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Cross Sections 2018 Volume 23 crMagazine for theoss Structural Engineers Association sections of New York 2018 VOLUME 23 NO. 2 EXCELLE 18 NC 0 E 2 I E N H S T T R U C T U S R R A E L N E N N I G THE W I N G E E N I R Awards Issue cross sections CONTENTS 2018 VOLUME 23 NO. 2 SEAoNY 536 LaGuardia Place New York, NY 10012 3 President’s Message www.seaony.org 3 Editor’s Message Officers SEAONY AROUND TOWN: Sara Steele, PE 4 Recap of SEAoNY June Diversity Seminar: President Navigating Today’s Workplace for Employers Jonathan C. Hernandez P.E., SECB and Employees President-Elect 2018 SEAONY EISE AWARDS James Vignola, PE Treasurer 10 NEW BUILDINGS Douglas P. González, PE Past President 14 FORENSIC ANALYSIS / RENOVATION / RETROFIT / REHABILITATION OF STRUCTURES Christina Chu, PE, LEED AP Secretary 10 OTHER STRUCTURES Eugene Kim, P.E. Christina Chu, PE, LEED AP 15 ENGINEERS CHOICE AWARD J. Benjamin Alper, PE, SE (CA) 16 FINALISTS Yunlu (Lulu) Shen, PE Matthew Peitz, PE Yegal Shamash, PE Directors Publications Staff Adam J. Kirk, PE Editor in Chief Justin Den Herder, PE Alice Tao Samuel Ng, PE Phillip Bellis Alice Oviatt-Lawrence On the Cover Kriton Pantelidis The Statue of Liberty at sunset during the 2018 Tushar Nagananda SEAoNY Boat Cruise Daniel Ki Regular Contributors Photo by Adam Kirk Valeria Clark, The Foley Group Graphic Designer Contact us at [email protected] Check out previous issues at seaony.org/publications For advertising inquiries, please contact our Sponsorship Committee at [email protected]. 2 2018 VOLUME 23 NO. 2 President’s Message Editor’s Message Most of us are structural engineers because we have an interest in and Dear Friends and Readers, passion for structures. For the majority of SEAoNY members, we have found a way to pursue this interest and passion by working for structural Welcome to the Awards Issue of Cross Sections. As always, design firms. These firms are businesses and as such, often end up the competition was populated by a wide range of diverse and competing against each other. This competition is generally both good interesting projects completed by our membership over the past and bad. I believe it challenges us to always keep improving, but it also year. It is always a thrill to see what our peers have been up to, sometimes gets in the way of us looking out for and learning from each and to chat about the work on the annual Boat Cruise. This other in the industry. What I like best about SEAoNY is that it gives us year, we are presenting those projects that were selected by the 4 Recap of SEAoNY June Diversity Seminar: a chance to come together as structural engineers – to collaborate in Judges as the best of the best. We also present the Finalists who committees and learn from each other, whether at formal seminars or in put forth spectacular work of their own. Please enjoy! Navigating Today’s Workplace for Employers casual conversations at our more social gatherings. and Employees In other news, the Publications Committee is hard at work on The Excellence in Structural Engineering Awards is another instance where our next themed issue for this year, Wood Construction. If you 2018 SEAONY EISE AWARDS we are competing against each other, but it is also a chance to learn even are utilizing wood as a building material in your practice and more about what our peers are up to. In the past I’ve often gotten caught interested in contributing an article to CrossSections, please 10 NEW BUILDINGS up in focusing on the projects that my company has entered into the reach out to us at [email protected]. competition and have not paid enough attention to the other entrants and 14 FORENSIC ANALYSIS / RENOVATION / RETROFIT / winners. I now realize that was at my own loss, because so many of the Adam J. Kirk, PE REHABILITATION OF STRUCTURES projects entered by other companies were interesting, challenging and often very cool! Over the last two years I’ve gotten to be one of the people to 10 OTHER STRUCTURES announce the award winners on the boat cruise, which helped focus my attention beyond myself and my own company and has reminded me of the 15 ENGINEERS CHOICE AWARD amazing and diverse work we do as structural engineers. Please take the time to read through this newsletter fully as it is a true 16 FINALISTS celebration of some of the best work by our fellow structural engineers. Sara Steele UPCOMING EVENT Aug 23, 2018 SEAoNY YMG Presents – Adhesive Anchor Seminar 4:00 PM Related Companies 460 W 34th Street 8th Floor New York, NY 10001 Visit www.seaony.org/programs for additional information on these and other events! cross sections 3 RECAP OF JUNE SEMINAR: NAVIGATING TODAY'S WORKPLACE FOR EMPLOYERS AND EMPLOYEES A Multi-Panel Series Hosted by the SEAoNY Diversity Committee SESSION ONE: BREAKING DOWN HARASSMENT By Jennifer Anna Pazdon, PE, SEAoNY Diversity Chair Guillermo Diaz-Fanas, PE, ASCE Met Diversity and Inclusion Co-Chair Alexander L. Herzog, PE he SEAoNY Diversity Committee event “Breaking Down Harassment” was held on June 13th at WSP. The panel is the T first of a multi-part panel series entitled “Navigating Today’s Workplace for Employers and Employees.” The inaugural panel session welcomed close to 70 attendees. 4 2018 VOLUME 23 NO. 2 The session was moderated by Leadership from WSP, with panelist- SOME OF THE advocates from industries including Architecture, Engineering, Law, and QUESTIONS SURROUNDING Human Resources who shared their expertise on the myriad ways HARASSMENT: harassment can negatively impact the workplace, how we can take action to prevent harassment, and what to do when we identify harassment. Is this unlawful harassment? All shared the goal of ensuring our shared environments are free from exclusion and abuse to lay the best groundwork for productivity, workplace satisfaction, and to enable the talented minds of our profession to achieve What are firms required to to the best of their abilities. do to protect their employees when harassment occurs? The panel included Nicole Dosso, AIA, New York Technical Department Director of SOM who is currently serving on the Board of Directors for What is the employee’s Professional Women in Construction; Deborah Chase, PE, Director of responsibility for reporting Structural Engineering at Greenman-Pedersen, Inc; Christina Joy F. Grese, harassment? Special Counsel for Duane Morris practicing in the areas of employment law and harassment litigation; Joel Peterson, COO and Director of Human What are best practices for Resources for Goshow Architects, a woman-owned architectural design firm leadership to address firm; and the moderator Dr. Sissy Nikolaou, leader of WSP’s geotechnical misconduct and maintain a earthquake engineering practice and Technical Fellow of Earthquake safe workplace? Engineering of WSP. Six areas of common concern were explored via questions submitted What can you do as an anonymously by registrants prior to the event. Topics discussed included: employee if your efforts to legal definitions of unlawful harassment, best practices for leadership to address misconduct are not address misconduct, what responsibilities employers and employees have supported by your firm? when harassment occurs, and what steps employees can take in the event their firm does not address misconduct. cross sections 5 RECAP OF JUNE SEMINAR: NAVIGATING TODAY'S WORKPLACE FOR EMPLOYERS AND EMPLOYEES A Multi-Panel Series Hosted by the SEAoNY Diversity Committee The first major topic was “Protection Outside of the Office”, where CASE STUDIES PROVIDED panelists commented on how employees and employers represent their ANONYMOUSLY BY firm outside of the office. Whether it is during work or non-work hours, REGISTRANTS at the work place, construction site, out-of-town conference, non-work- CASE STUDY #1: related events, or even social media, everyone must behave professionally. In the event of an incident, the law requires involved parties to take action, even if one is solely a spectator and is not directly affected by the offense. Protection Outside of the Office The panel also touched on the role of “Harassment or Discrimination “While at a job site I overheard a in Career Advancement”. The panelists advised that clear discrimination Project Manager for the General affecting one’s career path is illegal. When discrimination is suspected Contactor making a comment but cannot be confirmed, an effective first step may to start with a about the appearance of one of self-check to be sure one is analyzing the situation rationally. Following my co-workers. this, one can look for support in a champion within or outside of the office who may be able to provide support and an unbiased outlook. Is this harassment? Should I It was suggested that a best practices for firms would be to perform report this? What might be the reviews with a larger group of reviewers rather than a single supervisor consequences? to reduce the likelihood of one person’s bias affecting the employee’s career advancement. Is my firm responsible for The next topic explored how to manage addressing situations that are instances that occur outside difficult or uncomfortable to communicate to HR or firm leadership. of the office?” The panelists expressed that firms could support in these situations 6 2018 VOLUME 23 NO. 2 CASE STUDIES PROVIDED ANONYMOUSLY BY REGISTRANTS CASE STUDY #2: Harassment vs Discrimination and Career Advancement “My managers have not said anything to me specifically, but I feel they are uncomfortable with me being transgender. It has seemed to create a distance between us and affect how involved they are with my work versus my coworkers.
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