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Members Learn About Different Generations in the Workplace at Learn at Lunch

December 18, 2017
A group of engaged individuals from Chamber member organizations enjoyed a presentation from Tina Welch of Welch Performance Consulting on different generations in the workplace last Tuesday, Dec. 12, at Wesley United Methodist Church. Chamber Learn at Lunches are sponsored by PPL Electric Utilities and this specific Learn at Lunch was also co-sponsored by PA CareerLink Columbia/Montour Counties.  Welch, a former HR executive who now runs her own consulting business, began the presentation by noting that she did not have any magic bullets that would automatically solve generational problems in the workplace. However, her presentation was done with the hope that making organizational leaders and others aware of the various differences in generations and what each is able to offer in terms of strengths can provide opportunities for HR and other leaders to implement strategies that can overcome generational barriers. Why is this important for any organization that has multiple generations of individuals working for it? Take these statistics for instance. – The proportion of working 65-69 year-olds in the U.S. has risen from nearly 18% in 1985 to 32% in 2011. – During each quarter of 2016, over a quarter million Americans turned 65.  – Millennials will make up the majority of the workforce by 2025.  – Millennials have passed Baby Boomers as the largest generational group in the workplace. – Fewer than 1 in 3 American workers are committed to the success of their organization and are engaged in their work – 74% of Americans expect to work even after “retirement.” – 68% of corporate recruiters say that it is difficult for their organizations to manage millennials With those statistics in mind, and with turnover costing any employer, large or small, approximately 6-9 months of the lost employee’s salary, it is more critical than ever that organizational leaders understand the benefits, values and needs that each generation and individual brings to the workplace and be able to apply specific strategies to encourage communication and collaboration across the generations as well as to diffuse conflicts.  Attendees were given a handout that in general terms, defines the characteristics and stereotypes as well as the workplace needs of all four generations — Traditionalists (born 1922-45), Baby Boomers (born 1946-64), Generation X (born 1965-1979) and Millennials (born 1980-2010), as well as those of “cuspers,” which are those born near the end or beginning of a specific generation. This is especially important for Xennials, a micro generation born during the cusp years of Generation X and Millennials (1977-1983). This group often shows characteristics and stereotypes of and has similar workplace needs as those usually attributed to one or both of Generation X and Millennials.  At the end of the workshop, Welch asked the attendees to name one thing they could do immediately when they returned to their workplaces to help facilitate better inter-generational understanding and cooperation, while allowing for the fact that some workplace policies obviously can’t be changed immediately or at all. Some of the responses included taking a look at the standard employee orientation presentation, keeping notes on individuals such as board members and organizational volunteers in order to be able to best communicate and/or facilitate activities with them, as well as taking a look at a company cell phone policy. 

State House Passes Unemployment Compensation Funding Bill

December 17, 2017

From PA Chamber of Business & Industry

The House passed in a nearly unanimous (183-4) vote last week legislation that many lawmakers called a “necessary compromise” to help address the state Unemployment Compensation benefit system costs for operational and system upgrades.

House Bill 1915 was crafted with bipartisan support following the misappropriation of UC system funds over several years as it related to the Service and Infrastructure Improvement Fund, which resulted in the governor’s furlough last year of UC center call workers while debate continued over the future funding of SIIF and the UC system generally.

The bill, which now awaits consideration in the Senate, would provide $115.2 million in additional funding to the UC benefits system over the next four years. It would transfer to SIIF $30 million in 2018, $25 million in 2019, $20 million in 2020 and $10 million in 2021; with additional monies being transferred from SIIF to the UC benefit modernization project through 2020.

The legislation also stipulates expected outcomes from the modernization project, which are all focused on eventually ending the Department of Labor and Industry’s reliance on SIIF dollars for the operations of the UC benefits system. It is noteworthy that many involved in the creation of SIIF contend it was never intended to be a permanent program, and was established to temporarily supplement federal funding through 2016 to upgrade technology infrastructure for the UC system.

While most House Democrats voted for H.B. 1915, the four members of that caucus who voted against the bill did so on the grounds that it didn’t provide enough money. According to a story in Capitolwire¸ Rep. Pete Schweyer, D-Lehigh, argued that the funding supplied by the bill wouldn’t be enough to reopen the UC call center in Allentown, which the governor closed last December.

House Bill 1915 heads to the state Senate for consideration.

It’s Official: Affordable Care Act Employer Mandate to be Enforced

December 16, 2017

From ChamberChoice

Recently it was communicated that there were Internal Revenue Service (IRS) indications of intent to begin enforcement of the Affordable Care Act’s (ACA) “employer mandate.” However, as of Nov. 2, 2017, it’s official. On that date, the IRS issued its proposed assessment letter (Letter 226J) it will use when notifying employers of their potential liability for an employer shared responsibility payment (ESRP). The assessment letter relates to any potential liability for 2015.

Background
Under the ACA’s employer mandate, an Applicable Large Employer (ALE) is required to offer its full-time employees and dependents minimum essential coverage. That coverage must also provide minimum value and be affordable for the full-time employee. If the employer does not meet this responsibility, and a full-time employee receives a premium tax credit for health insurance coverage purchased on the Marketplace, then the employer may be assessed a penalty. Employers have an obligation to report offers of coverage using Forms 1095-C and 1094-C. The IRS uses information from these forms, in conjunction with information from an employee’s tax return, in determining whether an employer has an ESRP liability.

What Employers Need to Know
The employer mandate was effective as of Jan. 1, 2015. However, prior to that date, there were notices and guidelines issued by the regulatory agencies providing delays, clarifications and “transitional relief.” Needless to say, there was considerable confusion for many employers. Below are some issues an employer should consider when it comes to an IRS penalty assessment letter.

• An employer has 30 days to respond. Advise any mail-room employees to be on the lookout for any correspondence from the Department of Treasury, Internal Revenue Service and ensure it is delivered to the appropriate person. Discussions should be held with any affiliated companies or subsidiaries as to how the correspondence will be handled.

• Gather copies of 2015 Forms 1095-C and 1094-C. Initial assessment letters relate to 2015. In order to properly respond, an employer will need to review and compare information in the letter against what the employer filed. Employers should be aware of, and have documentation to support, any application of transition relief (such as non-calendar year plans) or safe harbors. Documentation can include payroll records, waiver forms, enrollment information, variable hour employee designations, and measurement/stability period information. Remember, the assessments may not be correct.

• Assessments are on a month-by-month basis. The responsibility payments are calculated monthly and based on whether the employer failed to offer minimum coverage or the coverage was not affordable. The IRS will include a summary table (Form 14765) with the assessment letter. The summary will list the employees who received a premium tax credit triggering the penalty as well as a monthly break-down of the penalty.

• Response form. Included with the assessment letter will be a response form (Form 14764) an employer uses to respond to the IRS. The form provides an opportunity for the employer to agree or disagree with the assessment. If disagreeing, an employer must also provide a statement, in addition to the response form, outlining its reasons. An employer can also provide additional information supporting its disagreement. However, it is of the utmost importance that the employer respond within the time frame provided by the IRS. Failure to respond results in an automatic penalty assessment.

Conclusion
The IRS has started to enforce the ACA’s employer mandate and is issuing notices to employers who may owe a penalty for 2015. Employers should read the notice carefully as it contains detailed instructions on how to respond and make any required payment. The assessment may not be correct due to multiple reasons, such as an employee receiving an unqualified premium tax credit. An employer disagreeing with the assessment should have documentation supporting its offers of coverage and affordability as well as its reporting information.

Coalition, Local Chambers Urge House Approval of Important Workers’ Compensation Reform Measure

December 15, 2017

From PA Chamber of Business & Industry

The PA Chamber recently sent two communications to lawmakers urging support for S.B. 936, which would establish a prescription drug formulary for injured workers in the Commonwealth.

group memo was sent to House lawmakers from a broad coalition including hospitals, pharmacists, addiction treatment professionals, healthcare providers, local governments, school districts and other business advocacy groups, among others. The memo explained that a prescription drug formulary would help streamline medication prescriptions, which would help patients avoid overuse; while also helping to ensure the quality of outside entities tasked with evaluating treatment decisions. This reform is especially critical in light of the state’s prescription drug and opioid abuse epidemic – it would offer a legislative remedy to help mitigate the crisis as it relates to injured workers.

letter signed by the PA Chamber and the leaders of dozens of local chambers of commerce statewide was also sent to the General Assembly in recent weeks. It stresses in part that S.B. 936 (and H.B. 18, similar legislation introduced in the House) is critically important, particularly in light of a recent study which ranked Pennsylvania third among 25 states for opioid abuse among injured workers, at a level 78 percent higher than the median state. The letter also noted that other states with formularies have experienced success in reducing the number of opioid-dependent WC patients – specifically mentioning Ohio, which was able to cut the number of opioid-dependent patients in half just three years after adopting its formulary in 2011.

“Formularies are standard in regular and publicly-funded health insurance to help ensure appropriate patient care, address over-prescribing of medication and premature or inappropriate prescribing of opioids,” the chambers of commerce letter stated. “Both of these reforms would improve outcomes for injured workers and continue the critical work of lawmakers and the Wolf Administration to combat the prescription drug and opioid epidemic.”

Senate Bill 936 awaits consideration in the House Labor and Industry Committee.

The Columbia Montour Chamber has taken an official position of being in favor of this legislation, and was one of the many chambers of commerce included in the aforementioned group memo sent to House lawmakers.  

Wolf Administration Invites Pennsylvania’s Environmental Stewards to Apply for 2018 Governor’s Awards for Environmental Excellence

December 14, 2017

From PA Dept. of Environmental Protection

The Wolf Administration invites all Pennsylvanians who’ve recently worked on successful environmental projects to apply for the state’s top environmental recognition: the 2018 Governor’s Awards for Environmental Excellence, honoring individuals and organizations whose dedicated efforts have improved air, land, and water quality in Pennsylvania.

“The commonwealth would be a different place if not for the great work of many Pennsylvanians who tackle the full range of environmental challenges, from local creek cleanups to citywide sustainability,” said Department of Environmental Protection (DEP) Secretary Patrick McDonnell. “It’s a pleasure to shine a light on their work with the Governor’s Awards for Environmental Excellence.”

DEP oversees the application and award selection process. Projects are evaluated on the basis of seven criteria: degree of environmental protection, climate change, sustainability, partnership, economic impact, innovation, and environmental education and outreach. A project doesn’t have to meet all criteria to merit an award.

The award is open to all individuals, whether a project leader or participant, and to all schools, nonprofit organizations, businesses, farms, and government agencies. Past winners may submit applications for new projects, but projects that have previously received a Governor’s Award for Environmental Excellence are not eligible.

Applications are now being accepted online. The deadline for submission is Monday, Jan. 8, 2018, at 5 p.m. Eligible projects must have been completed before November 1, 2017. Submission guidelines may be found at the application page.

Last year, 21 organizations received awards. Their projects collectively saved 8 million kWh/year; reduced annual greenhouse gas emissions by 14,608 metric tons; captured 3.2 million gallons of stormwater runoff; saved over $105 million in operation, maintenance, and energy use expenses; conserved 3 million gallons of water; engaged 8,500 students in environmental issues; recycled 68,000 plastic bags; properly disposed of 5,287 tires; and treated 450.5 million gallons of stream water that had been laced with acid mine drainage.
The Governor’s Awards for Environmental Excellence have been presented since 1996.

Montour Address Updates Now a Waiting Game

December 13, 2017

Montour County Commissioners at a recent meeting

Updated addresses for Montour County were sent to companies that provide GIS mapping services in August. However, some County residents are experiencing difficulty in receiving deliveries using their new addresses. The Montour County Commissioners say the companies are updating their databases on varying schedules.

The County GIS office provided the new addresses to companies in August, with follow up in early November. According to Commissioner Ken Holdren, one company that provides GIS mapping to many in-car systems responded that updates would be made in early December, but are still pending. Mapquest updates could take 6-9 months, and Google provided no timeline for when updates would take effect. Residents and businesses are reminded that the Postal Service will recognize old addresses for one year from the date of notification.

Montour County Treasurer Jesse Kline also advises residents that when making online purchases with a credit card, they should use the same mailing address as the billing address associated with the card whenever appropriate.

Member News – December 13, 2017

December 13, 2017

Member News

  • It is the season of giving and the Ken Pollock Auto Group, is continuing its yearly tradition of collecting new or slightly used coats, in all sizes to benefit local families. From now through Dec. 15, Ken Pollock Auto Group will be collecting coats that can be donated at any of its auto dealerships, including locally at Ken Pollock Ford Lincoln in Berwick. All coats collected in our area will be donated to the Columbia Child Development Program – Head Start for distribution to families in need. For more information, contact the Ken Pollock Auto Group at 570-655-4575. 

 

  • Wild For Salmon will host a holiday tasting this Saturday, Dec. 16 at its store at 521 Montour Blvd. (Rt. 11), Bloomsburg, from 9 a.m. to 3 p.m. Chefs Matt and Josh have created and prepared a delicious holiday-inspired menu and they invite the public to stop by and try some of their wild caught salmon treats and meet one of their fisherman. This event will feature salmon sushi rolls, cajun shrimp-stuffed keta fillets, whole roasted king salmon, halibut soup, holiday spread with dried cranberries and pistachips, cajun dip and smoked salmon (garlic pepper, traditional sockeye and traditional king). 

 

  • The Bloomsburg Area YMCA will be celebrating the holiday season with a senior Christmas party next Tuesday, Dec. 19, from 11 a.m. to 1:30 p.m. There will be a potluck-style meal, as well as fried chicken provided by the Y. Guests can come in their favorite ugly sweater and will be able to enjoy Wii bowling and a visit from Santa. Those interested in attending should register at the Y front desk by Friday, Dec. 15. There is no cost to attend this event. 

 

  • The Columbia-Montour Area Vocational Technical School’s adult nurse aide training program will hold a job fair on Tuesday, Dec. 19 from 6:30-8:30 p.m. in the main lobby of the school, which is located at 5050 Sweppenheiser Dr., Bloomsburg. This event will allow attendees to visit with representatives from local nursing homes, long term care facilities and home health agencies to discuss possible employment opportunities The CMAVTS adult nurse aide training coordinator will also be available to discuss admission in the program. A tour of the classroom and light refreshments from the CMAVTS food and preparation service program will be available. 

Welcome Pretty Petals & Gifts by Susan

December 12, 2017

More than 400 businesses and organizations belong to the Chamber to receive benefits and support efforts to strengthen their businesses and our region. Increased membership allows us to offer additional programs and benefits, have a stronger voice in advocacy and be involved in more activities and initiatives in our communities. The Chamber welcomes its newest member, Pretty Petals & Gifts by Susan, to help us fulfill our mission.

Founded in 2014 by owner Susan Adams in Paxinos, Pretty Petals & Gifts by Susan just opened a second retail store in Bloomsburg in November 2017. Located at 158 E. 9th St., Bloomsburg, Pretty Petals & Gifts offers a variety of floral arrangements and designs and gifts along with service that is friendly and prompt. It offers floral arrangements for all occasions including anniversary, get well, love & romance, new baby, sympathy, birthday, wedding, seasonal, just because and much more. It also carries an assortment of hand-crafted items, including some made by local artisans. The Bloomsburg store is open 10 a.m. – 6 p.m. Monday-Friday, and 10 a.m. – 3 p.m. on Saturday. For more information, call 570-317-2753, visit its website or email

Pretty Petals by Susan will also be donating the floral arrangements for this week’s Holiday Open House, sponsored by Geisinger Bloomsburg Hospital

PA Chamber Successfully Fights Back Against More than $1 Billion in Proposed Tax Increases as 2017-18 Budget Finalized; Continues to Oppose Additional Taxes on the Natural Gas Industry

December 11, 2017

From Gene Barr, President, PA Chamber of Business & Industry

As we approach the end of the year, the 2017-18 budget has finally been completed. In late October, the governor signed into law a revenue package to balance the $32 billion spending plan that had gone into effect in July. After months of a protracted back and forth, lawmakers came to an agreement on a revenue deal that relies largely on borrowing against the state’s Tobacco Settlement Fund; one-time fund transfers; expanded gaming; a fireworks tax and requiring online vendors to remit sales tax. Noticeably absent from the deal was a slew of proposed tax increases that could have significantly impacted the Commonwealth’s business climate.

Throughout this year’s budget process, the PA Chamber has been strongly advocating against punitive taxes that single out specific industries and hurt the Commonwealth’s overall competitiveness. This year, thanks to the help of our local chamber partners, the PA Chamber successfully fought back against more than $1 billion in proposed taxes that would have negatively impacted the Commonwealth’s business community and hard working families. Given the financial difficulties the state has found itself in over the past few years, the proposed taxes elected officials were considering were constantly evolving. Over the course of the elongated nine month budget negotiation process, the PA Chamber pushed back against numerous proposals – including: instituting combined reporting; a commercial storage tax; a hotel tax; a technology tax; and an increase to the insurance premiums tax. We also stood up against multiple attempts to enact higher energy taxes on Pennsylvania residents and businesses – including a proposed new tax on natural gas users; and increased taxes on energy and phone bills. And, we again spoke out against and eventually defeated efforts to increase the minimum wage to $12 an hour – a short-sighted move that especially hurts small businesses and makes it harder for low-wage workers to get their foot in the door.

Yet, despite the fact that a revenue package has been signed into law, there continue to be calls by some lawmakers to place an additional punitive tax on the Commonwealth’s natural gas industry. We have repeatedly warned lawmakers against this misguided policy because it will negatively impact the state’s overall business climate – further slowing Pennsylvania’s already stagnant economy.

There is a slew of misinformation regarding how Pennsylvania taxes the industry and if the industry is paying its “fair share.” Tax proponents often use the argument that Pennsylvania is the only state without a severance tax. However, Pennsylvania is also the only state to impose an impact tax on the industry. Since it was enacted, the impact tax has brought in more than $1 billion with revenues distributed to every single county in the Commonwealth to help fund critical local projects. Also, it’s important to note that the Commonwealth’s overall tax climate is more burdensome that other states with shale drilling. In fact, Pennsylvania’s Corporate Net Income Tax has the highest effective rate in the country. To say that the Commonwealth is letting drillers off the hook because we haven’t placed yet another punitive tax on this industry is comparing apples to oranges – especially since some drilling states don’t even impose a Corporate Net Income Tax.

Another fallacy is that the industry has to stay in Pennsylvania because the gas is here. But capital is fluid and companies will move capital if they are not able to be profitable in a certain location. For those that believe this will happen, all you have to do is look at the drilling counts – which have already seen a decline. Additionally, Pennsylvania’s burdensome regulatory and permitting climate place additional hardships on natural gas related companies that want to come and invest in the Commonwealth. The last thing we should be doing is singling this industry out by adding another punitive tax that will serve to make the Commonwealth even less competitive than other states in the Shale play.

As we repeatedly told lawmakers throughout the budget process, we cannot expect our economy to prosper if we continue to look to short-term solutions and target specific industries to solve our budgetary problems. Instead, we need to embrace tax policies that focus on our long-term economic future and entice new investment. By creating a competitive business climate, more job creators will be enticed to stay and locate in the Commonwealth – which will then generate more revenue for the state.

A Win-Win: Add Value to Your Employee Benefits With Life and Disability

December 10, 2017

From ChamberChoice and Smart Business Pittsburgh

Accident and tragedy are two things no employer wants to see for employees.

“Disability products and life insurance give employees peace of mind, knowing they have financial support in the event of unforeseen circumstances,” says Chuck Whitford, consultant at JRG Advisors. “They also give employers peace of mind in knowing that they help protect their employees. Ancillary benefits can even help businesses recruit and retain the best employees.”

Smart Business spoke with Whitford about how life insurance and disability coverage benefits employers and their employees.

Why should employers consider getting a disability plan?
According to the Council for Disability Awareness, every 7 seconds someone in the U.S. suffers an illness, injury or accident that will keep them out of work for more than one month. For individuals out of work for three months or more, the average time off of work due to a disability averages 2.6 years. That’s 136 weeks without a paycheck.

The cost of implementing a long-term disability plan is relatively small. For most business owners, the problem escalates as the owner tries to satisfy the current work demand and take care of the disabled employee. Providing long-term disability coverage is also valuable to employees — buying coverage on their own can cost as much as an entire group account because of stringent underwriting. Plus, the program can be structured so that the premiums are deducted as a business expense, but benefits can be received on an income tax-free basis.

What’s the difference between short-term and long-term disability?
Short-term disability fills the gap between day one of disability and when the long-term benefits kick in. Typically, a short-term disability contract covers the first 13 or 26 weeks of disability. Unfortunately, many people live paycheck to paycheck. Short-term disability can benefit those lacking sufficient savings.

Long-term disability is usually fully insured, with the exception of extremely large employers that self-fund the benefit. For most employers, the cost is determined by employee demographics and industry classification. Claims experience isn’t a significant factor. Long-term disability pays a portion of the disabled employee’s income after he or she runs out of both sick leave and short-term disability benefits, typically after 90 to 180 days. Depending on the plan design and how the policy defines disability, it may pay a monthly benefit for a specific number of years, such as two years or until normal retirement age under Social Security.

However, an employer shouldn’t administer its short-term disability program. Most employers aren’t equipped to assess when an employee is unable to perform his or her own job or when he or she is able to return, and employers are estimated to pay out 30 percent more in benefits than if the plan was managed by a claims professional. It is possible to outsource the claim adjudication process to a qualified third party, often referred to as ‘advise to pay.’

How has life insurance changed and why is this coverage important?
A recent study found nearly 70 percent of U.S. workers, across all generations, believe having a life insurance benefit available at work is important. This importance has grown over the past five years, an increase of 22 percent. For many, it is the only life insurance they own. Group life insurance can fill gaps in coverage and the purchasing power of a large group helps keep the coverage affordable for the employer.

Sixty-five percent of employees with group life coverage believe they need more life insurance beyond what their employer provides. Depending on the plan design and type and amount of coverage elected, employees may be able to buy additional life insurance without answering health questions. Some plans allow employees to purchase coverage on a spouse and/or dependent children. Buying life insurance at work is convenient because premiums can be paid through payroll deduction. When they leave the employer, people typically can choose to maintain coverage, paying premiums to the insurance company.

Employers that don’t have group life or group disability should meet with their insurance consultant. They most likely will be surprised by the relative low cost involved in establishing a program that can provide additional value to their employees.

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