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Bassett adds caregiver-support service to employee benefits
COOPERSTOWN, N.Y. — Bassett Healthcare Network recently enhanced its employee-benefits package by offering Dari by Homethrive, a family-caregiving-technology platform for employees caring for aging family members or loved ones with special-care needs. “As we enhance our benefits to support each and every caregiver, we enhance the wellbeing of people throughout our region. We are excited […]
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COOPERSTOWN, N.Y. — Bassett Healthcare Network recently enhanced its employee-benefits package by offering Dari by Homethrive, a family-caregiving-technology platform for employees caring for aging family members or loved ones with special-care needs.
“As we enhance our benefits to support each and every caregiver, we enhance the wellbeing of people throughout our region. We are excited to offer Homethrive to support our employees and their loved ones at home,” Bassett President/CEO Dr. Tommy Ibrahim said in a press release.
Employees now have 24/7 access to family-caregiving expertise, resources, and coordination to help get the care their loved ones need.
“Many members of our staff are caring for their patients while also worrying about family members at home,” Christine Pirri, Bassett’s senior VP, chief people and diversity officer, said. “We have listened carefully and learned that family-caregiving support is one of the most valuable benefits we could provide our most valuable asset: our employees. By partnering with Homethrive, we are able to alleviate stress for our caregivers and help their loved ones.”
Homethrive services are available at no cost to Bassett employees include 24/7 on-demand resources including articles, podcasts, and videos on topics like Medicare open enrollment, the signs of early dementia, and tips on interviewing in-home care providers; live-chat options with experts on aging and caregiving; and one-on-one support with an expert care guide when more help or emotional support is needed.
Homethrive joins the suite of employee-support benefits available to all Bassett employees. The health system also recently added non-traditional benefit options that can alleviate financial pressure in times of need to include legal and identity-theft protection, hospital indemnity, accident, and critical-illness insurance.
Bassett Healthcare Network operates five corporately affiliated hospitals, more than two dozen community-based health centers, more than 20 school-based health centers, and two skilled-nursing facilities.
Homethrive’s family-caregiver platform provides support for unpaid family caregivers through self-service support with human interaction.
Ask Rusty: What’s the Best Way to Start Receiving My Survivor Benefit?
Dear Rusty: When one becomes a widow/widower, what is the most efficient way to start receiving the deceased’s monthly Social Security. Signed: Still Grieving Dear Still Grieving: There is really only one way to start receiving surviving spouse benefits — you must contact Social Security (SS) directly to apply. You can call (800) 772-1213 or
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Dear Rusty: When one becomes a widow/widower, what is the most efficient way to start receiving the deceased’s monthly Social Security.
Signed: Still Grieving
Dear Still Grieving: There is really only one way to start receiving surviving spouse benefits — you must contact Social Security (SS) directly to apply. You can call (800) 772-1213 or call your local SS field office (find the number at www.ssa.gov/locator) to make an appointment to apply for your survivor benefits. These appointments are normally conducted over the phone, so a personal visit to the Social Security office isn’t usually necessary.
The larger question to consider is when you should claim the survivor benefit. Like most other Social Security benefits, your age when you claim determines how much your survivor benefit will be. And a survivor benefit isn’t payable in all cases. Consider these points:
• If the surviving spouse is already receiving her own SS retirement benefit and that is more than the deceased spouse was receiving, the surviving spouse continues to receive only her own higher benefit but will get a one-time lump sum death benefit of $255.
• If the surviving spouse’s own benefit is less than the deceased was receiving, the surviving spouse’s benefit will be based on the higher amount.
• If the surviving spouse has reached her full retirement age (FRA), the survivor’s benefit will be 100 percent of the amount the deceased was receiving. If the widow has not yet reached her FRA when she claims her survivor benefit, the amount will be reduced (by 4.75 percent for each full year earlier than FRA).
• A survivor benefit reaches maximum at the survivor’s FRA. If the surviving spouse hasn’t yet reached FRA, she has the option to delay claiming her survivor benefit until it reaches maximum at her FRA. There is one exception to this: if the surviving spouse was already receiving only a spousal benefit from the deceased (and not her own SS retirement benefit), the survivor benefit will be automatically awarded regardless of the survivor’s age.
• If the surviving spouse hasn’t yet claimed her own SS retirement benefit, she has the option to claim only her survivor benefit first and permit her personal SS retirement benefit to grow (up to age 70). That would be prudent if the survivor’s own SS retirement benefit at age 70 will be higher than her maximum survivor benefit at her full retirement age.
• If you haven’t yet reached your full retirement age and are still working, the Social Security Administration has an earnings test that limits how much you can earn before some benefits are taken away. The limit for 2023 is $21,240 and if that is exceeded, the SSA will take away benefits equal to $1 for every $2 you are over the limit. The earnings test goes away when you reach your FRA.
As you can see, there are several things to consider as you decide when to claim your Social Security benefits as a widow or widower. I hope this information helps you make an informed choice.
Russell Gloor is a national Social Security advisor at the AMAC Foundation, the nonprofit arm of the Association of Mature American Citizens (AMAC). The 2.4-million-member AMAC says it is a senior advocacy organization. Send your questions to: ssadvisor@amacfoundation.org.
Author’s note: This article is intended for information purposes only and does not represent legal or financial guidance. It presents the opinions and interpretations of the AMAC Foundation’s staff, trained and accredited by the National Social Security Association (NSSA). The NSSA and the AMAC Foundation and its staff are not affiliated with or endorsed by the Social Security Administration or any other governmental entity.
ESF names associate director of academic administration
SYRACUSE — The SUNY College of Environmental Science and Forestry (ESF) — a college focused exclusively on the study of the environment, developing renewable technologies, and building a sustainable future — has recently promoted Erin Tochelli to associate director of academic administration. In her new expanded role, Tochelli will manage the college’s curriculum process, working
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SYRACUSE — The SUNY College of Environmental Science and Forestry (ESF) — a college focused exclusively on the study of the environment, developing renewable technologies, and building a sustainable future — has recently promoted Erin Tochelli to associate director of academic administration.
In her new expanded role, Tochelli will manage the college’s curriculum process, working closely with ESF’s associate provost and undergraduate curriculum coordinators, as well as SUNY and the New York State Department of Education, according to a March 13 ESF release.
Tochelli will continue to advise first-year students enrolled in ESF’s Environmental Studies and Landscape Architecture departments, in addition to supporting the college’s Academic Affairs Committee.
Tochelli joined ESF in 2016, and most recently served as academic advisor. Prior to ESF, she held administrative and support roles at Syracuse University, the release stated.
State expects upgraded WARN Act portal to go live in April
“Improving user experience is a top priority to the Department and embracing technological solutions is helping us fulfill that mission,” Roberta Reardon, commissioner of the New York State Department of Labor, said. “These latest improvements will help employers give workers a heads-up about closures and layoffs. Early warnings help shorten the time that employees are
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“Improving user experience is a top priority to the Department and embracing technological solutions is helping us fulfill that mission,” Roberta Reardon, commissioner of the New York State Department of Labor, said. “These latest improvements will help employers give workers a heads-up about closures and layoffs. Early warnings help shorten the time that employees are collecting Unemployment Insurance benefits, and therefore reduce employer liability associated with layoffs. We want to ensure that every impacted employee has every advantage possible to swiftly secure new careers.”
The upgrades are designed to give affected employees more time to transition, seek new employment opportunities, or enter workforce-training programs to find new careers. Once a WARN Act notice is submitted, NYSDOL’s Division of Workforce and Employment Solutions works with local workforce-development boards, community stakeholders, and businesses to “rapidly connect” impacted workers to new careers and job opportunities, Hochul’s office said.
“This new WARN Act portal and improvements to WARN Act regulations are critically necessary measures to reduce the administrative burden for businesses while providing New Yorkers in need with comprehensive support,” Hochul said. “By upgrading systems and regulations at the Department of Labor, my administration is embracing 21st century measures to simplify and streamline processes, enhance customer service, and better connect New York jobseekers with fulfilling work opportunities.”
The new WARN Act portal will allow employers to submit documentation, provide lists of impacted workers, and send other important information directly to NYSDOL “in real time.”
Laurel Road survey spotlights women’s views on their finances
More than 80 percent of women “feel apprehensive” about staying on track with their financial goals due to the current economic environment. That’s according to a new survey by Laurel Road, a digital-banking platform of Cleveland, Ohio–based KeyBank with “specialized offerings” for health care and business professionals. The sixth-annual survey from Laurel Road explores financial security and
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More than 80 percent of women “feel apprehensive” about staying on track with their financial goals due to the current economic environment.
That’s according to a new survey by Laurel Road, a digital-banking platform of Cleveland, Ohio–based KeyBank with “specialized offerings” for health care and business professionals.
The sixth-annual survey from Laurel Road explores financial security and employment trends among 2,006 U.S. college-educated adults, per a March 9 news release.
Not narrowing the pay gap
Over half (52 percent) of the women surveyed reported feeling their employers are not doing all they can to lessen the gender pay gap, with 59 percent of BIPOC (Black, Indigenous, and people of color) women agreeing that their company hasn’t been successful in improving pay disparity.
This is an increase from the 44 percent and 48 percent of women and BIPOC women, respectively, who felt their companies missed the mark last year.
Feeling more financially secure
While there is still room for improvement, especially on the wage gap, overall, more women (34 percent) reported feeling financially secure this year than last (25 percent). This finding is encouraging, as it demonstrates an increase in women taking charge of their finances and planning for the future, Laurel Road said.
The survey also found that two in three women overall report that they feel behind schedule regarding personal financial security, with 35 percent of all women identifying retirement savings as a key area in which they feel behind — while BIPOC (Black, Indigenous, and people of color) women feeling “generally behind on all financial goals.”
The findings also indicated not having enough money (60 percent) and too many other responsibilities (41 percent) are “key hurdles in making headway” toward their goals.
“As we continue to field this study year after year, our goal is to bring transparency to the issues women face in the workplace every day which can impact their quality of life, both emotionally and financially,” Alyssa Schaefer, general manager and chief experience officer at Laurel Road, said. “We often set up forums and panels to openly discuss such issues and our hope is that this research helps spark similar conversations and initiatives across the country. Ultimately, we want to encourage change by fostering open dialogue about these reoccurring trends.”
Feeling undervalued at work
While economic uncertainty is top of mind, 64 percent of college-educated women feel that their current salary does not match their value, a slight decrease from the 69 percent of college-educated women who reported feeling undervalued last year. In comparison, only 39 percent of college men feel they are undervalued.
New opportunities depend on salary
With only 37 percent of women receiving a salary they feel correlates with their value, the report found 61 percent of women surveyed shared that a higher salary would encourage them to leave their current role.
This was followed by remote-work opportunities (28 percent), better work-life balance (32 percent), and stronger benefit packages (31 percent) as other top motivators for women to leave their current roles. This sentiment echoes last year’s survey findings, in which women reported higher pay (68 percent), remote work (34 percent), better work-life balance (34 percent), and better management (21 percent) as the top reasons to leave their current roles.
Methodology
This survey was conducted online within the U.S. between Feb. 21 and Feb. 23 among 2,006 U.S. adults by HarrisX, a market research and consulting services company with offices in New York City, Washington, D.C., and Tampa, Florida.
The sampling margin of error of this poll is plus or minus 2.2 percentage points. The results reflect a nationally representative sample of U.S. adults. Results were weighted for age by gender, region, race/ethnicity, income, and education where necessary to align them with their actual proportions in the population, Laurel Road said.
VIEWPOINT: NYS Pay-Transparency Law Amendments Signed into Law
On March 3, 2023, a bill (https://legislation.nysenate.gov/pdf/bills/2023/S1326) amending the New York State pay-transparency law was signed into law by Gov. Kathy Hochul. It reflects changes that the governor requested in exchange for her approval of the law in December 2022. The effective date of the amendments are the same as the original version of the
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On March 3, 2023, a bill (https://legislation.nysenate.gov/pdf/bills/2023/S1326) amending the New York State pay-transparency law was signed into law by Gov. Kathy Hochul. It reflects changes that the governor requested in exchange for her approval of the law in December 2022. The effective date of the amendments are the same as the original version of the statute, Sept. 17, 2023.
Notable changes include:
• The geographic scope of the law has now been slightly limited. The standard is no longer whether work “can or will be performed” in New York state. Instead, the law will now apply to advertisements for “a job, promotion, or transfer opportunity that will physically be performed, at least in part, in the state of New York, including a job, promotion, or transfer opportunity that will physically be performed outside of New York but reports to a supervisor, office, or other work site in New York.”
• The employer records-keeping requirement has been removed from the law. Although prudent employers should still maintain records, it is no longer required under this law.
• “Advertise” is now defined as “to make available to a pool of potential applicants for internal or public viewing, including electronically, a written description of an employment opportunity,” which closely mirrors other pay-transparency laws around the state.
As a reminder, employers subject to the pay-transparency law are broadly defined to include nearly every entity with four or more employees, as well as agents and recruiters. Only temporary help firms, as defined under New York State Labor Law § 916(5), are exempt.
Similar to other pay-transparency laws, Labor Law § 194-b requires employers to disclose an amount or a range of compensation for any open job, promotion or transfer opportunity, and the law defines “range of compensation” as “the minimum and maximum annual salary or hourly range of compensation . . . that the employer in good faith believes to be accurate at the time of the posting of an advertisement” for the job, promotion, or transfer opportunity. Advertisements for jobs, promotions, or transfer opportunities that are paid solely on commission must make such a disclosure to comply. Additionally, the law requires employers to post a job description if one exists.
Any person claiming to be aggrieved under Labor Law § 194-b may file a complaint with the Department of Labor, which has the authority to impose civil penalties of up to $3,000 for violations of the law or forthcoming regulations. Employers are also prohibited from refusing to interview, hire, promote, employ, or otherwise retaliate against an applicant or current employee for exercising any rights under this new law.
Seth F. Gilbertson is a senior counsel in the Buffalo office of Syracuse–based Bond, Schoeneck & King PLLC. Contact him at sgilbertson@bsk.com. Lisa R. Feldman is an associate in Bond’s New York City office. Contact her at lfeldman@bsk.com. This article is drawn and edited from the law firm’s New York Labor and Employment Law Report blog.
AAA Western NY & CNY names VP of corporate & business development
AAA Western and Central New York announced it has hired a new VP of corporate and business development. Chris Johnston joined in January and will be responsible for developing strategy to develop, grow, and diversify products and service offerings for AAA Western and Central New York, the organization said in a release. He brings significant
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AAA Western and Central New York announced it has hired a new VP of corporate and business development.
Chris Johnston joined in January and will be responsible for developing strategy to develop, grow, and diversify products and service offerings for AAA Western and Central New York, the organization said in a release.
He brings significant experience in business development, innovation-fund management, mergers and acquisitions (M&A), and international business in highly competitive business markets, AAA said.
Johnston most recently worked at the Graham Corporation (NYSE: GHM), where he spearheaded acquisitions by leading all aspects of the M&A process and managing the divestiture process of Graham’s commercial nuclear-utility business. He also worked on several business-development initiatives to grow the company organically.
“My expertise lies in identifying new business opportunities, and cultivating and maintaining relationships with business partners,” Johnston said. “I’m excited to put my skills to work at AAA and to identify new and grow existing business opportunities for the Club.”
Johnston graduated from Le Moyne College with a bachelor’s in industrial relations. He also earned a master’s degree in international economics from Fordham University.
AAA Western and Central New York says it is upstate New York’s largest member-services organization, providing more than 862,000 members with travel, insurance, financial, and automotive-related services.
Doyle Security Systems appoints new Watertown general manager
WATERTOWN — Doyle Security Systems, Inc., a provider of alarm systems and monitoring services, recently announced it has promoted Travis Morgia to general manager of the company’s Watertown branch office. His promotion coincides with the retirement of his father, Bruce Morgia, who had previously served as president of STAT Communications. Doyle Security Systems acquired STAT
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WATERTOWN — Doyle Security Systems, Inc., a provider of alarm systems and monitoring services, recently announced it has promoted Travis Morgia to general manager of the company’s Watertown branch office.
His promotion coincides with the retirement of his father, Bruce Morgia, who had previously served as president of STAT Communications.
Doyle Security Systems acquired STAT in 2021 and retained all STAT employees, including the former shareholders, the Morgias. Since the merger, Bruce held an integral leadership role for the Watertown team until his retirement in February, Doyle said.
Travis Morgia had been a sales and operations leader at STAT Communications for 14 years prior to joining Doyle and has consistently exceeded sales-performance goals throughout that time, the company said. In his new role, he will be responsible for all Watertown branch operations. Morgia will be joined by current branch operations manager, Rick Oshier, and the entirety of the former STAT operations and technical team.
Doyle Security Systems says it ranks among the largest security companies in the U.S. Family owned and operated since 1919, Doyle services more than 40,000 residential and commercial customers across New York and Pennsylvania. Headquartered in Rochester, the firm also has offices in Albany, Syracuse, Watertown, Buffalo, Olean, Fishkill, and Catskill in New York, plus one office in Erie, Pennsylvania.
Bond law firm names chief human resources officer
SYRACUSE — Bond, Schoeneck & King PLLC recently announced it has named Pamela M. O’Rourke as the law firm’s chief human resources officer. O’Rourke oversees the human resources department, working with the Syracuse–based firm’s leadership on issues relating to its people. She is responsible for the overall administration, coordination and evaluation of a variety of
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SYRACUSE — Bond, Schoeneck & King PLLC recently announced it has named Pamela M. O’Rourke as the law firm’s chief human resources officer.
O’Rourke oversees the human resources department, working with the Syracuse–based firm’s leadership on issues relating to its people. She is responsible for the overall administration, coordination and evaluation of a variety of human-resources functions, supporting more than 500 people in 15 offices.
O’Rourke is certified as a senior professional in human resources and is a national member of the Society for Human Resource Management (SHRM) and the Association of Legal Administrators (ALA).
“Pam has been with Bond for more than three decades in firm administration and human resources and understands the culture of the firm. Her appointment as Chief Human Resources Officer is a reflection of her dedication to the firm and commitment to our attorneys and staff. We are proud to have elevated her to this position,” Kevin Bernstein, chair of Bond’s management committee, said in a statement.
Bond, Schoeneck & King has 285 lawyers serving individuals, companies, nonprofits and public-sector entities in a broad range of practice areas. Bond has 15 offices, including 10 in New York state and locations in Florida, New Jersey, Massachusetts, and Kansas. ν
OPINION: Presidents get blamed for recessions on their watch
If anything has a knack of making presidents in otherwise commanding positions into one-term presidents, it is recessions of the U.S. economy. Just ask Jimmy Carter in 1980 as inflation peaked at 14.5 percent in April 1980 and unemployment topped off at 7.8 percent in July 1980. Or George H.W. Bush in 1992 as inflation
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If anything has a knack of making presidents in otherwise commanding positions into one-term presidents, it is recessions of the U.S. economy.
Just ask Jimmy Carter in 1980 as inflation peaked at 14.5 percent in April 1980 and unemployment topped off at 7.8 percent in July 1980.
Or George H.W. Bush in 1992 as inflation went as high as 6.4 percent in 1990 and unemployment reached 7.8 percent in June 1992.
Or Donald Trump in 2020 during the COVID lockdowns and production halts as unemployment briefly skyrocketed to 14.7 percent in April 2020 as more than 25 million jobs were lost as the American people were paid to stay home.
Like clockwork, when bad things happen on the incumbent president’s watch, voters often end up saying it’s time for a change. One exception appears to be Ronald Reagan, who had a crushing recession in 1982, wherein inflation peaked at 10.9 percent in September 1981 followed by peak unemployment reaching 10.8 percent by December 1982.
Given enough time between a recession and the reelection bid — Reagan had two full years of falling unemployment and inflation headed into the November 1984 election — it is possible for a president to right the ship of state. But that’s the exception. Usually, recessions are fatal. The reasons surrounding them often do not matter.
And, surely President Joe Biden is now facing a similar risk, where although unemployment is near record lows at 3.6 percent presently, numerous signals of an imminent recession are already out there: the 10-year, 2-year treasuries spread has been inverted for almost a year now, inflation peaked at 9.1 percent in June 2022 and now the Federal Reserve is projecting 4.6 percent unemployment in 2024 as inflation is dipping to 6 percent.
Ominously, the M2 money supply — which peaked at $22 trillion in April 2022 after more than $6 trillion was printed, borrowed, and spent into existence for COVID — has now decreased a bit to $21.1 trillion, and is down 1.9 percent over the past 12 months. One has to go back to the Great Depression and the banking crises of the late 1800s the last time that happened.
And now there is a string of bank failures to contend with, so a recession is almost certainly already baked into the cake. That is no matter what policies Biden, the Fed, and U.S. Treasury decide to pursue — with or without Congress.
That brings us to the $31.4 trillion national debt ceiling. Prior to these bank runs, the Biden administration had been hoping to engage in a game of chicken with House Speaker Kevin McCarthy (R–California), who has signaled he would like to freeze spending at 2022 levels of $6.27 trillion and simply ignore Biden’s massive new $6.37 trillion proposed budget.
The difference is a measly $100 billion, most of it, about $70 billion, on the discretionary side of the equation. But given the spending, borrowing, and printing binge that Congress and the Fed have been on since COVID, a spending freeze is likely a good idea. It could further help to tame inflation, thus bringing down interest rates so that when we come out of the recession it’s not off to the races again as happened in the 1970s.
Biden, on the other hand, wants to keep spending more, and then when unemployment does go up, spending even more on top of that even though unemployment benefits and thus federal spending will automatically rise during the recession without Congress taking any action. He also thinks raving about Social Security and Medicare spending, or wagging his finger about a national default, will get him what he wants.
But here, the president is wrong. No matter what happens to the U.S. economy on its current trend, Biden will get blame, likely making 2024 a tossup. If Biden wants to throw a national default on top of it because he could not do an easy to reach compromise on discretionary spending — that’s obviously on Biden, who appears willing to steer the ship of state into the abyss rather than cut a single penny from the budget.
Robert Romano is the VP of public policy at Americans for Limited Government (ALG). The organization says it is a “non-partisan, nationwide network committed to advancing free-market reforms, private property rights, and core American liberties.”
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