Business Woman August 2016

August 2016

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Inside

WHAT’S

Help us spread the word to the guys in your life!

4 LETTER FROM THE EDITOR 7 disability leave

Understanding ADA and FMLA.

9 when men make the rules, women don’t advance

Women define success and business differently.

11 women need to stop singing ‘it’s my party and I’ll cry if I want to’

Women can’t expect something they do not ask for.

13 wOMEN’S eXPO

Highlighting events in Lebanon and Cumberland counties.

S ’ N E M

14 MAKE THE MOST OF YOUR CHILD’S AGES AND STAGES Know where your child is developmentally.

16 GIVING A LITTLE – HELPING A LOT 17 THE GIFT OF SLEEP

Nov. 19, 2016

19 pediatric hospice

9 a.m. – 2 p.m.

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Fostering healthy brains and bodies for our children.

Specialized care supports both children and families.

22 women to watch

York Expo Center • Memorial Hall West Food • Microbrews • Wines • Cigars • Automotive Fitness • Outdoor Adventure • Sports And so much more!

New hires and promotions.

22 ACHIEVEMENTS & APPLAUSE

Awards and accomplishments.

23 meet and greet

Regional networking events and meetings.

5 cover story

Evelyn Chatel, general manager and co-owner of Freedom Toyota Chrysler Dodge Jeep Ram in Harrisburg, is the perfect woman in a male-dominated world—it doesn’t bother her and she’s just out to do her best, employing a people-focused philosophy.

Originally from Cuba, she understands the importance of freedom and was thrilled to incorporate it as part of the company name.

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BUSINESSWomanPA.com

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editor’S

August 2016 Vol. 13 - No. 8

PRESIDENT AND PUBLISHER

Donna K. Anderson

“”

EDITORIAL

know after seeing the School will be starting cover photo you were soon, so I have included part saying, “I cannot believe one of a two-edition article. she stood on that roof!”

Developmentally, some kids are Always try to make personal connections To be honest, I couldn’t believe ahead of others, and then they it either when I was taking the may switch positions. However, with the people you meet. Be willing to picture! But if you know Evelyn there are general markers of listen and to help others. When we create Chatel, then perhaps it doesn’t your child’s ages and stages that a passion through serving others, we are surprise you. you can look for. exponentially rewarded.

She is one of the most Her child and sleep is on the vivacious people I have ever mind of many a woman. You ~ Sheri McConnell met, full of life and love for her know that if your child is up company and the people who during the night, you will be help it thrive (both employees wanting a nap during the day (not and customers). She is not afraid a good idea at work). More and to put her best foot forward and won’t let little things – like more kids are involved in so many after school activities being in a male-dominated business – get in the way of that their lives are already driven by hectic schedules. being successful.

But how much is too much? Learn some of the Inside this issue of BusinessWoman are a couple of ramifications of our children not getting enough sleep. articles that look at the differences between men and Get ready, get set, go! The women’s expos women in the corporate environment and how perhaps we are coming. It’s a great way to spend your day! need to make our best impressions with a little more gusto. www.aGreatWayToSpendYourDay.com.

Men’s and women’s workplace cultures are different, but Enjoy the rest of the summer. with more men in executive positions, we women need to understand their “roadmap” to the top. Then we can verbalize what we want: line positions, which lead to Christianne Rupp higher-level careers.

Vice President and Managing Editor

Please join us for these FREE events!

Exhibitors • Health Screenings • Seminars • Demonstrations • Entertainment • Door Prizes

Vice President and Managing Editor

Christianne Rupp Editor Megan Joyce Contributing Writers Mark Evans Sandra gordon Pat heim, phd Lynda hudzick tammy hughes michael king joanna l. krotz jennifer schindele

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~ August 2016 | BUSINESSWoman

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Member Of:

Story The Meaning of

E

Freedom

Chatel stands next to a 2016 Dodge Charger, which features a 6.2L HEMI® SRT Hellcat V8 engine.

By LYNDA HUDZICK velyn Chatel freely admits she knows nothing about cars, although she’s been in the automobile sales industry for 34 years.

“They all look kind of the same to me,” she said. “So I let the people who know about cars do their job. For me, it’s always been about the people. I just love people.”

Chatel, general manager and coowner of Freedom Toyota Chrysler Dodge Jeep Ram in Harrisburg, was born in Cuba and she, along with her mother and brother, were able to leave on the second-to-last freedom flight ever to get out of Cuba.

“My mother and brother and I were at home, and my dad had gone out to the store,” she recalls. “While he was at the store, a riot broke out, and even though he wasn’t involved, he was taken away to work in the sugarcane fields as punishment.

“At the same time, a knock came at our door at home telling us that if we wanted to leave, we had to go right

CAREER

COVER

at that moment. My mother had to make the really difficult decision to leave without my father, praying that he could follow us to the United States later. If we hadn’t left right then, we might have never gotten the chance.”

So Chatel, age 3 at the time, along with her mother and her brother, age 1, boarded the plane and landed in Miami. Her mother worked long hours as a seamstress in a factory, and also brought work home with her to support her family.

“There she was with two babies, she didn’t speak any English, and she knew no one in this country,” Chatel said. “When I think things are tough for me, I think about that and realize again what a strong woman she was.”

As luck would have it, she was also a pregnant woman, which turned out to be a very good thing.

“It was the best thing that could have happened because once my sister was born, she was able to request that my father be brought to the United States. Only U.S.-born citizens could

do that, and since my sister was born here, she was eligible. It took two years, but finally he joined us, and we were all together in Miami.”

When Chatel turned 18, she stumbled across a job opportunity at a car dealership and moved her way through the ranks, doing “every job possible and learning the business inside and out,” she said. “I am so grateful to my many wonderful mentors along the way.”

Eventually, she ended up running a large store in Florida. She recalls how excited she was to win a trip that only 20 dealers in the United States got the privilege of winning. It turned out to be another fortunate turn of events for her because on that trip, she met her current business partner.

“His dad actually won the trip because he owned the stores, but he couldn’t go so his son went. The only luggage lost on the trip was mine, and I remember my now business partner saying to my husband how impressed he was that a dealer’s wife wasn’t

freaked out about it. My husband told him actually he was the dealer’s husband, and I was the dealer.

“My partner felt bad about assuming it was the other way around, but honestly, this is a man’s business.

There are very few women in it, but that’s never been an issue for me.”

Chatel is the only female Chrysler Dodge Jeep Ram dealer in Central Pennsylvania and also the first female Toyota dealer in Harrisburg.

After the trip, Chatel and her now business partner kept in touch, calling each other for advice and just to talk shop. One day, he called and told her he was going to buy his father’s stores, and he asked her to be his business partner. Chatel and her husband decided to take the chance and moved their family to Pennsylvania.

“However, we didn’t sell our place in Miami because I wasn’t sure how things would work out. Now it’s been over 10 years, [and] it’s worked out just great—but we still haven’t sold our place in Miami! Actually my family is

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Chatel in the on-site gym where she holds spinning classes and has other exercise equipment for staff.

still in Miami so we do go and visit.”

Chatel recalls how she felt when her partner suggested that the business include the word freedom in the name.

“That word freedom meant so much to me, having come here as a child and finding the wonderful opportunities I found. I was thrilled and thought it was the perfect name for a store that I had ownership in.”

What makes Freedom Auto Group different, Chatel explained, is that for them, selling cars is what they do, but it is not who they are.

“Our focus is on people, and I think it’s so awesome that I get to live that every day,” she said.

The dealership sponsors and

participates in many community events and is proud to be an integral part of that community. Freedom Auto Group has a program called Holiday Helpers at Christmas, and last year, they fed more than 900 people, gave away clothing to those who needed it, and had stations inside the dealership with crafts and games for the kids.

“It connected our staff to those in the community that we serve, and that’s what we’re really all about,” Chatel said. “I give because I believe, and it comes back to me in so many wonderful ways.”

That people-focused philosophy is one that Chatel encourages the entire

staff to embrace.

“I don’t work every deal, but we get our staff to see and believe in this sense of a family community,” Chatel proudly stated. “When I see a customer in the grocery store, I can look them in the eye and know I did the right thing by them. I don’t want to live two lives.”

The staff of Freedom Auto Group are also recipients of the peoplefirst philosophy embraced by Chatel and her partner. There are regular potluck dinners, parties, and outings in which the staff is invited to participate.

Chatel has also been instrumental in installing a gym for the staff to

help them get healthy right there on the property, saving them time and money.

“I teach spinning classes here too, which at first I wasn’t sure if anyone would want to participate in, but so many people want to go, I have a waiting list!” she said.

Her principle, and one that the entire staff embraces, focuses on giving versus getting. And the results speak for themselves.

“It’s true, some days we fail, but there are many more days when we succeed,” Chatel said. “We have a family community here that catches each other, and that’s a big reason why this is such a great place to be.”

SM

WHAT MAKES US SPECIAL? Women-Owned Female Service Advisors, Sales, Drivers, Mechanics, and Technicians Family-Friendly Waiting Areas • Friendly Faces • Freedom 4 ... and so much more!

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6060 Allentown Blvd. • Harrisburg, PA 17112 | 717.545.4726 • www.FreedomAutoGroup.com 6

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Understanding Disability Leave under the ADA and FMLA Written by MICHAEL KING, Partner, and MARK EVANS, Associate*

our employee heads for a routine mammogram and gets a call a few days later that something was detected.

Following a biopsy and other tests, the employee’s worst fears are confirmed. The employee will need to take time off for treatment and recovery for her serious health condition and may need other accommodations when she returns to work.

As an employer, what are your responsibilities under the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA), and the Pennsylvania Human Relations Act (PHRA)?

The starting point depends on the size of your company. If an employer has 50 or more employees, it is subject to the FMLA and must provide up to 12 weeks of leave (in a single block of time or on an intermittent basis), without pay but with continued health coverage, to qualifying employees with a “serious medical condition” who have worked for at least one year and for at least 1,250 hours.

However, employers sometimes overlook the fact that even where the FMLA does not apply, employees are entitled to leave as a “reasonable accommodation” under the ADA (applicable to employers with 15 or more employees) and/or the PHRA. Further, employees who have exhausted FMLA may be entitled to additional leave under the ADA/ PHRA. Indeed, leave of absence is the single most frequent accommodation provided to employees with a disability. Further, the protections against discrimination on the basis of disability under the PHRA are virtually identical to those under the ADA but apply to employers with as few as four employees.

Accordingly, in Pennsylvania, all but the very smallest employers are subject to the duty to provide reasonable accommodation, including leaves of

absence, to disabled employees.

Just recently, the Equal Employment Opportunity Commis­sion (EEOC) issued guidance entitled “EmployerProvided Leave and the Americans with Disabilities Act,” available at www.eeoc.gov/eeoc/publications/adaleave.cfm. It is highly recommended that employers review this document to gain a basic understanding of the rights of employees and the duties of employers in this complex and frequently “murky” area of the law.

What follows below are some of the significant principles that are detailed in this EEOC publication.

Interactive Process When an employer receives a request for disability leave that cannot be accommodated through the FMLA and/or the leave policies applicable to all employees, the employer has an obligation to engage in an “interactive process” with the employee.

This process facilitates the gathering of relevant medical information and a dialogue in an effort to determine whether a leave of absence is a reasonable accommodation under the circumstances and, if so, the duration and other terms and conditions of that leave.

A refusal or failure on the part of the employer to engage in this process is itself a violation of the ADA. At the same time, a refusal or failure on the employee’s part to provide relevant medical information or to otherwise cooperate with the process can compromise their entitlement to accommodation.

of whether paid leave has been exhausted or whether the employer has a “maximum” leave policy that would be exceeded.

Indeed, Lowe’s, the homeimprovement chain, just entered into an $8.6 million settlement with the EEOC, arising from its termination of numerous employees over a 6.5-year period when their medical leaves of absence exceeded a 180-day (and later 240-day) maximum leave policy.

While the courts have held that there is no entitlement to “indefinite” leave, it is increasingly clear that maximum leave policies will be subject to challenge based on this EEOC guidance,unless coupled with anindividualized analysis establishing that extending the leave of absence will cause “undue hardship” for the employer.

The burden of proving “undue hardship” is on the employer; it is a heavy burden and one that becomes even heavier for large employers such as Lowe’s.

Post-Leave Accommodation When an employee returns from a disability-related leave of absence, there may be a need to resume the interactive process and to provide

Entitlement to Unpaid Leave An employee with a disability is, of course, entitled to any and all types of leaves available to employees without a disability; additionally, the disabled employee may very well be entitled to additional leaves of absence without pay, irrespective BUSINESSWomanPA.com

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other “reasonable accommodations.”

Under the EEOC guidance, employers are not permitted to require an employee to be 100 percent healed to return to work but can refuse to reinstate the employee if he/she poses a “direct threat” to himself/herself or others.

Once again, that burden of proof is on the employer and is difficult to meet. To the extent this simply requires the employer to treat the employee the same as any other employee with the same limitation but who did not require a leave of absence, it makes sense.

However, if this reflects an attempt by the EEOC to undermine the established practice of requiring a returning employee to provide a “fitness for duty” certification from the physician, that will likely be challenged by employers.

Perhaps the most difficult issue and one not really addressed in the EEOC guidance is: At what point does a request for an additional leave of absence effectively become a request for “indefinite leave” that is clearly not required under the ADA and may justify the termination of employment?

While these are difficult decisions that must be made after an individualized analysis, employers have a much better chance of prevailing where they have previously demonstrated knowledge of and compliance with the law, reasonable flexibility under the particular circumstances, and some compassion for the plight of the employee. *This article provides general information on a topic of interest to employers and is not intended as legal advice with respect to any specific situation or circumstances.

•

Michael King

Mark Evans

Attorney Michael King leads Stock and Leader’s employment law group in advising public- and private-sector employers. Learn more about Stock and Leader’s employment practice at www.stockandleader.com.

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When Men Make the Rules, Women Don’t Advance

By JOANNA L. KROTZ

W

hen comparing male and female leadership, the dialogue is usually framed as men’s command-and-control style versus women’s team-building or consensus approach. Men reward results. Women prefer to develop consensus.

“Women managers tend to have more of a desire to build than a desire to win,” says Debra Burrell, a New York psychotherapist who treats couples and trained with John Gray, author of the bestselling Mars Venus books. “Women are more willing to explore compromise and to solicit other people’s opinions.”

By contrast, men often think if they ask other people for advice, they’ll be perceived as unsure or an unworthy leader who doesn’t have the answers.

Working toward buy-in, a frequent strategy for women, is seen by men as a sign of weakness or lack of confidence.

For that reason, male bosses frequently view female managers as insecure or incompetent and therefore not ready to lead.

On the flip side, we’ve all seen female managers who have gravitated toward the preferred male style, and that doesn’t work well either. Much of the time, such female supervisors attract a reputation for being “difficult” or overly aggressive— whether they truly are or not. It comes down to men being uncomfortable wth women assuming this “male” style.

Before facing waves of protest about surfacing this old “women are too aggressive” stereotype, let me be clear.

Studies of gender in the workplace reveal this dilemma as women’s classic catch-22.

Invariably, it’s men at the top who make decisions about senior promotions. So it’s male perceptions that count. As a result, women managers are perceived by men as either lacking self-confidence (too concerned about consensus) or overly aggessive (too remote and brusque).

In other words, women are doomed if they do; dissed if they don’t.

In addition, the model for

leadership in corporations remains the warrior hero: the determined lone star who rides in, steers the crisis, works every weekend, and saves the day and the deals.

Women, though, tend to act as bridgebuilders in organizations, allowing for more openmindedness and resilience. Employees, especially women, may hear a lot of pep talk about cooperation and teamwork.

Yet connecting people and resources is neither recognized nor rewarded by corporate chiefs. That disconnect, besides the difference in managerial styles, has led many women to become discouraged if not disillusioned.

Women adopt the mission and the values of teamwork and perform accordingly, but to little notice. Over the last decade especially, many more women are “leaning out,” leaving corporate life to create better ways for them to work and live—alternatives that can support female-tilted needs and behavior.

For example, at Pixo, an IT

services provider in Urbana, Illinois, owner Lori Patterson manages a boutique staff in a sector notorious for pressurized deadlines and cascading deliverables. After some 15 years of deliberately operating with only 18 employees to allow for slow quality growth, Patterson expanded in 2013 to more than 30.

Along the way, she set up a routine of five-minute daily morning meetings for the entire staff, with everyone standing to emphasize the quick inand-out.

Part of Patterson’s motivation is to ensure that newer staffers understand the company’s culture and feel part of the team.

“We’ve randomly assigned nicknames to everyone so it feels intimate, and everyone can get to know one another,” she says.

But those five minutes are really about mission-critical tasks. Each staffer is asked to describe his or her stress level.

“Are you green, yellow, or red?” is the question. Managers can then focus

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more effectively. “If it’s red, we want to know what’s going on and what you need,” says Patterson.

Somehow, you don’t see men managing staff with quite the same level of efficiency and smarts. To the contrary, the male mode is usually based on eliminating any staff who “can’t stand the heat.”

Even so, each sex might benefit by taking a cue from the other.

“If a man tones down his command-and-control management style, he can gain deeper trust, greater initiative, and, perhaps most importantly, a climate that facilitates thinking out of the box,” says Kimberly Eddleston, professor of entrepreneurship and innovation at Northeastern University in Boston.

“That’s because men’s transactional tradition usually causes staff and stakeholders to worry more about making mistakes than about how to grow sales or profits.”

The goal is to delegate outcomes rather than monitor tasks. Women, however, need to be careful not to

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rely on relationships at the expense of imposing exacting performance standards.

Women define success and business differently, and, just maybe, they’re beginning to get their due.

•

Joanna L. Krotz is the author of Being Equal Doesn’t Mean Being the Same: Why Behaving Like a Girl Can Change Your Life and Grow Your Business, a call to action to women to take the leap to become leaders.

She hosts The Woman’s Playbook podcasts and also wrote The Guide to Intelligent Giving. Krotz frequently speaks and writes on women’s leadership. Follow Krotz: WomansPlaybook.com, Twitter, Facebook, and LinkedIn.

~ August 2016 | BUSINESSWoman

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CAREER

Women Need to Stop Singing ‘It’s My Party and I’ll Cry If I Want To’ 7 Reasons Why Men Aren’t Responsible for Failing Gender Initiatives

By PAT HEIM, PH.D., and TAMMY HUGHES

A

shley has been a manager for four years. She leads a highly motivated team that produces great results and has high morale to boot. But she has recently started thinking about leaving the organization.

The men that were hired at the same time as she have speedily moved up one or two ranks above her, and Ashley feels stuck. She talked to her boss about her future. He said that her former colleagues have moved up more quickly because they have targeted line positions, and she has never indicated a desire to move out of her staff function.

Her director seemed rather surprised that she was interested in the executive ranks since she had never mentioned it to him before.

He also indicated that she didn’t bring the ambition he would expect because she often opted out of

meetings scheduled later in the day.

Ashley walked away from this interaction with her director perplexed as to whether this was another case of men not promoting women, or if she needed to look inside herself and figure out if she should do things differently.

From her perspective, she has always enjoyed her staff function, and no one ever mentioned to her that having line experience is important in career mobility.

The comment about her noninterest in becoming an executive was shocking because Ashley thought her top performance was evidence of her desire to be promoted.

Ashley has two children and must leave to pick them up from childcare on time. She had no idea her director was viewing this need to opt out of meetings that ran late as lack of ambition and willingness to

put in effort.

She knows that most of the leadership team also has children, so this comment surprised her.

Ashley isn’t alone in this predicament. Many women don’t understand the unwritten road map to promotion in most organizations.

They need to stop blaming men when they make less for the same task. Ashley needs to verbalize her expectations on both pay and promotion. She can’t expect her manager to read her mind regarding desired career trajectory.

1. Men are not the problem.

The business culture is typically male; men are just behaving in ways that are “normal” for them. For the most part, men are clueless that women have a different culture.

If Ashley wants to succeed, she needs to learn the rules of the male culture and understand how those rules play out in organizational life.

3. Men simply must be included in the discussion of gender differences; stop excluding them.

Gender issues are interaction issues. You can’t solve the problem with only one gender in the room.

It would be helpful if Ashley and her organization could learn about the invisible rules of both gender cultures so they understand the differences in male and female communication.

2. Women can’t expect something they do not ask for.

Research indicates women don’t negotiate for salaries, annual increases, or promotions as aggressively as men.

4. Don’t believe the woman left for “family reasons.”

In exit interviews, women say they are quitting for family reasons.

Research indicates that, in fact, they

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were fed up playing the male game but give “family” as a reason so they don’t damage relationships or burn a bridge with their organization.

If Ashley chooses to leave, it is important that she be honest about the reasons. Organizations frequently don’t have an accurate picture of why women choose to leave because those departing often give the “family excuse.”

5. Women take the second shift.

Research shows that women do 16.5 hours a week of domestic duties at home, while male partners only account for seven hours. This makes the face-time requirement more difficult for women.

Organizations need to understand this and be careful that much of the meeting time isn’t selected during later hours in the day when a segment of the population may not be able to participate. When opportunities for informal influence are scheduled at times when Ashley can’t be present, she will feel excluded.

6. Women don’t aim for the line.

Women often find themselves in staff positions, while line positions lead to the top.

Although Ashley might be quite comfortable and enjoy her staff position, she needs to understand that in most organizations, unless you have line experience, your future is limited.

7. Women have mentors; men have sponsors.

Sponsors look for ways to promote and pull people up through the organization; mentors give thoughtful advice.

Research is clear that women are over-mentored and undersponsored. Ashley would benefit from having a sponsor who would help her identify line positions she could thrive in and guide her to the top-level positions.

• Pat Heim, Ph.D., is the CEO of The Heim Group, LLC, and Tammy Hughes is its president. A global leader in the gender diversity arena, Heim and Hughes deliver keynotes, executive sessions, and workshops to help organizations understand, value, and tap into the unique strengths that both gender cultures bring. It isn’t about good or bad, right or wrong … it’s about differences.

Check out their recently released, updated version of Hardball for Women: Winning at the Game of Business. www.heimgroup.com

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Girls Just Want to Have Fun!

By CHRISTIANNE RUPP Sure, that’s the title of a great song

by Cyndi Lauper, but as you know, we women are doing more than just having a wild time out there. But you know, after working all week both inside and outside the home, taking care of our families, volunteering in the community, and running ourselves ragged, it is time to take a break … and have some fun!

Luckily, the fall women’s expos are just around the corner, and we’re working hard to put together dynamic events for women of all ages. I’ve noticed that more and more families are attending the events, with multiple generations enjoying everything the day has to offer—entertainment, demonstrations, spa treatments, learning about products and services that area available to them and their families, and more!

Many times as I walk the show floor, I talk with our guests. Oftentimes I hear, “This is amazing! I can’t believe how much there is!”

With ample room for guests to move around, you can chat with exhibitors about their products and services; share remodeling ideas with contractors who would love to bring your ideas to reality; explore popular and interesting vacation destinations; and so much more.

Many exhibitors will be selling items such as jewelry, nutrition and weight-loss supplements, gourmet foods, skincare and cosmetics, handbags, and home accessories (think holidays!).

Of course, we are concerned not only about our own health, but also the health of our families. We are thrilled that WellSpan Good Samaritan is once again our partner for the

Lebanon County women’s expo.

Their staff will be providing valuable information on many different topics, offering screenings, and presenting seminars.

So much to see and do! Come early; stay long. Relax and enjoy yourself at the women’s expo. It’s a great way to spend your day. Don’t be looking back and saying, “Gee, I should have gone!”

E Oct. 1, 2016

omen’s Expo Cumberland County

9 a.m. - 2 p.m.

Lebanon Expo Center 80 Rocherty Road, Lebanon

Nov. 12, 2016 9 a.m. - 2 p.m.

Carlisle Expo Center, 100 K St., Carlisle

Hosted by:

717.285.1350

Visit www.aGreatWayToSpendMyDay.com for free advance guest registration ($5 at the door) or for more information about participating as a sponsor or exhibitor.

BUSINESSWoman

For guest registration, or more information, go to: aGreatWayToSpendMyDay.com

Won’t You Join Us?

“We had a great time and we sold two jobs on Monday off of show leads. You randomly emailing me a few months ago is one of the best things that has happened!” — April L., ADT

women’s expos are excellent venues to reach women of all ages in a fun and relaxing atmosphere.

Guests are able to unwind and have fun while shopping, enjoying free spa treatments, watching a fashion show and demonstrations, and relish in “me” time.

You are invited to participate as a sponsor or exhibitor, branding and promoting your products and services to those who make more than 80% of the buying decisions — women!

“This was an awesome women’s expo and I really enjoyed the crowd plus had a great event! The crowd was steady, and I found the women seemed very engaged in the products and supported our efforts! Great expo!” — Jodie S., Silpada “Fantastic show! I think it was a smashing success. I was thrilled to see really good traffic. I think you and your staff did an exceptional job planning, promoting, and executing everything.”

— Tony C., Marketing Consultant

aGreatWayToSpendMyDay.com

If you could help greet visitors, stuff EXPO bags, or work at the registration desk, we would be glad to have you for all or just part of the day. Please call On-Line Publishers at (717) 285-1350.

MEN’S Lebanon

Oct. 1, 2016 • 9 a.m. - 2 p.m.

Lebanon Expo Center 80 Rocherty Road, Lebanon

Cumberland

Nov. 12, 2016 • 9 a.m. - 2 p.m.

Carlisle Expo Center 100 K St., Carlisle

York

Nov. 19, 2016 • 9 a.m. - 2 p.m.

York Expo Center - Memorial Hall East 334 Carlisle Ave., York

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career

Make the Most of Your Child’s Ages and Stages

F

By SANDRA GORDON

rom crawling, walking, and babbling to the angst and rebellion of the tween and teen years, children constantly go through a predictable set of developmental stages in four domains: physical, cognitive, emotional, and social.

“Along the way, any of these areas can be ahead or behind the others in their timing, then switch, which can be confusing for parents,” says Vivian Seltzer, Ph.D., a professor of human development and behavior.

You can start out with a kid who is really smart and seemingly ahead of everyone else in school, for example, only to find out two years later that his classmates have caught up and they’re speeding ahead.

Not to worry. It’s all just part of growing up.

Still, “knowing where your child is at developmentally can help you understand and support him,” Seltzer says. Most kids don’t need a lot of help navigating the landscape, especially the older they get.”

But it helps to be aware of what’s normal and what’s not so you can guide them along the way and step in if you need to. Use our guide to tune your radar and help your child make the most of every age and stage, from preschool through college.

Preschool: When “Me, Me, Me” Becomes “We” What’s happening now? From ages 2 to 5, kids make big leaps in all areas of development. At age 2, they’ll begin to develop their vocabulary as they associate sounds with objects (“brown cow”).

By age 5, they’ll be able to string complete sentences together and use words in different contexts—“I saw a brown cow on my Grandma’s farm and at the zoo too.”

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“Preschool is an environment in which kids have the opportunity to use language in many different ways with others who are at the same developmental age,” says preschool teacher Jennifer Kurumada Chuang.

But, overall, preschool helps young, naturally egocentric kids learn how to exist with others in a classroom environment.

“They learn how take turns, follow directions, pick up after themselves, stand in line, sit in a circle, raise their hand, use their words to express themselves instead of physically acting out, and talk when it’s appropriate,” Kurumada Chuang says. “If they master those social skills in preschool, they’re ready to learn in kindergarten.”

Success Rx: Read, Read, Read to Your Child “Being read to is the single most consistent and reliable predictor of academic success later in life,” says Kurumada Chuang.

She recommends reading to your child for 20 minutes every night at bedtime. While you’re at it, stop every so often and ask your child a question about the story before turning the page, such as: “Gosh, why do you think she was sad?” or “What do you think it going to happen next?”

Making reading more interactive makes it more fun and helps build your child’s comprehension skills.

Practice sharing at home. From age 3 to 5, kids aren’t yet capable of grasping the concept of sharing, but you can help your preschooler practice by having her “take turns” with toys and catching her when she shares on her own.

“Stating what she did and how it makes others feel, such as: ‘Thank you for sharing. It makes your sister feel good when you share your toast,’ helps

~ August 2016 | BUSINESSWoman

her develop the empathy that true sharing requires,” says Marcy Guddemi, Ph.D., executive director of the Gesell Institute of Human Development in New Haven, Connecticut.

You can also read your child books about sharing and discuss them.

Help your child learn to follow directions. At home, give simple commands, such as “Please help me pick up your toys and put them in the toy box.” Then, encourage your child to follow through by offering an incentive to do whatever it is you’re asking.

Tell your child that she can play outside once she’s finished putting her toys away. An incentive helps her understand that following directions makes other fun activities possible.

If, for example, she doesn’t follow your directions and put her toys away, calmly explain that she won’t be able to play with those toys for the rest of the day or go to the park.

Keep it positive by focusing on how clean the playroom will look when you’re done.

Then praise her when she’s successful.

“You followed my directions so well. Thank you for helping me put your toys in the toy box like I asked you to! That was so helpful.”

Elementary School: Milestone Mania What’s happening now? From kindergarten through the fifth grade, kids make major strides, from

initially learning how to transition to school and being comfortable with a classroom routine to learning how to read (kindergarten and first grade) and to reading to learn (the third grade and beyond) in all subject areas. Emotionally, they begin to develop their academic selfesteem based on feedback from you and their teachers.

By the fourth and fifth grade, they’re moving from concrete to abstract thinking.

“When a concrete thinker sees the Statute of Liberty, they see it as a lady with a torch. An abstract thinker also sees it as a symbol of freedom and democracy,” says Rebecca Branstetter, an educational and clinical psychologist.

By the fifth grade, they’re also beginning to set goals, work independently, work better in groups, make more complex decisions, and become organized with their school and homework.

Success Rx: Extend Learning Beyond School Work activities into your child’s

“”

Knowing where your child is at developmentally can help you understand and support him.

day that use concepts she’s learning at school; it helps reinforce them and connect what your child is learning to the real world.

For example, let your second-grader count change at the checkout and measure the ingredients while you’re baking cookies together (fractions).

Have her tell time. Talk about numbers while you’re driving, such as how fast you’re going, the distance you’ll travel, and how long it will take to get there.

Play board games together involving money, time, logic, or vocabulary, such as the family edition of Monopoly, Scrabble, or Apples to Apples.

On the weekends, consider family outings to museums and zoos to visit exhibits that coincide with school subjects.

“If your child is learning about Egypt, take a trip to a local museum with an Egyptian exhibit,” says Branstetter. “It reinforces curiosity, sends the subtle message that school is important, and shows your child that school and home are connected.”

Develop a homework habit. Make doing homework automatic by coming up with a routine that fits your child’s personality. Some kids like doing homework right after school. Others need to burn off steam by playing for

half an hour (set a timer) before getting down to business.

Whatever you choose, stick to the schedule you establish for your kids as much as possible. To minimize distractions, keep the TV off during homework time.

For younger kids, begin each homework session by asking your child to explain what she’s supposed to do, then gauge if she can do it alone of if she needs your help. If you’re not around when your child does his homework, let him know you’ll look at it when you get home and be sure to follow through.

“Praise him when he completes him homework by emphasizing the process, such as, ‘You worked really hard to learn your math facts,’ rather than the product: ‘Good job on learning your math facts.’ Praising the process teaches persistence, which is a skill kids need for school success,” Branstetter says.

We’ve touched on the younger years for your child. Check back next month when we delve into the middle school years and beyond!

Thinking about a Career Change?

On-Line Publishers is hiring an Account Representative to join our growing sales team.

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BUSINESSWomanPA.com

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August 2016

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15

Giving a Little – Helping a Lot

“T

wellness

By LYNDA HUDZICK

here are so many people out there that struggle with things that most people don’t even blink an eye at,” Brittni Delp said. “I think that if everyone could just give back a little, it helps individuals more than anyone may realize.”

Delp, a registered nurse who has worked as a dialysis nurse in Lancaster County for six years, recently gave a part of herself—literally—to the Wigs for Kids organization when she had her mother, a cosmetologist, cut her hair for a donation.

“The last time I truly cut my hair was in 2010, and I did that a little bit at a time … This time I felt ready for a change and wanted to contribute and help make a difference in someone’s life,” says Delp.

After researching various organizations that accept donations of hair to make wigs for children, Delp chose Wigs for Kids because “they never charge the families of the children receiving the hair replacements,” she said.

Wigs for Kids began 30 years ago, when successful hairdresser Jeffrey Paul was faced with a tearful niece recently diagnosed with leukemia who was worried about her hair falling out before a gymnastics team tryout, an event that was very important to her.

On the Wigs for Kids website, Paul is quoted as saying, “Although

Brittni Delp, a beautiful person inside and out!

chemotherapy would help save her life, it would also leave her with no hair. I promised her that she would have hair, and when you make a promise to a kid, you keep it.”

Paul discovered that designing children’s wigs is difficult because their heads are smaller and they are more active than adults, meaning the wigs really need to stay put during all kinds of activities. He worked with doctors and prosthetics specialists to devise a hairpiece that would be suitable for kids and their active lives.

His niece was able to try the new design at her gymnastics tryout, and

it was a success. Each wig, to this day, is handcrafted and made of about 150,000 strands of hair, hand-tied into the foundation of the wig, which is created from a mold of the person’s head.

According to their website, Wigs for Kids depends on monetary and hair donations, indeed never charging the families that receive the custom hair replacements. It is this commitment to the well-being of the recipient, without the expectation of payment, that appealed to Delp.

After deciding to donate her hair, she did some research and discovered

that some organizations providing such services do charge the families.

“I am a nurse so I have seen a handful of my patients and their families go through cancer treatments and lose their hair … I know how important it is to be able to have the opportunity to receive these hair replacements,” she said.

Although this busy, happily married, soon-to-be first-time mom doesn’t currently work with any specific volunteer organizations, she used to help with Meals on Wheels and hopes to get back into more volunteer work when her life settles down a little.

Wigs for Kids founder Jeffrey Paul shares on the organization’s website that the day he saw the joy on his niece’s face thanks to the wig he was able to create for her, he knew “God was taking me to another place in my life.”

“The time was right for me to reach out,” says Delp. “Working as a dialysis nurse for the past six years has been an eye opener.”

Delp has realized how important something as small as a well-fitting wig made from lovingly donated hair or a gentle touch from a nurse providing dialysis treatment can be.

“It has made me put my own life into perspective.”

For more information on Wigs for Kids, visit www.wigsforkids.org.

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~ August 2016 | BUSINESSWoman

Women Owned Businesses bring vitality to your community. Please support the women owned businesses in your town. To find out how you can access the resources necessary to start or grow your own business, contact the Community First Fund office nearest you.

Business Financing, Business Counseling, Business Success.

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The Gift of Sleep:

Fostering Healthy Brains and Bodies for Our Children

By JENNIFER SCHINDELE

S

suggestions in my quest for a decent night’s sleep. They would offer, “Cut down on the length and number of naps,” or “If you keep your little one awake in the afternoon, then they will go to sleep and sleep well at night.”

Guess what? Neither of these suggestions resulted in anything more than hours of crying and even more night wakings. So, that begs the question: “What do I do now, and will I ever sleep well again?”

During my career as a certified pediatric sleep consultant, I have spoken with so many families with little ones ranging in age from newborn to 8 years of age. These parents who reach

out to me are exhausted and frustrated and clearly at their wits’ end. It’s true that the first years of a child’s life can include broken sleep patterns that result in poor sleep health for an entire family.

But what I find even more concerning is the trend that I’ve been witnessing where poor sleep habits continue past the early childhood stage. Children are becoming overscheduled with sports, homework, and other activities, all of which may interfere with continuing to develop healthy sleep skills that will carry them through the remainder of their lives.

A greater emphasis is now being

placed on the necessity of sleep and how shortchanging the body’s need for restorative sleep can have detrimental results, including diagnosis of ADHD, behavioral issues, and anxiety.

According to a National Sleep Foundation’s Sleep in America poll, “More than two-thirds of children experience one or more sleep problems at least a few nights a week. For children with ADHD, poor sleep (too little sleep or symptoms of sleep disorders) may profoundly impact ADHD symptoms.

“In fact, one study found that treating sleep problems may be enough to eliminate attention and hyperactivity issues for some children.”

How Much Sleep Does a Child Need?

AGE

NIGHTTIME SLEEP

DAYTIME SLEEP (# of Naps)

Total Sleep

1 Month

8 hours +

8 hours (inconsistent)

16-20 (wide range)

3 Months

10 hours

5 hours (3)

15-17

6 Months

11 hours

4-5 hours (3/2)

15-17

12 Months

11-12 hours

4 hours (2)

14-16

18 Months

11-12 hours

2 hours (1)

13-14

2 Years

10.5-11 hours

2 hours (1)

13-14

3 Years

10.5-11 hours

1.5 hours (1/0)

12

4-10 Years

10.5-12 hours

0

10.5-12 BUSINESSWomanPA.com

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wellness

leep! During the first few years of a child’s life it tends to be a hot topic circulating around mommy groups and the sandbox. How is your baby sleeping? Are they sleeping through the night? How often do you get up during the night with your 2-year-old?

I heard all of these questions when I became a new mom, and I used to become so frustrated when it seemed that every other baby was sleeping better and longer than my daughter (good news is that I now know I’m not the only one).

Well-meaning family members and friends tried to offer me helpful

wellness

Sleepiness presents itself differently in children than it does in adults. Where adults may appear to be sluggish and have poor reaction time, a young child suffering from sleep deprivation often exhibits signs of being hyper- or overly emotional and irrational (although rationality can be fleeting between the ages of 2 and for even for the most well-rested child).

Sleep is important for health, growth, and development. Sleep is just as important to our health and well-being as eating and drinking.

But for the reasons I’ve listed above, and most certainly not on purpose, children are coming up short where sleep is concerned.

A question I am often asked is, “How much sleep does my child need?” This is a great question! The sleep needs of a child during the first 10 years of life have quite a range.

Are naps necessary? Yes! As per sleep expert Jodi Mindell, author of Sleeping Through the Night, “Naps are very beneficial. Children who nap have longer attention spans and are less fussy than their non-napping counterparts.”

A good example of how naps work for a baby is to imagine the brain as a computer storing browsing history (the sensory input that babies and toddlers take in during every awake period).

When naptime comes around, the nap essentially works as clearing the search/browsing history and moving anything that has been downloaded into a holding file to be reconciled during the sleep period so that the child can resume absorbing all there is to learn around them during their next awake period.

If a little one misses one or a few naps, they will most understandably be fussy and overwhelmed! And this missed sleep opportunity can and will disrupt sleep for the next 24 hours. Don’t ever assume that naps are not important!

Sleep in general (whether it is daytime or nighttime sleep) is very important for us all to remain healthy, alert, and in good humor.

What can you do to help your child be the best sleeper they can be?

First, respect their need for sleep and make sure they are getting as much sleep as they can and need each day and night.

Second, develop a healthy bedtime routine/schedule and follow it every night. A great bedtime routine for a baby is: bath, diaper/lotion/PJs, a feeding, read a short story, sing a quiet song, and then into the crib (awake) to drift off to sleep independently.

Once your child is old enough to no longer need a feed at bedtime, I would replace it with going potty and brushing teeth.

And finally, I suggest that you make sure that your children have good sleep skills so that they are able to manage their own sleep and not be reliant on outside sleep props or associations such as rocking or pacifiers.

• Jennifer Schindele is the CEO and founder of Gift of Sleep Consulting. She works one on one with families all over the world to solve their sleep challenges via virtual sleep consultations. To learn more great sleep tips and skills, sign up for the “Top 5 Sleep Tips” on the homepage of her website at www.giftofsleepconsulting.com and check out her blog.

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~ August 2016 | BUSINESSWoman

Pediatric Hospice: Specialized Care Supports Both Children and Families

M

By MEGAN JOYCE

wellness

ore than anything else, Caroline McCardell wants families with a terminally ill child to know there is tremendous support available to them—compassionate, expert care tailored to each family’s specific needs in a time of unspeakable stress and grief.

“Pediatric hospice is a program and philosophy of care for children facing a life-limiting illness or condition who have a life expectancy of months, not years,” McCardell, director of pediatric hospice at Homeland Hospice in Harrisburg, said.

“Pediatric hospice care is still very underutilized … mostly because children are not supposed to be dying.”

It’s a reality McCardell knows on both professional and deeply personal levels. Formerly an adult brain injury rehab nurse, McCardell made the career shift to pediatric hospice after her daughter, Theresa, passed away at age 7. The McCardells received enormous assistance from their local pediatric hospice program.

“Hospice let us stay a family,” McCardell said. “Hospice let us be at home, and everything came to us—all services, all visits, medication, equipment.”

Generally, pediatric hospice serves children from birth to 18 years of age (sometimes until age 21 if the young adult is still monitored by pediatric subspecialists).

Perinatal hospice care is also available in cases where life-limiting conditions are detected in utero.

These providers are part of the plan of care before birth and offer symptom management and support after the child is born.

“At Homeland Hospice, the child on hospice is the center of our care.

Children and families who must cope with serious illness are our heroes,” McCardell said. “Our familycentered approach is responsive to spiritual and emotional needs, and we work in a flexible manner as the careplan changes.

“It’s a service; it’s a phenomenal resource. And we walk side by side,” she added. “[Patients] don’t have to give up anything. They don’t have to give up their physician. We sort of just join the journey—we don’t want to change the journey.”

Pediatric hospice includes a broad range of support services, from medical care, therapy, and spiritual and dietary counseling to volunteers and certified nursing assistants who help with light housekeeping, errands, personal care, and companionship.

BUSINESSWomanPA.com

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August 2016

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Social workers may be utilized for emotional support and to help the family locate needed resources and services. Registered nurses, certified in pediatric hospice and palliative care, are available 24 hours a day, seven days a week. At Homeland Hospice, in-home relief respite caregivers can also provide up to 40 hours of in-home caregiver relief per month.

And bereavement support is available both before and after the child dies, for as long as it is needed.

McCardell said pediatric and adult hospice programs differ in many ways.

“There is an interdisciplinary team that provides care for children with wide-ranging diagnoses. The team’s understanding of where the children are developmentally and [a child’s] understanding of their illness/diagnosis impacts the plan of care,” she said. “Decision making changes significantly throughout the developmental spectrum.”

Adult and pediatric hospice care also differ when it comes to

“”

You can opt for full and aggressive treatment while benefitting from the comfort of pediatric hospice.

determining the diagnosis and trajectory of the illness, pain and symptom management, interventions and delivery of care, funding/payor source, education and communication, ethical questions and concerns, and more.

And families who use hospice care don’t have to stop seeking a cure.

“You can opt for full and aggressive treatment while benefiting from the comfort of pediatric hospice,” McCardell said.

Parents often worry about the cost

Pediatric Hospice Services wellness

Pediatric hospice services include but are not limited to: Physician Medical care directed by family’s physicians, with support from hospice team Nursing Assistance Registered nurses oversee roundthe-clock personal and medical care, light housekeeping, and errands Social Workers Connect the family with resources and services offering emotional and financial support Bereavement Support Bereavement support available for family as long as needed Spiritual Counseling Chaplains or spiritual leaders provide counsel per the family’s religious/cultural traditions

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Volunteers Transportation, light housekeeping, and companionship, such as reading or playing games with child Therapy Physical, occupational, speech, nutrition, art, music, massage, and/or pet therapy Medical Needs Coordination and payment of drugs, equipment, and medical supplies (e.g., hospital bed, wheelchair, oxygen tank, etc.)

Respite Care Frees up family caregivers to attend to personal needs (up to 40 hours of in-home caregiver relief per month exclusive to Homeland Hospice)

~ August 2016 | BUSINESSWoman

of such services, but McCardell said that after a physician has certified that a child has a serious, life-limiting disease and may be in his or her last six months of life, the Affordable Care Act requires all Medicaid programs to financially support curative and hospice services for children under the age of 21 who qualify in their state.

“That means that, if your child receives benefits from Medicaid or the Children’s Health Insurance Program (CHIP), he or she is eligible to receive hospice benefits while actively seeking

curative treatments.”

McCardell emphasized that families do not need to give up their current healthcare providers to begin hospice care—hospice is “another layer of care that focuses on pain and symptom management and understanding individual needs,” she said.

“Families can have concurrent care. The Homeland Hospice Pediatric team will work with your current physician, palliative care team, home health nurses, and other providers.”

Homeland’s program uses specially trained pediatric hospice nurses, who must pass a certification exam as well as end-of-life courses specifically geared toward the pediatric hospice population.

“My goal is for our team to make a difference in the lives of medically fragile children and their families,” McCardell said. “There’s still that stigma that’s associated with hospice, and we really just want to be able to support them even more because it’s already a tough journey.”

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21

Watch

women to Jessica

Deardorff recently joined Reynolds as a part-time accounting assistant in the Harrisburg office.

Reynolds is a Harrisburg-based pro­ fessional services firm that provides a variety of professional services for both public and private clients.

Julie DiMaggio has joined Berkshire

Lindsay Frisbie has joined Berkshire

Kelly Goodling recently joined the

Carly Herb has been promoted to

Erika Rothermel has been hired as a teacher of the vision

Hathaway HomeServices Homesale Realty as a Realtor®. She will specialize in residential and investment sales in York and Adams counties and is a longtime resident of Hanover. DiMaggio earned a master’s degree from McDaniel College.

promotions and apparel manager for Caskey Group, a York- and Marylandbased printing, marketing, and communications company. Herb has been with Caskey Group for 11 years, during which she has held positions in many areas of the company.

Brown Schultz Sheridan & Fritz (BSSF) team as a small-business accounting services associate. She has 10 years of experience working in public accounting firms, providing small-business services to clients.

Hathaway HomeService Homesale Realty as a Realtor®. She will specialize in residential sales throughout Cumberland County. Frisbie attended Indiana University of Pennsylvania and received a bachelor’s of education.

impaired for VisionCorps. She will be responsible for providing early intervention services to families who have children with vision impairments, birth to school aged.

Applause

ACHIEVEMENTS & Kiandra Bair, a McNees attorney, has

Nicole Stezar Kaylor, of counsel with

been appointed to the board of directors of Assets of Lancaster, Pennsylvania.

She will serve a two-year term. Bair, an associate in the firm’s Lancaster office, practices in the commercial litigation and Orphans’ Court litigation groups.

McNees Wallace & Nurick LLC, has been appointed to the board of governance for Centric Financial Corp, Inc., the holding company for Centric Bank, and Centric Bank’s board of directors.

THIS SPACE COULD BE YOURS! See below regarding how to submit your achievements and/or career changes.

You have worked hard to get where you are; why not share it with other businesswomen just like you!

Celebrate your achievements!

Did you or someone in your organization get a promotion? Did you hire someone spectacular?

Did you or your company receive an award?

BusinessWoman magazine would love to let the world know!

Upload your picture(s) and information at: businesswomanpa.com/career-moves-achievements

connections

Email your announcements of career advancements and professional new hires to crupp@onlinepub.com. Photos should be saved as a tiff, jpeg, pdf or eps at 300 dpi.

Mail to: BUSINESSWOMAN, 3912 Abel Drive, Columbia, PA 17512. Photos sent through mail will not be returned. Please – no duplicate releases.

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~ August 2016 | BUSINESSWoman

meet and

Greet

American Business Women’s Association (ABWA) Camelot Chapter 6 p.m.

3rd Monday of the month Radisson Hotel Harrisburg, Camp Hill Marianne Troy, President 717.761.9013 mariannetroy@gmail.com www.abwacamelot.com Lancaster Area Express Network 7:15 – 9 a.m.

3rd Wednesday of the month Lancaster Country Club 1466 New Holland Pike, Lancaster Gail Tomlinson 717.715.2595 tomlinson.gail@comcast.net www.LAEN-ABWA.org Lebanon Valley Chapter 6 p.m.

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

1st Thursday of the month Hamilton Club 106 E. Orange St., Lancaster Laurie Bodisch, president 717.571.8567 lbodisch@fult.com www.abwapennsquare.org Wheatland – Conestoga Chapter 6 p.m.

1st Tuesday of the month Heritage Hotel 500 Centerville Road, Lancaster Kimberly Warner, President kwarner@murrayins.com www.abwa-wc.org Women @ Work Express Network 11:30 a.m. – 1:15 p.m.

2nd Thursday of the month Heritage Hotel 500 Centerville Road, Lancaster Diane Brooks diane@virtualbizzassistant.com www.abwalancaster.com

Shippensburg Women’s Area Networking (SWAN) Noon 1st Wednesday of the month Rotating location Amanda Ridgway, President shipswan@yahoo.com www.facebook.com/shipswan

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

3rd Thursday of the month Rotating location Deb Pierson dpierson@piersoncci.com www.ewiharrisburg.org

Women Inspiring Success Express Network 7 – 9 a.m.

2nd Tuesday of the month Various locations Wanda Stiffler 717.891.7808 wls1211@hotmail.com

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 kreed@gunnmowery.com www.internationalinsuranceprofessionals.org/ group/117

Women’s Business Center Organization (WBCO) 11:30 a.m. – 1:30 p.m.

2nd Tuesday of the month Sept. through April Alumni Hall – West Campus York College of PA 441 Country Club Road, York Lynne Breil, Executive Director lynne@theprofessionaledgeinc.com Julie Sterner, Administrator jsterner@ycp.edu www.wbcoyork.org

International Association of Administrative Professionals Capital Region LAN 5:30 p.m.

3rd Monday of the month Holiday Inn Harrisburg East 4751 Lindle Road, Harrisburg Pam Newbaum 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 West Shore Country Club 100 Brentwater Road, Camp Hill Abeer Allen, President 717.514.4449 info@wecanconnect.org www.wecanconnect.org Women’s Independent Networking Group (WING) Noon 1st and 3rd Wednesday of the month Wyndam Garden 200 Louck Road, York Lisa Barshinger 717.747.6393 info@wingofyork.com www.wingofyork.com Women’s Network of York 11:30 a.m.

3rd Tuesday of the month Out Door Country Club 1157 Detwiler Drive, York Lori Detter, President president@wnyork.com www.wnyork.com

Hershey LAN 5:30 p.m.

2nd Tuesday of the Month Hershey Lodge 325 University Drive, Hershey 717.508.1710 Sherry Hoover shoover@hersheys.com www.hershey-iaap.org Pennsylvania Public Relations Society 5:30 p.m.

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

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August 2016

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connections

Yellow Breeches Chapter 6 p.m.

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

Central PA Association for Female Executives (CPAFE) 1st Wednesday of each month Refer to the website for the meeting location Adrienne Toman, President 717.713.7255 info@cpafe.org www.cpafe.org

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