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WHAT’S
Inside
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LETTER FROM THE EDITOR
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PUTTING THE “ABLE” BACK IN “DISABLED” Employing persons with disabilities benefits individuals and businesses.
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THE HUMAN ASPECT AND FINANCIAL FACTOR Encouraging businesses to hire persons with disabilities.
11 THINKING TWICE ABOUT HIRING PEOPLE WITH DISABILITIES Why to employ and resources available for hiring persons with disabilities.
14 ADD A SPLASH OF COLOR Prepare your home for the holidays with great painting ideas.
18 BREAST TESTS They could save your life.
Are you…
20 INFERTILITY Dominating factors of this disease.
22 WOMEN TO WATCH New hires and promotions.
22 ACHIEVEMENTS AND APPLAUSE Awards and accomplishments.
23 MEET AND GREET Regional networking events and meetings.
• Tolerating poor staff performance? • Avoiding necessary, difficult conversations? • Sending mixed signals about expectations? • Ignoring troubled relationships? • Neglecting to make important decisions? • Modeling undesired behaviors? • Failing to manage your emotions? • Missing opportunities to build trust? • Demonstrating low self confidence? • Denying reality?
Contact Sylvia to schedule a FREE platinum leadership phone strategy session today.
5 COVER STORY Connie Wenger with her brother, Mike Wenger, next to Oregon Daisy at the entryway to the playground at Oregon Dairy. Connie has worked in Oregon Dairy’s supermarket for more than 15 years and loves every minute. She receives a lot of support from family, coworkers, friends, and from the staff at Friendship Community, a group home for adults with disabilities where she lives.
Sylvia Hepler Owner and President
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October 2014 Vol. 11 - No. 10
PRES IDENT AND PU BLISH ER DONNA K. ANDERSON
EDITORIAL
hroughout the year, there are days, weeks, or Pennsylvania that can work with and support you before, months that are designated as observances to during, and after the hiring process. Learn why hiring a bring awareness to a particular illness or person with disability can benefit your company and about disease, to underscore an issue or cause, or financial incentives and deductions your company can take perhaps to remember an event or to make hiring a person with disability a reality. individual. Some are frivolous, like Sourest Day, Oct. 25; Use The season for entertaining is about to begin, and your Your Common Sense Day, Nov. 4; and Make a Cut-Out friends and relatives will soon be ringing your doorbell. Snowflake Day, Dec. 27. Before you answer the door, is there a Breast Cancer Awareness gets a lot of room or two that you would like to attention each October. Breast cancer is a give a fresh look and maybe add some fear of just about every woman. The color interest to without embarking on a for this awareness is pink, and although It was ability that mattered, not total remodel? A local painter the color won’t save your life, it’s a great explains some painting techniques disability, which is a word I’m reminder to get a mammogram, begin that you will want to consider that not crazy about using. the habit of doing breast self-exams, and would enhance the look of any room. to read up on what you should know Did you know that infertility is a ~Marlee Matlin about breast cancer. disease? Find the main causes of October is also National Disability infertility are treatment options that Employment Awareness Month are available today, some more (NDEAM), and it is meant to raise extensive than others. awareness about the benefits and issues It’s the fall, and that means the of hiring persons with disabilities. The theme for 2014 is women’s expos are just around the corner. It’s a fun day for “Expect. Employ. Empower.” women of all ages. I hope to see you there! Do you have open positions within your company? Consider hiring a person with a disability. It not only raises her self-esteem and makes her feel like part of the Christianne Rupp community, but the company also gets a valuable employee. Vice President and Managing Editor There are organizations throughout South-Central
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Vice President and Managing Editor CHRISTIANNE RUPP Editor MEGAN JOYCE Contributing Writers BARBARA TRAININ BLANK SANDRA GORDON KATIE MARKEY MCLAUGHLIN MARILYN WALKER SYLVESTER E. WILLIAMS, IV
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W
hen she’s at work, Connie Wenger really never has a grumpy day. She is one of those employees, so few and far between, who comes to work smiling every single day, happy to be there and eager to help, her cheerful consistency and pleasant nature treasured assets in her workplace. She is also a longtime employee, having worked more than 15 years at Oregon Dairy in Lititz, Lancaster County. Her loyalty to her job, and her commitment to its customers and her coworkers, are personal attributes all businesses hope to mine from their hires. Connie’s disposition and work ethic render her nearly an ideal worker, and the fact that she has an intellectual disability has, quite obviously, had no bearing on her employability. At Oregon Dairy, Connie works five days a week, bagging groceries and assisting with bringing in the shopping carts from the parking lot. She has gotten to know her regular customers over the years and loves interacting with children, making it part of her “job requirements” to give them a highly sought-after sticker when they come through her checkout line. “She is passionate about her job and has her ‘fan club’!” said Curvin Hurst, general manager of Oregon Dairy. Oregon Dairy currently employs several people with disabilities in both its grocery store and its restaurant, where those employees bus tables, wrap silverware, and wash dishes. A growing number of employers are realizing that employing workers with disabilities is beneficial for both parties: the employee gains a sense of purpose from their meaningful contribution to the community, and the business gains an often exemplary employee. “[Business owners] do it because we believe in our hearts that every person is of great value to society, and we love to see people fulfilled in what they do,”
By MEGAN JOYCE
Hurst said, adding that Oregon Dairy’s values include nurturing its employees to their full potential. “For her, working gives her a sense of purpose,” said Mike Wenger, Connie’s younger brother. “It gives her a sense of value working there. It gets her around people. It makes her feel like she’s contributing, which she is. If she couldn’t work, that would just be devastating.” Work has always been a part of Connie’s life, Wenger said, both in the traditional employment sense and in her home life. “She loves to be busy and involved. She’s a go-getter; she wants to do stuff,” he said. “Even at home, when we’re done eating, she’ll clear off the table.” Connie has lived at Friendship Community in Lititz since 1995. Founded in 1972, Friendship Community was Lancaster County’s first group home for adults with disabilities and currently serves more than 150 individuals with developmental and intellectual disabilities and autism, providing residential and support services for both the individuals and their families. “Connie is an amazing woman,” said Gwen Schuit, Friendship Community CEO. Friendship Community has 24 group homes and two intermediate care facilities in Lancaster and Lebanon counties, as well as a personal care home. It also conducts a homebased services program, which provides needed services to individuals in their home. Residents can also live with independently contracted “Lifesharing” families in their homes in the greater Lancaster County community. Friendship Community “focuses on cultivating their capabilities,” said Schuit. “Team members assist individuals to identify their passions and interests, and we then support them to find and sustain meaningful employment through the team approach.”
Story
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Working the Hardest, Working the Happiest
Connie Wenger, above left, has worked at Oregon Dairy in Lititz, Lancaster County, for more than 15 years.
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For residents who prefer a nontraditional work setting, Friendship Community offers a “snack and beverage vending route,” providing vending services to local businesses and schools at 16 different locations, Schuit said. “Friendship Community team members also ask businesspeople to keep Friendship Community individuals in mind when they have open job positions that may be appropriate,” she added. In addition to the individual themselves, the “team” includes their county supports coordinator, family members or their power of attorney, and their employer. For example, team members help Connie get to and from Oregon Dairy on workdays. “Everyone needs to find meaning in their daily life,” said Schuit. “Most people want to work and find purpose in what they do.” In Connie’s case, her mother has been a longtime Oregon Dairy employee, which provided a convenient connection for securing Connie’s employment there. But
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Connie, right, with assistant office manager, Esther Martin.
though that may have served as the starting point for Connie’s years at Oregon Dairy, it has been her own qualities that have kept her there for 15 years. “She’s a humongous people person,” Mike Wenger said. “She’s very popular at Oregon Dairy. A lot of people will come up to me and ask me, ‘Are you Connie Wenger’s brother? Oh, we just love going to
~ October 2014 | BUSINESSWoman
Oregon Dairy and seeing her!’ And she absolutely adores children; that is just her highlight in life.” Wenger said that Connie’s bright, hardworking nature has affected not only those in her workplace, but also, inevitably, the lives of her parents and three younger siblings. “As a family, we grew up with a different perspective about life, and because of her I would say that we’re a
lot more compassionate and care a lot about those with issues,” said Wenger, a youth minister. “I believe we got that from our experiences growing up with Connie and working with her. “She just has a very gentle spirit, and as much as she’s been hurt in life by people, she’s forgiving and easily forgets. Whereas we’d hold onto things, she’s just able to let it go and be your best friend.” The only bad workdays for Connie, it seems, are the ones that don’t happen—such as days when snowfall makes transportation difficult or business so slow that she isn’t needed. “Missing work is detrimental to her. It’s horrible,” Wenger laughed. Management at Oregon Dairy won’t find Connie taking too many sick days, either. Surgery would alleviate a painful issue with her ankle, but Wenger said his sister won’t go for it—because it would require her to be off work six weeks to recuperate. “She’s a very hard worker,” he said. “Her love language is definitely service oriented.”
Putting the ‘Able’ Back in ‘Disabled’
everal organizations in Central Pennsylvania are on a growing mission to change society’s view that individuals labeled as disabled are also unable—that is, unable to work or contribute to their communities in a significant way. And, perhaps more important, these groups want to change that perception within disabled people themselves and to encourage them early on to plan for a life of meaningful work. Current disability employment statistics from the U.S. Department of Labor’s Office of Disability Employment Policy show that, as of June 2014, the labor force participation rate for people with disabilities was just 19.3 percent, compared to 69.3 percent for the rest of the population. Also, the unemployment rate for people with disabilities was more than double that for nondisabled workers: 12.9 versus 6.1 percent, respectively. “The expectation for [disabled] people has been a sheltered workshop or a group home for the rest of your life, and we’re really trying to change the expectations of the people themselves, and of their families and school systems,” said Shirley Keith Knox, deputy administrator of Intellectual Disabilities & Early Intervention Services with the Dauphin County Mental Health/Intellectual Disabilities Program in Harrisburg. Knox is part of the Employment First program for Dauphin, Cumberland, and Perry counties, a national movement focused on building opportunities for people with intellectual disabilities to obtain employment of minimum wage or more. Monthly meetings include networking between individuals from county government, the mental health/intellectual disability system, employment providers, school districts, offices of vocational rehab, and chambers of commerce, as well as
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Employing workers with intellectual disabilities benefits both individuals and businesses By MEGAN JOYCE disabled people themselves and their families. “The meetings talk about systems change,” Knox said. “When there are conversations with individuals with intellectual disabilities, the first conversation that we have around their future is about a future of work. ‘You need to plan for work’—that is the message that everybody gives.” They want to imprint that message early, too. Employment First
it’s a win-win for the person with the disability because they have more money, they don’t depend as much on the formal system, and they are in their community,” Knox said. “They make friends, and in fact, when [disabled] people are connected, they’re often safer.” Members of Employment First conduct outreach with businesses as well, encouraging business owners who employ cognitively impaired workers
Penn-Mar uses a customized employment program to place individuals in diverse jobs suited to their needs and preferences.
collaborates with school districts to guide students with intellectual disabilities toward not only high school graduation, but also on a path of lifelong work, beginning with summer jobs. Mentors work with students on workplace etiquette and soft skills, such as how to dress nicely, arrive at work on time, and shake hands. “The philosophy is that by working,
to share their experiences with other businesses. In this way, they spread the message that hiring employees with intellectual disabilities should not be viewed as an act of pity—disabled people can be excellent, responsible workers and benefit a business in more ways than one. “We’re heard from businesses talking about how it just changes their
culture,” said Knox. “People begin respecting all kinds of differences, not just ability.” Jackie Stevens, COO of Penn-Mar Human Services, has seen firsthand that when it comes to a disabled person’s self-perception, employment is absolutely transformative. According to Stevens, Penn-Mar, which serves York and Adams counties, uses a customized employment program—an exploration -and-discovery process that identifies a person’s interests, skills, and preferences to develop possible career themes and identify specific businesses that might be a good match. “Job developers then work with the businesses to determine if there is a place where the skills of our job seeker could benefit the potential employer,” Stevens explained. “That is what makes the program a customized employment program. We are working with businesses to customize opportunities.” Some of those opportunities have included fields such as data entry, daycare centers, machine shops, grocery and hardware stores, school cafeterias and offices, movie theaters, and even more unusual positions such as working on a golf course filling in the divots and holes with grass seed. “The jobs are as diverse as the people working in them,” Stevens said. Penn-Mar also offers training in their facility to aid a disabled person’s transition to employment. They familiarize workers with computers, prepare them for interviews, and guide them on soft skills like connecting with coworkers. After the worker is settled in their new position, their Penn-Mar advocate visits monthly with the employee and keeps in touch with the employer, all of which helps to support the individual’s success, Stevens said. The types of jobs disabled workers have filled have greatly expanded since Penn-Mar began using its customized employment program a few years ago, and the program’s overall success rate
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has blossomed as well. “The numbers speak for themselves. Before we began using the customized approach approximately 2.5 years ago, we had roughly 15 people working in community jobs,” said Stevens. “By the end of June 2014, we had over 75 people working successfully in careers they enjoy.” When it comes to successful pairings of businesses and disabled workers, Keystone Human Services has also seen how effective the “personcentered approach” can be. Erica Kishpaugh, employment services director for KHS’s Central Intellectual Disabilities division, said they spend considerable time with a disabled individual, getting to know their talents and preferences. “Sometimes people who have a disability aren’t aware or won’t verbalize the fact that they will really be a much better employee if they’re working in the afternoon,” Kishpaugh said. “We help them understand how they can contribute and do their best work.
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Several organizations in Central Pennsylvania are on a growing mission to change society’s view that individuals labeled as disabled are also unable—that is, unable to work.
“And then we look at where we can promote them to a business that would help meet a business’s need or expand their bottom line in some way,” she continued. “In some cases, we’re looking at fulfilling an already present job description a company may have; in other cases, we’re actually asking the company what isn’t getting accomplished that needs to be getting accomplished.” Keystone Human Services comprises three different divisions: autism, mental health, and intellectual disabilities services, and within each service is an employment focus. As
part of the intellectual disabilities division, Kishpaugh supports people in Cumberland, Dauphin, and Perry counties. After a disabled worker has been placed in a company, KHS staff then help with on-boarding: discussing the job’s core responsibilities and its episodic responsibilities and going over employee skills, such as clocking in and out. “We help everybody with learning and making sure that they understand what’s expected while they’re on the job,” Kishpaugh said. “We check in [periodically] to make sure they have
somebody to talk to, even if they had a bad day or a good day, and to make sure that they’re feeling good about their job. If they have questions, we help remind them where they should go for answers.” Within KHS’s intellectual disabilities division, workers have been successfully placed in areas such as customer service, cleaning, personal home assistance, assistants to bakers and gymnastics instructors, brickyards, survey takers working as independent contractors, and even self-employment as a pianist, an artist, and a business owner. Kishpaugh’s intellectual disabilities division has a current success rate of about 78 percent. For workers who have a cognitive impairment, KHS tries to find an appropriate job match within five months to a year. “When there’s been a healthy collaboration between the person who is the job seeker, our supports, and their personal support system of family and friends, we have a very good success rate,” said Kishpaugh.
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GHChorus.org • 7175641034
Human Aspect and Financial Factor of Hiring Persons with Disabilities The
If the small business meets the eligibility requirements under Section 44 of the IRS code, they will be eligible for a credit of 50 percent of expenditures over $250 but can’t exceed $10,250, for a maximum benefit of $5,000. The tax credit amount is directly deducted from the total tax liability and is available to the eligible small business every year. Moreover, these expenditures are amounts paid or incurred by the eligible small business to comply with applicable requirements under the Americans with Disabilities Act of 1990. The expenses that are covered include the following • Sign language interpreters for employees or customers who have hearing impairments • Readers for employees or customers who have visual impairments • The purchase of adaptive equipment or the modification of equipment • The production of print materials in accessible formats (e.g., Braille, audio tape, large print) • The removal of barriers, in buildings or vehicles, that prevent a business from being accessible to, or usable by, individuals with disabilities • Fees for consulting services (under certain circumstances) The tax credit does not apply to the costs of new construction, and a building being modified must have been placed in service before Nov. 5, 1990. Eligible access expenditures must meet those standards issued by the secretary of the treasury. Another tax credit that is available to all employers is the architectural/ transportation tax deduction provided by IRS code section 190 – barrier removal. For this tax deduction, all businesses are eligible to take an annual deduction for expenses incurred
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irms are faced with the continual dilemma of trying to hire an employee with the necessary skill set to perform the job. A business’s success depends upon finding workers who are qualified and able to do the task at hand. Today, the federal government has provided an added incentive encouraging small businesses to hire persons with a disability. The American with Disabilities Act defines a disability as a physical or mental impairment that substantially limits one or more major life activities; having a record of such an impairment; or being regarded as having such an impairment. The current tax incentives are broken down into two main categories. The federal government has created a small business tax credit under IRS code section 44 covering disabled access credit. Under this tax credit, small businesses are entitled to take an annual tax credit for making their business accessible for persons with disabilities. By providing an incentive to employers to make the environment more accessible, employers will be encouraged to hire more persons with disabilities. Furthermore, it should encourage persons with a disability to seek out firms that have made the environment attractive for them. Removing the physical barrier for disabled employees is probably the greatest incentive to actively attract disabled employees who are available to work in the market. More specifically, for purposes of the credit, an eligible small business is any business or person that had gross receipts (including that of any predecessor) for the preceding tax year that did not exceed $1 million or had no more than 30 full-time employees during the preceding tax year and elects (by filing Form 8826) to claim the disabled access credit for the tax year.
By SYLVESTER E. WILLIAMS, IV
specifically for removing physical, structural, and transportation (i.e., vehicle-related) barriers for persons with disabilities at the workplace. A business may take a tax deduction up to $15,000 a year for expenses incurred for removing barriers for persons with disabilities. An employer is permitted to depreciate amounts in excess of the maximum annual deduction of $15,000. Section 190 allows the business to take this deduction every year. The deduction can be used for a variety of expenses incurred to help make a facility or public transportation vehicle, owned or leased for use in the business, more accessible to and usable by persons with disabilities. Some examples of costs include: • Providing accessible parking spaces, ramps, and curb cuts • Providing telephones, water fountains, and restrooms that are accessible to persons in wheelchairs • Making walkways at least 48 inches wide There are specific limitations associated with using this deduction. A section 190 deduction may not be used on expenses incurred for new construction, the normal replacement of depreciable property, a complete renovation of a facility, or a public transportation vehicle.
A business satisfying section 190 standards can subtract the amount spent from the total income of a business to establish its taxable income. Lastly, small businesses are entitled to use both the credit and deduction together if the expenses qualify under sections 44 and 190 of the IRS code. For example, if a business spent $12,000 for access modifications, it would qualify for a $5,000 tax credit and a $7,000 tax deduction. The business can use both the tax credit and deduction annually; however, should the expense exceed the annual limits prescribed by the code, it would be precluded from carrying over those expenses and claim a tax benefit in the next year. The business is entitled to carry forward unused portions of the tax credit to the next year if the credit exceeds the amount of taxes owed. Businesses should really consider using the tax credit and deduction together to maximize the tax advantages of improving the environment to attract persons with disabilities. Consult with a tax professional to make this part of your annual strategic-planning process. This should be integrated as part of the businesses strategy used to maximize cash flow for the firm.
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By MARILYN WALKER
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sk most employers what they look for when they’re hiring, and you’ll probably hear qualities such as good attitude, willing to learn, motivated, personable, and good people skills. But what if the person comes with a disability? Most employers think twice. Why? “What if she gets hurt on the job?” (What if anybody gets hurt on the job?) “Won’t I be more likely to get sued?” (Really? Anybody can sue anybody for anything—even without a disability.) “How will it affect the rest of the team?” (Usually positively.) “Don’t accommodations cost a lot?” (Most of them don’t cost anything— definitely not as much as a lawsuit.) “It will scare my customers away.” (Don’t be so sure; a national study found 87 percent of people give their business to disability-friendly organizations.) “They all quit.” (They actually have higher retention rates.) “They can’t do the job.” (Studies report those with disabilities rated average or higher in job performance compared with employees without disabilities.) The business case for hiring people with disabilities (PwD) is welldocumented. 1. Hiring PwD can increase profits: The majority of people prefer to shop in disability-friendly businesses. Fifty-four percent shop in businesses that include PwD in their advertising. And with more than 60,000,000 people in the United States having a disability (33 million in the workforce), the likelihood that your customers have already been affected by a disability is high. 2. PwD consistently meet or exceed productivity, quality, and
attendance standards of employees without disabilities. 3. PwD provide valuable insight into recruiting procedures, expanding the applicant pool. 4. PwD tend to be dedicated and hardworking with a great appreciation for the opportunity to work. 5. There might be financial and tax incentives for companies that hire PwD. 6. There tends to be less turnover of PwD. 7. Workers’ compensation costs might decrease because PwD are often motivated to get back to work because of the respect they receive and the sense of accomplishment they get doing their job. Still, there are some things employers should keep in mind. First, you have to have a plan. It’s best to not just jump into hiring PwD without some forethought. Target one department and one position. Second, make sure you have a very clearly written job description that includes details on skill sets (including “soft” skills), performance expectations, and how the employee will be evaluated, plus any physical requirements of the job (lifting, bending, grasping, standing). Clarify any prerequisites. While this is always the key to a good hire, it is imperative when hiring PwD. Employees must perform essential functions. You have to define them. Third, use any of the free resources available to companies hiring PwD. The Pennsylvania Office of Vocational Rehabilitation (OVR) and the Pennsylvania Business Leadership Network (BLN) are two. They can identify a single point of contact (SPOC) to serve as a liaison between you and other available
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Thinking Twice about Hiring People with Disabilities
Beverly Bloom was one of the first graduates from the work immersion program at Willow Valley and was hired after graduation.
Avery Bradley participated in the school-to-work program at his high school, where he learned job-related skills and had the opportunity to intern at several companies.
resources, all free to businesses. Your SPOC can help you build a core team to customize and implement a hiring plan to recruit, hire, and train PwD. Once your plan is in place, your SPOC works with agencies that provide qualified candidates for your position and then help prepare your workforce for the new team member. This reassures team members and provides them with sensitivity training regarding interactions. AHEDD is one of those agencies. United Disabilities Services (UDS) is another. Both help PwD complete resumes and applications, provide interview training, and can go on the job to ensure that the employee becomes proficient in the new job. “It’s two-for-one: [Employers] train us; we train the employee and help them get a good foundation” on job
tasks, said Nadine Kuziemkowski, manager of vocational services at UDS. “That frees up having to use [employees] in the training.” UDS is very careful to place people where they can succeed. “We’re a fee-for-service. We don’t get paid if the person we place doesn’t stay a minimum of 90 days.” That worked very well for Avery Bradley. Bradley participated in the school-to-work program at his high school. He learned job-related skills and had the opportunity to intern at several companies, including Darrenkamp’s grocer. After graduation, Darrenkamp’s hired Bradley to hand out seafood samples. “I love my job,” said Bradley. “I just love the employees, and I like getting paid. It makes me feel responsible. Now
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I’m working on getting my driver’s permit.” Bradley’s accommodation? “I can’t stand for a long time, so they give me a chair to sit in.” Bob Rush, corporate director of human resources at Willow Valley Communities, views hiring people with disabilities as a win all around— the individual, team, company, and community. Rush should know. For the last four years he has worked with IU13’s Work Immersion Program (WIP). The WIP helps graduating high school students with disabilities develop skills they need to gain employment. These include social skills, specific occupational skills, and even bus training in conjunction with Red Rose Transit. “People don’t lose jobs because they can’t do the work. They lose them because of social interaction problems,” said Joe Loppett, manager of job training services at IU-13. Job trainers help students learn both. The WIP (and its companion adult program) partners with businesses to provide organization-specific training and internships. Willow Valley is one of
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several partner businesses. According to Rush, “[It] provides hands-on experience for individuals to help them gain skills and confidence that they’ll bring to any job. They learn that even though they have a disability, they’re not disabled.” It benefits the team because they see how they’re making a difference, which helps morale. It benefits the company because individuals come in prepared to get to work. “We’re not saying we hired this person and hope they work out. They’re here doing the work and, frequently, we can’t tell them from the other team members.” It provides them with loyal, committed, and motivated employees. Beverly Bloom was one of the first graduates from the WIP at Willow Valley and was hired after graduation. Bloom is a pantry aide who does prep work for residents’ meals. “I love my residents, my coworkers. They became a second family.” Her accommodation? “I learn more slowly than most people.” Her supervisor is “very under-
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standing.” Bloom checks in at the end of every shift to ensure she finished everything. Does that require extra effort from the manager? Yes. But the return on their investment is worth it. Bloom now works full-time. And the community? It enables PwD to earn a competitive wage, decreasing any disability they receive, and putting money back into the economy through their taxes, as well as increasing their purchasing power. Whether it’s OVR, BLN, IU-13, UDS, or AHEDD, they view their work as a three-pronged partnership between the business, the individual, and job trainers to ensure success for everyone involved. IU-13’s Loppett said, “We look at this as a partnership. [Businesses] provide a room for us; we provide the training. Just give us an opportunity to put one of our kids in your business. One kid, in one employer, in each community. We’re good at what we do.” As it turns out, hiring somebody with a disability is not that different from hiring someone without a disability. You have to know what
you’re looking for, clearly define job expectations and essential functions, and select the best candidate to do the job. But when you hire PwD, you don’t just get a loyal, motivated employees. You get a lot of free support in the process.
Resources to hire PwD: •
IU-13: Joe Loppett 717.606.1764 joe_loppett@iu13.org
•
UDS: Nadine Kuziemkowski 717.397.6876 nadinek@udservices.org
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AHEDD: Stacy Kyle 717.763.0968 ext. 90191 stacy.kyle@ahedd.org
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PA Business Leaders Network www.blnofpa.org
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Office of Vocational Rehabilitation 800.762.6306 www.portal.state.pa.us/portal/server.pt /community/vocational_rehabilitation
•
Job Accommodation Network (JAN) – www.askjan.org
Food, fun, fashion, oh, and refresh, renew, and rejuvenate. I could go on and on, but it’s what women’s expos are all about. Thousands of women have attended these wonderful community events, and we’re hoping you’ll join us this year. It’s our mission to make it a special day for women of all ages to simply enjoy themselves. Exhibitors are looking forward to greeting you and speaking with you about their products and services in this fun and relaxed atmosphere. You can watch a fashion show, learn from seminars, enjoy spa treatments, sample some wines (salud!), and do some holiday shopping. You’ll find some unique businesses at the women’s expo, so there really is something for everyone.
Written by CHRISTIANNE RUPP
omen’s Expo Cumberland County
November 8, 2014 October 4, 2014
The second annual women’s expo for the Lebanon County area will be held from 9 a.m.to 3 p.m. on Oct. 4, 2014, at the Lebanon Expo Center, 80 Rocherty Road, Lebanon, just east off Route 72. We give a special “thank you” to our event partner, Good Samaritan Hospital, for their continued support in presenting this event to the Lebanon area. Since women’s interests vary, so do the demonstrations and entertainment that have been scheduled throughout the day. You’re sure to enjoy the fashion show featuring styles by Encore Boutique. Women loved their show so much last year that we’re bringing them back for an “encore” appearance. Different year, different styles, and a must-see at the expo. Naomi Bechtel, The Hershey Pantry’s talented pastry chef, will be demonstrating how to make fall-inspired cakes and cupcakes. Sounds delicious! Tiffany Menicheschi, a clinic leader with The Home Depot in Lebanon, will show us how we can take a standard mirror and create something remarkable using tile. Change a room’s look just by adding a beautiful accent piece! Every woman should know the art of defending herself. We are fortunate to have Dom DeSantis, founder of Be Safe in PA, who will be talking about the importance of being aware of your surroundings. Become “situationally aware.” Matt Macis will thrill the audience with his musical performance. He has performed with Shirley Jones and others and fronted Michael Jackson’s This Is It band. He packs his shows with music, comedy, song and dance, and more. The Greater Harrisburg Chorus, a diverse group of women with musical talent and dedicated to advancing the barbershop artform, will be singing in four-part a cappella harmony. Sponsors of this event include: Domestic Violence Intervention, Greater Harrisburg Chorus, Griswold Home Care of Lebanon County, The Pennsylvania Cyber Charter School, CBS 21, Kapp Advertising, WDAC, WINK 104, HOT 93.5, NASH FM 106.7, and FM 90.3 WJTL.
9 a.m. – 3 p.m.
9 a.m. – 3 p.m. Carlisle Expo Center
Lebanon Expo Center 80 Rocherty Road Lebanon
100 K Street Carlisle
The third annual Cumberland County women’s expo will be held from 9 a.m. to 3 p.m. at the Carlisle Expo Center, 100 K St., Carlisle. Don’t miss the fashion show featuring styles by christopher & banks/cj banks. Models will be taking the stage to reveal what women of every size and stature will want to be wearing this fall and into the holidays. You can maintain your waistline during the holidays while enjoying all this time of year has to offer. Giant’s in-store nutritionist, Holly Dean, will discuss a variety of ways to stay on track this season. Just in time for visiting relatives and friends, join Barbara Tabak, owner of the local Decorating Den Interiors franchise, as she gives tips and ideas on how to decorate rooms that inspire. Michael Hasco, an associate at Stauffers of Kissel Hill, will show us how to create a seasonal, mixed container of annuals and perennials that is sure to brighten your front door or outdoor living area. Dom DeSantis and Matt Macis, attendee favorites, will also be joining us at the Cumberland women’s expo. Sponsors of this event include: Brenner Family, Giant Food Stores, PinnacleHealth, The Pennsylvania Cyber Charter School, TANGER OUTLETS HERSHEY, Carlisle Area Chamber of Commerce, abc27, Red 102.3, WINK 104, HOT 93.5, NASH FM 106.7, and WIOO, WPFG FM, and The Sentinel. Our traditional end to the women’s expo is the Hula Hoop Contest. We’ll provide the hula hoops, you provide the entertainment, and the top prize is $100 cash. Call your family and friends and meet us at the women’s expos. You’ll have a great time and go home feeling refreshed. Please go to aGreatWayToSpendMyDay.com today and register for your FREE entry ticket ($5 at the door)!
Stockings for Soldiers Special Collection! Bring a “stocking stuffer” to the Lebanon County women’s expo and bring a little bit of home to a man or woman who is selflessly serving our country. See website for details.
FREE advance guest registration online!
($5 at the door)
To reserve booth space, for guest registration,or for more information, go to:
a G r e a t Wa yTo S p e n d M y D a y. c o m
Add a Splash of Color LIFESTYLE
By KATIE MARKEY MCLAUGHLIN
T
he holiday season is fast approaching, and if you’re hosting a gathering for friends or family this year, you might be looking for ways to spruce up your house without remodeling or buying all new furniture. One of the easiest and fastest ways to freshen up your space—and make a great impression on your holiday houseguests—is to redo one or more of your walls. Painting with a new, trendy color or adding texture to a wall immediately transforms the look and feel of an entire room. These four tips will help you update your paint job and add some character to your home, all before your holiday entertaining begins. Tip No. 1: Branch out with color. If you’ve been afraid to paint your walls anything besides beige, it’s time to conquer your fear. “I call it the boring beige,” said Tom
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Silver leaf wall at Fenz Restaurant & Latenight.
Henman of Tom Henman Decorative Painting, LLC in Lancaster. “People play it too safe sometimes.” If you’re looking to add some color without swapping out all of your furniture or accessories, Henman recommends using whatever pieces are staying as a starting point for choosing a shade. You should also think about what kind of atmosphere you want to create. Warm colors like reds, oranges, and yellows can create an energizing and uplifting environment, while shades of blues and greens have a more soothing, tranquil effect. For people who really want to stick with a more neutral color, gray is the trendiest way to do so, according to Henman. “It’s a great new trend,” he said. “Grays can be cool or warm, so they work well in lots of spaces.” He also emphasized that when his clients are having trouble finding just the right shade, he custom mixes
~ October 2014 | BUSINESSWoman
colors for them. You don’t have to rely on a color straight from the can if it doesn’t work in your particular room. Tip No. 2: Make a statement with an accent wall. For those who worry about overwhelming a room with too much color, painting an accent wall is an expressive option. When you paint just one wall instead of all of them, you draw the eye to a specific point in the room, which you can then use to make a bold statement with color and accessories. According to Henman, accent walls work in some homes and rooms better than others. The key is choosing a wall that
Gold leaf walls and ceiling in a powder room.
before Three-color glazed kitchen ceiling.
after said. “Taking a color in an area rug and painting it on the ceiling can make such a difference. It makes everything in the space have more of an impact.” Tip No. 3: Try an unexpected texture or painting technique. There are various textures and painting techniques—ranging from
relatively simple to extremely complex—that can make your space feel one-of-a-kind. The simplest and most common technique is glazing, which involves layering one or more translucent films of color over a base coat to give walls more depth and personality. “Glazing is your basic, entry-level
finish,” Henman said, so it’s perfect for homeowners who want a significant change without breaking the bank. Another finish Henman specializes in is plaster. “We’re not talking about drywall plaster,” he explained. “These are water-based plasters that can give you an old European look.”
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LIFESTYLE
logically stands out to the eye, perhaps because of a unique architectural feature, like a beautiful fireplace, or because of a dramatic piece of furniture, such as an oversized headboard in the bedroom. Remember that painting the ceiling is an option as well. “I call it the fifth wall,” Henman
LIFESTYLE
There are many types of plasters available—chunky, smooth, even metallic plasters for adding a touch of sheen—that can be layered together or combined with a glaze to give your space an unforgettable personality. Gilding walls with gold, silver, or copper leaf infuses a room with luxury, and copper leaf is growing in popularity for homeowners who want a high-end yet rustic atmosphere. A faux patina can even be added to create an aged look. If you want to add a pattern to your walls without overwhelming the space, stenciling is a popular option. Modern stencils are available in patterns ranging from stripes and florals to chevron, and they are generally more user-friendly than wallpaper. “If clients can’t find the exact stencil they want in the right size and the right style, we can even make custom stencils for them. It saves time and gives the exact results you want,” Henman said.
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~ October 2014 | BUSINESSWoman
Tip No. 4: Trust your gut—but still get a sample. Too often, homeowners secondguess themselves when it comes to choosing a color or painting technique, but Henman believes you should trust your gut instinct because it’s usually right. “If it doesn’t feel right, don’t do it,” he said. At the same time, it’s important to see a sample of the color specifically in your room. Lighting can make a big difference, so seeing a sample board in a store doesn’t cut it; you need to see how the color looks in your home, in your light, and at different times of day. As you prepare your home for holiday entertaining, consider giving your space a facelift by adding a splash of color or an updated finish to your walls. And remember that the updates are for your own benefit too: “You’ll use a room a whole lot more if you love it!” Henman exclaimed.
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Breast Tests that Could Save Your Life
A
WELLNESS
By SANDRA GORDON
yearly mammogram is the gold standard for breast-cancer screening and detection. The National Cancer Institute and the American Cancer Society recommend a mammogram yearly for all women age 40 and older. If you have a family history of breast cancer, your doctor may advise starting mammography before age 40. The United States Preventive Services Task Force advises that women over age 50 get a mammogram every two years. Mammography is the only test that has been scientifically proven to save lives. Still, it’s not infallible. “In women with very dense breasts, mammography will miss cancer 58 percent of the time,” says Thomas Kolb, M.D., a breast-cancer radiologist and leading ultrasound researcher in New York City. Dense breasts contain more glands, ducts, and connective tissue than fat. Breasts tend to be denser during a woman’s reproductive years; density makes it harder to detect suspicious lumps on a mammogram. That’s because glandular tissue appears white on a mammogram, just like a mass can. Mammography also tends to miss lobular carcinoma in situ (LCIS), possible tumor precursors that mark women as high risk for breast cancer and lack the calcifications (calcium deposits that may indicate cancer), mass, or density that would show up on a breast x-ray. Fortunately, there are new tools that can give a more precise diagnosis, especially if you have dense breasts or you’re at higher risk for breast cancer because of your personal or family health history. Here are four that may give you a clearer picture of your breast health—and could possibly save your life. Tomosynthesis The latest in breast-cancer detection technology, tomosynthesis is done in addition to a digital mammogram.
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During tomosynthesis, the breast is compressed, though slightly less so than with a conventional, digital mammogram, and a series of images is obtained using multiple angles. Tomosynthesis takes an arc of pictures through each breast, in 5millimeter slices, which are then reconstructed into a three-dimensional image. It allows radiologists to see through the breast tissue. They can more easily distinguish a true mass from overlapping structures, such as ligaments or glandular tissue. Tomosynthesis can be used for screening and diagnostic mammograms. Pros/Cons: Compared to a digital mammogram, women with dense breasts who undergo tomosynthesis are 40 percent less likely to be called back for additional imaging. Women who undergo tomosynthesis will be exposed to the same amount of radiation as a traditional, analog (film) mammogram, which is slightly more than today’s digital mammogram. The risk of radiationinduced breast cancer is extremely low, affecting only 0.1 percent of women
~ October 2014 | BUSINESSWoman
screened. In comparison, the screening test itself can reduce the risk of dying from breast cancer by about 50 percent. Should You Ask for It? Screening tomosynthesis is in order if you have dense breasts but no symptoms. It takes a global 3-D picture of each breast. If you have a complaint or something is found during a screening mammogram, you’ll go to the diagnostic level, which is a mammogram with tomosynthesis that magnifies and focuses on one particular area of the breast. Because the FDA-approved technology is relatively new, screening tomosynthesis isn’t routinely covered by health insurance. Diagnostic tomosynthesis is typically covered by health insurance with no co-pay necessary. Automated Breast Ultrasound During this test, an automated ultrasound machine, which uses a computer program, takes ultrasound images of breast tissue. The images are recorded and given to a radiologist, who can interpret them. Doctors currently use handheld
ultrasound devices to hunt for breast tumors in some patients. The laborintensive process can skip some tumors. Automated breast ultrasound eliminates the need for an ultrasound technologist so there’s less risk of missing a lesion. Pros/Cons: Automated breast ultrasound can help detect breast cancer. Breast cancer detection doubled from 23 to 46 in 6,425 studies using automated breast ultrasound with mammography, resulting in a significant cancerdetection improvement. Some insurance providers don’t cover the test yet, so check your policy. Should You Ask for It? Ask for it in addition to a screening mammogram if you have dense breast tissue. If you’re at high risk but you don’t have dense breasts, a mammogram should suffice. Computer-Aided Detection (CAD) With this technique, a computer scans a digital mammogram and flags areas of concern, enabling a radiologist to take another look and decide whether the computer markings warrant further action.
“It’s like having an automatic second opinion,” says Mitchell D. Schnall, M.D., Ph.D., professor of radiology at the University of Pennsylvania in Philadelphia. Pros/Cons: Two studies reported that CAD found 20 percent more cancer than mammography alone. But CAD also tends to also mark noncancerous lesions, such as bunched-up tissue, benign lymph nodes, and benign calcifications, so the rate of false positives is high. Less than 1 percent of findings marked by CAD turn out to be cancer. CAD is widely available at mammography centers and universityand hospital-affiliated breast clinics across the country and is generally covered by insurance. Should You Ask for It? Although CAD isn’t a perfect tool, “it should be the standard of care for every woman who gets a mammogram,” says Stamatia Destounis, M.D., staff radiologist at the Elizabeth Wende Breast Clinic, in Rochester, N.Y. “But
there’s definitely a learning curve.” To reduce your risk of unnecessary additional testing, such as biopsy, find a facility with mammography-certified technologists and trained radiologists who have been using CAD for at least a year. MRI (Magnetic Resonance Imaging): This tool employs magnetic and radio waves instead of x-rays to create high-definition, cross-sectional images of breast tissue. For the test itself, the patient is injected with safe, nonradioactive contrasting salt solution in the arm and then lies face down on a table with both breasts positioned into cushioned coils that contain signal receivers. The entire bed is then sent through a tube-like magnet. In areas where there might be cancer, the contrasting agent pools and is illuminated on computer-generated images. Pros/Cons: MRI has been shown to find 2 to 6 percent more cancers than mammograms and clinical breast
exams in high-risk women. MRI can’t detect calcifications (a frequent sign of DCIS), which is why it’s used as a complement to mammography, not a replacement. MRI has also a significant risk of false positives. Screening-breast MRI costs $1,000 to $2,000, though many insurance carriers now cover it. Should You Ask for It? “Even if you have as little as a 2 percent risk of breast cancer over the next five years,
talk to your doctor about adding MRI,” says Wendie Berg, M.D., Ph.D., a breast imaging consultant in Baltimore. MRI breast-imaging centers are springing up across the country, but it’s important to seek out a facility that has MRI-guided biopsy capability, so a tissue sample can be retrieved for diagnosis at the time of your scan if a questionable mass is spotted.
Do You Have Dense Breasts? Breast density depends in part on hormonal status, which is why premenopausal women are more like to have dense breasts. Genetics also plays a part. If your mom had dense breasts, you’re more likely to have them. But only a mammogram can make that determination. In some states, radiologists are required by law to tell you, in the letter you receive about your mammogram results, whether you have dense breasts. If your state doesn’t require that information, simply ask your doctor if your mammogram results indicate that you have dense breasts.
WELLNESS
“A cancer diagnosis is a life-changing event that requires hope, strength and support. Providing comfort and compassionate care is my passion and purpose. As your doctor, I will be your tireless partner and advocate.” Please Join Us in Welcoming Dr. Rodriguez to Our Fine Community. Lancaster Cancer Center, Ltd. (“LCC”) is proud to announce that Joanna Rodriguez, M.D., has joined our medical group. Dr. Rodriguez earned her Doctor of Medicine degree in 2008 from St. George’s University School of Medicine, her Internal Medicine certification in 2011 from Thomas Jefferson University Hospital in Philadelphia, as well as her Fellowship in Hematology and Medical Oncology in 2014. Dr. Rodriguez has earned numerous awards during her academic career, is Board certified in Internal Medicine, and board eligible in both Hematology and Medical Oncology. She has extensive research experience and holds membership in the American Society of Hematology, the American Society of Clinical Oncology, and the American College of Physicians. After an extensive search, we are excited that Dr. Rodriguez has joined LCC and know that she will continue to deliver the care expected of LCC physicians: dedicated to patients, family and the community.
H. Peter DeGreen, M.D. Lena Dumasia, M.D. H.P. DeGreen III, D.O.
1858 Charter Lane, Suite 202 Lancaster PA 17605 lancastercancercenter.com • 717.291.1313 BusinessWomanPA.com
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Maternal Age Dominates as a Factor in
Infertility
I
WELLNESS
By BARBARA TRAININ BLANK
nfertility is one of the greatest challenges facing a couple. It is more likely to afflict older women, who may have deferred childbirth until after education or launching a career. According to the American Society for Reproductive Medicine, noted Dr. Melanie Ochalski, a reproductive endocrinology specialist at The Fertility Center with offices in York and Lancaster, infertility is a disease— defined by the failure to achieve a successful pregnancy after 12 months or more of appropriate, timed, unprotected intercourse or therapeutic donor insemination. “Recurrent pregnancy loss is a disease distinct from infertility— defined by two or more failed pregnancies,” she said. Michael Sobel, D.O., board-certified fertility specialist at Lancaster Fertility, a division of Abington Reproductive Medicine, added that in women over 35, even with regular cycles, it is not realistic to wait more than six to eight months before treatment because “they have less time.” There are many reasons for infertility. Maternal age is one. “No one is immune from or escapes the biology of ovarian aging,” said Sobel. “You can look younger than your age, feel well, and have regular cycles, but your ovaries don’t follow the pattern.” Other causes are menstrual-cycle irregularities and uterine or cervical anomalies. The factors in female infertility fall into two general categories, anatomic
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and hormonal, said Sobel. Among the anatomic causes are tubal blockages or tubal disease. While there is no data to suggest that uterine fibroid tumors cause infertility, some still need to be removed in certain circumstances, which may improve fertility. Another common but complex cause is polycystic ovarian syndrome—a common hormonal disorder among women of reproductive age. “It’s not clear if endometriosis plays a role in infertility, unless it’s severe,” said Sobel. The man may have a sperm problem.
~ October 2014 | BUSINESSWoman
“Paternal age is associated with reduced fertility less significantly than maternal age, though as men age, sperm decrease in quantity and quality,” said Ochalski. “Still, for most men, significant changes don’t occur until their fifth or sixth decade, and men make sperm all the time.” Women’s peak fertility is in their 20s. They are born with a set egg supply, which continually dwindles throughout the reproductive years until menopause is reached. “The age at which we start a more rapid decline in our egg supply is 37 for most women, although it varies,” Ochalski said. “Some women have premature menopause, and some can
“”
No one is immune from or escapes the biology of ovarian aging.
conceive in their early 40s with no difficulty.” Physicians emphasize that infertility refers to the couple. “Even with single patients, we take into context the whole picture, including the sperm donor,” Ochalski said. Statistically, men and women contribute about equally to infertility, roughly 40 percent each; the rest is a combination. “Twenty-five percent of the time there is more than one issue affecting a couple’s fertility.” The first step is a thorough evaluation and history, including previous treatments a couple has undergone. Treatment is individualized, depending on the diagnosis, age of the patient (and partner), and how long they’ve been trying to conceive. It should involve “the easiest, simplest procedure that will bring about the most efficient prognosis but the least intervention,” Ochalski said. The comfort level of the couple also should be taken into account. “They may not want to pursue a
significant detriment to a woman’s fertility,” said Ochalski. “Others who might consider it are those about to embark on a career or go into the military and may not be in a position to start a family in their most reproductive years.” Because it’s “human nature,” in Ochalski’s words, to assign blame for a couple’s infertility, it’s important for a couple to have good supports and seek counseling if necessary. “Infertility makes the bond of a couple stronger or dissolves it,” she cautioned. Another approach to infertility is gestational surrogacy—or thirdparty reproduction—in which another woman carries the embryo until birth. The Fertility Center helps about five couples a year with surrogacy. “A successful surrogacy depends on the health and age of the woman supplying the eggs,” noted Ochalski. Several myths revolve around infertility. One is that if all the women in a patient’s family conceived in their 40s, she can. “Family history does play a role,” said Ochalski, “but a patient’s age is the most important factor influencing her fertility.” Another myth is that if a man fathered a child with someone else, he can’t be part of the problem. That’s why doing a sperm analysis is always important. “Men are a part of the team; they need to show up for testing and evaluation,” Sobel said. “If a man has a very low sperm count, it’s better in many cases to do IVF almost automatically, regardless of a woman’s age.”
From left: Dr. Larry Barmat, Dr. Michael Sobel, Dr. Jennifer Nichols, Dr. Jay Schinfeld, Dr. Stephen Somkuti
1059 Columbia Avenue Lancaster, PA 17603
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WELLNESS
particular treatment,” said Sobel. Normally infertility can be solved with either an oral or injectable ovulatory drug such as Clomid, which stimulates the mature egg to grow and ovulate. “The trend today is to do less surgery,” added Sobel. Another treatment is interuterine insemination, in which a small catheter containing sperm is placed through the cervix into the uterus, a lot closer to the egg than would occur during intercourse. In vitro fertilization involves a range of different technologies, but the procedure is always the same: the egg and sperm are combined in a lab to create embryos, which are then cultured for three to five days. There have been no changes to the concept of in vitro since its introduction. “What has changed,” noted Sobel, “is the pregnancy rate—through improved facilities and techniques, including the procedures for egg retrieval as well as expanded genetic testing of embryos prior to implantation to screen for chromosomal abnormalities and inherited diseases.” Although IVF is the most effective treatment, it’s not used all the time because not everyone needs it. Also, the cost can be prohibitive. Additional techniques include donor eggs and donor sperm. Women who do not intend to try for pregnancy during their most fertile years may opt to freeze their eggs to preserve their fertility potential. “This is particularly beneficial for women about to undergo chemotherapy, which can have a
Two convenient locations: 300 Willow Street Lebanon
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Call 717.273.8835 for an appointment today! www.whcLebanon.com BusinessWomanPA.com
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WOMEN TO
Watch
Elisa Cintron has been named senior vice president and chief retail officer for Metro Bank. Cintron’s responsibilities include oversight of Metro Bank’s 33store network, retail business development and sales, and training through the bank’s onsite facility, Metro University.
ACHIEVEMENTS & Catherine
M. Grove, business development and marketing director at SF&Company, CPAs and Business Advisors, was recently voted onto the board of directors at YWCA York. In this leadership position, she will assist the organization in achieving its community purpose.
Tracey Johnston has joined Gavin Advertising as director of
Debra A. Smith has been named director of operations and
accounts. She is a 15-year sales and digital marketing veteran and has been recognized by The Interactive Media Council and Academy of Interactive and Visual Arts and earned an MS Leadership Award from the Central Pennsylvania chapter of the National Multiple Sclerosis Society.
compliance for LeTort Trust. She will oversee operations, be responsible for the effective utilization of all operating systems, and manage their compliance program. Smith brings more than 20 years of strategic and tactical trust operations and compliance experience to the position.
Applause Susan J. Heinle, president and CEO of Visiting Angels York, Lancaster, and Hanover, received the Apex Achievement Award while at the Visiting Angels Conference. The Apex Achievement Award is an award given by Visiting Angels for outstanding sales and customer service.
Jennifer E. Will, an attorney with McNees Wallace & Nurick LLC, has been recognized by The Legal Intelligencer’s 2014 Lawyers on the Fast Track. The award recognizes individuals who are considered leaders of the legal community in Pennsylvania.
Do you have an announcement?
CONNECTIONS
Please email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Electronic photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi. Or 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
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 Debra Yates, President 717.763.7814 dyates7870@aol.com www.abwacamelot.com Continental Yorktowne Chapter 6 p.m. 4th Tuesday of the month The Roosevelt Tavern 400 W. Philadelphia St., York 717.891.7808 Lancaster Area Express Network 7:15 – 9 a.m. 3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Julie Welles 727.207.8424 julie@sparkmission.com www.LAEN-ABWA.com Lebanon Valley Chapter 6 p.m. 4th Wednesday of the month Marabelle’s Restaurant 1352 Cumberland St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com Penn Square Chapter 11:45 a.m. – 1 p.m. 2nd Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Donna Anderson 717.392.8285 donnatroptan@yahoo.com Wheatland - Conestoga Chapter 6 p.m. 1st Tuesday of the month Heritage Hotel 500 Centerville Road, Lancaster Kimberly Warner, President kwarner@murrayins.com
Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to the website for the meeting location Cathy Jennings, President 717.713.7255 info@cpafe.org www.cpafe.org Executive Women International Harrisburg Chapter 5:30 p.m. 3rd Thursday of the month Rotating location Cynthia A. Sudor 717.469.7329 casudor@gmail.com www.ewiharrisburg.org Harrisburg Business Women 11:30 a.m. – 1:30 p.m. 2nd Tuesday of the month Best Western Premier Central Hotel & Conference Center 800 E. Park Drive, Harrisburg Lynne Baker 717.215.2327 info@harrisburgbusinesswomen.org www.harrisburgbusinesswomen.org Insurance Professionals of Lancaster County (IPLC) 5:45 p.m. 3rd Tuesday of the month Heritage Hotel 500 Centerville Road, Lancaster Krista Reed 717.945.4381 kristathompson101@comcast.net
Hershey Chapter 5:30pm 2nd Tuesday of the Month Hershey Lodge 325 University Drive, Hershey Wendy Snavely, CAP-OM, President Meagan Bair, CAP-OM, President-Elect 717.508.1710 mbair@hersheypa.com www.hershey-iaap.org
Professional Women’s Business Network (PWBN) 8:30 – 10 a.m. 1st Monday of the month Park City Diner 884 Plaza Blvd., Lancaster Maria Quaranta 717.271.1250 mariapwbn@yahoo.com www.pwbn.org
Red Rose Chapter 5:30 p.m. 4th Tuesday of the month Woodcrest Villa 2001 Harrisburg Pike, Lancaster Barbara Tollinger btollinger@normandeau.com www.iaaplancaster.com
Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack 717.609.3781 lisamack.re@gmail.com
White Rose Chapter of York 6 p.m. 3rd Wednesday of the month Normandie Ridge 1700 Normandie Ridge Drive, York Dorothy Keasey 717.792.1410 djkeasey@comcast.net
Women’s Business Center Organization (WBCO) 11:30 a.m. 2nd Tuesday of the month September through April Alumni Hall, York College of PA Mimi Wasti mwasti@ycp.edu
Mechanicsburg Business Women 11:30 a.m. – 1:30 p.m. 3rd Wednesday of the month Rotating location Abeer Srouji Allen info@mechanicsburgbusinesswomen.org www.mechanicsburgbusinesswomen.org Pennsylvania Public Relations Society 5:30 p.m. Last Thursday of the month Joan Nissley, President 717.861.8720 jnissley@pa.gov www.pprs-hbg.org
Women’s Independent Networking Group (WING) Noon 1st and 3rd Wednesday of the month Heritage Hills, York Lisa Barshinger 717-747-6393 info@wingofyork.com Women’s Network of York 11:30 a.m. 3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Theresa La Cesa tlacesa@aol.com www.wnyork.com
International Association of Administrative Professionals Harrisburg Chapter 5:30 p.m. 3rd Monday of the month Holiday Inn Harrisburg East Lindle Road, Harrisburg Helen E. Wallace, CAP-OM, President Jodi Mattern, CAP, Webmaster jodi4psu@gmail.com www.iaap-harrisburg-pa.org
CONNECTIONS
Women @ Work Express Network 11:30 a.m. – 1:15 p.m. 2nd Thursday of the month Heritage Hotel 500 Centerville Road, Lancaster Virginia Klingensmith vklingensmith@unioncommunitybank.com
Yellow Breeches Chapter 6 p.m. 4th Wednesday of the month Comfort Suites 10. S. Hanover St., Carlisle Jofa Kauffman jofa@paonline.com
WOMEN’S NETWORKING GROUPS
BusinessWomanPA.com
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October 2014
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23
TWO Great Events! Spons and ex or applic hibitor ati being ons now accept ed.
omen’s Expo Cumberland County
November 8, 2014 9 a.m. – 3 p.m.
October 4, 2014
Carlisle Expo Center
9 a.m. – 3 p.m.
100 K Street Carlisle
Exhibits • Demos • Hula Hoop Contest
n o i h Fas ow Sh
Win Tast e ing y a Holid ing p Shop 717.285.1350
FREE advance guest registration online! ($5 at the door)
To reserve booth space, for guest registration,or for more information, go to:
a G r e a t Wa yTo S p e n d M y D a y. c o m
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Women of all ages have enjoyed these fun-filled events!
PERMIT 280
Relax and unwind!
LANC., PA 17604
Please Join Us!
Beauty • Health & Wellness • Nutrition
80 Rocherty Road Lebanon
PRSRT STANDARD U.S. POSTAGE
Lebanon Expo Center
Woman BUSINESS
career
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connections
3912 Abel Drive Columbia, PA 17512 businesswomanpa.com
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career lifestyle wellness connections