Business Woman April 2020

April 2020

uled!

Date Resched p.m. e 6, 2020 • 9 a.m. – 2

Jun

Hershey Lodge ive, Hershey 325 University Dr

onth, Check back nextr m updates. and go online fo ndMyDay.com aGreatWayToSpe

Surviving ‘the conversation age’

25 th

Family volunteerism

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Security Planning for your

Inside

WHAT’S 4 LETTER FROM THE EDITOR 7 Employee Handbook

Could your employee handbook use a quick makeover?

9 The Conversation Age

Three ways to speak human in a content-crowded world.

11 Business Assets

Are employees walking away with your business?

13 brand essentials

What does brand entail and what does it do?

15 Family Volunteerism

Teaching kids civic responsibility offers rewards for all.

• Retirement Readiness Planning • Financial Issues of Divorce • Investments • Long Term Care Insurance • Portfolio Analysis & Design • Securities Brokerage Services Deborah Pajak

“ Working with my clients to help achieve their financial goals and dreams.�

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17 Adult children and finances

Financially helping your adult children can be a bad idea.

19 Healthy Lifestyle

Journey to your fittest future self.

22 women to watch

New hires and promotions.

22 achievements & applause

Awards and accomplishments.

23 MEET and Greet

Regional networking events and meetings.

April 2020

led!

Date Reschedu

t 9 a.m.

June 6, 2020 Hershey Lodge 325 University Drive,

– 2 p.m.

Hershey

, Check back next month updates. and go online for dMyDay.com aGreatWayToSpen

SURVIVING ‘THE CONVERSATION AGE’

25 th

FAMILY VOLUNTEERISM

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5 cover story

Farrah Mittel, president of Schaedler Yesco Distribution (SYD), knows how a career path can have a fork in the road. She graduated with a B.S. in public policy, but ended up in the electrical distribution field. Mittel started as the quality administrator for SYD, giving her the opportunity to work with all the departments and learn about the many products as she moved her way up through the company. In 2019 she was name the president for SYD.

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Editor’S

Note

April 2020 Vol. 17 - No. 4

PRESIDENT AND PUBLISHER

H

Donna K. Anderson

EDITORIAL

ello, Everyone, At this point, you’re trying to deal with this worldwide situation the best you can. Some people are able to read about, research, and discuss it incessantly using any method available. Others find it overwhelming, and whereas they stay informed (and it’s always on their minds), they need breaks from reading or hearing about the coronavirus.

Either way, it’s OK. However, be sure you know how you can reduce your risk or the risk to others, what the symptoms are for coronavirus, and what you should do if you think you have the virus. Visit the CDC website for more information.

As you know, unfortunately, there are also some folks who want to pretend the coronavirus isn’t happening (think spring-break vacationers). Whenever possible, please help others realize the importance of taking this seriously so the United States (and the world) comes out of this sooner rather than later.

Thank you for reading this issue of BusinessWoman magazine. It contains relevant information for you as a business professional. Get a cup of coffee, relax, take your mind off the world, and digest this information. Let us help you advance in your career and live a balanced life.

I am happy to say that the Hershey Lodge has worked with us, and we have been able to reschedule the Dauphin County Women’s Expo to June 6. Many of you have already registered to attend. You won’t need to

register again, but be sure to check the website for updates.

It’s going to be a really great way to spend a day … out of the house!

Vice President and Managing Editor

Christianne Rupp Editor Megan Joyce Contributing Writers Kimberly Blaker Lee Dussinger Lynda Hudzick Juliet Jones Merilee Kern, MBA Barry Sparks Kathleen Trotter K. Leigh Wisotzkey

A wonderful post from a blog has been going around the internet that I wanted to share: And the people stayed home. And read books, and listened, and rested, and exercised, and made art, and played games, and learned new ways of being, and were still. And listened more deeply. Some meditated, some prayed, some danced. Some met their shadows. And the people began to think differently.

And the people healed. And, in the absence of people living in ignorant, dangerous, mindless, and heartless ways, the earth began to heal.

And when the danger passed, and the people joined together again, they grieved their losses, and made new choices, and dreamed new images, and created new ways to live and heal the earth fully, as they had been healed.

– Kitty O’Meara

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Story

CAREER

COVER

The Power of Teamwork

By LYNDA HUDZICK

F

arrah Mittel, president of Schaedler Yesco Distribution (SYD), is a firm believer in the idea that “those who are closest to the work are the best to ask for input.”

She knows that although she is the president, her team are the ones who make it happen.

A York County native, Mittel graduated from Penn State University with a B.S. in public policy … but ended up in the electrical distribution field by “complete accident,” she said.

Her original plan was to attend law school, but an encounter with an acquaintance who worked for SYD and mentioned that the company was interested in growing their government sales division changed her mind. She was working for the the Office of District Attorney of York County as a deputy administrator at the time but was intrigued by the opportunity with SYD, so she applied.

“I have some practical experience in that area,” Mittel said.

“I interviewed and was hired in 2006 as the quality administrator, a role that proved to be a great training ground to really learn about the company and the industry.”

As the quality administrator, Mittel was able to work with all the departments, giving her an opportunity to learn the product.

“A year later, I moved into BUSINESSWomanPA.com

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government sales; a few years later, marketing; then business development; then branch manager; then regional VP; then president.”

Mittel had discussed her interest in being part of the succession plan for SYD with Jim Schaedler, the CEO, as she moved through the ranks.

“He was looking for someone who had strong business acumen, a keen eye for strategic growth, and characterized the culture of the company,” she said. “Once I expressed my interest in the opportunity, he started defining the path through the company that contributed to my personal and professional development.”

She officially became president on Jan. 1, 2019, and although it was something for which she had been planning and preparing, “the actual day it became official was surreal,” she said. “I was honored for the opportunity to lead such an amazing company, committed to being successful (I had some big shoes to fill), but most importantly,

excited to get started.”

She does admit that during her first year as president, there were times when she felt overwhelmed, “especially when I sat back and thought about all the opportunity sitting before us and what was needed in order for us to adapt to changes … especially when it comes to meeting customer expectations.”

Luckily for Mittel, she inherited a team who were “very experienced, tenured people who had been members of the executive leadership team long before I arrived on the scene,” she said.

Their advice and expertise has been invaluable in helping her in her role as president.

“Our individual journeys to becoming members of the executive leadership team have been very different, which has provided an extremely positive outcome. We complement each other’s strengths and offset each other’s weaknesses,” she said.

As the female president of a

company in a traditionally maledominated field, Mittel said that it has been both “a privilege and a hindrance.”

She said that although it has certainly opened doors for her as far as satisfying curiosities of some, or the desire of others to help her break tradition, she has also experienced certain stereotypes and conservative beliefs that have been a challenge.

“There will always be people whom we connect with and people we don’t,” Mittel said. “For the most part, I have had a very positive experience in the field and industry by simply being me.”

Along the way, Mittel has learned not to be afraid to get involved — to jump in and do the dirty work if it needs doing.

“I always welcome different perspectives so that I can be as informed as possible when making decisions,” she said.

Mittel enjoys the variety the job offers, presenting her with the opportunity to spend time with

employees, customers, and vendors, covering everything from business conditions to strategy to overall organizational health.

“I ensure the company is growing, remaining valuable to our existing and future customers, and that our employees are working hard and going home happy,” she said.

Speaking of happy employees, according to the SYD website, the company was named 13th in the Best Places to Work in PA annual award program. It was the ninth year in a row and 13th time overall that SYD has won the award.

Her work is a big part of her life, and because she truly loves what she does, Mittel said that she does not really consider it work.

“It’s just my life; it’s what I do,” she said.

As far as what the future might hold, Mittel isn’t planning to go anywhere anytime soon.

“I’ve only been in this role for a year,” she said. “I hope I have several years left to help SYD grow and evolve as a company.”

Keeping Yourself Healthy Take Steps to Protect Yourself Clean your hands often t Wash your hands often with soap and water for at least 20 seconds, especially after you have been in a public place, or after blowing your nose, coughing, or sneezing. t If soap and water are not readily available, use a hand sanitizer. Cover all surfaces of your hands and rub them together until they feel dry.

For Love of Family Devotion. Compassion. Dignity. When your loved one needs help, join hands with Homeland at Home.

We are privileged to be part of your caregiving team.

Hospice 717-221-7890 | HomeHealth 717-412-0166 | HomeCare 717-221-7892 HomelandatHome.org | Hospice volunteers are always welcome.

Community Outreach of Homeland Center

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~ April 2020 | BUSINESSWoman

| Harrisburg, PA

t Avoid touching your eyes, nose, and mouth with unwashed hands.

Take steps to protect others t Cover coughs and sneezes. t Cover your mouth and nose with a tissue when you cough or sneeze or use the inside of your elbow. t Throw used tissues in the trash. t Immediately wash your hands with soap and water for at least 20 seconds. If soap and water are not readily available, clean your hands with a hand sanitizer that contains at least 60% alcohol.

Elbow bump instead of handshake t Elbow bumps are catching on as the new handshake.

Excerpt from CDC website.

CAREER

Could Your Employee Handbook Use a Quick Makeover?

By JULIET JONES

W

hen was the last time you updated your employee handbook? Running an effective business entails having updated policies and procedures according to the laws of the state in which you live and the goals of your organization.

These policies, procedures, or SOPs (standard operating procedures) should be: •U p to date and updated frequently •A vailable and communicated to all employees • I n compliance with your local, state, and/or federal employment laws Is a Handbook Update that Important?

The handbook is very important as it houses all of your policies and procedures to run your organization.

Updating it is even more important! As you focus on recruiting, hiring, and retention goals, make sure your handbook addresses your goals and employment laws for union and/or nonunion employees. The handbook is the first manual that outlines how your organization should or will run.

Further, it is a resource for employees to understand what is expected of them and what is offered to them, and it answers commonly asked concerns, such as: • How much PTO do I have?

• Can I carry my PTO hours over at the end of the year?

• How much bereavement time can I take off if a family member passes away?

• Do I need a doctor’s note after I’m absent one, two, or three consecutive days?

• W hen do I receive overtime or double time, or holiday pay?

• Layoff and recall • Probation periods • Nepotism • Grievances • Dress code and more For union employees, the collective bargaining agreement (CBA) addresses the same operating procedures under their CBA/ union contract.

Policies and/or procedures define the consequence or action steps outlined for employees to follow and the consequences of not following the policies outlined in the employee handbook (or collective bargaining agreement).

Unfortunately, many companies are still using outdated handbooks, which, in turn, means they are using outdated policies, procedures, and/or practices that result in inaccurate operations, heightened safety risks, and many unfavorable

lawsuits, all of which can be avoided with an updated handbook.

Do You Really Need an Updated Dress Code Policy?

Dress code policies typically end up on the backburner, but yes, you absolutely do need one, and it should be updated often.

With continual changes over generations, and the ever-changing waves of freedom of expression (e.g., more recently, piercings and tattoos as hot topics), it is often challenging for an employer to know when or how to draw a line in the sand with respect to what is or is not acceptable attire in the workforce.

Often, many companies are challenged with how to balance the safety and professional needs of the business with what their dress code should or should not include.

For example: If your employee works in a manufacturing environment, you may need to update your policy to ensure that every employee wears a closed-toe or steel-tip shoe versus sandals or

flip-flops. This is to take necessary safety precautions.

In other organizations, slipresistant shoes or a safety vest are often needed yet are not worn because they were not in the dress code policy or it was not effectively communicated to the employee, who either failed to read their handbook or simply did not know what attire was required of them.

This lack of communication or lack of policy updating has resulted in countless on-the-job injuries and, in some cases, results in highrising workers’ compensation claims for employers and/or unfortunate accidental employee deaths.

The best way to approach your dress code policy is to review the job descriptions of each position and then outline what attire would be needed to keep employees safe, with a “safety focus” in mind at all times. This helps avoid the legal ramifications from the Occupational Safety and Health Administration (OSHA) or the National Labor Relations Board (NLRB) that you will face

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“”

should you fail to take such precautions.

Keep your dress code clear and concise. It is not best practice to have an overly broad dress code. That can lead to legal ramifications as well.

Here is an example of Honda having an overly broad dress code that led to a lawsuit involving the National Labor Relations Board: Boch Honda, a Massachusetts car dealership, was faulted by the NLRB for having a dress code it deemed to be overly broad. The dealership’s policy stated, “Employees who have contact with the public may not wear pins, insignias, or other message clothing.”

Boch Honda’s unionized employees claimed the policy was too broad and violated their right to engage in protected concerted activity under the National Labor Relations Act (NLRA). The NLRB agreed in a 2-1 ruling and reasoned that under the NLRA, both union and nonunion workers have the right to display union messaging and insignia in the workplace and that Boch’s policy could be interpreted as a ban on these kinds of displays.

Because of this ruling, it is important that all employers avoid using overly broad language in their dress codes, which could indicate that union-related messaging and insignia are unacceptable. ( h t t p s : //n e w e n g l a n d i n h o u s e . com/2016/08/16/car-dealers-dresscode-invalidated-by-nlrb/) How Up to Date is Your PTO/Leave Policy and FMLA Procedures?

It has been our experience at CHRE (Certified HR Experts) that many companies do not have clear or concise PTO policies, which leads to confusion on the employees’ part and even more confusion for their managers who try to follow it.

I have seen countless cases of not just employees mismanaging their PTO hours, resulting in the termination of their employment, but more often, managers mismanaging the PTO policy (inconsistent between employees in approving

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Policies and/or procedures define the consequence or action steps outlined for employees to follow and the consesequences of not following the policies outlined in the employee handbook.

or denying PTO leave, wrongful implementation of disciplinary actions due to misinterpreting the PTO policy or point systems, and improper tracking of leave time, etc.). These instances have resulted in arbitrations and wrongful terminations that cost the employer a lot of money.

Your PTO policy should be clear, concise, properly tracked, and consistent. Any changes to your policy should be immediately communicated with all employees.

Further, while many companies have an updated FMLA policy posted, as well as other leave policies — such as short- or long-term disability — the denial, approval, and/or tracking of FMLA hours is just as important! Inaccurate processing and tracking of leave time has resulted in the following:

or the employer’s failure to retain accurate documentation on unemployment hearings and other legal hearings

What You Can Do as an Employee or Employer Employees should read their handbook and follow the expectations outlined in it. When in doubt, an employee should see their human resource department for clarification and guidance on any concern.

Employers, it is very simple.

Revise your handbook with updated policies and procedures. This allows employers to recruit, hire, and build an audit-ready and sustainable workforce as previously mentioned.

The benefit of having an updated handbook allows you to:

• Wrongful write-ups or disciplinary actions taken toward employees for calling off, inaccurate calling-off procedures, or improper tracking of call-offs and time used as PTO vs. FMLA

• Give the first introduction to how your organization operates under your vision, mission, and core values

•M isinformed eligibility quirements for FMLA

• Outline all of the benefits available to the employees while they are employed

re-

•W rongful designation of FMLA leave hours • I ncorrect approval, denial, and/or tracking and calculation of PTO hours or short-term disability leave •W rongful terminations under FMLA or ADA laws resulting from the employer’s lack of reasonable accommodations for employees

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• Clearly define the employers’ expectations for their employees

• Provide information on where the employees can go for help on any related employment topic or concern Furthermore, the handbook offers protection for the employee and the company as an effective and consistent means of communication.

Yes! It’s Time for Your Handbook Makeover No more backburner! It is time to give your current employee handbook the needed makeover it deserves, while keeping in mind the local, state, and federal compliance policies. Your human resource professional should stay up to date on any changes that are needed, and those changes should be reflected in your handbook due to ever-evolving regulatory updates.

I urge you to strongly consider reviewing the topics mentioned in this article (and more) that arise by: • Auditing your handbook each year • Conducting a full audit at least every two years to cover new topics such as diversity and inclusion; EEOC; social media, which has changed over the years; and the use of work phones vs. personal phones (i.e., cellphone policy) • Updating new hot topics, such as the Americans with Disabilities Act, EEOC and protected classes, HIPAA privacy rule, veterans, company vehicle usage and travel for work, overtime rules, and your drug policy With ever-changing medical challenges and new medicines hitting our market, your drug policy should include what is or is not acceptable, random drug testings performed (pre- or post-employment), second-chance programs, trainings, as well as your employee assistance programs (EAP), to name a few.

If employers are clear about their expectations of what is or is not acceptable in their organization with a focus on safety, the employer will see an increase in retention, an increase in positive compliance audits, and success in reaching their goals! It all starts with your handbook.

• Juliet Jones, MBA, CHRM, is the CEO of Certified HR Experts, which excels at creating or updating policy handbooks.

CHRE is recognized as a dynamic leader in Pennsylvania with unparalleled knowledge of employment laws, employee relations, and talent acquisition. Your business is our business; when you succeed, we do too. www.certifiedhrexperts.com

CAREER

Surviving ‘The Conversation Age’

3 Ways to ‘Speak Human’ in a Content-Crowded World The new economy of conversation: How brands can make and maintain meaningful connections and create a lifetime value with customers in ways that’ll set your brand apart in a crowded marketplace, tell an authentic story, foster maximized marketplace engagement, and breed brand loyalty.

By MERILEE KERN, MBA

‘‘B

lah … blah … blah …” This is what most consumers hear when exposed to marketing messages, no matter the medium through which it’s delivered.

Today’s consumer demands more than catchy slogans and slick ad campaigns. But, in what’s evolved into an overwhelmingly egregious disconnect, most companies struggle to communicate even the most essential messages that will differentiate their brand in today’s crowded, confusing, and expectationladen marketplace.

With technology making it easier than ever for consumers to block and otherwise avoid advertising and marketing messages as they go about their online and offline lives, companies ubiquitously scramble for solutions — ultimately turning to content marketing to help them make and maintain meaningful connections with the marketplace.

However, like many marketing innovations that are incubated to solve problems, content marketing could quickly lose its impact.

According to Kevin Lund, CEO of T3 Custom, a lauded content marketing firm that helps brands “speak human” to maximize content marketing ROI, “Those who are wildly successful at content marketing understand the strategy is not just starting a blog and

creating social media accounts.

“It’s a disciplined approach to communicating with a target audience — one offering ample opportunity to tell a simple, human story that will educate, inform, entertain, and, most importantly, compel customers in a way that fully captures mind — and market share — through messaging that truly resonates.

“Companies must completely reimagine their approach to connecting with customers by simply communicating with them instead of talking at them,” Lund urges.

“Specifically, speak human. This is not just in a given ‘handshake moment,’ but rather it is a continual friendly engagement with a consumer, or the marketplace at large, that is built primarily by trust and performance.”

Below are three of Lund’s strategies that can help you make and maintain meaningful connections and create a lifetime value with customers in ways that’ll set your brand apart in a crowded marketplace, tell an authentic story, foster maximized marketplace engagement, and breed brand loyalty: 1. Recalibrate low-level communications.

We have long struggled with linear, low-level, or one-way communication. It is a completely timeless human

phenomenon that is at the core of every conflict or stalemate, including the ones we experience at home, work, and in our communities.

We focus on transmitting information but lose sight of the critical need for feedback, response, or an actual “human” exchange of emotions or ideas.

Today’s social networking tools can effectively and surreptitiously disguise “reach” with “results,” often only perpetuating linear, low-level communication.

For example, you’re on Twitter and Facebook, and you’re tweeting and posting five times a day and perhaps growing a fan and follower base on each like clockwork, with your “strategic” ad buy. But your zealous, disciplined approach doesn’t mean you’re doing it effectively.

Who, exactly, are all those followers, friends, and fans? And are you really “speaking human,” creating content or telling an authentic story? It might be that you are simply tweeting and posting just to check it off your task list and that your followers are re-tweeting or “liking” you for the exact same reason. If that’s the case, then they’re not really followers or actual “friends” at all.

“Speaking human” involves more than just opening a communication channel for that channel’s sake or doing social media just because

someone at some seminar told you that you should. Your “handshake moment” is where people actually discover the essence of who you are as a brand for the first time.

If that’s the case, what are they going to find? Will they be greeted by a sales pitch? A slogan?

A press or media kit? Or are they going to find a real person — someone they might want to reach out to and greets them with a warm hello?

If you’re not asking these questions, let alone answering them satisfactorily, chances are your content is simply traditional advertising disguised as substance wearing a new outfit.

2. Master conversational media.

Conversational media insists that we don’t just sell ourselves, but rather, share ourselves. And further, it informs the listener who we are, rather than what we are.

We must learn the signals that tell us when to drop the jargon, cut the B.S., and simply talk, authentically and truthfully, to those we hope might buy our product or service. Yes, we sell things, and so we must provide essential information about policies, performance, and the like, but good content marketing is about providing information and education.

Brands shouldn’t have to sell themselves.

An effective mix of messages

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includes telling people what you do, how you do it, and even why you do it. Then, you draw them into your embrace with a story that is compelling and authentic.

Then, leave them alone to make the choice. Why not influence the decision-making process with endearing, enlightening, and empowering messages?

Speaking human is about engaging with someone for a mutual benefit: You need this information, and I must deliver it in a way that you understand while you need to ask me questions in a way that makes sense.

We’re having a conversation.

We’re speaking human. When the conversation takes place on social channels, participate in the exchange in such a way as to achieve the coveted “handshake moment.”

How do you get there? What do you say to influence them to engage with your brand, your business?

It’s all about cutting through the jargon, the clutter that clogs the communication pipeline. It’s

not about selling your soul. It’s about them.

3. Give them something to talk about. In this new economy of conversation, marketers must master the art of facilitating the relationship between the business and its consumer.

For example, the company wants to run a campaign to advertise a specific product offering. The consumer is looking to meet a need or discover an innovation. Content marketers bridge the gap. They create the information the business needs to share and provide the information customers want to receive. The job of today’s content marketer is to work both in the world of traditional media as well as conversational media.

The goal is not bullying, but inviting. Not grabbing attention, but earning and holding attention.

Naturally, you want audiences to take action. But, it’s the rare brand that understands how the content and story must interact

to add real value versus merely seeking to sell a product or service.

Storytelling is an essential human activity and must be the cornerstone of any meaningful content strategy. If story is the nest, content becomes the baby starlings that grow strong and fly off, carrying compelling messages. A story can instantly communicate your history, values, and beliefs and gives people something to talk about. Unless you have a real story, loyalty is unlikely.

“The Conversation Age finds brands in the midst of an evolutionary process,” Lund continues. “Social media and the overarching digital landscape have afforded them the ability to engage in a transactional dialogue, often giving them the bigger platform and louder voice.

“This new power forced modern companies to become completely transparent in their brand story telling. Thus, the Conversation Age requires modern businesses to educate, inform, even entertain

their customers, all while telling a story.”

Today, learning how to use conversational techniques in commerce to touch the heart of the customer must be a top priority for modern marketers in any field.

Know your audience, though, too. Depending on the age group, no longer is it always effective to merely use traditional advertising such as TV and radio spots and billboard and print ads. They can all work together to grow your bottom line.

• Branding, business, and entrepreneurship success pundit Merilee Kern, MBA, is an influential media voice and lauded communications strategist. As the executive editor and producer of The Luxe List International News Syndicate, she’s a revered trends expert and travel industry voice of authority who spotlights noteworthy marketplace change makers, movers, and shakers. Kern may be reached online at TheLuxeList.com, twitter.com/ LuxeListEditor, and Facebook.com/ TheLuxeList.

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~ April 2020 | BUSINESSWoman

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Protecting your business assets using noncompete, confidentiality, and separation agreements

By K. LEIGH WISOTZKEY

T

wo employees of a hair salon walked out and set up shop several blocks away, taking the majority of their clients with them.

This could be a devastating loss to the salon, unless the owner took steps to protect her business.

The hair salon is a common example of a competitive industry that needs to protect its business assets — in this case, its client list.

Protecting Your Business Assets Hair and other competitive industries, such as healthcare, software, sales, and manufacturing, have their fair share of risk when it comes to employees who have access to business assets.

Proprietary information, such as trade secrets, client lists, marketing plans, sales figures, supplier lists, technical data, formulas, and software, are often what sets one business apart from its competition.

Consider the business impact if an employee takes client records, contacts those customers, and undercuts your price. Or what if an employee takes a job with a competitor and reaches back to take your other employees with them?

These things happen all the time — people leave businesses, start their own, sign on with the competition, etc. So, how do you prevent employees from interfering with your business relationships when they leave?

Noncompete and confidentiality agreements are very useful tools in protecting your business from these

risks. In the hair salon example, a noncompete agreement, limiting employees from doing business within a 10-mile radius within the first year of leaving the business, could provide adequate terms to protect the business and give the owner grounds for legal action.

Noncompete Agreements A noncompete agreement is used to protect business assets and prevent employees from sharing proprietary information with competitors or opening their own shop or business.

“The agreement must be reasonable in time, geographic scope, and content,” says attorney Peggy Morcom with Buzgon Davis Law Offices in Lebanon.

•T ime – How long after the employee

leaves your business the agreement is effective • Geographic scope – Actual distance from the business location (e.g., 5, 10, 15 miles) or an entire region (e.g., mid-Atlantic) • Content – Specific terms of the agreement “You can’t prevent people from leaving, but you can, for example, keep a person from soliciting your employees for a specific period of time by creating terms within the agreement that provide they (former employees) can’t solicit them to join them at another business,” Morcom explains.

A noncompete agreement is generally issued to an employee at

the time of hire and is a contract.

If not done at time of hire, it is still possible to present a noncompete agreement.

“Regardless of length of time, two months after hire or a year later, the employer must offer some other consideration (some type of compensation, e.g., financial payment, pay increase, vacation time, etc.) in exchange to create a valid contract,” says Morcom.

Not all employees may be required to sign a noncompete agreement. It depends what the employer is trying to protect.

“Working in the software industry, employees who undergo a lot of training for a position, developing a specific product; positions that are difficult to fill (e.g., rare skill sets); and healthcare,

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CAREER

Are Employees Walking Away with Your Business?

Career

such as home health aides, are some areas where noncompete agreements are prevalent,” Morcom explains.

“The workforce of today is transient compared to 20 years ago.

Employees are often alone with clients or customers or often removed from direct oversight

by the employer. It is the goal of the business to protect its interests, and a well-crafted noncompete agreement is an excellent tool,” Morcom adds.

Noncompete agreements are enforceable regardless of whether an employee quits, is fired, or is laid off.

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~ April 2020 | BUSINESSWoman

Confidentiality Agreements Confidentiality agreements and policies provide a proactive layer of protection to assist with preventing breaches and may also be useful to the employer when a breach occurs.

Confidentiality agreements can be similar to noncompetes in that they can pertain to trade secrets and proprietary information and can also pertain to information such as Social Security numbers, medical information, marketing plans and cost lists. Under a confidentiality agreement, employees are not permitted to share or disclose information they learn or acquire while working in the business.

A confidentiality agreement can appear as a policy document, be included within a noncompete agreement, or can be a separate and distinct agreement. If it appears as policy, it is important that employees sign off that they received the policy and understand its contents.

This can be done in several ways, including the use of an acknowledgement form that coincides with the employee handbook.

Also, confidentiality in the workplace is not limited to privatesector business. Consider publicsector jobs, such as a county office like domestic relations or the prothonotary, where personal identifying information (e.g., Social Security numbers, dates of birth, addresses) may be used on a daily basis by employees. This information should remain confidential.

Separation/Severance Agreements Separation/severance agreements are another vehicle used by the employer when parting ways with an employee — for example, when a position is eliminated. This is another opportunity for the employer to include language binding the employee regarding confidentiality and/or noncompete.

What Employees Need to Know about Violating Noncompete Agreements The impact to employees is monetary damages for the breach of the agreement, but the job they go to can also be affected.

“They will more than likely lose the new position,” Morcom advises. “In many instances, the original employer will sue the second employer along with the former employee. The second employer typically doesn’t want to be involved in litigation related to the new hire.”

If an employee signed a noncompete agreement, they should always provide a copy of the noncompete to future employers to determine whether a true conflict exists. It is important for the new employer to determine whether they could be exposed to liability.

“Employees should recognize that a forensic analyst can track the electronic fingerprint. This includes determining when, how, and the frequency at which the employee accessed confidential company records,” Morcom adds.

It’s also important to understand the dynamics involved with social media connections when it comes to noncompete agreements.

“While clients can become ‘friends’ on Facebook, an employee may argue that they were ‘friends’ or associated via other social channels long before the individual became a client of the company,” says Morcom. “This can be established through a history of social media data/posts.”

However, the employer may also have relevant data that contradicts the employee’s position on a “friend’s” status.

Even though social media may add a twist to who is and who is not a client, this doesn’t alter the employee’s obligations under the noncompete.

“The friend was still a client of the employer, and the employee would likely be found to be in violation of the noncompete, regardless of the social media connection to the employee,” Morcom explains.

Written agreements are key in any business. Since the relationship between employers and employees is a business in itself, noncompete and confidentiality agreements are best established and signed at the time of engagement or hire to keep employees from walking away with your business.

CAREER

Please Judge This Book by Its Cover:

Understanding Brand Essentials

D

By LEE DUSSINGER

o you fear snap judgments?

That human instinct we all have — to decide if something is good or bad, trustworthy or suspicious.

For any business that hopes to make a marketplace impact, shying away from others’ opinions isn’t an option. The ability to bridge a connection and make a sale lives in the very moment that first judgment is made.

That’s why blue-chip companies invest millions of dollars in

their brand and everything that goes with it. For smaller companies, though, brand is equally important, even if the price tag is slimmer and the message is deployed on various platforms.

Understanding the essentials of how brand messaging impacts growth and customer relationships makes you a stronger businessperson and decision maker — even if marketing isn’t directly in your job description. Whether you’re running a side hustle from your Instagram

or you’re a stakeholder at a large company, brand matters to you.

What Does Brand Entail and What Does it Do? Before we dive in any further, we need to clear up the looming misconception about brand. Your company’s brand is not just its logo.

The term “brand” encompasses basically everything that elicits a feeling in someone when they think about your company.

While that definition of brand

can be almost too broad, these are the four practical touchstones you’ll come across when working on your own company’s brand: • Logo • Tagline • Color scheme • Brand story/values Take a gut check of your company, your project, your side hustle — where do you stand with these

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Career

four essentials? If you wanted to create a letterhead tomorrow, have you already designed your logo and determined your color scheme?

Do you have your “elevator pitch”?

Looking Closely at Brand … Big and Small Let’s start with a brand everyone knows: Apple. It is one of the most distinct brands in the world.

The simple logo of a 2D fruit embossed on a white screen is one of the most iconic images of our time. As soon as you see it, you feel immersed in the brand values of stylistic futurism and functional minimalism.

But here’s the thing: Thinking about the brand of a multibillion-dollar international tech empire is a bit more abstract than examining the brand of a down-toearth local business. Let’s step back from Fortune 100 and look at real branding for real small business.

Let’s break down the brands of two local businesses that are not only quite different, but also reach

an equally disparate customer base.

First, let’s talk about Kauffman Kitchens (www.kauffmankitchens. com), a kitchen and bathroom remodeling company. Their logo is of a monogramed KK and they utilize the tagline: “Style. Versatility.

Value.” With gold and green color tones, all of these brand choices communicate the company’s value of an ornate and luxury experience delivered practically for real life.

This message and this imagery are created to appeal to the average middle-class homeowner.

Now, let’s break down a second company: J. Smucker Contracting (www.jsmuckercontracting.com), a roofer that specializes in, and only works on, commercial properties.

Their logo is of a skyline, and they employ the tagline, “Innovative Roof Solutions.”

Their tagline directly states that they provide a higher caliber of intelligent answers to roofing problems. Pairing this tagline and logo with their orange, black, and white colors, J. Smucker Contracting

projects a bold yet masculine presence that resonates with the primarily male-dominated commercial property management industry.

Brand-Building Pitfalls Investing in brand is almost always a rock-solid business decision, but here’s the question: Can you do it wrong? Unfortunately, you can, and the results aren’t pretty.

The No. 1 branding mistake I see often is not having any semblance of brand at all: nonexistent messaging, different logos on different collateral, and varying color schemes. Without any core to center on, your brand is left feeling pretty generic. But unlike in a grocery store, a generic brand in the business world means a lost opportunity.

This being said, the opposite is also a problem. If the company rebrands often or simply uses multiple logos carelessly, you’ll confuse your customer base. And just like if your project or company had never put a penny into branding,

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Where Do We Go from Here?

You want to thrive in that moment — the split second of a first impression. You’re ready to start the conversation to ensure your brand lets you emerge victorious amongst your competitors.

Your best option is to find a professional who specializes in branding, an agency that performs a full suite of services. Simply put, the most pressing thing you can do about your company’s brand is to start the conversation.

Bottom line: Brand is nonnegotiable. Whether you trust a branding agency to develop this for you, or you and your stakeholders collaborate on this, it’s a necessity.

• Lee Dussinger is an experienced marketer, specializing in digital lead generation, content creation, and brand identity for clients of all sizes, in a diverse set of industries. www.webtekcc.com

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‘

Family Volunteerism: Teaching Kids Civic Responsibility Offers Rewards for All

By KIMBERLY BLAKER

FAMILY

‘‘R

emember that the happiest people are not those getting more, but those giving more.”

– H. Jackson Brown Jr.

Volunteering is an excellent way for families to make a difference in their communities and offers lots of benefits to those who volunteer their time and skills.

First and foremost, nothing is more rewarding than knowing you’ve made a difference in the lives of others. What’s more, volunteering raises kids’ sense of civic responsibility. It also makes for an excellent family bonding experience and provides valuable skill-building and socialization opportunities for kids and adults alike.

Regardless of where you live, countless volunteer opportunities are available — and there’s something to fit every family’s talents and interests. So share these ideas with your kids to see what triggers their enthusiasm. Then make a family plan to put it into action.

Volunteer at a soup kitchen or food pantry. The poor and homeless are always in need of nutritious food and meals. Search online for local soup kitchens and food pantries. Then call and speak to the manager and offer your family’s service. Be sure to mention the age of your children in case there are age restrictions.

At a soup kitchen, you can assist in preparing and serving a meal or with kitchen cleanup.

At a food pantry, help with

stocking or putting together food baskets for families in need.

Some pantries also need delivery assistance, since many low-income families don’t have transportation to pick up their food supply.

Help out at an animal shelter.

Cats and dogs spend days, weeks, and often longer cooped up in small kennels or crates with little opportunity to exercise or socialize.

Offer to spend an afternoon walking dogs or playing with cats.

There are many other things you can do for a shelter, too. You can transport a pet to a new home, clean kennels, donate supplies, or help find loving homes through social media.

Adopt a road or park for cleanup.

Most states have adopt-a-highway programs. These typically require

a signed contract for a period of two to four years with a promise to clean up a designated area two to four times a year.

Alternatively, you could pick an unsightly city street and head out to clean up the debris.

Keep kids safe by requiring them to stay off the road and picking up litter only on the boulevard. If you have younger kids, park cleanup is a safer option.

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Paint a park bench. Benches can be found in parks as well as shopping districts and along bus routes. Contact your city hall or parks and recreation department and request permission to freshen up a bench. If your family is artistic, ask if you may do something creative to make it more cheerful.

FAMILY

Help build a house with Habitat for Humanity. This organization

helps build and renovate homes for families in need of safe shelter.

Visit www.habitat.org to find your local Habitat organization, and ask how you can help. Habitat also offers a teen volunteer program.

Send letters to military members overseas. Veterans, new recruits, and deployed troops deserve and need to know just how much we appreciate their dedication and service to our country. For

Facebook.com/ BWMagazine

more information, visit www. operationgratitude.com/writeletters.

Hold a coat, blanket, and backpack drive for the homeless.

Homelessness exists in every community throughout the country, whether visible or not. Destitute individuals are always in need of warm coats and blankets as well as a way to easily carry their bare necessities.

Coordinate with a local homeless shelter, and set up several dropoff locations throughout your community. Then create and pass out flyers in your neighborhood, on parked cars, and at street corners.

You can also post flyers on grocery store and laundromat bulletin boards, share them on social media, and email family and friends asking them to help spread the word.

Help an older adult by running errands. Do you know an older person who doesn’t drive or own a vehicle? Offer to transport them to do their errands and grocery shopping. If it’s too difficult for the older person to go out, you could offer to do the errands for them.

Gary Allan

Let’s pray this storm runs out sooner than later.

Be safe. Stay healthy.

From the staff at ON-LINE PUBLISHERS, INC./BUSINESSWoman 16

~ April 2020 | BUSINESSWoman

Put together care kits for homeless shelters.

Ask local businesses to donate items for the homeless care kits you plan to create.

The following are useful items to include in each kit: toothpaste, toothbrush, dental floss, comb, bar of soap, shampoo, package of hand wipes, razor, shaving cream, protein bars, and other small, useful items. Any food items should be nonperishable and require no preparation.

Help someone who’s visually impaired. Search online for your local organization for the visually impaired, and offer your help. An impaired person may need assistance with cleaning, cooking, yardwork, or errands. You can also ask the organization about other ways you can help.

Offer your service to a domestic violence shelter. Coordinate with a local women’s shelter to hold a

clothing and toy drive. Or put together arts and crafts kits, and spend an afternoon teaching a craft workshop for children at the shelter. Childcare is also often needed for working mothers staying at these shelters.

Hold a bake sale for a charity.

Pick your favorite charity, and hold a bake sale to raise funds for it. Just ask a busy local business or grocery store if you can set up a table on a given day for your charity bake sale. Then invite family and friends to pitch in and help with the baking.

Plant seeds or greenery along a highway or main street. Check with your city first. Then contact management at local nurseries, and ask them to donate plants or seeds for the project. Plant only native flowers, shrubs, and trees that won’t require watering or maintenance.

Rake, mow, or remove snow for a disabled person. If you don’t know anyone who’s disabled, ask coworkers or friends if they know of someone. Or do an online search for disability organizations in your area. Then reach out, and offer your service.

Foster a homeless animal.

Animal rescues are always in need of families to foster homeless pets while awaiting permanent placement. Search online for pet rescues and animal shelters. If your family has a favorite breed, look for a breed-specific rescue in your area.

Perform for children in a hospital.

Countless children suffer from diseases that require lengthy and sometimes indefinite hospital stays. If your family has talent, what better way to put it to good use?

Search for a children’s hospital or wing in your area, and arrange a date to perform for the kids. You could put on funny skits, perform magic, dance, play music, or do acrobatics.

Financially Helping Your Adult Children Can Be a Bad Idea

By BARRY SPARKS

Lifestyle

I

t’s only natural to want to help your children financially, even when they become adults. Parents don’t want to see their adult children struggle with day-to-day expenses or long-term debt.

Nearly 3 in 4 parents with adult children say they help their grown kids with their finances, according to a study from CreditCards.com.

This arrangement, however, presents a potential danger to both the parents and the adult children.

“Boomers are generous to a fault

with their children and grandchildren,” says Maddy Dychtwald, a Wall Street Journal blogger, author, and co-founder of Age Wave.

“Parents provide $500 billion in support of their adult children.

That is a staggering number,” says Dychtwald.

She points out that the average boomer contributes as much to the financial support of their adult children as they do to their retirement savings.

Contrary to popular belief, it’s not just wealthy parents in the top 1% or the top 10% of wage earners

who are financially assisting their adult children.

“Many middle-class parents are making sacrifices to help their adult children,” says Dychtwald. “While parents are being generous in their support of their adult children, they are short-changing their retirement savings.”

The statistics support Dychtwald.

A recent survey conducted for Northwest Mutual found 1 in 3 baby boomers have less than $25,000 in retirement savings. A survey conducted by GoBankingRates found only 23% of Americans over age

55 had saved $300,000 or more for retirement.

Helping adult children pay expenses is one of the reasons baby boomers give for not saving enough for retirement.

According to Dychtwald, 82% of parents would make major financial sacrifices, such as delaying retirement, taking money out of their retirement fund, or avoiding major purchases, to financially help their adult children. Some financial advisers say they have seen parents deplete their retirement savings to help an adult child.

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Lifestyle

Interestingly, a majority of Americans believe parents are doing too much for their young-adult children today.

Financial independence has traditionally been one of the signs of adulthood. This typically came after the child graduated from college, around age 22. Now, however, financial independence has been delayed until much later. Thirty-one percent of adult children, ages 18-34, live with their parents, according to Dychtwald.

The financial support most parents are providing for their adult children isn’t for emergencies.

It tends to be for day-to-day expenses, such as rent, cellphone bill, cable television, and utilities.

“Only 25% of the financial support is going toward paying college loans,” says Dychtwald.

“Other debts parents tend to help with are those associated with credit cards, medical expenses, and car loans.”

Dychtwald believes Americans have created a generation of

arrested development in regards to financial independence.

“Parents mean well, but they aren’t doing the right thing,” she stresses.

In addition to creating a financially dependent generation, parents run the risk of shortchanging themselves in retirement.

Since Americans are expected to live to age 85, they will need more money in retirement than previous generations. That sets up the possibility of them having to financially depend on their adult children in their later years.

Dychtwald says one of the best gifts parents can give their children is to teach them to be financially independent and to live within their means. Sometimes, adult children don’t learn those lessons until they experience failure and the consequences of their poor decisions and habits.

Kathy McCoy, Ph.D., a marriage and family therapist, says repeatedly financially rescuing an adult child can set up a pattern of dependency and expectations.

Saying “no” to adult children isn’t easy, but parents must learn to do so.

“Learning to say ‘no’ is important,” comments Dychtwald. “And, not just about financial support.

“Finances can be an emotional issue for both sides. The goal is to have open communication to discuss the issue and make decisions together. That’s really the most important advice I can give parents and their adult children.”

Some financial experts suggest parents turn to the calculator before they open their checkbooks.

They recommend parents review the adult child’s budget to find out how they are spending their money and the source of the financial problems. Maintaining a budget should be a prerequisite for receiving help.

Dychtwald recommends adult children take online classes, attend community classes, and read books on managing their finances.

She says it’s a good idea if parents can attend along with

their adult children.

“It sets up opportunities for talking and learning,” she says.

“Ultimately, you want the need for financial assistance to be a win/win for both sides.”

Another suggestion is to involve your financial adviser. He or she can explain to adult children the financial impact of the parents’ decision to provide financial assistance. A third-party view can carry a lot of weight.

Finally, before writing a check, advisers strongly urge parents to develop a plan, agreed to by both sides. The plan should include a maximum dollar amount of support and a definite end date.

“Being financially dependent is not good for adult children or their parents,” says Dychtwald.

“Both sides need to work together to turn the situation into a positive. Parents need to be able to assure they will have enough money in retirement, while adult children need to be financially independent.”

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~ April 2020 | BUSINESSWoman

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Journey to Your Fittest Future Self

By KATHLEEN TROTTER

W

Wellness

hat would you say is the biggest setback women meet on their journey to a healthy lifestyle?

Ourselves. We tend to be our own worst enemies. We use belittling and shaming self-talk. We compare ourselves to others versus thriving in our own lane. We buy into a perfectionist mindset. We try to do everything, which too often leaves us burned out, depressed, and frustrated.

I always tell my clients, “A yes to someone else’s priority is a no to yours.” We can all do anything but not everything. You can’t pour from an empty cup. No one wins if you push yourself to the brink of what a human can physically and emotionally withstand.

Stop trying to be perfect.

Perfectionism sets you up for failure; it is an unrealistic ask — “perfect” doesn’t exist. It is holding yourself to impossible standards.

Replace “perfectionism” with “healthy striving.” Hold yourself to high but realistic standards. Be willing to work at building the skills you need to succeed. You probably don’t currently excel at running, or maybe you have terrible form when squatting … so?? That data doesn’t show you are doomed for health failure. It just proves you have not yet built those skills.

Who isn’t mediocre at most things when they start? Give yourself the time to be mediocre and to learn and to grow. Start as a neophyte. Don’t compare yourself to the greats. Compare yourself to where you were yesterday.

Decide what matters to you — what choices will make you feel you are living with integrity — and

then stick to your guns no matter what others think. Live life in a way that makes sense for you and your family. Say no to what doesn’t work for you.

Understanding that we are all different and that we need to create a unique plan for ourselves,

where does one start?

I would say you start with building awareness. Work to understand yourself.

The problem is that you can’t create new, healthier habits until you are aware of your current habits.

You can’t decide to stop mindlessly

eating a full dinner while cooking or swiping 500 calories of almonds off of a co-worker’s desk until you know you are a “grazer” or a “swiper.” You can’t intentionally choose to spend your time more productively or talk to yourself with more kindness until you know how

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planned. You will fall off your health horse; wobbles are an inherent part of life. We are all human. You will miss a few workouts or eat a few too many cookies. The trick is not to shame spiral when you do: Don’t let two cookies turn into five. Course correct quickly — get back on your health horse today, not next week.

When you do fall, embrace a growth mindset. All experiences are simply data. Analyze why you fell. Did you eat out of sadness?

Next time, phone a friend. Did you “TV eat” from boredom? Consider knitting to keep your hands busy.

Did you binge at 11 p.m.? Don’t bring junk food into the house.

Replace the unrealistic goal of “never falling” with “fall less often and less intensely — get up faster, armed with new information.”

I talk about the concept of the “NUTRITIONmix.”

What are the foundations of a healthy “NUTRITIONmix”?

Those foundations are awareness and consistently following through on the basics. Most of us

Wellness

you currently talk to yourself and spend your time.

Build your “awareness muscle.”

For two weeks, journal how you spend your time, your food and exercise, and your negative thought loops.

Also, consider “interviewing yourself.” Ask questions like, “What are my financial realities? How much can I spend on my health?”

“What are my past injuries?”

“What is my version of fit?” “How can I ensure I don’t reinjure myself?”

“How much time do I realistically have to commit to movement?”

“What is my exercise personality — should I work out at home or the gym, or do I thrive on competition?”

Use the “data” from the journals and interview to create realistic goals and a tailored action plan.

What is the most important tool for a woman beginning her fitness journey?

I think it is a tie between the ability to “course correct quickly” and having a “growth mindset.”

No health plan ever goes as

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~ April 2020 | BUSINESSWoman

underestimate our unhealthy habits and overestimate our healthy habits.

And too many of us buy into the fallacy that an eating program has to be “new” and “exciting” to be worthwhile.

When it comes to nutrition, most people don’t need complexity; they need to follow the basics consistently. Eat real, nutritionally dense food. Eat when you’re hungry; stop when you’re full (or before you are full). And eat mindfully.

Embrace that hydration is key and that liquids “count”: calories count, even in liquid form. Pay attention to what you drink, not just what you eat. Focus on portions and planning. One cookie is not the same as five cookies. Always have a plan — prep healthy food, plan what you will eat at parties, and have an advanced “attack” in social situations.

What is the one thing women don’t get enough of on their journey to being their fittest future self?

Joy. Fun. Self-acceptance. Too often, working out and eating well

become another “should” — another obligation. We force ourselves through workouts we hate, restrict our food consumption until we feel unsatisfied and deprived, and tie ourselves in knots trying to become an unrealistic version of ourselves.

Is it any wonder we “cheat” on our diets and skip workouts?

Long term, no one can make themselves consistently do workouts they hate or survive on a calorically and nutritionally deficient diet.

Find health solutions that you enjoy — or at least you don’t despise.

Form goals that are relevant and important to you. Find your “why.” I strength train so I can run injury free for life. My dad stays fit so he can play hockey. Do you.

Be you. Comparison is the thief of joy. Thrive in your own lane.

• Kathleen Trotter is a fitness expert, personal trainer, media personality, life coach, Registered Holistic Nutritionist, and author of Finding Your Fit and Your Fittest Future Self (www.kathleentrotter.com).

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April 2020

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Women to

Watch

Kristyn Lapp has been hired by

Godfrey as a senior designer. Lapp comes to Godfrey with five years of experience in graphic design and was most recently a graphic designer at Hershey Entertainment and Resorts.

Patricia Lauchle has been appointed personal trust and tax officer for LeTort Trust. Lauchle’s expertise in the area of income taxation will be a critical component in the formation of financial plans for LeTort’s personal and business clients.

Susan Wolf has joined the leadership team of Berkshire Hathaway HomeServices Homesale Realty as the executive vice president for business development. She will work with the existing leadership team to enhance the company’s growth and facilitate future business partnerships.

ACHIEVEMENTS &

Applause

Victoria P. Edwards was named a

shareholder with Mette, Evans & Woodside law firm. Edwards is a Social Security disability, real estate defense, and workers’ compensation defense attorney. She has been recognized for the past five years as a “Rising Star” by Super Lawyers.

Carol Reindollar recently celebrated 30 years of employment at Furs by Susan. Reindollar started at Furs by Susan in 1989. Her customer service, knowledge of furs and fabrics, and skill in repairing and altering outerwear makes her the preeminent salesperson at Furs by Susan.

THIS SPACE COULD BE YOURS! See below regarding how to submit your achievements and/ or career changes. You have worked hard to get where you are; why not share it with other businesswomen just like you!

Celebrate your achievements!

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:

businesswomanpa.com/career-moves-achievements

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.

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Marketing and Your Business

Convenient Print Edition Plus Extensive Online, Searchable Directory

Connections

You need to get your product or service in the hands of potential consumers. Marketing does that, and it includes sales, public relations, pricing, packaging, and distribution.

We’ll gather fresh information on marketing strategies, and bring them to you once a month in an easy-to-read e-newsletter called The Fresh Press.

We won’t spam you with offers. That’s not what this newsletter is. Look for an email from The Fresh Press in your inbox or go to www.BusinessWomanPA. com and sign up to receive this FREE newsletter.

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~ April 2020 | BUSINESSWoman

Discover support and services available to meet challenges you may encounter as a senior, as someone who is caring for an older loved one, or as a person with a disability.

25

www.ResourceDirectoryPA.com

th

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 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

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 Executive Women International Harrisburg Chapter 5:30 p.m.

3rd Thursday of the month Rotating location Julie Young 717.713.7255 www.ewiharrisburg.org

Pennsylvania Public Relations Society 5:30 p.m.

Last Thursday of the month Larissa Bedrick, President pprshbg@gmail.com www.pprs-hbg.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 White Rose at Bridgewater 601 Chestnut Hill Road, York Theresa LaCesa, President womensnetworkofyork.com www.facebook.com/wnyork

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March 2019

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April 2020

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Connections

GUIDING YOUR TEAM TO SUCCESS A LOOK AT COMMON DIGESTIVE DISORDERS

It’s Been Rescheduled!

Pass the Word!

25 th

June 6, 2020 e Mark th e t new da r on you ! ar calend

9 a.m. – 2 p.m.

Hershey Lodge

325 University Drive Hershey

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