Wolfspeed names new CEO

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Wolfspeed, Inc., (NYSE: WOLF) has named a replacement for former CEO Gregg Lowe, who the company ousted last November amid struggling sales and a capital restructuring plan. On March 27, the North Carolina company — which operates a chip fab in Marcy — announced former Micron Technology executive Robert Feurle will take on the CEO […]

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Wolfspeed, Inc., (NYSE: WOLF) has named a replacement for former CEO Gregg Lowe, who the company ousted last November amid struggling sales and a capital restructuring plan.

On March 27, the North Carolina company — which operates a chip fab in Marcy — announced former Micron Technology executive Robert Feurle will take on the CEO role beginning May 1.

A citizen of both the United States and Germany, Feurle will relocate to North Carolina and work closely with Board Chair Thomas Werner, who served as interim executive chairman while the company searched for a new leader.

“We are excited to welcome Robert to Wolfspeed to lead the company into its next chapter,” Werner said in announcing the news. “With a history of delivering significant operational enhancements and profitability improvements, and deep industry expertise, we are confident that Robert is the right individual to take the helm during this stage in the company’s lifecycle. His history of driving success and operational excellence in each of his previous roles is a significant contributor to our decision to appoint him as CEO. The board and I look forward to working closely with Robert to successfully navigate near-term market dynamics and ultimately position the company for long-term value creation.”

Bringing 20 years of leadership experience to the role, Feurle most recently served as executive VP and general manager of the Opto Semiconductors Business Unit at ams-OSRAM AG, where he managed more than 10,000 employees at sites around the world. While there, he expanded market share and accelerated the introduction of LED and laser products into automotive and new advanced LED applications.

Prior to that, he served at Infineon Technologies, Micron Technology, Qimonda, and Siemens. Feurle holds a degree in electrical engineering from the University of Applied Sciences in Konstanz, Germany.

“I am grateful for the opportunity to lead Wolfspeed during such a transformative period,” Feurle said. “During my tenure at Infineon, I became intimately familiar with the silicon carbide industry and saw firsthand Wolfspeed’s impressive leadership in the space. I believe we have just begun to scratch the surface of the vast potential of silicon carbide. Wolfspeed’s world-class facilities, exceptional talent, and robust intellectual property, position us to maintain and expand our market leadership.”

He joins Wolfspeed as the company continues to focus on improving its financial performance and accelerating its path to generate positive free cash flow, taking aggressive steps to strengthen its balance sheet and raise capital.

“With all of the company’s competitive advantages, I feel very confident that we will be able to work through this transformative period to refresh the operating plan, improve financial performance, and accelerate our path to positive free cash flow,” Feurle said.

The day after announcing Feurle as the new CEO, Wolfspeed announced it has received $192.1 million in cash tax refunds from the advanced manufacturing tax credit under Section 48D — a portion of the approximately $1 billion in refunds the company expects to receive. As of the end of the second quarter of fiscal year 2025, Wolfspeed had accrued a total of $865 million in Section 48D tax credits. The company will use the tax-credit proceeds to strengthen its capital structure and for general corporate purposes.

Wolfspeed expects its cash balance at the end of its fiscal third quarter of 2025 will be about $1.3 billion including the tax credits.

As a result, the company reaffirmed its business outlook for the third quarter, forecasting revenue from continuing operations of between $170 million and $200 million and a projected loss of between $295 million to $270 million, or between $1.89 and $1.73 per share.

Wolfspeed continues to explore alternatives regarding its convertible notes and remains in a dialogue with its lenders including Apollo and Renesas.

Wolfspeed’s stock price was down 61 percent year to date, and 90 percent over the last 12-month period, as of mid-afternoon trading on Friday, April 4.

Le Moyne selects former interim president to deliver commencement address

Employee Benefits & Human Resources, Education & Training, Featured, New York News, Nonprofits, Sports, Entertainment & Tourism

SYRACUSE, N.Y. — The man who once served as interim president of Le Moyne College will deliver the college’s undergraduate commencement address to the graduating

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SUNY chooses OCC provost to lead SUNY Adirondack

Education & Training, North Country, Subscriber Only

ALBANY — Anastasia Urtz, who currently serves as provost and senior VP of academic and student affairs at Onondaga Community College (OCC), will soon be leaving the campus to lead another SUNY community college. The SUNY board of trustees on March 11 voted to name Urtz as the eighth president to lead SUNY Adirondack, which

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The SUNY board of trustees on March 11 voted to name Urtz as the eighth president to lead SUNY Adirondack, which has locations in Queensbury and Glens Falls in Warren County as well as Wilton in Saratoga County, per the SUNY announcement.

Urtz will assume the presidency this summer following the retirement of current SUNY Adirondack President Kristine Duffy.

“Selecting a new campus president is not just about leadership; it’s about vision, experience, and a deep commitment to student success,” the SUNY board of trustees said in the announcement. “With over a decade of dedicated service at Onondaga Community College and a distinguished career in higher education, Provost Urtz possesses the expertise, passion, and strategic insight necessary to maintain SUNY Adirondack’s momentum and we wish her absolute success as she embarks on this exciting new endeavor.”

As OCC provost, Urtz has led implementation of integrated student support services and worked with faculty to establish more than 20 new programs in health care, science and technology, business, and the liberal arts over her tenure in her current role, SUNY said.

In addition, Urtz has collaborated to “strengthen” the high school-to-college pipeline, engage adult learners, expand civic engagement, and foster student success.

Those efforts have led to enrollment gains of 14 percent since fall 2023 and contributed to Micron Technology, Inc. (NASDAQ: MU) naming OCC as its community college partner in preparing technicians for a projected $100 billion investment in semiconductor technology in the town of Clay and across upstate New York.

“I am confident that Anastasia Urtz’s vision and dedication to student success, demonstrated through her experience as Provost and Senior Vice President for Academic and Student Affairs at OCC, will solidify SUNY Adirondack’s position as a vital force in education, workforce development, and upward mobility in the Capital Region and North Country,” SUNY Chancellor John King, Jr. said in the announcement.

Prior to her service at OCC, Urtz served as executive director of the Cornell Cooperative Extension Association of Onondaga County and held several positions at Syracuse University as well, SUNY said.

Urtz, who grew up in a dairy-farming family in Central New York, holds a bachelor’s degree in political science from the American University in Washington, D.C., and earned her law degree from the University of Michigan.

SUNY says she has a record of public service focused on rural community development, sustainability, the well-being of children and families, education, social justice, and the arts, including her current role as VP of CNY Arts, a regional arts council serving six counties.

“SUNY Adirondack is a welcoming and supportive academic community that prepares students for in-demand careers and engagement in civic life,” Urtz said in the SUNY announcement. “As a parent of a college junior, I know first-hand how important it is for students to find an academic path that helps them build the lives and livelihoods they imagine for themselves. I am honored to lead this important institution during a time of change in higher education and look forward to collaborating with campus and community leaders to expand educational opportunities for local residents.”

With Eaton set to retire, United Way of CNY seeks new president

Nonprofits, Subscriber Only

SYRACUSE — The woman who has served as president of the United Way of Central New York, Inc. since 2017 intends to retire at the end of 2025. Under Nancy Kern Eaton’s leadership, United Way of CNY expanded community awareness and the organization’s role as a “collaborative hub for human-service organizations and coalitions,” the organization

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SYRACUSE — The woman who has served as president of the United Way of Central New York, Inc. since 2017 intends to retire at the end of 2025.

Under Nancy Kern Eaton’s leadership, United Way of CNY expanded community awareness and the organization’s role as a “collaborative hub for human-service organizations and coalitions,” the organization said.

“Choosing to retire is about taking more time with my husband, children, and grandchildren,” Eaton said in informing the United Way’s board of directors of her decision. “It was an incredibly difficult decision to make, as I have been connected to the United Way of Central New York in a variety of ways for over 25 years. It has been a privilege to serve in this role, working with an extraordinary Board, exceptional and dedicated staff members, and many community members who are partners in this work. I am excited about the innovative work that is taking place and I am confident that the organization is ready for its next chapter.”

Eaton’s accomplishments included the creation of Thrive at Work; “significant” expansion of CNY Book Buddies program; and development of the Full STEAM Ahead literacy initiative, the United Way said.

She also led the organization’s participation in pandemic response and helped to establish the COVID-19 Community Support Fund. During Eaton’s tenure, United Way of CNY celebrated its 100th anniversary and reestablished the Day of Caring, the community’s single largest day of volunteer service.

“Nancy is an extraordinary champion for Central New York,” Kerry Tarolli, who chairs the United Way of Central New York board of directors, said in the announcement. “Her leadership over the last seven and a half years has been exceptional, and she will be missed. Thanks to Nan’s innovation, and the remarkable team she has built, United Way of CNY is positioned to continue its century-long legacy of impact, empowering the community to thrive.”

Besides leading the United Way’s board of directors, Tarolli is also a partner at King + King Architects.

Tarolli will also lead a transitions committee, and the United Way will share more information about its transition plans in the coming weeks.

About the United Way

United Way of Central New York describes itself as an “innovative and collaborative” local nonprofit organization that “drives solutions to the most pressing” human service community needs of Central New York, per its announcement.

It went on to say that “through our advocacy and relevant leadership, we provide options for impactful giving and we fund programs and initiatives that help create a thriving community. We are guided by our values of compassion, empowerment, collaboration, leadership, and inclusion.”

Syracuse National Veterans Resource Center

SU, Micron honor first group of veterans to earn semiconductor certificates

Employee Benefits & Human Resources, Law, Accounting & Taxes, Manufacturing & Engineering, Subscriber Only

SYRACUSE — A program at Syracuse University (SU) helped a group of 90 transitioning service members, veterans, and military spouses who earned certificates of completion in semiconductors. Both Micron Technology Inc. (NASDAQ: MU) and SU’s D’Aniello Institute for Veterans and Military Families (IVMF) recognized those involved during SU’s first-ever Micron Day held Feb. 25. Those

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SYRACUSE — A program at Syracuse University (SU) helped a group of 90 transitioning service members, veterans, and military spouses who earned certificates of completion in semiconductors.

Both Micron Technology Inc. (NASDAQ: MU) and SU’s D’Aniello Institute for Veterans and Military Families (IVMF) recognized those involved during SU’s first-ever Micron Day held Feb. 25.

Those earning the certificates did so through IVMF’s Onward to Opportunity program, which puts those involved “on the pathway to a career in the rapidly expanding semiconductor industry,” per the SU announcement.

As Syracuse University explained it, the Semiconductor Hub launched in November 2024 and included a semiconductor-foundations course, “one of the first of its kind in the country.” It is supported by Micron’s $3 million investment in IVMF to develop a specialized track within the Onward to Opportunity career-training program.

Part of Micron’s $250 million Community Investment Framework commitment, the Semiconductor Hub seeks to provide industry knowledge and preliminary training and support for military-connected individuals interested in a career in the semiconductor industry.

One of the steepest barriers to the successful transition to civilian life is a limited understanding of how skills learned during military service translate to civilian jobs, George Ramsey, Micron senior program manager and military lead, said in the Syracuse University announcement.

“Micron has long made it a priority to help with that transition and hire veterans because we know they bring not just the necessary skillsets to work in our industry, but the teamwork and leadership skills that are essential to making Micron an industry leader,” Ramsey said. “We’re thrilled that our work with SU and IVMF already is paying off for veterans and look forward to further building out the veteran workforce pipeline in Central New York and across the nation.”

The inaugural cohort of 90 Onward to Opportunity participants is the first to complete a Central New York–based training program provided in conjunction with Micron. The group, which comes from military installations across the nation, includes two service members stationed at Fort Drum. An additional 204 participants are on track to receive their certificates in the coming months, SU noted.

“The IVMF is pleased to partner with Micron on the successful launch of the Semiconductor Hub within the Onward to Opportunity (O2O) program,” J. Michael Haynie, SU vice chancellor for strategic initiatives and innovation and executive director of the D’Aniello Institute for Veterans and Military Families, said. “Thanks to Micron’s generous support, transitioning service members, veterans and military family members are now accessing high-quality, no-cost career preparation to enable them to enter and thrive in the semiconductor industry.”

Understanding DEI programs in the workplace in a new landscape

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While diversity, equity, and inclusion (DEI) executive orders make for big headlines, it may not mean a lot of changes in the workplace — as long as employers are complying with labor and employment laws, one expert says. With news coming rapidly from Washington, D.C. and from the courts, it’s been a whirlwind few weeks,

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With news coming rapidly from Washington, D.C. and from the courts, it’s been a whirlwind few weeks, says Salvatore G. Gangemi, a partner with the labor and employment practice group at Harris Beach Murtha, a law firm based in the Rochester region that has Central New York offices in the Syracuse, Ithaca, and Binghamton areas.

What hasn’t changed, however, are laws that prohibit the use of race, sex, or other protected characteristics when making employment decisions, he says.

President Donald J. Trump issued a series of executive orders that target DEI programs, including Executive Order 14173, titled, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.”

What exactly will the executive orders target if they are not struck down in court and go into effect as scheduled? The answer is in the wording of the executive order, which refers to illegal DEI programs, Gangemi says.

“It’s clear that not all DEI programs are illegal,” he notes. However, there are some that are illegal.

A DEI program is considered illegal if aspects of the program or decision-making process is motivated wholly or in part by race, sex, or other protected characteristics, he explains. More simply put, it is illegal for a company to undertake an initiative to hire more people of a certain race or gender, for example.

DEI programs were never meant to do that, Gangemi contends. Rather, their intent is to make more people feel comfortable applying for jobs where their race, gender, or other protected characteristics may have prevented them from applying previously.

And when a company broadens its applicant pool, “then you end up organically increasing diversity,” he asserts.

But the DEI programs were never intended to counteract labor and employment laws like the Civil Rights Act of 1964 or the Equal Employment Opportunity Act of 1972.

“These executive orders do not create new law in this area,” Gangemi says, and those laws remain in effect governing workplaces today.

“DEI is not supposed to displace merit, and in most cases it has not displaced merit,” he stipulates. And the executive order does not mean things like pay equity and accessible workplaces will vanish, because “those things didn’t come from DEI,” he says. “Those things came from the law.”

What the DEI executive order does is signal that the government will not ignore DEI programs that may be illegal because they violate labor and employment laws.

What does that mean for organizations with DEI or related programs and policies, and what should they do now?

“Treat all this as a reminder to have your programs and policies audited,” Gangemi recommends.

Some potential pitfall areas to examine are any internships, mentoring, or fellowships exclusive to a specific gender, race, or other protected characteristic.

Also take a close look at any employee resource or affinity groups, he adds. It’s ok, for example, to have a LatinX employee resource group, however, the group needs to be open for everyone to join.

Another area that can be problematic — and illegal — is tying incentives for an officer or manager for achieving DEI goals.

“It’s a good idea to assess, audit your programs and make sure you’re not going to be a target,” Gangemi says. Regardless of the executive orders, “the law is the law is the law,” and employers must follow it, he concludes.

Gillibrand discusses bill to address shortage of affordable child care

Employee Benefits & Human Resources, Law, Accounting & Taxes, Subscriber Only

U.S. Senator Kirsten Gillibrand (D–N.Y.) says the Child Care Workforce and Facilities Act would address the shortage of affordable child care and qualified child-care professionals. The proposed measure would provide “competitive” workforce-development grants and facilities grants to states, per an announcement from her office. Gillibrand on Jan. 23 held a virtual press conference to discuss

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U.S. Senator Kirsten Gillibrand (D–N.Y.) says the Child Care Workforce and Facilities Act would address the shortage of affordable child care and qualified child-care professionals.

The proposed measure would provide “competitive” workforce-development grants and facilities grants to states, per an announcement from her office.

Gillibrand on Jan. 23 held a virtual press conference to discuss the legislation to address the nationwide shortage of affordable child care.

“Access to quality, affordable child care is a necessity for working parents, but a dire shortage of facilities and workers has made it inaccessible for millions of New Yorkers,” Gillibrand said. “I’m proud to introduce this bipartisan legislation to help recruit, train, and retain child care workers and to build or expand child care facilities in communities that need them. I am committed to working across the aisle to get this done.”

Nearly two-thirds of New Yorkers live in communities that lack adequate access to child care, a share higher than in all but four states, per Gillibrand’s office. The New York lawmaker’s bill would provide $100 million in federal grant funding over five years for states to build or expand child-care facilities and to help train a “robust” child-care workforce.

Recipients could use flexible workforce-development grants for a wide range of job-training activities, such as offering scholarships or tuition subsidies; paying for the purchase of textbooks, equipment or other required educational materials; or covering other education and referral costs necessary to increase labor participation in the state’s child-care sector.

Facilities grants would fund the construction, expansion, or renovation of child-care facilities.

Prioritized projects would be ones that expand access to child care in “child care deserts,” which Gillibrand’s office describes as areas where the number of children under the age of five is more than three times the number of slots with local child-care providers who are licensed by the state.

Under this definition, 64 percent of New Yorkers live in a child-care desert, including 73 percent of those in rural areas. Herkimer, Lewis, Wyoming, Oswego, and Jefferson counties “face especially extreme shortages,” per Gillibrand’s office.

The legislation is led by U.S. Senators Amy Klobuchar (D–Minnesota) and Dan Sullivan (R–Alaska) and cosponsored by Senators Angus King (I–Maine.), Jeff Merkley (D–Oregon), Jeanne Shaheen (D–New Hampshire), and Sheldon Whitehouse (D–Rhode Island).

Broome County approves salary increases at Willow Point

Health Care, Employee Benefits & Human Resources, Law, Accounting & Taxes, Southern Tier, Subscriber Only

It affects selected roles VESTAL — Following the approval of the Broome County Legislature, Willow Point Rehabilitation & Nursing Center in Vestal has significantly hiked the pay scale for several health-care roles at the facility. The positions include supervising nurses, certified nursing assistants (CNAs), and licensed practical nurses (LPNs). The facility also added several new

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