From Ethan Allen Workforce Solutions, a Council of Industry Associate Member
On June 19, 2019, the New York State Assembly and Senate passed legislation that makes sweeping changes to the New York Human Rights Law. This legislation will have a significant impact on the litigation of discrimination and harassment claims filed with the Division of Human Rights and in court. It is expected that Governor Cuomo will sign the legislation soon. The legislation does not apply retroactively, so only future claims under the Human Rights Law will be affected.
Perhaps most significantly, the legislation broadens the legal definition of “harassment.” Under current law, developed through court decisions, workplace conduct based on a protected characteristic does not constitute actionable harassment unless it is “severe or pervasive.” Under the new legislation, it is an unlawful employment practice for an employer to subject any individual to harassment based on a protected characteristic “regardless of whether such harassment would be considered severe or pervasive under precedent applied to harassment claims.” The new legislation provides that an employer can assert an affirmative defense that “the harassing conduct does not rise above the level of what a reasonable victim of discrimination with the same protected characteristic would consider petty slights or trivial inconveniences.” By eliminating the “severe or pervasive” standard and expanding the definition of harassment to include any type of conduct based on a protected characteristic that rises above the level of “petty slights or trivial inconveniences,” the legislature has lowered the bar considerably for employees alleging workplace harassment. This expanded definition of “harassment” will take effect 60 days after the legislation is signed by Governor Cuomo.
It is important to emphasize that this expanded definition of “harassment” is not limited only to sexual harassment. It applies to harassment based on all protected characteristics: age, race, creed, color, national origin, sexual orientation, gender identity or expression, military status, sex, disability, predisposing genetic characteristics, familial status, marital status, and domestic violence victim status.
The new legislation also weakens an affirmative defense that employers currently have available to them in defending against harassment claims. Under current law, also developed through court decisions, an employer is generally not liable for hostile work environment harassment if the employer can demonstrate that: (1) it took reasonable care to prevent and correct harassing conduct (e.g., by promulgating an anti-harassment policy and complaint procedure, training employees regarding the policy and procedure, promptly investigating complaints, and taking appropriate corrective action); and (2) the employee unreasonably failed to take advantage of the employer’s preventive or corrective opportunities (e.g., by failing to report alleged harassment pursuant to the employer’s procedure). However, the new legislation specifically states: “The fact that such individual did not make a complaint about the harassment to such employer . . . shall not be determinative of whether such employer . . . shall be liable.” This provision will also take effect 60 days after the legislation is signed by Governor Cuomo.
The new legislation also expands the definition of “employer” under the Human Rights Law by eliminating the requirement that an entity have at least four employees in order to be covered by the law. Under the new legislation, all employers are covered by the law regardless of how many employees they have. This expanded definition of “employer” will take effect 180 days after the legislation is signed by Governor Cuomo.
The new legislation also expands certain prohibitions that were previously applicable only to sexual harassment claims. For example, the new legislation makes it unlawful to insert a non-disclosure provision into a settlement agreement in order to resolve any type of employment discrimination or harassment claim, unless the inclusion of the non-disclosure provision is the complainant’s preference. Mandatory arbitration clauses, which were prohibited last year for sexual harassment claims, will also now be prohibited for all types of employment discrimination and harassment claims. It will also now be an unlawful discriminatory practice for an employer to permit any type of discrimination against non-employees in its workplace (contractors, subcontractors, vendors, consultants, or any other individuals providing services pursuant to a contract in the workplace) based on any protected characteristic. These new prohibitions will take effect 60 days after the legislation is signed by Governor Cuomo.
The new legislation also increases the potential financial penalties applicable to employment discrimination claims. Under the amendments, a prevailing complainant in an employment discrimination case against a private employer will be eligible to be awarded punitive damages. In addition, under the new legislation, a prevailing party in an employment discrimination case can recover reasonable attorneys’ fees. Although the assessment of attorneys’ fees against an employer that loses an employment discrimination case appears to be automatic, a prevailing employer can only recover attorneys’ fees from a losing complainant if the employer can show that the action or proceeding filed by the complainant was frivolous. These increased financial penalties will take effect 60 days after the legislation is signed by Governor Cuomo.
Finally, for sexual harassment claims only, the new legislation expands the statute of limitations from one year to three years for filing a complaint with the Division of Human Rights. The statute of limitations for filing employment discrimination or harassment claims directly with a court is currently three years, but complainants will also now be able to take advantage of the administrative complaint process for sexual harassment claims for three years after the alleged harassment occurred. This new statute of limitations for filing administrative complaints of sexual harassment will take effect one year after the legislation is signed by Governor Cuomo.
The impact of these changes will be profound and will almost certainly lead to an increase in the number of workplace harassment complaints that are filed. It is more important than ever that employers comply with their obligation to conduct training sessions for their employees regarding appropriate workplace conduct at least annually.
If you have not, yet, planned for Workplace Harassment Training, please contact Jane Sterling at 845-471-1200.
Over the past three decades, I’ve worked within and with a wide variety of companies to drive business performance improvements and growth acceleration. Regardless of the size, stage, or type of organization, the most common challenge remains, “I’m too busy working in the business to work on the business.”
There are those who think their businesses are running perfectly and don’t need to improve or grow. Maybe they’re right, but this type of thinking goes against my guiding principles. For those of us who recognize the importance of change through improvements and growth, success typically boils down to commitment, prioritization, focus, discipline, action, and leadership. It’s always easier said than done.
Relevant Success Story
When it comes to focus and action, one of my favorite clients is a leading niche provider of live event production and network broadcast solutions. They provide end-to-end audio, video and data solutions to broadcasters of high-profile live events, such as the Super Bowl, US Open, Tony Awards, etc.
In 2017, the CEO began exploring ways to incorporate new technologies into their solutions. He identified a tremendous market opportunity, especially around two specific technologies that were emerging in the market. This strategic thinking refreshed his vision of the company in a rapidly evolving marketplace and was the catalyst for making business improvements and accelerating growth throughout 2018 to now.
His leadership forced discipline and action throughout the entire organization. Behind the scenes, my team assisted with the methodical facilitation of our 10-step growth program. The company has benefited from making performance, organizational and operational improvements; developing new high-margin solutions using new technologies; and divesting from a joint venture that provided limited strategic value. Their efforts have already resulted in an increased and diversified customer base and a 20% increase in EBITDA margins.
A Roadmap to Get Going
If you want to take steps to improve and grow your business, here’s an achievable 10-step express solution. However, you must be willing to commit at least 3 hours a week for 10 weeks and get some of your key team members involved.
Like anything, it will take ongoing commitment to achieve results. It’s best to focus on making incremental progress, and “don’t let the perfect be the enemy of the good.” Once you cycle through the process, you will likely begin incorporating the steps into your normal business routines.
While it’s ideal to have someone independent to help facilitate the process and hold you accountable, you will be able to achieve meaningful results on your own if you stay disciplined. Just keep focused on making progress, not perfection.
Part 1:
Gaining Clarity & Checking Team Alignment
1. Perform 360º Business Self-Assessment
2. Analyze Your Data
3. Analyze Your Market & Competition
4. Refresh / Validate Vision
5. Check Team Alignment
Part 2:
Exploring Opportunities & Taking Action
6. Explore Business Improvements
7. Explore Growth Opportunities
8. Make Decisions & Recalibrate Strategy
9. Reallocate & Secure New Capabilities
10. Communicate, Take Action & Drive Results!
Perform 360º Business Self-Assessment
Self-assessments allow for honest self-reflection. Every time you self-assess, you become more empowered with deeper insights. You can easily build a customized self-assessment questionnaire covering 30 to 50 key business criteria.
Email me and I will send you our basic self-assessment template, which will fast-track getting started. https://360accel.com/contact/
Analyze Your Data
If you already perform periodic reviews of data analytics, you are ahead of the game. You have a treasure trove of data in your operating systems (general ledger, ERP, CRM, etc.) and marketing platforms. Are you putting your data to work?
List the meaningful data and reports that are readily available. Determine the most relevant 15 to 20 key performance indicators (KPIs) covering financial performance, operations, production, sales, and marketing. Your CPA can likely give you guidance on relevant KPIs. Also, quick Google searches can provide many additional KPIs.
Consider comparing individual KPIs over time to identify potential trends or anomalies. After you crunch and analyze the numbers, summarize your conclusions for each KPI. Eventually, you can turn your data assets into a competitive advantage and tools for making ongoing strategic decisions.
Analyze Your Market & Competition
You may rely on your team to perform periodic market research. I suggest you also do your own research. Drill down on the competition, market trends, and new emerging technologies and business models that may positively or negatively impact your business. Connect with knowledgeable people within your industry to pick their brains and strengthen your network.
Summarize your conclusions (the good, the bad, and the ugly) on the market and your company’s current and expected future market positioning.
Refresh / Validate Vision
After thinking through your conclusions from steps 1 – 3 above, ask yourself whether you’re on the right track. Restate the company’s vision, which will force you to either refresh or validate your broader view of the business. It will also present you with a refined focus on direction.
Check Team Alignment
Now that you have more clarity, it’s time to bring in your inner circle. Select a small group of individuals from your team who you rely on, trust, respect, and who will challenge you. Ask each of them to independently complete the self-assessment questionnaire.
Get the group together to discuss the results of the self-assessments with a goal to align on areas of misalignment. Share your views on vision and conclusions on the KPI and market analyses. This should spark valuable discussions and diverse perspectives. It’s imperative to listen, stay open-minded, digest feedback, and keep all discussions collaborative. Ultimately, you will need your entire team fully aligned to successfully improve and grow. This inner circle is a great place to start.
Stay tuned for “Part 2: Exploring Opportunities & Taking Action.”
Johnnieanne Hansen with the Rowley Family accepting a grant from the Rowley Family Foundation to help HVMWC encourage women and girls to pursue careers in manufacturing.
The Rowley Family Foundation’s new Fund for Women and Children awarded grants to 15 organizations in Orange, Sullivan, and Ulster counties including The Hudson Valley Manufacturing Workforce Center, Inc. The awards, totaling $516,791, all had a common goal of supporting innovative programs geared towards empowering women and children.
The Hudson Valley Manufacturing Workforce Center, Inc. received $16,000 to create videos targeting the young women of the tri-county region, that can be used on GoMakeIt.org., in classroom presentations and on social media. These videos will spotlight women in manufacturing at all levels from apprentices to engineers and showcase the many opportunities for success available throughout the region. They will encourage young women to visualize themselves in rewarding careers allowing them to earn a living wage, raise their families and thrive in the Hudson Valley. Videos and programs like www.gomakeit.org help connect women with local jobs, encourage them to enroll in apprenticeships and assist them in taking the first step towards a fulfilling career.
“This grant will go a long way in helping increase the visibility of the career opportunities available in manufacturing right now and hopefully encourage more women to consider this as an option. From middle school girls learning to code or design on computers, to women re-entering the workforce and those interested in a STEM career, manufacturing is an excellent path to pursue,” explains Johnnieanne Hansen, Executive Director, Hudson Valley Manufacturing Workforce Center, Inc.
The newly created Fund for Women and Children is a unique philanthropic effort designed to identify and address pressing issues impacting some of the most vulnerable members of our community. Through targeted and specific funding, the goal of this initiative is for nonprofits in the region to elevate their programming to empower the women and children of Orange, Sullivan and Ulster Counties. Grants were awarded in sums ranging from $15,000 to $50,000. The other recipients: Big Brothers Big Sisters of Orange County, $23,268, Children’s Rights Society, Inc., $46,364, Bethel Woods Center for the Arts, $15,000, Newburgh Free Library, $25,000; Legal Services of the Hudson Valley, $50,000; Regional Economic Community Action Program, $40,610; Sullivan County Community College, $35,000; Sullivan 180, Inc., $17,000; Center for Creative Education, $50,000; Ellenville Regional Hospital, $49,063; Ulster Community College Foundation, Inc., $30,000; St. Luke’s Cornwall Health System Foundation, Inc., $50,000; Catholic Charities of Orange, Sullivan, and Ulster, $44,236; and Braeside Camp, $25,250.
The Industrial Partnerships Program helps industry solve real-world challenges using a science-based, uniquely collaborative approach. It provides:
World-class Capabilities: Access to renowned faculty and experts, and state of the art equipment enabling industry partners to solve short-term and long-term technical challenges. To help you identify the most appropriate expert/partner, Cornell faculty members have been grouped under Research Areas. Instruments are listed at Facilities.
Streamlined Solutions Access: Fast, easy and cost-effective solutions providing Matching funds to industry sponsored projects. Specific programs address the needs of large and small businesses from New York State (NYS) and beyond. More on CCMR Programs and matching funds for industry partners
Long-term Investment in Industry’s Success: Delivering meaningful results through changing company needs and growth. Industry Partners from NY State and beyond, NY State small businesses and multiple Facilities users represent a rich portfolio of varied industry sectors.
JumpStart pairs New York State small businesses that have well-defined technical needs with Cornell faculty and students who have the expertise to help.
Projects receive a dollar for dollar match for project expenses up to $5,000
The application process is fast, simple, and online
All NYS businesses are eligible to apply
Total project costs will not exceed $15,000
Projects last for one semester (4 months)
Fall projects begin in September 2018
The CCMR JumpStart Application period is June 1, 2019, to July 1, 2019.
FAQs:
* Can real-world problems be solved by a university research group? Yes
Beijing’s latest missive struck a newly measured tone, despite accusing Washington of scuttling negotiations, while Mexico sends a delegation to Washington to discuss immigration issues.
The Wall Street Journal Reports (Subscription Required) that China and Mexico both signaled a willingness to negotiate with Washington over escalating trade issues, while the Trump administration took to the airwaves to defend its use of tariffs to gain concessions from trading partners. “We’re willing to adopt a cooperative approach to find a solution,” Vice Commerce Secretary Wang Shouwen said in Beijing on Sunday.
Mexico, meanwhile, rushed a delegation to the U.S. to discuss immigration issues, following the Trump administration’s threat last week to impose tariffs on all Mexican goods entering the U.S. if the Mexican government fails to take aggressive measures to stem the flow of immigrants through Mexico and into the U.S. Tariffs on all Mexican imports would begin at 5% and rise by 5 percentage points each month before reaching 25% in October.
Meanwhile Bloomberg reports that Beijing has readied a plan to restrict exports of rare earths to the U.S. if needed, as both sides in the trade war dig in for a protracted dispute, according to people familiar with the matter.
Heavy rare earths include dysprosium, used in magnets commonplace in almost all cars and many consumer goods. The group also has yttrium, used in lighting and flat screens, as well as ytterbium, which has applications in cancer treatments and earthquake monitoring.
It seems our efforts to share manufacturing career opportunities are beginning to bear fruit. From articles in HV Mfg magazine to the GoMakeIt.org website and its videos highlighting people working in manufacturing to our support of the Hudson Valley Pathways Academy and more educators from across the region are increasingly turning to us to help them connect with the manufacturing sector and the great careers we have.
At schools throughout the Hudson Valley students are increasingly being exposed to the amazing career choices available to them through the manufacturing sector. Council of Industry member companies have been at career fairs and featured prominently in the end of year presentations made at the PTech Program.
Ulster BOCES Hudson Valley Pathways Academy students presented their final projects of the year to an audience of educators, industry leaders, and family members on May 29 at the Ulster BOCES Center for Innovative Teaching & Learning at Anna Devine. The young scholars demonstrated the work they did this past year which included several projects with Council of Industry member companies. The students also reviewed their positive growth and chose a word that described what their hopes were for the year. Positivity, self-confidence, and persistence were popular themes among many of the students. Congratulations to all on a very successful year!
On June 4, the Cornwall Central Middle School hosted a great career exploration event. The students were engaged with a diverse field of employers. The Council of Industry was well represented by members Ametek Rotron and Global Foundries, both of which demonstrated a variety of career paths available in manufacturing.
At the end of May, Valley Central High School hosted a job fair that included Council member Mechanical Rubber Products. This was a schoolwide event that included not only potential career opportunities but summer job offerings too.
There is ever increasing interest in the career paths available in the industrial sector nationwide. The Council of Industry has made it a priority to connect manufacturers with the local schools in an effort to promote the fantastic job opportunities available in manufacturing and various ways to navigate the journey. There is something there for every type of student. If your company would like to be a part of future events contact us.
The Ametek Rotron booth at the Cornwall Middle School Career Fair
The Economist (subscription required )reports that: In America the unemployment rate is only 3.6%, the lowest in half a century. Less appreciated is the abundance of jobs across most of the rich world. Two-thirds of the members of the OECD, a club of mostly rich countries, enjoy record-high employment among 15- to 64-year-olds. In Japan 77% of this group has a job, up six percentage points in six years. This year Britons will work a record 55bn hours, on current trends. Germany is enjoying a bonanza of tax revenue following a surge in the size of its labour force. Even in France, Spain and Italy, where joblessness is still relatively high, working-age employment is close to or exceeds 2005 levels.”
The magazine argues that “As firms compete for workers rather than workers for jobs, average wage growth is rising, pushing up workers’ share of the pie—albeit not as fast as the extent of the boom might have suggested. Tight labour markets lead firms to fish for employees in neglected pools, including among ex-convicts, and to boost training amid skills shortages. American wonks fretted for years about how to shrink disability-benefit rolls. Now the hot labour market is doing it for them. Indeed, one attraction of the jobs boom is its potential to help solve social ills without governments having to do or spend very much.”
3 Simple Steps That Will Transform Attitudes, Behavior, and Performance in Your Workplace
By Skip Weisman, Weisman Success Resources, Inc., www.YourChampionshipCompany.com
After experiencing my keynote speech on creating championship attitudes, behavior, and performance in the workplace, business leaders often ask me, “How can I get my employees to think less about themselves and more about doing their jobs better?”
The implication in the question is that the strategies they just heard won’t work for them because their industry, company makeup, community, employees (or some other factor) is unique and different and needs a custom approach.
In fact, the current conditions in their work environment are not that unique. Even if they were, the fundamentals of human motivation still pertain.
But I can’t say that.
I do agree with them to a point and explain that it is a complicated question because human beings are so different and the conditions in each work environment that impact team members’ attitudes, behavior and performance can vary.
But, if we can start with the premise that team members want to do a good job and that they want the company to succeed then there is a simple process you can apply that has proven to be transformative for my clients.
All it takes is implementing a simple three step process called “The 3 A’s:”
Step1:Ask
Ask the magic question, “what’s getting in your way of doing an even better job?
Step2: Absorb
Invest some time to absorb the answers beyond just listening. This means evaluating each for value, validity, and the variance between what you believe to be true about your company’s work environment and the team member’s personal experience.
Step3: Act
Take action by chunking what you absorb into the 4 categories below and respond accordingly to each item on each of the 4 lists.
Yes, we can do this and this is when we will do it.
We agree it’s a good idea and something we should do, it’s just not the right time. Let’s revisit this in x timeframe (and keep me honest – you have my permission to ask about it again), here are the conditions we have to meet first.
Tell me more about this and how you see it working, I need more information to evaluate it (sell me on it!)
No, we can’t do it and never will and here’s why (provide a specific business case answer).
This risk of doing this may be:
Hearing things you won’t like, such as “the problem is you.”
People who pass blame and bring nothing constructive to the situation They will externalize and deflect their role and responsibilities in the issue/item they are presenting.
Bringing things to the surface you’d rather keep down.
Counter arguments:
Isn’t it better to know what people think of you and the company than to have hard feelings and grudges be a drag on workplace productivity and company profits?
People blaming and deflecting responsibility gives you insights that can lead to the conversations that need to take place if you want to turn around attitudes, behavior, and performance. This allows you to dig deeper into the comments, learn the source, and then explore the situation through observable behavior and further inquiry.
Do you want your business to be the Titanic and sink because it didn’t know what was below the surface as it was traveling towards its destination?
The upside benefit of doing this is:
You will know exactly what your people think, and what they need and want in order to do an even better job for you.
You are building greater feelings of ownership in your team of employees by giving them a stake in the environment in which they spend at least 25% of their life. Human beings are autonomous creatures and will thrive in environments where they feel a sense of control. Giving them the opportunity to contribute to their environment is refreshing, freeing, and engaging.
People will bring profitable high value ideas to the fore that you and your leadership may not see because you’re not closer to the action.
Four Essential Ingredients to Ensure Success:
CONSISTENCY: The process must be done consistently – probably no less than 2x per year, and quarterly is probably best.
CAPTURE & REPORT PROGRESS: Create a system for capturing and categorizing all ideas, report back on ALL the items you heard and their source, and show which of the 4 stages each is at. Create a newsletter or some other medium to send out to all team members so everyone knows what’s happening and what’s being reported on progress.
The better you do this, the sooner you will build trust in the process so that you can get to the real ideas and be able to mine the real diamonds your team members have that can build your company even stronger.
PATIENCE: Be patient with the process, as people will be skeptical at first and will only feel safe sharing things they’re comfortable with. It will take time for people to trust that you’re serious about this. Doing it just one or two times will make it a flavor of the month and good ideas will fall into a black hole, thus setting this process up for failure and rendering any future initiative dead on arrival.
REWARDS: Your team members must be able to participate in the value they bring to the company with their specific ideas. If ideas save money or generate revenue, employees should receive bonuses and rewards related to their specific ideas and contributions.
As your company grows. and profits and income increase, you have to share the wealth to those who have made it possible in ways you never could without their input. Create a bonus system based on increased profitability from the time the program began.
Make the investment with this process and I guarantee you will have the most engaged workforce in your industry and community, and your employees will begin to lose the “us” vs. “them” mindset and you will both feel like you’re actually working together.
Pictured above: 2019 Manufacturing Champions (from left to right): Bryan Van Vliet, Robb Engle, Sonja Brown and Meghan Taylor
Each year the Council of Industry, the manufacturing association of the Hudson Valley, recognizes the individuals and organizations, who through vision, dedication, hard work, and tireless involvement have helped to overcome some of the many obstacles faced by manufacturers in the Hudson Valley community making it possible for manufacturers and their employees to prosper. On Friday, May 17th, the Council honored the 2019 Manufacturing Champions at a breakfast held at the Powelton Club in Newburgh, NY. The Council of Industry was proud to honor Meghan Taylor, Director of the Mid-Hudson Region at the Empire State Development Corporation for the public sector; Robb Engle, Vice President of Engineering at Sono-Tek Corporation for the private sector; Bryan Van Vliet, technology teacher at Saugerties High School as the educator champion; and the organizational award went to the Workforce Development Institute (WDI).
This is the twelfth year the Council of Industry has held the Manufacturing Champion Awards and several past Champions were in attendance at the sold-out event. In addition to manufacturers and associate members, students and officials from the Saugerties School district were on hand to celebrate Bryan Van Vliet, the educator champion. There was a record crowd of 190 attendees there to honor the award recipients. The crowd was moved by the speeches and enthusiasm of the champions, making it obvious as to why they were chosen.
The private sector champion, Meghan Taylor, was introduced by the Operations Manager of Middletown’s Pratt & Whitney Advanced Coating Technologies, John Yelle. Meghan has been responsible for guiding and managing ESD’s Mid-Hudson Regional Office and Regional Economic Development Council (REDC) initiative within the seven County Region. She secures state investments that leverage significant private investment for a variety of projects that contribute to economic growth and job creation in the Mid-Hudson region. Meghan has paid particular attention to the Region’s manufacturers ensuring that advanced manufacturing is a priority industry for the REDC and working to bring resources to bear to assist their growth and expansion. Meghan has over a decade of leadership experience in economic development. Prior to joining ESD, she served as President of the Putnam County Economic Development Corporation and Director of Business Attraction at the Orange County Partnership. Meghan holds a Master of Business Administration from Mount Saint Mary College and a Bachelor of Finance from SUNY Binghamton.
Steve Harshbarger, President of Sono-Tek Corporation introduced Robb Engle who accepted the private sector award. Robb created the Sono-Tek Service Department and led the development of key products in his leadership role of Sono-Tek’s engineering resources. Robb has recently been at the forefront of implanting an automated, software driven system that autonomously creates and prioritizes work orders for every workstation on the manufacturing floor. This system has increased the accuracy and efficiency of every work center by 10-20% and eliminated 10-20 hours per week of work order processing and another 20-40 hours per week of sales order product analysis. In addition, Robb has spent many years volunteering his time at SUNY New Paltz, Marlboro, and other local High schools and with the Hudson Valley Pathways Academy. Rob has been a mentor to the next generation workforce and helped guide many students on their path towards STEM careers.
The educator champion award was presented to Bryan Van Vliet by President of Elna Magnetics, Joe Ferraro. Bryan has developed programs for his technology students that are not only interesting and educational but prepare them for the future workforce. He has arranged plant tours at local manufacturing facilities, and he includes a diverse set of projects that vary from gardening to 3D printing to writing computer programs to control a trackless train. He has also coached teams in VEX robotics and SeaPerch at both junior and senior high levels. This is his fourth year teaching at Saugerties Junior-Senior High School, and he currently teaches Tech 8, Advanced Manufacturing & 3D Printing, and Computer Aided Design. Bryan’s two high school classes are offered through SUNY Ulster (he is a Collegian Instructor) where students receive up to nine college credits for CAD 101, 102 and 103.
The Workforce Development Institute is the organization champion for their work in identifying targeted strategies that address workforce development opportunities and challenges. These strategies can include partnerships, training and/or funding. Their strength is their ability to identify trends, quickly fill gaps not covered by other programs, and then move successful programs throughout the state. Manufacturing companies are retooling/retrenching and making investments in product innovation, equipment, facilities, and the workforce. WDI believes a healthy manufacturing base is a key driver to grow the rest of the economy and they’re interested in seeing the new jobs of manufacturing – with solid wages and career trajectories – come to NYS. That award was presented by Council of Industry President Harold King.
This event was made possible by generous sponsorships from Central Hudson; Global Foundries; The Chazen Companies; Viking Industries; The Affinity Group; Elna Magnetics; and Allendale Machinery Systems. The next event on the Council calendar is our Annual Golf Outing on August 26 which will also be held at the Powelton Club. For details or to become a sponsor go to www.councilofindustry.org/event-seminar/golf-outing/
National Association of Manufacturers President and CEO Jay Timmons released the following statement after the Senate voted to confirm Export-Import Bank nominees Kimberly Reed, Judith DelZoppo Pryor and Spencer Bachus, a move that will significantly enhance manufacturers’ competitiveness against foreign nations, including China:
Now that the Export-Import Bank is on track to be fully functional again, after a four-year hiatus, manufacturers in America can once more reach their full potential and more aggressively compete against China and others. While the agency was sidelined, billions of dollars’ worth of deals were lost to foreign competitors, resulting in tens of thousands of unrealized manufacturing jobs. Thanks to the leadership of President Trump, Leader McConnell and senators on both sides of the aisle, this self-inflicted damage is now over.
This bipartisan victory will be short-lived, however, if Congress does not act swiftly to reauthorize the Ex-Im Bank before the September deadline. For manufacturers, this is a serious threat looming on the horizon. If Congress fails to reauthorize the Ex-Im Bank, lawmakers will be responsible for slowing manufacturing’s growth and handing countries like China a competitive edge. Now is not the time to squander the historic progress we’ve made in recent years.
The NAM has been a leading proponent of restoring the Ex-Im Bank, which has supported 1.7 million American jobs over the past 10 years, to full functionality. In January, Timmonssent a letterto Senate leaders urging them to approve swiftly the full slate of stalled, qualified nominees to the Ex-Im Bank’s board of directors following their bipartisan approval by the Senate Banking Committee.
Quick facts about the Ex-Im Bank:
The agency has supported 1.7 million jobs over the past 10 years.
On average, more than 90 percent of the Ex-Im Bank’s transactions directly support small businesses.
The agency has generated $9.6 billion for taxpayers since 1992.
Foreign competitors are stealing America’s competitive advantage by devoting hundreds of billions of dollars to official export credit agency financing for domestic manufacturers.
The agency’s default rate is better than many commercial lenders and far below the 2 percent maximum rate set by Congress.
Click here to learn more about how the Ex-Im board vacancies impacted manufacturers and here for more information about its role as a critical tool in checking China’s ambitions.
EEOC has, however,posted a notice on its websitetaking the position the Notice of Appeal does not impact employers’ EEO-1 pay data reporting requirement, stating the following:
On May 3, 2019, the Department of Justice filed a Notice of Appeal in National Women’s Law Center. The filing of this Notice of Appeal does not stay the district court orders or alter EEO-1 filers’ obligations to submit Component 2 data. EEO-1 filers should begin preparing to submit Component 2 data as described above.
In addition to posting the updated notice on its website, EEOC also filed the first of its required status reports with the Court. The first ofDefendant EEOC’s Report of Steps to Implement the EEO-1 Component 2 Data Collection, filed on May 3, 2019, details, among other things, the initial steps it has taken to comply with the Court’s Order to collect Component 2 (pay data) of the EEO-1 report by September 30, 2019.
As of Friday, EEOC reported it has selected athird party vendor,NORC at the University of Chicago, to develop the reporting tool and detailed how it will work with NORC in the coming weeks. As part of these efforts, EEOC indicated:
[i]n the next three weeks, the EEOC plans to oversee preparation and planning for the launch
of the NORC email and phone helpdesk to assist filers with questions and concerns about the
collection of Component 2 data for 2017 and 2018. The EEOC anticipates that the helpdesk will
launch sometime in the next three weeks.
EEOC also notified the Court that the long-awaited confirmation of EEOC Commissioner Janet Dhillon may occur as early as next week. Her nomination has been pending since June 2017. With Dhillon’s confirmation, EEOC would finally have a quorum withthree confirmed Commissioners–Acting Chair Victoria Lipnicand Charlotte Burrows. Though two vacant seats would still remain.
We will continue to monitor this matter and will provide any updates as they become available.
From NAM (National Association of Manufacturers) By Michael Short
National Association of Manufacturers President and CEO Jay Timmons released the following statement ahead of tomorrow’s White House infrastructure meeting:
“Every year, America is falling further behind on infrastructure. Investment is currently only one-third of what it was in 1960, and without action on infrastructure, we will lose 5.8 million jobs by 2040. Any serious legislative proposal must fix the Highway Trust Fund—through various user fees—and be transformational in its scope so that manufacturers and the country are positioned for future success. That’s why manufacturers are calling for at least $1 trillion in much needed new investment. Millions of jobs and our nation’s competitiveness are at stake, and it is time for our elected leaders to act.”
In February, the NAM released “Building to Win”—an ambitious initiative to revitalize our nation’s failing infrastructure. Originally released ahead of the 2016 elections, the updated proposal serves as a blueprint to repair our roads, bridges, rails, airports, ports and waterways and revolutionize the infrastructure that makes the American Dream possible. It represents manufacturers’ vision for the path forward—one that will enhance the competitiveness of manufacturers and improve the lives of manufacturing workers and all Americans.
Governor Andrew Cuomo’s REDC Round 9 initiative has been announced, with $750 million in state economic development resources available to fund regional economic development projects through the Consolidated Funding Application (CFA) process. Since 2011, the first year of the initiative, the CFA has enabled businesses, municipalities, not-for-profits and members of the public to apply for multiple sources of funding from dozens of state agency programs through a single application, for projects that create jobs and help to revitalize communities.
The region will hold CFA Workshops and Information Sessions throughout the 7-county Mid-Hudson region. Below are dates and locations of upcoming workshops and information sessions you can attend. Also provided below are links to Round 9 REDC guidelines and other resources that will guide you through the process of submitting a CFA application.
CFA Application Opens: May 1, 2019 CFA Application Deadline: July 26, 2019 by 4:00pm SHARP
Mid-Hudson CFA Workshops –Workshops include an overview of the application and the CFA process followed by informational breakout Q&A sessions with representatives from agencies with funding opportunities available through this year’s CFA. **Please note, all RSVPs should be submitted through the website**
May 14, 2019
9:00AM – 11:30AM Mount Saint Mary College, Aquinas Hall (Orange County)
Mid-Hudson CFA Information Sessions – In addition to the CFA Workshops listed above, the region will be hosting CFA Information Sessions in the counties where a CFA workshop will not be held. Info sessions are hosted by ESD team members ready to answer questions regarding the CFA process. **Please note, all RSVPs should be submitted through the website**
A 2018 survey published by the Manufacturing Institute says that 3.5 million manufacturing jobs will need to be filled in the next decade and 2 million of those jobs will go unfilled. Now there are people who say this skills gap is a lie. But the fact is that as skilled people retired, manufacturing companies, particularly the multi-national corporations, did not invest in the advanced training programs to replace the retiring workers.
We are 500,000 workers short today. A recent article in Industry Week said that “during the first quarter of 2019 more than 25% of manufacturers had to turn down new business opportunities due to lack of workers.”
Yes, the skills gap is real and a two-pronged problem. First, manufacturing does not have the advanced training programs needed to produce the high skilled workers they need. Second, young people, their parents and counselors do not see manufacturing as a good career.
American workers saw their pay and benefits increase 0.7 percent in the first quarter, reports the AP. More:
“The data, released Tuesday by the Labor Department, suggests that growth in workers’ compensation has stalled in recent months. In the first quarter, wages and benefits increased 2.8% compared with a year earlier.”
“That’s down slightly from a 2.9% annual gain in the final quarter of 2018. Still, workers’ compensation has picked up slowly. Five years ago, quarterly gains were closer to 0.4%.”
“The job market is very tight, with the unemployment rate at 3.8%, near a 50-year low, and there are more open jobs than unemployed workers. That has pushed up wages over time, though the gains aren’t as healthy as they were the last time the jobless rate was this low.”
Meanwhile, a new Gallup poll finds that Americans haven’t been this confident in their personal finances since 2002. More from The Hill:
“A Gallup poll released Tuesday found that 56 percent of respondents felt positively about their finances, with 12 percent rating their personal financial holdings as ‘excellent’ and 44 percent rating them as ‘good.’”
“That overall confidence score is 10 points higher than in 2015, according to a Gallup poll taken at the time.”
“Of those surveyed, 57 percent said that their financial outlook was improving year-to-year, an uptick of 10 points over a Gallup survey taken in 2016, according to a press release. That percentage is also the highest registered in Gallup surveys since 2002.”
The Council of Industry network groups are an excellent resource for information and a great way to talk to other people in your field working in a variety of industries throughout the Hudson Valley. In April the EHS Network met to learn more about combustible dust and the CEO/ Executives Network met for a tour of Arconic Fastening Systems in Kingston. You can see what we have planned for May, June and beyond on our website calendar.
If your manufacturing process involves metal industries, food products, lumber or wood products you are probably aware of how dangerous and explosive dust can be but it is always smart to review the best practices necessary to stay safe and that why the Environment Health and Safety Network met on Friday, April 26th for a presentation on Combustible Dust by Nancy Garry, C.T. Male PC. Garry covered why this is an important topic, what industries need to be aware and what testing can be done. She covered the Dust Explosion Pentagon (conditions necessary for an explosion) and ways to prevent these from forming and hazard assessments that can be conducted. Attendees were also provided with reference tables and a few links to sites that offer further information on the topic.
On April 26 the Executives Network met for a tour of Arconic Fastening Systems in Kingston, NY. Arconic Fastening Systems is the premier designer and manufacturer of aerospace and industrial fasteners, latches, bearings, fluid fittings and installation tools. Their products are used nose to tail on commercial and military aircraft, as well as on jet engines, industrial gas turbines, automobiles, commercial transportation vehicles, wind turbines, solar power systems, and construction and industrial equipment. Arconic has been in business since 1933, and a Council of Industry member since 1967. The company was formerly known as Alcoa Fastening Systems and Huck Manufacturing Company. Their customers include Boeing, Airbus, Peterbilt, Kenworth and many more. We saw a variety of tools in all sizes and the process behind their production.
We take a break from Network meetings in May to focus on our Manufacturing Champions Award Breakfast on May 17th at the Powelton Club in Newburgh but we start back up in June. The Human Resources Network will meet on June 7th for a presentation on Wage & Hour Law from Douglas Gerhardt, Harris Beach PLLC. This presentation will cover the essentials of Wage and Hour issues including recent developments as well as compensable time such as “off the clock”, meals, rest, waiting and on-call time. We will explore some exempt employee issues as well. Attendees will walk away with a solid understanding (or refresher) on the key elements of wage and hour issues and be better prepared to address them in their workplace. We will also have another CEO/ Executives Network Tour, this time of McKesson Corporation Distribution Center in Montgomery. Our EHS Network will be back in the fall with a presentation on confined space and HR will have an I9/ Immigration update in September, watch our calendar and emails for more information on all of these.
Global NY is Recruiting for MEDTEC China 2019 SEPTEMBER 25–27, 2019, SHANGHAI, CHINA
Global NY is recruiting up to 10 NYS small businesses to participate in an organized trade mission to MEDTEC China 2019 in Shanghai. MEDTEC China, the leading medical device design and manufacturing exhibition in China, will take place on September 25-27, 2019 at the Shanghai World EXPO Exhibition & Convention Centre. It is a premier manufacturing and sourcing event for medical device manufacturers in China. Key industries include: Assembly Equipment & Production Machinery, Materials for Every Application, Packaging, Sterilization & Cleanroom Equipment, Plastics/Disposable Devices & Diagnostics, Outsourcing/Contract Manufacturing, Motors, Pumps & Motion Control, IVD Suppliers, Quality, Precision Technology, Medical Electronics.
Why Export to China?
• China is New York’s #2 Buyer.
• China is currently the United States’ third-largest export market.
• New York exported approximately $12.6 billion in goods to China in 2018.
• China is seeking high-tech products and services from NY Companies.
For eligible companies, Global NY’s STEP grant can reimburse a significant portion of your exhibit, travel and accommodation expenses. You also will be eligible to apply for Global NY’s customized Export Marketing Assistance Service (EMAS) in China.
Companies have long turned to technology to drive their productivity, but the dirty-little-secret nobody likes to talk about is that worker safety often takes a back seat to productivity. That trade-off, fortunately, may soon be a thing of the past thanks to a new breed of safety tech. With the emergence of such technologies as robotics, augmented reality, wearable devices and predictive analytics, organizations are discovering that it’s not only possible but preferable to adopt digital technologies that enhance the safety of the workplace.
Some are calling this movement Safety 4.0, a spin-off of Industry 4.0 (aka the Internet of Things). The IoT’s proponents have focused largely on connected devices that can monitor and communicate diagnostic data throughout an entire network, a boon for predictive maintenance on all types of computerized devices, from production machinery to hospital equipment to transportation vehicles. Taking that concept into the safety arena, though, shifts the focusfrom the machine to the worker. And the possibilities for improving employee safety are limited only by the imagination.
From The National Association of Manufacturers (NAM)
Trade is important for New York, helping New Yorkers sell more of what they make to more customers around the world. More sales equal more well-paying jobs and a stronger economy across the state. New York’s ability to sell more American-made products to Canada and Mexico is tied directly to tariff-free and rules-based trade in North America.
New York Without the U.S.–Mexico–Canada Trade Agreement: Less Manufacturing and Fewer Jobs
Without tariff-free trade across North America secured by a strong trade agreement, New York’s manufactured goods exports to Canada and Mexico could face a minimum of $192 million to $1.5 billion in extra taxes (compared to zero tariffs today). As a result, many of New York’s manufacturers and the workers and communities they support would lose sales as competitors from Europe and Asia continue to enjoy zero tariffs. The result would be less manufacturing production and fewer well-paying American jobs in New York and throughout the United States.
From The National Association of Manufacturers (NAM)
The North American commercial market is the most important market for manufacturers in the United States. Over one-third of U.S. manufactured exports are sold just to Canada and Mexico, which purchase more from the United States than our next 10 foreign country partners combined.
More than 25 years under the original North American Free Trade Agreement entered into force, the three countries came together to modernize this decades old agreement resulting in the United States–Mexico–Canada Agreement that was signed in November 2018. The NAM strongly supports passage of the USMCA as soon as possible this year to ensure manufacturers can grow with certainty with our most important commercial trading partners—Canada and Mexico.
Over half of manufacturing voters said in recent polls that they want their member of Congress to approve the USMCA. But manufacturers need to do more to build understanding of how the U.S.-Mexico-Canada Agreement (USMCA) strengthens the partnership we have with Mexico and Canada to modernize North American trade agreements.
From National Association of Manufacturers, www.manufacturingleadershipcouncil.com, By David R. Brousell
Opinions about the impact of artificial intelligence today range from the apocalyptic to the miraculous. Media darling Elon Musk of Tesla, for example, thinks AI is an “existential threat” to human civilization. Oracle CEO Mark Hurd believes a battle between the United States and China for “AI supremacy” will have important consequences for the global economy. And Ginny Rometty, IBM’s CEO, is convinced that AI has the power to transform industries in positive ways.
Whatever your view of AI, a term coined in 1955 by the computer scientist John McCarthy, the technology is at the forefront of discussions throughout society today, leading a debate about the future of work, jobs, and even what it means to be human. And as the manufacturing industry transitions to the digital era, AI is being viewed as central to leveraging the vast amounts of data that factories and plants will generate to do everything from improving operational efficiency to creating new, competitive advantages.
“Industrial AI can give the Fourth Industrial Revolution a huge boost and take Industrie 4.0 and similar initiatives to the next level,” said Roland Busch, Chief Operating Officer, CTO, and Member of the Managing Board of Siemens AG, in an article posted on the World Economic Forum’s website in January.
In an attempt to separate the hype from the reality of AI, and to take the measure of where AI and its cousin machine learning stand in manufacturing today, the Manufacturing Leadership Council undertook its first ever survey on manufacturers’ attitudes, plans, projects, and expectations with the technology earlier this year.
Chief among the survey’s findings is that, despite the hype, the 64-year old concept is at an early stage in most manufacturing companies. And while many companies expect AI to displace significant percentages of their workforces, they also anticipate that many of the displaced workers will be retrained for other roles in their companies, undercutting the notion that AI will inevitably lead to a vast wasteland of unemployed people. Moreover, a majority believes that while AI and machine learning are significant, they will not be transformative for the manufacturing industry.
Luckily for industrial workers everywhere, Lt. Edward Wheatley Bullard of the U.S. Cavalry climbed out of the French trenches with an idea that would spark the industrial safety movement: the hard hat. Bullard, the son of a mining equipment supplier, was inspired by the metal helmets doughboys wore to deflect the hail of bullets raining down on them courtesy of the Kaiser. When he returned home, he invented the first commercially available industrial hard hat, called the Hard Boiled hat. Prior to its invention and subsequent production in San Francisco, gold and copper miners in California and Nevada basically wore leather caps—which might not be all that good at stopping hail, let alone the rocks or tools potentially pouring down on them.
Now one hundred years later, Bullard’s great granddaughter, current BullardCEO Wells Bullard, recounts how this now 100-year-old equipment was invented and how it redefined protecting the workforce.
State leaders announced Sunday they reached a budget deal just in time for the fiscal year that starts Monday. The $175.5 billion plan includes an array of deals, but leaves a few major decisions undone — such as legalizing marijuana and creating a board to decide how to publicly finance political campaigns.
Here are some of the highlights:
Manufacturers Intermediary Apprenticeship Program (MIAP) The final budget included $750,000 for MIAP to ensure the program can continue and grow in partnership with the Alliance Partners. Thank you to the Alliance Partners, companies, and apprentices who advocated relentlessly for this program. Whether you wrote or called your State Legislators or travelled to Albany for Manufacturing Lobby Day, your efforts resulted in this funding being included in the final budget. We will be thanking all the legislators who ensured this funding was continued and encourage you to thank your representatives for their support as well.
Empire State Apprenticeship Tax Credit We are pleased to report the continuation of the Empire State Apprenticeship Tax Credit in this year’s budget. If you are not already accessing this tax credit, we encourage you to do so. Information can be found here: https://labor.ny.gov/apprenticeship/empire-state-tax-credit.shtm A big thanks to Assemblyman Bronson for creating this tax credit and ensuring its continuation.
Pass-Through Manufacturing Zero Tax Rate Unfortunately, the zero tax rate for pass through manufacturers was not included in the final budget. Our team of Alliance Partners along with our expert Paul Henry of The Bonadio Group, worked diligently starting early last fall and through the last days of the budget negotiations to have this important provision included. While we were not successful, we made a tremendous amount of progress including securing a new Senate sponsor, Senator Kaplan – Chair of the Commerce and Economic Development Committee, to join Assemblyman Stirpe, the sponsor in the Assembly. In addition, we educated many legislators and administration officials on the positive impact this rate would have on the more than 11,500 manufacturers an their over 300,000 employees. We will continue to advocate for this issue in 2019 to further laid the ground work for the next budget cycle.
Prevailing Wage The Senate and Assembly included language in their one house budget proposals that was ultimately rejected in the final budget that would require prevailing wage on public works projects, as written, this would have included IDAs and grants from the REDC program. This proposal was championed by Senator Jessica Ramos – Chair of the Senate Committee on Labor, Assemblyman Harry Bronson and members of the organized labor community specifically, the building and construction trades unions. While Governor Cuomo has expressed support for expanding the definition of public works, he recognizes the need to find a reasonable compromise that does not halt development in the state. We expect the prevailing wage conversation to continue this legislative session, the Governor has made it clear this is one of his post-budget priorities.
A Permanent Property Tax Cap The budget deal included the enactment of a permanent 2% property tax cap. Making the tax cap permanent is a massive win for hardworking taxpayers across New York State.
Economic Development The state’s economic development efforts are the biggest beneficiary of the new budget, getting a 10 percent funding bump. (Spending as a whole, by contrast, went up a smaller 2 percent.) Much of that is earmarked for the Empire State Development Corporation, which distributes various state tax credit and grant programs.
Billions of Dollars in New Taxes Unfortunately, this budget also includes billions dollars in new taxes, fees and assessments that will further burden business and taxpayers at a time when they can least afford it. New energy taxes on New York businesses, fees on broadband deployment, a new ban on plastic bags and fee on paper among several others will only add to New York’s high tax reputation and make the state more expensive to live and do business.
Taxpayer-Financed Political Campaigns The Legislature approved $100 million taxpayers’ dollars be set aside annually to fund a matching system for political campaigns. Details including amounts and eligibility will be worked out by a special commission
By Kathryn J. Russo, Jackson Lewis PC, a Council of Industry Associate Member
The Ninth Circuit Court of Appeals refused to dismiss a medical marijuana-using applicant’s disability discrimination claim because he did not state that he actually used marijuana at the time of his interview — even though he provided a copy of his medical marijuana card – and was not subjected to a drug test. Kamakeeaina v. Armstrong Produce, Ltd., 2019 U.S. Dist. LEXIS 50863 (9th Cir. March 22, 2019).
The plaintiff applied for a job as a Receiver/Forklift Operator with Armstrong Produce but was not hired. He alleged that he suffered from post-traumatic stress disorder and depression. After he received a conditional offer of employment, he was advised that he was required to pass an on-site drug test. He disclosed to the Human Resources Director that he was registered under Hawaii’s Medical Cannabis Program and presented a copy of his medical marijuana certification card. The H.R. Director stated that if he tested positive on the drug test, the employment offer would be withdrawn. Plaintiff allegedly stated that he understood that the job offer would be “taken off the table” if he failed the drug test. Subsequently, the job offer was withdrawn even though the drug test was not conducted.
Plaintiff asserted claims of age discrimination and disability discrimination, including the denial of a reasonable accommodation, and the employer moved to dismiss the complaint.
The employer argued that the disability discrimination claim should be dismissed because of Plaintiff’s use of marijuana. The Court denied the motion to dismiss on this basis, given that Plaintiff did not fail a drug test and did not admit to marijuana use. The employer believed that Plaintiff’s acknowledgment that the job offer would be “taken off the table” if he tested positive, constituted an admission that he would test positive on the drug test. But the parties disputed the implications of Plaintiff’s additional statement during the interview that he “wanted to be straight-up from the beginning and if I were to get the job, it’ll be a way easier transition for everyone involved.” The Court concluded that this statement indicated that Plaintiff did not think he would fail the drug test. Moreover, no drug test was conducted. There was no evidence, therefore, that Plaintiff actually had used marijuana.
The Court dismissed the failure to accommodate claim because it was not clear what accommodation was sought by Plaintiff. However, the Court gave Plaintiff leave to replead this claim.
The lesson for employers is this: although it may seem reasonable to assume that an applicant who possesses a medical marijuana card actually uses marijuana, the adverse employment action should be based on something more, such as a positive drug test result or an admission of drug use (assuming, of course, that applicable state law does not prohibit discrimination against medical marijuana users).
The legalization of medical marijuana and the increasing rise in opioid abuse has made drug testing a hot topic for human resource professionals. The Council of Industry HR Network met on March 27th for presentations by Kathryn Russo, Jackson Lewis PC, and Robyn Seidman and Jean Strella, RJS Solutions LLC, on both the legal aspect and the best practices for drug testing and dealing with substance abuse in the workplace.
Russo opened her presentation by discussing how even though marijuana is legal in several states for both medical and recreational use it is still illegal under the Federal Government. This means that if you are regulated by the U.S. Department of Transportation, it remains unacceptable for any safety‐sensitive employee subject to drug testing under the DOT’s drug testing regulations to use marijuana, whether for medical reasons or not.
While medical marijuana is connected to an employee’s disability, it is permissible for employers to prohibit the use, possession and being under the influence of it while at work. The difficult part is when it comes to drug testing or if an employee volunteers that they use medical marijuana off-duty. Because the drug stays in the body for such an extended period of time after use someone using medical marijuana will test positive for the drug even if they never use it at work.
Whatever is affecting employee performance on the job it is important to approach the situation with documented observations of behaviors and the resulting effects in the workplace. This, as Seidman and Strella explained, is true whether it is recreational drug or alcohol use or prescription medication that is affecting an employee’s performance. When discussing this concern with the employee it is also important to not make accusations of drug or alcohol abuse as this could violate the Americans with Disabilities Act. Following up with support such as a referral to an employee assistance program is very important. The key points for this interaction are to be tactful, ensure confidentiality and to refrain from being judgmental.
There was also discussion of what drugs are best to test for and whether testing for marijuana is even useful in the current climate. It is important to remember to consult with your legal counsel whenever you have questions on topics such as this because each situation is unique and the legal landscape is constantly changing.
With over 30 attendees this is one of our largest network meetings and Council member Access: Supports for Living hosted and provided a delicious lunch. They delivered a presentation on the many valuable programs they provide the community such as: Behavioral Health Services for Adults, Family & Children’s Services, Foster Care/Child Welfare Services.
Council members may find that Access: Business Solutions which offers custodial services, facilities management and contract manufacturing such as assembly work, to be of particular interest. Members looking to expand their workforce may also want to know more about their Supported Employment program that is helping people with disabilities prepare for, get, and keep meaningful employment in the community.
Supporting manufacturing in the Hudson Valley since 1910.
