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Security PLANNING FOR YOUR
Inside
WHAT’S 4 LETTER FROM THE EDITOR 7 Disgruntled employees
How to manage a disgruntled worker.
• Investments • Long Term Care Insurance • Portfolio Analysis & Design • Financial Issues of Divorce • Securities Brokerage Services
9 Guiding your team to success
How to be a successful manager.
11 Navigating business finance
Needs for small and medium businesses.
13 Phone apps for parents
11 must-have phone apps that keep kids safe.
15 buying a home?
Be sure to get a home inspection.
17 lyme disease
“Working with my clients to help achieve their ďŹ nancial goals and dreams.â€?
Deborah Pajak
- Deborah Pajak
Deborah Pajak is a registered representative of and offers securities, investment advisory, and ďŹ nancial planning services through MML Investors Services, LLC, Member SIPC. 717-791-3376
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March 2019
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5 cover story Joy Daniels and her husband, Chris, own Joy Daniels Real Estate Group. Daniels began her real estate career many years ago while homeschooling her youngest child. As many emptynesters find when the last of the children leave home, she needed to fill the void. After much research and due diligence, they opened JDREG in 2010, which is now a well-recognized name in the real estate industry.
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Editor’S
M
Note
March 2019 Vol. 16 - No. 3
PRESIDENT AND PUBLISHER
Donna K. Anderson
EDITORIAL Vice President and Managing Editor Christianne Rupp Editor Megan Joyce
aybe the worst of winter weather is behind care of prior to purchase as well as others that should be us, but we often get a few snowstorms in done at some point. Pretty soon we’ll be out hiking, playing sports on open March. Even so, the temperature is warming up and it will soon be spring, so the snow fields, and entertaining in our own backyards. Something melts pretty quickly. All in all, I think we were fortunate to keep in mind is a danger that comes along with the outdoors: Lyme disease. Those this past winter. tiny little ticks can cause so much Have you ever worked with havoc with our health. Learn someone who seemed to always about symptoms, treatments, and a be unhappy? It could have been Just don’t give up trying to do disease-prevention program called personal or work related, or she just had a gloomy personality. what you really want to do. Where PA Lyme Resource Network. It is a program that is committed Working with these employees there is love and inspiration, I to education, patient advocacy, or being the manager of them support, and prevention. is not only stressful, but also don’t think you can go wrong. Do you have children? Then detrimental to productivity. – Ella Fitzgerald you’ll want to learn about apps Discover ways to handle these that could help to keep your kids disgruntled employees and how safe. Check it out in our new to be a better manager so you can Family section. lead your team to success. You’ll find other interesting articles inside this issue With spring just around the corner, many of you will be considering a move. It’s a good time of year—the kids will too. Why not get a cup of coffee or tea and take a few soon be out of school, your current house and yard can be minutes to read this issue of BusinessWoman? It’s in print spruced up, and sunset is getting later so there are more locally; published online everywhere! daylight hours to explore options. If selling your house is in the future, make sure you go the extra mile and have a home inspection completed. Learn what the inspector will be looking at. They will let you know what improvements should definitely be taken Christianne Rupp, Vice President and Managing Editor
“”
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Story
CAREER
COVER
Going the Extra Mile By LYNDA HUDZICK
J
oy Daniels is the daughter of an Army chaplain and so, as many other military families did, she moved frequently while growing up. Looking back, she now thinks that “perhaps all of those moves are part of the reason I chose real estate,” she said. Today, Daniels is a successful real estate broker. Since 2010, she and Chris, her husband of 33 years, have owned and run the Joy Daniels Real Estate Group together. All those different childhood homes may well have paved the way for her current success. Early in her career, Daniels worked for a law firm that specialized in creating living opportunities through historical-building rehab and so, as she said, “homes have always been a big part of my life.” When the law firm where she was employed closed its doors, “Chris had a home-building company … and he convinced me to get my license so I could sell his homes,” she said. “I was licensed in 1988 and became a fulltime realtor in 1992.” Daniels, proud grandmother of one, is happy to have her two adult stepchildren living nearby, and Chris’s and her youngest child living not too far away in Alexandria, Virginia. It was in 2008, when her son, whom she had homeschooled for 13 years while selling homes, left for college that she realized there was now a void in her life. “Chris noticed and began suggesting I think about doing something else in real estate,” Daniels recalled. “I ignored him for quite some time, but eventually he
started to make sense.” After much research and study, they opened the Joy Daniels Real Estate Group in April 2010 with just five employees. In the nine years since then, “We have 38 incomeproducing agents and 20 support
staff,” Daniels said. “Our company’s annual volume for 2018 was $208,500 million with over 907 transactions.” Managing her many roles wasn’t always easy, something that most women can relate to.
“It was hard juggling my role as a businesswoman while simultaneously home schooling my son, honoring my husband, plus keeping up with my community involvement,” she said. “Starting a real estate company seemed like an
In her free time, Joy enjoys playing the piano.
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overwhelming life situation.” Yet she knew from experience that hard work and a deep passion for that work would lead her to success. Daniels states that 65 percent of real estate agents are women, “yet most of the leadership in this industry consists of men.” It’s an area in which she hopes to see some real change. “I would like to see more women in leadership,” she said. “As a woman, I feel it is important for women to build connections that will make a difference.” From day one, Daniels, along with another female real estate professional, worked to “create a ‘culture of kindness’ with anyone we deal with,” she said. Helping clients realize their dreams gives Daniels her “greatest satisfaction,” she said. But achieving those successes doesn’t just happen. It takes planning and commitment. “I keep a daily ‘to do’ list, something I started doing a long
time ago,” she said. “I schedule every activity in a database and print out a schedule each morning and follow it as closely as I can every single day.” It isn’t surprising that for Daniels, a good day is when she can cross off all of the items on her daily ‘to do’ list. A not-so-good day is when she feels a client has been disappointed with the process. “Not all news is good news,” she said. “At times my clients need to vent … and I am often their sounding board … these times can be emotionally difficult.” The JDREG company is made up of many talented individuals whose specialized skills are strongly emphasized, something that Daniels said is one of the many unique trademarks of the company. “We have agents who specialize; we have buyer specialists and seller specialists … our business model fosters cooperation rather than competition among the agents on our team, and that boosts overall productivity,” she said.
The focus of the entire team, from the agents to her personal assistants to everyone in between, is on the concept of going the extra mile and of surrounding each other, and their clients, with a positive mental attitude. Daniels and her team are passionate about giving back to their community. They have participated in benefits for the American Cancer Society and the American Heart Association, as well as supporting school programs and animal-care organizations. She and her husband are personally active members of their home church, the Harrisburg campus of LCBC, where they participate in work mission projects and support the youth group in fundraising efforts. Helping other women write their own success stories is vitally important to Daniels as well. “I strive to support the personal and professional growth of women around me, both through my real estate business and in my
involvement in the community,” she said. So, as she has often been asked, what exactly is her secret to success? “The answer is amazing customer service and my commitment to impacting the community through ethical business practices,” Daniels said. “I strive to leave a legacy behind of hard work, commitment to our clientele, and ethical entrepreneurship.” Daniels has learned that “good to great happens in little pieces, when you aren’t expecting it,” she said. “Simply, excellence comes through the long-term efforts of always going the extra mile, inch by inch. The little things are really what matter the most. “I have found it is not the big decision or the fancy new trend of the day, but rather it is the simple systems and rote activities done every single day that will propel you to the top,” stated Daniels. “I have been able to do this with a team of caring people who have chosen to do the same.”
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CAREER
How to Manage a Disgruntled Employee By CHAD HALVORSON
W
e’ve all seen disgruntled employees. They’re unmotivated, decline to join in team activities, and don’t seem to respect the company much. Perhaps they’re amazing at what they do, or maybe the company can’t afford to lose the employee. Often, a passionate employee loses some of their gusto, suddenly becoming a disgruntled employee who is difficult to deal with. No matter the circumstances, your job as a manager is to deal with disgruntled employees. What Does it Mean to be Disgruntled? The dictionary defines “disgruntled” as displeased and discontented; sulky; peevish. Eek. Doesn’t sound like a quality most managers want. When we have these employees in our workplaces, they’re detrimental to our company cultures. They spread negative energy, promote complaining, and encourage others to forget about getting things done. If others see that you permit employees to be disgruntled, they’re a lot more likely to become disgruntled themselves. It’s essential to nip these problems in the bud for the good of your company.
Signs an Employee is Disgruntled Many managers ignore the obvious, telltale signs that employees aren’t motivated, or worse, about to quit. After all, it’s painful to see an unhappy employee under your change. Part of your job is sniffing out the signs, even if you don’t want to see them. How can you help a disgruntled employee if you don’t know they’re unhappy?
Here are some obvious signs that your employee is disgruntled: •L ack of motivation, excitement, or passion • S howing lunches
up
late,
taking
long
•N ot participating in meetings •T alks about projects and company in a negative way
the
•D resses up and leaves the office (possibly going on interviews) •H as gone through a recent personal crisis •O ther people in the office are frustrated with the employee How to Deal with a Disgruntled Employee Find out why your employee isn’t happy. Once you’ve determined you’ve got a disgruntled employee
on your hands, you need to figure out why. Learning the reason is the only way you can fix the problem. There are many, many reasons employees can become unhappy — some may be directly related to the office, while others may have little to do with it. Some reasons are more problematic than others, but most are fixable, as long as you understand what the real problem is. To learn why an employee is unhappy, ask, and actually listen to their answers. Don’t corner the employee in a room and complain to them about how they aren’t living up to your expectations. Instead, say: “I’ve noticed you seem a bit out-of-it lately. Is something going on?” If that leads you nowhere, try: “I’ve noticed the quality of your work is suffering, and I am very concerned. Do you have any idea why this is happening?”
This is a potentially stressful conversation, and we highly recommend reading Harvard Business Review’s Taking the Stress Out of Stressful Conversations before having a meeting about performance concerns. Employees often get defensive if you approach the topic wrong, and this resource has great suggestions for having a positive, game-changing conversation, even when it’s stressful. Once you’ve assessed what’s bothering the employee — whether it is a lack of challenge, a personal problem, or conflicts with colleagues — you’ll be better able to help. Don’t forget to document these conversations and their results so that you can cite them later, if need be. Decide if it’s about them or you. When things go wrong, it’s
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easy to blame the employee. “She’s not getting anything done,” you say. “He keeps complaining about our vacation policy.” Are you providing a positive work environment for your employees? Maybe you think you are, but are you really? Usually, it takes two to tango, so it’s not helpful to blame the employee for their lack of productivity. Maybe they are struggling with productivity because they’re unclear
on what your expectations are, or maybe you don’t have a good project-management system in place. As a manager, you can change both of those things. But sometimes, it might be more about the employee than about the company and the systems you have in place. If you’ve worked to change everything, and the employee is still unmotivated, dissatisfied, and disgruntled, it might be time to let them go.
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Be professional along the way. Disgruntled employees make us angry. Here we are, working our butts off, only to have an employee who can’t get anything done and doesn’t seem to care. But we can’t let this anger and frustration get the best of us. OpenFORUM recommends five steps for managers dealing with these types of employees: 1. Remain professional; don’t let it fester; keep it private; document everything; and don’t empower them. At the heart of OpenFORUM’s recommendations is professionalism. Don’t let the situation fester without doing anything — this doesn’t help anyone. Make sure to keep matters private so they don’t create extra gossip in the office. Document everything so that you can keep track of warnings, especially if you choose to fire the employee later. 2. Change behavior with good management strategies. Great managers can turn things around by employing good strategies. There are two main steps to dealing with a disgruntled employee: listening to them and coming up with solutions. If you are able to listen and understand the problems an employee is having and work with them to come up with real, gamechanging solutions, you’ve done your job as a manager. Of course, there are strategies that can help you listen and understand better — don’t bombard an employee with questions. Ask one and wait for an answer, even if you’re sitting in silence for a little while. You can come up with helpful solutions, too, by really getting at the heart of the matter. 3. Try helping the employee set up a new task-management software solution or a better calendar, or encourage them to work on a project with a colleague they really like. Put systems in place to help prevent them from falling through the cracks. If an employee can’t rise to the
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occasion after that, it might be time to think about letting them go. 4. Be ready to let go. If an employee is causing you grief, you might have to make the difficult decision to let them go. At some point, the disadvantages will begin to outweigh the benefits, and it may be time to say goodbye. Firing is not easy to do, so make sure you’ve taken notes along the way and that you’ve given the employee warnings about the consequences of their actions. It’s not fair to fire someone if you haven’t given them a chance to rise to the occasion. If you feel as though you’ve worked tirelessly to help and it’s just not working out, it’s better for both to move on. Sometimes, a company just isn’t a great fit for an employee, and that employee isn’t a great fit for the company. 5. Building a Culture without the Disgruntled. Even the best company cultures have disgruntled employees, but it’s on you and your company’s leadership to build a culture that doesn’t have room for them. How to do this? Invest deeply in building out a company culture, creating values and a mission that prevent you from hiring these types of people in the first place. Values such as honesty, integrity, and generosity will quickly weed out employees who won’t fit in. Writing these values down will help you to assess prospective employees whenever you interview them. Don’t be afraid to fire disgruntled employees who show no signs of turning things around, either. This is your company we’re talking about — you want the best employees on the planet. • Chad Halvorson is the founder and CEO of When I Work, the market-leading workforce-management platform. Over 100,000 workplaces in 50 countries rely on When I Work to schedule, communicate, and track time with their employees. Visit wheniwork.com.
CAREER
Guiding Your Team to Success How to be a successful manager in tough circumstances
By JASON O’BRIEN
M
anaging a team of staff can be complex and difficult. You have a duty to not only ensure your team is benefiting the business, but you also must take care of team morale. This brings pressure and a number of problems along the way — problems that you, as management, must face. Throughout the process of being a manager there are a range of sensitive issues and tough decisions you must make. Here is a list of common office problems and how best to deal with them.
Hiring the Right Staff This can be a challenging process for anyone, but ultimately hiring the right staff will reduce stress in the future. Of course, the perfect candidate varies depending on the role, but there are certain measures you can take to improve your hiring process. It makes sense to do a detailed job analysis for the role for which you’re hiring. This might sound obvious, but try using a checklist to keep track of exactly what type of employee you’re looking for. Pre-screening will help you throughout the hiring process.
Often a candidate’s credentials could prove misleading. They might be completely different from how they came across on their application, a discrepancy the pre-screening stage will enable you to avoid. This is also important because often personality is a big factor when choosing the right candidate. Meeting them will give you more scope for judgment. Underperforming Staff Staff who are struggling to hit the mark required of them can become demoralized and isolated. Struggling at work is a sensitive
topic and can affect your entire team. Handle it with good prudence, however, and you can see a reversal in that employee’s fortunes. Ask your employee why they feel they’re struggling, and make sure you’re at hand to offer help. Working together to find a solution is always the first point of call when facing a problem like this. Put together a strategy to help them improve their work. Simply knowing they have your support if they are underperforming will help motivate them to succeed. Often the morale of the team will affect work productivity. If
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people on your staff are underperforming, it could be worth looking into their level of work satisfaction. Try something different to boost the morale of staff working under you, and you will see how rewarding boosts in team morale can be. If your staff are happy at work, they will put more effort into how they’re performing. Staff Going through Personal Problems Stressful home circumstances can take their toll on staff members. Being able to deal with this type of problem, as well as continuing to drive a business forward, are signs of a great manager. Try to find a professional balance between being someone’s boss and also being there if they ever need to talk about something. First, you should ask if they are fit to work. If they’re not, it could be worth granting them some time off, allowing them to recover and return to work with a different
frame of mind. Changing an employee’s daily routine could help them work through their personal problems. A proactive distraction, rather than the everyday structure they’re used to, could help them to maintain focus when they’re at work. Often, the best solution to personal problems is to keep oneself busy, and this will allow them to do so. Throughout this period, make sure you’re available and approachable for your employee. Team Conflict This is one of the more testing issues a manager will face. It requires swift and effective action to be handled correctly. It is not uncommon, especially in big businesses, that members of staff don’t get along. Discord can affect everyone and put the overall productivity of the business at risk. Before you try to deal with this yourself, you need to make sure it isn’t an EEOC (equal employment opportunity commission) case, such
as harassment or discrimination. If it is, then it should be passed on to your seniors or the EEOC themselves. A high-stress environment could well be the cause of staff unrest. Look for causes for conflict other than the workplace, and try to encourage open communication. Speak to all parties individually without taking sides, resolving the issue as quickly and smoothly as possible. Encourage those involved to collaborate and find a solution to help them get along, as conflict creates an unhealthy environment for everyone. Firing a Member of Staff This is one of the toughest aspects of being a manager, but there are ways to make it easier on you and the employee. The best way to avoid this is to make sure your hiring process is efficient, as mentioned above. The better you hire, the less likely it is you will have to let someone go.
Always be clear when firing someone. You don’t want to repeat yourself, and you don’t want the employee to be confused as to where they stand with the company. Keeping it private is extremely important. Not only is it cruel and humiliating to fire people in front of others, but if another member of the staff is struggling themselves, or if those close to the employee being fired witness it, it could lead to a massive drop in team morale. You should also ensure the employee has had fair warning. Try to help every member of staff succeed in their roles before you consider firing them. Bring a member of HR in when firing someone. Having a witness eliminates the chance of a lawsuit heading back your way. • Jason O’Brien is COO of Tollfreeforwarding. com. He has helped fuel growth for a company providing U.S. toll-free numbers to 25,000 customers spanning 125 countries worldwide. www.tollfreeforwarding.com
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By K. LEIGH WISOTZKEY
B
eyond initial startup, small and medium businesses often find a need to finance growing and/or sustaining their businesses and look to their local bank or credit union for help. Since your financial institution plays such a critical role in your business, it’s important to establish a relationship that will support you through your changing financial needs. Just as your accountant and attorney serve as “partners” in your business, able to help advise and understand your needs, your banker is no different. Even if capital isn’t an immediate need, establishing a simple relationship first can be very valuable, such as opening a business checking or savings account, or possibly obtaining a business credit card. Getting to know your banker makes it easier to talk about different thoughts, ideas, programs, and ways you can approach financing when the need arises. Your Financial Institution Many business owners choose their financial partner for business based on their personal financial institutions and relationships. This could naturally be your longtime local bank or credit union — the institution that holds your home, personal or auto loans, personal savings, and/or checking accounts, and a place where the people may already be familiar.
Whether you work with a bank or credit union is a personal choice, but it’s worth weighing your options to find what best serves your business. The structures of banks and credit unions are different, which means the tax, securities, fees, interest rates, and even the service level may be different, depending on the size of the institution. “Typically, businesses approach a credit union because they have their primary personal accounts with a credit union, have gotten some
type of loan with a credit union in the past, or have a family member, friend, or business adviser who refers them to a credit union,” says Amey Sgrignoli, the president/ CEO of Belco Community Credit Union. “Credit unions will work with a borrower and tailor a solution to the member’s needs, rather than fitting the request into a particular box.” Community banks also provide unique value, serving as a trusted adviser.
“Local decisions, made by those who understand the community and market and what Central Pennsylvania is about, allow us to be focused on the specific needs of each business, make quicker decisions, and be nimble and flexible,” says Krista Blasser, senior business services partner, York Traditions Bank. “We have a vested interest in helping local businesses grow because we live here too.”
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Navigating Business Finance Needs for Small and Medium Businesses
Career
What Are Your Financial Needs? Your relationship with your financial institution should be a partnership where you identify your needs and plan, together, the best way to meet those needs. Most community banks and credit unions offer some type of free business checking account and should be able to provide advice and recommend the best type of loan or line of credit for your organization. You may want to finance inventory, new products, equipment, furniture, or fixtures. The need may be as simple as filling the void between billing and getting paid. Or, you may require capital to purchase a building or equipment that will have a long life, such as medical equipment (e.g., x-ray machines, etc.). Special Programs When a business’s finances don’t support conventional financing, small- and medium-sized businesses may be eligible to take advantage
“”
Since your financial institution plays such a critical role in your business, it’s important to establish a relationship that will support you through your changing financial needs.
of special government programs. For example, Small Business Administration loans help offset the risk to lending institutions:
SBA 7(a) program – This loan is partially guaranteed by the government, which means there’s less risk to the bank/institution. The institution lends 100 percent of the money, and in the event of a default, the government steps in. On the business side, this is a good option for a younger business and helps establish credit. There are a number of 7(a) programs and
subset programs. Rates and terms vary.
SBA 504 program – This loan is more of a direct loan with the government; it works in tandem with a bank loan, so there are actually two loans, and the bank and government share in the risk. These loans can decrease the amount needed at close, and the SBA portion financed provides for fixed rates up to 20 years. This program can be used for a business’s expanding needs. Although there are no special
financial programs for womenowned businesses, the Office of Women’s Business Ownership is a national program that can help female entrepreneurs coordinate with SBA programs and also help with business training, counseling, and navigating federal contracts. Partnering with a Financial Institution “Just as your business works closely or partners with legal counsel, an accountant, or business mentor, it’s best to start early to establish a partner for your financial needs — someone who can help with short- and long-term planning,” says Blasser. Once you’ve met with your financial partner, it’s important to be willing to provide any information requested in a timely fashion. Be open and honest to show them that you are a good business for them to partner with, too. Explain your needs, and let them recommend a product or solution that is the best fit for you.
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Family
11 Must-Have Phone Apps for Parents By KIMBERLY BLAKER
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arents have countless reasons to worry about their kids’ safety from the time they’re born right on through the teen years. Unfortunately, technology is a big culprit. Yet, it can also serve to help keep kids safe. Many phone apps provide parents ways to monitor their kids’ whereabouts both online and in the real world. Not to mention, there are plenty of other useful apps for families as well. But with 2.8 million apps on the market, where does a parent begin? The following is a selection of useful apps designed specifically for parents and families. Best of
all, many of these apps are free. Screen Time Parental Control. Android and iPhone. Free trial. This useful app provides parents a variety of controls to limit kids’ use of screen time. It allows parents to block apps and games at bedtime or during school hours. Parents can also push a button on their phone to time-out kids’ phones when kids refuse to get off their phones as requested. MMGuardian. Android and iPhone. Free. This monitoring app for preteens and teens allows parents to monitor and block text messages, apps, calls, and URLs. It
also has configurations for limiting screen time. Cozi Family Organizer. Android and iPhone. Free or paid upgrade. Manage and share your family calendar between all devices to keep everyone in the loop. In addition to keeping track of schedules, it manages reminders, to-do lists, shopping lists, and recipes. Netspark Parental Control Light. Android. Paid subscription. Get powerful filtering with this app to protect your kids from harmful images, text, and video content. It also allows parents to set time limits for daily or weekly screen time.
ToddlyTic. Android and iPhone. Free 30-day trial. This app is an excellent way to communicate with your child’s daycare provider or schoolteachers. It helps you stay on top of your child’s attendance, grades, and more. You can also use this app to manage and make tuition payments to your child’s school. Life360 Family Locator – GPS Tracker. Android and iPhone. Free. With this app, you create “circles” of family members and friends. You can then view the location of any of your circle members on a map. The tracker will send you text alerts when
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GOT AN OLDER CAR, VAN OR SUV? Do the humane thing. Donate it to the Humane Society.
Family
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your child arrives at or leaves a destination.
paid version allows for hands-free responding to messages.
KidsPlace Parental Control by Kiddoware. Android. Free or paid upgrade. Block incoming calls and prevent kids from buying or downloading apps. Premium features include a timer that locks apps after a set period as well as a permanent, schedule-based lock.
Baby Monitor 3G. Android and iPhone. $3.99. Monitor your baby with both video and audio and receive alerts when your baby awakens. You can even see your baby in the dark. It can track how often your baby wakes up and allows for replay of sounds. You can also press a button on your phone and talk to your baby.
ChoreMonster. Android and iPhone. Free. This app is a great way to gain kids’ cooperation with chores. Kids can keep track of points they earn for completing tasks, which they use to pay for rewards, such as video game time, a special treat, or a family outing. DriveSafe.ly. Android. Free or paid upgrade. If you have teen drivers, this is a must-have app. It reads text messages and emails out loud and announces the name of incoming callers without having to touch the phone. The
Wheel of Chores. Android and iPhone. Free. A great way to put some fun in chores, kids spin the wheel each day for a task to do and earn points based on the reward set. At the end of the week, parents reward their kids with the amount of money they made, or kids can bank it. • Kimberly Blaker is the author of the kids’ STEM book Horoscopes: Reality or Trickery? She also writes a blog, Modern FamilyStyle, at modernfamilystyle.com
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~ March 2019 | BUSINESSWoman
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By LUKE SKAR
T
here can be a lot of steps to purchasing a home. It normally starts with scheduling a showing with an agent or attending an open
Buying a Home? Get a Home Inspection house after you have been preapproved. Then there is the process of deciding what features are absolutely necessary for the new property,
Cheapest is Not Always the Best Most industries have the luxurypriced version of a service, and then there are the budget-minded providers that claim to offer the same service at significantly lower prices. However, we often get what we pay for. The safest route is to ask your real estate agent (yes, you should use a real estate agent to buy a house!) for the names of two or three home inspectors, and then do some research on them. Most agents will know the companies that have a good reputation as well as the ones to avoid. Waiving Right to Inspection is Asking for Trouble Some people will walk through a home, get some information from the real estate agent, and feel that the home is in good enough shape that an inspection is not needed. This is the worst option available. Things happen to homes all the time, unbeknownst to the owner. Water heaters burst without warning, roofs develop a leak, and the HVAC decides to break down during the worst heat wave of the past 10 years.
It may seem like a significant expense now, but if the inspector uncovers a major problem, it could either lead you to choose another property or negotiate a better price. Show Up for the Inspection It makes sense to stand back and allow the inspector to do his job without too much interference. However, it is a bad idea to miss the inspection. You will have the chance to watch the inspector work and hear straight from their mouth what they think of the home. It also gives you a chance to ask questions about items that you don’t understand. This also presents an opportunity to learn about the home’s structure and features. Climbing into the attic, going through a basement or crawl space, and testing all the different elements of the home will make you more comfortable with the condition of the place for the foreseeable future. Most Inspection Reports are Not Perfect Whether the home is new construction or 50 years old, there is a strong likelihood that the inspector will have a few items to list in their report. Each home will have things that an inspector feels could be updated or modified, but that does not mean it is a pending problem. Here are two simple examples that could appear in a report but do not have a significant impact on the home’s condition. Example 1: The inspector recommends changing out the air conditioner filters in all return receptacles in order to maximize
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Lifestyle
versus the features that are just something a person would like to have. Then a buyer has to make an offer and possibly negotiate with the seller or the seller’s agent. Finally, it is time for the home inspection, and afterward buyers feel as if a burden has been lifted. However, some buyers blow by the inspection and miss some critical information. Here are nine home-inspection tips for buyers looking to get the most out of the inspector’s report of their potential new home.
Lifestyle
airflow. For someone who is unfamiliar with this chore, it may sound a bit daunting. And dealing with the heater or air conditioning unit seems like a major expense. However, replacing the filters is something that homeowners should do every month, and it is an inexpensive and simple job to complete. The inspector is merely pointing out that it is time for the filters to be replaced. Example 2: Gutters and downspouts show drain problems. Once again, this is a common item for homes with gutters. Most likely, the gutters need to be cleaned out thoroughly, and the drain issue will be completely fixed. Pictures Provide Proof Most inspectors will take multiple pictures of the various places that are inspected, especially if there is a recommendation to make a repair or improvement.
Review the pictures and determine if something is going to cause a pending problem now or if it is simply a maintenance issue like the examples from the previous section. If you wish to proceed with buying the home, any repair issue needs to be discussed with your real estate agent to determine who will be responsible for paying for the repair. Do Not Focus on the Trivial The main point of the report is to learn if the home has any major structural problems or if any of the major systems are in need of extensive repair (systems like plumbing, electrical, or HVAC). It is not a wise idea to ask a seller to replace every burned-out light bulb, fix a cracked electrical outlet cover, and steam clean the carpet that is brand new. Determine which battles are worth fighting and which items can be handled at a later date, and
take your concerns to your agent for negotiation. Making unnecessary home-inspection repair requests can lead the seller to look at more appeasing offers that may be on the table. Make Sure the Roof is in Good Shape A good roof is paramount to keeping a home protected from the weather. It can also be expensive to repair or replace. Find out either from the owner or seller’s agent as many details about the roof as possible. Get answers to the following questions: • W hen was the roof last replaced/reshingled? • The type of shingles or other material used • The existing warranty on the shingles Ask
the
inspector
if
he/she
walked over the roof and made notes of the condition. This is the time to make sure the roof is not a ticking time bomb waiting to explode with costly repairs. Attic Inspection is Second Only to the Roof After getting the roof reviewed, make sure the inspector examines the attic. There are two possible items that can appear in the attic that are cause for concern: a bathroom fan that is improperly vented and lack of adequate insulation. If a bathroom vent exits into the attic, all that moisture is festering in the attic and waiting to cause mold problems. The lack of insulation will force the HVAC system to work harder than necessary and create an uncomfortable environment in the home. It will be way too hot in the summer and extremely cold in the winter if the insulation is below industry standards. Make sure to read the inspector’s report about the attic, and look for any signs of trouble. Redo the Inspection after Repairs If you negotiate with the seller to make the necessary repairs before buying the home, it makes sense to confirm the repairs were done correctly. Asking the inspector to make a second trip to review any repairs makes a lot of sense, even if an additional charge is involved. The seller may have tried to do the work on their own and skipped a step, or the contractor that was hired to do the work forgot one of the repairs. Either way, it is wise to have a third party verify the repairs were completed correctly. • Luke Skar, author of Buying a Home? Get a Home Inspection (madisonmortgageguys. com/home-inspection-tips-for-buyers), is also a web developer and content strategist for Inlanta Mortgage. As the social media strategist, his role is to provide original content for all of their social media profiles as well as generating new leads from his website, madisonmortgageguys.com NMLS ID No. 1016
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Ounce of Prevention Worthwhile in Lyme Disease By BARBARA TRAININ BLANK
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commonwealth is No. 1 in the country in reported cases. It’s a myth that deer are the primary culprit in spreading Lyme. They don’t give ticks Lyme; they are only the hosts that feed them. Mice and small mammals are the culprits who are infected and transmit pathogens to the ticks. Any time you venture outside, there is risk of tick contact. They are active every season. Many people aren’t aware they’ve been bitten and may not make a connection when they begin to experience symptoms, which can be weeks, months, or even years after.
Wellness
ina Prins is both a Lyme disease victim and an advocate for its prevention. On July 1, 2013, she pulled off a tick and developed symptoms within hours. Urgent care gave her 10 days of doxycycline, the typical antibiotic for Lyme disease. Prins tested positive for Lyme and a co-infection weeks later and was treated for seven months but didn’t improve. A second, more Lyme-literate doctor diagnosed her with a second co-infection and determined she had had Lyme prior to 2013, likely since 1987. It can be a complicated disease. Lyme is a bacterial infection caused by Borrelia burgdorferi, which is transmitted to humans through the bite of an infected tick. These ticks can also transmit other diseases and infect pets and livestock. Lyme disease is the fastestgrowing vector-borne infectious disease in the United States, according to the Centers for Disease Control and Prevention. Borrelia burgdorferi penetrates your tissues, muscles, and organs if it goes undetected or is undertreated. Cases of Lyme disease have been reported in all 67 counties of Pennsylvania. In fact, the
Symptoms Not everyone will get a bullseye (or red-expanding) rash, and not everyone will have the same symptoms. If this rash does appear, it indicates the presence of Lyme. Other symptoms include flulike manifestations, such as fever, chills, and joint pain; neurological issues, such as headache, memory, or concentration disturbance; fatigue; Bell’s palsy; fainting; shooting pains; arthritis; and lightheadedness. Co-infections or other tick-borne infections are very common. They can be transmitted at the same time as Lyme disease from a tick BUSINESSWomanPA.com
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bite but may treatments.
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Wellness
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require
different
Misdiagnosis Lyme disease is known as the “great imitator.� It is frequently misdiagnosed as multiple sclerosis, Parkinson’s, ALS, Alzheimer’s disease, rheumatoid arthritis, depression, or other psychiatric illnesses, among other conditions. Treatments The International Lyme and Associated Diseases Society (ilads.org) recommends 20 days of antibiotics for deer tick bites in which there is evidence of tick feeding, regardless of the degree of tick engorgement or the infection rate of the local tick population. ILADS maintains the mostcurrent, evidence-based, peerreviewed guidelines on Lyme disease treatment, encouraging clinicians to base therapy on the patients’ response to treatment, including follow-up and therapy adjustments. An unknown percentage of people have chronic Lyme; they report prolonged symptoms despite prior antibiotic treatment. Being infected with co-infections leads to more severe outcomes. Prevention Dare 2B Tick Aware is a statewide, community-based Lyme and tickborne disease-prevention program with PA Lyme Resource Network, a 501(c)(3) nonprofit organization founded in 2012 by individuals affected by Lyme/tick-borne diseases, including Prins. It’s a coalition of all-volunteer, nonprofit organizations across the state committed to education, patient advocacy, support, and prevention. Dare 2B Tick Aware uses the most current research and standardizes prevention messages across the state. It is also working on programs for schools and healthcare practitioners. “As a Lyme patient, board member, and marketing professional, I was perfectly aligned to help create the program with PA Lyme Resource Network,� said Prins. “In
2006, I started my own business, Stratega Marketing, which uses my professional skills and personal experiences to help others.â€? The Dare 2B Tick Aware program includes a tick ID card plus a series of brochures available for free download from palyme.org. Lyme-Prevention Tactics: • Spray your skin and your clothes with repellant before venturing outdoors. • Put clothes in the dryer on high heat for 10 minutes afterward. • Shower within two hours. • Do tick checks. For proper tick removal, never cover or smother a tick to get it to release. Always use pointed tweezers; grasp as close to skin as possible and pull straight out. Do not twist or jerk. Not all ticks are infectious. Within endemic areas, there is considerable variation in tickinfection rates depending on the type of habitat, presence of wildlife, and other factors. You can request an educational seminar for your community group by contacting info@palyme.org. To find a doctor knowledgeable about Lyme, email referral@palyme.org. PA Lyme sponsors 19 regional monthly support groups across the state. “The most important thing is prevention,â€? said Prins. “So many articles list symptoms, which is fine, but the goal is to not get bitten in the first place. That means prevention in way of spraying skin and clothes and where ticks live — such as in your backyard.â€? Second in importance, she added, is knowing that ticks can carry not only Lyme, but also other diseases and infections. “Third would be resources,â€? she continued, such as the Central Pennsylvania Lyme Disease Support Group and the PA Lyme website with downloadable prevention materials and a questionnaire to determine your risk.
Digestive Disorders Can Range from Heartburn to Colon Cancer By BARRY SPARKS
D
igestive disorders can range from slight heartburn or nausea after eating a big meal to colon
Gastroesophageal Reflux Disease (GERD) This chronic digestive disease affects approximately 20 percent
of Americans, according to the National Institute of Diabetes and Digestive and Kidney Diseases. GERD occurs when stomach acid backs up into your esophagus, a condition called acid reflux. It may cause a burning pain in the middle of your chest. It often occurs after meals or at night. It’s common to experience heartburn or acid reflux occasionally, but if you are experiencing it at least twice a week, it may be a sign of GERD. Common signs and symptoms of GERD include: • A burning sensation in your chest (heartburn), usually after eating, which might be worse at night • Chest pain • Difficulty swallowing
• Regurgitation of food or sour liquid • Sensation of a lump in your throat Constipation This condition is common among all ages and populations in the United States. About 16 percent of adults have symptoms of constipation, as do about 33 percent of adults over age 60. Constipation is a condition in which you may have: •F ewer than three bowel movements a week • S tools that are hard, dry, or lumpy • S tools that are difficult or painful to pass •A feeling that not all of the stool has passed
People who have constipation for a short time usually do not have complications. Long-lasting constipation, however, may produce complications such as hemorrhoids, anal fissures, rectal prolapse, and fecal impaction. Constipation is best avoided through regular exercise and a diet high in fiber from whole grains, fruits, and vegetables. Irritable Bowel Syndrome (IBS) This condition affects 25-45 million people in the United States and affects twice as many women as men. It can cause abdominal cramping, bloating, and a change in bowel habits. Some with the disorder experience constipation, some have diarrhea, and others may go back and forth between the two. It is unclear what causes IBS,
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Wellness
cancer. The digestive system is one of the body’s most sensitive components. It starts at the mouth and ends with the anus. Its main job is to process the food we eat and drink and to deal with its waste products. According to the U.S. Department of Health and Human Services, 60-70 million people are affected by digestive diseases, symptoms of which include diarrhea, nausea, heartburn, vomiting, constipation, abdominal swelling, abdominal pain, flatulence, bleeding from the digestive tract, and loss of appetite. While digestive disorders are very common, patients are sometimes reluctant to seek medical attention. “Digestive disorders are less taboo than they were in the past,” says Dr. Lindsey Surace, a gastroenterologist with Jackson Siegelbaum Gastroenterology in Harrisburg. “But, some patients are still hesitant to discuss their digestive problems. “It can be embarrassing, and there’s a fear of diagnosis. The fear and anxiety, however, are often greater than the recommended procedure or solution. The sooner we can diagnose a problem, the better,” she stresses. Here are some of the most common digestive disorders:
but it is not contagious or cancer related. Factors may include diet, stress, hormones, genetics, or malfunction in the muscles used to move food through the body. Although there is no specific test for IBS, physicians may run tests to be sure you don’t have other diseases. These tests may include stool sampling, blood tests, x-rays, and a colonoscopy. Most people can control their symptoms with diet, stress management, probiotics, and medicine. Colon Cancer This is the third most commonly diagnosed cancer and the second leading cause of cancer death in men and women combined in the United States. The lifetime risk of developing colon cancer is about 1 in 23 for men and women combined. Colorectal cancer first develops with few, if any, symptoms. If symptoms are present, they may include: a change in bowel habits,
Wellness
#
Dr. Lindsey Surace, gastroenterologist at Jackson Siegelbaum Gastroenterology in Harrisburg. persistent abdominal discomfort, rectal bleeding, and weakness or fatigue. Nearly all cases of colorectal cancer develop from polyps, which begin in the inner lining of the colon. Detection and removal of polyps through colonoscopy reduces the risk of colorectal cancer. Screening typically starts at age 50 in patients with average risk. It is important not to wait before
2 CAUSE OF CANCER DEATHS.
seeing your physician. Since the mid-1980s, the colorectal cancer survival rate has been increasing, due in part to increased awareness and screening. Diverticulitis Diverticula are small, bulging pouches that can form in the lining of your digestive system. When one or more of the pouches become inflamed or infected, that
condition is known as diverticulitis. Diverticulitis can cause severe abdominal pain, fever, nausea, and a marked change in your bowel habits. Factors that may increase your risk of developing diverticulitis include aging, obesity, smoking, lack of exercise, a diet high in animal fat or low in fiber, and certain medications. Mild diverticulitis can be treated with rest, changes in your diet, and antibiotics. You should seek medical attention, however, anytime you have constant, unexplained abdominal pain, particularly if you have a fever and constipation or diarrhea. Surace says many people may avoid digestive disorders by following the motto: Eat well, live well, be well. “I recommend eating a hearthealthy diet and limiting the amount of processed food you eat,” she says. “It’s also important to limit your alcohol consumption and not smoke.”
#1 reason to call. When you look at the facts, it’s a simple choice. Although colon cancer is #2 on the list of deadliest cancers, it can be prevented altogether, or removed at an early stage, with a routine colonoscopy. The prep is simple, and the procedure is brief, safe, painless and respectful.
Support colonoscopy screening for everyone 50+! Call our office, at (717) 869-4600, to schedule your patients or ask them to call us directly.
(717) 869-4600 www.regionalgi.com LANCASTER • OREGON PIKE • WOMEN’S SPECIALTY CENTER • ELIZABETHTOWN 20
~ March 2019 | BUSINESSWoman
Nutritious Family Meals Full of Flavor
Putting healthy meals on the table continues to be a year-round goal for many families, one that can become more difficult with the satisfying and savory flavors of comfort-food season. From breakfast to dinner and every meal in between, it can feel daunting to prepare simple and nutritious recipes without sacrificing taste. While seeking healthier options for day-to-day meal planning and preparation, it’s important to start your decision-making at the grocery store. Look for items like all-natural Pure Farmland Bacon, made from pork raised without antibiotics. In addition, it contains no artificial ingredients, preservatives, MSG, or added hormones, so you can feel good
about incorporating a family favorite like bacon into any meal of the day. Start the day with Baked Eggs in Avocado with Bacon, combining superfoods with a protein boost for an ideal, health-conscious breakfast. When it’s time to gather for a family dinner, try something new, such as Bacon and Spaghetti Squash Fritter with Roasted Red Pepper Sauce, for a filling and flavorful meal that can please nearly any palate. Find more recipes that keep nutrition top of mind without forgoing flavor at farmlandfoods.com. (Family Features)
Bacon and Spaghetti Squash Fritter with Roasted Red Pepper Sauce Prep time: 45 minutes Servings: 4 Bacon-Spaghetti Squash Fritter: • 4 cups cooked spaghetti squash • 6 slices Pure Farmland All-Natural Uncured Bacon, cooked, chopped, fat reserved • 4 green onions, white parts only, sliced thin • 2 eggs, lightly beaten • 1/2 cup Parmesan cheese, grated • 1/3 cup all-purpose flour Romesco Sauce: • 2 roasted red peppers, fresh or jarred • 4 plum tomatoes, roasted, skins removed • 3/4 cup almonds, toasted • 4 cloves garlic, roasted • 2 tablespoons sherry vinegar • 2 teaspoons smoked paprika • 1/2 teaspoon cayenne pepper • 1/2 cup olive oil • Salt, to taste • Pepper, to taste To make Bacon–Spaghetti Squash Fritter: Place spaghetti squash in large bowl. Add bacon, green onions, eggs, and cheese. Stir to combine. Add flour and mix until combined. Form into patties. Heat large saute pan over medium-high heat. Add 2 tablespoons reserved bacon fat. Add fritters in batches and cook until well browned on both sides, approximately 2-3 minutes per side.
To make Romesco Sauce: In food processor, pulse roasted red peppers, plum tomatoes, almonds, garlic, sherry vinegar, smoked paprika, and cayenne pepper to combine. Slowly add in olive oil and season with salt and pepper, to taste. Pour Romesco Sauce over Bacon-Spaghetti Squash Fritter before serving.
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Baked Eggs in Avocado with Bacon Prep time: 30 minutes Servings: 2 • Nonstick cooking spray • 1 avocado, halved and pitted • 2 eggs • Kosher salt, to taste • Freshly cracked pepper, to taste • 2 slices Pure Farmland All-Natural Uncured Bacon, cooked, crumbled • 2 tablespoons grated Parmesan cheese • 1 tablespoon chopped chives • Smoked paprika, for garnish • Hot sauce, for garnish (optional) Heat oven to 425 F. Spray baking sheet or glass baking pan with nonstick cooking spray. Scoop additional 1-2 tablespoons out of avocado halves to create wells for eggs. Place avocados flesh-side up on prepared baking sheet or glass pan. Gently crack one egg in each avocado well, keeping yolks intact. Bake 15-18 minutes, or until eggs reach desired temperature. Add salt and pepper, to taste. Top with crumbled bacon, Parmesan cheese, and chopped chives. Garnish with paprika and hot sauce, if desired.
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Watch
Women to
Shannon Evans has been hired as
a geologic specialist at Skelly and Loy. Evans provides environmental and construction oversight services. Her active memberships include Geological Society of America and the Pennsylvania Council of Professional Geologists.
Danielle Vincenti joined CAEDC as the new destination sales manager. Vincenti comes, most recently, from Richmond Regional Tourism as the senior sports development manager. She has also worked in the meetings market at the Bryan-College Station and the Texas Convention & Visitors Bureau.
Zoe Woodward was hired at Godfrey as a junior front-end developer and is responsible for code and functional execution of client work by bridging the gap between design and development. She recently received her certification from Bloc, Inc. Web Development and UX Design.
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Did you or someone in your organization get a promotion? Did you hire someone spectacular? Did you or your company receive an award? BusinessWoman magazine would love to let the world know! Upload your picture(s) and information at:
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Email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi. Mail to: BUSINESSWOMAN, 3912 Abel Drive, Columbia, PA 17512. Photos sent through mail will not be returned. Please – no duplicate releases.
Meet and
Greet
5th Wednesday Networking Lunch 11:30 a.m. – 1 p.m. Held ONLY 5th Wednesdays of the year Rotating location – West Shore Area Wicked Kitchen 30 S. Main St., Mechanicsburg Mitzi Jones mhjsunshine@aol.com American Business Women’s Association (ABWA) Camelot Chapter 6 p.m. 3rd Monday of the month The Radisson Penn Harris Hotel & Convention Center, Camp Hill Marianne Troy, President 717.802.5622 mariannetroy@gmail.com www.abwa.org/chapter/camelot-chapter Lancaster Area Express Network 7:15 – 9 a.m. 3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Amy Winslow-Weiss www.laen-abwa.org
Insurance Professionals of Lancaster County (IPLC) 5:45 p.m. 3rd Tuesday of the month, Sept. – May Heritage Hotel 500 Centerville Road, Lancaster Krista Reed, Treasurer kristamariereed@gmail.com www.internationalinsuranceprofessionals.org
Yellow Breeches Chapter 6 p.m. 4th Wednesday of the month Comfort Suites 10 S. Hanover St., Carlisle Kerina DeMeester kerina1011@gmail.com
International Association of Administrative Professionals Capital Region of Pennsylvania LAN Meeting locations vary Pam Newbaum, CAP-OM, LAN Director 717.782.5787 pneubaum@pinnaclehealth.org www.iaap-harrisburg-pa.org
Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to website for the meeting location Lori Zimmerman, President 717.648.0766 www.cpafe.org
Pennsylvania Public Relations Society 5:30 p.m. Last Thursday of the month Larissa Bedrick, President pprshbg@gmail.com www.pprs-hbg.org
Executive Women International Harrisburg Chapter 5:30 p.m. 3rd Thursday of the month Rotating location Julie Young 717.713.7255 www.ewiharrisburg.org
Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack, President shipswan@yahoo.com www.facebook.com/shipswan
Women’s Business Center Organization (WBCO) A program of the York County Economic Alliance 11:30 a.m. – 1:30 p.m. 2nd Tuesday of the month September through May Heritage Hills Golf Resort & Conference Center Windows Ballroom (next to Oak Restaurant) 2700 Mount Rose Ave., York For more information on registering or membership, contact Sully Pinos at spinos@ycea-pa.org Women’s Capital Area Networking (WeCAN) 11:30 a.m. – 1:30 p.m. 3rd Wednesday of the month Radisson Hotel 1150 Camp Hill Bypass, Camp Hill Abeer Allen, President info@wecanconnect.org www.wecanconnect.org Women’s Network of York 11:30 a.m. 3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Laura Combs, President laura.combs@integritybankonline.com www.facebook.com/wnyork
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Connections
Lebanon Valley Chapter 6 p.m. 4th Wednesday of the month Hebron Fire Hall 701 E. Walnut St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com
Penn Square Chapter 11:45 a.m. – 1 p.m. 1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, President 717.571.8567 abwapennsquare@gmail.com www.abwapennsquare.org
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