Business Woman May 2018

May 2018

Family medical leave act updates

7

ways women can prevent a stroke

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4 LETTER FROM THE EDITOR 7 Mentoring

How women can rise higher in the workplace.

9 family medical leave act

Updates for employers and employees.

11 employee benefits

Continuing to grow in importance.

13 disability insurance

Creating a safety net for your income.

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17 stroke awareness

7 ways women can prevent a stroke.

19 depression

Far more sinister than sadness.

22 women to watch

New hires and promotions.

22 achievements & applause

Awards and accomplishments.

23 meet and greet

Regional networking events and meetings.

May 2018

FAMILY MEDICAL LEAVE ACT UPDATES

7

WAYS WOMEN CAN PREVENT A STROKE

5 cover story Dr. Linda Gonya-Hartman, of the Hearing and Ear Care Center, sits in a testing booth. She holds the left insert earphone in her left hand, showing how small the device is, which makes testing more comfortable. GonyaHartman began her career as an audiologist in 1989 and is still going strong today, with offices in Mount Joy and Lebanon.

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Note

Editor’S

ast month I said we were over worrying about snow and the weather was sure to be warmer.

Who knew we would actually have measurable snowfall and we’d still be wearing heavy coats in the middle of April? I’ll go out on a limb here and say I do believe the snow is over and warmer weather is here to stay.

Keep your fingers crossed.

How many women are in vice president and C-suite-level positions within your organization? Studies have shown that having a good representation of women in C-suite positions substantially raises a company’s profitability. Learn how a good mentoring program can raise up women in your workplace.

This month we broach a few topics that are important to women. One issue is the Family Medical Leave Act. Inside, you can read more about how and when you as an employee are covered under the FMLA. On the other hand, as an employer, are you familiar with the standard that covered employers should use to determine the eligibility of employees under FMLA? Another topic important to many employees is benefits.

Learn what benefits are playing an important role in attracting and retaining employees. What happens, if for some reason, you are unable to work? Disability insurance is one of the “perks” that employers are now offering as a

May 2018 Vol. 15 - No. 5

PRESIDENT AND PUBLISHER

Donna K. Anderson

EDITORIAL

benefit. If, however, it’s not part of your benefits, you may want to purchase a policy for your protection.

Women have a higher risk for stroke than men. Women are also at high risk for depression. We are used to taking care of others but often forget to take care of ourselves. Learn more about reducing the risks for stroke and depression so you don’t become another statistic.

And to alleviate stress, I hope you’ve scheduled some time off this summer.

If you’re looking for a something very different, Chautauqua Institution might be the answer. It’s like a camp, a church revival, and a bygone resort.

Read more about it inside.

The Dauphin and Lancaster County Women’s Expos were great fun. We heard a lot of good feedback from both the vendors and attendees. Of course, I always have a great time chatting with everyone! If you missed them, check back next month for the dates and locations of our fall events.

Happy Mother’s Day to all moms—enjoy your day!

“”

“Our job is not to straighten each other out, but to help each other up.” ~ Neva Coyle

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Christianne Rupp Editor Megan Joyce Contributing Writers Kimberly Blaker Sandra Gordon Lynda Hudzick Kim Klugh Gina Napoli Amanda Schnieders Barry Sparks Sylvester E. Williams IV

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Story

CAREER

COVER

Sound Advice

By LYNDA HUDZICK

D

r. Linda Gonya-Hartman, of the Hearing and Ear Care Center of Mount Joy and Lebanon, will admit that owning a business is “not for the faint of heart.”

Thanks to her many years of hard work and dedication, she now has two successful full-time locations where she can provide audiology services for her clients, and she knows she is the person she was meant to be.

“I don’t always feel it, but I am stronger than I think I am,” she said.

Born and raised in Lebanon, this married mother of two recalls that while in high school, the local hospital had a club that was designed for students who were interested in a medical career.

“Each week we visited a department in the hospital to expose us to various professions,” she said.

Although she knew she wanted to pursue a career in the medical field, with a focus on math and science, Gonya-Hartman wasn’t sure which direction to take.

“I actually was leaning toward radiology, but speech pathology and audiology were a close second,” she said.

During her first trimester in college, she had to participate in several externships.

“At one of these, my supervisor guided me toward audiology based on my interests in math and biological sciences,” she said. “Once I took my first audiology class, I knew that was where I was headed.”

Gonya-Hartman obtained her

Bluetooth-enabled hearing aid, which has direct pairing to smart phones and devices.

bachelor’s degree at Penn State in deaf education, her Master of Science in audiology from Ohio State, and her Doctorate of Audiology from the former Pennsylvania College of Optometry, School of Audiology, now known as Salus University.

“I lived in several states before returning home in 1989 to begin my career as an audiologist with a local ear, nose and throat specialist,” Gonya-Hartman said.

When she decided to leave the ENT office, many of her patients sought to follow her, so she opened an office in her home for three years.

“Once it became too much, I moved to the location I am in today,” she explained. “The business grew from a full-time office in Mount Joy to two full-time locations.”

Four days a week, Gonya-Hartman sees patients, spending the fifth day on administrative work. It can be a challenge managing offices in two different locations, but she is grateful for a staff she can rely on to handle things.

“I am fortunate that I have a colleague who was in private practice before she came to work with me, so she and I are in concert when it comes to managing and

running a business,” she said.

A big part of her work involves educating people on how impactful hearing loss can be on their day-to-day interactions with others.

“I constantly face people in denial about their hearing loss or how much it affects their quality of life,” Gonya-Hartman said.

Her biggest challenge comes when she is working with a patient who is facing hearing loss so devastating “that there is little I can do to improve or help it,” she said. Yet her best days come when patients return for their first followup visit and they are experiencing

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a marked improvement in their hearing, enabling them to enjoy relationships once again.

“To feel their happiness and know that I had a hand in improving their quality of life is the best feeling,” she said.

There are steps everyone can take to help preserve their hearing, including monitoring noise exposure.

“It is important … to know that once the damage occurs to your hearing, it is irreversible,” GonyaHartman said.

She can’t stress strongly enough the importance of using hearing protection anytime the noise level forces someone to yell in order to speak to someone next to them. Additionally, there is a link between diabetes, heart disease, and hearing loss, so “managing your health in general is always a good idea,” she said.

Another way to protect against hearing loss is to begin having regular hearing tests around the age of 50.

“The earlier you treat hearing loss, the better it can be managed,” Gonya-Hartman stressed.

Making a positive difference in the lives of her patients is an

“I am extensively involved with Rotary International, having twice served as president in the Mount Joy Club,” she said.

“Currently, I volunteer at my son’s

May is Better Hearing Month important aspect of the work that Gonya-Hartman does, and part of that work involves giving back to not only her local community, but to the global community as well.

school as the president of the LC (Lebanon Catholic) Performing Arts Alliance.”

In addition to her local volunteer work, Gonya-Hartman recently

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traveled with her son on a mission trip during which “we provided hearing health services in an underdeveloped country,” she said.

“It was a humbling experience for me. We tested adults and children for three days. After, we fit them with hearing aids, they were so grateful and crying because they could hear their spouses and children again. It was an enlightening experience for my son as well. It is those moments that make me grateful for the gifts God gave me.”

Gonya-Hartman takes her position as a leader in her chosen profession very seriously and feels great responsibility to help build a sense of community.

“Each of us belongs to a community, and we are responsible for its growth or decline,” she said. “The sense of community is something that is lacking in our society today. It is one of the underlying causes for many of the issues that we face not only in our town, but as a nation as a whole.”

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CAREER

How Mentoring Can Elevate Women in the Workplace

By AMANDA SCHNIEDERS

W

hile gender parity is not a new term, the urgency to reach a more balanced gender ratio in the workplace has reached a boiling point in our world today. Women make up 48 percent of the workforce population, but their representation dwindles to 29 percent by vice president level and a mere 21 percent by the C-suite level.

Increasing gender diversity in the workplace isn’t just about fairness.

It’s actually better business acumen.

Research out of Carnegie Mellon found that once women make up more than 50 percent of a team, the team’s collective intelligence rises above average — increasing the propensity for better decision making and innovation.

Even more persuasive, a survey from Petersen Institute for International Economics found that going from no women in C-suite positions to 30 percent female representation raised profitability 15 percent for a typical firm.

These facts illustrate a huge opportunity for women employees to be an even greater strength for their organizations, if only they are connected to the people and resources needed to succeed to the next level.

How Can Companies Improve Gender Parity?

To elevate women in the workplace, organizations must take active

measures. Women employees are still 18 percent less likely to be promoted than their male counterparts. This is often because they lack the access to the senior leaders, career advice, and resources needed to rise to the next level.

Of Fortune 500 companies, 71 percent offer mentoring to employees in order to tackle development challenges. Mentoring programs have been shown to improve employee engagement,

productivity, and satisfaction. One study found mentoring increased the number of minority women in management by 18-24 percent over five years.

With mentoring, women employees can interact with peers and senior leaders who can provide them the skills and knowledge to increase competencies for promotion or organizational change.

But great mentoring programs don’t just happen. They are built

upon thoughtful planning and sustained commitment to guiding participants through the mentoring process while continually improving the program.

Here are five key steps when starting a mentoring program to support women in the workplace.

Design your mentoring program.

When starting an impactful mentoring program, always start with the why. Understand the

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intended purpose of your program.

Are you aspiring to increase the number of women in leadership positions; to increase the general retention of women in your company; or to provide peer support to women?

Identifying your goal helps you understand who in the organization will be targeted for participation and how you will measure success.

These objectives provide direction for a mentoring program and will help you establish which metrics you’ll want to track to monitor progress toward your goal.

Once you’ve established your goals, you’ll use them to make other key design decisions, including: • Enrollment – open for all, application required, or invitation only • Mentoring format – traditional oneon-one, group, flash mentoring, or mentoring circles • Mentorship duration – months, or single session

weeks,

Next, construct a workflow diagram that will help you keep track of the progression of your program and which aspects will require additional resources, flexibility, or configuration.

Attract mentoring participants.

Without participants, your mentoring program doesn’t exist.

Make sure to focus on marketing your program and recruiting mentors and mentees.

Employees should understand the mentoring program’s goals and how it can improve their careers.

Make sure you lay out the benefits to both mentors and mentees. Key leaders and stakeholders will also need to be educated on the benefits of the program and its strategic value to the organization.

Consider your target mentors and mentees and market the program to them through the organizational communication channels they use most, e.g., intranet, company list serv, flyers, etc. Don’t forget recognition and reward strategies.

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Formally recognizing mentor involvement can be very motivating and help attract additional mentors to the program.

Connect mentors and mentees.

Productive mentoring depends on a good match. Participants will bring different competencies, tenure, and organizational knowledge to the program. You’ll want to match mentors and mentees based on the objectives of the program and the qualities important to them. Matching best practices starts with a solid profile for each participant.

Critical profile elements include: • Mentee developmental goals and mentor competencies • Topical interests • Location • Experiences Decide what type of matching will fit your mentoring program: self-matching, admin matching, or a hybrid model. This will be dependent on the format and objective of the program, as well as the preferences of your employee population.

Self-matching gives mentees a say in the matching process by allowing them to select a particular mentor or submit their top three choices, while admin match might be right if you want to match female leaders with younger female employees or new female employees with other women in the organization.

Guide mentoring relationships.

Left to themselves, many mentorships will take off and thrive.

But some may not. Why? Because typically, mentoring is not an inherent skill or part of one’s daily routine.

To ensure mentor and mentee progression through the relationship, you’ll want to provide guidance. Educating them on how to conduct meetings, give constructive feedback, and stay on track with individual goals will provide guidelines for the pairs to

follow as the mentorship grows.

Offering training and resources to help your participants will keep mentorships productive and your program successful long term.

Measure your mentoring program impact.

Articulating your mentoring program’s impact is essential to secure ongoing funding, support, and prioritization. To do so, you need to measure the right metrics.

Mentoring programs should be tracked, measured, and assessed at three altitudes: the program, the mentoring connection, and the individual.

If you’re aiming for increased retention, you’ll want to track participant retention compared to non-participating employees.

If you’re working to increase women in leadership roles, you’ll want to keep an eye on job band growth or position change within the company.

And overall, you’ll want to keep a pulse on whether your mentors and mentees are engaging effectively.

Tracking and measuring the progress of your program will allow you to prove impact to senior leaders, as well as monitor any kinks that need to be worked out.

Mentoring is a proven strategy to help people learn, network, and develop skills. It’s no surprise that organizations turn to mentoring to move the needle on gender diversity.

Grooming women for management roles and career advancement brings diverse perspectives to the strategic vision and direction of an organization. Properly supporting their development and advancement helps propel organizations into a stronger foothold within innovation and their leadership pipeline, providing a distinct competitive advantage.

• Amanda Schnieders is a marketing specialist for Chronus. As a believer in the innovative capabilities of the modern workplace, Schnieders focuses on the ways and processes by which mentoring can change employee productivity and enable personal growth in an organization.www.chronus.com

CAREER

Family Medical Leave Act Updates for Employers and Employees

T

By SYLVESTER E. WILLIAMS IV

he Family and Medical Leave Act is a federal law enacted to provide eligible employees working for a covered employer with an unpaid benefit to attend to an uncustomary family or medical situation.

The FMLA applies only to a covered employer. What makes you a covered employer? FMLA defines a private-sector employer as one who employs 50 or more employees in 20 or more workweeks within the current or previous calendar year. Private-sector employers with fewer than 50 employees are not covered under the FMLA; however, they might be covered under state law that relates to family and medical leave.

A key component of the FMLA

is that the employee’s job and medical benefits are protected during the period that the employee exercises the benefit.

Eligible employees are allowed to take up to 12 workweeks of unpaid leave within a 12-month period. To be eligible for FMLA, an employee must work for the covered employer for 12 months and have worked at least 1,250 hours within that 12-month time period.

The statutory justification for requesting FMLA leave is separated into four main categories. Those categories include: Childbirth. Leave can be requested for the birth of a son or daughter, adoption, foster care, and time to bond with a newborn and new child

from adoption or foster care.

Family care. A second category includes the care for a spouse, son, daughter, or parent who has a “serious health condition” or urgent family medical situation. In some instances, a health condition may arise from childbirth, but it could also be to care for a loved one suffering from a devastating illness.

Employee health. A third category involves a serious health condition that prevents the employee from performing their essential job functions.

Military. The last category involves a family member who is in the military and has an injury while

on covered active duty, is called to covered active-duty status, or has been notified of an impending call or order to covered active duty.

If the eligible employee has an immediate family member who is a covered service member, they may take up to 26 workweeks of unpaid leave to care for the service member as long as they have a serious injury or illness.

The combined total of 26 workweeks of leave includes up to 12 workweeks for any other qualifying FMLA reason. Once the employee exhausts their 26-workweek entitlement, they may not take any additional FMLA leave for any reason until the single 12-month period ends.

Also, the combined total of 26

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workweeks of leave must occur during the single 12-month period. So it is very important for the employee to coordinate the leave request with the human resources department.

FMLA law protects employees from interference and retaliation by their employer for attempting to exercise their FMLA rights. In fact, employers must maintain the employee’s health benefits during the leave period and reinstate the employee to their original position or an equivalent position if the original one is not available.

In some limited situations, the employer, under FMLA guidelines, can require certification of need for FMLA from the employee. For example, an employer may request certification for leave requests to validate an employee’s own serious health condition; fitnessfor-duty certification at the end of the employee’s leave; a serious health condition of the employee’s parent, spouse, son, or daughter; and military family leave.

Every covered employer under

the FMLA is required by law to provide a general notice to their employees. There are two very specific requirements for the covered employer in this area.

First, they must display or post a general notice to employees explaining the procedures for obtaining leave. Second, if the employer has employees who meet the FMLA eligibility requirement, they must provide written notice to the employees using the employer’s employee handbook or in alternative written materials about leave and benefits.

Covered employers who willfully elect to violate the posting requirement may be assessed a civil penalty for each separate occurrence of the violation. The Department of Labor has developed a general FMLA poster that is available to covered employers. Just go to the department’s website at www. dol.gov/whd/fmla and obtain the poster. It is free and will satisfy the posting requirement.

The FMLA from 1996 through

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2013 used a different standard to determine eligibility of employees.

The standard used was based upon same-sex spouses consistent with the 1996 Defense of Marriage Act, which specifically provided that a “spouse” for federal law purposes had to be an opposite-sex spouse.

Conversely, in June 2013, the U.S. Supreme court, in the case of United States vs. Windsor, struck down the section of that law pertaining to the opposite-sex spouse standard.

Why is this law significant for employees and covered employers?

Simple: The law changed the standard that covered employers will use to determine eligibility of employees under the FMLA. Under the Windsor holding, more specifically, if the state in which the employee resided recognized same-sex marriage, then the employee’s same-sex spouse would qualify as a “spouse” under the FMLA. In the same manner, for commonlaw marriage, if it was recognized in the state in which the employee resided, then the employee’s common-law spouse was a “spouse” for FMLA purposes.

As a result of the Windsor case, in February 2015, the United States Department of Labor issued new regulations instructing covered employers under the FMLA on how to determine if a samesex spouse or common-law spouse qualifies as a “spouse” for purposes of FMLA leave request proffered by an employee.

The DOL regulations became effective on March 27, 2015.

Furthermore, the regulations use “place of celebration” for determining whether a same-sex or common-law spouse qualifies as a “spouse” for the FMLA. In fact, under the “place of celebration” standard, the term “spouse” is defined using the law of the state where the marriage was consummated, rather than the state law where the employee currently lives.

For example, if a same-sex couple was married in a state permitting same-sex marriage, the employee’s spouse will qualify as a

“spouse” for the FMLA, regardless of where the couple now lives or works.

If a same-sex or common-law marriage was entered into outside of any state in the U.S., then the employer should determine whether the marriage was valid in the country or other place it was entered into and whether the marriage could have been entered into in at least one state in the U.S. Under the FMLA regulations, a covered employer has the right to request reasonable documentation of the family relationship, which could include the state in which the marriage occurred.

The reasonable documentation contemplated by the DOL for these purposes is a written statement from the employee, court document, child’s birth certificate (in the case of a stepchild), etc. Note that the employee, not the employer, gets to choose the form of documentation to be provided.

One last point that is very important for the employee: Unfortunately, the FMLA does not provide clear-cut definitions for serious health conditions. The law provides flexibility by allowing each situation to be considered on its own merits.

For example, one person’s problem with bronchitis might end up with a missed day of work and some harsh coughing, while another person with the same ailment might result in an extended stay in the hospital. Nevertheless, there are specific ailments that would not qualify as “serious health conditions” and they include the following: earache, upset stomach, minor ulcer, colds, flu, headaches, routine dental or orthodontic problem, cosmetic treatment, and indigestion.

The key to understanding serious health conditions involves continuous treatment by a doctor.

However, an ailment that could lead to something more significant can be considered a serious health condition.

FMLA is a great benefit for an eligible employee. However, the employee has to make certain they have an urgent health condition that requires time off.

CAREER

Employee Benefits Growing in Importance

By BARRY SPARKS

A

lthough wages receive the bulk of the attention, employee benefits are playing a more important role than ever in attracting employees, retaining them, and creating job satisfaction.

The 2016 Aflac Workforces Report reveals that 55 percent of employees are at least somewhat likely to accept a job with slightly lower pay if it has better benefits.

Sixty percent of employees said having a benefits package is extremely or very important to their employer loyalty. Thirty-six percent said improving their benefits package is one thing their employers can do to keep them in their jobs.

Matt Pfeiffenberger, vice president of health benefits solutions at Murray Securus in Lancaster, says many central Pennsylvania small businesses recognize the value of employee benefits.

Despite the recent national reports of companies decreasing employee benefits, Pfeiffenberger says he hasn’t seen a pullback on employee benefits in the region in the past several years.

“Companies, for the most part, are still picking up the bulk of the costs, particularly for single-person health coverage,” he says.

He says health insurance, life insurance, some level of disability, and a retirement plan are the most commonly offered benefits.

“These benefits tend to cover events that could be catastrophic for employees and their families,”

he points out. “Many companies look at these four as being financially crucial to employees.”

Pfeiffenberger said many smaller companies are family owned, and part of their corporate culture is taking pride in taking care of their employees and their families.

“To their credit, they aren’t just providing employee benefits from a dollar perspective,” he comments.

“They care about their employees.”

For small companies that don’t offer any employee benefits, Pfeiffenberger suggests they first try to offer health insurance. If unable to do so, he recommends they offer an alternative insurance, such as life or dental/vision. Some benefits, such as flexible work scheduling, don’t cost anything.

“It’s always good for human

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resources managers to compare their company’s employee benefits offerings to those of comparable competitors. Benefits can be a clear differentiator,” he says.

According to a 2017 U.S. Bureau of Labor and Statistics report, employer costs for employee compensation averaged $35.64 per hour worked. Wages and salaries accounted for 68.3 percent of these costs, while benefits accounted for the remaining 31.7 percent.

“There is no rule of thumb on the percentage of employee benefits in regards to overall compensation,” says Pfeiffenberger. “Typically, benefits add thousands of dollars to the employee’s compensation value. Most employees, however, don’t realize this.”

Pfeiffenberger recommends that companies work to increase the awareness of the value of employee benefits.

“The average employee considers benefits important at the time they need them,” he says. “That’s when they are most engaged with the costs. Companies should help educate employees about the value of their benefits by sharing that information with them.”

In addition to helping employees develop a greater appreciation for their benefits, sharing the information can also aid them in becoming more conscientious healthcare consumers and developing healthier lifestyles, according to Pfeiffenberger.

Employee benefits also are a major recruiting tool.

When asked to rank their top benefits priorities, more employers (83 percent) chose retaining employees as an important benefits objective than chose increasing employee productivity (80 percent) and controlling health and welfare benefit costs (79 percent), according to MetLife’s 2017 U.S. Employee Benefit Trends Study.

More than half of employers (51 percent) said that retaining employees through benefits will become even more important in the next three to five years, according to the study.

“Companies will struggle to find talent without a comprehensive

         

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and strong benefits program,” emphasizes Pfeiffenberger. “It’s difficult to find dependable, talented people. Employee benefits help retain good employees and attract new employees.”

Regardless of a company’s employee benefits offerings, Pfeiffenberger says most companies can benefit from an audit of their plan.

He said one of the biggest components to look at in an audit is who is on the plan, and should they be on the plan?

Many companies have implemented a spousal carve-out clause, which requires the spouse to obtain health insurance through their employer, if it’s offered.

Dependents can stay on a parents’ health plan until they are 26 years old.

“Companies have to make sure dependents come off the benefits plan when they are supposed to,” stresses Pfeiffenberger. “And that anyone who is not legally entitled to be listed as a dependent may not be covered. It’s important to make a move before a large claim is filed.”

Pfeiffenberger says more attention has been paid to this issue in recent years as the cost of health coverage has increased.

Another major part of an audit is assisting with benefit plan compliance.

“Keeping up with the changes related to COBRA, HIPAA, and ADA can be daunting, particularly for small companies, which may have only one HR person,” he said. “These changes are usually rapid and complex. They can be overwhelming.”

An audit also includes nondiscrimination testing for employee benefits. Rank-and-file workers must be offered the same benefits with the same cost structure as management, says Pfeiffenberger.

He adds the same is true for medical benefits, pension plans, and 401(k) programs.

While all this can seem intimidating, Pfeiffenberger says businesses, such as Murray Securus, can support or handle the HR functions for small companies.

Disability Insurance — A Safety Net for Your Income

By KIM KLUGH

a short-term policy with long-term benefits.

Martin explains the shortterm disability “might last for 26 weeks with a long-term disability policy taking over after that point. Long-term policies can offer coverage up to age 65 or up to full retirement age for people who have become totally disabled.”

Those who become totally disabled can apply for Social Security disability benefits. If granted, the Social Security disability income benefit is then coordinated with the payout from an existing disability policy. The beneficiary will automatically be enrolled in Medicare 24 months after the SSDI kicks in.

Martin says that employers may offer disability policies with the cost of the premium split by the company and the employee, or employees may be asked to pay the entire premium via payroll deduction.

If you as an employee pay the entire premium, any benefits you receive would be tax free. If, on the other hand, the employer pays the entire premium, any benefits you receive as an employee would be taxable.

“Employer-based policies,” says Martin, “frequently have no need for underwriting as guaranteed issue benefits are offered to everyone in the group, with age of the employee determining the cost.”

Individuals can also purchase disability policies, and “this is particularly important to those who are self-employed,” says Martin.

Unlike employer-based policies, these policies are usually not divided into short-term/long-term categories.

Instead, she explains that an individual can purchase a policy that offers benefits for specific periods, such as one year, two years, five years, etc., up to age 67.

Martin adds that those who are self-employed also need coverage for any business expenses that might continue, regardless of illness or injury, in addition to coverage for their income.

So what exactly do disability

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W

hat if you were suddenly incapacitated and couldn’t work? How long could you make do without your paycheck? Can you turn to a robust rainy-day fund?

For how many weeks could you purchase groceries, pay a monthly rent or mortgage, and keep on top of other monthly bills?

These are questions to consider while you’re still healthy and on the job, whether your household is a one- or two-income family. Should you become disabled due to unanticipated illness or injury and unable to continue working, it’s financially prudent to have a plan in place to meet the ongoing expenses vital for you and your family’s economic well-being.

Disability insurance can offer protection in these circumstances and may be worthy of consideration, especially if you view its purchase as a safety net for your paycheck.

If you think your chances for injury or illness are remote, think again.

Disability is unpredictable and does not discriminate. According to the Social Security Administration, more than 1 in 4 20-year-olds will experience a disability for 90 days or more before they reach 67.

Included among the more common circumstances that stand behind many disability claims are arthritis, heart disease, stroke, mental health problems, cancer, diabetes, and back pain.

Liz Martin, CIC, owner and president of Martin Insurance Agency in Millersville, says there are two types of DI policies. Employerbased policies may typically team

Lifestyle

insurance benefits cover? They’re calculated as a percentage of your gross income and generally end up being between 50 and 70 percent of that income. Benefits you receive are based on total disability, which Martin describes as “the inability to perform any part of your work, and you are not engaged in any occupation for wage of profit.”

To initiate a claim or substantiate continued payment of benefits, periodic physician statements are required.

“Underwriting is rigorous for individuals,” says Martin, “and claims for something considered to be a pre-existing condition may not be honored for the first two years or so of the policy.”

Additional exclusions for which benefits are not generally granted include acts of war, attempted suicide, and intentional injury to oneself. Furthermore, with individual policies, Martin says pregnancy may not qualify as a disability unless complications arise.

“

period,” says Martin, “the lower the premium will be.”

If you have an employer group short-term disability policy, you can typically expect your benefits to begin the first day after an injury and eight days after onset of illness.

Protecting your income with DI can be costly, but Martin points out that it enables you to “take charge of protecting your home and family” in the event you are suddenly unable to maintain your income due to illness or injury.

“Riders also exist,” says Martin, “that allow for guaranteed right to apply for higher benefits, as your income increases over the years.”

After weighing the costs and advantages of DI, you can choose the suitable elimination and benefit periods that correspond to your needs and budget. By safeguarding your income with disability insurance, you can buy some peace of mind now for potential difficulties that may occur down the road.

If you think your chances for injury or illness are remote, think again. Disability is unpredictable and does not discriminate. According to the Social Security Administration, more than 1 in 4 20-year-olds will experience a disability for 90 days or more before they reach 67.

”

And if you as a beneficiary reach a stage of partial return to work, your benefits will be reduced according to the newly adjusted income.

When can you expect DI to pay out? Individuals can opt for an elimination period of 30, 60, 90, or 180 days or a year, with the most common being 90 days. The elimination period is the length of time between the onset of the

disability and the time you qualify to collect benefits.

Once again, you need to weigh your cash reserves and monthly expenses and then do the math to determine how long you could go without your income.

Think of the elimination period as a deductible period for your policy. During this period you will not receive benefits.

“The longer the elimination

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A Cultural and Educational Retreat Vacation

C

By GINA NAPOLI

specific or general, all evoke thought and inspire considerate dialogue.

A Typical Week of Events For example, one of last summer’s most relatable themes was “Our Changing Relationship with Food.”

Just about everything on campus related to various dimensions of the theme.

Throughout the week in the town square, local farm-to-table eateries and wineries offered samples. On one special day, hipster food trucks occupied that same space.

The morning lectures in the amphitheatre drew noted author Ann Patchett and Chef Michael Ruhlman to hold a public conversation about food as a commodity and gender roles in the domestic kitchen. Chef Jacques Pepin spoke about cultural identity through sharing recipes and the legacy he will leave through teaching his daughter.

Professors, active lobbyists, and food advocates spoke about food insecurity, food deserts, historic and modern diets across the socioeconomic spectrum, and fallacies in nutritional study data.

The afternoon multidenominational religious lectures in the Hall of Philosophy brought a Muslim speaker to talk about bonding through food, a rabbi to speak about food rules in the Torah, and a Catholic priest running a nonprofit whose mission is to rehabilitate ex-convicts by putting them to work running a bakery.

These and other lectures highlighted myriad issues surrounding food, proving that something so bonding and

Lifestyle

hautauqua (“shi-TAW-kwa”) Institution is a rejuvenating retreat where its visitors treat summer as a verb.

The experience is a hybrid of a college campus, a summer camp, a church revival, and a bygone era resort like Kellerman’s (a la Dirty Dancing). It’s likely to be unlike any place you’ve ever visited.

Situated on an idyllic 750 acres on the southwest tip of New York overlooking Lake Chautauqua, Chautauqua Institution is a gated community full of adorable Victorian cottages, inviting front porches, and absolutely no franchises.

An open-air Greek-style Hall of Philosophy and a Roman-esque amphitheatre host thousands for lectures, church services, and concerts. Summer visitors bustle around on golf carts, bicycles, or on foot, toting portable chairs and seat cushions to find a seat at the next upcoming event.

Almost 150 years ago, Chautauqua Institution began as a cultural and educational movement and teaching camp for Sunday school teachers. As a nonprofit education center, its offerings in education, religion, and the arts have expanded incrementally over the years.

Entertainers and speakers who present at Chautauqua are typically contemporary and current in their respective fields and accomplished in their professions.

Each summer season contains nine weeks of structured programming.

Each week has its own unique, culturally aware theme, with corresponding events wrapped around those themes. Whether the theme is modern or historical,

The porch of the Athenaeum Hotel at the Chautauqua Institution.

A view of the townsquare from the library balcany.

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One of the classrooms at Chautauqua Institution.

A two-story cottage at Chautauqua Institution.

The Athenaeum, one of the hotel’s original lobby fireplaces.

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comforting could also be a divisive topic. The policy at Chautauqua Institution is to welcome and respect all points of view, even those opposite to your own. The community is open to all religious beliefs and political persuasions, encouraging listening, polite idea exchange, and intelligent questions thoughtfully posed.

Throughout the day, many opt for adult education classes, like the psychology of binge-eating or Egyptian farming. The more active pursuits are sailing, dancing, tennis, or golf lessons. Arts and crafts, such as glass fusing or pottery classes, prove to be popular, too.

Intense, weeklong writing sessions, such as Mah-Jongg lessons or writing clinics, could also serve as a wonderful excuse to sit on the porch with other lifelong learners. All teachers must present impressive resumes and bring years of seasoning to the material they present.

Evening Relaxation About those porches ... One of the best activities at the end of a concentrated day of learning is rocking in a wicker chair on a wraparound porch. Depending on where that porch is on campus, either scenery or people make a fine view.

If the porch is situated just so,

The Hall of Philosophy at Chautauqua Institution.

you may be able to glimpse a performance, the lake, or even an artist’s plein air painting.

Evening entertainment offers a chance to take a breather from the intense programming of the day.

Though not directly related to the theme, many of the performers have names that would impress your friends. Also on campus, resident companies held their ballet, opera, theater, and symphony performances.

Plan Your Visit Though the entire year holds community events, no season is as structured and prolific as summer.

If you’re planning to visit during the summer season, plan ahead.

Cottage rentals can be pricey, and there is an additional fee to enter the grounds. A historic hotel and quaint inns offer options, as do the 11 religious denominational houses. There is also dormitory-style lodging available during the last two weeks of the season when the college student workers leave their summer jobs and return to school.

Chautauqua Institution is not far from the Finger Lakes, wine country, or Jamestown, New York, which is its closest train station.

The closest airport is in Buffalo.

Its rural setting and winding roads make a long country drive an ideal travel mode, about five to six hours from central Pennsylvania.

Few cars are permitted on campus. There is a small daily fee for parking off the grounds.

Just inside the gate is a bicycle rental and repair shop. Shuttles run every half hour, and you can hitch a ride on a golf cart if you can catch one.

Admission to the gated community covers the lectures and concerts, religious events, and library use.

There are additional charges for films at the cinema, resident artist performances, use of the fitness facilities, and lake activities.

Summering at Chautauqua Institution is not a vacation to relax. It’s a vacation you’ll want to squeeze every last drop from.

Experience the learning. Savor the respite. And book it again next year. For more information, visit http://chq.org.

7

Ways Women Can Prevent a Stroke

By SANDRA GORDON

I

n the U.S., nearly 1 in 3 women will die of stroke, a “brain attack” that occurs when a blood vessel that carries oxygen and nutrients to the brain is either blocked by a clot or bursts.

In fact, each year, 55,000 more women die of stroke than men.

Because stroke is so common, it’s something all women should be concerned about, even young women. Prevention is key. Here’s what you can do to reduce your stroke risk.

Wellness

1. Know your risk level. American Heart Association guidelines for cardiovascular disease prevention put women into three risk groups: high risk, at risk, and ideal cardiovascular health.

It’s important to identify which of the three groups you fit into.

You’re at high risk, for example, if you already have heart disease because you’ve had a heart attack or a stroke or have diabetes.

You’re at risk if you smoke, have high blood pressure (greater than 120/80), have total cholesterol above 200, you’re overweight, you don’t exercise, and/or you eat an unhealthy diet.

You fall into the category of ideal cardiovascular health if your total cholesterol is less than 200, your blood pressure is less than 120/80, your body mass index is less than 25, you don’t smoke, you’re physically active, and you eat a healthy diet. (Only one out of more than 1,900 people falls into this category, according to a Circulation study by researchers BUSINESSWomanPA.com

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at the University of Pittsburgh School of Medicine.)

Then, based on your risk level, talk to your doctor to determine the best preventive program for you and your heart.

If you’re at high risk for stroke because you have diabetes, for example, you’ll want to manage your blood sugar closely. Diabetes is one of the strongest risk factors for stroke because high blood sugar can damage blood vessels over time, creating conditions ripe for a stroke.

2. Stop smoking. “Smoking is a major risk factor for stroke because it increases blood pressure and the tendency for blood to clot, both of which are independent risk factors for stroke,” says Lori Mosca, M.D., M.P.H., Ph.D., professor of medicine at Columbia University Medical Center and director of preventive cardiology at New YorkPresbyterian Hospital.

Women who take oral contraceptives and smoke are at even greater risk for stroke than women who don’t. To stop smoking, don’t go it alone. To increase your chances of success, get counseling and use nicotine replacement or drug therapy, if you need it.

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3. Exercise your options. Get at least 150 minutes of moderately intense exercise each week, such as brisk walking or 75 minutes of vigorously intense physical activity, such as jogging or

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singles tennis. Consistency is key for a healthy heart and to help avoid weight gain, which is common as we get older because metabolism slows with age.

Obesity is a major risk factor for all cardiovascular disease, including stroke. Nearly 2 out of every 3 women older than 20 are now overweight or obese.

risk; below 120/80 is ideal. Optimal total cholesterol is less than 180; fasting blood glucose should be less than 100; and your body mass index should be less than 25.

Try lifestyle tactics to improve your numbers, such as changing your diet and losing weight. If that doesn’t help, talk to your doctor about drug therapy.

4. Eat to beat stroke. What’s good for your heart is also good for the blood vessels that feed your brain. Center your diet around fruits, vegetables, and whole grains, such as oatmeal and whole-grain bread. Eat fish twice a week, preferably fatty fish, such as salmon.

Limit salt to less than 1,500 milligrams per day. Cut out trans fats and keep dietary cholesterol and saturated fat low by eating fewer fried foods, meat, packaged desserts, butter, cheese, and other high-fat dairy products, such as sour cream and ice cream. Limit alcohol to one drink daily or less.

6. Talk to your doctor about aspirin therapy. The AHA guidelines recommend daily aspirin use for women with heart disease, diabetes, or stroke to protect themselves from future attacks, unless your doctor tells you there’s a medical reason not to. Routine aspirin use isn’t recommended for healthy women under 65, though.

5. Know your numbers. Get a checkup to get the facts: What’s your blood pressure, total cholesterol, LDL “bad” cholesterol, HDL “good” cholesterol, triglycerides level, glucose (HbA1c), body mass index, and waist circumference?

How to do these compare to the ideal?

High blood pressure (140/90 or more) can up your stroke

7. Don’t ignore symptoms.

A common one in women is atrial fibrillation — an irregular rhythm that causes one of the heart’s chambers not to beat properly. A clot can develop because of abnormal blood flow, causing a stroke.

If you notice that your heart develops the tendency to occasionally beat rapidly and then slow down, see your doctor. You might also experience other symptoms, such as lightheadedness or difficulty breathing. A stroke from atrial fibrillation is preventable; blood-thinning drugs, such as aspirin or warfarin (Coumadin), can help.

Depression is Far More Sinister than Sadness — and Women are Particularly at High Risk

I

By KIMBERLY BLAKER

Most recently, I experienced my first dysthymic episode — a depression that lasted two years, cycling between mild and severe. I had become resistant to my longtrusted friend, Wellbutrin, and none of the many other medications I tried gave me any relief.

It was when I finally found a psychopharmacologist who knew just the right cocktail (combination

of medications) for me that my depression finally went back into remission.

People with depression often suffer from various forms. In addition to being diagnosed with major depressive disorder and dysthymia, I’ve also been diagnosed with seasonal affective disorder and bipolar II (hypomania, rather than mania) with the depression component being

the more severe problem for me.

Women are Particularly at Risk for Depression Depression does affect both women and men. But women are twice as likely to experience major depression, according to Harvard Medical School. Women also experience higher rates of dysthymia, seasonal affective disorder, and the depressive side of bipolar disorder.

Depression, unlike the normal sadness everyone experiences from time to time, is a soul-sucking darkness that for many is debilitating. It causes feelings of hopelessness, helplessness, and worthlessness, and can affect every aspect of life, from work and school to parenting, friendships, and the very basics of living.

For most women who’ve been diagnosed with depression, when it begins to set in, the feeling is unmistakable. But for those who suffer from milder forms of depression and sometimes even those suffering from a first major depressive episode, they don’t immediately connect all the dots.

So, some people can experience depression, not realizing they’re suffering from a treatable illness.

Signs of Depression The symptoms of depression can range from mild to severe.

Not everyone experiences every symptom. But several symptoms must be present for at least two weeks to receive a diagnosis of depression.

The exact criteria for specific types of depression vary slightly, but the following are all indicators.

• Feeling depressed (sad, empty, or hopeless) nearly every day for at

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was about 31 when I was first diagnosed with major depression. I was married, had two beautiful kids ages 7 and 3, and owned a thriving business. Despite having plenty to live for, my usual happy mood had plummeted into despair.

I’d lie awake at night ruminating about every minor thing I had ever said or done wrong — or imperfectly.

During the day, I had no motivation to do anything. The simplest, everyday tasks suddenly required extraordinary effort.

My life felt utterly worthless, despite all evidence to the contrary, and I was engulfed in sorrow and hopelessness.

As days turned into weeks, I continued to spiral on a downward path. I became increasingly focused on death. I wasn’t suicidal, per se — though thoughts of the least painful methods of ending my suffering certainly swirled around in my mind. But I wanted nothing more than to fall asleep and never wake again.

Finally, unable to endure the emptiness any longer and terrified by my thoughts, I sought help. I was immediately started on an antidepressant, and within a few short weeks, the darkness lifted. I was my usual happy, energetic self once again.

But this was only the beginning of what would become a lifelong battle with depression. Over the past couple of decades, I’ve gone through far too many bouts of depression to count. Some have been mild and short-lived, having little impact on my functioning despite the bleak and gloomy outlook looming over me.

Other episodes have been major and affected all aspects of my life.

diagnosis of dysthymia as well. So those with dysthymia can range from mild to severe impairment.

least a couple of weeks • Unusual irritability or difficulty controlling anger

Mental Health Awareness Week May 14-20

• Ongoing trouble sleeping or sleeping more than usual • An increase or decrease in appetite or significant unexplained weight loss or gain • Loss of interest or pleasure in all or most activities • Difficulty concentrating or making decisions • Feelings of fatigue or loss of energy • Excessive or inappropriate feelings of guilt or worthlessness • Visible psychomotor slowing down or agitation • Recurrent thoughts of death or suicide, with or without a plan, or attempted suicide Types of Depression There are many classifications, or types, of depression. The following are a few of the more common.

In a given year, major depressive disorder affects nearly 7 percent of the U.S. population, according to the National Institutes of Mental Health. During a major depression, almost all aspects of a person’s life are affected. It can be difficult for someone with major depression to find the motivation to do anything, including such necessities as taking a shower.

As a result of the impairment, both work and personal life suffer.

In addition to the symptoms in the

section above, 2 percent of people with major depression will also experience psychosis. This means they’ll experience hallucinations and delusions.

Dysthymia is diagnosed when a person has experienced depression for most of each day and on most days for at least two years.

For many, it’s a lower-level but enduring depression. But people with major depression who are treatment resistant can meet the

Those with seasonal affective disorder become depressed only or primarily during a particular season. For most with SAD, depression occurs during the fall and winter months with their shorter days and reduced sunshine. But some people experience SAD during the summer months instead.

The onset of SAD is typically around the age of 20 and affects 10 million Americans each year.

Bipolar disorder affects 2.6 percent of American adults, according to the NIMH. This treatable but lifelong disease typically develops in women in their mid- to late 20s. For men, onset is usually in the teens to the early 20s.

Bipolar is signified by its bouts of both mania (or hypomania) and its opposite extreme, depression.

Though an individual with bipolar will experience both sides of the

Wellness

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spectrum, in women, depression is often the most problematic, while for men it’s the mania.

Those persons with bipolar often experience psychosis during bouts of mania and sometimes with depression.

Postpartum depression is one of the forms of depression exclusive to women. According to the NIMH, 10-15 percent of women will develop it. Postpartum depression shouldn’t be confused with the “baby blues,” which is milder, short lived, and related to the worry and fatigue of parenting a new baby. Instead, postpartum depression results from hormonal changes.

During pregnancy, a woman’s hormone levels increase. But then immediately following childbirth, the hormone levels rapidly drop to normal levels. This ultimately results in depression in some women. Like other forms of depression, it can be mildly to severely debilitating.

Causes The exact cause of depression is unknown, but several factors likely contribute to the condition.

According to the Mayo Clinic, those with depression have physical changes in their brains. These changes may eventually help researchers determine the exact cause of depression.

Depression is also known to be genetic; there is a higher incidence of depression in those with blood relatives who suffer from the condition.

Brain chemicals called neurotransmitters play a role in depression. The Mayo Clinic explains that the way the neurotransmitters function and how they affect the neurocircuits involved in mood stability play a significant role both in depression and its treatment.

Hormonal changes can also influence depression, particularly for women. During pregnancy and for several months following pregnancy, women are especially vulnerable.

Menstruation cycles and menopause can also trigger depression.

Treatment In some cases, depression results from an underlying medical condition, such as thyroid problems or low vitamin B levels. For this reason, it’s essential to visit your primary-care physician for blood work to rule out other causes. If the root of depression is an underlying medical condition, treatment for that condition is likely all that’s needed to cure the depression.

If medical causes have been ruled out, then it may be wise to consult with a psychiatrist. Although primary-care physicians can treat depression, psychiatrists have specialized training in diagnosing the various forms of depression and experience in treating them.

Psychiatrists often know which medications will work best for a particular patient based on a variety of factors. In fact, depending on the type of depression and the specific set of symptoms, some people with depression require a combination of antidepressants, anti-anxiety medications, and mood stabilizers. Psychiatrists know how to tailor treatment to each individual for best results.

For those who are treatment resistant, look for a psychiatrist with the special “psychopharmacologist” designation. Psychopharmacologists have gone through additional specialized training in how drugs affect the mind and behavior.

In addition to medication, many psychiatrists recommend cognitive therapy with a psychologist or behavioral therapist in conjunction. This can be helpful both in coping with the effects of depression as well as dealing with any underlying trauma or events fueling the depression.

Finally, for those with SAD, sitting under a light therapy box is often recommended and has been found to be helpful. You can order one online, and depending on your doctor’s recommendations, you can sit under it for 20-40 minutes each day.

Edward Jones® Time for Financial “Spring Cleaning” The days are longer and the temperatures are warmer – so it must be spring. For many of us, that means it’s time for some spring cleaning. But why stop with sprucing up your living space? This year, consider extending the “spring cleaning” concept to your financial environment, too.

How can you tidy your finances?

Here are some suggestions: “De-clutter” your portfolio. As you go through your home during your spring cleaning rounds, you may notice that you’ve acquired a lot of duplicate objects – do you really need five mops? – or at least some things you can no longer use, like a computer that hasn’t worked since 2010. You can create some valuable space by getting rid of these items. And the same principle can apply to your investment portfolio, because over the years you may well have acquired duplicate investments that aren’t really helping you move toward your goals. You may also own some investments, which, while initially fitting in to your overall strategy, no longer do so. You could be better off selling your “redundant” investments and using the proceeds to purchase new ones that will provide more value.

Get organized. During your spring cleaning, one of your key goals may be to get organized. So you might want to rearrange the tools in your garage or establish a new filing system in your home office. Proper organization is also important to investors – and it goes beyond having your brokerage and 401(k) statements in nice, neat piles. For example, you may have established IRAs with different financial services companies. By moving them to one provider, you may save some fees and reduce your paperwork, but,

more important, you may find that such a move actually helps you better manage David M. Kolter your investments. Financial Advisor You’ll know exactly where your money is going, and it could be easier to follow a single investment strategy. Also, with all your IRAs in one place, it will be much easier for you to manage the required minimum distributions you must start taking when you turn 70 1/2. (These distributions are not required for Roth IRAs.) Protect your family’s financial future. When cleaning up this spring, you may notice areas of concern around protecting your home – perhaps there’s a crack in your window, or your fence is damaged, or part of your chimney is crumbling. Your financial independence – and that of your family – also needs protection.

Is your life insurance sufficient to pay for your mortgage, college for your kids, and perhaps some retirement funds for your spouse? Do you have disability insurance that can provide you with some income if you become ill or injured and can’t work for a while?

Have you considered the high costs of long-term care, such as an extended nursing home stay? A financial professional can help you determine if your insurance coverage is adequate for all these needs.

Consider putting these springcleaning suggestions to work. They may help you keep your financial house in good shape for all the seasons yet to arrive.

This article was written by Edward Jones and provided by David M. Kolter, Financial Advisor.

• Kimberly Blaker is the author of a kid’s STEM book, Horoscopes: Reality or Trickery? She has also suffered from and been in treatment for various forms of depression for the past 22 years.

Edward Jones

David M. Kolter, Financial Advisor 751 East Cumberland Street Lebanon, PA 17042 • 717.272.0447 BUSINESSWomanPA.com

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Watch

Women to

Molly Frohm has been promoted to

Ana Fritz has been hired as a client

branch manager of a Members 1st Federal Credit Shippensburg branch.

Frohm was previously assistant branch manager of the same branch for more than 12 years and has a total of 18 years’ banking experience.

service specialist by Norcal Group at the Norcal Mutual offices in Mechanicsburg. She comes with more than 30 years of commercial lines experience as a broker licensed in Pennsylvania and California.

Katie N. Voorhies joined the Brown Schultz Sheridan & Fritz team as an audit staff accountant on the forprofit team. Voorhies graduated from Messiah College, where she earned a Bachelor of Science degree in accounting with a minor in marketing.

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ACHIEVEMENTS &

LeTort Trust, through their Atgooth Foundation, gave $15,000 in support of financial and business literacy to Pennsylvania Free Enterprise Week, a one-of-a-kind summer program that offers incoming high school juniors and seniors a unique and challenging opportunity to see what it is like to run their own business.

Jill Welch, an attorney with Barley

Snyder, has been named to the board of directors of the Pennsylvania Dutch Council of the Boy Scouts of America.

Her sons, Jake and Luke Welch, have earned the Eagle Scout rank and Life rank respectively, and her husband, Doug Welch, is an assistant scoutmaster.

Celebrate your achievements!

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“I am a small business (yoga instructor in my own studio), and I can’t believe all of the calls I’ve gotten in response to my ad in BusinessWoman magazine. I am truly amazed. And to my delight, it’s been both women and men who have expressed interest.”

— K. Shaffer, Little Yoga Place www.LittleYogaPlace.com • facebook.com/ LittleYogaPlace Breathe@LittleYogaPlace.com • 717-471-8328 • Landisville, PA

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~ May 2018 | BUSINESSWoman

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Meet and

Greet

5th Wednesday Networking Lunch 11:30 a.m. – 1 p.m.

Held ONLY 5th Wednesdays of the year Rotating location – West Shore Area Wicked Kitchen 30 S. Main St., Mechanicsburg Mitzi Jones mhjsunshine@aol.com American Business Women’s Association (ABWA) Camelot Chapter 6 p.m.

3rd Monday of the month The Radisson Penn Harris Hotel & Convention Center, Camp Hill Marianne Troy, President 717.802.5622 mariannetroy@gmail.com www.abwa.org/chapter/camelot-chapter Lancaster Area Express Network 7:15 – 9 a.m.

3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Amy Winslow-Weiss info@LAEN-ABWA.com www.LAEN-ABWA.com Lebanon Valley Chapter 6 p.m.

4th Wednesday of the month Hebron Fire Hall 701 E. Walnut St., Lebanon Penny Donmoyer 717.383.6969 www.abwalebanonpa.com Penn Square Chapter 11:45 a.m. – 1 p.m.

1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, president 717.571.8567 abwapennsquare@gmail.com www.abwapennsquare.org

Wheatland – Conestoga Chapter 6 p.m.

1st Tuesday of the month Heritage Hotel 500 Centerville Road, Lancaster Linda Landis, President 717.880.6074 kwarner@murrayins.com www.abwa-wc.org

International Association of Administrative Professionals Capital Region of Pennsylvania LAN Meeting locations vary Pam Newbaum, CAP-OM LAN Director pneubaum@pinnaclehealth.org 717.782.5787 www.iaap-harrisburg-pa.org

Women’s Capital Area Networking (WeCAN) 11:30 a.m. – 1:30 p.m.

3rd Wednesday of the month Radisson Hotel 1150 Camp Hill Bypass, Camp Hill Abeer Allen, President info@wecanconnect.org www.wecanconnect.org

Yellow Breeches Chapter 6 p.m.

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

Pennsylvania Public Relations Society 5:30 p.m.

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

Women’s Network of York 11:30 a.m.

3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Laura Combs, President laura.combs@integritybankonline.com www.facebook.com/wnyork

Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to website for the meeting location Lori Zimmerman, President 717.648.0766 info@cpafe.org www.cpafe.org Executive Women International Harrisburg Chapter 5:30 p.m.

3rd Thursday of the month Rotating location Julie Young 717.713.7255 dpierson@piersoncci.com www.ewiharrisburg.org Insurance Professionals of Lancaster County (IPLC) 5:45 p.m.

3rd Tuesday of the month, Sept. – May Heritage Hotel 500 Centerville Road, Lancaster Krista Reed, Treasurer kristamariereed@gmail.com www.internationalinsuranceprofessionals.org

Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Lisa Mack, President shipswan@yahoo.com www.facebook.com/shipswan Women’s Business Center Organization (WBCO) A program of the York County Economic Alliance 11:30 a.m. – 1:30 p.m.

2nd Tuesday of the month Sept. through May Heritage Hills Golf Resort & Conference Center Windows Ballroom (next to Oak Restaurant) 2700 Mount Rose Ave., York For more information on registering or membership, contact Sully Pinos at spinos@ycea-pa.org

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May 2018

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23

Connections

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