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2022 March Cape Plymouth Business Page 02

Get The Word Out

From hospitals to restaurants, from small shops to landscapers, to the postal service, there’s not an industry today without job openings.

For the Cape & Islands, the labor shortage is nothing new, especially for a seasonal economy, but the problem was exacerbated with pandemic restrictions on foreign work visas, childcare challenges, low wages, people leaving the workplace for better opportunities or retiring, and the region’s chronic lack of affordable housing and rentals.

The Massachusetts Commission on Work filed its “Future of Work Report” in March. The findings hope to “highlight the needs of the future worker, articulate what strengths and weaknesses the Commonwealth possessed in relation to those needs, and provide a roadmap for giving our workers the tools and resources necessary for them to succeed over the next five to 10 years.”

Among those findings were:

  • Increasing workforce training;
  • Expanding English To Speakers of Other Languages (ESOL) training;
  • Staying ahead of the technology, innovation curve;
  • Addressing issues such as childcare and transportation issues;
  • Ensuring equity and racial justice;
  • Ensure a supported transition to clean energy jobs.

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Cape & Plymouth Business Media is a full service marketing firm with a dedication to building a thriving business community. To contact us about our monthly or custom publications, sign up for our newsletter, connect on social, fund business events, or to be found on our network, please call 508-827- 1065 or visit capeplymouthbusiness. com Reproduction in whole or in part is prohibited without the written consent of the publisher. Although every attempt has been made to ensure accuracy of the content of this magazine and advertisements, Cape Business Publishing Group LLC cannot assume responsibility for any errors or omissions including placement of advertisements.

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A lot has happened in the job market since the unemployment rate in Massachusetts peaked in April of 2020 at 16 percent. In fact, you can hardly drive down any main street in any city or town without seeing “We’re hiring!” signs. Where did all the employees go? Why can’t businesses find people to work for them? Much of it seems a mystery.

Ironically, the numbers do show that people are working, for the most part. But some people have quit the job search out of sheer discouragement. Others have left low-paying jobs and are seeking jobs that are higher paying, and offer a better quality of life and a better work culture. Here are some of the numbers:

While the number of filled jobs in Massachusetts has begun to recover, it remains well below pre-pandemic levels. In December 2021, there were approximately 155,000 fewer jobs than before the pandemic in February 2020.

Latinx unemployment has fallen significantly from an estimated peak of more than 27 percent in Quarter 2 of 2020 to 8 percent in Quarter 4 of 2021.

According to the Economic Innovation Group, business formation was at an all-time high in 2021, with over 1.4 million applications to start a new business filed between January and September.

Nationally, a record 4.5 million workers left their jobs in November 2021, or 3 percent of the workforce.

Massachusetts is already starting to see some shift in job quality. Massachusetts wage and salary annualized rates increased by 13.8 percent in October 2021, compared to just 9.9 percent nationally.


Around the Region
Town of Harwich
Source: census.gov, censusreporter.org
Form of Government: Open Town Meeting
Total population: 25,023
Female: 53%
Male: 47%
White: 20,323
Black: 1,018
Asian: 408
Native American: 60
Persons reporting two or more races: 2,045
Hispanic or Latino: 1,147
Total Housing Units: 17,299
Family households: 11,493
Average household size: 2.71

Median Earnings:
Median household income: $68,385
Per capita income: $41,968
Mean travel time to work: 21.2 minutes

Educational Attainment (age 25+):
High school graduate: 94.5%
Bachelor’s degree or higher: 37.6%

Habitat for Humanity of Cape Cod was recognized as the top Habitat affiliate nationwide in creating and producing energy efficient housing at the Residential Energy Services Network (RESNET) Building Performance Virtual 2022 Conference held May 3.

Habitat Cape Cod had the Lowest HERS® Index of all United States Habitat affiliates. The HERS (Home Energy Rating System) Index is based on RESNET’s ANSI standards that measures a home’s energy efficiency. It is the nationally recognized system for inspecting and calculating a home’s energy performance. The better the HERS Index, the lower the cost of operating a home, like “miles per gallon” for cars.

“Our portfolio of architectural designs allows for southern exposure on even the most difficult of sites. The volunteers are educated in the most energy efficient framing techniques. Our homes are fully electric, delivering efficient heating & cooling without the storage or use of fossil fuels,” said Habitat for Humanity of Cape Cod Director of Construction Bob Ryley.

“When equipped with solar PVs, the home requires minimal gridsource electricity and can potentially produce as much electricity as consumed over the course of a year. Not only are we building homes with less environmental impact, but we are also lowering the homeowner’s energy costs,” Ryley added.


A social science survey on human perceptions of growing numbers of seals and sharks on Cape Cod may play a role in fisheries management in the coming weeks.

One finding of “Human Dimensions of Rebounding Seal and Shark Populations on Cape Cod” is that voters and tourists like seeing seals and largely perceive them as beneficial, positive and enjoyable. Commercial fishermen do not. But all three groups want to share the ocean and support nonlethal management of seals and sharks.

That agreement matters as fishermen begin to meet with NOAA fisheries on ways to prevent seals from stealing their catch.

“The desire to keep seals away from fishing gear is really high for fishermen,” said Melissa Sanderson, Chief Operating Officer of the Fishermen’s Alliance. “As the region develops deterrents and conducts research on what works and what doesn’t work, knowing that the public is supportive of non-lethal management measures is really important to seeing those efforts succeed.”

Sanderson was a co-investigator of the study, led by Professor Jennifer Jackman, Ph.D. of Salem State University’s Department of Politics, Policy and International Relations. The researcher and co-investigator list numbered more than 20, including teams from Fishermen’s Alliance, University of Massachusetts-Boston, the Provincetown Center for Coastal Studies, Tufts Center for Animals and Public Policy and Atlantic White Shark Conservancy.

Through mail-in and online surveys, close to 2,000 stakeholders were asked questions ranging from attitudes on seals and sharks, beliefs and experiences, if the presence of seals and sharks changes behavior at the beach, and whether they agree with lethal management. Where people get their information and other topics were also covered.

“This is one of the few studies to give voice to multiple stakeholders in the marine environment and to examine their views of both seals and great white sharks,” Jackman said.

The 118-page report, released last month at a press event in Woods Hole was funded by Woods Hole Sea Grant.


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CPBmay22 JoeYuknaMeet Joe Yukna – Executive Director

Cape Cod Military Museum

How did the idea for this museum come about?
I, along with Korean War veteran Jerry Ellis, are co-founders of the museum. I am a civilian, but worked as a Department of Defense Police Officer on Camp Edwards. When I was there most of the World War II buildings were still standing, many were in near ruins. I used to wonder what went on here. This curiosity led to a bit of knowledge and the information was the impetus for the founding of the museum. The Cape museum originally was going to be given two barracks and six acres on Camp Edwards, which was an open base at the time in August of 2001. Then Sept. 11 occurred and the base shut down public access. The museum does not have a building of its own…yet!

What do you do in the meantime?
We put on displays in various historical societies on the Cape, most importantly, the Bourne Historical Society. They have been an umbrella organization for us and graciously store some of our collection.

What are the future plans?
We have been working on getting a building of our own but the ANYTHINGBUTORDINARYcost of a site plan has been prohibitive. We got our 501C3 status a couple of years ago. We are all volunteers. We were putting on displays and I did informational historical photo lectures on some of the military activities and units that have ties to the Cape. COVID 19 put the kibosh on that activity for a few years, but may have opened the door for CCMM. We now hope to go into a vacant store in a shopping center. We recently have been offered a Vietnam era landing craft; the hope is to raise funds to purchase, restore, and at the 80th anniversary of D-Day, land re-enactors on a Cape beach.

What are some unknown facts/stories regarding Cape Cod and the U.S. military?
During World War II, Cape Cod was home for the Engineer Amphibious Training Command, amphibious tactics were experimented with and perfected so that units that trained here landed in North Africa, Sicily, Italy, France and over 75 combat landing in the Pacific Theater of Operations. Camp Edwards was headquarters to the Anti-Aircraft Artillery Training Command, over 42 AAA Battalions trained on Camp Edwards and various ranges all over the Cape.

What’s the best part of your job?
My favorite part of my volunteer job is educating the public on the wondrous happening that occurred on peaceful, quaint Cape Cod.

Do you have an interesting occupation or unique business? Contact carol@capeplymouthbusiness.com to be considered for this feature.


Bourette Named To Elite IRA Advisor Group

Jane Bourette, owner of Coast to Coast Financial Planning, LLC has been accepted as a member of Ed Slott’s Elite IRA Advisor Group℠, an exclusive membership group dedicated to the mastery of advanced retirement account and tax planning laws and strategies.

Ed Slott and Company, LLC is the nation’s leading provider of technical IRA education for financial advisors, CPAs and attorneys who are dedicated to the mastery of advanced retirement account and tax planning laws and strategies.

Members of Ed Slott’s Elite IRA Advisor Group℠ train with Slott and his team of IRA experts on a continuous basis. These advisors pass regular background checks, complete requisite training, attend semiannual workshops, webinars and complete mandatory exams. They are notified of changes to the tax code and updates on retirement planning, so clients can be sure their retirement dollars are safe from unnecessary taxes and fees. Members have access to Ed Slott’s team of experts.

Coast to Coast Financial Planning LLC was founded in 2012 by Bourette to address the growing needs for retirement income, long term care and estate financial planning. Coast to Coast has offices in Chatham and on Nantucket, led by a team of professionals that includes investment advisors, estate attorneys, BouretteCPAs and more.

For more information, contact Coast to Coast Financial Planning at 508-945-7500 or visit www.CtoCFP.com

JWT & Associates Opens For Business

JWT & Associates in South Yarmouth has announced the opening of its fundraising consulting partnership with a focus in raising money for organizations locally and nationally.

Seasoned fundraisers Sally Bickford and John Terrio founded the company earlier this year.

Bickford is a graduate of Barnard College and her skills lie in fund- raising, community building and organizational development. She is a certified life, leadership and human potential coach.

Terrio graduated from University of Maine Business School and has more than 30 years of experience consulting with some of the country’s largest nonprofit and for-profit organizations, especially in advising CEOs, executive directors and boards into taking the right path for their donor bases. He also serves as a selectman for the town of Dennis.

JWT’s objective is to collaborate with mission-driven nonprofit organizations by focusing on increasing donors, fine-tuning organizations and visioning the future. JWT conducts coaching for colleagues and boards and works with their clients to identify a strategic plan for a successful future.

For more information visit www.jwtfundraising.com or email info@jwtfundraising.com.

AMR Announcing Personal Finance Mentoring

Asset Management Resources, LLC (AMR) has announced a new program to help individuals learn about the basics of personal finance.

The Something More Mentoring program provides a personal financial coach, who leads participants through a 12-month financial education and mentoring process, providing them positive reinforcement along the way. The program is intended to empower individuals to take the steps needed to reach their personal financial goals and learn how to handle finances responsibly.

Jeff Perry, J.D., an Investment Advisor Representative at AMR, manages the Something More Mentoring program.

The program includes 12 educational video lessons, each one followed by a personal mentoring session. Prior to starting the program, the coach works with each participant to develop a personalized educational plan that meets their individual needs. The 12 lessons focus on everything from goal setting, to banking and cash flow, debt and credit, insurance, emergency funds, career goals, investing, retirement planning, and estate plan needs.

For more information visit https://amrfinancial.com/services/something- more-mentoring/, or call AMR at 866-771-8901.

Borowick Named 2022 Immigrant Entrepreneur

Cape Codder Jitka Borowick was among four Massachusetts residents honored with 2022 Barry M. Portnoy Immigrant Entrepreneur Awards. The awards, given by The Immigrant Learning Center, recognize the contributions of immigrant entrepreneurs to the Commonwealth. Borowick is an immigrant from the Czech Republic and the recipient of the 2022 Award for Neighborhood Business.

Borowick is the founder and CEO of yoga and wellness studio Nové Yoga in West Dennis and award-winning eco-friendly cleaning business Cleangreen in Barnstable. Started in 2008 as a one-person enterprise, Cleangreen currently employs 18 people on a year-round basis. In August 2020, Borowick launched Nové Yoga to share her commitment to healthy living. She has received many accolades for her leadership, business acumen and commitment to Cape Cod, including being honored as 2016 Small Business Owner of the Year from Cape Cod SCORE and 2018 Alumna of the Year from Cape Cod Community College.

Other winners included Roger Magalhaes, an immigrant from Brazil and the recipient of the 2022 Award for Business Growth; Avak Kahvejian, an immigrant from Canada, was the recipient of the 2022 Award for Life Science Business; and Ling Chai Maginn is an immigrant from China and the recipient of the 2022 Award for High-Tech Business.

BayCoast Bank Opens New Branch

BayCoast Bank has opened its latest Fall River branch at 20 Turner St., at the new River’s Edge Residences overlooking the city’s waterfront.

This new, full-service banking location includes one walk-up and two drive-up ITMs. ITMs offer customers the convenience of speaking with a personal banker during and beyond regular business hours. ITMs also function as ATMs 24/7.

The new River’s Edge branch also offers a night depository, Medallion and Notary services by appointment and instant issue debit/ATM cards. A self-service coin machine for the lobby is coming soon.

Quintero-Schulz Named Executive Director At Mashpee Chamber

The Mashpee Chamber of Commerce Board of Directors has hired Julie Quintero-Schulz, who has served on the board for three years, as Executive Director.

Prior to joining the Mashpee Chamber, Quintero-Schulz was vice president of Member Services Community-Development at The Cape Cod Chamber of Commerce. Her other work experience includes as CEO for The Confer Group, vice president of Sales and Marketing at MIDMRKT, Assistant Town Administrator for the Town of Harwich, Deputy Chief of Staff for the Massachusetts Department of Transportation Highway Division, and a Senior Policy Analyst for former New York City Mayor Michael R. Bloomberg.

She is a graduate of the University of Georgia and also holds a master’s degree in Public Administration from Suffolk University.

Foley Joins Vets Center

Barbara-Anne Foley of Sandwich has joined the Cape and Islands Veterans Outreach Center (CIVOC) in the newly established position of Outreach and Programs Manager.

In this role, Foley oversees the coordination and administration of components of the center’s programs, which include the food pantry, holistic therapies, financial planning, client transportation, work with incarcerated veterans, elder veteran outreach and employment workshops offered to veteran clients and their families. Her responsibilities also include planning, organizing, staffing, leading and controlling all program activities.

Foley previously was the Director of the Council on Aging for the Town of Harwich for 18 years.

Holick Joins Elevate Counseling Services Team

Elevate Counseling Services announces the addition of Gina Holick, MSW, to their professional team.

Holick joins the Elevate Counseling Services staff as a licensed track clinician, providing individual therapy for children, teens, and young adults. She is currently in Elevate’s Licensing Track Program for her LICSW, and she works from the Lakeville, Raynham, and Easton locations.

Her previous experience includes work at the Child Outpatient Program at Community Counseling of Bristol County, and with the Intensive Foster Care and Adoption Program at Justice Resource Institute.

Holick earned a master’s degree in Social Work from the University of New England, as well as a bachelor of arts degree in Psychology from Assumption College. Holick has specialized training in Child Behavioral Health Initiative, autism, Attention Deficit Disorder/Attention Deficit-Hyperactivity Disorder, trauma, Massachusetts Approaches to Partnership in Parenting training, permanency training, Face-It Training, risk management training/suicide prevention/self-injurious behaviors, and LGBTQ+.

Kavety Joins Elevate Counseling

Elevate Counseling Services has named Sangeetha Kavety, a Licensed Mental Health Counselor, to their professional team.

She will work from the practice’s Raynham location and see clients via telehealth. She specializes in working with children between ages 3 and 20, and treats clients for a variety of conditions including ADHD, bipolar disorders, depression, and anxiety.

Her experience includes in-home therapy with Children’s Behavioral Health Initiative at Northeast Family Services, and inpatient care as well.

Kavety earned a master’s degree from Lesley University in Clinical Mental Health Counseling and Expressive Therapies, specializing in music therapy. She also holds a master’s degree from Boston University in General Psychology and an undergraduate degree from Boston University in Psychology and Music.

United Way To Honor Olivers As 2022 ‘Visionaries’

Lisa and Richard Oliver of Cotuit are being recognized with the 2022 Cape and Islands United Way Visionary Award, honoring their long-standing commitment to the United Way and beyond.

The award will be presented at the Cape and Islands United Way annual fundraising gala, Best Night, on June 26 at the Pelham House in Dennis Port.

The Oliver family moved to the Cape five years ago when Lisa accepted the opportunity to lead The Cooperative Bank of Cape Cod, where she is now chair, president and CEO. Richard had a distinguished career in banking and is now retired.

August Napoli, president/CEO of the Greater Cleveland Area United Way, noted that the Olivers were leaders in terms of giving when they lived in Ohio. “It was remarkable and memorable,” he said.

“The visionary leadership they showed in Cleveland, Ohio, has been replicated in an equally impactful way here on the Cape,” said Mark Skala, president/CEO of the Cape and Islands United Way. “It truly is amazing what two people can accomplish when united. The list of nonprofits that have benefited from Richard and Lisa’s time, treasure and talent is inspiring. Our community is the beneficiary of their continued philanthropy.”

In addition to their decades-long support of the United Way, the Olivers have been involved in many nonprofits, serving on several boards while in Ohio and now on the Cape. Lisa serves on the boards of the Cape Cod Foundation and the Cape Cod Chamber of Commerce and as chair of the Cooperative Bank of Cape Cod Charitable Foundation Trust, which she established in 2018.

“We’re honored to receive such an award from the United Way,” said Lisa Oliver. “For us, giving back to our community is part of who we are. We believe in helping others, supporting our neighbors, and working together to make our community stronger.”

The Visionary Award was established to recognize individuals who “don’t see things as they are but what they could be.”

To learn more about Best Night, visit capeandislandsuw.org/bestnight

Bay Copy Honors Mutrie

Bay Copy Vice President of Sales Sharon Mutrie has announced her retirement, after 35 years with the company.

Mutrie began working for Bay Copy, based in Rockland, as a sales trainee.

“Sharon is a big part of the history of our company, having come to us when Bay Copy was only 15 years old,” said Bay Copy CEO Ray Belanger. “As sorry as we are to see her go, and we will miss her greatly, we wish her all the best in retirement and are profoundly grateful for her loyalty, contribution and friendship. She has been a tremendous partner through these years; and we all look forward to staying in touch in the months and years ahead.”

Mutrie was recognized by national trade industry magazine ENX in 2021 as a “Difference Maker,” an award bestowed upon industry leaders who excel at what they do.

“That’s a really appropriate description of Sharon’s career here,” Belanger said. “She has made a huge difference in the growth of Bay Copy and has been one of our greatest ambassadors both inside the company and outside in the community.”

He credited Mutrie with playing a key role in winning a five-year contract for Managed Print Services (MPS) with one of the state’s larger regional healthcare facilities. Mutrie oversaw the sale and the on-site installations of 500 units, which included rigid safety protocols because the work occurred during the COVID-19 outbreak.

“It’s been an honor to be a part of the Bay Copy team and work with so many great clients,” said Mutrie. “I am leaving an amazing team and I am confident they will continue on in the same great tradition.”

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HAC Sets $2 Million Goal For Housing Legacy Fund

When Housing Assistance Corporation turns 50 in 2024, it plans on celebrating by having raised $2 million for its Housing Legacy Fund.

Launched in 2018, the fund allows for Housing Assistance to respond to the long-term housing needs of the region. It also gives the agency the flexibility to respond quickly and efficiently to emergencies that may arise, such as a pandemic, a natural disaster or a government shutdown, which further strain the region’s ability to provide safe, stable housing for individuals and families at all income levels.

“We just lived through what could have been the biggest housing crisis of our lifetime. In one fell swoop, industries were shut down and many of our neighbors were rendered helpless with no income to pay their rent, even as we were all asked to shelter in place because of COVID-19. We quickly saw the link between housing, our healthcare system, and the economy,” said Housing Assistance CEO Alisa Magnotta. “At Housing Assistance, this solidified the importance of having a cash reserve in place. Had our donors and the government not stepped up to rescue renters, our streets would have been full with homeless individuals and families. As an agency, we are committed to ensuring we have the reserves in place to handle the next crisis.”

Since its inception, $1 million has been raised for the fund, which is managed by The Cape Cod Foundation.

Donors can support the Housing Legacy Fund through a tax-deductible contribution today or a planned gift, such as including Housing Assistance in their will. To learn more about the fund, which may be eligible for state tax credits, contact Chief Development Officer Anne Van Vleck at avanvleck@haconcapecod.org or 508-771-5400, ext. 228.

Cape Chamber Announces Team Changes

The Cape Cod Chamber of Com-merce has restructured its membership department to in-clude the promotion of Liz DiGirolamo to Director of Investor Relations and the appointment of Katy Acheson to the position of Business Development Manager.

DiGirolamo joined the Cape Cod Chamber in 2017 as Membership and Sales Manager, and was appointed as the Director of Investor Relations in March 2022. In her new role, DiGirolamo is responsible for leading the membership team in the acquisition and retention of chamber members and developing and enhancing relationships with existing investors and partners. She will also serve as second-in-command to the Chief of Staff on membership-related matters and serves as the president and CEO ’s direct representative to the membership on all membership and investor-related affairs.

In addition to her tenure at the Cape Cod Chamber, DiGirolamo serves on the board of directors for Love Live Local, a 501(c) nonprofit organization where she also co-chairs their marketing committee and is a member of their events committee. She also fundraises annually for Home Base, a Red Sox Foundation and Massachusetts General Hospital Program, dedicated to healing the invisible wounds for veterans of all eras, service members, military families and Families of the Fallen through world-class clinical care, wellness, education and research.

Prior to joining the Cape Cod Chamber, Acheson worked for the Mashpee Chamber of Commerce. She served as the Mashpee Chamber’s executive assistant from 2013 to April 2021, at which point she was appointed the chamber’s executive director. In her short tenure as director, she was chairperson of the Local Cape Chambers Collaborative (LC3), enrolled in the Community Leadership Institute class of 2022, and was named one of Cape & Plymouth Business Media’s 40 Under 40 in 2021.

In her new role as the Cape Cod Chamber’s Business Development Manager, Acheson will be responsible for all functions of the membership department including the recruitment of new members, retention of existing members as well as support local businesses in navigating local, state and federal resources, and assist the cChamber membership in their business growth.

Community Health Center Welcomes Dr. Lisa Adams

Community Health Center is expanding primary care in its Sandwich location and has added Dr. Lisa Adams to the Sandwich team.

Adams received a bachelor of arts degree in Neuroscience and Behavior from Vassar College and a Doctor of Medicine degree from the Pennsylvania State College of Medicine. She completed her residency at the Cook County-Loyola Family Medicine Residency Program in Chicago before moving to Cape Cod and working on CHC’s medical staff from 2015 to 2017.

Delaney, Savarese Assume Leadership Positions At Climate Collaborative

The Cape Cod Climate Change Collaborative, an environmental nonprofit devoted to addressing climate impacts in the Cape and Islands region, announced that Richard Delaney has been retained as part-time executive director and Dorothy Savarese elected president of the organization’s board of directors.

It also announced a new slate of officers including founding member Fran Schofield and Janet Williams as vice presidents, Maggie Phelan as treasurer and Elizabeth Wade as clerk.

Delaney founded the Climate Collaborative and has served as board president since 2016. Delaney is renowned for environmental work spanning 45 years, including 14 years as president and CEO of the Center for Coastal Studies in Provincetown where he continues to serve as part-time senior advisor and interim director of the Marine Policy Department.

Previously, Delaney founded the Urban Harbors Institute at the University of Massachusetts Boston; served as Assistant Secretary of Environmental Affairs in Massachusetts; and was National Chair of the Coastal States Organization in Washington D.C. Delaney has consulted to governments in more than 20 countries regarding climate change, coastal and ocean management, capacity building, institutional development, and public outreach, and participated in international conferences such as the Global Ocean Forum, Rio +20 events in Rio de Janeiro, Paris Climate Conference in 2016, and the 2021 UN Climate Change Conference of the Parties (COP26) in Glasgow, Scotland. Climate change impacts on coastal communities and oceans will be his major focus with the Climate Collaborative and augment his advisory work with the Center for Coastal Studies and Global Oceans Forum.

Savarese has been a director since 2018 and executive committee member since 2021. She is chair and CEO of Cape Cod 5, a community bank with 26 locations across Cape Cod, Nantucket, Martha’s Vineyard and Southeastern Massachusetts. During her 17 years at the helm, she has managed 550 employees, overseen growth of the bank’s assets to over $4.6B and led the institution to regional, state, and national prominence.

She was recently appointed by Governor Baker to the Commission on Clean Heat. Savarese is the former chair of the Massachusetts Bankers Association, the American Bankers Association and the Cape Cod Chamber of Commerce Board.

She was appointed by the Federal Reserve Board to serve as the president of its Community Depository Institutions Advisory Council for 2020 and 2021. She also served as CDIAC chair for the Federal Reserve Bank of Boston and was a member of the FDIC’s Advisory Committee on Community Banking.

Organizations Collaborate To Launch Lower Cape Housing Resource Center

The Community Development Partnership (CDP) and the Homeless Prevention Council (HPC) announce the launch of the Lower Cape Housing and Accessory Dwelling Unit Resource Center.

The resource center will offer:

  • Financial incentives, technical assistance, and other resources to eligible homeowners interested in building an ADU, also known as an in-law suite, basement, apartment, etc.
  • Housing Stability Fund for residents who are not otherwise eligible for housing support and are at greatest risk of becoming homeless. • Resident services to landlords and tenants to promote positive tenancy and long-term rental success.
  • Online resource library and community training. Local residents and homeowners are encouraged to visit www.lowercapehousing.org and learn more about this initiative and programs.

Local residents and homeowners are encouraged to visit www.lowercapehousing.org and learn more about this initiative and programs.

Upcoming Events

The Mashpee Chamber of Commerce will hold its first in-person annual meeting since 2019 on Wednesday, May 18, from 5:30 to 7:30 p.m. at The Club at New Seabury.

The community is invited to celebrate the past year at this cocktail party and networking event. The chamber will also hold its annual elections, share updates and honor members of the Mashpee community.

The chamber will present the annual Citizen of the Year award, which recognizes a Mashpee businessperson who went above and beyond this past year in their daily work to make a lasting impact on the community.

In addition, the chamber has introduced a new category – The Unsung Heroes Award,“ to thank essential workers who worked during the COVID-19 pandemic.”

“With the Mashpee Unsung Heroes awards, we would like to honor and recognize individuals who are considered ‘essential’ and work to take care of the public’s needs,” says Mashpee Chamber Board President Linda Steele.

To sign-up to attend the annual meeting, register online at: https://www.eventbrite.com/o/mashpee-chamber-of-commerce-33737354845

Raffle tickets for the annual Habitat for Humanity of Cape Cod’s “Shed for Homes Raffle” fundraiser are now on sale at Mashpee Commons.

Proceeds fund the nonprofit organization’s mission to partner with local families to create affordable home ownership.

The 8-by-10-foot shed, valued at $4,000 and built by students at Cape Cod Regional Technical High School, is on display at Mashpee Commons in the plaza near Siena restaurant. The winner of the shed will be drawn on Saturday, May 28.

Cost for raffle tickets is $5 for one, $20 for five and $40 for 15. The shed will be delivered to the winner, free of charge, anywhere on Cape Cod, if the property is safe and accessible.

Raffle tickets are available at the Mashpee Commons shed display, Habitat for Humanity Cape Cod’s ReStore locations in Falmouth and Yarmouth and online at www.habitatcapecod.org.

FORWARD (Friends or Relatives With Autism and Related Disabilities) has announced a special fundraiser to support its efforts to build supportive, affordable homes for Cape Codders with autism and related disabilities.

On May 21, all proceeds from a special event, Battle of the Whiskeys — Japanese vs. Scotch Whiskey, will go to FORWARD. The event will be an in-person curated tasting and reception on May 21, from 3 to 5 p.m. at Kappy’s Fine Wine & Spirits in Hyannis. Tickets include the tasting, sushi and other appetizers, and a silent auction.

The tasting includes two Japanese whiskeys – Hatozaki Finest Japanese and Hatozaki small batch and four Scotch whiskeys – Casteal Chamuis , Casteal Chamuis 12-year-old, Torabhaig Allt Gleann single malt and Mossburn cask strength. The silent auction includes two sets of two Red Sox tickets for the Aug. 25 game against division rival Toronto Blue Jays, a Scotch whiskey accessory basket, breakfast or lunch for two at Cafe Chew, a bottle of fine Scotch, and gift cards for Kate’s Seafood and Ice Cream.

Road to Responsibility, the nonprofit organization supporting individuals with intellectual and developmental disabilities, will host its 34th Annual “Better Together” Gala on Thursday, Sept. 15, starting at 6 p.m. at Granite Links Golf Club in Quincy. Tickets are on sale beginning in May.

This year’s annual mission-driven event will be attended by more than 250 business and civic leaders, community members, and friends and supporters of RTR. It will feature live music from the Evan Goodrow Band, a champagne wall sponsored by Hingham Jewelers, a Plinko-inspired game, a mobile bidding auction, and dinner, which will wrap with a dessert buffet, coffee and dancing. A special program highlighting and celebrating the progress and change Road to Responsibility has made for individuals in the local community will also be featured.

This gala theme – “Better Together” – is a spin on previous years’ theme of “Making Lives Better,” combined with an acknowledgement of being back in person together for the first time in three years.

RTR is partnering with many local vendors and businesses as a way to make this year’s gala extra special and to recognize regional commerce for their support over the decades.

Sponsorship opportunities are now available. Contact Erin Cohen at ECohen@rtrinc.org for more information or visit roadtoresponsibility.org/34thannualgala/.

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By Marc Goldberg

Many small business owners feel lucky to have someone to fill the spots they need in order to open their small business and stay open for the season without having to work every shift from dawn to dusk themselves. However, selectivity is still important.

The people you hire are your brand. They represent who you are and what you stand for. They are the ones you are depending on to offer the standard of care that will keep them coming back. They are the ones that will be responsible for creating the great experiences shopping at your location that will create a referral or reference or just a great comment on Yelp or Tripadvisor. How do you know? Sometimes it isn’t until the newbies are on the job that you find out how they will perform, but by asking good questions and tying the interview to job requirements can get a positive impression of their potential for success on the job.

Your interview process and probes will largely be determined by the position you are seeking to fill. For someone working in a retail shop, the depth of questioning might be more than for a landscaper or material handler. The amount of customer facing time will be a big determinant, which means that the tenor of the probes will be different. In today’s environment flexibility will be of critical importance.

In addition to basic questions such as why the candidate is interested in the job and why they feel they are qualified for the job, related experience, when are they available to work, schedule flexibility, ability to work as part of a team and references, here are a few more probing questions to ask a job candidate:

What makes you the most qualified candidate for this job?

This is a good question since it gives the applicant an opportunity to expand on their qualifications, experiences and qualities that make them best suited for the job. They can focus on elements that might not be on their application or resume, if they have one.

How do your friends and family describe you in three words?

This question gives the applicant the best chance to define the attributes they can bring to your business. If they know anything about your business, they can frame their best qualities to mirror what connection to the buying community. Also, this gives you an opportunity to assess the personality of the individual and judge their work ethic. When you think about past summer or part-time jobs, what makes you proudest of your work? This is a great question to open up a conversation of strengths without interrogating the candidate. It is asking for them to tell a story which eases tensions that often occur in a job interview.

How do you feel you can improve our company?

By asking this you are again looking for them to tell you about their strengths and how they can play a part in making your business a success, creating a great customer experience or enhancing your customer service. It also tells you a little about how much they know about your business.

Tell me about a customer experience that went awry and how you handled it.

One of the keys to an effective workforce is how they handle your customers. By asking the candidate about a negative experience they turned into a positive one, you can see how they think, what their customer service values are and how they think on their feet.

“ The people you hire are your brand. They represent who you are and what you stand for. They are the ones you are depending on to offer the standard of care that will keep them coming back. ”

Tell me what you really liked and really disliked about past jobs – summer or part-time.

By asking this you can see what experiences they had, where their interests gravitate and how they will engage in the work in your enterprise.

How would past employers describe you?

By asking this type of question, you can do some probing about past employer/employee relationships. Also you can see what their perception of themselves as employees is to see how it compares to reference checks. You realize all you may get from a past employer is that John or Jane worked for me in 2019.

What was the most significant challenge you had to overcome in your last summer/part-time job?

Without asking the candidate about their weaknesses, you can take a peek of what they think they had difficulty in overcoming therefore uncovering perceived weaknesses. Getting to work on time, meeting and greeting people they didn’t know, taking inventory. All these statements are clues to issues that you might encounter with this employee.

Marc L. Goldberg is a Certified Mentor at SCORE Cape Cod and the Islands. For free and confidential mentoring, contact SCORE Cape Cod and the Islands, www.capecod.score.org, capecodscore@verizon.net, 508/775-4884. 123RTF.COM/VARIJA

Marc Goldberg

By Krista Manna

As business owners look to return to a more in-person work environment as COVID numbers once again tick downward, the returning workforce will have different expectations and different concerns than might have been vocalized in 2020 before this pandemic descended upon us.

It’s not surprising to consider that employees will have a range of concerns about returning to an in-office environment. And employers will do well to be sensitive to and supportive of these concerns.

Neurodiversity is an issue which should be of top concern to employers as they welcome their teams back into the office setting. Statistics point to one out of every seven people having some level of neurodiversity, and many who do have the condition have not been diagnosed. The chances are that in any office with 10 or more employees, at least one person will be neurodiverse – and this individual may not even be aware of his/her condition.

Neurodiversity is a term which includes individuals with ADHD, Autism, Dyspraxia, Dyslexia, Dysgraphia, and Tourette’s Syndrome. These descriptive labels help explain the diverse ways in which people think, learn, process and behave.

ADHD and dyslexia are two types of neurodiversity which are fairly prevalent in the workforce. And it is in everyone’s best interest – employers and employees – to have workplaces that are neurodiverse-friendly.

In general, neurodiverse individuals are good at patterns, problem solving and often with verbal communication. For the dyslexic workforce, they may have problems with reading the printed word, and in processing information in their short term memories. In laying out or redesigning an office, a space with lots of background noise would be distracting. This type of employee needs space that is quieter and has a scaled back look (i.e., not a busy pattern or design of wallpaper). Designs should include simple patterned or geometric surfaces.

The ADHD worker often lacks the ability to control impulses and attention and may appear to be “fidgeting” in the workforce. That said, these individuals can be hyperfocused under the right conditions. They can be resilient and work well under pressure. These traits in neurodiverse employees can help a business be much more efficient.

HP has been a leader in hiring the neurodiverse, citing some impressive results of neurodiverse individuals being up to 30 percent more efficient. HP, in fact, has a program in place for hiring neurodiverse individuals who are on the spectrum.

The Harvard Business Review in an 2017 article addressed the competitive advantage that hiring neurodiverse workers can provide.

What should employers keep in mind to accommodate this important segment of the population?

capeplymouthbusiness.com | May 2022 | Cape & Plymouth Business Media 21 2696A Cranberry HwyWareham, MA 02571 (508) 295-7336 · www.ssgen.comPOWER THROUGH A CRISIS.Even though our lives have been interrupted, a power outage doesn’t need to cause any more interruptions.Power through life with our generators. In workspace design, it’s worth keeping in mind that intermittent, unpredictable noise can often be the number one concern. The ways to compensate for this distraction can include adding acoustic sound dampening, providing individualized offices (including the so-called “phone booth” options for someone who needs to be alone in a more isolated setting from time to time), and setting policies to limit communications tools to avoid digital distractions.

To address sensory cues, individualized controls on lighting and air flow can help – as can building out spaces to accommodate the differences in work requirements. Some neurodiverse individuals may require sensory stimulation such as break-out areas, whereas others do not. A design that accommodates both is a good bet.

“Neurodiversity includes individuals with ADHD, Autism, Dyspraxia, Dyslexia, Dysgraphia, and Tourette’s Syndrome.”

Workplace design should also take into account that neurodiverse individuals thrive on repetition, predictability and require clear boundaries to feel safe. Overall, the space layout must make sense. There should be clear lines of sight, clear and repetitive signage, and use of appropriate and varying light levels to help direct wayfinding.

The use of color in design is important too. The color red can be a stimulator which can energize. Green, by contrast, evokes feelings of tranquility and can help reduce stress. Yellow is associated with positive and creating thinking and can be an energizing factor. The proper selection of color can have a positive impact in creating an optimal workspace.

It’s important to remember that the neurodiverse community is not monolithic in its needs. Some may need background noise to function efficiently, whereas others prefer a quieter environment. This need not be a builder’s “nightmare,” because of such items as sound cancelling headphones. For businesses and retail environments, working hand in hand with the HR team is a good way forward. In general, designers of office space should be able to create a variety of spaces to accommodate a variety of individual working styles. In addition to the “phone booth” or individualized rooms, having a collaboration room where the team can come together for meetings in person and still have the quiet space needed at other times.

There are many considerations that go into designing office space: ergonomics and ADA considerations for example. These of course still apply. When it comes to accommodating the needs of neurodiverse individuals, the design issues are more nuanced, but still every bit as important. At a time when there is still some anxiety over returning to an in-person workforce, and at a time when there is competition to attract and retain the best workers, being neurodiverse-accommodating is not only the right thing to do; it makes good business sense as well.



Big Brothers Big Sisters of Cape Cod & the Islands
684 Main Street, Suite #3
Hyannis, MA 02601
@capebigs Facebook, Instagram

Total number of employees: 8
Annual revenues: $760,142
Year established: 1974

The mission of Big Brothers Big Sisters of Cape Cod & the Islands is to partner with under-resourced families to provide their children with transformational, one-to-one professionally-supported relationships with caring adult mentors, so that their children will thrive.

Geographic Area
Cape Cod, Martha’s Vineyard, Wareham & Plymouth

64% Individual Donors
22% Foundations/Grants
12% Corporate & Foundations
2% Town & Government


JR Mell

Christa Danilowicz

Community Connections
c/o First Citizens’ Federal Credit Union
200 Mill Road, Suite 100, Fairhaven, MA 02719 · (508) 979-4707

Total number of employees: 6
Year established: 2014

Geographic Area
All towns across Cape Cod

Mission Statement
The Cape Cod Museum Trail sponsored by First Citizens’ Federal Credit Union is both a physical journey, and digital initiative that provides history-related prism into Cape Cod life and culture. The mission of the Cape Cod Museum Trail is to support and promote the image, wellbeing and financial health of Cape Cod Museums, Cultural Centers and Art Exhibitions by creating opportunities for networking, collaboration and educational programs in Barnstable, Plymouth, Bristol, Nantucket, Norfolk and Dukes County in the State of Massachusetts.

Volunteer Opportunities
Each museum offers unique volunteering opportunities and they are always looking for enthusiastic volunteers to participate. As a volunteer, you play a major role in sustaining the Museums’ mission and goals by simply donating your time. For more information and volunteer opportunities please email info@capecodmuseumtrail.com.

Giving Opportunities
Become a museum member

  • Advertise on www.capecodmuseumtrail.com
  • Like our Facebook page and sign up for
    our monthly email newsletter
  • Become a sponsor
  • Buy tickets and visit a museum


Mary Taylor

Gosnold, Inc
200 Ter Heun Drive
Falmouth, Ma 02540
800.444.1554 | www.gosnold.org

Total number of employees: 450
Year Established: 1972

Gosnold’s mission is to excel in addiction and mental health treatment, to serve individuals and families affected by these illnesses, and to promote lasting recovery.

Service Area
Cape Cod, The Islands, and all of Massachusetts and New England.

Who We Are
Gosnold is a nationally accredited non-profit leader in the prevention, treatment and recovery of mental health and substance use disorders.

What We Do
Gosnold offers a full, end-to-end continuum of care for behavioral health and substance use disorders offering a wide range of treatment.

Why Gosnold
Highly regarded for innovation, we offer a comprehensive patient centered continuum of care tailored to fit the needs of each individual.


Richard Curcuru MSW, LICSW

Allie Anderson MSW, LICSW

Board of Directors
Donald Quenneville – CHAIRMAN
Charles Reidy, Esq. – VICE CHAIRMAN
Richard Curcuru – PRESIDENT
John Schulte – TREASURER
Robert Korwatch – SECRETARY
Elizabeth Andreev
John Cook
Thomas Mundy, MD
Rachel Newton

item 27
item 26

Feature Story

By Bill O’Neill

Any good drama film has an obstacle, some people brave enough to take it on, and a crowd-pleasing finale.

That’s the story, in short, of Moonrise Cinemas in Plymouth, although Andrew Hoag, general manager and co-owner of Moonrise Cinemas, hopes that the story has really just begun for the outdoor venue that hosts drive-in movies, live music and special events.

Time for a flashback.

Hoag and his business partner, Tito Ladd, worked producing special events until COVID hit the U.S.

“We had a year’s worth of bookings that just evaporated into thin air,” Hoag said. Adjusting on the fly, they spent the summer of 2020 taking a mobile movie screen to fairgrounds to create a temporary drive-in movie theater. “It was an in-person event that worked well with social distancing,” he said.

They put down roots for Moonrise Cinemas in 2021, when they found a spot on Court Street, not far south of the Kingston town line, adjacent to a former grocery store. In addition to the movies, Moonrise Cinemas has a kitchen and bar, with beer and wine and cocktails. There’s plenty of room for outdoor yard games to occupy young ones before the movie.

“The first year was great, and as with any new business we learned a lot,” he said. “It was fun to see the community rally around drive-in movies again.

“My partner and I both have young kids, so, we sympathize with that problem of where do you go as a family? A place like a jump house or a trampoline park or a playground is designed and geared specifically toward kids. If you go to a restaurant, that is an adult experience and you’re hoping your kids will behave and not go crazy. Families need somewhere to go together.”

Moonrise started as an outdoor theater, but Hoag hopes to see it become a community gathering place in 2022, with concerts, live theater and other events. “Our tagline is that Moonrise is much more than just movies. The way we think about it is that everyone within a 30 or 40 mile radius of us is a customer. They just may not realize it yet.”

Customers can reserve space for small-group gatherings before a movie, like a birthday party for children or adults or graduation celebrations. It’s also possible to rent the entire two-acre venue for a larger event, like a wedding. Last year, Moonrise hosted a fundraiser for Habitat for Humanity of Greater Plymouth, the kind of event that traditionally would have happened in a hotel ballroom.

Moonrise provides “a turnkey experience” for parties of whatever size, he said. “Just show up and we take care of the rest.” The 2022 season started in April and will run through early December.

Hoag and Ladd have no strict division of labor. “We’re super hands-on and involved day to day in everything that happens,” Hoag said. “We wear a lot of hats. In a single day we’re doing it all. We have a great staff and they’re awesome at what they do, but he and I are really sort of divide and conquer where we need to. Sometimes that means doing the books and paying bills, and other times that means we’re bartending and cooking food and collecting trash, and all the things that have to be done to run a public venue.”

Hoag pointed out that for the Moonrise partners, COVID was a challenge that became an opportunity. “We gave the community a thing to do where they could stay safe and do something with other people when a lot of other experiences were delayed or closed,” he said. “Now we’re comfortable growing sustainably and slowly over time.”

He’s particularly proud of the options for concertgoers. “There’s seating and there’s a big open dance floor area. We have cocktail tables and a picnic seating area. There’s a hillside area with grass that’s really nice to put out a blanket and hang, and then there’s an area for cars, which is great for a tailgate-style experience. If you had five groups of people come to the same show, they could all have a completely different experience.”

Like anyone in the movie business, Andrew Hoag likes a little suspense now and then.

“It’s a little bit of a cliffhanger, but there are some big concerts and other big events coming up that we’re not quite ready to talk about yet,” he said.

Maybe that’s the sequel.

StewarthalfJune21 2 page 001 1
Conn Kavanaugh 1


May22 cover story

The signs are everywhere you go: “Help Wanted.”

No industry has been spared from the post-pandemic labor shortage and employers have had to get creative to attract candidates to fill year-round and seasonal positions. According to Bureau of Labor Statistics data, there are over 85,000 workers not participating in the labor market compared to pre-pandemic levels. Meanwhile, employers’ need for workers has continued to increase, with unfilled job postings up 20 percent compared to pre-pandemic levels and approximately 200,000 open jobs available across the Commonwealth.

“This summer has added challenges to employers, not only with seasonal but year-round hiring of staff,” confirms Marty Bruemmel, President/CEO of the Greater Hyannis Chamber of Commerce. “Besides finding employees, housing has become a critical element.

The cost of housing (if you can find housing) alone has just added another curveball to the post-pandemic world.”

Some good news for the Cape is the announced increase in H-2B visas to 35,000, added Bruemmel. “The added benefit of this is having those returning workers coming back with prior experience, thus reducing the time needed to train. But the key component to this is housing.”

The J-1 cultural exchange program, for example, brings students from abroad to work temporarily in the U.S., was severely curtailed during the pandemic.

“We are excited to announce a return of J-1program participant applications matching pre-pandemic numbers,” said Meave Treacy, Work & Travel USA Regional Manager at InterExchange.

“These past two summers were trying for host employers looking to hire for available positions that Americans were unable to fill. The participants’ imminent arrival to the area and their enthusiasm for the program this year is palpable and reflected in the number of exchange visitors participating this summer season.”

Cape Cod Chamber of Commerce’s Noelle Pina echoes Bruemmel’s concerns about the lack of housing impacting hiring.

“We’ve heard that as much as 20 percent of the foreign workforce don’t stay for the season as they can’t find a place to stay,” said Pina, who serves as Chief of Staff to chamber CEO Paul Niedzwiecki. “We strongly encourage our residents on Cape Cod who have room to consider telling their favorite restaurant or hotelier that they have an extra room to rent. That is a great way to help our economy and business community.”

The lack of early childhood education and childcare is another big reason why many who can work don’t, Pina adds. “Any investments made at the town level to fund early childhood education in direct payments to licensed providers or to take a larger leap and create their own programs will make a big difference in this tight labor market.”

Cape Cod Healthcare, the Cape’s largest employer with 4,900 employees, isn’t too far off from its pre-pandemic level (5,300) of employment, but needs still exist. Incentives and cooperative relationships with educational institutions are among the strategies CCHC is using to attract employees. Like many seasonal businesses, Cape Cod Healthcare also needs more staff to cover the medical needs created during summer, with the onslaught of visitors.

“We have 450 positions open currently, across the board,” said Michelle Skarbek, Vice President of Human Resources. “There was an existing nursing shortage prior to COVID, which has been exacerbated due to the pandemic and we also had some nurses who retired during the pandemic or moved on to pursue other opportunities.”

Cape Cod Healthcare includes hospitals in Hyannis and Falmouth, JML, Heritage at Falmouth, Visiting Nurse Association of Cape Cod, Medical Affiliates of Cape Cod and Lab Services. The company has had a relationship for years with agencies who recruit “traveling nurses,” but the lack of housing and housing costs continues to be a barrier for those nurses.

Incentives in place include an RN residency program throughCape Cod Community College, a phlebotomy program between the hospital workers’ union and Upper Cape Cod Regional Technical High School. All CCHC employees are eligible to receive up to a $3,000 bonus for referring a successful hire for priority positions, including RNs and LPNs. Cape Cod Healthcare also offers flexible working schedules, depending on the department, and a weekend program for RNs, where a nurse signs on to work 24 hours on the weekend, but is paid for 36 hours with full benefits.

The company posts job openings on Indeed, LinkedIn and Glassdoor and will be attending in-person job fairs again this year. Sign-on bonuses are another strategy.

“We offer outstanding benefits packages, flexible schedules and continue to enhance our offerings while adjusting to this new labor market,” says Skarbek.

Workforce shortage issues are unfortunately nothing new to human services providers, such as Road to Responsibility of Marshfield, which offers residential, work/employment, day habilitation and other day supports to individuals with intellectual and developmental disabilities throughout southern Massachusetts.

“The primary issue is money. Companies like Road To Responsibility can’t compete in this market without significant increases to the rates the state uses to purchase services,” says Christopher White, CEO. “Using one-time monies (primarily a PPP loan) we have increased our starting pay to $17/hr. and have added recruitment and retention bonuses of $2,500. However, our state contracts will only support an entry level wage from $15 to $16.79 an hour. While our efforts have helped to stabilize us, they haven’t significantly decreased the number of vacancies (we still have more than 27 percent of our positions vacant). This is happening across the field (children, mental health, developmental disabilities and elder services).”

The labor shortage has created opportunities for workers over 50 and retirees, an often overlooked group of workers.

Modern medicine and more mature people taking extra loving care of themselves, has allowed many, who are physically and mentally fit, to work way beyond the traditional retirement age of 65 years old,” says author and consultant Martha Fields (“The Okinawa in Me: Finally Finding My IKIGAI”). “This is great news as there are seasoned individuals who are still ready, willing, and able to work for you. There is a caveat. Many may not want the grind of a full-time job, but they may want to stay connected to the world of work as a 1099 consultant, seasonal worker, or part of a temporary pool that can be used to supplement your staffing as needed and allow them to still enjoy their retirement.”

Fields says some employers have become extremely creative by offering retirees an option to become part of an internal temporary worker pool. Individuals opting for that opportunity can be called in to do work on a project, per diem, or monthly retainer basis.

“Some organizations employing this tactic have discovered that some mature retirees have found that after a year or two of obtaining their retirement goals of playing golf daily, traveling to all of their dream vacation spots, they realize that they still don’t want full-time employment,” she adds. “Some, however, are craving some job-related mental stimulation and social interaction and are open to considering a consulting, part-time, or temporary gig.”

Fields suggests businesses find retirees who may want to work through outreach recruitment efforts at Senior Citizen Centers, assisted-living and retirement homes, and other social, civic, and religious organizations in communities that are frequented by mature individuals.

Another source for small businesses is the Massachusetts Small Business Development Center, which provides free, confidential, one-to-one business assistance and free or low-cost educational training programs to prospective and existing small businesses throughout the Commonwealth. Areas of assistance include: business plan development, preventure feasibility, cash flow analysis, personnel and organizational issues, conventional and non-conventional financing, marketing, international trade, SBIR and government procurement.

While echoing others’ lament about the regional housing shortage, MSBDC Senior Business Advisor and Regional Coordinator Clifford Robbins has some advice for employers.

“My advice to many of my clients is to seek employees from off Cape: New Bedford and Plymouth in particular,” Robbins suggests. “It’s only an hour (or less) away. But even then it’s a struggle. I have one client who closed his store because his $15/hour employees wouldn’t return [even] for $20/hour. So, I preach paying close attention to retention, lest they get into an even worse problem of not being able to meet the current customer’s needs.”

Recruiting, Hiring Tips

1. Focus on flexibility where you can
There’s no doubt that the pandemic has changed the way people think about work-life balance. Businesses that offer flexible work environments, such as the hybrid work model, are trendy right now. Businesses that aren’t compatible with hybrid work models can find other creative ways to offer flexibility: job sharing, rethinking work assignments, different hours, etc.

2. Incentives, benefits and perks
For various reasons, an increasing number of people are currently reluctant to return to or remain in the workforce, which means that businesses of all sizes are competing to offer the most enticing jobs to potential and current employees. Many companies boost wages or offer signing bonuses, but there are other less obvious strategies to incentivize employees to work for your business, such as:
· Performance bonuses
· Professional development opportunities
· Competitive benefits packages
· 401k matching and retirement plans
· Mental health, wellness and public health initiatives
· Meaningful trainings

3. Treasure hunt for top talent
To find and score top talent for your business, you likely lean on an HR specialist, either internally or your HR consultant. Right now is an excellent time for HR pros to hunt for talent outside of their usual spheres — and also where others in your industry may not be searching. Doing this might look like utilizing different technologies, but it could also mean re-evaluating job descriptions and qualifications. Can you adjust anywhere to bring in a fresh perspective or someone with transferable skills?

4. Consider your company’s culture
Creating a safe, welcoming and inclusive workplace culture is one of the top ways businesses can find, hire and keep employees. The younger generations in the workforce tend to work for businesses that most closely align with their values. There is an emphasis on diversity, equity and inclusion efforts across the board, as well as employee engagement efforts and perks that go beyond flex Fridays or happy hours.


2022 May Mid cape

Business Toolbox

By Kathleen R. O’Toole and Catherine M. DiVita

On April 4, 2022, the Massachusetts Supreme Judicial Court (“SJC”) dispelled the notion that employers can avoid triple liability for late payment of wages under the Massachusetts Wage Act, M.G.L. c. 149, § 148 (“Wage Act”), by paying the wages before suit is filed. For nearly 20 years, employers relied on case law establishing that, so long as the wages are paid presuit, the employer need only pay the single amount to remedy the situation. Now, the late payment of wages automatically results in triple liability, even if the mistake is promptly corrected before a claim is made. This drastic change adds even more “bite” to the already strict Wage Act.

Quick Recap of the Wage Act
As many Massachusetts employers already know, under the Wage Act, employees working five or six days in a week must be paid within six days of the end of the pay period in which their wages were earned. Employees working seven days in a week must be paid within seven days of the end of the pay period in which their wages were earned. Employees who are terminated must be paid all wages earned on the day of the termination. Employees who leave their employment must be paid all wages they earned on the next regular payday. Employers are “strictly” liable for violations of the Wage Act, meaning that the employer’s intent (or lack thereof) is not a defense.

The Case
Reuter v. City of Methuen involved the termination of a custodian by the city of Methuen. The city did not pay the plaintiff her accrued unused vacation time on the day of her termination, which is considered “wages” under the Wage Act. The city paid the vacation time 21 days late, before the plaintiff filed a claim. Thereafter, the plaintiff sent a letter claiming that she was owed triple the amount of her vacation pay because it was late under the Wage Act. The plaintiff eventually filed suit. The trial court held that the plaintiff was only owed the single amount of her vacation pay (plus interest, attorney’s fees, and other damages under the Wage Act). On appeal, the SJC reversed, holding that the plaintiff was entitled to triple the amount of her vacation pay, even though she received it before filing suit (in addition to interest, attorney’s fees, and other damages under the Wage Act). In doing so, the SJC overruled a 2003 case indicating that interest is the only measure of damages when wages are paid late, but pre-suit, under the Wage Act. That interpretation was deemed “incorrect.”

What This Means For Employers
Employers now have even more reason to fear the Wage Act and ensure that all terminated employees are paid on the day of termination (and all employees who voluntarily leave are paid on the next regular pay day). Often, as the SJC acknowledged, it is difficult for employers to calculate final payments and issue checks by the day of a termination, especially if the termination is quick or unexpected. Employers need to be proactive and prepare for terminations well in advance. Consider suspending an employee instead of terminating them to give payroll time to double-check the final payment amount. Ensure that payments are actually received on the day of the termination, not just mailed out. This can be tricky in an increasingly remote world, where Massachusetts employees may be physically far away from the employer’s epicenter. Overall, employers should ensure that HR personnel, in particular those individuals charged with processing paperwork for employees who are being terminated, are properly trained and are fully apprised of the legal requirements imposed on employers upon termination of employment. Although employers may be busy with return-to-office plans right now, it may be useful to review prior late payments of wages, at least in the past three years (the statute of limitations under the Wage Act). The retroactivity of the Reuter case has not yet been determined. An audit may give management a sense of whether any claims for triple wages may be forthcoming, and the potential exposure for such claims.

“For nearly 20 years employers relied on case law establishing that, so long as the wages are paid pre-suit, the employer need only pay the single amount to remedy the situation.”

Danl Webster Inn

Human Resources

By Karyn H. Rhodes

With 45 percent of workers now working fully or partly remote, it’s important to find ways to keep camaraderie and morale up even when people aren’t engaging in person every day. One way to do that is with virtual team building in the workplace. What are your options when it comes to building bonds remotely?

Virtual team building is a set of activities that is designed to accomplish many things, including:

• Building trust among team members
• Developing workers
• Fostering unity
• Clarifying team norms
• Furthering understanding of virtual peers’ work
• Conducting effective meetings in a virtual environment

Like traditional team building, when done correctly, virtual or hybrid team building can make remote workers feel just as closeknit as those working on site. Virtual team building offers several advantages to both you and your employees.

For employers:
• Increased productivity
• Greater satisfaction
• A positive workplace culture
• Enhanced creativity

For employees:
• A change of pace
• Reduced loneliness
• Improved mental health
• Increased confidence
• Virtual team building can involve fun events or structured activities and exercises – or a combination of both. These can be led internally or you may want to utilize an outside resource.

Here are five examples of virtual team building activities that build relationships:

1. Icebreakers.

These are activities or questions designed to warm up the conversation. They get people talking and help employees feel an initial sense of comfort. One example is to have people share their “favorite” – whether that’s a vacation spot or anything else. It’s simply a way to have people share something about themselves without it being too personal that you can use to start off any virtual meeting.

“The opportunities for virtual team building in the workplace are limitless. The key is to understand what you’re trying to accomplish to determine the best approach for your business.”

2. Group Brainstorming

With this approach, often referred toas brain-netting when done virtually, you present the group witha problem you’re trying to solve or goal you want to achieve. Then you give employees the opportunity to voice their ideas, workthrough each one, and make an action plan. The key is to have all participants contribute to the process and encourage creativityand out-of-the box thinking.


These types of virtual group events such as onlineescape rooms, Pictionary, or trivia are opportunities for employees to have fun, relax, and enjoy a bit of friendly competitionwith their coworkers. They also allow employees personalities toshow, which can help colleagues find new connections that canhelp them work better together.

4. Discussion Topics

These events can take many forms,but one of the more popular is a virtual book club. This type ofmeeting allows for a spirited discussion about books that relateto work, leadership, or your industry or even those simply forenjoyment. The idea is to allow employees the chance to talkabout what they’ve read, share insights, and gain new perspectives.

5.Problem Solving

These events allow employees to work towards a shared goal and capitalize on each other’s skills and resources. For example, you can break workers into virtual teams and present them the same business problem, resources,and deadline, then have them develop solutions. Or it could be unrelated to work, such as sharing a scenario where workers are stranded at sea with just a handful of objects that they need to rank in order of how useful they’d be in helping the group survive. The opportunities for virtual team building in the workplace are limitless. The key is to understand what you’re trying to accomplish to determine the best approach for your business. For example, you may want to simply build bonds or you may want to elevate skills as well in the process such as communication. Next, you’ll want to decide if you’re going to facilitate the team building event yourself or use an outside party. Finally, you’ll want to make team building a priority by planning regular events to maximize the advantages to your workplace and getting them on employees’ calendars.

2022 May First Citizen

By Michael Mattos

Recently released statistics by the National Low Income Housing Commission indicate that across Massachusetts, there is a significant shortage of rental homes that are affordable and available to extremely low income households, whose earnings are at or below the poverty guideline or 30 percent of their area median income.

This inadequate supply restricts housing choice and limits opportunities for many residents. For a state that is known for leadership in the fields of healthcare and technology, it is disappointing that we lag far behind in housing that is accessible to households of all income levels.

So, what can be done on the South Shore to increase affordable housing and literally open the doors to those who want – but are unable financially – to live and work here? The word “partnerships” immediately comes to mind.

Since its inception in 2001, Affordable Housing and Services Collaborative (AHSC) has worked with strategic partners to establish a leadership role in the preservation and creation of affordable rental communities. As a non-profit organization, we have been involved in many complex affordable housing developments – either new construction, historic adaptive use, or occupied rehabilitation.

If numbers tell the tale, then we have some to share! Throughout our history, AHSC has been involved with 30 projects, which have helped to keep over 2,500 units affordable. We have also assisted in the creation of 179 new supportive housing units within four communities for formerly homeless veterans. Our involvement on the South Shore and Cape includes affordable housing communities in Middleboro, Lakeville and Mashpee.

Many of these projects might not have come to fruition without the involvement of corporate and governmental partners, such as Citigroup, Massachusetts Housing Investments Corp., MassHousing, the U.S. Department of Veterans Affairs, and the U.S. Department of Housing and Urban Development.

“Since its inception in 2001, Affordable Housing and Services Collaborative has worked with strategic partners to establish a leadership role in the preservation and creation of affordable rental communities.”

For example, our organization recently received funding from Boston’s Department of Neighborhood Development to preserve and extend affordability for 91 units at Columbia Road/Uphams Corner in Dorchester.

As a result of this commitment from the City of Boston, AHSC is now moving forward with plans to preserve and reposition the affordable housing units at the property. As this is an architecturally and historically significant commercial district, AHSC can apply for Historic Rehabilitation Tax Credit through the Massachusetts Historical Commission for the development project. This project serves as a case study in partnership between a nonprofit, a city agency and a state commission – working together to renovate and financially restructure a property that will ensure the sustainability of continued affordable housing while also revitalizing the building that will benefit an entire community.

Speaking of benefits to entire communities – when people are able to reduce the percentage of income earmarked for rent, they have an increased amount of available funds to spend at local businesses, creating a positive domino effect of job creation and economic growth. Indeed, this cycle of enhanced spending power, job creation, greater tax generation, and economic growth is one of the most impactful community benefits of affordable housing.

And let’s not forget the impact that affordable housing has on children. In addition to health benefits, studies have found that improved school attendance is a direct consequence of stable housing, leading to better classroom performance and increased opportunities later in life.

The affordable housing equation is truly a sum of its parts and a partnership between developers and investment teams, supportive private and governmental agencies, those seeking housing they can afford, the local businesses that serve them, and communities in general.

Stable, affordable housing lays the groundwork for improving lives and creating opportunities – for individuals, families, and communities. It is a foundation we need to build on.

2022 April Citrin Cooperman
2022 May Cape Cod5