Business Woman October 2019

October 2019

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Security PLANNING FOR YOUR

Inside

WHAT’S 4 LETTER FROM THE EDITOR

7 Drugs and the Americans with Disabilities Act

What employers should know.

9 Creating employee engagement

Why it’s an inside job.

11 Programs help individuals

Helping individuals with disabilities see their own potential.

15 Finding a Tutor

Finding a tutor for your child — on any budget.

16 Women’s Expo previews

Find out what’s happening at the Women’s Expo!

17 Fashion trends

Trends reemerging from the past for the fall and winter.

19 3D mammograms

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Why they’re essential for women over 40.

20 A mentor to others 21 Checking for CHEK2 22 Community living waivers

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23 MEET and Greet

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23 women to watch

Semi-Private and Private Yoga

New hires and promotions.

October 2019

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Oct. 5, 2019 9 a.m. – 2 p.m.

Oct. 12, 2019

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5 cover story Hillary McFadden is an entrepreneur and an accomplished speed skater. Blind since infancy, McFadden saw a need to have braille menus and now creates them for restauranteurs who want to be more inclusive to the visually impaired.

She is also on the autism spectrum and competes as a speed skater in the Special Olympics winter games and the winter state games. Nothing can hold her back!

In our classes, we combine thoughtful sequencing, a dose of inspiration, and a spirit of playfulness to help you deepen your practice and awareness of your body. We seek to help others in nurturing their body, mind, and soul with yoga.

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Breathe@LittleYogaPlace.com www.LittleYogaPlace.com facebook.com/ LittleYogaPlace 717-471-8328 Landisville, PA BUSINESSWomanPA.com

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Editor’S

A

Note

Vol. 16 - No. 10

PRESIDENT AND PUBLISHER

Donna K. Anderson

lthough it is still quite warm and it doesn’t about this special program and how it helps prepare its feel too “fall-ish” yet, we know that cooler participants. weather will arrive and the trees will turn This is also, of course, Breast Cancer Awareness colors. Although I favor summer, I have to Month. I hope you have your annual mammogram, and admit that the shades of autumn are beautiful. if so, do you know if you are getting a 3D mammogram?

For those of you who have The American Society of Breast a child in school, I’m sure you Surgeons has recently released know if he or she is keeping an updated position on 3D up with the curriculum or if mammograms and who it tutoring may be prudent. But especially benefits. Find out more where do you start to look for a inside.

One of the things I learned the reliable tutor? Discover options We appreciate the willingness hard way was that it doesn’t pay of two local breast cancer survivors that are available, some of which may be free. to get discouraged. Keeping busy to tell their stories to help raise October is National Disability awareness about the importance Employment Awareness Month and making optimism a way of life of early detection. I met these (NDEAM). With the epidemic can restore your faith in yourself. two women in person and was of drugs in the United States, impressed by each woman’s zest for – Lucille Ball there’s a thin line sometimes life and positive attitude. Thank when it comes to drugs in the you, ladies, for sharing. workplace and the Americans We have three Women’s with Disabilities Act. We checked Expos this fall. See the ad on the in with a local attorney who provided answers to back page for dates and locations. Then go to page 16 for questions that every employer should know to ensure they some previews. There is so much to do and see at each are not discriminating under the ADA. event. Please check it out and then go online for your United Disabilities Services Transition School has free tickets because … it’s a great way to spend your day! been preparing high school juniors and seniors with disabilities for life after graduation for 30 years. It is important that persons with disabilities are given legitimate opportunities for employment. Learn more Christianne Rupp, Vice President and Managing Editor

“ ”

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Carlisle Expo Center 100 K Street, Carlisle

www.50plusExpoPA.com (717) 285-1350 • (717) 770-0140 • (610) 675-6240

~ October 2019 | BUSINESSWoman

Vice President and Managing Editor

Christianne Rupp Editor Megan Joyce Contributing Writers Kimberly Blaker Barbara trainin blank Lynda Hudzick K. Leigh Wisotzkey

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October 2019

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Story

CAREER

COVER

Speeding toward Her Goals

By LYNDA HUDZICK

G

rowing up, Hillary McFadden did not enjoy eating out as much as she might have because there were no braille menus available for her to review and choose her meal.

Blind since infancy, McFadden said, “As a blind individual, eating out can be overwhelming because we constantly have to ask someone to read to us what is on the menu.”

As a young adult, McFadden decided to do something about the situation and start her own business at the same time.

“I came up with the idea of creating braille menus for restaurants that did not have any menu to accommodate people with visual impairments,” she said. “I met with a few of my favorite restaurant owners, explained my concerns, and pitched my accommodating ideas.”

Several of the establishments she spoke with were excited about her idea, and now, they have become very satisfied clients.

“Being a business owner is cool because I get to create my own itinerary of restaurants I would like to do business with,” McFadden said. “It’s rewarding to be paid for services I am rendering in the community.”

Of course, she has also been faced with rejection.

“There were times I pitched my idea to restaurants [owners] who were

not interested,” she said.

However, for her, the excitement of visiting a restaurant that is using the menus she created, and witnessing someone ordering from those very menus, definitely makes it all worthwhile.

What makes the story of this young entrepreneur even more remarkable is that McFadden is not only blind, but also on the autism spectrum. She works with Keystone Autism Services’ Adult Community Autism Program, which, according to the folks at KAS, offers “one of the nation’s leading innovative programs to support individuals with autism spectrum disorders as they seek to be included in the community.”

With their support, McFadden has been able to create her own job when few opportunities for traditional employment exist for someone like her. According to a recent report entitled “The Case for Inclusion,” released by the ANCOR Foundation, only 17% of Pennsylvanians with intellectual and/or developmental disabilities work in competitive employment, working alongside those without disabilities and earning marketdriven wages.

“I’ve been a participant with KAS since August of 2010,” McFadden said. “I enjoy working with the people who support me at KAS. They help me achieve goals so

Mcfadden at a local coffer shop, using her braille-writer to create menus for her business.

McFadden reading a book to a class at Capital Area Head Start.

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that I continue to become more independent in my everyday life.”

McFadden is not all work and no play, though. She is also quite the accomplished speed skater, a sport that perhaps might not seem like something in which someone with visual impairments could excel. She recalls that when “speed skating was announced at school, I wanted to try it but was told no.”

The summer following that announcement, she attended the W.I.N.G.S. program for the blind in Maryland, and it was there she learned that “the sky is the limit and I can do anything I put my mind to.

“So that next school year when speed skating was announced, I stated I was interested in trying,” said McFadden.

This time was different, though.

When she again was told that she could not participate, “my mom and I fought hard for me to be part of the speed skating program,” McFadden said.

“Eventually they gave in and allowed me to speed skate.”

She has been excelling in and enjoying the sport ever since.

McFadden has participated in the Special Olympics winter games and the winter state games. Training is hard work and takes a lot of time and dedication, but it is all worth it because, as she said, “I love how it makes me feel free on the ice, and I love going fast.”

As a young woman who owns her own business and participates in a highly competitive sport, McFadden wants others who have been identified as having ASD to be encouraged and to keep “striving for what they want to achieve in life,” she said. “It may be challenging, but fighting for what makes you happy is key.”

As far as what she wishes people would take the time to realize about those with ASD? “People with autism are very smart,” she said. “We may have challenges expressing what we want or need, but we are consistent and goal-driven individuals.”

Although she admits she is not quite yet where she wants to be in life, McFadden also said, “I will continue to work on accomplishing my goals and being a role model for those who are visually impaired and individuals living with autism.”

CAREER

Drugs and the Americans with Disabilities Act What Employers Should Know

T

here are a lot of job vacancies in the U.S. right now. The good news is there are many qualified individuals who would love to fill those positions. Some of them are persons with disabilities who are often overlooked as qualified candidates.

As an employer, you should know that you cannot refuse to hire a person with a disability if the person can perform the required duties of the hiring position.

We checked with Barley Snyder’s of counsel attorney Sarah Yerger, who is based out of the central Pennsylvania law firm’s Harrisburg office, to find the answers every employer should know to ensure they are not discriminating under the Americans with Disabilities Act. Q: Can an employer have a blanket exclusion policy when testing for drugs?

SY: Employers should not have a blanket policy. A blanket exclusion policy based on drug use may be discrimination under the ADA. It does not allow for the interactive process or a consideration for the

employee, his or her circumstances, or possible reasonable accommodations.

Q: Is taking medications for a disability always permitted, no matter what?

SY: An employer cannot force an employee to stop taking medication for a disability, but the employer can prevent an employee from working in certain jobs if the medication could cause impairment.

The best example of this would be safety-sensitive positions. If an employee taking medications for a disability is in a safety-sensitive position and the medication could cause impairment, which might put the employee or others in danger or at risk due to the nature of the job, then an employer could restrict the employee from working in that position.

Q: How can an employer maintain a safe workplace and still meet ADA compliance?

SY: The ADA prohibits discrimination on the basis of disability. However, an employer may legally decide not to hire an individual with a disability if he

or she poses a “direct threat to the health and safety” of themselves or others. A “direct threat” is “a significant risk of substantial harm to the health or safety of the individual or others that cannot be eliminated or reduced by reasonable accommodation.”

According to the EEOC, an employer’s determination of whether an individual with a disability poses a direct threat to health and safety should be based on an evaluation of the individual’s present ability to safely perform the job and a consideration of the following four factors: the duration of the risk; the nature and severity of the potential harm; the likelihood that the potential harm will occur; and the imminence of the potential harm. Objective and factual evidence must be used in the evaluation process.

However, proof of an actual direct threat is not necessary; rather, an employer need only show that it “reasonably determined” that a direct threat was posed. That is, was the employer’s determination that an individual with a disability posed a direct threat (i.e., a

significant risk of substantial harm) objectively reasonable based on the evaluation and factual information developed for the analysis and determination? If it was, then the individual with a disability is not a “qualified” individual under the ADA. Q: How does the ADA affect the sustainability of a drug-free workplace policy?

SY: The ADA does not, in any way, prohibit employers from having a drug-free workplace policy, nor does it provide any special protection to individuals who are currently using illegal drugs.

However, it does make it illegal for employers to discriminate against recovering alcoholics and drug users who have already sought treatment for their addiction. Under the terms of the ADA: • Employers cannot fire, refuse to hire, or refuse to promote someone simply because she or he has a history of substance use.

• Employers also cannot fire, refuse to hire, or refuse to promote employees merely because they

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Employers who have drug-testing programs need to be extremely careful not to single out employees for testing simply because they look or act as though they are under the influence of drugs or alcohol.

Many of the physical symptoms that are commonly associated with intoxication — slurred speech, disorientation, or a lack of coordination — can also be the result of a serious physical disability or medical condition, such as diabetes, low blood sugar, or mental illness.

Individuals with these conditions are protected under the provisions of the ADA. Singling them out for testing or disciplinary action could result in charges of discrimination.

Q: What do you do if you learn that an employee is taking prescription drugs?

SY: Under the ADA, an employer may ask a current employee about

prescription medicine only when it’s job-related and consistent with business necessity. That means you may not ask all employees to disclose any medications they take.

Once you know about the medication, engage in the interactive process — ask the employee about the medication and its side effects.

See if accommodation is needed and make accommodation arrangements if possible.

For example, if the side effects of a timed medication cause the employee to come in late for work, move her start time to a later hour or temporarily move her to a later shift if you can do so without harming the business.

Q: What are some reasonable accommodations?

SY: Reasonable accommodation is any modification or adjustment to a job or the work environment that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.

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Nov. 10 |

2019

Career

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Reasonable accommodation also includes adjustments to assure that an individual with a disability has rights and privileges in employment equal to those of employees without disabilities.

Examples of reasonable accommodation include making existing facilities used by employees readily accessible to and usable by an individual with a disability; restructuring a job; modifying work schedules; acquiring or modifying equipment; providing qualified readers or interpreters; or appropriately modifying examinations, training, or other programs.

Reasonable accommodation also may include reassigning a current employee to a vacant position for which the individual is qualified, if the person is unable to do the original job because of a disability even with an accommodation.

However, there is no obligation to find a position for an applicant who is not qualified for the position sought. Employers are not required to lower quality or production standards as an accommodation; nor are they obligated to provide personal-use items, such as wheelchairs, glasses, or hearing aids. The decision as to the appropriate accommodation must be based on the particular facts of each case.

Q: Can employees with disability be fired?

SY: They can be terminated if there is a legitimate, nondiscriminatory basis for termination.

They cannot be terminated because of their disability.

Q: May an employer ask if an applicant or employee is on any medications either during the hiring process or once hired?

SY: The ADA states, in relevant part: “A covered entity shall not require a medical examination and shall not make inquiries of an employee as to whether such employee is an individual with a disability or as to the nature and severity of the disability, unless such examination or inquiry is shown to be job-related and consistent with

business necessity.”

Under the ADA, an employer’s ability to make disability-related inquiries or require medical examinations is analyzed in three stages: pre-offer, post-offer, and employment. At the first stage (prior to an offer of employment), the ADA prohibits all disability-related inquiries and medical examinations, even if they are related to the job.

At the second stage (after an applicant is given a conditional job offer, but before s/he starts work), an employer may make disabilityrelated inquiries and conduct medical examinations, regardless of whether they are related to the job, as long as it does so for all entering employees in the same job category.

At the third stage (after employment begins), an employer may make disability-related inquiries and require medical examinations only if they are job-related and consistent with business necessity.

Q: If you can’t ask if someone has a disability or is on medications, how can an employer know from the outset if the person is the right candidate for the job?

SY: Although employers may not ask disability-related questions or require medical examinations at the pre-offer stage, they may do a wide variety of things to evaluate whether an applicant is qualified for the job, including the following: • Employers may ask about an applicant’s ability to perform specific job functions.

For example, an employer may state the physical requirements of a job (such as the ability to lift a certain amount of weight, or the ability to climb ladders), and ask if an applicant can satisfy these requirements.

• Employers may ask about an applicant’s nonmedical qualifications and skills, such as the applicant’s education, work history, and required certifications and licenses.

• Employers may ask applicants to describe or demonstrate how they would perform job tasks.

CAREER

Employee Engagement is an Inside Job

By K. LEIGH WISOTZKEY

W

hether you’re familiar with the term “employee engagement” or not, you may be conjuring up an image of employee group volunteer activities, employees talking one-on-one with managers, company picnics, or even team huddles.

All of those things may very well be signs that your employees are engaged, or maybe that’s just an appearance.

“The most important thing to keep in mind about ‘employee engagement’ is that it’s an outcome, not an activity. Engagement is the end product of a positive employee experience,” says Amy Lafko, MSPT MBA, owner and principal of Cairn Consulting Solutions, LLC.

“Creating that positive employee experience is the role of the business owner and the role of the leader.”

Employee engagement is how much effort someone gives to their work and how employees feel about their work and the organization.

Lafko tells us, “It is created through alignment, communication, and connection with the organization.”

Don’t dismiss “feelings”; they translate into dollars.

Turnover is expensive (between 30-50% of annual salary), and a positive employee experience decreases the likelihood of voluntary turnover. Gallup data shows that engaged employees lead to 10% higher customer satisfaction ratings, 21% increase in productivity, and 41% reduction in absenteeism.

Of course, employees are going to be more or less engaged at any given time. It cycles. The important thing to remember is that it’s not quick, and it’s not a once-and-done thing. You don’t create engagement and then it stays. It’s a process to build a culture focused on the positive employee experience that you live every day.

Getting Started – What are Other Companies Doing?

Benchmarking engagement levels with other companies may not be the place to start. After all, what do another organization’s scores matter if what’s happening in your own organization isn’t working?

“How are you, as an organization, getting better? That’s

the real heart of a survey,” Lafko explains.

All of the money invested in expensive surveys to measure employee engagement won’t make a difference unless you plan to look at the results, find out why the scores are what they are, and set about creating a strategy and action plan to put your organization in a better place a year from now.

Benchmark against yourself, not the externals.

Creating a Positive Employee Experience In looking at assessment results, it’s not just about realizing, “We’re not doing this or that.” You have to take action. Figuring out what and how to improve is often the

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biggest challenge. “The employee engagement survey becomes a roadmap to help you figure out what you need to do to get where you want to go,� says Lafko. “When I work with a client, employee engagement is not a once-and-done process. It is ongoing work throughout the year.�

Survey results are just the beginning. Lafko has created an employee engagement program that not only addresses a survey, but

also provides a toolkit for followup discussions, a strategic planning process, and execution. The leader toolkit helps the organization’s leaders go back to their teams to ask questions and understand what those survey results really mean.

Lafko points out that “organizations spend resources on technical training for frontline team members, but often forget that there are technical skills of being a leader. Skills include communication,

conflict resolution, accountability, feedback, etc. It is a business imperative to develop the skills of your leaders.�

Giving all leaders, not just seniorlevel leadership, the skills they need is key to creating change and engaging their employees.

A manager walking the office and asking, “How’s your day?� is not engagement. Giving leaders the skills to dig in and ask, “What’s going on? What do you need?� and finding out what motivates each individual employee, listening, learning to coach — those are skills that start the conversations that feed into strategic planning and actions that improve scores over time.

When Does Employee Engagement Start?

Why wait for a survey? “The ideal way is to start by hiring the right people first,� says Lafko. “Look at the interview process as part of the employee experience.�

Hiring selections are often made solely on likeability and technical skills. Hire those who are motivated by the work, the environment, and the reward system of the organization.

Look for people aligned with the mission, vision, and values.

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Increasing Employee Engagement Not everyone is motivated by the same things. Finding out what motivates each individual is key. Some may be motivated by a big annual company picnic and having the opportunity to make the boss all wet in the dunk tank. Others need the personal connection and access to the president in a very one-on-one setting that makes them believe that he or she cares and appreciates their efforts. “Ask people what will increase their desire to stay and be engaged,�

Lafko encourages. “Don’t be afraid because you ‘know you can’t give it.’ Help find realistic ways to meet their motivations. They may ask for 20 more vacation days or a $10,000 raise. If you can’t do something, be transparent about why and focus on what you can do.�

Once efforts are set in motion, it’s critical to follow up, follow through, do the pulse-point surveys along the way, and find out how employees perceive the changes.

What about the Disengaged?

There is a difference between someone who is disengaged and someone who does the work, gets the job done, and gives good service. Even if that person works hard and doesn’t go above and beyond, that provides value to the organization.

The problem is the person who doesn’t do their job and lowers morale because they’re disengaged.

The key to this person is to find out what will make them happy.

You may find out sometimes that the person just doesn’t fit or that there is another role in the organization for which they are better suited. “Help them figure out where they want to be,� Lafko advises. “Once they move on, you can bring someone in who has the skills, behaviors, and motivations for the role. “We are afraid to let people go,� she adds, “but you have to look at how that person staying is affecting the business and how are they affecting morale of others. People are very thankful if you take the time to help them move on to where they can be happier. They can leave on good terms.�

The moral of the employeeengagement story is that engagement happens at a very individual level. It’s a positive employee experience that can be set up for success by starting from the interview process. But even if you’re just learning that engagement isn’t high among your employees, there is light at the end of the tunnel.

Take a look inside your organization: find where you are now; figure out why things are as they are, what motivates people, how they feel; identify where you have issues or miscommunications; give your leaders the skills they need to be successful supporting employees; check progress and perceptions; and simply strive to make your own organization better — it’s an inside job.

CAREER

Programs Help Individuals with Disabilities See Their Own Potential

By MEGAN JOYCE

I

n her work with United Disabilities Services, Nadine Kuziemkowski targets the “inbetweeners.”

As manager of vocational services for UDS’s Transition School, which prepares high school juniors and seniors with disabilities for life after graduation, Kuziemkowski knows that teenagers with “invisible” disabilities oftentimes get overlooked when it comes to getting help they need to make the successful leap from adolescence to adulthood.

And although the Transition School, now 30 years in existence, also welcomes kids with visible disabilities, such as cerebral palsy or other physical challenges, Kuziemkowski noted that youth with mental health challenges or autism often struggle to retain jobs after high school graduation.

“These are the kids that kind of fall through the cracks when they get out of school because they don’t always qualify for other services,” Kuziemkowski said. “They might be high functioning, or their disability might not be noticed enough, so they get pushed to the wayside.”

With a goal of helping students with a range of disabilities prepare for the future, the Transition School teaches life skills that enable young adults to live more independently and with greater confidence in their abilities, according to the program’s website (www. udservices.org/services/transition-

school).

High school students selected to participate in UDS’s Lancasterbased program spend one day per week at the school, from late January through late May. In a small-group setting, students take three classes over the course of the school day that address everything from selfesteem and anger management,

communication skills, and problem solving to budgeting, financial management, driver’s education, workplace interactions, and more.

The courses taken vary, and each student’s class lineup is tailored to his or her needs.

“We have about 50 different classes to offer to the kids. It depends on what they need,” Kuziemkowski

said. “We evaluate every year to see what they are interested in. We always do self- esteem and anger management because really, the base of everything starts there. If you don’t feel good about yourself or you’re very angry, it kind of trickles into all those other [problems].”

Kuziemkowski said some of the

continued on page 14

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A MAMMOGRAM CAN BE

L I F E S AV I N G We see it before you feel it An annual mammogram is an important step in keeping you well. At Lancaster General Health, we offer 3D mammography, the latest in breast cancer detection. Combined with the expertise of our radiologists, these services provide the most detailed views of the breast, leading to improved detection rates and a greater peace of mind.

We offer mammograms at eight locations, including the Suzanne H. Arnold Center for Breast Health.

Schedule your mammogram today at LGHealth.org/Mammo

Mammo_AD_2019_BWoman.indd 1

9/12/19 11:48 AM

C O U R AG E FOR LIFE Lifesaving breast cancer breakthroughs The breast cancer team at Lancaster General Health inspires people to move forward with confidence. Our skilled and compassionate experts provide breakthrough treatments to create a personalized plan of care for each patient.

A few members of our breast cancer team

Aaron Bleznak, MD, MBA, FACS, FSSO, Medical Director, Breast Program, Breast Surgeon

Marnie Kaplan, MDอน 835F Fellowship-trained Breast Surgeon

John Bast, MD Breast Reconstructive Surgeon

Pamela Boimel, MD, PhD Radiation Oncologist

Ami Jhaveri, MD Medical Oncologist

Ann B. Barshinger Cancer Institute LGHealth.org/BreastCancer

BreastCancer_AD_2019_BWoman.indd 1

9/12/19 3:33 PM

kids in the program come from a troubled home life and struggle with abuse issues and attachment disorders. And even those who come from “good” homes have almost always been bullied by peers throughout their childhoods.

UDS works with all Lancaster County school districts as well as career and technology centers and the Lancaster-Lebanon IU-13. To qualify for the Transition School, students must have a documented disability and meet income-level guidelines.

Student enrollment is paid for through scholarships; UDS generates funds for the school through private fundraisers and donations from multiple area businesses.

“Students don’t pay, and schools don’t pay either,” Kuziemkowski said. “We pay for the busing for the students and to have them here at the program, as well as lunch, supplies, etc.”

Kuziemkowski said they interview 35-65 students a year, and of those, 10-15 are chosen for a private interview. Selected students are

then grouped together by common factors and cognitive levels.

“They really have a chance to bond and work with each other,” she said. “They almost kind of piggyback off each other in a sense. So when one [student] has an issue, then the other one’s like, ‘Well gee, that happened to me too.’ We work on issues that might happen in school, like bullying, and problems at home and real-life situations too.

“Because we’re not part of the school district in that sense, if they have an argument with a teacher or get into a fight at school or have a disagreement at home, they can share. It gives them the chance to voice, ‘That happened to me — what do I do with that?’”

UDS tests students at the start of each year’s program to get a sense of their levels of empathy, gratitude, and self-esteem, as well as their general attitude, angermanagement skills, and other areas of focus.

“When they leave, we test them again to see how much they have

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changed since they started with us,” Kuziemkowski said. “Generally in standardized testing, anything above a 5% change is considered phenomenal … Our scores run from about 23% up to the highest we’ve gotten, which was 58% one year, as far as change for the better.”

Kuziemkowski, who has been with the Transition School for 22 years, takes great satisfaction from the many success stories she has witnessed: kids who arrived at the school struggling with selfconfidence, anger, and relationships and leave the program with a solid foundation of practical life skills as well as social skills — and an expanded vision for their future.

“I just love seeing them pull it together. I like seeing the lightbulb go off and them connecting with themselves and realizing that they are good kids,” she said.

“It’s just seeing them — for whatever that dream is — achieving what they can and what they want and making it, and realizing that they don’t have to be pigeonholed by their disability … There’s a lot more out there.”

After graduation, UDS’s Employment Services helps adults with disabilities over age 18 find and keep employment or transition into a new line of work. The program matches qualified applicants with any disability — mental or physical, as well as workers’ compensation injuries and conditions like fibromyalgia and osteoarthritis — with employers looking for motivated and skilled employees.

UDS counselors help individuals look for a job, prepare their resume, fill out applications, and hone interview skills and will even set them up with mini makeovers and haircuts, if needed.

“If someone comes in and they don’t have any money for clothing, we’ll take them shopping and get them an outfit so they have something for an interview,” Kuziemkowski said.

Kuziemkowski added that Employment Services, which receives its referrals through the Office of Vocational Rehabilitation, sees adults of all cognitive levels and work backgrounds, even including some

with master’s degrees looking to shift industries and who are simply in need of career counseling.

“Then we can go with them to the interview if they like, representing them at the interview and talking about their disability,” Kuziemkowski said. “We can explain autism or a learning disability, for example, or other invisible disabilities [to an employer].”

Counselors work closely with employers to provide free on-thejob training for the new employee and can recommend job adaptations or accommodations that would help the individual with a disability perform to the best of his or her ability.

UDS can make sure a person’s work area is accessible: Kuziemkowski gave an example of a man with multiple sclerosis who needed a standing desk at his job so that he could move up and down as needed.

Others might need hearing aids, glasses, or prosthetic limbs; OVR can ensure someone has the personal devices needed to do their job.

Employment Services counselors stay in touch with individuals for about four months to help them maintain the job after they’ve been hired, offering support and answering questions that may arise.

“Most people are good to go,” Kuziemkowski said. “We check on people and we make sure that they’re getting to work on time, that they’re doing their job and there have been no issues, they’re showing up when they’re supposed to … anything that might come up.

“And if there are problems, then we help the employer figure out what we can do better to make this right or how we can address this.”

Cost obligation for Employment Services assistance varies per individual, though Kuziemkowski noted many times the service is available at no charge to the applicant due to their income level.

Those interested in applying for Employment Services can do so online through Pennsylvania’s OVR portal (www.dli.pa.gov/ Indiv idua ls/Disabi lit y-Ser v ices/ ovr) or by going to a Pennsylvania CareerLink location to apply in person.

Finding a Good Tutor for Your Child – On Any Budget FAMILY

By KIMBERLY BLAKER

D

oes your child have a learning disability, poor or declining grades, poor time management skills, or difficulty understanding homework? If so, tutors are an effective way to get kids back on track and keep them there.

But how do you find a good, reliable tutor you can trust? And what if hiring a tutor isn’t in your budget? Today, there are many options.

How to Find a Tutor Your child’s teacher and the school administrator are a good place to start. They might be able to recommend a tutor in your community or online resources to help your child.

Also, chances are one of your child’s friends has a tutor. So, ask other parents for a recommendation.

Another option is to search online for tutors in your area. You’ll likely find a couple of local tutoring companies. These often offer onsite tutoring, but some might offer inhome tutoring as well.

There are also many websites developed for helping parents find tutors. For instance, TakeLessons (www.takelessons.com) has a searchable database of tutors. Just enter your zip code and the school

subject to find tutors in your area.

This site also shows tutors’ ratings and their fees per session.

Another source is Care.com, which connects people with various service professionals, including tutors.

Experience in tutoring varies widely, however. So, check their reviews and ask for references.

Online tutoring is another popular choice, though it isn’t right for every child. Also, do your research because the reviews of many online tutoring companies are fair to mediocre, at best. The costs of online tutoring aren’t always consistent with quality.

Free Tutoring If tutoring isn’t in your budget, there are several options. First, check with your child’s school. Although the No Child Left Behind Act is now defunct, some schools still offer one-on-one tutoring programs for eligible students.

Many schools also offer afterschool group tutoring. Kids can stay after school to work on their homework with a teacher to assist.

Some teachers also offer after-school tutoring for their students.

If tutoring isn’t available at your child’s school, ask trusted family members, neighbors, and friends if they can help. You might discover

someone you know is enthused to help your struggling child.

Another option is to contact your local high school and community college. Students majoring in certain subjects or teaching might be required to do a certain number of hours of tutoring. For that reason, students often offer it for free.

There’s also the popular Khan Academy website, which offers free online video tutorials for students at all levels. Visit www.khanacademy.org.

What to Look for in a Tutor There are several factors to consider when looking for a tutor.

These include: Is the tutor qualified? Your best bet is to look for someone with a teaching degree since tutoring requires skills not everyone possesses. For younger students, if the tutor has a teaching degree, specialization in the particular subject isn’t necessary. From high school and beyond, look for a tutor with expertise in the subject your child needs help with.

Does the tutor have the right personality? First, a tutor should be patient, empathetic, positive, passionate, creative, and fun. These

characteristics help ensure your child can learn from the tutor and will walk away with self-confidence.

Also, the tutor’s personality should be a good fit for your child. It’s important the tutor can connect with your child and vice versa.

Is the tutor flexible? Each child has their own best learning style.

It might be visual, aural, physical, verbal, logical, or any combination of these. In addition, some kids are solitary learners, whereas others are social learners and enjoy learning in groups. Look for a setting and tutor that fits your child’s style.

Does the tutor have excellent references?

Online tutoring services often have reviews from previous clients. Look for those with overall high ratings and positive comments. But beware of reviews directly on the tutoring company’s website, since these can often be manipulated. If you find your tutor offline or find very few reviews, ask for several references.

Still, the references a tutor provides might not be an entirely accurate depiction of their character and experience either. So, use due diligence for your child’s safety and to ensure your child receives quality service.

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Grab the Girls and Share in the Fun

Lifestyle

By CHRISTIANNE RUPP Ladies, where can you go with your friends, family, or coworkers for a fun day out that is designed for women of all ages and who have varied interests? The Women’s Expo! And there’s one near you this fall.

WellSpan Health has again partnered with us to present the Lebanon County Women’s Expo at the Lebanon Expo Center.

Women always welcome health information, and WellSpan will be presenting two health-related seminars on stage: Total Breast Care: Cancer Treatment, Reconstruction, and Plastic Surgery, starting at 10:15 a.m. Since 1 in 8 women will develop breast cancer in her lifetime, hear from Heather Portaro, M.D., WellSpan, and learn about the latest advancements in breast surgery, including early-stage breast cancer surgery, post-mastectomy reconstruction, and elective breast augmentation and reduction.

Pelvic Floor Rehab to Improve Bladder Control being at 11:45 a.m. Incontinence affects women of all ages. Maureen Halat, a WellSpan physical therapist, will speak about causes of pelvic floor disorders and treatment options available.

And because WellSpan has your health interests at heart, make sure to take advantage of the various free health screenings they are offering in the East Hall, including cholesterol, diabetes, sleep apnea, blood glucose, and more.

On stage at 12:30 p.m. will be Mark Layton, Wildlife Center director at Refreshing Mountain, with his presentation of Reptiles and Amphibians of the World.

See some exciting creatures from not only around the world, but also several that are Pennsylvania-native species.

While you’re at the Lebanon County Women’s Expo, relax, and have a chair massage at Homeland at Home’s booth and sample a wine slushie at Bouchette Vineyards’ booth.

If you’re closer to the Lancaster County Women’s Expo at Spooky Nook Sports, EVENT PARTNER:

HEALTH & WELLNESS SPONSOR: Lancaster General Health

please stop in and check out that one!

Are you looking for the fountain of youth?

Sally Winchell, fitness director with Sally’s Iron Mustangs, believes strengthening and conditioning exercises will help you find it. Winchell will be teaming up with Sensational SilverSneakers members from Bright Side Opportunities Center to demonstrate a typical workout. Perhaps after seeing it, you’ll want to become a member too!

Did you ever think you were psychic? At 10:15 a.m., you will have the chance to hear from Jan McGee, a real psychic who has actually worked with police departments and starred in an episode of Psychic Witness.

At 11 a.m. the Health & Wellness sponsor will discuss a topic they say can be a laughing matter because it often happens when women laugh, cough, or pick up something heavy: urine leakage.

Lauren Westermann, D.O., division chief, female pelvic medicine and reconstructive surgery at Penn Medicine Lancaster General Health, will inform the

E

Oct. 5, 2019 9 a.m. – 2 p.m.

Lebanon Expo Center 80 Rocherty Road Lebanon

Oct. 12, 2019 9 a.m. – 2 p.m.

Spooky Nook Sports 2913 Spooky Nook Road Manheim

Associate SPONSOR: Wegmans

Lunch Bag SPONSOR: UPMC Pinnacle

MEDIA SPONSORS: Hosted by: 717.285.1350

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BUSINESSWoman

audience about this very treatable condition. She says it’s time to start talking about incontinence and getting back to doing the things you enjoy.

Tanger Outlets® – Lancaster’s retailers will be strutting fall/ winter fashions on stage on 11:45 a.m. You’ll see brand names like Talbots, Ann Taylor, Kate Spade, Brooks Brothers, and Michael Kors. Of course, you’ll want to stop at the Tanger Outlets to check out these and other styles.

Indoor plants brighten up the room during the colder months when we can’t enjoy outdoor blooms. Jodie Morris with Stauffers of Kissel Hill will present a “growing” trend—succulents.

Learn the ins and outs of how to be successful with them.

Because women are the medical decision makers for themselves and their families, Penn Medicine Lancaster General Health is offering some free health screenings. Asses your family history of cancer and learn what it means for you. Or, have your purse weighed and see why you may need to lighten up to avoid back, neck, and shoulder pain.

Do you know if you’re at risk for osteoporosis?

They’ll be giving Sahara heel scans, so get yours checked while you’re at the expo.

Stop by the Immerse LLC booth and have a chair massage or Zyto scan. I’m not sure what a Zyto scan is, so I’ll have to stop by and learn more about it!

And if your fingernails need some attention, take a break at the “Pamper U” Zone for a free manicure, compliments of Lancaster School of Cosmetology.

We have a few special attractions at each of the events—take your “selfie” at the Selfie Station, post it on Facebook, and you could win $100; stop in the puppy hugging area and hug a furry friend; and be on the lookout for appearances by “Bat Man” and “Captain Jack Sparrow.” If you have kids in toe, they’ll be thrilled too!

Don’t forget—go online now at www.aGreatWayToSpendMyDay. com and register for FREE tickets ($5 at the door).

VISITOR Bag SPONSOR: May-Grant Obstetrics & Gynecology

SUPPORTING SPONSORS: Agora Cyber Charter School Highmark Ricker Sweigart & Associates T-Mobile/Metro by T-Mobile Visiting Angels

Fashion Trends Reemerge from Past for Fall and Winter

By BARBARA TRAININ BLANK

Lifestyle

T

here is an expression that the more things change, the more they remain the same. That is not generally true of fashion, which is expected to undergo some change at least four times a year.

But as we move into fall 2019 and winter 2020, there is a sense of remaining the same, or at least, not changing very much. Trends that we’ve seen before, either decades ago or last year, are extending into fall and winter, said Margaret Miller, owner of Three Little Birds Boutique in Mechanicsburg.

For example, Miller explained, the small introduction earlier to menswear within women’s wear has taken prominence in trousers and layering jackets. The trend has been influenced by the suit look, inspired by bigger and longer men’s blazers within a pattern.

The introduction of menswear to women’s fashion has a social as well as a fashion dimension, she said. It is related to the whole empowerment movement in the business world and, elsewhere, the fight for equal pay.

“It’s taking power back,” said Miller.

It will be no surprise, she continued, to find leopard and snake patterns, since those are fairly perennial. Camo, as in camouflage, is making a big comeback.

Jackets with a canvas feeling and utility look are also trending.

Popular colors are olive and poncho green, as well as khaki for utility.

Natural-looking fabrics also serve utilitarian purpose.

“If you look at the colors that are big for fall and winter, you might be surprised,” said Miller.

“There are bold colors in sweaters and tops. Think like a fluorescent/ neon palate.”

One color that will be popular through the two seasons is one that often doesn’t have a solid hold. That is purple, which you’ll see a lot of, said Miller. Also popular are “dual colors,” such as mixing red or pink with purple.

It isn’t always easy to find skirts, but in the upcoming seasons, they will show up in both midi-lengths and pleated mini-lengths, paired with men’s blazers.

Perhaps going along with the

menswear look are oversized, almost frumpy, tops and baggy pants.

“But anything oversized fits

only tall and extremely skinny girls without curves,” said Miller.

On the opposite end of the

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Lifestyle spectrum is the strong presence of lace overlay in midi-skits and underwear. The lace is on top, not like tulle, Miller said. It’s also very big in dresses.

The lace might show up on seethrough arms — a little sexy but still covered, she added. Some women will be wearing a black blazer with an olive camisole.

Despite the menswear look, this shows their feminine side. The combination seems to be saying: “I don’t care; I’m still holding onto my femininity even with the

empowerment.”

“Now we live in an age when women can wear whatever they want,” Miller said.

Sometimes it’s hard to find dresses, but the next few seasons they can be found, especially in midi-dresses tailored to the body.

There are lots of high necks and layering.

In the 1990s, Miller pointed out, mock turtlenecks were the rage.

“We will start seeing them again with jumpers or midi-skirts,” noted Miller.

March 2019

R GUIDING YOU CESS TEAM TO SUC COMMON A LOOK AT ORDERS DIGESTIVE DIS

As has been true for a while, shoes are showing extremes — flats and high heels. But you can always get kitten heels, what has been called a refined low heel. It’s about an inch high, so you’re not really wearing a flat shoe, nor is it a stiletto heel. It’s comfortable and easy to walk in.

Coats will also have that canvas utility look. Other popular colors will include lavender, purple, and hunter green. Returning from last year will be rainbow colors, representing equality and human rights.

I hope you like some pizazz because the checkered pattern — the larger the better — on coats is in.

And you’re not “finished” until you’ve tucked in a neck scarf.

Along with classic neutrals, several bright colors are predicted. Dual colors will also be prevalent here too. Scarves enable the wearer to choose the hues that best reflect her mood and persona. They express women’s desire to make their own individualized choices, according to the Pantene Color Institute.

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~ October 2019 | BUSINESSWoman

Why 3D Mammograms Are Essential for Women Over 40

F

Experts say three-dimensional images provide a clearer diagnosis, especially for women with dense breast tissue.

Searching for a Killer Except for skin cancer, breast cancer is the most common cancer in women in the United States.

The American Cancer Society estimates more than 268,000 new invasive cases of breast cancer will be diagnosed this year, and more than 40,000 women will die from breast cancer.

Mammograms are the best option currently available for screening for cancer in the breast.

“Screening mammograms have proven to decrease the number of deaths from breast cancer,” Dr. Onalisa Winblad, M.D., a breast radiologist at the University of Kansas Cancer Center in Kansas City, told Healthline.

“Screening mammograms provide the best chance of detecting breast cancers when they are small and treatable. If we detect breast cancers when they are small and early stage, not only are more lives saved from breast cancer death, but women are also able to undergo less extensive surgeries and system therapies,” Winblad said.

“I recommend women have a screening mammogram every year beginning at age 40. This screening regimen saves the most lives.”

The Food and Drug Administration estimates there are slightly more than 5,000 certified facilities with 3D mammogram units. This equates to less than half of breast cancer screening facilities.

Dr. Stamatia Destounis, M.D., a radiologist and committee member of the Public Information Committee of the Radiological Society of North America, said women who visit facilities with 3D mammograms available should opt for the newer technology.

“Women of age for breast cancer screening, meaning 40 and over, should ask for a digital breast tomosynthesis (DBT) mammogram every year if they have the opportunity to choose 3D. It’s a more accurate mammogram,” she told Healthline.

Dense Breast Tissue Destounis says 3D mammograms may make it easier to spot cancers that hide in dense breast tissue.

The results of a 3D mammogram get interpreted on a computer workstation. Although they may take slightly longer for a radiologist to examine, these tests are more accurate.

“There are many images obtained throughout each breast, allowing for higher accuracy to identify a small cancer and also reducing the chance of getting called back for a false alarm, meaning dense tissue on top of dense tissue,” she said.

“About 10 percent of women may get called back for an extra view because sometimes densities are created in the breast because of the dense tissue on top of tissue. The 3D mammogram helps reduce these false alarms.”

Breast tissue is made of milk ducts, milk glands, supportive dense breast tissue, and fatty, non-dense breast tissue. Women with dense breasts have less fatty tissue and more dense tissue.

On a standard mammogram, dense tissue appears as a solid white part of the breast, making it difficult for radiologists to detect cancers.

The primary benefit of 3D mammograms, experts say, is for women who have dense breasts.

A radiologist can determine if a woman has dense breasts using a

mammogram. Dense breasts are more common in younger women and those taking hormone therapy.

“The 2D mammogram, because it takes a single image, can’t always see through dense breast tissue. Cancers also appear dense on a mammogram,” said Attai. “Because DBT looks slice by slice, it can pick up more cancers and abnormalities, especially in dense breast tissue. DBT isn’t necessarily better than 2D mammography for calcifications.”

Getting Past the Fear Although annual breast screening is recommended for women aged 40 and over, some women may avoid the scan due to fear.

Diana Miglioretti, Ph.D., a professor in biostatistics at University of California, Davis, and a scientific member of the UC Davis Comprehensive Cancer Center, said it’s important women continue with regular scans and communicate their fears with their doctors.

“Mammography screening every one to two years saves lives,” Miglioretti told Healthline. “The exam is short, and any discomfort is usually minimal and brief. A good mammography facility will make sure women are comfortable during their visit. When scheduling a mammogram, women should let the staff know of any fears so they can help ensure a good visit.”

• Reprinted with permission — Healthline.

Healthline’s mission is to be your most trusted ally in your pursuit of health and well-being. They are committed to bringing you authoritative, approachable, and actionable content that inspires and guides you toward the best possible health outcomes for you and your family.

Sign up for their newsletter at www. healthline.com

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Wellness

or women with an average risk of breast cancer, mammograms beginning at age 40 are recommended by many medical professionals.

The American Society of Breast Surgeons has now taken this one step further.

Just this past May, they released an updated position statement stating that women with average risk should have a mammogram yearly, with advanced three-dimensional mammogram technology being the preferred option.

The older form of mammograms takes two images per breast with the assistance of X-ray technology.

Experts say women get more benefit from the use of 3D mammograms, which take many more images.

“Imagine the breast as a thick book. A regular mammogram tries to see through all the pages by squishing it as thin as possible. A 3D mammogram looks one page at a time,” Dr. Deanna J. Attai, M.D., an assistant clinical professor in the department of surgery at David Geffen School of Medicine at the University of California, Los Angeles, told Healthline.

She explained that the benefit of a 3D mammogram, also known as tomosynthesis, has to do with how the images are processed.

“A standard 2D digital mammogram takes two views of the breast, compressing from top to bottom and from side to side.

We then take those two 2D images and envision how it applies to the three-dimensional breast,” Attai said. “With 3D mammography, the same two views are taken.

However, the images are processed in thin slices similar to a CT scan or MRI.”

A Mentor to Others

By LYNDA HUDZICK

Wellness

A

lthough Amanda Musser was diagnosed with breast cancer at the age of 30, she chooses to focus on the good stuff, some of which came about because of that diagnosis.

Musser, a Lebanon native, has been married 11 years to her best friend and has an 8-year-old little girl. She holds a master’s degree in social work and is getting ready to start her second year in the doctorate of social work program at Millersville University.

She has worked in oncology social work but is now taking some time off to spend with her family and focus on getting her degree.

“I also teach sessions on the emotional impact of a cancer diagnosis through the Lebanon YMCA’s Pink for a Purpose Program,” she said. “I am so fortunate to be able to give back in this way after experiencing a cancer diagnosis myself as a young adult.”

That diagnosis came just a few days after her 30th birthday. She had discovered a painful lump in her breast and made an appointment to get it checked.

“From there, it was a ton of testing, biopsies, etc.,” Musser said.

“Several days later I found out that the biopsy was positive … I immediately thought of my daughter, who was only 2 at the time.”

Musser had the necessary surgery, and only two days later, was asked to speak at the Lebanon Valley College Relay for Life.

“Through that experience, I realized I had an opportunity to

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help others, while also helping myself, through sharing my story and advocacy.”

That realization, along with the strong support of her husband, family, and friends, is what Musser said got her through the treatments and complications along the way.

“But what really got me through the bad days was the ability to spend more time with my daughter during treatment since I was unable to work,” she recalls.

Musser also is grateful for the support and camaraderie of a woman she met while being treated at the same hospital, scheduling their chemo on the same day, something that they both jokingly considered a social outing.

“To this day we remain good friends,” she said.

Along with her mother, Musser has also founded a fundraiser, called “Pink for a Purpose,” which helps other young breast cancer patients in the area.

“To date we have raised over $70,000 to help with medical bills and living expenses … and we were both recognized by the Lebanon County Commission for Women and were inducted into their Women’s Hall of Fame in 2017,” she said.

“Today, I have been cancer free for almost six years,” Musser said. “I have also been able to mentor countless others who are experiencing a cancer diagnosis …

I encourage them to take one day at a time and live life to the fullest. And try not to live in fear.”

Checking for CHEK2

By LYNDA HUDZICK

A

thing I have even been through in my life … I knew I could get through it,” she said. “I started by taking one day at a time, which quickly turned into one moment at a time.”

She refers to her husband as her rock and said that she could not have gotten through it without him.

Wolpert also credits a positive attitude and her faith, as well as her physicians.

“It is a must for me to mention my amazing team of doctors, as they were the ones doing all of the work,” she said. “I also have to mention Pink Hands of Hope and the American Cancer Society — two

of the most incredible resources for anyone diagnosed or caring for a loved one’s diagnosis.”

Although Wolpert said the worst moments during the whole ordeal were those when her husband felt helpless, when “he couldn’t do anything to help me or make things better for me,” she also admits that “some of my best days actually happened during treatment too.”

She is thrilled to have formed a bond with so many “pink sisters” and feels humbled to have become an inspiration to many of them.

“I joined the Making Strides

against Breast Cancer of Harrisburg committee and am chairing the event this year,” Wolpert said. She has also become an American Cancer Society Voice of Hope, sharing her encouraging story with countless others.

After speaking to others who have experienced a cancer diagnosis, Wolpert agreed to have genetic testing while organizing her treatment plan. She tested positive for mutation in the CHEK2 gene, which indicates a greater chance of getting cancer.

Because of her positive result, her parents and sister were tested as well, with her mother and sister testing positive. It was recommended that they both have mammograms twice a year and a breast MRI once a year.

“Just seven months after my sister’s first mammogram, she had her breast MRI … just 15 ½ months after I was diagnosed, she was diagnosed with stage 1 aggressive breast cancer,” Wolpert said.

“Had I not had the genetic testing done, she would not have known.

Our doctors say I saved her life.”

Today Wolpert is “feeling great and enjoying being a survivor,” she said.

“I didn’t worry about getting cancer the first time, so I do not spend my life worrying about getting it again. Birthdays used to be ‘just another day,’ but not anymore. I have been given a second chance at life, so I am going to enjoy it as much as I possibly can!”

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Wellness

s a young woman in her early 30s, Wendy Wolpert, originally from Newville, had experienced pain in her arm, neck, and shoulder for a few years, but although she visited several doctors, no one could give her a diagnosis.

In December 2014, she discovered a large lump in her armpit and made an appointment with her primary care physician. After going back and forth with the results, eventually she received confirmation that it was indeed stage 3c breast cancer, an uncommon form.

“I will never forget that day,” she said. “How did I, at the age of 37, have cancer?”

But she knew that she was going to have to face it, and so she decided to settle down and “prepare to battle and win the war,” she said.

Treatment was intense and included a bilateral mastectomy with immediate reconstruction “exactly six months to the day after that first phone call notifying me I had breast cancer,” Wolpert said. “I continued treatment with 30 rounds of radiation. Treatment continues to this day, and for the next several years with medication to help reduce the estrogen … as my breast cancer was fueled by estrogen.”

Wolpert is no stranger to medical challenges, having experienced a severe digestive disorder growing up, so although her cancer diagnosis was “certainly the hardest

Wellness

T

Could You Benefit from the Community Living Waiver?

he Community Living Waiver supports individuals with an intellectual disability, autism, or developmental disability to live more independently in their homes and communities through the provision of a variety of services that promote community living, employment, communication, selfdirection, choice, and control.

Eligibility Criteria: • There is no age limit for individuals with an intellectual disability or autism. Individuals with a developmental disability with a high probability of resulting in an intellectual disability or autism are eligible from age 0–8.

• Recommended for an intermediate care facility level of care based on a medical evaluation

• Consultative nutritional services

• Specialized supplies

• Education support

• Supported employment

• Determined eligible for Medical Assistance

• Family/caregiver support

• Meet the financial requirements as determined by your local County Assistance Office

• Home accessibility adaptations

• Individual cost limit of $70,000 per person per fiscal year (supports coordination is excluded from this limit)

• Housing transition and tenancy sustaining services

Services: • Advanced supported employment • Assistive technology • Behavioral support

training

• Life sharing (needs groups 1 and 2, or fewer than 30 hours per week) • Music, art, and equine assisted therapy goods

• Benefits counseling

• Medical evaluation

• Communication specialist

• Respite

• Diagnosis of an intellectual disability, autism, or developmental disability

• Community participation support

• Shift nursing

• Companion

• Small group employment

~ October 2019 | BUSINESSWoman

• Supports coordination

• In-home and community support

• Participant-directed services

• Supported living (needs groups 1 and 2) • Supports broker

• Homemaker/chore

• Level of care

22

and

and

• Therapy • Physical • Occupational • Speech • Language • Orientation, mobility, and vision • Transportation • Vehicle accessibility adaptations For more information about this waiver program and others offered by the Pennsylvania Department of Human Services, please visit www.dhs.pa.gov/index.htm.

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 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 Yellow Breeches Chapter 6 p.m.

4th Wednesday of the month Comfort Suites 10 S. Hanover St., Carlisle Kerina DeMeester kerina1011@gmail.com

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

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

Amy Henriques was recently hired as the director of advancement for Landis Communities. Henriques will develop and oversee all aspects of the advancement plan, including annual giving, events, and planned gifts, as well as serve as the major gifts officer for the organization.

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

Karen Roland of Camp Hill has been named assistant vice

Pennsylvania Public Relations Society 5:30 p.m.

Last Thursday of the month Larissa Bedrick, President pprshbg@gmail.com www.pprs-hbg.org

Julia G. Vanasse has joined Russell, Krafft & Gruber, LLP,

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

president of digital marketing for Members 1st Federal Credit Union. Roland’s diverse professional experience spans marketing, human resources, and operations fields.

Prior to joining Members 1st, she was the assistant vice president of marketing and communications at PSECU.

after serving for almost 20 years as a Lancaster County divorce master. She represents clients in all areas of family law, including divorce, equitable distribution, alimony, custody, and support.

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.

The help caregivers need to be well informed about support, assistance, and services Features: Articles • Directory of Providers Ancillary and Support Services For a free copy, call 717.285.1350, or go online to read the e-dition BusinessWomanPa.com/ caregiver-solutions

CAREGIVER SOLUTIONS

A key resource for individuals who work and provide care to a loved one.

BUSINESSWomanPA.com

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October 2019

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Connections

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

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

Watch

Women to

Call your friends, mark your calendar, and join us for the Expo!

See page 16 for more details!

E

Oct. 5, 2019 9 a.m. – 2 p.m.

Lebanon Expo Center 80 Rocherty Road Lebanon

Oct. 12, 2019 9 a.m. – 2 p.m.

Spooky Nook Sports 2913 Spooky Nook Road Manheim

omen’s Expo Cumberland County

Sponso rship and ex hibitor applica tio now be ns ing accept ed.

Nov. 9, 2019 9 a.m. – 2 p.m.

Carlisle Expo Center 100 K Street Carlisle

aGreatWayToSpendMyDay.com

3912 Abel Drive Columbia, PA 17512 businesswomanpa.com

717.770.0140 • 717.285.1350

FREE advance guest registration online! ($5 at the door) EVENT PARTNER:

HEALTH & WELLNESS SPONSOR: Lancaster General Health

MEDIA SPONSORS:

717.285.1350

Associate SPONSOR: Wegmans

COMMUNITY OUTREACH SPONSOR: Homeland at Home

Lunch Bag SPONSOR: UPMC Pinnacle Seminar SPONSOR: BeBalanced

VISITOR Bag SPONSORs: May-Grant Obstetrics & Gynecology UPMC Pinnacle

SUPPORTING SPONSORS: Agora Cyber Charter School Highmark Ricker Sweigart & Associates T-Mobile/Metro by T-Mobile Visiting Angels

~ career ~ lifestyle ~ wellness ~ connections