Business Magazine - March 2026

MAY 2026 - 17TH ANNUAL SPECIAL EDITION

MADE IN PENNSYLVANIA

Manufacturing powers Pennsylvania — and we’re celebrating the innovators who make it happen! Be a part of the May 2026 Made in PA issue of MBA Business Magazine as we honor the makers shaping PA's future by driving growth, ingenuity and economic impact across the region.

Profile $1,400

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Profile Space Reservation Due Friday, March 20

Profile Materials Due Friday, March 27

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For ONLY $200, be a part of our 2026 Showcase Listing of Manufacturers!

For more information, contact our sales team: Shawn Netkowicz at snetkowicz@mbausa.org Judy Rosatti at jrosatti@mbausa.org or call 814/833-3200 or 800/815-2660

Visit MBABIZMAG.COM to learn more!

Give to Gain: The Power of Connection, Where Small Actions, Shared Support and Lasting Impact Begin KEYNOTE

The MBA’s Women in Leadership Event brings together women in business and leadership roles from across the region for a powerful program of connection, insight and conversation.

THURSDAY, MARCH 26, 2026

BAYFRONT CONVENTION CENTER $65 MEMBERS | $85 NONMEMBERS 11:30 A.M. REGISTRATION WITH EVENT RUNNING NOON-3:30 P.M. TO

SCAN TO REGISTER!

8 Collaboration and connection at the Tom Ridge Environmental Center.

12 Kayla Fatica Himes, marketing manager for Erie-based MacDonald Illig Attorneys, who is also a member of The MBA’s Next Gen Advisory Board, shares insights on leadership, advice for young professionals.

Non-traditional compensation strategies for women leaders: Embracing innovative recognition. Colleen Stumpf

19 A critical reminder: protecting yourself from deceptive energy supplier and broker calls. Judy Rosatti

21 How Pennsylvanians are holding government union officials accountable. Nathan McGrath

Check out the new MBA training classes for the spring!

29 See photos of The MBA’s latest member events.

the Cover: Area organizations share how they support and encourage women in leadership at their organizations. For the full story, see page 5.

women who Mpower

GIVE TO GAIN:

WHY THE MBA’S 2026 WOMEN IN LEADERSHIP EVENT IS WORTH ATTENDING

When women step into leadership roles, businesses and communities benefit. Organizations with women at the table are often successful from drawing on diverse perspectives. Supporting women in leadership isn’t about checking a box — it’s about investing in people and ideas that move our region forward. That belief is at the center of the Manufacturer & Business Association’s (The MBA’s) seventh annual Women in Leadership Event, happening from noon to 3:30 p.m. Thursday, March 26, at the Bayfront Convention Center in Erie. Registration starts at 11:30 a.m.

March is Women’s History Month, making this event especially timely. It offers a chance not only to recognize the contributions women have made across industries, but also to focus on how we continue to support and grow the next generation of leaders. This year’s event is larger than ever and centered on a simple, meaningful theme: Give to Gain: The Power of Connection — Where Small Actions, Shared Support and Lasting Impact Begin

Attendees will hear from keynote speaker Christy Uffelman, a Pittsburgh native and the founder and CEO of Edge Leadership. Uffelman brings firsthand experience in leadership development and will bring practical insight on building strong connections, leading with purpose and creating environments where people can succeed. In addition to encouraging input from the audience to drive her portion of the program, her perspective, shaped by years of working with leaders across industries, sets the tone for a thoughtful and engaging afternoon.

The program also features a panel of accomplished businesswomen who will speak honestly about their career paths — the challenges they’ve faced, the support that made a difference, and the lessons learned along the way. Their stories offer real-world guidance and reassurance that leadership does not follow one defined path.

This year’s event extends beyond conversation into action. The Latte Lounge “Book Nook” encourages attendees to leave a book, take a book, and share handwritten notes of encouragement. Participants also are invited to bring donations for the Mercy Center for Women’s Dress Program, helping women prepare for job interviews and employment.

At a time when genuine connection matters more than ever, this event offers a meaningful way to come together, learn from one another and give back. Supporting women in leadership is a worthwhile investment!

This month’s MBA Business Magazine highlights this exciting event and other dynamic women business leaders. Be sure to check out our feature on how these organizations encourage leadership as well as our Next Gen Spotlight Q&A with Kayla Fatica Himes of MacDonald Illig Attorneys.

This issue also includes some very fascinating articles on nontraditional compensation strategies for women leaders and even the benefits of Microsoft 365 when it comes to work-life balance.

To register for The MBA’s Women in Leadership Event, visit mbausa.org!

Women in Leadership: How Organizations Stand Out For Development, Support Women LEAD E -IN-RSHIP

No matter the business sector you work in — nonprofit, philanthropy, professional services, education or other — developing future leaders is critical to long-term success. By providing support and advancement opportunities, organizations are making gains for not only their organizations but also for the next generation of women leaders. Here, The MBA recognizes a few of the many standout organizations in its membership region, including: Mercy Center for Women, The Erie Community Foundation, McGill, Power, Bell & Associates, ATHENA Erie, LECOM Health and Northwest Bank. Mercy Center for Women in Erie has been making a profound impact in the area of women in leadership since it was founded by the Sisters of Mercy in 1994. The nonprofit organization provides safe, supportive and empowering housing solutions — including permanent supportive housing — for individuals and families in transition with a focus on those affected by domestic violence, addiction and mental health challenges. Internally, the Mercy Center is a strong proponent of professional development for its dedicated staff as well. As Executive Director Jennie Hagerty sees it, “Leadership is seeing the potential in your team and mentoring their passion. We as leaders are called upon to embrace the future of the next generation on their personal journey towards success.”

“With nearly half our partners being women, leadership here is attainable,” explains Justina Tushak, CPA and partner. “We invest in mentorship, trust our people with responsibility, and actively develop the next generation of leaders.”

At ATHENA Erie supporting, developing and honoring women leaders through mentorship, networking and professional development is at the very heart of its mission. For over 25 years, the Erie area nonprofit has empowered women leaders and entrepreneurs through nationally affiliated programs, strategic advisory support, and leadership recognition that fuels business growth and regional economic vitality. “Through nationally affiliated programs and strategic advisory excellence, ATHENA Erie empowers women leaders and entrepreneurs — advancing business growth, leadership distinction and long-term economic vitality for the Erie community,” says Linda Stevenson, founder and director of ATHENA Erie/ATHENA Powerlink.

The Erie Community Foundation is a public charity managing over 800 endowments that also has had a transformative role in the Erie region, tracing its roots to founder and Boston Store co-owner Elisha Mack in 1935. For nearly 100 years, the Foundation has been embedded in the region’s philanthropic landscape through collective giving that has transformed lives and strengthened organizations by funding programs that produce results — including workforce readiness, education and leadership development, including those dedicated to women leaders. “The Erie Community Foundation inspires, engages and empowers women leaders to make a lasting impact in the community by mentoring the next generation, convening changemakers, and encouraging collective giving through the Erie Women’s Fund,” states President and CEO Karen Bilowith.

In the professional services sector, McGill, Power, Bell & Associates, LLP is a shining example of how fostering leadership opportunities has become an integral part of its business operations. As a regional accounting and advisory firm founded in 1926, MPB emphasizes mentorship, continuing education and community engagement as part of its culture.

As the nation’s only osteopathic academic health center, LECOM Health, which includes Lake Erie College of Osteopathic Medicine, also stands out as a leader in developing future osteopathic physicians, pharmacists, dentists and podiatrists and by cultivating leadership skills and providing opportunities for its students and medical professionals. “LECOM Health is committed to advancing women in leadership roles by investing in education, mentorship and career pathways that equip women with the confidence and skills to lead in clinical practice, academic medicine and health-care administration,” explains Provost, Senior Vice President, and Dean of Academic Affairs Silvia M. Ferretti, D.O. Northwest Bank is committed to empowering women — both within the organization and throughout the Erie community — by providing financial guidance, resources and support to help them prepare for what’s next. Through community investments, including donations to local initiatives, and a longstanding focus on professional development, mentorship and leadership training, Northwest is helping women thrive. “Women leaders make our communities stronger, and we love being part of their journey. At Northwest Bank, we offer personalized support and financial solutions that help them grow, lead and make an impact,” says Jennifer Gibson, region president, executive director retail banking. Whether through workforce readiness, strategic philanthropy, professional development or ongoing mentorship, these organizations are helping create a stronger leadership pipeline — and, in many instances, the next generation of women leaders.

D I D Y O U K N O W

1 in 5 female students miss school due to a lack of basic feminine hygiene items...

Women United members donated more than 3,200 feminine hygiene items to students in United Way Community Schools.

Being a Member Means...

Supporting initiatives like the Feminine Hygiene Drive

Women United: Inspiring the Change education series focused on issues impacting students, families, and our community

Volunteer opportunities at United Way Community Schools

Networking events And so much more!

Women in

For 20 years the Tom Ridge Environmental Center (TREC) has served a unique role in our community, bringing environmental education, scientific research and tourism together under one roof. Traveling down Peninsula Drive, one can’t miss the building’s distinctive observation tower, serving as the gateway to Presque Isle State Park.

First conceived in the 1950s by the architect of Pennsylvania’s modern state park system, Maurice K. Goddard, as a museum and education center to convey the geological and ecological significance of Presque Isle, the vision was reborn in 1998. The Center, managed by the Pennsylvania Department of Conservation and Natural Resources, was imagined as a world-class facility for educators, researchers, students and millions of annual visitors to the peninsula.

In May 2006, TREC opened as a fully realized dream for Erie: a place where visitors could learn about the wonders of the Great Lakes and understand the six centuries of ecological succession represented at Presque Isle; students could be immersed in hands on environmental education programs; tourists could gather information about local destinations; and, researchers could study and collaborate.

Today that vision lives on through the nine organizations located within TREC: PA Department of Conservation and

Collaboration and Connection at the Tom Ridge Environmental Center

Natural Resources, PA Department of Environmental Protection, Erie Bird Observatory, Presque Isle Partnership, Purple Martin Conservation Association, Presque Isle Audubon Society, Tom Ridge Environmental Center Foundation, PA Sea Grant and the Regional Science Consortium. This impressive building also serves as an Erie Visitor Center and the park office for Presque Isle State Park.

WOMEN IN LEADERSHIP

Among this mix of agencies at TREC, three women are at the helm of their nonprofit organizations, helping to keep the vision of collaboration, research and education alive.

Jeanette Schnars, Ph.D., has been part of TREC since its opening, leading the Regional Science Consortium (RSC) as executive director. The RSC facilitates a variety of research projects in the areas of

biology, chemistry, geology, meteorology, environmental sciences and archeology. Examples of RSC’s ongoing research projects include the nearshore buoys that monitor water, weather and wave conditions, dune restoration, wetland restoration, water quality monitoring, harmful algal bloom testing and alert systems, and underwater archeology surveys of shipwrecks. The convenience of the RSC laboratories, located in the research wing of TREC, allows for quick onsite sample processing and analyses; much of which is used for resource management decisions on the park. RSC also has a robust education program, providing hands-on science experiences for school students. Schnars reflects, “I grew up just blocks from Lake Erie and have made it my life’s work to research, understand and protect this precious natural resource.”

Holley Short, executive director of Erie Bird Observatory (EBO), knows one thing for sure, birding isn’t just about the birds! “I see birding

as a way to connect people to nature, creating a desire to protect the natural resources in their own communities. Birds are a fascinating way to understand the natural world around us, because they are connected to everything; birds are the pulse for a healthy habitat and connect us to plants, various ecosystems, water systems, and each other.” Short joined EBO in March 2025, moving to Erie from Florida to take the lead when the organization’s co-founders were ready to shift their roles. Founded in 2018 by three women who had been engaged in avian research at Presque Isle for nearly a decade, EBO’s mission is to foster enthusiasm for birds and conservation through avian research and public engagement. The public engagement portion has taken off under Short’s leadership with the public invited to their weeks-long spring and fall bird banding station on the peninsula. The bird banding program builds upon datasets of bird migration patterns at

the visitor experience at Presque Isle and TREC. Since its founding in 2003 leading up to the opening of TREC, the Foundation has invested in research projects related to Presque Isle and Lake Erie, funded equipment updates for education programs, collaborated to present changing exhibits at TREC, and hosted programs related to conservation, outdoor recreation, and the natural world. Additionally, the Foundation manages the large format theater and gift shop at TREC. Farrar shares, “The vision of collaboration amongst separate but complementary organizations under one roof is alive and well at TREC. It’s a building filled with individuals passionate about protecting our region’s greatest natural asset and connecting people to the story of the peninsula, Lake Erie, the Great Lakes and our shared duty to conserve this freshwater resource.”

Learn more about just three of the nonprofits working and collaborating

WOMEN IN LEADERSHIP

MCGILL, POWER, BELL & ASSOCIATES, LLP SETS THE STANDARD

and

to

and

NEXT GEN

MacDonald Illig Marketing Manager Shares Insights on Leadership, Advice for Young Professionals

As part of The MBA’s continuing series on next-generation leaders, we are shining the spotlight on Kayla Fatica Himes, age 33, marketing manager for MacDonald Illig

Attorneys, a law firm based in Erie, Pennsylvania.

Fatica Himes, who is also a member of The MBA’s Next Gen Advisory Board, talks about her professional journey and insights on leadership.

Please share a bit about your professional background and what led you to your current role as marketing manager at MacDonald Illig Attorneys. I’ve always been drawn to marketing for its blend of creativity, communication and strategy, and I’ve pursued roles that allowed me to grow in each area. I began my career in banking as a teller, where I set a clear goal to join the marketing team and achieved it within nine months. In that role, I built a strong foundation in community engagement and brand communication. That growth-oriented mindset led me to MacDonald Illig, where I advanced from marketing coordinator to marketing manager within nine months and now lead strategic initiatives that strengthen the firm’s brand and community presence.

How have your experiences in marketing, along with your involvement in groups like The MBA Next Gen Advisory Board, Erie Art Museum’s Board of Directors, ATHENA

Erie’s Marketing & Events Committees, and the Emerging Erie Fund, shaped your approach to leadership?

My experience in marketing has shaped my approach to leadership with clear communication, collaboration and purpose-driven work. My involvement in community and professional organizations has reinforced the importance of listening, respecting diverse perspectives and contributing in meaningful ways. Together, these experiences influence how I lead by putting people first and making decisions with long-term impact in mind.

What leadership skills or mindsets have been most important to your success as your career has progressed?

Servant leadership has been the most important mindset guiding my growth as a leader, both professionally and personally. I believe strong leadership starts with listening, supporting others and creating an environment where people feel valued and empowered to do their best work. By focusing on service and accountability, I’ve been able to build trust, strengthen collaboration and lead with intention as my career has progressed.

How have mentorship, professional networks or leadership development programs influenced your growth, both personally and professionally?

I wouldn’t be where I am today without the mentors and professional network that have supported, challenged and believed in me along the way. Those relationships have shaped my confidence, expanded my perspective, and continue to play a critical role in my personal and professional growth.

The MBA’s Women in Leadership Conference is taking place on March 26 at the Bayfront Convention Center in Erie. Why do you believe this event is valuable not only for women, but for anyone looking to grow as a leader?

This is one of my favorite events each year because it creates space to connect with aspiring leaders while learning from those with experience. The conference brings people together around a shared commitment to advancing women in leadership and strengthening leadership at every level. What do you hope attendees will take away from the Women in Leadership Conference, and how can it support leaders at different stages of their careers?

I hope attendees leave with meaningful insights they can apply in their daily lives to improve not only their own growth, but also those around them. I offer a friendly challenge to meet someone new at the conference and continue that connection well beyond the event.

What advice would you give to young professionals who are just beginning their careers and want to build strong leadership skills early on?

Focus on building relationships early and seek out mentors who will challenge and support you as you grow. Lead with a servant mindset, stay curious and be intentional about learning from every experience no matter where you start. Your network is your net worth.

Non-Traditional Compensation Strategies for Women Leaders: Embracing Innovative Recognition

Colleen R. Stumpf is a partner at MacDonald Illig Attorneys. As general counsel, she provides competent guidance to businesses as they address the various matters facing their business daily.

As the business world evolves, methods of compensating highly effective leaders are expanding beyond the base salary model. For women leaders, non-traditional forms of compensation provide not only recognition for their leadership but also the opportunity to create lasting wealth and to retain the alignment of their interests with those of the organization. These innovative methods of compensation, when paired with traditional compensation packages, can provide benefits to both business and their women leaders.

STOCK OPTIONS: FOSTERING OWNERSHIP AND MOTIVATION

Stock options are a compelling form of financial compensation for women leaders. This system of sharing equity with select employees gives companies, particularly relatively new companies, a means to attract, retain and motivate key employees. Stock options grant the right to purchase company shares at a set price after a certain period. By promoting stock options, businesses can encourage leaders to focus on the long-term success of the company. As the value of the business grows, so does the potential reward, making stock options a powerful motivator and a conduit between a woman leader’s performance and her personal financial gain. Companies can further incentivize women leaders by offering accelerated vesting schedules for achieving specific milestones, particularly those tied to organizational growth and strategic initiatives.

EQUITY INTERESTS: BUILDING LASTING WEALTH

Equity interests, including restricted stock units (RSUs) and direct share grants, can present another effective approach for incentivizing women leaders. Unlike stock options, RSUs and share grants can be structured to provide corporate ownership following the lapse of certain restrictions. Such restrictions can include performance goals, both individual and corporate, and continued employment. However, prior to the vesting of these options, the company can still permit the grant recipient various shareholder benefits. This form of compensation not only allows women leaders to participate in the company’s potential successes but also facilitates a greater sense of belonging and influence within the organization. Equity awards can be structured to support long-term engagement and may offer tax advantages, enhancing their appeal as part of a comprehensive financial package.

PHANTOM STOCK: REWARDING PERFORMANCE

For private companies where direct equity is not a feasible option, a phantom stock program can present an alternative method of rewarding a woman leader. These contractual agreements pay out a cash bonus equivalent to the value of a company’s shares, including appreciation and dividends, without diluting company ownership. For a high-performing woman leader, phantom stock results in a direct correlation between her financial future and the enterprise value she is helping to grow, ensuring she is not just working for the business’s owners, but increasing the value of the company along with them.

GOVERNANCE: SHAPING THE FUTURE

Compensation is not only about financial reward. It is also the recognition of one’s worth to the organization and the ability to develop a business. A profound way to acknowledge a woman leader’s status within an organization is to elevate her role to that of a shareholder with voting rights or to a seat on the company’s governing board. This transcends “management” and invites a woman leader to participate in the development of an organization’s strategy and vision. It validates her leadership and contribution to the organization. In addition, such an elevation alters a woman leader’s standing not only within the company but within the larger business community and industry.

CONCLUSION: RETHINKING FINANCIAL REWARDS FOR WOMEN LEADERS

Non-traditional compensation — whether economic in the form of stock options, equity interests, or phantom stock or non-economic in the form of governance — empowers women leaders to benefit from the value they help to create. By adopting these innovative approaches to compensation, companies can be in a position to not only attract and retain outstanding talent but also foster greater engagement, loyalty and long-term wealth accumulation for women in leadership roles.

For more information, contact MacDonald Illig Attorneys at 814/870-7600 or visit macdonaldillig.com.

Empowering Families:

Recognizing the Women Leaders of Family Services of NW PA

We are proud to recognize these inspiring leaders whose passion and dedication propel our mission to Strengthen Families and Transform Lives.

Elevating Dental Quality to Support Manufacturer & Business Association Members

MetLife SpotLite on Oral Health℠ program¹ helps people connect to general and pediatric dentists who put proactive care front and center. This helps improve health outcomes, which helps reduce costs² and improve employee holistic wellness.

To find a MetLife SpotLite on Oral Health℠ dentist, scan the QR code or contact your MetLife representative.

jhctool.com | 814/833-1104

ContactUs@jhctool.com

butlerbros.com | 888/784-6875

sales@butlerbros.com

3602 West 23rd Street, Erie, PA 16506

James H. Cross + Butler Bros.: A Strategic Advantage for Precision-Driven Manufacturers

Manufacturers today face intense pressure to improve profitability, productivity, control costs and maintain compliance all without compromising quality. That’s why James H. Cross has strengthened its capabilities by aligning with Butler Bros., a family owned industrial distributor serving American manufacturers since 1952. This partnership delivers broader solutions, deeper expertise and powerful supply-chain advantages while improving the local service and trusted relationships customers depend on.

Butler Bros. has grown into New England’s largest independent full-line industrial distributor with over 210 dedicated associates, strategically located branches and millions of products in stock. The company mission is simple: its customers’ success. This customer-first approach means tailored solutions that help manufacturers eliminate bottlenecks, improve uptime and reduce total cost of ownership.

Through this relationship, James H. Cross customers now gain access to Butler Bros.

expansive product and solution portfolio, including:

• Metalworking essentials: carbide, cobalt, high-speed steels, inserts, taps, drills, endmills and more.

• Abrasives & finishing supplies — belts, discs, wheels and specialty products for faster metal removal a nd better surface quality.

• Safety and PPE: gloves, eyewear, hearing protection, spill containment — built for manufacturing environments.

• Coolants & lubricants optimized for machining performance. Hardware, software and chemical solutions.

• Packaging products and engineered solutions to package & protect parts through shipping and handling.

• Custom engineered tooling and regrinding services for applications where standard tools fall short.

• Vendor-managed inventory and stockroom solutions that

reduce purchasing waste and streamline operations.

• Automated vending systems to control point-of-use inventory and cut costs.

• Machinery sales, installation, and service — from conveyors and palletizers to milling machines and drill presses.

Additionally, Butler Bros. Factory Intelligence and automation support helps manufacturers optimize production lines with robotics (Fanuc ASI certified), data analytics and smart systems designed to increase throughput and profitability.

This expanded partnership doesn’t change what customers value about James H. Cross, it amplifies it. "You still work with the local team you trust, but now you also have access to a much broader ecosystem of products, technologies and services designed to solve your toughest manufacturing challenge," according to James H. Cross President Jeff Cross. “If you’re ready to improve your profitability, streamline workflows and strengthen your competitive edge, James H. Cross and Butler Bros. are your comprehensive industrial solution.”

Leadership Begins with Education

From Students and Faculty to Providers and Administration

LECOM equips women with education and experience to be healthcare leaders, advance care, and strengthen the communities they serve.

Class of 2004

LECOM Class of 2022

Danielle Hansen, DO, MS (MedEd), MHSA

Regional President

LECOM Health

LECOM Class of 2005

A Critical Reminder: Protecting Yourself from Deceptive Energy Supplier and Broker Calls

Judy Rosatti is an Energy Advisor for The MBA’s EnergyAdvisors electricity program.

As energy costs continue to rise, so do the volume of phone calls many businesses and members receive regarding their electricity and natural gas accounts. This is a great opportunity to provide an updated and very important reminder: remain alert, cautious, and vigilant when dealing with unsolicited calls from energy suppliers and brokers.

The reality is this: these callers do not have your best interest in mind.

The Problem: Misleading and Deceptive Phone Tactics

Some businesses report receiving multiple calls per week about their electric or natural gas service. These callers often:

• Speak quickly and avoid clearly identifying their company

• Use language that makes them sound like they are calling from your utility

• Claim there are “regulatory changes,” “rebates,” or “rate corrections”

• Suggest you may be in the wrong rate category or missing out on savings

The “Yes” Trap: How Innocent Answers Become

Costly Switches

One of the most troubling practices is the misuse of recorded calls. These callers record conversations and will often ask questions designed to elicit a simple “yes,” such as:

• “Would you like me to send you information?”

• “Is this the account holder?”

“Do you want to make sure your rate is correct?”

An innocent “yes” to an unrelated question can later be used as a verbal authorization to switch your energy supplier — without your informed consent.

There are multiple cases where members had no idea they were switched until a higher bill arrived.

High-Pressure Signatures and Hidden Terms

These callers may also push for a signature — electronically or otherwise — without clearly disclosing:

• The full contract terms

The actual supply rate

The length of the agreement

• Variable rate provisions

While it may seem unthinkable to sign something you haven’t read, when someone is presenting themselves as the utility and applying high-pressure tactics, it can and does happen.

Compounding the issue, many suppliers delay providing a copy of the contract until after the rescission period has expired, leaving customers stuck.

Why These Callers Don’t Care About the Consequences for You

The reason is simple: they are paid based on the number of switches they make.

They do not care if:

You are already under contract with a legitimate supplier

You face early termination fees

Your rate increases substantially after an introductory period

Once the switch is complete, many of these callers are no longer reachable.

Common Pricing Gimmicks to Watch For

Over the years, there are several recurring pricing strategies designed to look appealing upfront but cost you more over time:

• Introductory rates that last only one or two billing periods

• Off-cycle meter reads that shorten the “low-rate” period to as little as two weeks

• Rates that increase month-over-month or annually after the introductory phase

• “Rebates” that are offset by steadily increasing supply rates

In short, the rebate or savings is often recovered by the supplier — and then some — through higher future charges.

Bottom Line: If It Sounds Too Good to Be True, It Probably Is

These calls are designed to confuse, pressure, and mislead. The safest course of action is simple:

• Do not engage

• Do not answer “yes” to any question

• Hang up

If you continue the conversation, the likelihood of being manipulated into a switch increases dramatically.

What to Do If You’ve Already Been Switched

If you believe you were switched without your knowledge or consent and the supplier is not cooperative, take the following steps:

1. Contact your utility and file a complaint

Be aware that suppliers may submit edited recordings to meet utility requirements

2. File a complaint with the Public Utility Commission (PUC)

You can notify the supplier that a complaint is being filed — sometimes this alone prompts corrective action

3. Continue with the PUC complaint process if necessary

The PUC offers both formal and informal complaint forms online

If you would like more information on specific callers or suppliers to avoid, please contact me at 814/833-3200, 800/815-2660 or jrosatti@mbausa.org.

How Pennsylvanians Are Holding Government Union Officials Accountable

Nathan McGrath is president and general counsel for the Fairness Center, a nonprofit public interest law firm that represents those hurt by public-sector union officials. For more information, visit fairnesscenter.org.

Two Huntingdon corrections officers suspected that their union’s officials were stealing their money. Eight Erie municipal workers believed that their union had misled them about their options before a contract vote. Taxpayers in Allentown and Reading objected to their school district paying the salary and benefits of union “ghost teachers.”

In the past, these abuses would have gone unchallenged. But since 2014, Pennsylvanians have been holding powerful union officials accountable in court through the free legal representation provided by the Fairness Center, a nonprofit law firm headquartered in Harrisburg.

As the Fairness Center’s president and general counsel, I’ve witnessed the challenging environment victims of union overreach face when they seek justice. Government union officials have deep pockets to hire pricey lawyers to defend themselves. They also have the political leverage in Harrisburg to protect laws and regulations that favor union power over individual rights.

It’s a system stacked against everyday Americans.

Frank Ricci, former president of a firefighters’ union and past client of the Fairness Center, puts it this way: “There’s no way a firefighter, cop, teacher, or somebody in public works has the money or resources to take on the huge union bureaucracy.”

However, because the Fairness Center represents clients pro bono, individuals can stand on principle when their rights are violated or they face discrimination or retaliation at the hands of union officials.

In Huntingdon, for example, our clients’ lawsuit uncovered evidence that corrections union officials had dipped into the union treasury to write checks to themselves and their friends; buy NFL tickets, a $12,000 Rolex watch, and outings at PGA Tour-level golf courses; and make more than $200,000 in questionable credit card purchases.

Their attempts to reform the union from within were ignored. But their litigation helped expose this rampant corruption. The arrests of six union officials, including three past union presidents, on felony theft charges soon followed.

In Erie, union officials handed a group of municipal employees a contract they didn’t want, telling them it was the only offer on the table. The employees reluctantly approved it, then found out that their employer had made them another offer with the pay increases and retirement benefits they had asked for. The employees felt betrayed and hopeless. But after they found the Fairness Center, a judge ruled that the union had violated its duty to represent them fairly.

In Allentown, Reading and other school districts, teachers’ unions had arranged for a teacher to leave the classroom to work full time as the local union president. The problem? These “ghost teachers” stayed on school district payroll, receiving a teacher’s salary and benefits at taxpayers’ expense. Our clients’ lawsuits exposed this practice and ended illegal ghost teaching in some of the state’s largest school districts.

Unfortunately, these and other union official abuses are not unique to Pennsylvania’s government unions. That is why, through the generosity of our donors, the Fairness Center has expanded from our origins in the Commonwealth to also serve Connecticut, New York, New Jersey and Colorado clients, along with federal government employees.

In just over a decade, our firm has represented more than 200 clients who have sued 95 different unions — including powerful, wellfunded nationwide unions like AFSCME, NEA, UAW, IBEW, UNITE HERE, and UFCW — and our clients have accomplished their goals in nine out of 10 cases.

Many imbalances remain, but armed with free legal representation, public employees are defending Free Speech, exposing corruption, and fighting anti-Semitism and other forms of discrimination within unions. They are leveling the playing field between individuals and union officials in Harrisburg and beyond.

EDUCATION & TRAINING CENTER

AT PITT TITUSVILLE RECEIVES BRIDGE BUILDERS GRANT FOR THIRD

STRAIGHT YEAR

The Education & Training Center at PittTitusville in Titusville, Pennsylvania has been awarded funding from the Bridge Builders Community Foundation for the third consecutive year. The award will support tuition assistance for Venango County residents enrolled in Pitt-Swanson’s School of Engineering Manufacturing Assistance Center (MAC) training programs. The 2026 award of $12,560 will provide scholarships for students pursuing Basic Machining and CNC Machining training at the MAC.

The continued support from Bridge Builders Community Foundation directly strengthens the region’s workforce pipeline by reducing financial barriers for students seeking high quality, family sustaining employment in manufacturing — one of the largest employment sectors in northwestern Pennsylvania. In 2025 alone, 48 individuals enrolled in MAC programs, with six Venango County students receiving scholarship support from the William & Elizabeth Charitable Fund through Bridge Builders.

“We are deeply grateful for Bridge Builders Community Foundation’s ongoing commitment to our students and our region,” said Stephanie Fiely, Ed,D,, executive director of the Education & Training Center at Pitt Titusville. “For three years, their support has helped Venango County residents gain the skills needed to enter or advance in manufacturing careers. This investment changes lives and strengthens local companies that rely on a skilled workforce.”

The MAC, originally established in 1994 at Pitt-Swanson’s School of Engineering and relocated to Pitt Titusville in 2021, provides hands on machining and CNC training in partnership with local employers. In April 2025, the University opened the Peter C. Rossin Manufacturing Center, a state of the art instructional space within the newly renovated J. Curtis McKinney II Student Union. The facility’s visibility and modern equipment have expanded community awareness of manufacturing careers and enhanced student learning. For more information, visit https://etc.pitt. edu/programs.

THE ERIE COMMUNITY FOUNDATION AWARDS MORE THAN $4.6 MILLION IN GRANTS

The Erie Community Foundation awarded more than $4.6 million to 734 nonprofits during the fourth quarter of 2025, supporting critical services and long-term community solutions across Erie County. Each quarter, the Foundation distributes both competitive grants, awarded through programs such as Helping Today and Shaping Tomorrow, and noncompetitive grants made from donor-advised funds in accordance with donors’ charitable intentions. Together, these grants reflect the Foundation’s mission to create a vibrant and thriving region for all.

“In a time of growing uncertainty for nonprofits, community foundations play a critical role in helping organizations respond, adapt, and remain resilient,” said Karen Bilowith, president and CEO of The Erie Community Foundation.

“Donor-advised funds continue to grow nationally as a trusted philanthropic tool, and at community foundations, they are often deployed with a strong focus on local impact.”

Nationally, donor-advised funds now account for approximately 15 percent of all charitable giving and nearly 23 percent of individual giving, according to recent studies. While the average donor-advised fund nationally is under $71,000, the average donor-advised fund at a community foundation is significantly higher, averaging over $600,000, reflecting donors’ long-term commitment to placebased philanthropy.

Fourth quarter 2025 grants totaled $4,688,462 supporting 734 nonprofits as follows:

• $3,861,097 was distributed from donoradvised funds to 715 nonprofits

• $345,673 was awarded to 14 local nonprofits through the Foundation’s Helping Today competitive grant program

• $481,692 was awarded to 5 local nonprofits through the Foundation’s Shaping Tomorrow competitive grant program.

For the full list, visit ErieCommunityFoundation.org.

AMP has over 25 years of experience in powder metal material processing and blending.

Address: 44 Spleed Road, Ridgway, PA 15853

Phone: 814/772-5363

For more information, visit https://advantagempi.com/.

TRAINING FROM THE MBA PROFESSIONAL DEVELOPMENT

TAKE YOUR ORGANIZATION TO THE NEXT LEVEL

LEADERSHIP TRAINING

*Courses can be taken in order or at your convenience. Complete all courses in the series to earn your certificate.

Strategic Leadership & Supervision is built for those already in leadership roles and looking to up their approach, as well as graduates of our Leadership Launchpad program who are ready for the next challenge.

LEADERSHIP LAUNCHPAD NEW!

Leadership Launchpad is built for top performers on the edge of leadership. If you’re ready to lead with confidence and purpose, this program is for you.

COMPUTER TRAINING

EXCEL SERIES

One of our most popular training offerings, the Excel Certificate Series will help even novice users build confidence in their Microsoft Excel skills. Complete all three courses in the series to earn a certificate.

MICROSOFT

With our tailored approach created by decades of experience, MBA’s Microsoft experts will teach your employees to maximize productivity in every program from Word to Excel.

HR TRAINING

*Courses can be taken in order or at your convenience. Complete all courses in the series to earn your certificate.

HR FOR NON-HR SERIES

A full-day training is designed for non-HR managers, supervisors and other professionals in your organizations who should have an understanding of the essential human resources knowledge needed to thrive in today’s workplace. The six topics include: Guide to Interviewing, ADA & FMLA, Time Worked, Harassment & Discrimination, Employee Performance and Conducting Terminations.

HR ESSENTIALS CERTIFICATE SERIES

Complete all six human resources essentials training courses to earn a certificate, OR take courses one-by-one to build your knowledge based on your business’ needs. The topics include: Safe

MARKETING AND COMMUNICATIONS TRAINING

The MBA’s marketing training courses will give your team the advantage when it comes to promoting and representing your business. CLASSES OFFERED Talk The Talk: Communication

SAFETY/QUALITY TRAINING

Equip your team with the knowledge and tools to create a safer work environment. Our courses are designed to help your organization master safety protocols, meet compliance standards, reduce risks and achieve operational success.

PROFESSIONAL DEVELOPMENT

AM classes run from 8 a.m. to Noon. PM classes run from 12:30 p.m. to 4:30 p.m. unless otherwise noted. All full-day computer classes are 9 a.m. to 4 p.m. The Leadership Series are 9 a.m. to 4 p.m.

CANCELLATION/ NO-SHOW POLICY: If notice is four business days or more, a full refund will be made. If notice is less than four business days, or if you do not show up for the class, no refund will be made. NOTE: You may substitute another individual from your organization at any time and at no cost.

Purchase our training courses individually OR become an MBA member to access all our courses at exclusive prices.

ALL COURSES ARE HELD AT THE MBA CONFERENCE CENTER IN ERIE, UNLESS OTHERWISE NOTED.

VISIT: MBAUSA.ORG CALL: 814/833-3200 or 800/815-2660 SCAN THE QR CODE TO SIGN UP OR FIND MORE INFORMATION.

CUSTOMIZED ONSITE TRAINING

We can customize any existing course or create a new one based on your exact needs. Bring the training to your facility, use one of our classrooms or host it online. Empower your team with tailored learning experiences that address your organization’s unique challenges and goals. From full-day to half-day programs, we make learning convenient, engaging and impactful for your employees.

CUSTOMIZED ONSITE MBA TRAINING OFFERS…

CONVENIENCE

PROFESSIONAL TRAINERS

TEAM BUILDING

CONSISTENT MESSAGING

ENGAGING INSTRUCTION STYLE

FLEXIBLE SCHEDULING

INTEGRATE YOUR COMPANIES

POLICIES, PROCEDURES AND CULTURE

TO BRING THE MBA TO YOU CONTACT TRACY DAGGETT tdaggett@mbausa.org

CONFER NAMED CHIEF

OPERATING OFFICER AT MERCY CENTER FOR WOMEN

Katie Confer was named chief operating officer (COO) for the Mercy Center for Women in Erie, effective February 1.

According to Executive Director Jennie Hagerty, Confer’s new role “will allow me to continue our passion and see one more renovation to completion before my retirement (late 2027/Spring 2028). Katie will work with an incredible team of Directors and me.”

Confer has worked at the came to the Mercy Center for Women 2.5 years ago from Community Shelter Services with exceptional skills in marketing, grant-writing, communication and problem solving.

“I witnessed her growth throughout this short time,” noted Hagerty. “Katie is a leader with passion. I trust Katie. In a world where we can’t see past our own egos to allow our youth to fly – it is time. I have mentored and continue to mentor Katie in taking on the COO role. My directors will work alongside her to unite. I am beyond fortunate to have a staff who is here for the families.”

GANNON APPOINTS NEW VP OF UNIVERSITY ADVANCEMENT

Gannon University has appointed Brian Collingwood, Ph.D., as its next vice president for University Advancement, effective April 2, following the retirement of Nancy Bird, who will conclude her service on April 1.

Collingwood brings more than a decade of experience in higher education advancement, alumni engagement, fundraising strategy, and institutional leadership. He currently serves as assistant vice president for advancement at Gannon, a role he assumed in August 2024. He previously held leadership positions at Allegheny College and Denison University.

In his role as vice president, Collingwood will lead the University’s fundraising and constituent engagement efforts, including major and principal gifts, alumni relations, donor relations and strategic advancement initiatives that support Gannon’s mission and long-term priorities.

“Brian brings a deep understanding of Gannon’s mission, a strong record of advancement leadership and a collaborative approach to building meaningful relationships,” said Gannon President Walter Iwanenko, Ph.D. “We

are excited to welcome him into this role as we look ahead to the next chapter of philanthropic growth at Gannon.”

Collingwood previously worked at Gannon University from 2015 to 2022, serving in both Academic Affairs and University Advancement, including roles as director of career exploration and development and executive director of corporate relations. During that time, he generated more than $3 million in organizational commitments, including serving as principal writer for the corporate proposal supporting the Highmark Events Center.

C&J INDUSTRIES STRENGTHENS LEADERSHIP WITH NEW HIRES

C&J Industries recently announced the appointment of Drew Hoffman as its new operations manager, effective January 1. In this role, Hoffman now oversees the company’s day-to-day operations and supports the continued growth and operational excellence of C&J Industries.

Hoffman has over 30 years of experience in complex business operations, sales & marketing, and supply chain for both public OEM and private, family owned, contract manufacturing companies. He earned a degree in finance from Gannon University and holds an MBA from Penn State Behrend.

“We are thrilled to welcome Drew to the C&J family,” said Jerry Sargent, president/ CEO.

In addition, C&J Industries announced the appointment of Andy Baker as its new business development manager, effective January 5. In this role, he now helps promote C&J by identifying and closing new business with new and existing customers.

He has extensive experience in injection molding and tooling, plus a wealth of industry contacts. He has 20 years of experience in business development, sales and sales management and has held positions as tooling supervisor, mold technician and process engineer. His experience also includes costing, quoting,and scientific injection molding.

Founded in 1962 and based in Meadville, PA, C&J employs over 300 people and holds accreditations including ISO 9001:2015, ISO 13485, and FDA, UL, and ITAR Registrations. The company has been 100-percent employee-owned company since 2016.

LECOM HEALTH HONORS ECKERT FOR EXCEPTIONAL LEADERSHIP

LECOM Health honored the legacy of Mary L. Eckert this past fall, after 42 years of exceptional leadership at LECOM Medical Center, as she transitioned to a new role as director of Community Engagement and LECOM ambassador with the LECOM Institute for Successful Living.

“With deep respect and gratitude, we celebrate her transition from the role of administrator, president/CEO and executive director — a journey that has profoundly shaped the hospital, its people and the community it serves,” according to a press release.

According to the press release, Eckert’s unparalleled dedication and tireless service have been the cornerstone of the growth and success of LECOM Medical CenterUnder her stewardship, the institution not only has expanded its services, but it has fostered a culture of excellence, compassion and commitment to patient care.

As LECOM Health Regional President Danielle Hansen, D.O., stated: “It is with deep respect and heartfelt appreciation for Mary’s many years of extraordinary service that we join her in celebration of this transition.”

This new role will allow Eckert to continue shaping the future of health care and community well being, with an expanded focus upon engagement and wellness through the LECOM Institute for Successful Living. As a LECOM ambassador, she will carry forward her passion for service, fostering relationships that will further elevate the LECOM Health mission to transform lives and to improve health.

In addition to the transition, LECOM Health announced the appointment of Marcus Babiak, PharmD, MHSA, as chief operating officer of LECOM Medical Center, a position that became effective October 1, 2025. Babiak brings a wealth of experience to his new role. A graduate of LECOM, Babiak earned his Doctor of Pharmacy degree in 2010 and a master’s degree in Health Services Administration in 2015. He has served at LECOM Medical Center since 2014.

THE NEXT NATURAL LEADER

Leadership today often extends well beyond formal roles and office hours. Many women in leadership positions manage teams while also navigating complex personal schedules, family responsibilities and competing priorities. The challenge is not a lack of capability, but the need for systems that support both professional and personal demands.

A typical morning for me looks like packing lunches, getting everyone in the car and off to school (hoping the Chromebooks were charged), rushing to meetings, sending project reminders, responding to high-priority emails, and still leaving on time to make it to afterschool appointments and activities.

Office 365 is frequently positioned as a workplace platform, yet its value becomes clearer when it is used as a broader organizational framework. Tools like Outlook, OneNote and Microsoft Planner are most effective when they reflect how leaders actually operate daily.

Calendars that include more than meetings provide visibility and reduce last-minute conflicts. Centralized notes allow information to be captured once and referenced easily, instead of being scattered across emails or notebooks. Microsoft

How Office 365 Supports Real Life, Not Just the Office

Planner adds structure by making priorities, timelines and ownership visible, supporting accountability without requiring constant follow-ups.

For managers and team leaders, this clarity matters. When leaders have a clear view of their responsibilities and their team’s work, communication improves and decision-making becomes more consistent. Systems that reduce mental load also make it easier to set boundaries and focus on what requires attention at a given moment. Many leaders struggle with productivity tools not because the tools are complex, but because they are rarely shown how to use them in a way that aligns with real working conditions. Office 365 is often introduced feature by feature, rather than as an integrated set of tools designed to work together.

The MBA’s new Office 365 for Managers & Team Leaders half-day class focuses on practical, realistic ways to use these tools with less friction and more purpose. The goal is not to add process, but to create clarity and consistency across busy schedules. Let us help you make your life a little easier!

Casey Naylon is the manager of Training at Technology at The MBA. Contact her at 814/833-3200, 800/815-2660 or cnaylon@mbausa.org.

REPORT REVEALS GROWING ‘AMBITION GAP’ FOR WOMEN IN WORKFORCE WHO LACK CAREER SUPPORT

The 11th annual Women in the Workplace report, the largest and most comprehensive study on the state of women in corporate America and Canada, was recently released by McKinsey & Company and LeanIn.org, showing a growing “amibition gap” in the workforce.

This comes at a time, when 54 percent of companies surveyed are prioritizing women’s career advancement as a high priority.

According to the findings, women and men show equal commitment to their careers and similar motivation to do their best work. Yet, 80 percent of women overall say they want to be promoted to the next level, compared to 86 percent of men.

The report shows the ambition gap is most pronounced at the entry- and senior-leader level. According to the findings, 69 percent of entry-level women want a promotion versus 80 percent of entry-level men; 84 percent of senior-level women want to be promoted versus 92 percent of senior-level men.

Career support is strongly linked to a desire to advance. According to the report, when entry- and senior-level women and men have sponsors and receive similar levels of support from managers and more senior colleagues, they are equally enthusiastic about getting promoted to the next level.

In addition, entry-level women are starting their careers with less support and fewer opportunities. Compared to entry-level men, entry-women are less likely to have a sponsor (31 percent) versus 45 percent of men.

For more information, visit womenintheworkplace.com.

HOW DO MANAGERS INFLUENCE WORKPLACE CULTURE AND RETENTION?

Managers set the tone for workplace culture through their daily interactions. Clear communication, consistency, and genuine support help create an environment where employees feel valued and engaged. When managers build trust and recognize contributions, employees are far more likely to stay.

WHAT IS ONE EARLY WARNING SIGN THAT AN EMPLOYEE MAY BE AT RISK OF LEAVING?

A common early warning sign is disengagement. This can show up as reduced participation in meetings, missed deadlines, withdrawal from team interactions, or a noticeable change in attitude. Addressing these changes early through open conversation can often prevent a resignation before it happens. HAVE AN HR/LEGAL QUESTION? GET ANSWERS

The MBA offers members FREE counsel on a broad range of workplace-related issues, including:

• Hiring and Termination practices

• Company Policies

• Compensation and benefits

• Workers’ Compensation

• Affirmative Action Plans

• Unemployment Compensation

• Employee Handbooks

• Workplace Harassment/ Discrimination

• Fair Labor Standards Act (FLSA)

• OSHA Compliance

• Family and Medical Leave Act (FMLA)

• Americans with Disabilities Act (ADA)

• COBRA

• ... and more!

Contact The MBA’s FREE HR & Legal Hotline at 814/833-3200, 800/815-2660 or hr@hrservices@mbausa.org.

How to Retain Your Most Valuable Asset

Employee retention continues to be a top concern for organizations across industries. While hiring new talent is often necessary for growth, frequent turnover can have a significant financial and operational impact. Studies estimate that it costs nearly 20 percent of an employee’s annual salary to replace them, a figure that includes recruiting, interviewing, onboarding, training, equipment costs and the loss of productivity during the transition period.

Because of these costs, retaining experienced employees should be a strategic priority for every organization. If turnover has been a challenge, the first step toward improvement is understanding why employees leave.

Why Employees Leave

Employees resign for a variety of reasons, often influenced by both personal and organizational factors. However, several common themes consistently emerge across workplaces:

• Stagnation: Employees want to grow professionally and personally, and when opportunities for advancement or skill development are unclear or unavailable, they may look elsewhere.

• Compensation: While pay alone may not drive engagement, uncompetitive wages can quickly lead employees to explore other options.

Workplace culture: Employees who feel unsupported, undervalued, or

disconnected from their coworkers or leadership are more likely to disengage.

• Opportunity: Employees may leave simply because they believe another opportunity better aligns with their interests, values or long-term goals.

How to Improve Retention

There is no universal solution to employee retention. Effective strategies depend on the specific challenges within each organization. One of the most valuable tools for identifying these challenges is the exit interview. Exit interviews with employees who leave voluntarily can reveal patterns related to management practices, workload, compensation or growth opportunities.

Retention efforts should also be proactive. Employee engagement or satisfaction surveys allow organizations to identify concerns early and address them before they result in resignations. Clear communication, career pathing, competitive compensation reviews and a positive workplace culture all contribute to improved retention outcomes.

Conclusion

There is no single formula for preventing turnover, but organizations that take the time to understand their workforce and respond thoughtfully are far more likely to retain top talent. Investing in employee retention protects not only financial resources but also institutional knowledge and workplace morale.

Alyssa Finegan, SPHR, is an HR business partner at The MBA. Contact her at 814/833-3200, 800/815-2660 or afinegan@mbausa.org.

MEMBER HAPPENINGS

The MBA provides member companies with educational and networking opportunities throughout the region and meets regularly with members to learn about the opportunities and challenges they are facing. To learn more about The MBA’s upcoming events or to learn about the benefits of membership, visit mbausa.org

Manufacturer & Business Association