February 2020
This is care for generations. Our goal is keeping the people of our communities healthy so they can live the way they want. This is why we’re continuing to innovate, and to expand and invest in the areas we serve, the conditions we treat, and the people we care for.
Insurances Explained: E&O, EPLI, D&O
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~ February 2020 | BUSINESSWoman
Security Planning for your
Inside
WHAT’S 4 LETTER FROM THE EDITOR 7 Insurances Explained
E&O, EPLI, and D&O.
9 Medical Marijuana
Updates on medical marijuana in the Pennsylvania workplace.
11 Company Rituals
Four types that will improve relationships and engagement.
13 TED Talks
• Retirement Readiness Planning • Financial Issues of Divorce • Investments • Long Term Care Insurance • Portfolio Analysis & Design • Securities Brokerage Services
Why I’m taking 5 minutes with my teens.
“ Working with my clients to help achieve their financial goals and dreams.�
17 Home sellers guide
- Deborah Pajak
TED Talks every busy parent should hear.
15 Spending time with teenagers
How to get a house ready to sell.
Deborah Pajak CFPŽ, CLTC, ChFCŽ, CDFA™
717-791-3398 depajak@financialguide.com
Deborah Pajak is a registered representative of and offers securities, investment advisory, and financial planning services through MML Investors Services, LLC, Member SIPC. 5001 Louise Drive, Ste 300, Mechanicsburg, PA 17055. 717-791-3376
19 No Pain, No Gain ... Or maybe not.
22 women to watch
New hires and promotions.
22 achievements & applause
Awards and accomplishments.
22 While we were out What’s happening.
23 MEET and Greet
Regional networking events and meetings.
February 2020
INSURANCES EXPLAINED: E&O, EPLI, D&O
HOME SELLERS GUIDE:
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HOW TO GET A HOUSE READY TO SELL
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5 cover story Katie Hicks, owner of whimsy and WILD, is a balloon artist. Having attended culinary school in Lancaster for pastry arts and graduating from The Art Institute of Pittsburgh with a degree in food, beverage, and hospitality management, she didn’t originally see herself making balloon displays. Now, she wouldn’t want to be doing anything else.
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Editor’S
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Note
February 2020 Vol. 17 - No. 2
PRESIDENT AND PUBLISHER
ho doesn’t like the month of February? errors and omissions, and more. Discover the type of Yes, it’s a cold month with the potential insurances your business may have overlooked. for a lot of snow, but we anticipate what Medical marijuana has been legal in Pennsylvania for the groundhog will say about spring four years now. While there is still uncertainty, a local and its appearance as well as the excitement of sharing attorney offers some guidance that employers can use sentiments of love with a spouse, significant other, to manage their workforce. This is for informational parents, siblings, and friends. purposes only, and since it is a And this year we add a leap day complex issue, you do want to make in February because Earth doesn’t sure to work with your attorney really orbit the sun in exactly if you have a workplace situation 365 days. Even though another involving medical marijuana. day is added, February is still the is one of the best times to Listening to your heart is not putSpring shortest month of the year and a house on the market. Selling brings us ever closer to spring! simple. Finding out who you time for many homes is very short Balloons bring a smile to children now, and you can help move are is not simple. It takes a lot right and adults alike. Did you know the process along by making sure there is a shortage of helium? This of hard work and courage to that your house is in the best shape which makes it more expensive to Find out what you should get to know who you are and possible. create balloon bouquets that we be looking at, doing, and fixing to like to send as get-well wishes or for make the best first impression. what you want. celebrations. But the balloons on The Dauphin County Women’s – Sue Bender the cover aren’t made with helium, Expo is back! We’re very excited so there is no worry about the to bring the first Women’s Expo increasing helium prices and yet of the year to women of all ages in beautiful designs are created. the region. We’re working hard to Commercial general liability insurance doesn’t make it exciting. All we need is you! Please go to www. protect businesses against the many risk factors that aGreatWayToSpendMyDay.com for more information. could be devastating in our litigious society. Business owners, from the small entrepreneur to large corporations, need to make sure their business is covered for cyber legal liability, employment practices liability, Christianne Rupp, Vice President and Managing Editor
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Donna K. Anderson
EDITORIAL Vice President and Managing Editor Christianne Rupp Editor Megan Joyce Contributing Writers Terri Edwards Denise E. Elliott Lynda Hudzick Josh Levine Cheryl Maguire Luke Skar Dolores Smyth K. Leigh Wisotzkey
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~ February 2020 | BUSINESSWoman
BusinessWoman is published monthly by On-Line Publishers, Inc., 3912 Abel Drive, Columbia, PA 17512, 717.285.1350. Copyright On-Line Publishers, Inc. 2020. All rights reserved. Reproduction or use without permission of editorial or graphic content in any manner is strictly prohibited. Views expressed in opinion stories, contributions, articles and letters are not necessarily the views of the Publisher. The appearance of advertisements for products or services does not constitute an endorsement of the particular product or service. Although every effort is made to ensure factual information, BusinessWoman cannot be held responsible for errors in contributors’ material, nor does the editorial material necessarily reflect the opinions of the publisher. On-Line Publishers, Inc. reserves the right to revise or reject any and all advertising. Subscription information: $14 per year for home delivery of 12 monthly issues. Subscribe online at www.BusinessWomanPA.com or call 717.285.1350. Member Of:
Story
CAREER
COVER
Up, Up, and Away By LYNDA HUDZICK
K
ate Hicks knows that it sounds cliché, but the truth is that in starting and growing her successful balloon-design business, whimsy and WILD, she is still learning what it takes to grow and “to not be scared,” she said. “I’ve learned to trust my gut … I’ll never know what I can do unless I try.” Hicks said that being an entrepreneur is in her blood, having grown up with a father who started a successful advertising and marketing agency. “Starting something from scratch is normal to me, and I always knew I would do it at some point,” she said. “I thought it would revolve around food since that has always been my passion and career path. Never in a million years would I have thought it would be balloon design.” This married mother of one grew up in Boiling Springs, Pennsylvania, and has a background in the food and beverage industry. She attended culinary school in Lancaster for pastry arts and graduated from The Art Institute of Pittsburgh with a degree in food, beverage, and hospitality management. “Before starting whimsy and WILD, I was the director of sales for a hotel in Carlisle,” Hicks said. It was at the hotel that she got her first taste of balloon design. “I saw a balloon garland on Pinterest, and my coworker and I made one for a Thanksgiving event at the hotel,” she said. She began making them for friends and family and even had them BUSINESSWomanPA.com
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Career hanging in some local businesses, including the party venue Tutto. “People who were throwing parties there started ordering custom designs for their events,” she said. With the help of social media, and the local connections she had made over the years in the hospitality industry, the business took off, giving her an opportunity to work with some bigger clients and to gain more exposure. “I booked a lot of big jobs in April and knew I wouldn’t be able to work full time and take on all the new business,” she said.
After discussing it with her husband, she decided it was the perfect time to launch whimsy and WILD. “Wedding and party season was just beginning, and I knew I’d have an easier time building the business and a name for myself rather than waiting until fall or winter,” Hicks said. Hicks said that she has never been more confident about a decision in her life than the one she made to start her own business. “I had followed a lot of balloondesign businesses on social media
Facebook.com/ BWMagazine
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~ February 2020 | BUSINESSWoman
… so I knew it was a marketable business,” she said. “I also knew no one around me was really doing it. I found a niche and jumped right in.” Her days are busy since she handles all aspects of the business herself, but hiring some help is a goal she has set for this year. “It’s exhausting, especially as a one-woman show,” she said. “September and October in general were very overwhelming … But I pushed myself very hard and made it through. Now I know what I can handle and where my breaking point (a.k.a., need to hire someone to help me) almost is.” Hicks recently moved into a studio, a goal she set and has now achieved. She typically spends all day Wednesday and Friday making designs for the weekend, when most of her events take place. “I filled my son’s playroom with the designs, so usually by Friday night, you couldn’t even walk into the room,” she said. Hicks said that the work she does for weddings especially stands out to her because “the balloons are being used as something significant, like as a ceremony backdrop or
entrance to the reception,” she said. “They give me anxiety, but I always love how they look in the end. I mix fresh greenery and sometimes flowers into the designs to give them a soft and romantic look.” Referred to as “organic” balloon designs, Hicks’ creations are free flowing, meaning she uses only air to inflate them. “They are hung on a structure or are free-standing, not floating, which is what you would use helium for,” she said. “I use an air pump to inflate them to the size I want, and then tie clusters together with string.” A member of the Greater Carlisle Chamber of Commerce, Hicks also does a lot of donated or discounted work for nonprofits and other businesses, such as United Way, CPYB, Leadership Cumberland, and The Pomfret Group. The best part of her job and something that surprised Hicks is how excited people get about her creations — not just children, but adults as well. “The favorite part of my job is making people smile,” she said. “I never knew how happy balloons really make people.”
CAREER
E&O, EPLI, and D&O Insurances Explained By TERRI EDWARDS
C
ommercial general liability policies generally exclude errors and omissions insurance, employment practices liability insurance, and directors and officers coverages. What are these coverages and are they really needed? In today’s litigious world, business owners are at a greater risk for more claims to be brought against them. Some business owners believe that a commercial general liability policy protects them from all risks; however, there are many coverages that are limited or excluded in a CGL policy. Most CGL policies do not cover cyber legal liability, employment practices liability, errors and omissions, directors and officers, and commercial auto. Depending on the policy, your agency can endorse your policy to include these extra coverages. Or, for higher limits, sometimes a separate policy should be written. So let’s take a look at a few of these coverages and examine which businesses would need them. Let’s start with a scenario. A hairstylist has a client in her chair and forgot to set a time on a hairdyeing treatment and damages the client’s hair. Is there coverage? Not in the CGL policy. That stylist BUSINESSWomanPA.com
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needs a professional liability policy — another term for it is an errors and omissions policy. This type of policy is for any business that provides a service or provides advice. It’s to protect the business owner from being held responsible for a service that she/he failed to provide or when the service did not provide the promised results. This E&O coverage is common for lawyers, architects, insurance agents, and doctors (called malpractice), but this coverage is expanding in the industry to contractors, electricians — even a yoga instructor may want to consider having E&O coverage. Bottom line is, if you provide a service, more than likely you need this coverage. Another exposure that business owners can be confronted with is an employment practice liability lawsuit. A business owner would find coverage in an employment practice liability insurance endorsement or separate policy. EPLI provides coverage to the
“
Depending on the policy, your agency can endorse your policy to include these extra coverages. Or, for higher limits, sometimes a separate policy should be written.
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business owner for any claims made against the owner by any employee, potential employee, or former employee for allegations of some type of employment-related issues, e.g., discrimination, sexual harassment, or wrongful termination. If you have employees or had employees, you need EPLI to protect you. Otherwise, there would be
coverage on a CGL policy. Lastly, directors and officers (D&O) insurance has made its way lately in the spotlight with the #Metoo movement. Let’s take the idea of a sexual harassment allegation noted above. Did your business have coverage from the claim? What about the directors of the business? Did the
board investigate the claims? Like the E&O and EPLI coverages, endorsing a policy or having a separate policy provides the business owner with an attorney to defend the business owner and, if found to be liable, may pay up to the limits of the policy. For these three types of insurance coverages, the main thought to take away is that most likely your commercial general liability policy will exclude E&O, EPLI, and D&O. Can your business take the chance and risk not being covered? Please note: Always check with your insurance agent for coverages and if your insurance carrier provides the specific coverages applicable to your business. • Terri Edwards is principal at Stone and Edwards Insurance Agency, a family-run business since 1981. She is committed to excellence in customer service while providing full protection for clients’ auto, home, flood, or business needs in central Pennsylvania and beyond. Visit www.stoneandedwards.com.
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~ February 2020 | BUSINESSWoman
| Harrisburg, PA
CAREER
Update:
Medical Marijuana in the Pennsylvania Workplace By DENISE E. ELLIOTT
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he Pennsylvania Medical Marijuana Act, also known as Act 16, is almost 4 years old. Two years ago, Pennsylvania’s first medical marijuana dispensary opened, and now, with more than 60 dispensaries open across the commonwealth, medical marijuana is readily accessible to Pennsylvanians who wish to use it. Since its passage, Act 16 has sent ripples of uncertainty and confusion into human resources offices across the state. When the act first passed, there weren’t many answers to employers’ frequently asked questions. Four years later, while there remains a lot of uncertainty, we also have much more guidance. So, here’s what we know now: 1. Medical marijuana patients are likely protected by state disability discrimination laws. The serious health conditions for which patients may use medical marijuana have one thing in common: They are disabilities. Accordingly, it logically would follow that those using medical marijuana to treat a disability would be protected from disability discrimination. However, the Americans with Disabilities Act does not protect medical marijuana users because they are not qualified individuals with a disability. Individuals currently engaging in the use of illegal drugs are not qualified individuals. Notably, because the ADA is a federal law and because marijuana is illegal under federal law, an
individual using medical marijuana is not protected by the ADA. In 2017, however, the Massachusetts Supreme Court held that an individual legally using medical marijuana in accordance with state law would be protected from disability discrimination under the state law equivalent to the ADA. See Barbuto v. Advantage Sales and Marketing (Supreme Ct. Mass, July 2017). In the Barbuto case, the plaintiff told her prospective employer that she would fail a pre-employment drug test because she used medical marijuana and asked for accommodation — that the employer waive its policy of barring anyone from employment who tests positive for marijuana. The court found that such accommodation was facially reasonable, and where the employer did not engage in the interactive process to evaluate the reasonableness of the requested accommodation, it violated Massachusetts state disability discrimination laws. Courts in other states, including Delaware and New Jersey, have followed the Barbuto reasoning, making it clear that failure to engage in interactive processes with employees who disclose use of medical marijuana exposes the employer to a claim for disability discrimination under state law. Though no court in Pennsylvania has weighed in on this question, it is reasonable to predict that a Pennsylvania court will follow the trend. Therefore, employers in Pennsylvania are cautioned to
treat medical marijuana users as individuals with disabilities and to engage in the familiar interactive process with these individuals to determine whether their use of medical marijuana can be accommodated. 2. Act 16 contains an employment anti-discrimination provision for which an employee may assert a cause of action in state court. Act 16 contains an antidiscrimination provision that states: “No employer may discharge, threaten, refuse to hire, or otherwise discriminate or retaliate against an employee regarding an employee’s compensation, terms, conditions, location, or privileges solely on the basis of such employee’s status as an individual who is certified to use medical marijuana” (Section 2103(b) (1)). Since the passage of Act 16, employers have wondered how this provision would be enforced. In November, a judge in Lackawanna County stopped the wondering. In Palmiter v. Commonwealth Health Systems, Docket No. 19-CV1315 (Lackawanna Cty. C.C.P. 2019), Judge Terrance Nealon ruled that the plaintiff could proceed with her lawsuit alleging discrimination by her employer in violation of Section 2103. In doing so, Nealon rejected arguments by the defendant that Act 16 did not create a private right of action and that section 2103 should be enforced through fines issued by the Department of Health. Nealon’s decision echoed those
of courts in Rhode Island, Delaware, and Connecticut and effectively created a new protected classification under Pennsylvania Law — “certification to use medical marijuana.” Considering this decision, certified users in Pennsylvania who believe they were the victim of discrimination can file a claim in the Court of Common Pleas. There is no requirement that the plaintiff exhausts administrative remedies or takes other steps to adjudicate the claim before filing into court. Further, although the court has not yet weighed in on this question, it appears that the plaintiff will be able to seek the usual damages available for discrimination claims — back pay, front pay, and certain compensatory damages. Employers should take care to ensure their drug-testing policies do not single out those who are certified users of medical marijuana. Treating medical marijuana like a prescription medication and treating certified users similarly to those taking prescription opiates, for example, is recommended. 3. Use of medical marijuana is probably not a “legitimate medical reason” for testing positive for marijuana on a drug test; thus, the test will be deemed positive. Before a drug test is verified as positive, a medical review officer (MRO) must first ask the individual whether he/she has a legitimate medical reason for testing positive. For example, use of prescription Adderall is a legitimate medical
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reason for testing positive for amphetamines. Does this same rationale apply to medical marijuana users? It does not. In 2017 the U.S. Department of Transportation, in its “Medical Marijuana Notice,” stated in no uncertain terms that “the Department of Transportation’s Drug and Alcohol Testing Regulation — 49 CFR Part 40, at 40.151(e) — does not authorize ‘medical marijuana’ under a state law to be a valid medical explanation for a transportation employee’s positive drug test result.” Notably, because most MROs follow DOT regulations and guidelines for drug testing, regardless of whether the testing subject is or is not a transportation employee, the DOT’s memo has broad implications. Accordingly, even where an individual is legally using medical marijuana under state law, the MRO is likely to verify that individual’s drug test as positive for marijuana. It will then be up to the employer to verify valid certification and, in accordance with sections one and two above, to discuss reasonable accommodations with the employee and ensure there is no discrimination. 4. Employers do not have to accommodate use at work, can prohibit employees from performing safety-sensitive jobs while under the influence of medical marijuana, and can discipline employees for working while under the influence of medical marijuana. So, you’re an employer and you’re now thinking to yourself: “OK, I have to engage in the interactive process with employees who are using medical marijuana, and I can’t discriminate against an employee who is certified to use medical marijuana, but do I have any rights to prohibit the use of medical marijuana in my workplace?” Yes! Section 2103(b)(2) provides that “nothing in this act shall require an employer to make any accommodation of the use of medical marijuana on the property or premises of any place of employment.” Hence, an employer can prohibit employees from using medical
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marijuana while on the employer’s property, on jobsites, and in employerprovided vehicles. Said another way, allowing an employee to use medical marijuana while at work is simply not a reasonable accommodation. Act 16 also allows employers to prohibit employees from performing certain safety-sensitive jobs while under the influence of medical marijuana and to discipline employees for being under the influence of medical marijuana in the workplace. Regarding safety-sensitive positions, Section 510 of Act 16 provides that employees may not operate or be in physical control of chemicals requiring a permit or high-voltage electricity or other public utility while under the influence of medical marijuana. Employees may not perform any duties at heights or in confined spaces while under the influence of medical marijuana. Additionally, employers may prohibit employees from performing any task that the employer deems life threatening and from performing any duty that could result in a public health or safety risk while under the influence of medical marijuana. Regarding these two catchall provisions, employers are cautioned to be proactive in determining which jobs or duties may be life threatening or could result in a public health or safety risk. Being proactive in this analysis and identifying safety-sensitive jobs ahead of any issues should help to avoid the appearance of and claims for discriminatory treatment. 5. A positive drug test, by itself, it likely not enough to demonstrate that an employee is under the influence of medical marijuana. Unfortunately for employers, the bad news is that there is no easy way to determine whether an employee is under the influence of medical marijuana. As most of us know, marijuana metabolites can stay in the body for several days/weeks after the actual use of marijuana. Accordingly, a positive drug test does not necessarily mean that the individual was under the
~ February 2020 | BUSINESSWoman
influence of marijuana at the time of the test. Further, regular use of medical marijuana, for example, by someone who is using medicinally will likely cause a positive drug test every time the individual is tested. Fittingly, several courts have now held that a positive drug test will not, by itself, be enough to demonstrate that an employee was under the influence of medical marijuana. Courts in Delaware, New Jersey, and Arizona have all held that, absent other evidence that the employee was under the influence at the time of the test, a positive drug test will not be enough to demonstrate that an employee was actually under the influence of medical marijuana. In the New Jersey case (Wild v. Carriage Funeral Holdings (Supreme Ct. NJ, 2019)), the employee, whom the employer knew was using medical marijuana to treat the side effects of chemotherapy, was tested after a work-related motor vehicle accident, despite the fact that the employee was not at fault for the accident — the other driver ran a stop sign — and the emergency room doctor opined that the employee was not under the influence of marijuana upon admission to the hospital. Consequently, when the employer disciplined the employee because the test was positive for marijuana, the employee sued. Siding with the employee, the court found that there was no evidence that the employee was under the influence at the time of the accident and that the employee could proceed with a claim for disability discrimination under New Jersey state law. Additionally, a federal court in Arizona recently held that even where the levels of marijuana present on a drug test are exceedingly high, an employer may not rely solely on the test to demonstrate that the employee was under the influence of medical marijuana. In Whitmire Wal-Mart Stores, Inc. (Dist. Arizona, 2019), the court noted that proving impairment based on a positive drug test is a scientific matter and is not a
determination that can be made by an HR director. Employers are cautioned that unless they have reasonable suspicion to believe an employee was under the influence at work, they should not discipline based solely on a positive test. Employers should ensure that their drug-testing policies allow testing based on reasonable suspicion, and management should undergo reasonable-suspicion training. Such training will teach managers to recognize the signs of drug use and resulting impairment and will provide education on best practices for observing, documenting, and obtaining second opinions regarding reasonable suspicion. Ensuring that management enforces a reasonable-suspicion policy fairly will help employers avoid, or at the very least, defend claims of discrimination. Conclusion If you’re an employer who has not yet considered the impact of medical marijuana on your workplace, there is no time like the present. Your drug-testing policy should be reviewed and updated. You should review your job descriptions to determine which positions/duties, if any, qualify as safety sensitive under the provisions of Section 501. Management should undergo reasonable-suspicion training, and you should ensure that your drugtesting policy allows for testing based on reasonable suspicion. Finally, do not go it alone. The law regarding medical marijuana use by employees is complicated, complex, and ever changing. You should not hesitate to reach out to your employment counsel for guidance. • Denise Elliott is an attorney in the Labor and Employment Practice Group at McNees Wallace & Nurick LLC. She focuses her practice on defending self-insured employers in workers’ compensation matters, representing clients in employment discrimination litigation, and counseling employers regarding drug testing and workplace safety. delliott@mcneeslaw.com
CAREER
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Types of Company Rituals that Will Improve Relationships and Engagement
By JOSH LEVINE
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ritual is a recurring group activity designed to build and strengthen relationships. People organize rituals among friends (poker night) and family (Thanksgiving dinner) because they help us connect and share. And it feels good. Quality time spent together means stronger bonds. Similarly, companies have an opportunity to foster purposeful connections through rituals to counteract the cultural challenges of rapid growth. Without relationships, the positive cultural behaviors leaders want won’t spread, and substitute cultures fill in. Rituals have two defining characteristics. The first is who leads. Some rituals start from the top when the company begins or runs them, and others are employeedriven. The second characteristic is the size. A ritual can be a small gettogether for two or one large enough to involve the entire company. Plotting size and leadership together creates four types of rituals.
speakers show up on a small riser in the cafeteria, everyone knows it’s time for an impromptu openmic lunch. While not every one of Zappos’ 1,500 employees will hear that acoustic rendition of Radiohead’s “Creep,” the large hall ensures that quite a few Zapponians will learn that Ginny can sing. Rituals like these provide broad exposure and opportunities to learn about others in new ways. Not that you needed another reason to head out for some karaoke. 2. Explicit Small-Group Rituals Relationships can be built on a smaller scale, of course. A company-
sponsored sports team or the “newhire coffee with the CEO” are classics in this category; they are terrific ways to connect those of different departments and rank. At the digital publishing platform Medium.com, team meetings start with a check-in round, where people share a quick update about themselves. Jen Dennard, a former People Ops team member at Medium, explains that these personal reports help people get to know one another and understand where their head is that day. “They may share what is going on in their work or personal lives; how they need that cup of coffee
they’re holding; or how they ran into an old friend on the way to work today, so they’re feeling extra jazzed about life,” says Dennard. These personal updates have a more substantial, companywide effect: They bring a fruitful kind of vulnerability into Medium’s daily routine. “It’s always tempting to just say, ‘I’m good,’ but by sharing personal updates, each individual is practicing a moment of vulnerability,” Dennard shares. The updates allow each member to better understand others during and after the meeting. These moments of connection nurture the
The Four Types of Rituals 1. Explicit Big-Group Rituals Explicit big-group rituals are those organized by the company and that reach a majority of the employees. Although a ritual at the intersection of explicit and big might have you recalling the last office holiday party you attended, there are many ways to strengthen relationships companywide. Infrequent budget busters aren’t the only option, though. At the headquarters of Zappos in Las Vegas, when a stool and BUSINESSWomanPA.com
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culture of awareness and empathy that pervades Medium. When you are ready to create your own explicit small-group rituals, look for opportunities to attract small groups that are open to new ideas and new people. (Getting everyone together to learn the timetracking system doesn’t count.)
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3. Emergent Small-Group Rituals Emergent rituals are those that happen without management instigation. This category contains those small-group behaviors that bloom organically: the regular lunch or the afternoon coffee. One of the most valuable attributes of emergent rituals is that they are authentic to the culture. The challenge with emergent small-group rituals is that by their very nature, they are limited. Friends gather with those they know. Management should allow and even encourage teams to expand their circles and invite others to join them for coffee or bond over a yummy treat. Starting a small emergent ritual is precisely what teammates over at the growing Bay Area corporate catering company Zesty did when they formed Cheese Club. One afternoon, an inspired Zesty manager set up an impromptu cheese tasting in the kitchen after stopping by Whole Foods. He invited a few colleagues to take part in sampling some soft triple cream, a hard Pecorino, and a local raw sheep’s milk from Mendocino County, California. The tasting became a regular occurrence when foodies from across the company heard about it. Cheese Club became a culturally accurate way for Zesties to bridge cubicles by bonding over cubes. And it started because someone was honestly just passionate about cheese. He didn’t ask for permission or wait to schedule it. He just decided to do it. Leaders must be on the lookout for naturally occurring rituals like Cheese Club and do everything they can to support them. 4. Emergent Big-Group Rituals The gold standard is the emergent
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big-group ritual. Its scale enables the greatest cross-sampling of people, and because these rituals arise organically from people within the company, they are more likely to be culturally relevant. Bonus: Emergent big-group rituals tend to be less expensive than the explicit big-group rituals, but just as effective. I love the story that comes from Northrop Grumman, an American global aerospace technology company. One of the engineers had a day-at-a-time Jeopardy! calendar that he’d share with his friend nearby. It grew as the regular questions provided everyone within earshot a quick opportunity to engage in a playful morning ritual. What began between two cubicle mates evolved into a once-a-week trivia tournament that drew more and more employees — so many that the festivities had to be moved into the shared space to accommodate everyone interested. To this day, a sizeable gaggle of engineers comes together and pools its smarts every Friday, tallying up collective points over the entire year. Lighthearted rituals foster and strengthen relationships easily and naturally. Just like day-at-a-time Jeopardy! between two coworkers grew to a weekly intradepartmental spectacle, look for emergent small-group rituals that can grow into the emergent biggroup quadrant. If you’ve ever had to work with another human, you know good relationships make for good work. And while these bonds don’t guarantee success, you can be sure it isn’t happening without them. Think of relationships as connective tissue; without them, businesses would be a pile of old laptops and ergo chairs. Rituals are activities that build and strengthen these relationships. • Josh Levine is an educator, designer, and author, but above all, he is on a mission to help organizations design a culture advantage. This article is adapted from his book, Great Mondays: How to Design a Company Culture Employees Love. Visit www.greatmondays.com/book.
‘
5 Amazing TED Talks EVERY Busy Parent Should Hear By DOLORES SMYTH
– Unknown
FAMILY
‘‘T
o be in your children’s memories tomorrow, you have to be in their lives today.”
If you’re a parent, then by definition you’re busy and also quite possibly overwhelmed. When parenting overwhelms us, it’s time to rethink our approach and seek perspective. Here are five TED Talks to inspire you to uncover happiness in parenting, seize the reins of your work-life balance, live passionately, learn passionately, and mentor children who fall on the autism spectrum. 1. “For Parents, Happiness is a Very High Bar” by Jennifer Senior Jennifer Senior is an author on modern parenting, a writer for the New York Times, and a mom. In this insightful talk, Senior examines the trend of today’s parents to micromanage their children’s lives, from checking homework to enrolling their children in countless extracurricular activities to shouldering responsibility for their children’s happiness. Senior commends parents on their well-intentioned efforts to ensure their children’s success but cautions that this level of hyper-immersion is leaving parents overburdened and children overscheduled. Instead of this exhausting childrearing model, Senior suggests
that parents return to focusing on raising productive and moral kids by teaching children the importance of decency, a strong work ethic, and love. Senior contends that this shift away from micromanagement and toward overarching values will benefit parents by facilitating a more gratifying parenting experience. Likewise, children will benefit from the opportunity to accomplish goals on their own within a less stressed household.
2. “How to Make Work-Life Balance Work” by Nigel Marsh Nigel Marsh is a self-proclaimed former “corporate warrior” and champion of the work-life balance cause. In this fiery discourse, Marsh comes out swinging by calling work-life policies such as flextime, paternity leave, and dress-down Fridays “rubbish.” Marsh, a father of four, clarifies that when there are thousands of employees working long hours at
jobs they hate to have money to buy things to impress people they dislike, allowing these employees to wear jeans on Fridays does nothing to treat the underlying work-life dilemma. Marsh counsels that it is up to us, not corporations or governments, to tailor our own work-life balance, emphasizing that doing so doesn’t require a dramatic upheaval in our day-to-day. Instead, Marsh urges us to make small investments in increasing the
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quality of our relationships, such as spending an extra hour with our children, calling our parents more often, or nourishing our spirituality. These small changes, Marsh contends, can significantly increase our quality of life and may transform society’s definition of a life well lived. 3. “How to Live Passionately No Matter Your Age” by Isabel Allende Author Isabel Allende writes stories of passion, including the best-selling The House of the Spirits. Allende, in her 70s, encourages us to resist the aging of our spirit by living life with a passionate attitude. Allende candidly describes how she has become “lighter” over the years by letting go of vanity, ambition, and grudges. Allende celebrates the freedom she has gained by replacing those “deadly sins” with spirituality, mindfulness, and the ability to see value in vulnerability.
Allende advises us to practice living passionately by gracefully accepting life’s peaks and valleys — from success and comedy to loss and tragedy — and by keeping love our focal point. 4. “The Power of Believing that You Can Improve” by Carol Dweck Carol Dweck is a Stanford University professor and a pioneer in the study of how motivation impacts achievement in children. In this session on how to improve the way children learn, Dweck summarizes compelling research that identifies a link between a child’s opinion of his abilities and that child’s willingness to persevere in the face of challenges. Dweck explains that children with a predominantly “fixed mindset” see their abilities as static and not subject to improvement. As a result, these children lose confidence and motivation when learning new, increasingly difficult tasks. In contrast, children who display a “growth mindset” understand
that the harder they work at solving a problem, the higher the chance they’ll succeed. These children regard obstacles as opportunities to expand their skillset and are more likely to maintain their motivation to master a new skill when faced with challenging work and even failure. Importantly, Dweck outlines the methods parents can use to help children of any age remain confident and motivated when navigating difficult tasks, in and out of school. 5. “The World Needs All Kinds of Minds” by Temple Grandin Temple Grandin is a professor at Colorado State University and a consultant to the livestock industry. She also happens to be autistic. In this moving talk, Grandin shares details of her life with autism and how her ability to “think in pictures” and pay particular attention to detail led to her career success. Grandin discusses the breadth of the autism spectrum, noting that brilliant innovators
such as Einstein, Mozart, and Tesla would likely be diagnosed within the spectrum today. Grandin is concerned that schools — especially in more rural areas — may not be effectively developing the interests of children on the spectrum who, if mentored properly, may excel in fields such as science, engineering, and technology. Grandin is especially troubled by the cuts in art programs and other hands-on classes in which many children on the spectrum may excel. Grandin refers to the autistic mind as a “fixated mind.” Grandin stresses that if an autistic child is fixated on Legos, for example, then educators have to draw on that fixation to expand that child’s interest in building, which may lead the child to a career in engineering or the sciences. • Dolores Smyth is a parenting writer and mom of three. Connect with her @LolaWordSmyth.
DON’T PLAY WITH FIRE. IF YOU SMOKED, GET SCANNED.
G e t S a ve d B y T h e S c a n . o rg 14
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Why I’m Taking 5 Minutes with My Teens By CHERYL MAGUIRE
Again she began by asking, “What’s one good thing that happened to you today?” Oh gosh, she is asking it again. Surely, I should be able to think of something this time, especially since she asked it yesterday. But my mind was blank.
This time, three hands shot up. “I was on time for the training today.” “I ate a tasty breakfast.” “My kid gave me a hug before I left the house.” That day when I went home, I thought about the question and
possible answers. I was determined to participate. After waking up, I paid attention to all the positive experiences I had. When the speaker asked the question, “What’s one good thing that happened to you today?” at least 15 hands were raised, including my own.
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I
still walk to the bus stop with my ninth-grade boy/girl twins. Before you assume that I’m a helicopter, snowplow, lawnmower, or some other type of machinery parent, please let me explain. When my kids were younger, I admit that I used to go to the bus stop with them due to fear they would get hurt or kidnapped. But as they got older, I realized that I continued to walk to the bus stop to spend time with them. They felt the same way since they let me know it was OK for me to keep walking with them. Recently, I wondered why those five minutes felt different from the rest of the time I see them during the day. I then remembered a three-day training I attended when I used to be a counselor that provided some insight for me. On the first day of the training, the speaker began by asking us this question: “What’s one good thing that happened to you today?” It was 9 a.m. My brain wasn’t functioning enough to think of a response since I’m not a morning person. I also thought, “Not much has really happened yet.” The class seemed to share my sentiment because only one other hand was raised. “I drank my coffee,” said an eager volunteer. The group erupted with laughter. “Thanks for sharing. I’m glad you had a chance to drink a coffee. Anyone else?” No one raised their hand. She moved on to the rest of her presentation, and I forgot about her question. The next day I sat in the same seat.
FAMILY
“The sky was filled with beautiful shades of red, orange, and yellow. Seeing it made me smile.” The reason this technique worked is that the speaker asked the same question at the same time. This routine allowed me to anticipate and prepare to answer the question. Walking to the bus stop every morning is a routine that my teens can count on to spend time with me. They sometimes ask me questions or offer information about their day. And rarely do they have their phone in front of their faces (unlike the rest of the time I see them). Dr. Laura Markham, a clinical psychologist and author of Peaceful Parent, Happy Kids: How to Stop Yelling and Start Connecting, said, “Having a regular routine or ritual that you do with your teen will bring you closer. Parenting a teen is not a set of strategies. It is a relationship.” She explained that the only way you are going to have any influence on your teenager is through your
relationship with them. Most parents of teens worry about the possibility that their kid might use drugs or engage in other risky behaviors. Research shows that when parents have a positive relationship with teenagers, they are less likely to take risks. Research also shows that when teens feel connected to their family and school, they are less likely to engage in violent behaviors as adults. Even though it is only five minutes in the morning, it is enough time to create a connection with my teens. When they come home from school, they are busy completing homework or talking with their friends. And then they often have activities or sports, so there are some days when we don’t eat dinner together. There are some days when those five minutes are the only time I see them uninterrupted, which is why I value them. “The time we spend together as families should be treasured. It should be spent supporting, guiding, and enjoying each other’s
Semi-Private and Private Yoga 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. Our hope is that the practice you develop on mat will transfer off mat, leaving you feeling nourished, balanced, and refreshed. Breathe@LittleYogaPlace.com www.LittleYogaPlace.com facebook.com/ LittleYogaPlace 717-471-8328 Landisville, PA
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company,” said Dr. Kenneth Ginsburg, a physician at Children’s Hospital of Philadelphia and cofounder of the Center for Parent and Teen Communication. “Too many families waste energy nagging. The bigger goal is to learn to communicate in a way that strengthens your relationships and prepares your teens for healthy relationships with you in the future.” In the book Indistractable: How to Control Your Attention and Choose Your Life by Nir Eyal, the author stated: “You can’t make time, but you can take time.” In less than four years, my kids might be headed off to college. So I plan to take as much time as I can with them, even if it is only five minutes in the morning walking with them to the bus stop. On a recent walk to the bus stop, I shared that I had a job interview that day and I was nervous. “What type of job is the interview for?” my daughter asked. “A guidance counselor.”
“Which school?” my son asked. “Don’t worry — it’s not yours.” We all laughed knowing that my son did not want me to be his new guidance counselor. The bus pulled up beside us and they climbed up the stairs. Before finding a seat, my daughter turned around, smiled, and shouted, “Good luck, Mom.” Next year they will be old enough to drive to school, no longer needing the bus. As Ginsburg said, I treasure the time we have together, even if it is only five minutes, because I know how important that connection is for all of us. • Cheryl Maguire holds a Master of Counseling Psychology degree. She is married and is the mother of twins and a daughter. Her writing has been published in Parents Magazine, AARP, Chicken Soup for the Soul: Count Your Blessings, Your Teen Magazine, and many other publications. You can find her at Twitter @CherylMaguire05
Preparing Your House for Sale Home Sellers Guide By LUKE SKAR
I
Lifestyle
t can be easy to feel overwhelmed by the multiple details necessary to sell a home. However, with a concise plan and proper execution, it can be possible to get things ready in a short time and start attracting buyers. Outlined below is the basic plan and what you can expect when preparing your house for sale.
Make All Simple Repairs You will have only one opportunity to make a great first impression. Before putting a home on the market, take some time to go through every room like a detective and inspect everything. Make a list of all the items that need to be repaired, then roll up your sleeves and get to work. Here are some common items that can be fixed by the average do-it-yourself person: • Add fresh caulk around all sinks as well as the tubs and showers • Patch any small holes in walls and paint over the patch • Replace dead light bulbs with new bulbs • Fix leaks on sinks and also fix the running water problem with a toilet • Replace any exterior window screen that appears damaged. These may seem like insignificant details. But if you fail to fix these small items, potential home buyers
may be turned off if they see some of these issues.
Start by getting rid of items that are cluttering countertops, closets, and cabinets. Creating open space Deep Cleaning in these storage areas will make the Now that everything is working home seem larger and project the properly, it is time to thoroughly image to buyers that the home has clean the whole house. lots of room for more stuff.
After the closets, cabinets, and countertops are decluttered, get everything organized. Arrange items by size and add labels. Turn items in a similar direction to create uniformity. Take advantage of higher spaces by either stacking items or
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GOT AN OLDER CAR, VAN OR SUV? Do the humane thing. Donate it to the Humane Society. Lifestyle
You’ll be supporting the nation’s largest and most effective animal protection organization, seeking a humane world for people and animals alike.
getting additional shelves to improve the use of the space. With the nonessential items removed and all the storage areas organized, it is time to start cleaning. You should literally clean the whole home, from the floors to the ceilings. Hardwood and tile floors should receive a good cleaning, plus a nice polished finisher. Clean the refrigerator from top to bottom and behind. Carpets should be steam cleaned. Baseboards, walls, windows, and crown molding all need to be cleaned. If there are any scuff marks or scratches on the walls or molding, get them covered with fresh paint. Pay particular attention to the bathroom and kitchen. These two rooms should sparkle and smell clean. Improve the Outside Appeal Getting people in the home is the major job of the outside appearance. Therefore, it is vital to go outside and make the home look its best. Here are the general areas to focus on: • Make sure the gutters and downspouts are all cleaned out and working correctly.
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• Rent or borrow a pressure washer to clean up the concrete areas like the driveway and walkway, and take time to cut out weeds that may be growing up through seams in the concrete.
• Cut back limbs on trees that may obstruct a view of the home. Trim all the shrubbery near the home. Check to make sure there are no limbs or any other vegetation coming into contact with the exterior walls or the roof. • Add some color by putting a few fresh potted plants near the entrance. Also get a new mat to place near the front door. Check that the house numbers located on the mailbox or home, or both, are clean and can be easily read from the road. Final Thoughts on Preparing Your House for Sale Thankfully, most of these tasks can be accomplished by the majority of homeowners. The biggest obstacle is blocking out the time necessary to finish them. However, by focusing on these things for a few weekends, it will make the home much more inviting and greatly improve your odds of getting an offer on the home sooner rather than later. • Luke Skar, author of Preparing Your House for Sale: Home Sellers Guide (www.realestatemortgageblog.com/ home-sellers/preparing-your-house-forsale ), is also a web developer and content strategist for New American Funding. As the social media strategist, his role is to provide original content for all of their social media profiles as well as generating new leads from his website, www.madisonmortgageguys.com.
‘No Pain, No Gain!’… Or Maybe Not By K. LEIGH WISOTZKEY
Wellness
F
or years, fitness instructors, athletic coaches, and personal trainers have used the “No pain, no gain!” approach to motivate people to work out hard and push through the pain toward a desired body condition or physical performance goal. But there are times when it may not be in your best interest to just suck it up and keep going. While there can be a lot of truth to the general philosophy that hard work pays off, it’s also important to pay attention to pain, as it is the
body’s natural warning that something is wrong and can be a symptom of an underlying condition, especially if it is isolated to a specific area or is a specific type of pain. A simple example is the difference between muscle pain and joint pain. When it comes to muscle pain, there’s a difference between “feeling the burn” during a workout when you’re pushing muscles past the point of fatigue vs. feeling a cramping pain when you’re doing something like climbing the stairs. The first could include a day or
two of soreness that can build up muscles; the second could be a symptom of a condition that’s depriving the muscles of blood flow. In other words, it’s not always safe to assume that pain during exercise is going bring good results — it’s important to understand pain. While pain in the muscles of an extremity during exercise could be a symptom of neurologic or orthopedic conditions, it could also be a sign of a circulatory condition known as PAD or peripheral artery disease. PAD involves the narrowing of the arteries of the legs
Jose Parra, M.D., of Maryland Vascular Specialists.
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or arms and is potentially serious, but treatable. More about PAD and Symptoms to Recognize PAD is a general term covering diseases involving the arteries outside of the heart or brain. “The most common type of disease is the buildup of fatty deposits inside of the arteries known as atherosclerosis,” says Jose Parra, M.D., of Maryland Vascular Specialists. Pain in an extremity muscle during exercise is a key indicator of PAD. This pain in an affected extremity muscle, known as claudication, is caused by too little blood flow. The symptom can be pain or discomfort in the feet, calves, thighs, or even as high as the hips or buttocks, depending on where the artery narrowing or damage is located. This pain could also be in the arms, although it is less common in the upper extremities. “PAD is present in men and women equally, but women tend to
have a more asymptomatic disease and tend to develop the disease at an earlier age than men,” Parra adds. A later symptom associated with severe PAD is pain in the extremity while at rest (sitting or lying down) or death of tissue (gangrene). How Do I Know if I Am at Risk or Have PAD? There are risk factors, like smoking and diet, that you can control, and some that you can’t, like if you have a genetic predisposition toward atherosclerotic disease. The major risk factor for PAD is smoking. In addition, a diet high in cholesterol and fat is also a risk factor. Diabetes mellitus and chronic kidney disease are common medical conditions associated with PAD. If you think you may be a candidate, PAD is diagnosed initially by history and a physical exam showing skin changes and decreased pulses. “The initial tests for PAD involve
the measurement of blood pressure in the extremity and comparison to normal extremities,” Parra says. Ultrasound is often used to determine the location and extent of PAD. “Angiography (X-rays of blood vessels) is the gold standard for imaging of blood vessels and is currently used following noninvasive testing,” Parra adds. Is There Prevention or Treatment for PAD? Maintaining an all-around healthy lifestyle is key to overall health and prevention of many serious conditions, including PAD. Prevention and treatment approaches are very similar: • The major goal for prevention of PAD is through smoking cessation and consumption of a low-fat, low-cholesterol diet. • PAD is initially treated through lifestyle modification (e.g., smoking cessation) and exercise.
Once you’ve been diagnosed with PAD, the early treatment may involve a little pain, but not to worry. “In the short term, pain is increased with exercise due to the inadequate circulation in response to the increased metabolic needs,” Parra explains. “However, prolonged exercise leads to the development of new blood vessels and is one of the first recommendations for the treatment of PAD.” For more severe disease, repair or bypass of the clogged vessel is required. Many procedures to correct the vessels can be done in an outpatient setting, under mild local anesthesia, with open surgery limited to more severe disease. As always, if you have questions or concerns about pain during exercise or physical activity, consult your doctor. Proper testing and early diagnosis of PAD or any other condition or injury can help ensure that any pain you experience during your fitness routine is for your gain.
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Product not available in all states. Includes the Participating Providers and Preventive Benefits Rider. Acceptance guaranteed for one insurance policy/certificate of this type. Contact us for complete details about this insurance solicitation. This specific offer is not available in CO, NY; call 1-888-799-4433 or respond for similar offer. Certificate C250A (ID: C250E; PA: C250Q); Insurance Policy P150 (GA: P150GA; NY: P150NY; OK: P150OK; TN: P150TN). Rider kinds B438/B439. 6154-0120
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Women to
Watch Heather Gruber has been hired as an account manager for Godfrey. In her role, Gruber serves as the day-to-day contact for clients and is responsible for managing a variety of B2B projects. Prior to Godfrey, Gruber worked as a marketing strategist for Listrak in Lititz.
Dr. Leigh Dalton and Taylor Baublitz have joined Stock and Leader, Attorneys at Law, as associates in their school law group. Dalton rejoins the school law group, focusing her practice on special education, general school law, and pupil personnel issues. Baublitz is a member of the firm’s school group, focusing her practice in general school law.
Juliana Knight has been hired as Wavelength Marketing, LLC’s digital content manager. Knight’s previous experience includes working at BrandYourself, where she gained skills in developing websites and creating written and visual content.
Alli Northrop has been hired by Godfrey as public relations coordinator. Northrop worked previously as a public relations intern for PPO&S Integrated Marketing Communications and received her degree in strategic communication from the University of Scranton.
Anna Reapsome joined Brown Shultz
Cathy Stakem is an administrative
Liz Sternby has been hired as a public
The law firm of Mette, Evans & Woodside is pleased to announce that attorney Tracy L. Updike has joined the firm in an of-counsel capacity. Updike focuses her practice in the field of consumer and commercial bankruptcy and creditors’ rights.
assistant in Skelly and Loy’s technical services group. Working collaboratively with each service group, Stakem’s responsibilities include proofreading, editing, and formatting all documents, and then processing and finalizing them for distribution.
Sheridan & Fritz’s Camp Hill office as an audit staff accountant on the insurance team. Reapsome attended Lock Haven University, where she received dual Bachelor of Science degrees in accounting and business administration.
relations manager for Godfrey. Sternby, of Ephrata, previously served as public relations manager at The Brand Guild in Washington, D.C., and as an account executive at Edelman.
ACHIEVEMENTS &
Applause
Abby Medin Tucker, an attorney with Barley Snyder, has been named to the board of directors at the Lancaster Housing Opportunity Partnership. LHOP works to cultivate partnerships and resources to increase the availability of quality, fair, and affordable housing in central Pennsylvania. In addition to her appointment, she has been named secretary of the board.
Jill Sebest Welch has been named the new chair of Barley
Snyder’s employment practice group. She has been named a Pennsylvania “Super Lawyer” for seven years and is a graduate of the Rutgers Law School in New Jersey.
WHILE WE
Were Out
Brown Schultz Sheridan & Fritz (BSSF), a regional accounting
firm, raised a record-breaking $3,674 through their 2019 Indoor Better Ball Mini-Golf Tournament that benefits the United Way of the Capital Region.
THIS SPACE COULD BE YOURS! See below regarding how to submit your achievements and/or career changes. You have worked hard to get where you are; why not share it with other businesswomen just like you!
Connections
Celebrate your achievements! Did you or someone in your organization get a promotion? Did you hire someone spectacular? Did you or your company receive an award? BusinessWoman magazine would love to let the world know! Upload your picture(s) and information at:
businesswomanpa.com/career-moves-achievements
Email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi. Mail to: BUSINESSWOMAN, 3912 Abel Drive, Columbia, PA 17512. Photos sent through mail will not be returned. Please – no duplicate releases.
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Meet and
Greet
5th Wednesday Networking Lunch 11:30 a.m. – 1 p.m. Held ONLY 5th Wednesdays of the year Rotating location – West Shore Area Wicked Kitchen 30 S. Main St., Mechanicsburg Mitzi Jones mhjsunshine@aol.com American Business Women’s Association (ABWA) Camelot Chapter 6 p.m. 3rd Monday of the month The Radisson Penn Harris Hotel & Convention Center, Camp Hill Marianne Troy, President 717.802.5622 mariannetroy@gmail.com www.abwa.org/chapter/camelot-chapter Lancaster Area Express Network 7:15 – 9 a.m. 3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Amy Winslow-Weiss www.laen-abwa.org Lebanon Valley Chapter 6 p.m. 4th Wednesday of the month Hebron Fire Hall 701 E. Walnut St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com
Penn Square Chapter 11:45 a.m. – 1 p.m. 1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, President 717.571.8567 abwapennsquare@gmail.com www.abwapennsquare.org
Insurance Professionals of Lancaster County (IPLC) 5:45 p.m. 3rd Tuesday of the month, Sept. – May Heritage Hotel 500 Centerville Road, Lancaster Krista Reed, Treasurer kristamariereed@gmail.com www.internationalinsuranceprofessionals.org
Yellow Breeches Chapter 6 p.m. 4th Wednesday of the month Comfort Suites 10 S. Hanover St., Carlisle Kerina DeMeester kerina1011@gmail.com
International Association of Administrative Professionals Capital Region of Pennsylvania LAN Meeting locations vary Pam Newbaum, CAP-OM, LAN Director 717.782.5787 pneubaum@pinnaclehealth.org www.iaap-harrisburg-pa.org
Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to website for the meeting location Lori Zimmerman, President 717.648.0766 www.cpafe.org Executive Women International Harrisburg Chapter 5:30 p.m. 3rd Thursday of the month Rotating location Julie Young 717.713.7255 www.ewiharrisburg.org
Pennsylvania Public Relations Society 5:30 p.m. Last Thursday of the month Larissa Bedrick, President pprshbg@gmail.com www.pprs-hbg.org Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack, President shipswan@yahoo.com www.facebook.com/shipswan
Women’s Business Center Organization (WBCO) A program of the York County Economic Alliance 11:30 a.m. – 1:30 p.m. 2nd Tuesday of the month September through May Heritage Hills Golf Resort & Conference Center Windows Ballroom (next to Oak Restaurant) 2700 Mount Rose Ave., York For more information on registering or membership, contact Sully Pinos at spinos@ycea-pa.org Women’s Capital Area Networking (WeCAN) 11:30 a.m. – 1:30 p.m. 3rd Wednesday of the month Radisson Hotel 1150 Camp Hill Bypass, Camp Hill Abeer Allen, President info@wecanconnect.org www.wecanconnect.org Women’s Network of York 11:30 a.m. 3rd Tuesday of the month White Rose at Bridgewater 601 Chestnut Hill Road, York Theresa LaCesa, President womensnetworkofyork.com www.facebook.com/wnyork
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February 2020
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Connections
GUIDING YOUR TEAM TO SUCCESS A LOOK AT COMMON DIGESTIVE DISORDERS
Narrow Your Niche to Grow Your Business — Exhibit at the Women’s Expo
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