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5 cover story Jennifer Smith, secretary of Pennsylvania Department of Drug and Alcohol Programs, hadnâ€™t envisioned herself working in government after graduating from college, but her â€œback-up planâ€? became her reality. She now helps the most vulnerable in society. It seemed apropos that the quote by Gandhi, â€œBe the change you wish to see in the world,â€? adorns a wall in her office.
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April 2019 Vol. 16 - No. 4
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the community and, hopefully, will deter them from committing additional offenses. The death of a child is heartbreaking for any parent. But when that death could have been prevented, it’s even more tragic. Hear the story of a parent who never friends. But I hope nobody from your family will be missing thought her daughter would experience alcohol poisoning from the gatherings. Can you believe that Pennsylvania because she had “the talk” about the dangers of drinking too much. And then it happened. is outpacing every other state Are you thinking about in overdose deaths, with home renovations? Check out Philadelphia ranking as the article inside and find out No. 1 import location on the Now is the operative word. Everything the what’s trending and exciting East Coast for heroin? It’s you put in your way is just a method in kitchen renovation, from unbelievable. cabinet colors, Statistics show that 1 in 7 of putting off the hour when you could countertops, and flooring to hardware and people will suffer from substanceactually be doing your dream. appliances. You can go with a use disorder or addiction, which is making an impact full-fledged, total renovation or – Barbara Sher you can opt for a cosmetic redo on all aspects of life. Find out using some of what is already the effects of drug and alcohol there. abuse in the workplace and Other interesting topics are what Drug Free Workplace PA, funded by Pennsylvania Commission on Crime and addressed inside too. If you have something on your mind and would like us to tackle it, please let me know and Delinquency, is doing to help address the problem. Drugs often lead to criminal offenses, which the committee would certainly take it into consideration. can be detrimental to the offender’s life for years or forever. Persons who have second- and third-degree misdemeanor criminal convictions, however, will benefit from the new Clean Slate Law that was just signed last year. It’s an opportunity for offenders to be engaged in Christianne Rupp, Vice President and Managing Editor t’s spring! Flower bulbs are peeking out of the ground and trees are starting to bud. Now, if it would just stop raining so often! Soon we’ll be enjoying the outdoors with family and
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Being the Change You Wish to See By LYNDA HUDZICK
ennifer Smith, secretary of the Pennsylvania Department of Drug and Alcohol Programs, did not initially plan a career in state government, but as she said, “Sometimes God has plans that cannot be bargained with.” Today, she finds herself in a dream job that fulfills her craving to “help or serve vulnerable people in the world,” and she couldn’t be happier about that opportunity. A married mother of four, Smith grew up in Annville and graduated from Shippensburg University with a BSBA in both accounting and economics. Her family placed a great importance on community service, and her parents served as great role models with their involvement in the local community. Although her father had worked in local government for over 40 years, Smith didn’t have big plans to work in government. “I applied for a job at the state as a ‘back-up’ plan while I finished my college degree,” she said. In August 2004, she took a job as an accountant in the Office of Budget, and she was hooked. “I loved that job … and decided state government was where I needed to be,” she said. Always having had a passion for helping others, Smith said that about four years ago, she had an urge BUSINESSWomanPA.com
to work in international missions through her church, but with young children at home, it wasn’t the right time. “Little did I realize just how soon my chance would come,” she said. In the fall of 2015, she was contacted by a friend about an opening as the deputy secretary of DDAP. “I dismissed the idea initially, feeling inadequate to even be considered,” Smith said. Yet within minutes of completing the interview, she “knew I wanted the job. It was my chance to do mission work right here in the U.S.” A short 15 months later, she was asked to serve as acting secretary of the department, and in the fall of 2017, was named its secretary. Smith agrees with the general consensus that the opioid crisis is the largest public health crisis of our generation, and states that it requires an enormous amount of resources to address. But she also points out that “we are making progress … It’s exciting to see many
counties’ death numbers having dropped in 2018.” Unfortunately, the stigma surrounding SUD (substance use disorder) is one of the biggest challenges she and her team face. “I yearn for a day when health is health and we can talk about these diseases without distinguishing between physical, mental, and behavioral health,” she said. “What serves as a challenge for us … is the stigma associated with the use of medication-assisted treatment, which happens to be an evidencebased, gold-standard method of treatment for opioid-use disorder.” The work is tremendously fulfilling “in the sense that we have the ability to directly impact people’s lives for the better.” Smith also said it can be emotionally draining when she hears stories of devastation and heartache or reads an inaccurate news story about people suffering with an SUD or about the mission and progress of the agency. “Battling the stigma around
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substance use disorder is a difficult fight and doesn’t stop when I leave the work building,” she said. Smith is full of praise for her team at DDAP. “They are dedicated and selfless,” she said. “I have employees with diverse backgrounds and viewpoints on issues … this diversity is what challenges me to see every decision from multiple angles.” It’s also important to her that her staff receives credit for the work that’s been done, “while not placing blame when projects are unsuccessful,” she said. “I’m a firm believer that in every outcome, positive or negative, there is something to be learned.” One example of a successful project involved the Get Help Now Helpline. “In 2016, the Wolf Administration found a desperate need to solicit a vendor to manage Pennsylvania’s 24hour-a-day, seven-days-per-week, 365-days-per-year Get Help Now helpline,” she said. Her department “spearheaded an accelerated
bidding process and secured the department’s call center vendor in approximately three weeks, which is lightning speed for government entities.” On Nov. 10, 2016, the toll-free helpline was launched, providing confidential referral services to those seeking treatment, as well as for their families who may be experiencing difficulties. “We know there are more than 37,000 individuals in the commonwealth battling SUD, but the impact that the helpline has had in a short amount of time is remarkable,” Smith said. Although she would never presume to predict what the future might bring, Smith has learned a few things in her journey to get where she is today. “I’ve learned if you make decisions for all the right reasons, you’ll never regret it even if the outcome is unsuccessful,” she said. “And it’s important to trust others when they see potential in you, even if you don’t see it.”
Employers, Employees Urged to Address Drug and Alcohol Abuse By MEGAN JOYCE
ennsylvania ranks No. 1 on a list it doesn’t want to be on. The commonwealth is outpacing all other states in overdose deaths, having seen a 43 percent increase over the last year. According to the Centers for Disease Control and Prevention, this is the largest increase among all 50 states. Pennsylvania’s emergency rooms have seen an 81 percent increase in opioid overdoses alone. Gina Riordan, program supervisor with Drug Free Workplace PA, learned from the state district attorney’s office that “Philadelphia is known as the No. 1 import location on the East Coast for heroin. It’s the purest and the cheapest,” she said. “In their opinion, that is why it’s really been a challenge (for the state).” Over the course of their lifetimes, 1 in 7 people will suffer from substance-use disorder or addiction; of those, 77 percent are members of the workforce. The escalating effects of substance abuse amongst employees is prompting more businesses to consider the safety, financial, and legal ramifications of employing workers who are misusing drugs or alcohol. And that keeps Riordan pretty busy. Funded by the Pennsylvania Commission on Crime and Delinquency, Drug Free Workplace PA is a grant-funded program that assists employers with policy development, training, and resources. “We definitely have seen an
uptick, an increase in organizations reaching out to us for help,” Riordan said. “We are working also with some very large employers that have had minimal problems in the past and all of a sudden, just this last year, they have had to implement additional policies, they’ve had to train, they’ve had to deal with more.” Through a series of hour-long sessions, the organization’s trainers educate employers, employees, and/or families on substance-use disorder, trends, and signs and symptoms of misuse. “We do a decent amount of training in manufacturing, but then we also go into nonprofits, we go into churches, schools, universities — the workplaces really do vary,” Riordan said. “It’s professional, it’s blue collar. It’s really across the board.” Over the course of its five-year grant, Drug Free Workplace PA has helped more than 1,000 employers and organizations with its free policy development and training. “Organizations will call and say, ‘I just had an OD in the parking lot yesterday, and we need help and training,’” Riordan said. “It’s sad that it takes that, unfortunately, to be on the radar.” Employee substance misuse affects businesses in several ways. Companies whose employees misuse experience three to five times as many workers’ compensation claims, and substance-abuse disorder employees incur three times the medical costs versus non-abusers.
Substance abusers are also 2.5 times more likely to be absent eight or more days a year, which affects productivity. Riordan said the Department of Labor and Industry developed a five-step best practice model for businesses to deal with substanceuse disorder among their employees, the first of which is the existence of a drug-free workplace policy. “You would be surprised how many [businesses] do not have one,” she said. “Eighty percent of small and medium-sized businesses do not have a policy or any kind of program in place … They don’t really understand the importance and magnitude from a legal perspective.” Drug Free Workplace PA’s website (drugfreeworkplacepa.org) contains an online policy-builder tool that enables an employer to develop a six-page policy in 20 minutes, Riordan said. The second — and vital — step in handling workplace substance misuse is supervisory training. Supervisors must be trained on signs and symptoms of substance misuse as well as how to approach and document the situation when they have reasonable suspicion that an employee is misusing. This is not the case, however, in many of the organizations Riordan visits. Even if a policy is in place, without training, supervisors are uncomfortable and uneducated on how to proceed — so they don’t. Riordan said their supervisory training takes about 45 minutes
and includes a packet with stepby-step instructions for addressing a reasonable suspicion, as well as charts, scripts, and resources. Riordan also covers the five drug categories and signs and symptoms for each. “It’s not a supervisor’s responsibility to guess what an employee is using, but it is very helpful if they are educated in all the different signs and symptoms,” she said. “Obviously the employee has to be displaying issues with job performance beforehand — absenteeism, etc. — but the goal is to accumulate enough information and document it thoroughly to where you’d be able to support that a person is misusing a substance.” Another hurdle Riordan encounters is that supervisors often don’t understand addiction and view it as “a moral choice.” Drug Free Workplace PA trainers begin sessions by making sure everyone understands substance-use disorder. “We walk through the changes in the brain chemistry,” Riordan said. “Supervisors will then understand that if they are seeing an employee that is misusing, nine out of 10 times, the employee has already slid into stage two of addiction because they are bringing it into the workplace. They need the help. It is a disease.” Step three in the best-practice guidelines is employee training. “Even if it’s only 20 minutes at the annual meeting, we can cover a lot,” Riordan said. “We do touch on signs and symptoms of substance misuse,
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~ April 2019 | BUSINESSWoman
but we also talk about Or don’t offer four the role of the employee, different types of drug how the employee could testing; you offer one.’ At come alongside and have least it’s a beginning and peer-to-peer dialogue and gives them a start.” empower that employee Drug Free Workplace to get the help that they Gina Riordan, program PA trainers provide need.” extensive local and supervisor with Drug Drug Free Workplace national resource Free Workplace PA. PA’s materials for information at each employees are also available online training session. Riordan especially for employees who may fear the likes to highlight one underused stigma still attached to substance-use and surprisingly little-known disorder and would prefer to review resource: Each county has a single the materials at home. county authority, a “focal point” During employee training for case management, training, and sessions, trainers familiarize workers sometimes even funding to assist with the fourth best practice, their families with their copays and company’s employee assistance deductibles. program, or EAP, which usually offers “They are just a wealth of free and confidential counseling knowledge, and again, nobody knows assistance. EAPs can be an important they exist,” Riordan said. tool in managing mental health, She is also quick to point out that one of the main risk factors for despite Pennsylvania’s problematic substance-use disorder. ranking, “the government as a “If you have an employee suffering whole … they are doing an amazing from depression and anxiety, you job. We have so many task forces want them to get the help from the and initiatives, so when we say EAP before they go through self- those numbers — that we are ranked medicating with drugs or alcohol,” No. 1 in overdose deaths, etc. — I Riordan said. always make sure that I follow up If a business can’t afford an EAP, with, ‘But that doesn’t mean that Riordan encourages them to contact our government is not working very Gaudenzia, which manages Drug hard, because they are.’ They’re on Free Workplace PA and offers a top of it.” nonprofit EAP program at lower cost. Riordan also strives to remind “What’s nice about the EAP is the public that despite the attention it really takes the management out the opioid epidemic has garnered of the equation and allows the EAP over the past few years, alcohol to work directly with the employee,” remains the drug wreaking the Riordan noted. “Sometimes the most havoc in the workplace. topic can get heated, it can get According to the National Council uncomfortable — there are a lot of on Alcohol Abuse, 40 percent of all dynamics there.” hospital beds in the U.S. are being The fifth and final best-practice used to treat health conditions recommendation is for businesses related to alcohol consumption. to ensure they have proper drug“A lot of people don’t realize that. testing methods in place. Riordan Alcohol is the leader also in deaths,” said this is another area of resistance Riordan said. “And in no way am she encounters from employers in I discrediting the opioid epidemic certain industries or regions who because it is real and we have are already experiencing difficulty lost so many lives, but we have lost filling positions. They are reluctant even more lives due to alcoholism. to implement a policy that will “It’s very sad that it’s taken further reduce their potential hiring this magnitude of deaths to grab pool. the attention of our public,” “I try to come alongside some Riordan added. “I think it has of those organizations and say, contributed to workplace issues, ‘Look, you don’t need to list all the but it has also raised awareness so, substances on your policy. Take off in turn, I think more people are marijuana and alcohol, for example. asking for help.”
The DOs and DON’Ts of Performance Reviews
s there anyone in the workplace who has not undergone the torture of a performance review done badly? I’m sure we have all had to endure the torment of a wellintentioned but badly executed performance appraisal — in which we felt as if we were the ones being executed! Blindfold, anyone? Got any last words before the verbal assault begins? I don’t even smoke, but I’m tempted to ask for a final cigarette! Most performance-review systems in most organizations are so poorly designed and conducted that they actually do more harm than good. I often tell my clients they would be better off doing nothing rather than doing what they’re currently doing! I’m not kidding. Here are 10 common mistakes managers make and tips for avoiding them. These are practical action steps you can take to design and implement a system that will do what you want it to do — improve performance!
Mistake: The performance review is a one-way, top-down process in which the boss serves as judge and jury of employees’ behavior and achievements on the job. Solution: Make it a two-way process, at the very least. (If you really want an effective review system, design a 360-degree system that involves peer reviews as well as a self-review.) The employee should have written a self-appraisal prior to the meeting with his or her boss — a written document comparable to what the boss is preparing. That way, both people in the meeting will be focused on the documentation of
job performance, instead of the boss focusing on the employee. Remember: We do not evaluate people — we evaluate their results. After a brief setting-the-tone introductory comment or two by the boss, the employee should be invited to go over his or her selfappraisal first. This helps eliminate defensiveness and gets the meeting off to a good start by establishing that it is a dialogue, a two-way conversation in which both parties can share observations, perspectives, and comments about job performance. You’ll find that your top performers will usually rate themselves lower than you do. That’s because they have high expectations for themselves — often higher than you have for them. You’ll find that the opposite is also true: Your poorest performers will often rate themselves higher than you rate them. Whatever the situation, talking about the gap between your
evaluation and theirs will be fruitful in getting you both on the same page (both literally and figuratively) in terms of future expectations. Mistake: The review process tries to serve as a coaching tool for employee development, as well as a compensation tool to decide salary increases. Solution: Your performance reviews should be done for either development or for compensation — not both. If you’re interested in coaching and development for improved results in the future, then unhook compensation from the process and focus only on the work itself. Conduct your performance-review discussions as far away as you can from the time of year when salary decisions are made. If you’re doing reviews in order to make salary decisions, that’s fine; just be clear that that’s what you’re doing. Then you can conduct your review conversations in the
few weeks just before raises are announced. The problem with trying to combine both employee development and compensation decisions in the same session is that employees are only going to pay attention to the money — all the rest will go in one ear and out the other. You will get no coaching benefits from such a conversation. Employees will appear to be paying attention to what you’re saying about their performance, but they’re really just waiting to hear the magic number. Money talks — all else is lost. Mistake: The person doing the appraisal has little or no day-to-day contact with the employee whose performance is being judged. Solution: This one is a nobrainer. The person having review conversations with an employee should be the supervisor or manager who has the most contact with that employee and is in the best
position to accurately assess day-today results. Mistake: Employees receive little or no advance notice of their â€œjudgment day.â€? Solution: Performance discussions ideally should be conducted on a regular basis, on a schedule well known and well publicized to everyone in the organization. Mistake: Managers are vague in their feedback to employees, or they assign arbitrary, numerical â€œgradesâ€? with little or no substantiation. Solution: Performance feedback needs to be well documented to be effective. Hereâ€™s where it helps to have a good paper trail: documentation of both the good results and the not-so-good results. Donâ€™t rely on your memory in outlining how well the employee achieved his or her goals and met your expectations. (The human memory is a mismatch detector, and it will always do a good job of remembering the bad stuff, while forgetting the good stuff.) Keep a file on each person who reports to you, and make regular notes to yourself on behavior and results as you observe them: the good, the bad, and yes, even the ugly. Encourage your employees to keep files for themselves, so that they, too, have documentation when they are writing their selfappraisals. Mutual documentation helps keep everyoneâ€™s focus on the job, not on the person. Mistake: The review process tries to evaluate traits, rather than behaviors and results.
Solution: This is one of the most common mistakes I see on performance-review forms: They try to evaluate personal traits, such as leadership, motivation, conscientiousness, attitude, and so on. The problem with traits is that they are internal and subjective â€” almost impossible to evaluate on a fair basis. Instead of traits, keep your evaluation focused on two things: behaviors and results. Behaviors are actions that you can observe directly: she did the filing, he answered the phone, she called on customers, he repaired the machines, and so on. Results are also observable: She achieved her sales quota, he reduced waste by X percent, she increased productivity by X amount, he completed his projects on time, and so on. Mistake: The appraisal is a oncea-year event that everyone tries to get through as quickly as they can because itâ€™s painful for bosses and employees alike. Solution: The primary goal in evaluating performance is to improve it. Therefore, you want to design a meaningful system of coaching conversations that people welcome, find useful, and deem valuable. Employees need regular feedback on how theyâ€™re doing â€” what theyâ€™re doing well and what needs improvement. Once a year just doesnâ€™t cut it. Design a simple, easy-to-use system that encourages bosses and employees to engage in two-way conversations throughout the year. Thatâ€™s the only way youâ€™ll get any
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~ April 2019 | BUSINESSWoman
real mileage out of a performancereview system. Mistake: There is no investigation of causes that underlie employeesâ€™ job-performance problems. Solution: People donâ€™t perform poorly for no reason. There are always causes, but youâ€™ll never know what those causes are if you donâ€™t make the review process one of give and take, support and coaching, with both parties focused on the same objective: doing the best job possible. If an employee is performing poorly, ask questions. Donâ€™t assume you know the reason â€” or jump to conclusions that heâ€™s lazy, sheâ€™s dumb, heâ€™s unmotivated, or sheâ€™s incompetent. Use your performance-review conversations as opportunities to find out what the possible reasons are for an employeeâ€™s failure to meet standards and expectations. Hint: When an employee fails to perform adequately, the primary reason is often the bossâ€™s failure to coach! Mistake: There is no follow-up action plan put in place at the end of the performance appraisal. Solution: The final thing to discuss in a performance-review conversation is â€œWhat next?â€? What steps does the employee need to take to make sure that areas for improvement actually improve? And what support does the employee need from you to make that happen? An action plan is the perfect element to conclude an effective performance-review discussion. Keep it simple. Three or four next
steps are just fine. Remember, this is the beginning of the next cycle in the coaching process. Keep it positive and practical. Mistake: Any attempt at pay-forperformance is ineffective because the difference in pay for a top performer and a mediocre performer is so small as to be meaningless. Solution: Well-intentioned attempts at pay-for-performance often backfire because there is too little money available or management is unwilling to make the hard choices about giving big increases to top performers and no increases to poor performers. So they try to offer a token of performance-based pay, which often backfires. The difference between a 3 percent increase and a 4 percent increase is meaningless in any real financial terms â€” and all it does is create jealousy, hurt feelings, and resentment among employees. My advice: If you canâ€™t come up with real money for real pay for performance, donâ€™t do it at all. Youâ€™re better off giving everyone the same percentage increase. â€˘ Reprinted with permission from the American Management Association, experts in bringing your organization to the next level through a comprehensive business development methodology that includes seminars, books, webcasts, podcasts, and more. The AMA Womenâ€™s Leadership Center offers professional women a safe and supportive forum to share knowledge, develop skills, and make connections. All Rights Reserved. For more information, visit www.amanet.org.
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What’s the ‘Clean Slate’ Law? By ROCHELLE A. SHENK
he often-used term “clean slate” means starting new, typically with a fresh approach. The state’s Clean Slate Law (Act 56 of 2018), which Gov. Wolf signed into law June 28, 2018, became effective 180 days after it was signed. Clean Slate seals the records of nonviolent offenders after they’ve been “clean” (haven’t been convicted
of another offense) for 10 years. Pennsylvania is the first state to enact such a law. Gov. Wolf’s press release on signing the bill indicates that nearly 3 million Pennsylvanians of working age are estimated to have criminal records, with many that are only minor. The Clean Slate Law allows records of second- and third-degree misdemeanor criminal convictions
to be automatically sealed after a 10-year period without subsequent offenses. It does not apply to violent offenses or those committed with a firearm or other dangerous item, sexual offenses, cruelty to animals, or corruption of minors. Pennsylvania Legal Aid Network’s website, palegalaid.net, indicates that the bill that became law (House Bill 419) received
bipartisan support. It was conceived by Community Legal Services and the Center for American Progress. According to Pennsylvania Legal Aid Network, “Clean Slate has enjoyed unusually broad support from a wide variety of organizations from across the political spectrum. Notable among these groups are: the Pennsylvania Chamber of Business and Industry;
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the Pennsylvania AFL-CIO; Koch Industries and Americans for Prosperity – PA; and the Players Coalition, through Philadelphia Eagles Malcolm Jenkins and Chris Long and former Eagle Torrey Smith.” Lancaster County District Attorney Craig Stedman said he and the Pennsylvania District Attorneys Association supported the bill. “From our point of view, it’s been long overdue,” Stedman said. “What this law does is give the right people a second chance, an opportunity to redirect their life. For most of these offenses, people would have done little time and most likely the sentence would have been probation. These are not hardened criminals. People connected to their community and who are employed are less likely to commit another crime.” He said when he started with the district attorney’s office nearly a decade ago, criminal records weren’t as accessible as they are today. Now with the internet and its various search engines, the public, including potential employers, can access these records relatively easily. He explained that when records are sealed, they’re not available to the public but can still be accessed by law enforcement agencies. The records are not wiped out as they would be with a pardon. Information on Community Legal Services of Philadelphia’s website, clsphila.org, indicates that “records sealed under Clean Slate are not considered convictions. If information regarding criminal history is requested, a person whose record has been sealed by Clean Slate may respond as if the offense did not occur. This is the case unless the information is requested by a criminal justice agency or disclosure is required by federal law.” Stedman said Clean Slate is so new there’s no data yet to determine its effectiveness, but he feels it will work and benefit the community as a whole. Giving this second chance will also increase the pool of potential candidates for jobs. Employers seeking guidance about the law and how it affects their business or employmentapplication process should contact their legal counsel.
The End of the Traditional Manager By ADAM HICKMAN and RYAN PENDELL
y nearly every measure, the workplace is rapidly evolving. Compared to decades past, today’s workplace is defined by: • More flexible workspaces: 74 percent of employees have the ability to move to different areas to do their work.
• More flexible work time: 52 percent of employees say they have some choice over when they work. • More remote working: 43 percent of employees work away from their team at least some of the time. • More matrixed teams: 84 percent of employees are matrixed to some extent. But this new fluid workplace isn’t just about the work environment. Workplaces are increasingly
project based, and employees today are attracted to interesting problems and meaningful work, not just a job title. To be more agile in a projectbased work environment, teams make more decisions without approval from above, which means non-managers must act more like leaders and think more “big picture” like executives. But thinking and acting like a leader are what companies want in an employee. Organizations are looking for employees who can make independent decisions with confidence, problem solve with diverse peer groups, and manage their own time, projects, workload, relationships, and career path by themselves. Implicitly or explicitly, companies often expect employees to “be their own boss” and do for themselves what used to be considered “management.”
This shift in the workplace alters what employees need from their manager. In short, a manager who is always visible, watching every minute, and stopping by to ask if you got the memo is becoming obsolete. Under New Management What happens when people have more autonomy at work? When people have more independence at work, empirical evidence shows a correlation to increased performance and engagement as well as more sensitivity to failure. In other words, autonomy leads to increased employee performance and engagement, but employees still need manager support during difficult situations. Managers can’t offer autonomy and disappear. As long as businesses employ people, they need leaders who can develop talented individuals. Even for flexible, temp, gig, or
alternative workers, the personal relationship they have with their supervisor is the most meaningful relationship they have with their organization. But there are new rules for management, and traditional management practices often don’t work anymore. For example, often managers assume that remote workers’ expectations are the same as inoffice employees’, but there is one phenomenon that separates these two types of workers: isolation. Perceived workplace isolation can lead to as much as a 21 percent drop in performance. The reality is that you can’t manage the modern workforce using traditional management methods. Today’s manager needs to be a coach, holding employees accountable while encouraging development and growth.
With many of the details of management now being automated, what’s left is the most powerful tool a manager has — meaningful conversations. Consider your favorite sports coach and how they communicate with their star players. They have a deep understanding of their players through hours of dialogue. They know what to say to motivate each player differently: who needs more feedback and who needs less. Over time, great coaches develop the trust and openness needed to have tough conversations under pressure. Most managers, however, aren’t ready for this kind of personal approach to dialogue with their employees. Organizations can help by providing managers training on how to lead strengths-based, performance-focused conversations regularly with employees. The Future of Management Could management itself become decentralized?
Today’s manager needs to be a coach, holding employees accountable while encouraging development and growth.
Instead of having one “manager,” imagine your best employees interacting with a team of specialized managers—one a technical expert, another an interpersonal relationship guru, another a career coach, etc. Different managers address specific roadblocks to performance, while also consulting with one another to make sure that they are seeing each employee holistically and objectively. Of course, managers would still need to have tough conversations with employees when necessary, but they would stay in the
background when their team is performing well. The chance to be mentored by this management dream team dedicated to your long-term career development would be a powerful draw for talented job seekers. Regardless of what the future holds, it’s worth considering unconventional ideas when it comes to management. Sometimes it is easy to miss how quickly business as we know it is changing. The old rules no longer apply, and that means leaders need to reinvent management for a more
autonomous workforce of the future. Discover the best tools for leaders and managers to respond to the new workplace realities: • Download our free State of the American Manager report to discover what the best managers do differently. • Consider offering a course, such as our Leading High-Performance Teams course, to your managers to ensure they have the right strategies and tools for engaging employees. • Watch webinars that will increase strengths in the workplace, such as our webinar, “Seven Ways to Build a Strengths-Based Culture.” • A version of this article first appeared on Gallup.com, a site that offers analytics and advice about everything that matters in business, helping leaders and organizations solve their most pressing problems. Reprinted with permission. Gallup.com
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Teenage Alcohol Poisoning?
I Never Thought It Would Be My Daughter By SANDRA GORDON
appeared. Fortyish and boyishlooking, he was someone’s divorced dad and the party’s host. He had no idea how it happened, but just knew that Jane drank too much. He wasn’t sure what exactly she drank. He just wanted me to get her out of there, as if it were possible for me to sling my gangly 125-pound daughter over my shoulder. Maybe another parent would yell at him for hosting a booze bash for high school freshmen and sophomores. Me? I was in a vortex of tears. Yet, I knew yelling wouldn’t change anything. Instead, I focused on solving the problem. “CALL 911!” I said to one of Jane’s friends, who had wandered into the restroom to check on her. After what felt like forever, Jane was hauled out on a yellow stretcher.
t was 12:30 a.m. on a Sunday in December when my cellphone woke me up from a dead sleep. Earlier that evening, my 14-yearold daughter, Jane, had gone to her first formal high school dance and then to her first “after party.” I don’t consider myself a helicopter parent. In fact, my parenting style has always been more free-range. After all, I grew up on a farm in the Midwest. But that night, I kept my cellphone on my nightstand just in case. “Come pick up your daughter now!” said a man’s voice mixed with thumping party music. My heart suddenly racing, I threw back the covers and scrambled in the dark to throw on whatever I could find. What was going on? As I drove through my suburban neighborhood, my panic mounted, as teens from the party began cluing me in. One caller, a boy, asked if I was on my way and if I was OK with alcohol. “No, I’m not!” I screamed. “How much did she drink?” No answer. At the luxury apartment complex where the party was held, I found Jane splayed on the cold tile of the first-floor restroom, unconscious. She was wearing her favorite black yoga pants and a white T-shirt, her pretty, long brown hair in a ponytail. I was stunned seeing her this out of it. Thankfully, another mom was there, holding up Jane’s head so Jane wouldn’t choke on her own vomit. “JANE! JANE!” I yelled. Her eyelids didn’t even flutter. The man who called nervously
Teenage Alcohol Poisoning In the local hospital emergency department, Jane’s clothes were cut off and IVs were inserted. She looked like a crumpled fawn in a mass of tubes. Her blood alcohol level tested at 0.2, four times the legal limit. She was the smell of a bar at closing time. “We see this every weekend,” said the young emergency medicine physician, shaking her head. Teenage alcohol poisoning kills roughly 4,300 young men and women every year in the U.S., according to the Centers for Disease Control and Prevention (CDC). Jane turned out to be one of the lucky ones. There wasn’t much to do but wait until she woke up. “Try to get some sleep,” the doctor said, while pulling shut the thick BUSINESSWomanPA.com
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curtain that separated us from the ERâ€™s main area. While shifting in my green plastic chair all night, I decided not to wake my husband, who was still at home sleeping, and I mulled over the events of the past week. When Jane asked to go to the after party, I saw the glint in her eye. I had a feeling alcohol was going to be there. Each night before bed for the past week, I had talked with my daughter about the dangers of alcohol on the teenage brain, that because your brain is still growing, youâ€™re more likely to develop a lifelong addiction. That consuming alcohol at such a vulnerable age can mess with your brainâ€™s circuitry. As a health writer, I was up on the latest research. I knew about the dangers of teenage alcohol poisoning. Right before the party, Janeâ€™s 16year-old sister showed me a photo on social media of the eventâ€™s exact alcohol stash â€” a mass of vodka, whiskey, and beer bottles. â€œThe partyâ€™s going to be lit!â€? the caption had read. At that, I sent Jane a text saying that she couldnâ€™t go to the party after all. â€œI promise I wonâ€™t drink, Mommy,â€? Jane texted. I decided to trust her. After all, we had had those talks. But we might as well have chatted about the weather. At 6:30 a.m., Jane, still a tangle of tubes, finally stirred. â€œHow do you feel?â€? I say. â€œSafe,â€? she says. â€œSafe?â€? I repeat. Jane nods. â€œYouâ€™re in the hospital,â€? I say. â€œYou almost killed yourself.â€? â€œIâ€™m so sorry, Mommy,â€? Jane says, with a tear streaming down her face. When we got home at 10:30 a.m. that Sunday morning, the parents of Janeâ€™s friends began calling and I pieced together what happened. Egged on by the â€œcoolâ€? sophomores, my daughter, a freshman, had downed seven vodka shots. Not knowing what she was doing, she passed out before she even knew she was drunk. Between 2010 and 2013, an estimated 656,827 alcohol misuserelated ER visits were made by
patients aged 12-20, according to the Substance Abuse and Mental Health Services Administrationâ€™s website. I never want to know the statistics about teenage alcohol poisoning so personally again. For weeks, I relived the terror of the clichĂŠd phone call, racing to the apartment complex, the haunting image of my daughter conked out on the tile floor, and the alcohol coma at the hospital. And Jane? Well, thanks to antinausea medication, she didnâ€™t even get a hangover. She knew she made a big mistake. Still, she was mostly upset that her yoga pants were in shreds. Since my daughterâ€™s near-death experience with teenage alcohol poisoning, there have been more talks about alcohol and how her impulsive actions terrorized us all. My husband, daughter, and I attended two pricey sessions with a leading teen therapist so we could drive home the point that even though she was mostly unconscious throughout the whole thing, it was a big deal. My daughter must earn back our trust, the therapist said. Weâ€™re not sure how to do this other than one neighborhood pool party, bonfire, and hang-out at a time. I let Jane go because I know she needs to be with her friends, as all teens do. Yet, she has a firm rule. If alcohol gets smuggled in, itâ€™s off limits. â€œIf you drink anything, Iâ€™m shutting it down!â€? I routinely say, glaring. Jane also has an 11 p.m. curfew. I always pick her up instead of letting someone else drop her off at home. She canâ€™t have a sleepover after a party either, which is how many teens hide drinking from their parents. What will happen when Jane does drink again at a party is anyoneâ€™s guess. In the meantime, to help Jane feel safe and buy time until sheâ€™s more mature and can hopefully make better decisions for herself, forget being a free-range parent. I now think of myself as a helicopter parent on steroids â€” or rather, a party drone, hovering just above Janeâ€™s ponytailed head.
Catching Up with Kitchen Trends in 2019 By KIM KLUGH
kitchen update. The entire installation of the cabinet and drawer faces is accomplished “without disturbing the footprint” of the homeowner’s kitchen, Ciccocioppo says, so the countertops, floors, and walls remain unscathed. Downtime for the makeover is minimal, usually three to five days. In addition, Ciccocioppo says the refacing option cuts down on the mess. A few upgrades can help you achieve the most efficiency from your existing cabinets. Fullextension slides allow drawers to open fully and close quietly with a soft push; this simple improvement provides 3 or more inches of drawer space. The same technique can also be applied to rollout shelves, increasing their accessibility while maximizing their storage potential. As for cabinet colors, white appears to be an enduring choice. Whether it’s the fresh, clean look it exudes, the tranquility it nurtures, or its basic flexibility as a backdrop, “White and off-white are still in,” says Ciccocioppo. While white cabinets may be requested by many of his customers, Ciccocioppo says if you prefer gray, you can look forward to a few more years of its popularity. On the other hand, design experts claim “black is having a moment” in 2019, especially when paired with copper accents and hardware. Additional cabinet hues popping up this year include greentinged colors, navy blue, and plum. Ciccocioppo says darker-wood grains are the current trend, adding that “oak has gone the way of the dinosaurs; the oak age is over.” Although he says two-toned cabinetry is less than 10 percent of what his company is asked to do, it
itchens tend to be the goto space for family and friends — the hangout centers where everyone can converge, converse, and mingle while sharing the prepping and cooking duties. If your home’s culinary hub needs a few refreshing touches or if you’re considering a complete or partial overhaul, the design choices in 2019 are as varied as the selections in a five-star buffet line. Whether you go bold and dramatic in a kitchen makeover or you’re a practicing minimalist, design teams have come up with ingredients that blend both aesthetics and practicality. A simple cosmetic redo may be just the answer for tired-looking or outdated cabinets. Rather than replacing your entire set of cabinetry, there is another option, according to Peter Ciccocioppo, president of KS Renewal Systems LLC in Lewisberry, Pennsylvania. He suggests installing brand-new, custom-made cabinet doors and drawer fronts, which come in assorted styles and colors. Not only can your existing kitchen cabinets be modified by refacing them rather than replacing them, but custom-built cabinets and drawers can be made to match, if needed. By leaving your structurally sound cabinet boxes in place, hardwood and laminate materials are used to update what you already have. Keeping the cabinet boxes intact keeps the cost down for those who want to renovate but don’t have the money for a full-fledged remodeling job. There are many innovative storage solutions, sink and faucet replacements, and undercabinet lighting options, as well as countertop upgrades that can be considered when designing your
is trending this year. Even shiplapand beadboard-paneled cabinets are options for 2019. While not for everyone, an entirely different line of thought is to go with fewer or no upper cabinets. This option opens up wall space and can help your kitchen appear larger and less cluttered. Seamless or minimal hardware options are also finding favor, along with wood or leather drawer
and door pulls for those who desire a natural, organic feel. If you’d rather hold on to your cabinetry hardware, Ciccocioppo says caramel bronze is a new color for knob pulls, although he adds satin nickel finishes remain popular. Solid-colored islands are still in demand for seating, sinks, and storage and are paired with white cabinets for contrast. Glossy finishes on cabinets and appliances
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are toned down with matte finishes. Concealed ventilation, again for a more seamless look, is in style, while the statement range hood is on the way out. Unique sinks, such as metallic with hammered finishes, are also favorites. Open shelving continues to trend, allowing you to showcase your kitchenware or display your collection of artwork, pottery, or vintage pieces. Stainless-steel appliances may be losing their appeal as the current trends lean toward more neutral finishes or just the opposite — bold colors and patterns — in addition to black and slate for that dash of elegance. Subway tiles enjoyed a heyday in recent years, but make way for Moroccanand Spanishpatterned backsplash tiles. For those looking for more organic textures, backsplashes that look to be handhammered are also appearing on the scene. Ciccocioppo says they still install laminate backsplashes, but he says tile and glass are trending. You’ll also see larger tiles along with an assortment of textures and patterns — sculpted, beveled, or stacked. If you choose to nix your upper cabinets for a simpler, cleaner look, you’ll suddenly have room for backsplashes with attitude: Extend those tiles to the ceiling or create a narrow ledge or shelf design. Although KS Renewal Systems LLC installs less costly laminate countertops with high-definition finishes, including harder and
textured surfaces, “quartz is hot for countertops right now,” Ciccocioppo says. Quartz is replacing the recent granite trend, with finishes in neutral colors such as gray, taupe, cream, or white. Quartz is also easier to maintain and is antimicrobial. Several innovative storage tricks Ciccocioppo mentioned include pull-out trash cans and can-specific recycling bins; a lazy Susan for corner cabinets; wood knife-block inserts; wood spice-drawer inserts; and tip-out trays at the sink for sponge storage. Also trending are drawer stacks in place of base cabinets, which provide convenient storage solutions for pots and pans or small appliances. You can make a statement with luxury vinyl tile (LVT) for flooring. Ciccocioppo says it’s much thicker and looks like wood planking or tile with grout between the “tiles.” Hardwood is still popular, but ceramic flooring is making a move in 2019, and ceramic tiles can replicate the look of hardwood. Designers suggest mixing it up with dark floors and lighter-colored walls and cabinets. Whether you swap out your cabinets and hardware, give the walls a fresh layer of paint and update your appliances, or take the plunge for a complete transformation, you have to live with your decisions. Do your research to decide what you need and what will make you happy, and don’t be afraid to mix and match some timeless ideas with a few current trends.
A Room-by-Room Guide to Conquering Spring Cleaning By KIMBERLY BLAKER
The Basics – For Every Room in Your Home • Dust wall and ceiling light fixtures; then remove globes and wash them out. • Dust ceiling fan blades. • Remove cobwebs with a vacuum and brush attachment or a clean rag attached to the head of a broom. • Remove and wash window coverings, and dust the top of curtain rods and window trim. • Remove wall hangings, knickknacks, and other décor and then rinse them in warm, soapy water. • Wash doors and knobs and the dust that collects on top of doors and entryway trim.
he emergence of spring has long been associated with deep cleaning our homes. Although its origin is presumed of Iranian or Jewish culture, it’s a popular custom in America and is gaining popularity in other parts of the world. For most, it signifies a fresh home or a new start to complement the blossoming of spring. To keep the job from feeling overwhelming, schedule a block of time each day, or even each week, for your annual cleaning. Work on one room at a time and reward yourself for each room until you’ve completed the job.
• Wash walls with an all-purpose cleaning solution. Touch up marks and chips with paint. • Wipe off switch plates. • Empty cabinets and drawers and then wash them inside and out. Wash out and arrange drawer organizers, as well. • Wash windows and sills, and don’t forget the unsightly tracks. • Clean unupholstered furniture from top to bottom with an appropriate cleaner. • Vacuum upholstered furniture from top to bottom and under cushions, paying particular attention to creases and crevices where dust and grunge build up.
• Eliminate unwanted articles from drawers.
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• Organize shelves and eliminate unneeded items.
• Remove and launder shower curtain and liner, bath mat, toilet cover, and rugs.
• Remove clothing you haven’t worn in two years.
• Scour tub and shower from top to bottom, inside and out. Use a toothbrush to remove mold, mildew, and soap scum accumulation around the drain, faucet, knobs, and shower head.
• Vacuum lampshades with a soft bristle attachment.
• Clean glass shower doors inside and out, including the track.
• Unplug electrical cords and run through a damp rag to remove builtup dust.
• Spray exterior of toilets with a sanitizing solution and wipe down.
• Wash baseboards, and then vacuum carpet edges with a narrow attachment. • Vacuum and mop under furniture and other stationary items. Bedroom Odds and Ends
• If you have young boys, remove the toilet seat and clean bolts where odors linger. Use a deodorizing solution on the baseboard and wall behind the toilet. • Wash toilet brush container and wastebasket.
• Remove items from under the bed, dust off storage containers, and dispose of clutter.
• Scrub sink and countertop, including grooves around the drain, faucet, and knobs.
• Vacuum under attachments.
• Dust the top edge of mirrors, towel racks, and other accessories.
• Dust shelving, brackets, and rods.
• Dust shoe racks and rarely worn shoes. Kitchen – Contamination Zones • Dust the top of kitchen cabinets. • Remove grease and grime from small kitchen appliances. • Clean stove, oven, refrigerator, and dishwasher inside and out. • Wipe built-up grunge in the top of the garbage disposal with a rag, and then add ice and lemon slices and run the disposal to clean and freshen the blades. • Scrub countertops with a mild abrasive or degreaser. • Wash table and chairs from top to bottom, and don’t forget the cracks where table leaves meet. Basement, Attic, and Garage – Clutter Havens • Install racks, shelving, and hooks; then organize and eliminate clutter.
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• Dust shelving and stored items. • Store odds and ends in samesize boxes or containers for easy stacking. • Remove oil, paint, and other stains from concrete with trisodium phosphate. Be sure to follow directions carefully and protect skin and eyes. • Dispose of unwanted items. Outdoors – Dirt, Dirt Everywhere • Hose down siding and windows. • Wash screens with soapy water and then rinse with a hose, and wash window exteriors. • Scrub doormats with an allpurpose cleaner and a brush, and then rinse. • Spray off patio furniture and then wipe clean. • Clean light fixtures.
• Remove lint from dryer vent and nests and hives that have formed on or near the house. Time-Saving Tips • Gather cleaning tools and supplies before you get started. Have plenty of rags, an old toothbrush, cotton swabs, toothpicks, cleaning solutions, spray bottle, stepstool or small ladder, and vacuum and attachments. • Work room by room for efficiency and to avoid duplicating or missing tasks. • Work around the room from top to bottom. • Play music as you clean. It may not save time, but will make time pass more quickly. • Kimberly Blaker is the author of a kid’s STEM book, Horoscopes: Reality or Trickery? She also writes a blog, Modern FamilyStyle, at modernfamilystyle.com.
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Medical Technological Advances Benefit Patients By BARRY SPARKS
atients benefit daily from technological advances in the field of medicine. Some of the advances are life-saving, while others may decrease pain, improve recovery time, or are less invasive. Examples of technological advances include SMILE laser eye surgery, LENSAR Advanced Laser Cataract System, and the da Vinci Surgical System.
SMILE Surgery SMILE is an acronym for Small Incision Lenticule Extraction. The eye surgery, using a femtosecond laser, corrects nearsightedness. Using the laser, the surgeon creates a small, lens-shaped bit of tissue (lenticule) within the cornea. With the same laser, a small, arcshaped incision is made in the surface of the cornea. The surgeon then extracts the tissue through the incision. When the tissue is removed, the shape of the cornea is altered. This corrects the nearsightedness. SMILE offers several advantages over LASIK surgery, according to Dr. Denise Visco of Eyes of York Cataract & Laser Center. The incision is smaller and the procedure is less invasive. Research shows SMILE produces virtually the same visual acuity as LASIK. Because SMILE preserves nerves in the corneal tissue, there are fewer symptoms of dry eyes and less discomfort, says Visco.
Dr. Denise Visco sits with the VisuMax™ Femtosecond laser, which is new laser technology that makes bladeless incisions for both LASIK and SMILE procedures. Not everyone, however, is a candidate for SMILE, which only corrects nearsightedness. “SMILE is one more tool in our toolbox,” says Visco. LENSAR Advanced Laser Cataract System Visco also offers the LENSAR Advanced Laser Cataract System, which allows a more precise cataract-removal procedure that is customized to your eye. She was the first female surgeon in the world to perform surgery with the LENSAR system.
Approximately 4 million cataract procedures are performed every year in the United States. It is one of the most common and safest procedures, according to the American Optometric Association. LENSAR features augmented reality, which allows the surgeon to see everything in your eye in greater detail. This aids the surgeon in precisely softening the cataract in preparation for removal and ensures the appropriate condition for the most accurate placement of the intraocular lens. The use of the advanced
technology may reduce the time it takes to remove the cataracts. “The LENSAR laser system facilitates cataract surgery,” says Visco. “It improves your distance vision, makes your eye rounder, and corrects stigmatism.” Visco says many patients select LENSAR because they want to be less dependent on glasses or contacts. “We are definitely seeing better results through advanced technology,” stresses Visco. da Vinci Surgical System The da Vinci Surgical System
is another technological advance that is changing the experience of surgery for many patients. It is used for a variety of surgeries, including cardiac, colorectal, gynecologic, urologic, and thoracic, as well as general surgery. The system, which is powered by robotic technology, allows trained surgeons to perform a wide range of complex or delicate operations through a few small incisions. The procedures may be more difficult or impossible to perform using other methods. The most widely used clinical robotic surgical system, da Vinci includes a camera arm and mechanical arms with surgical instruments connected to them. Although it is often called robotic surgery, it is actually roboticassisted surgery. The robotic system cannot act on its own; the robotic arms are fully controlled by the surgeon. The surgeon manipulates the arms while seated at a computer console near the operating table.
Above: Dr. David Yearsley stands with the “operating” instruments of the da Vinci System. Right: The surgeon is seated behind the magnified vision system where his hand movements are translated to the operating instruments. One of the instruments surgeons use in robotic-assisted surgery is a laparoscope, a thin tube with a tiny camera and light at the
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end. The camera sends images to a video monitor in the operating room to guide doctors during surgery. The computer console provides a magnified vision system that gives surgeons a 3-D, high-definition view inside the patient’s body. Because of the da Vinci’s instruments, which bend and rotate far greater than the human hand, surgeons can perform delicate procedures with greater precision. Benefits of robotic-assisted surgery, according to UPMC, include: • Shorter hospital stay • Less blood loss • Few complications • Less need medication
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• Smaller incisions minimal scarring
Robotic-assisted surgery has experienced tremendous growth in the past two decades. Approximately 1,000 robotic-assisted surgeries were performed worldwide in 2000. That number surged to 652,000 in 2015, according to data from
Intuitive Surgery. Not everyone, however, is a candidate for robotic-assisted surgery. It depends on the patient’s medical condition, medications being taken, and other factors, according to Dr. David Yearsley, a general surgeon at UPMC Pinnacle’s Carlisle Surgical Institute who uses the system for hernia surgeries. Yearsley has undergone extensive training to ensure competency in robotic-assisted surgery and patient safety. He says robotic-assisted surgery provides him additional freedom. “There are things you can do robotically that you can’t do laparoscopically,” he says. “I have a greater range of motion. It gives me greater flexibility for intricate work, and it makes dissections easier.” Yearsley says another major advantage is that less narcotic medicine is prescribed because patients experience less pain. “Decreasing the usage of narcotic medicine is huge in this time of an opioid crisis,” he stresses. Looking ahead, Yearsley sees an encouraging future for roboticassisted surgery. Larger hernias will be able to be repaired and incisions will become smaller, he says.
Hannah Funk has been hired by Godfrey as a junior marketing analyst. Prior to joining Godfrey, Funk was a data analyst for Listrak. She earned a Bachelor of Science in mathematics from Elizabethtown College.
Gawargy has joined Berkshire Hathaway HomeServices Homesale Realty as a REALTOR®. She will focus on residential sales throughout York County.
Sarah C. Yerger has joined Barley
Snyder’s roster of Harrisburg attorneys. She brings 25 years of experience, including more than 13 years in the Pennsylvania Office of Attorney General, and is a member of the firm’s Employment Practice Group.
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