New from BLK

 

Stock Market is tanking, interest rates are rising, inflation is at 40 year highs and the talent shortage for numerous roles continues to climb.  We at Berman Larson Kane continue to witness an increase in client job listing across almost all categories of skill sets.  Demand has not yet created a large percentage increase in salaries; however, we do see this soon having a high chance of becoming a reality.

So, if you are a jobseeker your employment prospects continue to be excellent.  If you are an employer competition for top-talent continues to be highly competitive.

We at Berman Larson Kane celebrated our 42nd year in business and thank all for your support.  Our prior inflation experience suggests that if history repeats itself; we will see a high rate of turnover in all job categories.  Both a challenging and good, exciting time for ALL.

REAPPLYING AFTER A REJECTION

Career Report April – June 2022 Issue 249

Feature Story

REAPPLYING TO A COMPANY AFTER A REJECTION

When it comes to careers, persistence is an attribute that can clearly pay off – especially since employers are keen for workers who are truly interested in and passionate about their jobs. But what about when a job seeker gets rejected from a company that he wants to work for? Can he continue to pursue employment at that company, or could his persistence work against him?

According to an article published by CareerBuilder.com, job seekers shouldn’t be discouraged from applying again to a company that’s turned them down.

“When an applicant has taken the time to understand the company, the people and the customers, getting rejected the first time around should never discourage that applicant from future prospects with the firm,” said Joshua Siva, co-author of the book, “BOLD: Get Noticed, Get Hired.” Any number of reasons could have led to the rejection, he pointed out.

Siva told CareerBuilder.com that there are three things applicants should do before applying again to the same company.

The first is to understand the gap in their previous application. How? “Ideally this comes from the company through a contact involved in the hiring process, but if not, the applicant needs to be honest with themselves: ‘Did I have the experience, did I speak the company’s language, did I sell myself the right way?’ Make a list of these things, and spend whatever amount of time is needed to close the gap, and be sure to have it documented and readily demonstrated,” Siva said.

Next Siva recommended that a job seeker should connect with someone at the company in a related function. “[This is] in order to learn everything about their role, their background, how they got in, company trends, etc.,” Siva said. “It’s amazing how far asking questions can take the applicant, because at the end of it all, the potential applicant will likely get asked about their own ambitions and, when shared, who knows what doors may open via the employee.”

Finally, Siva suggested following up periodically with the human resources manager involved in the hiring process from the original rejection. In your follow up, Siva said to remind the HR manager of your résumé on file, share what progress you’ve made since and reiterate your passion for the company. “It’s always a favorable position when an applicant is on the mind of an HR professional involved with recruiting, because they constantly have visibility and support requests to fill roles.”

After you’ve been turned down by a company you may be tempted to re-apply right away, especially if there’s another job that interests you. But, according to the article, it may be in your best interest to wait it out a few months, to ensure that you’re in a situation where it would make sense for them to potentially consider you again.

 Lisa Rangel, managing director of Chamelon Resumes, an executive résumé-writing and job-search service, said that in general, it’s good to wait a minimum of three-to-six months. “There needs to be enough time to allow for a possible change in the company situation and for the person to amass additional and/or relevant skills that are different than before,” she told the online employment website.

Depending on what you’re looking for, and how important it is to work at the company versus in a particular position, you may wait until a similar position comes along, or you may be willing to work in a different function or department just to get a foot in the door, the article noted. Based on what type of position you’re applying for the second time, you should adjust your application materials as needed. But regardless of whether the position is the same or different from the original job you applied for, you need to show the company that you’ve grown.

“To be taken seriously for the competitive and coveted positions in the marketplace, those who are and aren’t currently employed need to be advancing and improving themselves as time goes on,” Siva told CareerBuilder.com. “If applying for the same role, that improvement needs to speak to closing the gaps in their previous application. If applying for a different role or function, that progress needs to demonstrate the pivot in knowledge and the commitment made to pursuing the new function of focus.

“Above all else, the applicant needs to be bolder and more creative the second time around in order to stand out from other applicants, in addition to their former self and application,” Siva added.

 News from BLK

Stock Market is tanking, interest rates are rising, inflation is at 40 year highs and the talent shortage for numerous roles continues to climb.  We at Berman Larson Kane continue to witness an increase in client job listing across almost all categories of skill sets.  Demand has not yet created a large percentage increase in salaries; however, we do see this soon having a high chance of becoming a reality.

So, if you are a jobseeker your employment prospects continue to be excellent.  If you are an employer competition for top-talent continues to be highly competitive.

We at Berman Larson Kane celebrated our 42nd year in business and thank all for your support.  Our prior inflation experience suggests that if history repeats itself; we will see a high rate of turnover in all job categories.  Both a challenging and good, exciting time for ALL.

NEWS FROM BLK

Inflation, health risks, hybrid work from home options and record job listings are all contributing to a continuous growth in the competitive war for top talent.   We at Berman Larson Kane have been sharping our proprietary ATS and AI resources to uncover the hidden talent in the market for our clients.

As for job seekers the record number of listings has created an optimum year for seeking new employment.

2022 will bring a lot of movement in the job market and we at Berman Larson Kane’s 40 plus years of experience are reminder of early 1980’s as wage inflation and competition for talent wars emerge.

I assure all job seekers and employers that we will continue to provide the best samples of jobs and candidates that the market has to offer.  We so look forward to these exciting challenges in the job market.  Stay well and healthy!

Resign from Your Job with Grace / News from BLK

Resign from Your Job with Grace

As predicted, we are in the era of the “Great Resignation” with the most recent reports hitting record numbers of people voluntarily resigning from their jobs. As we move along the pandemic era many are reevaluating life/work balances, work from home options, high risk health service jobs and are making and planning on occupational adjustments.

In fact, one recent survey revealed that as many as 40 percent of workers say they are planning to leave their jobs. And while it may be tempting to give the boss an earful if you do land a new job, workers need to keep in mind that the way they quit can have a long term impact on their career.

Here are some tips from the newspaper article on to resign from a job on good terms:

  • Be prepared. Review your employee handbook or employment contract before announcing your decision, so you know what your company policy is regarding resignations, severance, return of company property, and pay for unused vacation time. Also, find out the company’s reference policy to see what information will be disclosed to a prospective employer. If you have another job lined up, be sure to have your offer in writing before you resign.
  • Use it or loose it. If you haven’t used vacation time and will lose it if you quit, you might want to use your time before leaving or link it to your resignation date. But if you don’t want to burn any bridges, don’t take vacation and announce your departure just after your return.
  • Make an appointment. “Be formal and make an appointment with your boss,” recommended Tanya Maslach, a San Diego, Calif., career expert who specializes in relationship management issues. “Be prepared and engaging—and be transparent,” Maslach said. She also recommends asking your boss how you can help make the transition easier. After the discussion, put your resignation in a hard-copy letter that includes your last day and any transitional help you’ve offered.
  • Give Two weeks Notice. Two weeks advance notice is still standard but experts recommend offering more time if you’ve worked at a company for more than five years. Importantly, though, you also need to be prepared to leave right away—some companies require it.
  • Don’t take the stapler. “It’s not worth it,” said Michael J. Goldfarb, president of Northridge, Calif.-based Holman HR. “If there are security cameras or coworkers with a grudge, stealing from the company doesn’t look good.” In some cases, you could also end up getting billed for the missing equipment—or even taken to court, he said.
  • Scrub your digital footprint. Clear your browser cache, remove passwords to Websites you use from work, such as your personal email or online bank account and delete any personal files on your work computer that aren’t relevant to work. Don’t delete anything work related if you’re required to keep it.
  • Be honest but remain positive. Be helpful during the exit interview, but keep responses simple and professional. Don’t use the session to lay blame or rant about the workplace. “Whatever you do, don’t confess about how much you disliked working there,” said Maslach.
  • Stay close. Consider joining an employee alumni association, which often serves as a networking group for former employees. It can be a good way to keep up with changes in the company and industry—and find leads to new jobs down the road. Lastly, make an effort to keep in touch with coworkers you worked with; they may end up in management roles.

NEWS FROM BLK

Inflation, health risks, hybrid work from home options and record job listings are all contributing to a continuous growth in the competitive war for top talent.   We at Berman Larson Kane have been sharping our proprietary ATS and AI resources to uncover the hidden talent in the market for our clients.

As for job seekers the record number of listings has created an optimum year for seeking new employment.

2022 will bring a lot of movement in the job market and we at Berman Larson Kane’s 40 plus years of experience are reminder of early 1980’s as wage inflation and competition for talent wars emerge.

I assure all job seekers and employers that we will continue to provide the best samples of jobs and candidates that the market has to offer.  We so look forward to these exciting challenges in the job market.  Stay well and healthy!

Fighting Zoom Meeting Boredom

Career Report October – December 2021 Issue # 247

Zoom Meeting Boredom Battle

If you don’t like attending Zoom meetings, you’re not alone. Most workers feel there are simply too many on-line meetings to attend on a daily and weekly basis, and that many of them are entirely unnecessary. But virtual meetings don’t have to be that way here are two secrets to making virtually any meeting both interesting and productive.

The first is to use the meeting to practice being “present moment-oriented.” In other words, try to absorb yourself in the meeting and don’t allow your mind to wander.  Make a deliberate attempt to be focused allowing you to get as much value out of the experience as possible.  Do not minimize the screen continue to look into the camera and keep those emails and text messages in off mode.

You can spend your time daydreaming or wishing you were somewhere else, but that doesn’t help you in your job or in your career. These virtual meetings provide an opportunity to show your superiors and coworkers that you are really a good listener. This will help you be highly responsive to whatever is being discussed. That way, if there is something you can contribute, you can make a strong impression with your answer.

Employing the “present moment” technique you will find meetings to be far more interesting. Additional insights will come to mind, and your contributions will grow.  Listening intently will also increase your sense of respect from others. They may not be consciously aware of it, but it seems that when those present in a meeting sense that you are truly paying attention, they want to listen to you as well.

The second secret is to tell yourself that you are going to learn something from each meeting. Listen intently to what is said and try to hear something you don’t already know. Rather than comparing what you’re hearing to what you already believe, search for new wisdom, a new insight, or a new way to do something.

Instead of saying “Yeah, Yeah, I already know this stuff,” try to clear your mind and allow yourself to have a beginner’s mind.

You will find the results quite impressive and significant. Your learning curve will dramatically increase, and meetings will become fun again. Why not spend this time in a productive, healthy way, practicing valuable emotional skills instead of wishing you could turn off your camera and mute your boss.

Try practicing staying fully present and by doing you’ll make your work life more interesting and effective.  And ZOOM FATIGUE will become less of a reality and you might actually enjoy the experience.

NEWS FROM BLK

Clients are hiring, candidates are seeking new employment and the scramble for top talent is extremely competitive.  Compensation with resurgence of inflation will begin to add another wild card into the mix. Office work, remote work, ideal mix percentage has corporate HR departments and management in a whirl of how to create the ideal and most productive standards.  We at Berman Larson Kane believe the immediate employment future is an evolving target and that both employees, new hires and corporations will all benefit from new standards.

As for the past quarter and this final quarter it is a good time to be a jobseeker, a good time to hire new talent and create a new set of standards and compensation.  We at Berman Larson Kane will do our best to assist all on their path to continuous success and remain flexible and ready to pivot at a moment’s notice.

We wish all good health and are always available to listen to your concerns and see if we can assist as the new normal emerges.  Stay well and healthy.

Negotiating with Your Employer Post Pandemic

CAREER REPORT JULY – SEPTEMBER 2021 ISSUE # 246

Negotiating with Your Employer Post Pandemic

If you are like many professionals, you’ve been waiting to see how your workplace will adjust to the PPN (Post Pandemic Normal) , if one exists?  

While the economy looks to be turning around, experts say you may have to wait a bit longer for a real salary increase because companies remain cautiously frugal and not sure of the work force options with new acceptable remote options.

One new option that did not exist seamlessly pre-pandemic are remote workers.  But now that remote workers are becoming more the norm.  Companies now can hire from lower cost of living areas of the country or offshore and pay workers less for the same skill set.  So that the logical line “I am more productive from home than the office” might have unanticipated consequences long term.

Do not be discouraged, though. Since firms are also becoming concerned about retaining their best employees. Now might be a good time to negotiate for other things that could make your job easier or sweeten the deal for you.   Like a fixed work from home schedule, better home computer systems, a flexible hourly schedule with meetings attendance optional.

Before you ask for anything; however, think about what would make your job or life better—and consider if those things will be easy for the company to say yes to and continue to maintain a solid work force as more workers return to the office.

When you have your performance review, go over your job description and compare it to what you are already actually doing a lot has change during the past 12-18 months. There might be quite a discrepancy which might merit a promotion or change in hours and compensation.

Ask your manager for a mid-year review to make your case. While many companies froze salaries during the pandemic, several of them added exceptions for promotions.

If it is your life that could use some renegotiation, ask to customize your work schedule with a flexible start time or a few weeks a month of telecommuting. But do not focus exclusively on your needs when you ask. Explain how having a week without a lengthy commute in a quiet home office will help increase your productivity or improve your work. 

And don’t give up if your first request isn’t accepted find out what about your offers don’t work and use to create something that will.  Now is the once in lifetime window of change hopefully you can make it work towards yours and your employer’s advantage.

NEWS FROM BERMAN LARSON KANE

A steady increase in new orders continues to materialize during the past quarter and we are very optimistic going forward.  Most of our clients are seeing an increase in their businesses and see and opportunity for quick recovery.  This fast-paced recovery should lead to a new increased hiring demands at all levels of the work force.

During the early months of the pandemic many economists were predicting a V shape recover.  We believe they were correct with this projection just did not realize how long and severe the bottom of the V would last.

So going into the third quarter we at Berman Larson Kane see promising signs of employee demand at all levels for the rest of 2021.

Stay healthy and enjoy the new normal that will emerge.  We will all be stronger, healthier, and wiser from our pandemic experiences.

Older Workers Not Looking to Retire Post Pandemic

CAREER REPORT APRIL-JUNE 2021 ISSUE # 245

Older Workers Not Looking to Retire Post Pandemic

If you are an older worker looking to delay retirement, it’s important that you look and act youthful, display enthusiasm for what you do, and exhibit a sense of energy. It’s also very important to be well-liked by superiors and co-workers and to demonstrate that you can still make valuable contributions to your company’s success. Clearly, as an older worker, you need to work at showing your employer that you should remain on the job.

Here from an article published by The Bergen Record are some thoughts and advice for older workers who want to keep working, offered by a leading outplacement consultant:

Look and Act Young — Everyone knows people who are 50 who look and act as if they are 65 and people who are 65 who look and act as if they are 50. So be sure to dress in currently fashionable clothes and show enthusiasm for your work. Also, exhibit a sense of excitement and energy as well — traits that younger individuals do not always show.

Be Likeable — In some cases, workers near retirement or even those with a lot of seniority, begin to detach from their jobs and co-workers. By doing so you are making a big mistake. That’s because being disliked, especially by people in authority, is the single most important reason people are discharged — not for their lack of skills and abilities. You were liked when you were hired and you must consciously work at maintaining that kind of loyalty and rapport with your employer. It will not continue automatically.

Don’t Take Things For Granted — In the workplace, people also fall out of favor by becoming careless or overconfident about themselves. That is when you are most likely to make mistakes that will downgrade you in the eyes of your supervisor. Don’t let it happen. Keep up your good qualities.

Demonstrate Flexibility And Creativity — Talk to your employer about ways you can solve problems and develop ideas to make your employer more money or be more competitive. You want to counteract stereotypes that suggest older workers do not have imagination.

Stress Relevant Experience — Your employer should feel that you can continue in your position and possibly take on new tasks. It’s important to convince your boss that age has nothing to do with learning new concepts and accepting new ways of doing things.

Stay Current And Embrace Technology — When deciding to keep your position, it will be helpful if you are up-to-date on current technology and new applications. Do not appear as if the world has passed you by.

Get Yourself Noticed — Consider this idea: Find out what your supervisor’s favorite civic or charitable activities are and volunteer to work for those organizations. That will bring you into regular contact with the supervisor in a non-job situation, which should increase your visibility and give you additional opportunities to make a favorable impression. Developing some shared experiences off the job will be a definite plus for you.

Make Your Intentions Known – If your employer may be expecting you to end your service with the company soon due to retirement, it’s critical that you advise your superiors that you want to keep working. Your bosses may be interviewing for your replacement, if they have not found one already.

Emphasize Loyalty — When you decide to tell your employer you do not wish to retire, it will be important to outline why they should keep you on. Be sure to demonstrate that you are still committed to your job; employers need to feel that employees are 100 percent dedicated to the company.

NEWS FROM BLK

We are very pleased to celebrate out 41st anniversary this quarter.  We have witnessed a lot of changes in the staffing business and have done our best to adjust to shifting economic and technology climates.  This past quarter we have implemented an artificial intelligent applicant tracking and CRM that we are already witnessing improvements of service to hiring authorities and jobseekers. 

As president to Berman Larson Kane for 41 years; I continue to be amazed at the hiring process and job seeking skills that lead to a successful hire and career advancement.  Some of the changes over the decades have required pivot adjustments to business processes.  However, the one constant over the years has been a jobseeker who has a love for what they do and an employer who needs it done.  Assisting in that match is the magic of staffing.

Thanks for your support over the decades we all so greatly appreciate it ….Bob Larson, CPC  

Saying Goodbye to a Job Gracefully

This image has an empty alt attribute; its file name is Bob-BLK-head-shot.jpg
Bob Larson, CPC

Career Report: January – March 2021 — Issue 244

Saying Goodbye to a Job Gracefully

As talk of a thaw in pandemic  hiring freezes rises, many people are already planning to look for a new position when the job market picks up.   In fact, one recent survey revealed that as many as 40 percent of workers say they are planning to leave their jobs when the economy returns post pandemic.  And while it may be tempting to give the boss an earful if you do land a new job, workers need to keep in mind that the way they quit can have a long term impact on their career.

Here are some tips from the newspaper article on to resign from a job on good terms:

  • Be prepared. Review your employee handbook or employment contract before announcing your decision, so you know what your company policy is regarding resignations, severance, return of company property, and pay for unused vacation time. Also, find out the company’s reference policy to see what information will be disclosed to a prospective employer. If you have another job lined up, be sure to have your offer in writing before you resign.
  • Use it or loose it. If you haven’t used vacation time and will lose it if you quit, you might want to use your time before leaving or link it to your resignation date. But if you don’t want to burn any bridges, don’t take vacation and announce your departure just after your return.
  • Make an appointment. “Be formal and make an appointment with your boss,” recommended Tanya Maslach, a San Diego, Calif., career expert who specializes in relationship management issues. “Be prepared and engaging—and be transparent,” Maslach said. She also recommends asking your boss how you can help make the transition easier. After the discussion, put your resignation in a hard-copy letter that includes your last day and any transitional help you’ve offered.
  • Give Two weeks Notice. Two weeks advance notice is still standard but experts recommend offering more time if you’ve worked at a company for more than five years. Importantly, though, you also need to be prepared to leave right away—some companies require it.
  • Don’t take the stapler. “It’s not worth it,” said Michael J. Goldfarb, president of Northridge, Calif.-based Holman HR. “If there are security cameras or coworkers with a grudge, stealing from the company doesn’t look good.” In some cases, you could also end up getting billed for the missing equipment—or even taken to court, he said.
  • Scrub your digital footprint. Clear your browser cache, remove passwords to Websites you use from work, such as your personal email or online bank account and delete any personal files on your work computer that aren’t relevant to work. Don’t delete anything work related if you’re required to keep it.
  • Be honest but remain positive. Be helpful during the exit interview, but keep responses simple and professional. Don’t use the session to lay blame or rant about the workplace. “Whatever you do, don’t confess about how much you disliked working there,” said Maslach.
  • Stay close. Consider joining an employee alumni association, which often serves as a networking group for former employees. It can be a good way to keep up with changes in the company and industry—and find leads to new jobs down the road. Lastly, make an effort to keep in touch with coworkers you worked with; they may end up in management roles.

News from BLK

In our continuous effort to better service hiring companies and job-seekers Berman Larson Kane will be upgrading its ATS utilizing AI technologies to better serve all.   “We are very excited about the introduction of AI and look forward to  adding additional efficiencies to our talent discovery systems and improving our abilities to present exciting career opportunities to job-seeker” said Bob Larson, CPC president of Berman Larson Kane

Berman Larson Kane will be celebrating our 41 year anniversary on April 1, 2021. We thank all clients, job-seekers & staff for their support in achieving this milestone and look forward to continuing providing “The Best Staffing Options” over future decades.

Pandemic Unemployment and Thanksgiving

We must be grateful for our health, family and our jobs as unemployment continues to rise in numerous sectors of our economy.

During this Thanksgiving Holiday let us remember the millions of good folks who are adversely affected by our unemployment numbers as this pandemic spreads wildly across our country and the world.

Over the past decades the personal painful histories that I have witnessed, due to no job or meaningful work, continues to be heart wrenching and today with the health crises all around us this pain is experienced by way to many good people.

During this day of thanks, I encourage each of you as HR professionals to lend a hand, take a phone call, review a resume, coach an interview or pass on some advice to a challenged job-seeker.  We all have a special gift of knowledge and compassion that can only help the unemployed.

As president of our organization I assure you that we continue our community out-reach program to assist all job-seekers with their efforts to gain solid employment. Our programs during the past 12 years have assisted numerous individuals.  My wish is by Thanksgiving 2021 that we are all be healthy and the need for unemployment  service will return to more acceptable levels.

We at Berman Larson Kane, thank each of you for your business support during our forty year history.  Have a wonderful Thanksgiving holiday and take a moment to please be thankful for your job and take a moment to coach a less fortunate job-seeker.

Four must-have job skills that workers should aim to possess during and post-pandemic

October – December Issue # 243

Clear Communications – Whatever their level, communication is key for workers to advance. “This is really the ability to clearly articulate your point of view and the ability to create a connection through communication,” said Holly Paul, U.S. recruiting leader.

For job seekers in particular, clear communication can provide a snapshot of their work style to employers. “I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what’s important to them,” Paul told the newspaper.

As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters.

“Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking,” and they skip basics such as spelling and proofing, said Paul McDonald, senior executive director of Robert Half International, a Menlo Park, Calif., staffing firm.

Personal Branding – Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it’s important that they like what they find, the article pointed out. That’s your brand, that’s how you represent yourself,” said Peter Handal, CEO of Dale Carnegie Training, a Hapuppauge, N.Y., provider of workplace-training services. “If you post something that comes back to haunt you, people will see that.”

Workers also should make sure their personal brand is attractive and reflects well on employers. “More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts,” Meredith Haberfeld, an executive and career coach in New York, told the newspaper.

Flexibility – The ability to be flexible and quickly respond to an employer’s changing needs will be important next year as organizations try to respond nimbly to customers. “A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt,” said Handal. “Somebody’s job market today may not be the same as next year.”

The ability to learn new skills is of top importance, said George Boué, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. “We want to know that if we roll out a new program or new tools that folks we have on board are going to be open to learning,” he said.

Productivity Improvement –Workers should find new ways to increase productivity, experts said. Executives are looking for a 20 percent improvement in employee performance from current levels, according to a recent survey by Corporate Executive Board, an Arlington, Va., business research and advisory firm.

“When you are at your job, do you volunteer for projects? Are you looking for creative ways to help the organization,” McDonald said. “The way to really differentiate yourself is to be proactive.”

Companies that are considering adding workers in coming years want current employees to operate in growth mode now, the article pointed out. “My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told,” Haberfield said.

Even hiring managers need to work on certain skills as organizations consider expanding next year. “The ability to spot talent and hire people has fallen out of use over post pandemic months said an organizational psychologist in New York. “As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle.”

NEWS FROM BLK

Zoom interviews, virtual onboarding, remote desktops the world is spinning with change here at Berman Larson Kane and the world of employment.  We are not sure of when or what the other side of a Covid work environments will look like.  But we are 100% sure that it will not return to the past.

Berman Larson Kane is very blessed to have several clients continuing to build and replenish their teams. With some niche environments getting stronger and others weaken.  This pandemic has behaved like a tornado destroying one business and leaving one across the street untouched and able to flourish.

As we experience this 4th quarter.  We are thankful for our continuing business and planning another 40 years.  Hoping for a vaccine in 2021so that we can all experience the new normal.  Good Health to ALL!