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5 cover story Sheila Ketterer, director of distribution project and construction management with PPL, had intended to make a career in the U.S. Navy. As a professional woman with a STEM background, she has always had traditionally male positions, including as a cryptologist in the Navy. For Ketterer, this has been a plus — she has learned she can do anything she puts her mind to.
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Editor’S
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Note
May 2019 Vol. 16 - No. 5
PRESIDENT AND PUBLISHER
Donna K. Anderson
attended a networking event recently and the but it more than likely lives on somewhere. Social media can be a conundrum. Most businesses use speaker was Dr. Rob Fawcett, chair, Healthy York County Coalition. He talked about the need to get it as a marketing tool, while at the same time individuals, moving. I have found it easy to find excuses to not including employees, use it to not only keep in touch with exercise: I’ve worked hard for 10 hours, and I just want friends, but to also voice their approval or displeasure with to sit and relax because I’ll probably put in some more their employer or a real or perceived bad experience with time later tonight; I’ll do it tomorrow because it’s raining/ your business. Learn tips on monitoring and maximizing your company’s online reputation. snowing/windy/whatever today. I’m National Children’s Mental Health sure you’ve come up with your own Awareness Day will be observed excuses. nationwide Thursday, May 9. Read a But Dr. Fawcett talked about all the diseases and conditions for which And the day came when the heart-wrenching story from a mother whose son was diagnosed with exercise reduces the risks of getting or risk to remain tight in the schizoaffective disorder, a combination minimizes the effects. Did you know that the higher the exercise levels, the bud was more painful than of schizophrenia and bipolar disorder, at age 19. She presents signs to watch greater the decrease in breast cancer the risk it took to blossom. for in both schizophrenia and bipolar risk? And exercise increases HDL disorders. It is important to get cholesterol and lowers LDL cholesterol – Anaïs Nin help from a qualified mental health levels, which is good for our hearts. professional as soon as possible. There are, of course, a lot of other Enjoy this issue, and make sure you benefits. So now, let’s set aside all the excuses and get out and get moving! It’s easy to walk, and have some down time planned during the summer. And get out there and walk! you don’t even have to belong to a gym! Happy spring! Most of us have personal Facebook, Twitter, or other social media accounts. We’ve all seen how easy it is to post something that perhaps wasn’t clearly thought out, and we regretted posting it soon after. The post can be removed, Christianne Rupp, Vice President and Managing Editor
EDITORIAL
Correction
Corporate Office:
“”
The correct house bill number for the Clean Slate Law that was featured in the April 2019 issue is HB 1419. State Rep. Sheryl Delozier (R) of Cumberland County was a co-sponsor of the bill.
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Story
CAREER
COVER
More Power to Her By LYNDA HUDZICK
‘‘I
was going to be an astronaut,” Sheila Ketterer, currently working as director of distribution project and construction management with PPL, said. “Working at a utility company wasn’t in my plan at all.” Yet, working with a utility company is exactly where she finds herself today — and she has found it to be a sometimes challenging but always very satisfying and rewarding experience. Ketterer grew up in Ocean City, Maryland, and attended Georgia Institute of Technology on an NROTC scholarship. She majored in mechanical engineering with a minor in German. “I graduated from Georgia Tech in 1991 and received my commission in the U.S. Navy and was stationed in Adak, Alaska, for my first duty station as a cryptologist,” she said. She then took orders that moved her back to Maryland, and while working at Fort Meade there, she met her future husband. They married in 1997. Today, her husband is retired military, currently working for the Department of Defense, and the couple has three “amazing” sons, Ketterer said. In 2007, she went back to school to obtain a master’s degree, which she completed in 2011. Ketterer nurtured a career with Verizon from 1996–2015 before she began working for PPL EU in 2015. “I had intended to stay in the Navy for a career,” she said. “When I met my husband, however, I reevaluated that and decided to
leave the military and pursue something in the civilian world that was aligned with my education and the skill sets I developed in the Navy.” Working with Verizon for nearly 20 years fit that bill nicely, but when she decided to look for a change, Ketterer was excited to find a position at PPL that was the “perfect opportunity for me,” she said. Her first assignment with PPL would be to head the meter replacement project, and since she had been responsible for the fiber build for Maryland/Washington, D.C./Virginia for Verizon, it was exactly the right fit to begin her career with PPL. In 2018, Ketterer moved into her current position with PPL. “Day to day, I’m focused on providing assistance, support, and
direction to my team in order to deliver on the goals and objectives we have for the coming year, as well as preparing for future needs,” she said. A few of the current projects she is working on with her team include process improvements surrounding workflow and work optimization, efficiency improvements in the inventory process, and looking for innovative ways to ensure compliance to policies around their third-party pole attachments while overseeing ongoing maintenance of the large number of utility poles covered in her territory. Of course, no matter what else is happening, her “overall goal is to keep the lights on for our customers,” she said. “We all have key storm roles
and responsibilities, so that when there are significant storm projections or any inclement weather impacts to our customers, our sole priority is to restore service safely and efficiently.” Preparedness is key. Ketterer recalls that the biggest unusual event she has ever been involved with during her time at PPL so far was Winter Storm Riley. “We do a number of drills and exercises to prepare for events like that, utilizing lessons learned and hearing what worked well across the entire company,” she said. “Being a part of an organization that knows what to do, has practiced it, and then executes it to make sure our customers receive the service they require is very exciting and rewarding.”
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As a professional woman with a STEM background, has Ketterer found that her gender has been a challenge throughout her career so far? “I would agree it has been a challenge, although not in a negative way,” she said. Having studied engineering, a predominantly male discipline particularly in the late ’80s and early ’90s, Ketterer is glad to see that now, 30 years later, women in STEM fields are more accepted. “I was always very aware that I had to fight harder to be taken seriously and work harder to prove that I deserved to be where I was,” she said. The field she chose during her military career, cryptology, was predominantly male as well, and at the time she served, she was “not allowed to be assigned to the same surface commands as my male counterparts,” she said. Things have changed, and Ketterer considers that she might have stayed in the military if she had some of the opportunities that women have now. “I am so encouraged by the focus on inclusion that has taken hold,” she said. Watching an idea move from a concept, to a plan, to execution, to having a positive impact for her team and the company is one of the best things about her job, Ketterer said. “It is always amazing to me to see a team come together; bring their experience, knowledge, and drive; and turn a concept into reality,” she said. Although her current team is fairly new and consists of a variety of folks with very different backgrounds, Ketterer is “very excited to have all of these different personalities and experience levels,” she said. “That is so important to innovation and creativity.” As for her management style, she firmly believes that “if you take care of your people, they will take care of the work. I provide them clear direction, challenging goals, and the support to achieve them … I learn something new from everyone on my team, and I’ve been able to
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~ May 2019 | BUSINESSWoman
grow a great deal in the last few years,” she said. Throughout her career, either with the Navy, in her work with Verizon, or in her current position with PPL, Ketterer has always been happy to provide guidance to people who “were looking for mentorship,” she said. A firm believer in community involvement, through PPL, Ketterer participates in team efforts that work to support various school and community entities. She also recently joined the board of directors for Turning Point of Lehigh Valley and is “thrilled to share my continued commitment and support of the Muscular Dystrophy Association locally in Lancaster,” she said. An avid motorcycle rider, Ketterer belongs to the Lancaster Harley Owners Group (HOG), where she and other members of the group are “definitely linked with the MDA and do a number of fundraisers, rides, and annual events.” Additionally, she is excited about the fact that “as I track my volunteer hours for MDA with the local HOG chapter, PPL graciously donates $1,000 if I volunteer over 40 hours in a year. I couldn’t be more proud to work for a company that supports our communities in so many ways.” Along the way, Ketterer said that she has definitely “learned that I am resilient, that I can learn from my mistakes and move on … I can do anything I put my mind to. I’ve had such a diverse career, changed jobs regularly, made difficult decisions for me and my family, and experienced setbacks as well that have brought me to where I am today.” She doesn’t know for sure where she’ll be tomorrow, but she does have one goal that she has every intention of reaching: to ride across the United States on her motorcycle, starting in Ocean City, Maryland, and making her way to Sacramento, California. As Ketterer said, “Growing up in OC, and seeing that sign every day — Sacramento, 3,083 miles — put the idea in my head, and I’ve never been able to shake it — so I’ll have to do it!”
CAREER
Best Practices for Managing Remote Workers By TORI FICA
Y
ou know that cousin you haven’t spoken to in years? It’s not because you don’t like her — you just moved away from each other and lost touch. A month without contact turns into six months, then a year, and soon you realize you have no clue what she’s been up to. Fortunately, no matter how long between phone calls or family reunions, your cousin will always be your cousin. The same can’t be said for remote workers. When best practices break down at your organization, instead of taking years to drift apart, it may only take a few days for remote employees to feel neglected and disengaged. This becomes more important when you consider that remote workers are becoming a more substantial piece of the workforce year over year. According to Gallup in 2016, 43% of working Americans said they spent at least some time working remotely — a four-point increase since 2012. Employers are responding to this growing demand for remote work
options as well, with 40% more offering flexible or remote work options today than they did five years ago. Whether your organization has five or 500 remote workers, it’s important to learn how to manage them effectively. As you learn remote-worker best practices, you can grow your reputation as a great place to work, attract top candidates from around the world, and retain the exceptional people you already have on your remote team. How to Manage Remote Workers Managing remote employees boils down to two elements: connection and collaboration. If you can help your offsite workers feel connected to the rest of the team and find opportunities to collaborate on important projects, then you’re doing it right. And if you think some of your remote team members may be struggling, you know what to check on first. Personal connection – Positive relationships at work are a key ingredient for employee engagement.
In fact, Gallup has found that having close friendships at work can boost engagement. For example, 63% of women who strongly agree they have a best friend at work report feeling engaged, versus only 29% of women who said otherwise. For remote workers, those connections and friendships can be even more crucial and take much more conscious effort. Without managers, team members, and even the organization’s leaders putting in the time and effort to foster relationships with remote employees, it’s all too easy for those workers to feel isolated and left out. A study published in Harvard Business Review showed that remote workers are more likely than onsite employees to worry that coworkers say bad things behind their backs, make changes to projects without telling them in advance, lobby against them, and don’t fight for their priorities. Building a culture that fosters open, positive friendships among coworkers can help dismantle some of these concerns that plague many remote employees.
Team collaboration – Besides a personal connection, remote employees also need to feel a professional connection — a.k.a., collaboration — to their organization. Some collaboration happens in scheduled meetings or formal brainstorming sessions, but most of it comes in the organic, casual conversations that spring up on their own. Indeed, such informal communication is linked to increased productivity within a group. If teams don’t make an effort to collaborate and communicate with their offsite coworkers, they may move decisions and projects forward without consulting everyone who should be involved. As Brian de Haff, CEO of Aha, explained, “An issue arises and action needs to be taken immediately. Company leaders gather the in-office team together and share the plan. Everyone marches ahead, getting busy. But no one tells the remote folks — either because the team simply forgot or did not want to take the time to reach out.” Not only does this make
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Career those remote employees feel less informed and appreciated, but your organization could also be missing out on valuable input and expertise. It’s in these moments of quick decisions and project breakthroughs that it is most important to involve remote team members. Doing so may seem challenging, but it’s doable (and worthwhile) with the right strategies and tools. Strategies and Tools for Managing Remote Workers Now that we have the core elements in place, let’s get down to the nitty-gritty. What are the best practices for remote workers? What tools, technology, and strategies will set your organization on the path to successfully managing a remote team? We asked a few of our own Bambooligans who work from home to share what helps them stay close to the rest of the organization. Here are some of the insights they shared.
between coworkers feel like distance is the lag in communication. If I message somebody who lives hours away and they don’t respond for several hours, I’m going to wish we worked in the same room so we didn’t have to deal with that. But if each time I message them, they respond immediately, then it’s just the same as if we were both in the office together.” – Kellan, Customer Experience Provide face-to-face meeting opportunities – “My manager is a remote employee who happens to live close by, so we get together for lunch or different activities. We also get together once a month for lunch with other BambooHR remote employees who live in the region.” – Greg, Marketing “The biannual all-hands meetings are huge to stay connected. I build and strengthen a lot of relationships while I’m there, and it’s easier to maintain those remotely afterward.” – Kelsie, Creative
Use video and phone calls – “I have asked my team to have their camera on during every team meeting and every one-on-one meeting. Something about being able to see each other while you talk makes it almost identical to being in the same room.” – Rob, Creative “Use calls or video chat rather than emails and messages when possible. It’s so much easier to quickly communicate something over the phone or video conferencing. Without it, you lose a lot of the context and the tone of what someone is saying in real time.” – Anna, Partner Marketing
Make meetings accessible – “Trying to involve remote employees at meetings is also big. Making sure the mics work well, the camera angles are good, and that responses are being requested from remote employees go a long way.” – Greg, Marketing
Be responsive and available – “The thing that makes the distance
Make personal connections – “I’ve found humor is a good way
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Hold regular check-ins – “For me, standup meetings each morning are a great way to check in. My manager tries to sync up with me about ongoing [issues] that I might not be aware of since I’m not physically in the office.” – Jason, Product Development
~ May 2019 | BUSINESSWoman
for people to connect. Ridiculous GIFs, jokes, etc., help to liven things up, and as people join in with each other, they naturally feel more connected.” – Kellan, Customer Experience Keep remote team members involved – “Sometimes I have to inject myself into the loop when I think I might be getting left out due to not being physically there. My manager and team members also make an effort to pull me into conversations that I should be a part of, which helps a lot.” – Jason, Product Development Strategies and Tools Checklist Trying to keep track of all the ways you can help your remote teams? We’ve put together a checklist to make things easy: Tools • Chat and collaboration tool (Google Hangouts, Slack, etc.) • Video calling • Screen sharing • Project-management system (Asana, Wrike, etc.) • Automated onboarding software • HR software with employee selfservice • Recognition and reward system Strategies • Train remote workers on how to work from home more effectively (we provide an e-learning course, an online training document, and a video for our remote employees). • Use phone calls and video calls (camera on) whenever possible. • Train
employees
how
to
give
recognition to everyone (in and out of the office). • Host all-hands, in-person company events periodically. • Hold Q&A sessions with executive leadership just for remote workers. • Send physical cards, letters, or swag packages in the mail. • Check in frequently and regularly (daily stand-ups, weekly one-onones, etc.). • A llow remote workers to own or lead collaborative projects. • Provide channels for remote workers to give feedback to the organization (we set up a dedicated email address to receive remote-employee feedback). Your remote workers have the potential for incredible productivity, creativity, innovation, and performance. But if your organization doesn’t provide what they need to thrive, they will likely take their skills and expertise somewhere else. With remote work only becoming more common, your organization can’t afford to wait until tomorrow to learn and develop remote-worker best practices. It needs to start today. The good news is that not many of these changes require sweeping, expensive changes. By and large, creating a great place for remote employees to work comes down to a shift in perspective and a willingness to put in the extra effort. • Tori Fica is a copywriter for BambooHR, the leading HR software for small and medium businesses. For more content like this, visit www.bamboohr.com/blog.
CAREER
Walking the Social Media Tightrope: Protecting Company Interests while Respecting Employee Rights By SUSAN J. DEELY, Esq.
T
he following story is true. In 2011, an angry catering company employee vented about his supervisor on Facebook: “Bob is such a NASTY M#$&%*F%$&%* don’t know how to talk to people!!!!!! F5#& his mother and his entire f*%#$%^ family!!!! What a LOSER!!!! Vote YES for the UNION!!!!!!!”1 When the company fired him for the profanity-laden social media post, the employee complained to the National Labor Relations Board. The board determined, and
a federal court affirmed, that the company terminated the employee in violation of the National Labor Relations Act.2 Section 7 of the act protects employee rights to engage in “concerted protected activity” for “mutual aid or protection,” while Section 8(a) prohibits an employer from disciplining an employee for engaging in such speech.3 Concerted activity includes individual communications seeking to initiate, induce, or prepare for group action, even if unsuccessful.4
In this case, the board classified the post as concerted activity based on several factors, including the company’s previous tolerance of workplace profanity and the fact that the post referenced a hotly contested union campaign. For an employer, this result, and the six-year litigation process that preceded it, probably seems absurd. Given the pervasive influence of social media and the NLRB’s activist stance, however, employers cannot avoid similar situations; by developing and enforcing social
media policies, an employer can reduce the risk of similar results. Before doing so, it is important to understand the board’s approach to unfair labor practice allegations based on an employer’s response to social media communication. An employer can face NLRB charges not only for disciplining employees for their social media activity, but also for merely maintaining a “facially neutral” work rule that “would reasonably tend to chill” concerted activity.5 In 2017, the NLRB adopted a
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more employer-friendly approach to review of such policies; it will weigh the potential impact on concerted activity (from an employee’s perspective) against the employer’s legitimate business interests in maintaining the policy.6 Under this construct, the board’s general counsel has provided the following guidance applicable to social media policies: • Rules
promoting
civility
and
prohibiting disparagement of fellow employees or customers are generally lawful.7 The employer has a compelling interest in maintaining a workplace free from unlawful harassment or a “toxic environment,” while employees can engage in concerted activity without disparaging or harassing co-workers.8 •B y contrast, a rule prohibiting disparaging comments or
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criticism of the employer tends to unacceptably chill concerted activity; employee social media posts critical of employer policies or practices are “central to the exercise of employee rights under the Act.”9 Therefore, employer concerns about its reputation do not outweigh the “core NLRA rights” potentially undermined by such a policy.10 Clearly, the board is willing to draw fine lines in assessing the legality of social media policies. To minimize the risk of a protracted NLRB complaint or other litigation, employers should develop a balanced approach to regulating employee social media activity, which can include the following: 1. Integrate. Social media rules should be addressed throughout an employee handbook and integrated into other policies, such as those prohibiting workplace harassment and unauthorized use of employer computer systems. Employers must make clear that employee use of social media to harass or discriminate against other employees will not be tolerated. 2. Revise. Employers should evaluate its existing policies and remove language that could chill concerted activity. For example, a policy banning employees from making negative or disparaging comments about the employer is unlikely to pass NLRB muster because it is overbroad. By contrast, employers can reduce potential exposure by narrowly defining prohibited online conduct — such as defamation or insubordination — and providing that employees will be disciplined for engaging in the same. 3. Educate. To ensure consistent enforcement of its social media policy, employers should provide guidance on appropriate expectations. Supervisors should not “friend” or otherwise interact with subordinates on social media, nor should an employer attempt to access its employees’ private social media accounts.
If an employee posts publicly, however, he or she should be put on notice that the employer will impose discipline for social statements in violation of the law or employer policy. This article outlines just a few examples of social media policies and protocols based on NLRB regulations. As social media policies implicate numerous protected rights, employers should consult with experienced employment counsel to draft policies that protect the employer’s interests without chilling employees’ protected online communications. Additionally, employers should talk with an attorney before taking disciplinary action based on employee social media posts; such consultations can help prevent protracted issues with the NLRB and lead to a more harmonious relationship with employees. • Note: This article is intended for information purposes only and does not constitute legal advice. Readers are encouraged to consult with an attorney for questions regarding social media policies. Susan J. Deely is an attorney with the Lancaster office of Cipriani & Werner, PC. In that capacity, she advises businesses on corporate, employment, and employee benefit matters. For more information, visit www.c-wlaw.com or email sdeely@c-wlaw.com. NLRB v. Pier Sixty, LLC, 855 F.3d 115, 118 (2d Cir. 2017).
1
2
Id. at 124.
3
29 USCS § 157; 29 U.S.C. §158(a).
4
yers Industries (Meyers II), 281 NLRB M 882 (1986), enforced sub nom. Prill v. NLRB (D.C. Cir. 1987), cert. denied 487 U.S. 1205 (1988).
5
2 9 U.S.C. §158(a); NLRB General Counsel Memorandum, Guidance on Handbook Rules Post-Boeing (June 18, 2018) at 2 (Handbook Memorandum).
6
oeing Co., 365 NLRB No. 154, slip op. at B 9 (Dec. 14, 2017).
7
S ee, e.g., Handbook Memorandum at 3-5.
8
Id. at 5.
9
Id. at 13.
10
S helby County Memorial Hospital Association d/b/a Wilson Health, Case 09-CA-210124 (June 20, 2018) at 11.
CAREER
How to Monitor and Maximize Your Online Reputation By KAE KOHL
I
t may surprise you to learn that online communication where we can talk in groups, solicit opinions, answer questions, etc. (like social media), has roots that go back over 40 years to the online bulletin boards that formed in the early days of the internet. Even then, and ever since, we humans have used these platforms to interact, and, yes, to compliment and complain about each other. What in days of yore was word of mouth has become world of mouth, and it doesn’t matter if you are in the room at this particular party or not; people will talk about you. The impact it can have on your business can be substantial. So, how do you maximize and manage online conversations for your benefit? While it can seem daunting, particularly if you’ve had a bad experience or just not really thought about this before, there are very specific steps you can take to move forward. Here’s what we’ve learned in 35 years of online conversation: Accept that having a solid online reputation matters, and you can have an impact. The graphic accompanying this article says it all about how people are using online sites and reviews to influence their purchasing behavior. Whether you are a b2b or b2c company, staying out of the conversation really isn’t an option anymore. The technology is widespread, mature, and innovating all the time.
Find out where your customers are talking. Since each industry is different, you need to spend some time investigating where your own customers are discussing issues and providers like you. Some platforms, like Google, Twitter, and Facebook, are obvious places to monitor. Yelp matters because Bing indexes those reviews in its maps listings. Food, travel, and entertainment reviews can show up on TripAdvisor, Yelp, and travel sites. Even sites like Glassdoor, which employees use to rate their employers, can show up when someone searches your company name. And, specialized forums and review sites exist for almost every industry.
Use monitoring tools to track mentions of yourself, your company, and your competitors. One way to discover these mentions and keep track of them is
to test out some online monitoring tools. Tools that are free or have a free trial (as of this writing) that you may want to experiment with are:
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Mention, Talkwalker Alerts, and Google Alerts. Paid tools that have a good reputation include Brand24, Sprout Social, and Buzzsumo. When setting up your alerts, include all variations of your company name, including misspellings, plus the names of your key owners and managers. As a bonus, you can also use these tools to track the doings of your competitors and various key terms in your industry. Claim listings on those platforms. With hundreds of platforms out there, this step may need professional assistance, but we always recommend claiming your Google Business listing and setting up a simple Facebook page so that Facebook doesn’t auto-generate one that would need to be merged or claimed later. Set a policy and procedures about responding to online mentions and reviews. Designate one person in your company or a specific team to monitor and respond to online reviews, both positive and negative. Try to customize each response a bit. For negative reviews, we recommend this four-step process, assuming that responding won’t further inflame the reviewer: 1. Apologize for what happened. 2. Empathize with the frustration or disappointment. 3. State what your normal policy or procedure would be. 4. Offer to make amends in some way or what you’ll do in the future. Here is what that looks like in practice:
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“Jason, we are so sorry that we didn’t have record of your reservation. We know it was a special night for you and how frustrating that must have been. Normally, our voicemail is checked multiple times a day, and those requests are carefully recorded in our reservation system. Somehow,
this didn’t happen, and we will be looking into it immediately. We’d like to offer you the best table in the house and a complimentary dessert if you will give us another try. Please get in touch with Josephine, and she’ll take it from there.” Have a systematic way to gather new reviews. Often, the best defense is a good offense. A one-star review or ranting comment looks pretty isolated when surrounded with other glowing, authentic reviews. Since these can take time to gather, don’t wait until something negative happens. Begin reaching out to your customers now, via email or social media, and explain how important their opinion is and give links to where to leave reviews under your company name. Publish content that search engines will index for your name. Since over 75% of searchers don’t read past the first page of results, it’s important to fill that first page with quality content by and about your company. Filling out online profiles is one way. Publishing regularly on social media or writing blog posts is another. Open an “incognito” window in your browser and start searching variations on your company name and a key, larger competitor in your space. See what they are publishing and where. That can help guide your content plan to maximize your first-page visibility. The online conversation ship has sailed. We hope these tips will help smooth your journey and make it a boon to your business! • Kae Kohl is the co-founder of Kiwi Marketing Group and partner in Agis Internet Marketing. She has a BA from Cornell University and an MBA from Eastern University and has been participating in and managing online conversations since 1985. Kae loves building visibility and reputations for Pennsylvania businesses and nonprofits. www.kiwimarketinggroup.com
FAMILY
A Mother’s Plea to Save Her Son from the Throes of Mental Illness Signs to Watch for in Your Teen or Young Adult
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By KIMBERLY BLAKER
egardless of our kids’ trials and tribulations during childhood and into the early teen years, the furthest thing from any parent’s mind is that our young adult child might develop a serious mental illness. Unfortunately, it is an equalopportunity disease that can strike even model kids who have rarely experienced a difficult day in their lives. Just as kids are preparing to become independent adults is when serious mental illness (SMI) often strikes. The incurable brain diseases of schizophrenia, schizoaffective disorder, and bipolar disorder combined strike 1 in every 25 people, typically as they are entering adulthood. My son (who I’ll call Sean) was diagnosed with schizoaffective disorder at the age of 19. This disease is the combined illnesses of schizophrenia and bipolar disorder. The first several years of his adult life were spent inside a living hell. The early stage was marked primarily by delusions and paranoia: there was a government conspiracy
against him; Li’l Wayne and Drake were writing derogatory songs about him; and pimps were trying to kill him. But this was only the beginning of a downward spiral. The first year of treatment showed only mild success. Antipsychotics are relatively fast acting, and if monitored, can be quickly adjusted or changed. But with a severe shortage of psychiatric beds, lack of adequate federal and state funding for mental health services, and laws as sick as those who are ill — problems plaguing every state in this country — he was in and out of the hospital within days, still in psychosis. Further hindering recovery, he was allowed only one 30-minute psychiatric appointment per month. There are two broader problems with treatment for SMI in America: laws and funding. Laws were created decades ago to protect the rights of seriously mentally ill individuals without taking into account that those with SMI are often unaware of their illness due to a symptom called anosognosia and are therefore unwilling to seek treatment.
Moreover, funding has dwindled severely. Hospitals have shut down in droves in recent decades, while insufficient public funding has impeded development of adequate outpatient services and housing for mentally ill people. It’s important to note this medical fact: The longer and more often someone is in an episode of psychosis, the more damage done to the brain. The lack of timely, adequate, and appropriate treatment results in each episode becoming increasingly more severe and reduces the likelihood of recovery. This has proven true for Sean. A year into his illness, he received a message from a game of Scrabble to cut off his ear or toe or to break a leg to save the world. In the middle of the night, I awakened to his blood-curdling screams. He had jumped 15 feet from a tree, fracturing his back instead. Just prior to this feat, he attempted, unsuccessfully, to silence the commands. He branded his arm with a fork, a scar that remains today. He was admitted for psychiatric care, but released within
seven days with little improvement. Over the next three years, he was hospitalized with increasing frequency, always released within days. He was paranoid and lived in constant fear with the belief his family and friends wanted to kill him. He hallucinated I was saying such horrific things to him as, “I’m going to chop off your head,” or “I’ll bury you alive.” He would spend nights sitting on his bed prepared to bolt if I broke down the door to kill him. A few years into the illness, the television told him he was Jeffrey Dahmer, and the president told him to kill me. My son isn’t violent. But statistics speak for themselves, and psychosis often leads to violent and tragic acts. It was a several-day battle to get him hospitalized, and he was released in three days in the same condition. For a couple of months, though his psychosis was still present, he had at least improved. But this often didn’t last. With his paranoia that doctors, pharmaceutical companies, and his family are trying to poison him, he often refuses medication.
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Soon Sean took another downturn. He couldn’t comprehend real conversations because the hallucinatory voices were so overpowering. He carried on arguments with these voices, told news anchors on TV to shut up because they were talking about him, and was angry with the pope for something the pope was doing to him. He repeatedly insisted he was traversing. As a result, there were two of him, or maybe three, and he didn’t know which was the real him. He became confused and didn’t know where he was and pleaded with me to get him home. I would try to reassure him, “You are the real Sean, and you are safe at home.” It’s heartbreaking. But my son and I aren’t alone. This plays out for millions of seriously mentally ill people and their families day after day, week after week, and year after year as loved ones spiral further into the abyss.
In recent years, legislative proposals have been introduced, and there have been some very small strides in changing laws to improve the care and treatment for those with SMI. Still, there’s a long way to go to ensure adequate and appropriate treatment for all the sons, daughters, parents, and siblings in our country suffering from serious mental illness — and for the countless individuals who, in the future, who will be struck by this dreadful fate.
usually, though not always, develop gradually over months or even a couple of years. They show up as changes in behavior, thinking, and emotions. Changes in behavior may include:
• Loss of interest in activities
• Poor hygiene
• Change in sleep patterns
• Talking to oneself or odd speech
• Change in food intake
Schizophrenia Signs to Watch for in Your Teen or Young Adult Child It’s often difficult to recognize SMIs developing because many symptoms are typical problems associated with the teen years. Though there’s no cure for schizophrenia, schizoaffective disorder, or bipolar disorder, recovery is possible for many with these brain diseases. But early detection is crucial to the prognosis for those with SMI. With schizophrenia, the symptoms
• Unblinking vacant expressions
• Difficulty with making maintaining friendships
or
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• Feelings of guilt or worthlessness • No longer experiencing pleasure • Anxiety, worrying, and anger
• Difficulty picking up on social cues • Threatening behaviors • Increasing isolation • Inappropriate emotional responses, such as laughing at something sad in:
Emotional changes are often seen
• Angry outbursts • Extreme moodiness or irritability
The difference between mania and hypomania is primarily the severity of the symptom, where mania is more extreme. Mania or hypomania can be seen in the following symptoms: • Decreased need for sleep • Elated mood optimism
to
exaggerated
• Increased energy • Increased confidence
• Severe anxiety and fearfulness
• Extreme focus on projects
Changes in thinking might include paranoia and:
• Increased creativity or productivity
• Difficulty with concentration or following a train of thought
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• Loss of energy
• Unusual facial or body movements
• Delusional thinking (illogical and nonsensical ideas)
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• Prolonged sadness or irritability
• Suicidal thoughts
• Visual or auditory hallucinations
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• Difficulty concentrating
• Substance abuse
• Obsessing about the past
For Love of Family
• Decline in grades
• Trouble distinguishing dreams or television scenes from reality Bipolar Signs to Watch for Bipolar is a mood disorder with swings to opposite extremes. It’s believed there may be a correlation between this disease and ADHD. There are a couple forms of bipolar, one in which mania is more severe. The less extreme state is called hypomania. With bipolar, the mood swings in teens can change in the course of just a few hours or days. During adulthood, the swings can last much longer, for weeks or months. Depressive symptoms to watch for include:
• Increased activity
physical
or
mental
• Increased libido to hypersexual thoughts and behavior • Difficulty concentrating • Inflated sense of self-importance • R isk taking and reckless behavior • Racing speech and thoughts • Grandiose delusions • Hallucinations Schizoaffective disorder has the combined symptoms of both schizophrenia and bipolar. The symptoms, therefore, could be any combination of symptoms for the two distinct diseases. If your son or daughter exhibits signs, be aware that counselors and therapists don’t have the educational and medical background to diagnose or treat these specific brain diseases. Seek an evaluation at a walk-in mental health crisis center or from a licensed psychiatrist or your family doctor, who can make a referral.
Give the Littlest Room in Your House an Uplift By BARBARA TRAININ BLANK
sensation you feel stepping out of the shower. Due to the warm water evaporating off your skin, the room feels colder than it really is. What can you do? Try a heated towel rack. It can be installed in any bathroom that has an outlet. Just fold the towels over the warming rails, and your towel will be toasty and snuggly the minute you step out of the tub or shower. Although heated towel racks are not meant to warm the bathroom, small bathrooms will feel a difference in temperature. Another possibility is heated flooring, including ceramic-floor or luxury-vinyl tile and sheet vinyl, which come in a variety of color options. Though carpeting would remedy a cold floor, carpeting is no longer popular because seeping-in moisture becomes a problem. “Most people are interested in tearing [carpeting] out,” said Dennis. Technology has now been integrated into your bathing experience. Even that can be personalized. With smart faucets, you can adjust the showerhead to a preset temperature so your personal settings will come on. The temperature can also be controlled from your smartphone or smart-home device, such as Alexa or voice activation. You can start your shower by just saying, “Alexa, start my shower,” and it will start with your individual settings. Traditionally, designers have advised homeowners to have a tub
Lifestyle
R
emodeling can be superoverwhelming, but also super-rewarding. Starting with the smallest room can give your entire house a new look. What are some of the newer trends in bathroom renovations? Customers are choosing slowclosing drawers that glide closed and won’t slam on your hand, as well as full-extension drawers, which allow for complete access and more storage space. Vanities add style to any bathroom. “People are drawn to the furniture look, so vanities are more than stationary pieces,” said Katie Dennis, marketing manager of Re-Bath, which has been in business since 1978. Furniture vanities can have a modern or vintage look, depending on what style you’re trying to achieve. And vanities are not only trendy, but they also have functionality. No longer do you have to store bath towels on a put-it-together-yourself towel rack within the bathroom or in a closet somewhere outside the bathroom. “We probably still see a lot of chrome and brushed-nickel finishes, which are traditional,” said Dennis. “But we’re also seeing bronze, a lot of mixing of metals, and a brushed-gold look, which can be paired with brushed nickel.” In general, she added, faucets are bolder, more modern looking, and “not so much of an afterthought.” You may love the look of your bathroom but dislike the cold
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in at least one of their bathrooms to enhance resale value, a tip that often helps homes appeal to young families as it’s hard to bathe a baby or toddler in a shower. But if you have a very small house and you want to utilize the full-size tub space for something else, like a more elaborate shower, a gorgeous new trough sink, or just extra space in the bathroom, what do you do? There are small, portable tub products on the market that can be used in the shower for the short length of time that tub bathing is usually necessary for young children. “So, the cost of keeping or installing a tub they otherwise don’t enjoy often outweighs the resale value,” said Dennis. “The time spent bathing young children is a short-enough moment in family life
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that it seems unnecessary to keep it.” Mirrors are becoming smaller and don’t span the whole length of the wall of the vanity as they once did. “Now it’s more important to have a mirror where you need it, in front of the sink, for example,” said Dennis. “We’re also seeing many more framed mirrors, such as a metal look with a design that complements the faucets.” There is a realm of possibilities when it comes to paint color. Should you go with bold and beautiful eggshell, the no-fail, or a blend of this year’s trend color? Grays and neutrals are popular themes, but using bits of bolder color in accessories or in wall paint can enliven them. “You can create a more dynamic
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palette, even with neutral tones, by layering similar colors in different textures and patterns on top of each other,” said Dennis. Suppose you have a bathroom that’s claustrophobia-inducing. How do you make it look bigger? One way is by reducing the size of older fixtures, which “may be larger than they need to be and take up unnecessary space,” she added. “By shrinking the toilet or vanity, even if you gain just a few inches, the room looks bigger.” Another way comes back to the tub. Some people prefer to remove it and expand their shower, sometimes expanding the shower wall to the ceiling. If you have only one mirror, consider adding to that number. The presence of mirrors can make a
room look larger by reflecting light. In more general terms, why remodel at all? “People are less reluctant than they used to be to put their own personality into their rooms,” Dennis said. It used to be common to sell a house every five years or so. Now homeowners typically plan to be in their homes much longer, around the 15- to 20-year mark. It’s just natural that things become “dated,” and people start looking around to make changes. And when it comes to the littlest room in their house, “people are seeking a more luxurious spa experience in their bathrooms, as opposed to a utilitarian room they get ready in each day,” Dennis said.
Join Us For This FREE Event!
20th Annual
DAUPHIN COUNTY
May 28, 2019 9 a.m. – 2 p.m. Hershey Lodge • 325 University Drive, Hershey Exhibitors • Seminars • Free Health Screenings Demonstrations • Door Prizes
The Job Fair brings job-seeking veterans of all ages, active military, and their families together with employers who can benefit from this rich source of talent.
Sponsored by
Principal Sponsors:
Visitor Bag Sponsor:
Seminar Sponsors:
UPMC Pinnacle
Madden Physical Therapy TrimLine Weight Loss
Supporting Sponsors: Dr. Kostow Wellness & Weight Loss • Orthopedic Institute of PA PA Health & Wellness • Ricker Sweigart & Associates
Media Sponsors:
Jumpstart your Career! Skip the line – Register online to attend!
Berks County
May 30, 2019 • 9 a.m. – 2 p.m. Crowne Plaza Reading Hotel 1741 Papermill Road, Wyomissing
Skip the line – register online to attend!
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MDVIP: Reinvent Your Healthcare Experience By THOMAS KURLAND, D.O.
A Better PRIMARY CARE Experience— Your doctor 24/7 Now there is a primary care physician who will provide personalized preventive care. A private doctor who knows you!
Thomas Kurland, DO, MDVIP Board-certified internal medicine physician
Wellness
r Your Personal Doctor – a dedicated health partner who gets to know you. r Guaranteed Appointments – Same-day or next-day appointments guaranteed and will take as long as you need. r Tailored Care – Customized care to meet your needs. r Specialist Care – Dr. Kurland can help facilitate referrals for specialized care providers. Please call Dr. Kurland to schedule a free meet-and-greet to discuss the program further and answer any questions.
Call or go online today to learn more about MDVIP and becoming a member of Dr. Kurland’s MDVIP-affiliated practice.
Dr. Thomas Kurland welcomes your inquiries: r ESLVSMBOE!NEWJQ DPN mdvip.com/ThomasKurlandDO 18
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H
ealthcare has become less personalized and more economically focused over the last 10 years. The patientdoctor relationship has been devalued and replaced by a consumer-provider relationship. At MDVIP, the doctorpatient relationship is reaffirmed, and empathy and compassion are the mainstays of care. MDVIP is a concierge-type practice with the primary focus on patient wellness and prevention. It gives patients a more comprehensive and personalized healthcare experience. Your MDVIP physician will become your new primary care physician who will be your healthcare advocate, working with you to achieve your wellness goals. Most MDVIP practices are independent, giving patients the flexibility of being referred to the facility and doctors of their choice. MDVIP provides a healthcare experience that is patient-centered. We are focused on your wellness and promoting the best health possible for you through advanced diagnostic testing, education for you and your family, access to care when you need it, and time with your doctor. The main emphasis of an MDVIP practice is the patient. An MDVIP practice functions like a traditional medical practice. Patients will call the office to schedule an appointment when they need to be seen. Patient appointments are 30 minutes with an annual wellness exam of 45-60 minutes. Having time with your doctor gives you the opportunity to discuss your healthcare concerns and your doctor time to diagnose, treat, and develop a healthcare plan that is personalized to improve your health. In some emergency medical situations, your MDVIP physician will make a house call. An MDVIP practice employs standard and advanced preventive
and diagnostic healthcare measures to diagnose potentially preventable disease states prior to their development. MDVIP also develops a close relationship with family and friends, whom you designate as your healthcare advocates, encouraging a proactive approach in diagnosing and treating health issues as they arise. MDVIP provides an annual wellness exam with advanced laboratory testing, allowing for early detection of cardiovascular disease, diabetes, and elevated cholesterol. Diagnostic testing is used to identify peripheral vascular disease and lung disease. A body composition is performed to establish body health. When you have a change in your health or you are acutely ill, MDVIP is there for you when you need your physician the most. Patients have access to their doctor via cellphone 24/7/365. An MDVIP practice has same-day appointments and after-hours appointments, limiting your need to be seen at a walk-in clinic or ER. Patients in an MDVIP program experience 70% fewer hospitalizations and a 98% rate reduction in hospital readmissions compared to non-MDVIP-affiliated patients. MDVIP practices identify 40% more patients at risk for cardiovascular disease than traditional practices. The cost of the program is $137.50 per month. The fee for the program goes toward the annual wellness exam and diagnostic testing. The program is not covered by insurance, but patients may use their HSA or FSA accounts to cover the cost of the program. If you desire more from your healthcare experience and provider, and if your health is one of the most important commodities in your life, consider being an MDVIP patient. MDVIP is personalized healthcare at its finest.
Doctors’ Lifesaving Tips for a Healthy Future By SANDRA GORDON
Y
Put Up a Fight against Cancer Although your genes and the environment affect your cancer risk, the American Cancer Society estimates that your health habits, including your diet and exercise habits and whether you smoke, also play a major part in welcoming — or warding off — this major killer. “Develop a family history depicting cancer as it has occurred throughout the family, and bring that to the attention of your physician,” says Henry T. Lynch, M.D., chair of preventive medicine at the Creighton Cancer Center. Your doctor will look for patterns and the types of cancer that have appeared, which will allow
her to determine the best course of prevention for you. If you’re at high risk for certain types of cancer based on your family history, you may need to be screened for these specific cancers more frequently. Although direct-toconsumer genetic tests are popular, “just knowing your family medical history is one of the best tests you can do,” says licensed genetic counselor Robin L. Bennett. Beat Heart Disease Heart disease is the leading cause of death for both men and women. Women’s hearts in particular, however, are protected until menopause, when their estrogen levels naturally decline and average cholesterol levels rise. To ward off this major killer: Get yearly checkups. Even if you feel fine, you should see the doctor regularly. Checkups can catch something early, even before symptoms show up. Health screening tests, including cholesterol testing, blood pressure monitoring, and blood glucose, play a major part of this appointment. They can help spot cardiovascular disease and diabetes conditions before they become life threatening. To know where you stand, know your numbers: Ideally, your triglyceride level (a type of fat in your blood) should be less than 150 mg/
dL; your HDL, the “good” cholesterol, should be 50 mg/dL or higher. Your LDL, the “bad” cholesterol, should be less than 100 mg/dL, and your total cholesterol should be less than 200 mg/dL. If any of your cholesterol numbers aren’t within optimal levels, work with your doctor to correct them. Do your blood pressure homework. For years, high blood pressure, a.k.a., hypertension, was diagnosed when blood pressure — the force of blood against your artery walls when your heart beats and between beats — measured at 140/90, or higher in the doctor’s office. But a new clinical guideline lowers the bar to help you take steps to control your blood pressure earlier. Now, a reading of 130/80 signals HBP. HBP doesn’t usually have signs or symptoms, but it can be dangerous and life threatening, leading to stroke, heart disease, and kidney disease. To diagnose HBP, a digital home blood pressure monitor can help. According to the new American Heart Association guidelines, selfmonitoring over time can be more accurate than one blood pressure reading in the doctor’s office. Bring your home blood pressure monitor to your doctor’s office to check its accuracy. Then, take your blood pressure at home at the same time daily. Take at least
two readings one minute apart each morning before medication and each evening before dinner. Keep a record and bring it to your doctor’s appointments. Talk to your doctor about prescription fish oil. If you have high cholesterol and take statin medication to help lower it, ask your doctor if you’re a candidate for icosapent ethyl (Vascepa), which is a new, highly purified form of EPA (fish oil) available by prescription. In a landmark study in the New England Journal of Medicine known as REDUCE-IT, men and women with high triglycerides taking statin medication to lower LDL (“the bad”) cholesterol who added icosapent ethyl to their regimen reduced their risk of stroke by 28% and heart attack by 31%. “Vascepa is one of the most exciting things that has happened in preventive cardiology in the last decade,” says Lori Mosca, M.D., professor of Medicine at NewYorkPresbyterian/Columbia University Medical Center. Eat to beat heart disease. Develop eating habits that can help keep your arteries clear. Get into the habit of eating a Mediterraneanstyle diet, which is loaded with fruits; vegetables; whole grains; lean protein, such as fish; and healthy, unsaturated fats, such as olive oil.
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Wellness
ou’ve only got one life — you may as well make the most of it. And in fact, you do have a significant say over your health and well-being. Research shows that as much as 70% of longevity may be attributed to lifestyle factors — not genes. But what can you do live up to your health potential? To find out, we did our research and asked experts for their recommendations on disease and stress management, memory enhancement, and maximizing your longevity. Whether you’re 40, 50, or 60+, following their advice may grant you a life that’s longer, healthier, and happier.
If you have elevated LDL cholesterol, try to keep your overall saturated fat to below 7% of your total calories (that’s 140 calories from saturated fat per day on a 2,000-calorie daily diet). If you don’t have heart disease, as much as 10% of your total daily calories can come from saturated fat. Protect Your Bones Get a DEXA scan. This X-ray of your hip and spine determines how strong your bones are. It’s recommended for women age 65 and older and men age 70 and older. But consider getting this test earlier if you’re in menopause but not taking estrogen-replacement therapy, if you’ve ever had a bone break after a minor injury, if you’re a smoker, or if you’ve used steroid medication. “I recommend DEXA for women who are several years into menopause,” says Patricia Sulak, M.D., author of Should I Fire My Doctor? “A lot of women will develop osteoporosis by age 65.”
Boost Your Brain Power Can’t remember where you placed your keys or the name of the person you met two minutes ago? Forget about taking the latest memory-boosting supplement or trying to learn mnemonics, those linguistic devices designed to jog your memory. “They have limited utility,” says neuroscientist Elkhonon Goldberg, Ph.D., author of Creativity: The Human Brain in the Age of Innovation. Instead: Lead a cognitively active life. To keep your memory healthy, diversity is key. If you work with numbers at your job, spend your spare time doing something completely different, such as reading, writing, or painting. By taking part in a range of activities, you’re improving connections between neurons (the nerve cells in your brain that relay messages), which may protect you from mental decline later on.
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Contact Matt to schedule a studio tour and a FREE full-body workout session! Matt Macaluso ISSA Certified Personal Trainer 717.968.5593 mjmcop@aol.com 3195 East Prospect Road York, PA 17402 facebook.com/transforza
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Tackle routine mental tasks yourself. Instead of delegating them to machines, perform even simple exercises, such figuring an 18 percent tip in your head instead of using a calculator. This can improve your mental fitness over the long haul. Super-Charge Your Diet Your immunity to disease naturally declines with age unless you take action. Load up on foods high in the antioxidants and vitamins C, E, and beta-carotene. Good sources include oranges, strawberries, and cantaloupe (vitamin C); nuts, wheat germ, and sunflower seeds (vitamin E); and dark, leafy-green vegetables, acorn squash, and sweet potatoes (beta-carotene). Research suggests that these “brain foods” can help keep cells healthy throughout the body, including those in the brain, by preventing the attack of free radicals — unstable oxygen molecules that are a catalyst for disease.
as making deposits in your bone bank account. “At any age, a healthy diet is important for optimizing bone strength,” says endocrinologist Joy Wu, M.D., Ph.D. Downsize Stress Psychological and social variables — such as the presence of isolation, anxiety, and depression — can not only influence your sense of wellbeing, but they can also affect longevity. Stress, in particular, “is a hormonal chain of events that can have concrete effects on health outcomes,” says cardiologist Marty Sullivan, M.D. To keep stress from getting the best of you: Don’t stay at a job you hate. “If you can, get out,” Sullivan says. Studies show that not liking your job may put you at risk for heart disease. For a health payoff, strive for a job you’re comfortable with that’s a good match for your skills and interests.
Cut back on polyunsaturated fat. This includes corn, safflower oil, and margarine, and foods made with them. Polyunsaturated fats tend to cause you to overproduce molecules that inhibit the immune system, says Jeffrey Blumberg, Ph.D., professor of nutrition at Tufts University.
Work to keep the friends you have. But make new ones along the way as well. To stay healthy, you need someone with whom you can pal around and express who you truly are. “The more social connections people have, the better off they tend to be,” says Sullivan.
Feed your bones well. Getting plenty of calcium is one of the best ways to ward off bone-weakening osteoporosis and fractures since calcium is the raw material of bone. From age 19–50, aim for 1,000 milligrams of daily calcium and 600 international units (IUs) of vitamin D3 (which helps the body absorb calcium) from food and/or a calcium/vitamin D3 supplement. If you’re 51–70, try to get 1,200 mg of calcium and 800 to 1,000 IUs of vitamin D3. But keep in mind that bone health isn’t just a calcium/vitamin D issue. To rebuild themselves, bones also need protein, phosphorous, and a whole host of other nutrients that only eating a variety of foods can offer. Think of eating well
Be spiritual. Studies show that people who are involved in spiritual activities through their church or synagogue tend to fare better health-wise in the long run, Sullivan says. You don’t necessarily, however, need to join a religious organization to reap these benefits. For you, a spiritual activity could be simply getting involved in something you care about deeply. Help others. Altruism is another characteristic that seems to affect your long-term health. But don’t just donate money to your favorite charity — give of yourself. Studies show that you’ll only derive health benefits if you get personally involved.
WE EARNED THIS TOGETHER
Because we’re in this together. We’re honored to have received the American Hospital Association’s Foster G. McGaw Prize for Excellence in Community Service — one of the top honors in health care. It’s a rare distinction that we share with everyone in our community. Because it has always been, and continues to be, a team effort. Together, we’re improving health and well-being throughout Lancaster County. It’s our purpose and our passion. Because at Penn Medicine Lancaster General Health, your best life is our best legacy.
Learn more at LGHealth.org/Award
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Act F.A.S.T. When stroke symptoms appear, every second counts. By MATTHEW M.F. MILLER and the American Stroke Association say it is vital to act fast when warning signs are detected because every minute counts when it comes to saving brain cells and limiting damage. What should one be looking for in terms of symptoms? From the AHA, here’s how to spot a stroke F.A.S.T.: F: Face Drooping Does one side of the face droop or is it numb? Ask the person to smile. Is the person’s smile uneven? A: Arm Weakness Is one arm weak or numb? Ask the person to raise both arms. Does one arm drift downward?
Wellness
According to the American Stroke Association, strokes are the fourth leading cause of death in the U.S. and the leading cause of adult disability. Strokes happen when a blood vessel that carries oxygen and nutrients to the brain is blocked by a clot (ischemic stroke) or by a blood vessel rupturing (hemorrhagic stroke). This keeps blood and oxygen from reaching the brain and, therefore, kills brain cells. Strokes kill more than 137,000 people a year — that’s about one death every four minutes. Sixty percent of stroke deaths occur in females, and the disparity is in large part due to ignoring the symptoms. The American Heart Association
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S: Speech Difficulty Is speech slurred? Is the person unable to speak or hard to understand? Ask the person to repeat a simple sentence, like “The sky is blue.” Is the sentence repeated correctly? T: Time to Call 9-1-1 If someone shows any of these symptoms, even if the symptoms go away, call 9-1-1 and get the person to the hospital immediately. Check the time so you’ll know when the first symptoms appeared. There are other symptoms that shouldn’t be ignored and could be additional signs of a stroke. Call 9-1-1
or emergency medical services if you or a loved one experiences any of the following: • Sudden numbness or weakness of the leg, arm, or face • Sudden confusion understanding
or
trouble
• Sudden trouble seeing in one or both eyes • Sudden trouble walking, dizziness, loss of balance or coordination • Sudden severe headache with no known cause © CTW Features
Watch
Women to
Randa Attaalla has joined Berkshire
Hathaway HomeServices Homesale Realty as a REALTOR®. She will focus on residential sales throughout central Pennsylvania.
Marcia Fortley has been hired
by Godfrey as a senior account manager. She is responsible for researching, planning, and managing client programs and will formulate marketing communications strategies connected to clients’ business and marketing communication goals.
Erica R. Townes has been hired by
Barley Snyder as an attorney in its York office. Townes is a member of the firm’s business and real estate practice groups. She assists clients in residential and commercial development, property acquisition, lease negotiation, and land use concerns.
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.
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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