of Public and Human Services at Mohawk Valley Community College (MVCC) has accepted a new role at a neighboring school. SUNY Polytechnic Institute (SUNY Poly) on April 16 announced it has appointed Mark Montgomery as its chief diversity officer. At SUNY Poly, he
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MARCY — The man who currently serves as dean of the School of Public and Human Services at Mohawk Valley Community College (MVCC) has accepted a new role at a neighboring school.
SUNY Polytechnic Institute (SUNY Poly) on April 16 announced it has appointed Mark Montgomery as its chief diversity officer.
At SUNY Poly, he will work to “deploy strategic and sustained approaches to further advance a culture of diversity, equity, and inclusion for the institution’s students, faculty, and staff,” the university said.
Montgomery is scheduled to join SUNY Poly on July 1, in advance of the class of 2024’s orientation.
“I am thrilled to welcome Dr. Montgomery to SUNY Polytechnic Institute. He brings true depth of knowledge in the areas of diversity, equity, inclusion, student success, and retention, and we are looking forward to his leadership and efforts to further enhance our culture so that everyone, no matter their background, feels safe, valued, uplifted, and welcome on our campuses,” Grace Wang, interim president of SUNY Poly, said in a statement.
A “D” student
A native of the Oneida County hamlet of Bridgewater, Montgomery says he “isn’t shy” about sharing how he graduated a “D” student from Mt. Markham Senior High School and ranked 112th of 126 students in his class. Montgomery faced financial, health, and speech difficulties.
Poised to overcome his obstacles after graduating from high school, he earned his associate degree in human services from MVCC, where he received awards for academic excellence.
In 2000, he received a bachelor’s degree in psychology from SUNY Poly. Montgomery continued his education at the University of New England in Biddeford, Maine, where he earned a master’s degree in education with a focus in academic motivation, specifically related to inmates. Montgomery received his Ph.D. in education in February 2014, focusing on how systemic influences impact student motivation and performance.
In 2015, Montgomery began providing workshops in elementary schools and high schools to train teachers, administrators, and others to motivate students across cultural lines. He was nominated for the SUNY Chancellor’s Award in 2009 for excellence in service, and in 2015 received the Outstanding Community Service Award from Mohawk Valley Frontiers.
New York Enacts Paid Sick-Leave Law
The budget bill signed by Gov. Andrew Cuomo on April 3, includes an amendment to the Labor Law that requires New York employers to provide sick leave to employees. The legislation becomes effective 180 days after it was enacted, which appears to be Sept. 30, 2020. The amount of sick leave an employer is required to
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The budget bill signed by Gov. Andrew Cuomo on April 3, includes an amendment to the Labor Law that requires New York employers to provide sick leave to employees. The legislation becomes effective 180 days after it was enacted, which appears to be Sept. 30, 2020.
The amount of sick leave an employer is required to provide and whether the sick leave is to be paid or unpaid depends on the size and net income of the employer:
– Employers with 4 or fewer employees and a net income of $1 million or less in the prior tax year must provide employees with up to 40 hours of unpaid sick leave in each calendar year;
– Employers with 4 or fewer employees and a net income of greater than $1 million in the prior tax year must provide employees with up to 40 hours of paid sick leave in each calendar year;
– Employers with between 5 and 99 employees must provide up to 40 hours of paid sick leave in each calendar year; and
– Employers with 100 or more employees must provide up to 56 hours of paid sick leave in each calendar year.
The number of employees that an employer has is determined on a calendar-year basis, which for this limited purpose means the 12-month period from Jan. 1 to Dec. 31. For all other purposes under the statute (such as, for instance, the accrual or granting of sick leave), a calendar year means either the 12-month period from Jan. 1 to Dec. 31 or a regular and consecutive 12-month period as determined by the employer.
Employees accrue leave at a rate of not less than 1 hour for every 30 hours worked. If an employer decides to provide its employees with the total amount of sick leave required at the beginning of the calendar year, the employer cannot reduce the amount of sick leave provided based on the number of hours actually worked by an employee during the year. Employees begin to accrue paid sick leave when the law goes into effect or upon the employee’s date of hire, whichever is later. Although employees may begin accruing leave prior to Jan. 1, 2021, employers are not required to begin to allow employees to take sick leave under the statute until Jan. 1, 2021.
Employers may set a reasonable minimum increment for the use of sick leave, but it may not exceed 4 hours. Unused sick leave may be carried over by employees to the following calendar year, but employers with fewer than 100 employees may limit the use of sick leave to 40 hours per calendar year, and employers with 100 or more employees may limit the use of sick leave to 56 hours per calendar year. Employers are not required to pay employees for unused sick leave upon separation from employment.
Sick leave may be taken:
– For a mental or physical illness, injury, or health condition of an employee or an employee’s family member, regardless of whether the illness, injury, or condition has been diagnosed or requires medical care at the time that leave is requested;
– For the diagnosis, care, or treatment of a mental or physical illness, injury, or health condition of an employee or an employee’s family member, or for preventive care for an employee or an employee’s family member; and
– For an absence from work for the following reasons related to an employee or an employee’s family member being the victim of domestic violence, a family offense, a sexual offense, stalking, or human trafficking:
• To obtain services from a domestic-violence shelter, rape-crisis center, or other services program;
• To participate in safety planning, to temporarily or permanently relocate, or to take other actions to increase the safety of an employee and/or an employee’s family member;
• To meet with an attorney or other social-services provider in relation to a criminal or civil proceeding;
• To file a complaint or domestic incident report with law enforcement;
• To meet with the district attorney’s office; or
• To take any other actions necessary to ensure the health or safety of an employee or an employee’s family member, or to protect those who associate or work with the employee.
Under the law, the term “family member” means an employee’s child, spouse, domestic partner, parent, sibling, grandchild, grandparent, and the child or parent of the employee’s spouse or domestic partner. Employers may not require an employee to disclose confidential information relating to the reason for the use of sick leave. The law also protects employees from retaliation for using sick leave and requires employers to restore an employee returning from sick leave to the same position, with the same pay and other terms and conditions of employment.
Any employer that has adopted a sick-leave policy or paid time-off policy that provides employees with an amount of leave that meets or exceeds the amount required by the statute and satisfies the accrual, carryover, and use requirements of the statute is not obligated to provide any additional sick leave under the statute. Employers that enter into a collective-bargaining agreement on or after the effective date of the law that provides comparable benefits to employees in the form of leave, compensation, other benefits, or some combination thereof are also not required to provide additional sick-leave benefits, as long as the agreement specifically acknowledges the requirements of this law.
Notably, the statute requires that any paid sick leave be compensated at an employee’s “regular rate of pay” or the applicable minimum wage, whichever is greater. It is not clear from the statute whether the term “regular rate” will be interpreted in the same manner as the term is defined under the Fair Labor Standards Act. If it is, employers may be required to include certain forms of compensation in the sick-leave payments other than just the employee’s base hourly wage, such as commissions or non-discretionary bonuses. Prior to the effective date of the law, the state commissioner of labor will likely issue regulations and other interpretive guidance, which may shed some light on this issue.
Employers should review their paid-time-off and sick-leave policies at this point to determine how, if at all, they may need to be revised to comply with the new law. However, before finalizing policies and communicating them to employees, it may be worthwhile to wait for the issuance of regulations and guidance from the Department of Labor.
Nicholas P. Jacobson is an associate attorney in the Labor & Employment practice of Bond, Schoeneck & King PLLC in Syracuse. This viewpoint article is drawn from an April 16 post on the firm’s New York Labor and Employment Law Report blog. Contact him at njacobson@bsk.com
Is Your Company’s Bench Deep Enough During Difficult Times?
In the uncertain times that COVID-19 produced, business leaders were forced to face the fact that employees might not be available every day to do their jobs. That is either because of their own health concerns or because they were scrambling to make child-care arrangements because of school closings. And, as the economy takes a
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In the uncertain times that COVID-19 produced, business leaders were forced to face the fact that employees might not be available every day to do their jobs. That is either because of their own health concerns or because they were scrambling to make child-care arrangements because of school closings.
And, as the economy takes a hit, some businesses may need to downsize, leaving the remaining workers to take on duties they are unprepared for and weren’t hired to carry out.
That’s one reason why it’s always a good idea to cross-train employees, allowing someone else to step in when circumstances necessitate it.
Ultimately, you want everyone who works for you to broaden their knowledge and expand the scope of what they normally do. The result is a more efficient and productive workplace.
In [my] younger days, [I] was an Army Ranger, where the need to cross-train was inescapable. If you are on a critical military mission and someone goes down, another Ranger needs to take over that person’s duties. Otherwise, the mission would be scrapped.
The average business day may not be as severely distressing as a military mission, but just as in the military, cross-training comes with benefits. It prevents mistakes. It improves accuracy. It saves time. It saves money.
And each additional duty an employee can take on during uncertain times could make the difference on whether a project or order is completed on time, and whether missed deadlines leave customers unhappy, costing the business money — or even leading to it going out of business.
Some business leaders may say they just can’t work in the time for cross-training because they and their employees are too busy. They probably are busy, but it needs to be a priority and they need to figure out a way to find the time. We’re probably seeing right now just how important it can be.
Here are a few suggestions for working cross-training in to harried schedules:
• Make use of downtime. Few people are busy every minute, so take advantage of any downtime to slip in cross-training. That way no one is just sitting around waiting for the next project.
• Schedule time. I’m skeptical when people tell me they don’t have any downtime, but let’s assume that’s so. Then I recommend you set aside time specifically dedicated to cross-training. It’s that important. Figure out who you need to cross-train, and find the areas of your business where cross-training will pay off the most.
• Implement “lunch-and-learns.” Nearly everyone eats lunch or takes a break at mid-day, and that’s a great time to set up some lunch-and-learn times when someone in the company can teach others about what they do.
An added bonus to cross-training is people who don’t normally interact are brought together and develop a better appreciation for what others do. That helps to create an even greater sense of team throughout the organization, which is especially important during difficult times like these when everyone needs to pull together.
Bill Higgs is author of “Culture Code Champions: 7 Steps to Scale & Succeed in Your Business” (www.culturecodechampions.com/training). He trains companies on how to improve their bottom line by improving their culture, and recently launched the “Culture Code Champions” podcast.
How To Draw On The Power of Perseverance During COVID-19
People’s ability to keep up their spirits is being put to the test during the COVID-19 pandemic. Health concerns, job worries, and disruptions to day-to-day

TSA’s tips for flying during the coronavirus pandemic
The number of travelers choosing to fly has plummeted as a result of the coronavirus pandemic. However, if you must fly, here are some tips from the Transportation Security Administration (TSA) for traveling during the pandemic. Tip 1: Bring that hand sanitizer with you. TSA is currently allowing one liquid hand sanitizer container, up to
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The number of travelers choosing to fly has plummeted as a result of the coronavirus pandemic. However, if you must fly, here are some tips from the Transportation Security Administration (TSA) for traveling during the pandemic.
Tip 1: Bring that hand sanitizer with you. TSA is currently allowing one liquid hand sanitizer container, up to 12 ounces per passenger, in carry-on bags until further notice. Since these containers exceed the standard 3.4-ounce allowance typically permitted through a checkpoint, they will need to be screened separately. This will add some time to the checkpoint screening experience. Please keep in mind that all other liquids, gels, and aerosols brought to a checkpoint continue to be limited to 3.4 ounces or 100 milliliters carried in a one quart-size bag.
Tip 2: Bring those wipes along with you too. Travelers are permitted to bring individually-packaged alcohol or anti-bacterial wipes in carry-on or checked luggage. Jumbo containers of hand wipes are also allowed in carry-on or checked luggage.
Tip 3: Wear a mask if you like. Travelers are allowed to wear masks during the security screening process, however a TSA officer may ask the traveler to adjust the mask to visually confirm the person’s identity during the travel-document checking process.
Tip 4: If your license expired on or after March 1, don’t panic. If your driver’s license or state-issued ID expired on or after March 1, 2020, and you are unable to renew at your state driver’s license agency, you may still use it as acceptable identification at the checkpoint. TSA will accept expired driver’s licenses or state-issued ID a year after expiration or 60 days after the duration of the emergency, whichever is longer. By the way, the Department of Homeland Security recently announced an extension of time to obtain a REAL ID-compliant driver’s license. The new deadline is Oct. 1, 2021.
Tip 5: Place items from your pockets into your carry-on bag. Prior to going through the security checkpoint, take the items from your pockets and place them into your carry-on bag so that you don’t have to place them in a bin. Remove the keys, tissues, lip balm, loose change, breath mints, mobile phone, and anything else from your pockets and place them right into your carry-on bag.
Tip 6: Remember to wash your hands. It’s good practice to wash your hands before and after going through the security screening process.
For more helpful information about TSA’s security screening process during the pandemic, visit: www.tsa.gov/coronavirus.
Lisa Farbstein is a spokesperson in the TSA’s Office of Public Affairs. This article is drawn from a news release she and the TSA issued on April 15.
It’s Time to Start Getting Back to Work
Over the years, our Assembly Republican conference has consistently warned against one-size-fits-all solutions for New York state, one of the most regionally diverse in the union. What works for the residents in Manhattan does not necessarily work for us. It has been true of countless economic issues before, and I believe that it’s true when it
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Over the years, our Assembly Republican conference has consistently warned against one-size-fits-all solutions for New York state, one of the most regionally diverse in the union. What works for the residents in Manhattan does not necessarily work for us. It has been true of countless economic issues before, and I believe that it’s true when it comes to dealing with the economic crisis our families are facing now.
[The week of April 20-24], our Assembly minority conference unveiled a plan to lift emergency economic restrictions on a regional basis. Our New York State “Regional Restart” initiative would bring together a bipartisan panel of private-sector leaders and public-health officials to develop a comprehensive plan to safely and gradually get more and more people back to work.
[The same] week, the Empire Center released a report detailing the disproportionate toll the crisis has taken on downstate New York. It found that 97 percent of COVID-19 fatalities were recorded in the five boroughs, on Long Island, or in the suburbs immediately north of New York City. According to their report, Upstate has only recorded 1.5 infections per 1,000 residents.
If the goal of the “New York State on PAUSE” directive was to prevent the spread of the virus from overwhelming the emergency capacity of our health-care system, it seems as though we achieved that in our region. In fact, the Empire Center tells us that “many upstate hospitals have been furloughing employees for lack of business or revenue.”
Let me be clear: we still need to be vigilant about this virus. I am pleased that President Trump and Gov. Cuomo had productive discussions about expanding testing, and I know that getting back to work means listening to the guidance of public-health officials. But we need to begin that process now. Our families and our communities depend on it.
Brian M. Kolb (R,I,C–Canandaigua) represents the 131st Assembly District, which encompasses all of Ontario County and parts of Seneca County. Contact him at kolbb@nyassembly.gov
If you feel like Congress has become less productive, less functional, and more partisan — you’re right. I have been thinking a lot lately about how it’s changed over the years since I served there in the 1960s to the 1990s, and several issues help explain why it often struggles to get things done. Heightened partisanship may
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If you feel like Congress has become less productive, less functional, and more partisan — you’re right. I have been thinking a lot lately about how it’s changed over the years since I served there in the 1960s to the 1990s, and several issues help explain why it often struggles to get things done.
Heightened partisanship may top the list. Congress has always been a partisan organization; we’ve seen tense battles throughout its history. But now they’re more intense and occur more frequently. Members tend to see issues predominantly, though not completely, through a partisan lens.
This is reflected in their voting patterns. In the 1960s and 1970s, votes in which a majority of one party opposed a majority of the other occurred roughly one-third to one-half the time. Starting in the early ‘90s, that percentage rose into the 60 to 70 percent range. Add to this increasingly split control of Congress, with one party controlling the House and the other governing the Senate, and agreement becomes exceedingly difficult to find.
In many ways, this reflects the country at large. Though identification with a party or as an independent has tended to move a few percentage points over time, Americans of each party seem ever more firmly stuck in their own camps. It has become more difficult to resolve our differences, and this has undoubtedly contributed to Congressional gridlock.
Years ago, the question that pervaded discussions on Capitol Hill was, “What can we do to resolve this problem?” Members were unwilling to accept stalemate or lack of agreement. Leaders at the time — people like Carl Albert and Tip O’Neill on the Democrats’ side and Bob Michel and John Anderson on the Republicans’ flank — certainly had partisan differences. However, these disagreements did not dominate the discussion. Behind closed doors they would discuss them civilly and politely, even going so far as to share private polling numbers.
At the same time that polarization has increased, Congress’s ambition has generally lessened. It’s almost inconceivable today that Congress would tackle a big issue — say, how to provide health care for older people — by trying to create something like Medicare. You see this same trend in oversight of the executive branch. There were committee chairmen who knew the ins and outs of the departments they oversaw down to the finest detail. They would spend days grilling administration witnesses (of even their own party), creating an extensive record of what an administration and its political appointees were trying to accomplish — information that helped ordinary Americans understand and judge the government’s approach. That is much harder to find today.
I think you can also detect the same trend at work in a diminishment of Congress’s oratorical ambitions. There was a time when members of Congress on both sides of the aisle considered Congress to be equal in stature to the president and the executive branch, and their speech-making reflected this. They saw strong oratory as a chance to encapsulate ideas and inspire Americans to rally behind them.
A key thing to remember is that this wasn’t just the speaker of the House or the majority leader of the Senate. Power and influence were spread more widely across both chambers.
As the leadership in recent years has come to dominate the process, ordinary members find far fewer chances to shine. The collapse of what was known as the “regular order,” the committee work and amendment process that allowed ordinary members to participate in the deliberative work of Capitol Hill, has thoroughly concentrated power in the hands of leaders and made Congress less representative as a whole.
That trend has been accentuated by the extent to which money now talks at every stage of the process. It’s not just that members are constantly trying to raise campaign funds. It’s that the mix of who funds those campaigns has changed dramatically. In the late 1970s, according to the Brookings Institution’s Vital Statistics on Congress, labor and corporate PACs gave about equally. Now, corporate PACs account for the vast majority of all the money flowing to members’ campaigns.
The result of all this? Congress is, still a vital part of our democracy, but it is, by most measures. a less effective one.
Lee Hamilton, 89, is a senior advisor for the Indiana University (IU) Center on Representative Government, distinguished scholar at IU Hamilton Lugar School of Global and International Studies, and professor of practice at the IU O’Neill School of Public and Environmental Affairs. Hamilton, a Democrat, was a member of the U.S. House of Representatives for 34 years (1965-1999), representing a district in south central Indiana.
Mower recently made three appointments its senior media team. The agency has promoted two veteran members of the team to senior-director roles and brought in a seasoned media supervisor with more than 30 years of industry experience. RYAN GARLAND, senior director, digital media, will oversee and lead Mower’s digital-media team. He will be responsible for
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Mower recently made three appointments its senior media team. The agency has promoted two veteran members of the team to senior-director roles and brought in a seasoned media supervisor with more than 30 years of industry experience. RYAN GARLAND, senior director, digital media, will oversee and lead Mower’s digital-media team. He will be responsible for incorporating digital-media technologies and digital best practices across the department. Last year, he took the lead media role on the National Grid account and has experience in a wide variety of vertical segments. Garland has been with Mower for 21 years and is a graduate of Cornell University. PATRICK LEWIS, senior director, media services, who launched his career at Mower in 2011, will now lead and supervise the agency’s growing media department across all offices. His new responsibilities include overseeing media standards and practices, tools and processes, workload balancing/account assignments, media’s support of new business and departmental communications. Prior to Mower, Lewis worked at Mediaedge:cia (now Wavemaker) and at Discovery Communications in media sales. He is a graduate of Gettysburg College in Pennsylvania. JIM CAMPBELL, media supervisor, brings more than 30 years of experience, including an extensive background in media, to his new role at Mower, where he serves as media supervisor for the National Grid account. He was most recently media supervisor at The Fort Group, where he was responsible for all B2B and B2C traditional marketing initiatives for multiple energy and manufacturing clients. Campbell holds a bachelor’s degree in advertising and marketing from the University of South Florida.

ACCESS Federal Credit Union, a credit union serving residents of Oneida County and the City of Oneida, has promoted three of its employees to assistant VPs: EMILY COIN, to assistant VP of risk management, and SUZANNE LUKACZ and NICHOLAS OWENS to assistant VP and loan officers. Coin joined the credit union in 2016 and has
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ACCESS Federal Credit Union, a credit union serving residents of Oneida County and the City of Oneida, has promoted three of its employees to assistant VPs: EMILY COIN, to assistant VP of risk management, and SUZANNE LUKACZ and NICHOLAS OWENS to assistant VP and loan officers.
Coin joined the credit union in 2016 and has worked in several positions, including internal auditor. Most recently, she was supervisor of risk management. In Coin’s position, she is responsible for regulatory compliance, security for the branches, as well as overseeing the inside audit functions of the credit union. She also maintains all credit-union policies and procedures and assists with new product development.
Lukacz began her career with the credit union in 1997 and worked as a member-service representative in the Oneida office before transferring to the Clinton office. In April 2004, she was promoted to branch supervisor of the Clinton office, and is currently responsible for supporting all aspects of the front-line operations for the Clinton office. In addition, Lukacz is a mortgage originator for the credit union. In February, she was granted lending authority by the ACCESS board of directors and will serve loan officer for the credit union.
Owens began his career with the credit union in 2008 and has served as a teller, head teller, and member-services representative. In June 2017, he was promoted to branch supervisor of the Oneida and Sherrill offices. Owens is currently responsible for supporting all aspects of the front-line operations in both offices. In addition, he is a mortgage originator for the credit union. In February, Owens was granted lending authority by the ACCESS board of directors and will serve loan officer for the credit union.
Stay up-to-date on the companies, people and issues that impact businesses in Syracuse, Central New York and beyond.