Pathfinder to pay Q4 dividend of 7 cents in early January

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OSWEGO, N.Y. — Pathfinder Bancorp, Inc. (NASDAQ: PBHC), holding company for Pathfinder Bank, recently declared a quarterly cash dividend of 7 cents a share on its common stock for the fiscal quarter ending Dec. 31. The dividend will be payable to all Pathfinder shareholders of record on Jan. 14 and will be paid on Feb. […]

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Welliver appoints Kennedy as director of human resources

Construction, Design & Real Estate, Employee Benefits & Human Resources, People on the Move, Regional News, Subscriber Only

MONTOUR FALLS, N.Y. — Welliver, a provider of construction services in New York state and northern Pennsylvania, recently appointed Judith Kennedy as its director of human resources. Kennedy is an “innovative out-of-the-box thinker” with more than 20 years in HR management, the company said in a news release. In her role at Welliver, she will

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MONTOUR FALLS, N.Y. — Welliver, a provider of construction services in New York state and northern Pennsylvania, recently appointed Judith Kennedy as its director of human resources.

Kennedy is an “innovative out-of-the-box thinker” with more than 20 years in HR management, the company said in a news release. In her role at Welliver, she will utilize her strengths in interpersonal communication, problem-solving, and analytical skills to improve upon current policies, standards, and benefits; identify opportunities in employee relations and training; enhance recruiting and onboarding efforts; and manage the complete life cycle of the company’s workforce, Welliver contended.

“Judy brings years of high-level business management experience and significant knowledge of all aspects of human resources,” Anne Welliver-Hartsing, president of Welliver, said. “We … are confident she will lead company-wide human resource efforts with innovative, collaborative, and productive leadership.”

Throughout her career, Kennedy has developed skills in the recruitment process, compensation programs, benefits administration, and systems implementation. She most recently worked as director of human resources for an unnamed health-care residence facility located in the Southern Tier. Welliver said Kennedy was instrumental in managing employee recruitment and retention programs, New York State regulatory compliance, labor relations, and union negotiations at that health-care organization.

A graduate of the University at Buffalo, Kennedy is an active member of several professional human-resource associations, including the Society of Human Resource Management (SHRM) and the Human Resources Association of the Twin Tiers (HRATT).

Welliver is based in Montour Falls, south of Watkins Glen. The company was founded in 1898 and is in its fifth generation of family ownership.

Welliver says it offers a wide range of planning and support services that extend beyond the traditional role of construction management and general construction. Services include pre-construction, construction management, general construction, design/build, and value-add services. Welliver has clients in the health care, higher education, K-12, commercial/residential, and industrial markets.

Syracuse Build’s Pathways to Apprenticeship program graduates its second class

Construction, Design & Real Estate, Employee Benefits & Human Resources, Subscriber Only

SYRACUSE, N.Y. — Those participating in the second class of Syracuse Build’s Pathways to Apprenticeship program have graduated and moved on in pursuit of apprenticeships and careers in a range of construction fields. Those interested in taking part in the next class in the apprenticeship program will be able to apply later this month. December

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Those interested in taking part in the next class in the apprenticeship program will be able to apply later this month.

December graduation

A total of 16 Syracuse residents took part in the paid 11-week program that prepared them for work in construction fields, per a CenterState CEO news release. The group members graduated in a Dec. 17 ceremony in City Hall Commons and join 15 others who graduated from the program’s first round in August.

Syracuse Mayor Ben Walsh, Onondaga County Executive Ryan McMahon, CenterState CEO, and other community partners spoke at the ceremony to acknowledge the participants’ effort.

The apprenticeship-readiness training program focuses on preparing women, people of color, and veterans to help them secure spots in the Building Trades’ registered apprenticeship programs. Eleven of the graduates from the first cohort are in active apprenticeships with unions, and more are expected to join in March 2022 when additional unions accept new classes, per CenterState CEO.

“Congratulations to the graduates of the second cohort of Pathways to Apprenticeship program and for their commitment and success during this in-depth training period,” Chris Montgomery, director of Syracuse Build, said. “The graduates’ hard work and eagerness to join a local trade union speaks to the robust and inclusive workforce pipeline of Syracuse Build. I am grateful to Ebony Farrow, manager of the Pathways to Apprenticeship program, and all our partners who have been engaged and focused on ensuring this program is successful. I am excited to see the progress and opportunities that await these graduates as they begin the next stage of their careers in the construction industry.”

All graduates are now in the process of applying to apprenticeship programs or jobs in the construction field. Throughout the Pathways to Apprenticeship program, participants learned physical and technical skills needed to be competitive and successfully apply to a registered union apprenticeship.

Entering a union-sponsored registered apprenticeship can be “highly competitive,” CenterState CEO said. The program included exclusive networking opportunities for participants with local trade unions and coaching and preparation for the registered-apprenticeship application process.

“These graduates will join with those from the program’s first class and begin the next steps in their careers locally which will impact not only their lives but their families and communities as well,” Ebony Farrow, Pathways to Apprenticeship program manager at CenterState CEO, said. “I am incredibly proud of each of them for their work and dedication throughout this program. They are proof that high-quality talent exists in this community and highlight that we can connect often marginalized groups to opportunities if we intentionally provide the right training and resources.”

Syracuse Build is a community initiative that Syracuse Mayor Walsh launched to support local construction activity by connecting job seekers from Syracuse’s “historically marginalized” communities with career pathways in construction-related fields.

Syracuse Build’s goal is to align local government, unions, anchor institutions, and construction firms in a “coordinated network” of community, training and workforce partners. Work Train at CenterState CEO serves as an intermediary, bringing resources and partners to develop both the Syracuse Build initiative and the Pathways to Apprenticeship program, per the release.

Walsh said he’s “excited” to see another class complete the program, “taking the next step forward” toward careers in building and construction.

“This cohort demonstrates the strong interest our City of Syracuse residents have in these career pathways,” Walsh said. “I thank all of our community partners in workforce development and organized labor and congratulate all of the graduates. I’m especially grateful to Common Council President Helen Hudson whose vision and leadership has helped make Pathways to Apprenticeship a reality.”

Funding for the Pathways program comes from a number of community partners seeking to help prepare the local workforce. They include the City of Syracuse; Greater Syracuse HOPE; Empire State Poverty Reduction Initiative; North America’s Building Trade Unions; Central New York Community Foundation; United Way of Central New York; and the Alliance for Economic Inclusion, CenterState CEO said.

Next class in January

The next class of the Pathways to Apprenticeship program will begin accepting applications in January.

Acceptance into the Pathways program is “competitive.” To meet the minimum requirements, applicants must be 18 years or older, live in the City of Syracuse, want a career in construction, be authorized to work in the U.S., have a high-school diploma or equivalent, are able to read, write, and speak in English for training and safety purposes, and be physically capable to do construction work, CenterState CEO said.

Cazenovia College mandates booster shots for employees, students for spring semester

Employee Benefits & Human Resources, Energy, Environment & Sustainability, Health Care, Nonprofits, Subscriber Only

CAZENOVIA, N.Y. — Cazenovia College is requiring COVID-19 booster vaccinations for all employees and all eligible students returning to campus as the Spring 2022 semester gets underway in the new year. Cazenovia College employees are being asked to receive their booster shots as soon as possible and by Jan. 21 at the latest, the college

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Excellus provides support for On Point for College mental-health program

Employee Benefits & Human Resources, Health Care, Insurance & Financial Services, New York News, Nonprofits, Regional News, Subscriber Only

UTICA — Excellus BlueCross BlueShield announced it provided On Point for College – Utica with a $5,000 sponsorship to support a new mental-health program for first-generation college students. The program provides two mental-health workshops for college students and training for front-line advising staff. Rochester–based Excellus BlueCross BlueShield is Central New York’s largest health insurer. Students

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UTICA — Excellus BlueCross BlueShield announced it provided On Point for College – Utica with a $5,000 sponsorship to support a new mental-health program for first-generation college students.

The program provides two mental-health workshops for college students and training for front-line advising staff.

Rochester–based Excellus BlueCross BlueShield is Central New York’s largest health insurer.

Students will gain a better understanding of mental health and learn self-care skills that will allow them to address issues as they arise, Excellus said in its Dec. 3 announcement. Staff training will enhance skills in empathy, advocacy, listening, and mental-health issues, allowing them to aid “students in crisis.”

“Social-emotional learning and mental health services have become more important for our students since the beginning of the pandemic,” Kevin Marken, Utica director of On Point for College, said. “While preparing for college and leaving home are major disruptions for students in our program, fear and anxiety have been amplified for students by the trauma of the pandemic. This program will help students and staff identify mental health issues and actions that can be taken to assist.”

On Point for College says it works to break down barriers that prevent young, under-served people from achieving education and career success. The organization also works to “transform” communities by making college, training, and career success “a reality for those who face great obstacles.”

With office in Syracuse and Utica, On Point for College serves youth in Onondaga, Cayuga, Oswego, Cortland, Madison, Oneida, and Herkimer counties.

“We are proud to assist On Point for College in their effort to provide vital mental-health support to first-generation college students in our community,” Eve Van de Wal, Utica regional president of Excellus, said. “Removing barriers to education and career success helps our community thrive.”

Excellus BlueCross BlueShield’s Utica region encompasses Clinton, Delaware, Essex, Franklin, Fulton, Hamilton, Herkimer, Jefferson, Lewis, Madison, Montgomery, Oneida, Otsego, and St. Lawrence counties.

DFS to review covered benefits under new law

Employee Benefits & Human Resources, Insurance & Financial Services, Law, Accounting & Taxes, New York News, Nonprofits, Subscriber Only

A new state law focuses on covered benefits related to childbirth offered by all health-insurance providers in New York State. The measure directs the New York State Department of Financial Services (DFS) — in consultation with the New York State Department of Health (DOH) — to prepare a report with recommendations on their review of those covered benefits.

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A new state law focuses on covered benefits related to childbirth offered by all health-insurance providers in New York State.

The measure directs the New York State Department of Financial Services (DFS) — in consultation with the New York State Department of Health (DOH) — to prepare a report with recommendations on their review of those covered benefits.

It was among a series of bills that Gov. Kathy Hochul signed Dec. 22 addressing what she said were “several challenges” facing women and people of color. The bills cover labor and health inequalities, from ensuring proper menstrual care is accessible, to promoting more women and minorities in science, technology, engineering, and mathematics (STEM) fields.

The DFS and DOH review of the covered childbirth benefits will include examination of length of stay, costs incurred by patients and reimbursed to providers, and additional benefits offered, Hochul’s office said.

This new law will work to uncover “hidden costs and disparities” in rates negotiated by insurers covering the birth and determine if statewide standards need to be adopted.

The governor also signed a bill that provides menstrual products at no cost to women living in homeless shelters.

The third bill signed into law directs the urban-development corporation to conduct a study regarding the assistance needed by women and minorities to pursue STEM careers. The urban-development corporation will work with the New York Education Department and the New York State Department of Labor to determine the amount of assistance that should be provided in school districts, charter schools, BOCES, and private schools to develop new and enhance current STEM programs in grades 6-12. Those programs will focus on career exploration, opportunities for technical-skills attainment, and partnerships with postsecondary education and training programs.

In a 2010 survey by the Bayer Corporation of female and minority chemists and chemical engineers, 77 percent said “significant” numbers of women and minorities are missing from the U.S. STEM work force because “they were not identified, encouraged or nurtured to pursue STEM studies early on.”

This new law will help identify the types of assistance necessary to encourage more women and minorities to enter STEM fields, Hochul’s office contends.

“New York must continue to break down barriers for women and fight inequality throughout our state,” Hochul said. “These laws will address a variety of important issues, supporting STEM careers and helping to ensure equity and access in women’s health.”

FLH nurse, Nicandri, honored with The DAISY Award

Employee Benefits & Human Resources, Health Care, New York News, Nonprofits, Regional News, Subscriber Only

GENEVA, N.Y. — Finger Lakes Health (FLH) announced that nurse Kimberly Nicandri — an LPN from its Lifecare Medical Associates unit who is currently working on the Step-Down Unit at Geneva General Hospital — was recently honored with “The DAISY Award for Extraordinary Nurses.” A grateful husband of a patient nominated Nicandri for the Daisy

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Employer-sponsored health-insurance costs rose 6% in 2021

Employee Benefits & Human Resources, Insurance & Financial Services, Subscriber Only

Total health-benefit costs rose 6.3 percent, on average, in 2021, reaching $14,542 per employee among all U.S. employer health-plan sponsors with 50 or more employees. That’s according to the annual Mercer “National Survey of Employer-Sponsored Health Plans” for 2021, which the firm released Dec. 13. The rise follows last year’s increase of just 3.4 percent, according to

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Survey: 4 of 10 workers to look for new jobs in 1st half of 2022

Employee Benefits & Human Resources, Small Business, Subscriber Only

More than four in 10 workers surveyed (41 percent) said they plan to look for a new job in the first half of 2022, up from 32 percent six months ago. The top reasons are to secure a salary boost (54 percent), better benefits and perks (38 percent), and the ability to work remotely permanently (34 percent).

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More than four in 10 workers surveyed (41 percent) said they plan to look for a new job in the first half of 2022, up from 32 percent six months ago.

The top reasons are to secure a salary boost (54 percent), better benefits and perks (38 percent), and the ability to work remotely permanently (34 percent).

That’s according to research from Robert Half, a Menlo Park, California–based talent solutions and business-consulting firm. The company’s biannual job-optimism survey of more than 2,400 professionals tracks worker sentiment on current and future career prospects and reveals key implications for employers.

The survey also found that those most likely to start job searching are Gen Z professionals (52 percent), employees who have been with their company for 2-4 years (49 percent), and technology workers (47 percent).

In addition, the survey found that 28 percent of professionals planning to look for a new job would quit without another one lined up.

“This is the first time in my 37-year staffing career that I’ve seen so much movement in the market and so many opportunities for workers at all levels,” Paul McDonald, senior executive director at Robert Half, said in a news release about the firm’s research report. “With nearly half their workforce poised to make a move, companies should be highly concerned about retention in the coming months.”

Regardless of job-search plans, 87 percent of workers surveyed feel confident about their current skill set and 61 percent plan to seek a promotion as the next step in their career. Yet, 41 percent feel they don’t have a clear path for advancement at their current company. Moreover, over one-third of employees (34 percent) feel performance discussions with their manager are ineffective and don’t help them reach their professional goals.

“In today’s environment, workers are in the driver’s seat,” McDonald noted. “To help keep their best on board, managers should have regular check-ins with their direct reports to discuss career goals, development plans and what could make their employee experience better.”

Drawn to remote work

When considering their career options, the survey found 54 percent of professionals expressing interest in fully remote positions at companies based in a different city or state from where they live.

Employers recruiting for open roles should look “far and wide,” per the Robert Half release.

“Your next great hire could be miles away,” McDonald said. “Companies that embrace remote work options and provide a seamless onboarding experience will have the best chance of bringing in — and keeping — top talent.”

CNY regions post improved jobless rates, job growth in November

Employee Benefits & Human Resources, New York News, Regional News, Small Business, Subscriber Only

Unemployment rates in the Syracuse, Utica–Rome, Watertown–Fort Drum, Binghamton, Ithaca, and Elmira regions continued to improve compared to a year ago as the Central New York regions’ job markets rebound from the worst effects of the pandemic. The figures are part of the latest New York State Department of Labor data released Dec. 21. In addition,

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The figures are part of the latest New York State Department of Labor data released Dec. 21.

In addition, the Syracuse, Utica–Rome, Watertown–Fort Drum, Binghamton, Ithaca, and Elmira regions all gained jobs between November 2020 and this past November, ranging from 0.7 percent growth to 5.4 percent growth.

That’s according to the latest monthly employment report that the New York State Department of Labor issued Dec. 16.

Regional unemployment rates

The jobless rate in the Syracuse area fell to 3.8 percent in November from 5.8 percent in November 2020.

The Utica–Rome region’s rate fell to 4 percent from 6 percent; the Watertown–Fort Drum area’s number dipped to 4 percent from 5.5 percent; the Binghamton region posted a rate of 3.9 percent, down from 5.9 percent; the Ithaca area hit 2.9 percent unemployment, down from 4.6 percent; and the jobless rate in the Elmira region was 4 percent in November, down from 6.6 percent in the same month a year ago.

The local-unemployment data isn’t seasonally adjusted, meaning the figures don’t reflect seasonal influences such as holiday hires.

The unemployment rates are calculated following procedures prescribed by the U.S. Bureau of Labor Statistics, the state Labor Department said.

State unemployment rate

New York state posted an unemployment rate of 6.6 percent in November, down from 6.9 percent in October and 8.7 percent in November 2020, according to the department’s data.

The 6.6 percent jobless rate for New York was significantly higher than the U.S. unemployment rate of 4.2 percent in November.

The federal government calculates New York’s unemployment rate partly based upon the results of a monthly telephone survey of 3,100 state households that the U.S. Bureau of Labor Statistics conducts.

November jobs data

The Syracuse region gained 2.100 jobs in the past year, a rise of 0.7 percent, the smallest increase among the Central New York regions.

The Utica–Rome metro area picked up 2,700 positions, a gain of 2.3 percent; the Watertown–Fort Drum region added 2,100 jobs, a rise of 5.4 percent (the largest increase of the CNY regions); the Binghamton area gained 2,100 jobs, up 2.2 percent; the Ithaca region gained 1,100 jobs, an increase of 1.9 percent; and the Elmira area added 800 jobs in the past year, a gain of 2.3 percent.

New York state as a whole gained more than 308,000 jobs, an increase of 3.5 percent, in the last 12 months. The state economy also gained 23,600 jobs, a 0.3 percent rise, from October to November, the state Labor Department said.

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