Wellness in the Workplace

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Episode Transcript

(00:02):
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more at okhill ct dot org.Now here's your host for Pulse of the
Region, Kate Awman. Welcome toPulse of the Region. I'm your host,
Kate Allman, so excited to haveyou here today. We are here
recording in the iHeartMedia Studios, whichI love to call is the Candy Cane
Building. Here and our capital cityof Hartford and it's great. I have
two smiling guests who are going tobe joining us here on the show today,

(01:07):
and today we are getting the pulseabout wellness in the workplace and strategies
your organization can take to create apositive culture for your employees. So a
topic which is a very hot topicnow and you know certainly has been for
a while now. So excited todive deeper into the conversation with our two
guests that are sitting there patiently forme to introduce them. So first,

(01:29):
from Mental Health Connecticut is Jackie Davis. She is their director of Workplace Mental
Health and DEI. So Jackie,welcome to Pulse of the Region. Thank
you for having me of course,of course, great to have you here
today. And second, our repeatguests, so which we didn't scare you
off the first time, which I'mvery excited about, is she is from
FCP euro It is Nicole Batista andshe is their Wellness and Engagement manager.

(01:53):
So Nicole, welcome back to Pulseof the Region. Thank you for having
me again, And Jackie, thankyou for inviting me, of course.
Fantassic. Well, first things first, I always like to do some introductions
when we can, so Jackie,why not. We'll start with you if
you could talk a little bit juston explaining who is Mental Health Connecticut.
Sure Mental Health Connecticut. We're astatewide nonprofit. We've been around one hundred

(02:14):
and fifteen years. Celebrating this beastMay congratulations, Thank you very much.
I've been with the organization just aboutnine years. It's one of the best
work environments I've ever been to.And one of the things that we do
at Mental Health Connecticut is that we'retrying to inform other organizations and guide them
into making their workplaces the best placesthat they can be with a focus on

(02:37):
mental health and di as well.So that we have inclusion, you have
safety, you have belonging types ofenvironments where people can come to their places
of work and not just you know, punch their time card and do a
good job, but they actually arein an environment that's going to support their
long term health and wellness. Becausewe do spend a lot of our time.

(03:00):
It's like you're in my mind becauseI'm seeing I go, Yeah,
we spend so much time at work. This is the way we should be
approaching. Yes, the average American, if you look at your work week,
you're spending sixty percent of your timeat work. Wow, that's a
lot of time. If you're nothappy, if you don't feel safe,
if you don't feel included, that'snot a good environment, and that ripples
out to the rest of your time, your life. So you bring that

(03:21):
home to your kids, you bringthat home to your spouse, your family,
your friends. So we're focusing onworkplaces and making sure that that environment
is a good, safe environment,it's healthy, so that it can make
that impact out in the world.We do have a pleathor of other programs,
but you know, today we're talkingabout the workplaces. So that's that's
a big part of why I'm heretoday. That's great, No, very

(03:42):
excited about this conversation. It wasactually this week I was talking a couple
of people ask me like, what'son the show this week, and was
sharing the topic on kind of youknow, wellness in the workplace, and
everyone, every single person I swearto you is literally said like, oh
my gosh, I need to listento that episode. So certainly something on
people's minds. And Nicole, itwas so great. We were talking before
we came into the studio and whereyou were last and probably in December on

(04:04):
the show, talking again about kindof wellness and really excited to expand today
on that. But first, ifyou don't mind reminding listeners about FCP FCP
euro and just kind of who youare as a company and what you guys
do. Yeah. Absolutely, SoFCPURO stands for Foreign Car Parts European,
which helps kind of set the contextfor what we do as an organization.

(04:25):
But we are an e commerce retailerof European car parts. So basically we
have a website where we sell carparts for different makes like BMW, Mercedes,
Audi, Volvo. There's other onesthat I'm missing, but I want
to give them credits. I don'tget in too much trouble with the teammates.
But yeah, So we are basedin Milford, Connecticut. That's where
our distribution center is. Before webecame an e commerce retailer, we were

(04:47):
a brick and mortar location in Gratten, So it was a small family owned
business. The son of the twoparents who owned that is still our president.
So it's still family owned, butit's you know, grown to what
we are today, which is ane commerce company. We've been on the
INC five thousand Fastest Growing Companies Listfor ten years now, so we've been

(05:08):
able to sustain that growth. Butthat's kind of the bread and butter of
what we do, along with reallyfocusing on empowering our community in the DIY
space. So we have a lotof YouTube videos of how to fix your
own car with the parts you canbuy from us. We have build series
and a lot of fun stuff inthat realm as well. Nice, very
nice, and what kind of bringsyou here today? I'd love if you
could kind of share about the partnershipbetween FCP euro and then also with Mental

(05:32):
Health Connecticut. Yeah, so forme personally, so I am our Wellness
and Engagement manager. So my backgroundis actually in public health, but I
found myself in the HR space atthis organization really focusing on building an employee
wellness program. So I was thefirst one of my position at the company.
And so you know, I camein with a relatively large task or
just under two hundred and fifty employees. And I'm sure, as we'll talk

(05:55):
about workplace wellness is such a broadreally term, so much that falls under
that. But when I came ontothe team and spoke with our leadership,
it was very clear to me thatmental health and support of our team members
in that way was a really importantcomponent of what we wanted wellness to mean
at our workplace. So my expertiseis not mental health, but there's so
many people like Mental Health Connecticut andJackie and other people who do have that

(06:19):
expertise, and so I don't actuallyknow how I found it. It was
probably a very ferocious Google service,but I came across Mental Health Connecticut's website
and I saw that they were launchingthis workplace wellness program called the MHD Collaborative,
and it was almost exactly what Iwas like envisioning in my head that
I wish this existed. How canI find this? Which basically was kind

(06:42):
of an expert in mental health lookingto support organizations who want to focus on
that in the workplace, and soI reached out. We ended up partnering
for a six month assessment where weworked with the person in Jackie's role,
and you know, she talked tomaybe ten or twelve of our employees across
different departments about where are we supportingmental health really well? Where are their

(07:05):
opportunities for us support to support differently, And then they compiled all of the
findings and recommendations for us about notonly here are the opportunities that we know
our best practices, but also gettingto know your team and talking with you
here's what we think would be reallygreat for you all to prioritize to make
the most impact. Nice. That'sfantastic, And would love Jack him to

(07:26):
ask kind of a big question.It's sort of to you to start things
off, but really kind of whatis the importance of creating a culture of
workplace mental health? Which, sorry, you could probably sit here and we'd
need ten hours to really fully answerthat question, but at a high level
just to kind of tee off theconversation. Would love your thoughts there.
Yeah, as you mentioned earlier,it is a big hot topic right now.
A lot of people are paying moreattention to their mental health. Unfortunately,

(07:50):
because of COVID, a lot ofus took a big you know,
self assessment time. We had thequarantines, we were locked down. We
had nothing else to do but tosit with their thoughts for better and for
worst worse. But I think thatreally did open up the doors and broke
a lot of the stigma around mentalhealth and bring it into different environments like

(08:11):
the workplace. As I mentioned,we spend a lot of our time at
work. It's important to have thoseenvironments that are going to support our long
term health and wellness, which isour mission at Mental Health Connecticut. We
partner with individuals, families, andcommunities to create those environments, which is
why we loved partnering with FCPURO.We love partnering all these organizations so that

(08:31):
we can help share those best practicesand create those environments for the leadership,
for their staff, and then itripples out into the communities and the people
that they serve. It really doesmake a very strong impact. And when
we're talking about mental health, we'retalking about people. That's really what it
comes down to. It's about caringfor individuals as people, as human beings.

(08:52):
We're not robots, we're not thisproduction machine when we go into work.
We're not a number. We areliving, breathing, people with emotions,
have experiences, we have different backgrounds, we have our strengths, we
have our weaknesses. And the morethat we get to know people and support
them, the better they're going tobe. They're more productive, they're going
to be the more that they lookforward to coming into work. So as

(09:13):
you said, I could talk aboutthis for hours and hours, but it's
what it really boils down to isjust treating people as people, meaning them
where they are, giving them thesports that they need so they can be
their best. That's I love that, perfectly said. And thank you so
much for letting me throw the bigquestion. I promised the rest will be
easier. You're like, thank goodness. So with that too, is could

(09:35):
you tell us about is you havekind of the Mental Health Connecticut Collaborate assessment
process? Correct? If I amI saying it hopefully properly MHC collaborative.
Yes, fantastic. Could you talka little bit about this process? Yes.
As Nicole mentioned and her experience,there was interviews that happened with staff
members, employees kind of picking everyone'sbrains to say, how is the work

(09:56):
environment, what benefits are you receiving? What does the culture really look like?
Because we can't just put a bandaid on something, there's no universal
best practice. I wish there wasto say, just follow these five things
and it'll be great. We dofollow certain measurements and assessments. For example,
the US Surgeon generals five Essentials forWorkplace Mental Health and well being Mental

(10:20):
Health America's Bill Seal for Workplace Wellness. We use these best practices to guide
us, but we still need tocustomize them down again, meeting people where
they are. We need to understandthe population. We need to understand the
workforce in order to make the bestimpact. So while we can say yes,
you should have adi initiative, Yesyou need to have you know,

(10:41):
time off, flexible work hours,these are all great things to have,
but it has to make sense foryour environment. So we do that assessment.
We look at policies, procedures,handbooks, We have one on one
conversations. We can hold focus groupsagain, whatever the organization might need.
If they are a small group,it might be easier to do the one
on one with someone that has thousandsof employees. We can do a group

(11:03):
focus group just to really pick theirbrains and say what is it like now
and where would you like it togo? And then we get that information,
we balance that against those best practicesthat I talked about and then really
figure out what's gonna work best andthen have that conversation and that presentation to
the organization to say here's where youare, here's where we think that you

(11:26):
want to go based off the feedbackand here are the steps to get there,
and then not telling them this iswhat you need to do, we
say this is what you could do, and this is the potential that you
have, and then it's up totheir leadership team to make those implementations if
they decide to, or even justprioritize them over time, because unfortunately,
you can't change culture overnight. I'dlove to snap my fingers and have everyone

(11:48):
have a healthy workplace, but itdoes. It takes an investment and time
and funds and getting that buy infrom everyone, and it is a process.
But we're there to guide those organizationsthrough that. Nice. That's great
and I appreciate kind of giving thespace to do it, setting goals,
guide posts and things of that.Hr So and Nicole would love to hear

(12:09):
a little bit you kind of talkedabout the program a little bit higher level.
If you could talk a little bitmore in depth kind of what were
those processes and those next steps andkind of where are you guys at today
within the process. Yeah, absolutelyso. As Jackie mentioned, there were
individual conversations with team members. Wealso had a leadership focus group. There
were conversations with us as an HRteam, looking over our benefits guide a

(12:30):
lot of our policies and procedures,and really combing through what are the uniquenesses
of our organization, where we're alreadyreally strong, and where are their opportunities.
So, as Jackie mentioned, youknow, there's this there's so much
that could be done right, evenif you're doing this really well and even
if you're focusing on this as anorganization. But some of the recommendations that

(12:50):
came out of that for us specificallywere include continuing to invest in a training
called Mental Health First Aid, andso you know, among others that had
to do with our core values,there were what they called through lines,
which is kind of the things theyheard from numerous employees or things that they
continued to hear in all of theirconversations. So, you know, in
addition to the mental Health First Aid, there was talk about our culture.

(13:13):
There was a conversation about scheduling.You know, we are a distribution center
at large, that's the majority ofour population. And so to Jackie's point,
something like flexible scheduling is a littlebit harder in that type of environment,
and so what does that look like? How do we honor the essence
of that in this environment. Sothere were a lot of through lines and

(13:33):
a lot of recommendations about hey,long term, here are the things that
I think our opportunities for you specificallyas an organization. But we decided right
now, at this moment and wherewe are, mental health first aid was
what we really wanted to focus on. So you know, that is a
well researched, long standing training forhelping people know how to understand, identify,

(13:56):
and respond to somebody with a mentalhealth challenge. And so what we
took out of the assessment was thatwe decided the goal for us was anybody
who has a direct report, soanybody who's a people manager has to go
through Mental Health for State training.Okay, so that's you know, we
have a long term strategy towards thatwe've had. To date this year,

(14:16):
we've had twenty three managers go throughit. We have just under fifty total
who are are people managers. Wehave two more for the year scheduled in
October, which is a nod toWorld Mental Health Day, which is on
October tenth, So we have twomore scheduled for the year, with another
twenty three managers signed up. Butthat was our really big push in twenty
twenty three was to get all peoplemanagers through that training and then moving forward

(14:39):
we will do quarterly trainings as well. And then a uniqueness that we're bringing
is also ongoing support sessions. Soevery quarter any manager who has gone through
this training can come. We havemock scenarios, mock conversations, We have
them role model with us how theywould handle it. We let them ask
questions, Hey, what benefits specificto FCPO could help in a situation like

(15:00):
this. So really that's where Isee this having become a part of our
cultures is now all managers have acommon understanding and then they know that it's
a collaboration between them us as theHR team. We will loop in Mentalth
Connecticut in the future. I'm sureto continue helping with that. But that's
really you know where we've kind oftaken the assessment and the recommendations. That's

(15:20):
great, And what's been the feedbackso far that you've received from managers who
have gone through this program. Let'sstart there. We have had amazing feedback
that's not too bias because I doI just over all the listeners with a
huge smile that verg just brightened upyour face, So you really mean that?
Yeah, yeah, you know.We have had amazing feedback, I
think because at the end of theday, right as Jackie mentioned, people

(15:41):
are people at work, and peoplewho are in manager positions want to help
their people, whether that's in aperformance situation or a personal situation like that,
the lines are, you know,not clear cut. So I think
what managers have gained from it isa little bit of a framework to help
manage and work through these sometimes graysituations, right, And so what I

(16:07):
say to managers is, hey,I know these conversations can be hard.
I know the stakes can feel reallyhigh. But here's a toolkit so that
you don't flounder through them when theyhappen. It's not an if, right.
We know one in five adults inthe US will experience a mental health
challenge in their lifetime. So Ioften open up the training with, hey,
raise your hand if your team ismore than five people, so you
know, getting them to understand thatit's not an if, it's not a

(16:29):
when, it's a when, andreducing that stigma around that. And so
I think we've had such great feedbackbecause it's they feel like it's giving them
a tool in their toolkit to bethe best manager they can be. Fantastic,
No, this sounds incredible, appreciatingthe way to look at it short
term and then also longer term aswell. And Jackie would love for you
to chime and to just talk alittle bit too. And how else are

(16:51):
you partnering with companies? Here's onegreat example with FCP FCP, I need
to my goodness, it's one ofthose days. It's a tough one.
It is one of the f onethere we got perfect is how you're working
with them in this specific way.How are you working with some other companies
that may be looking to kind ofaddress their wellness in the workplace. Yeah,
well, we're at a unique positionwhere we're just ramping up fcpor I

(17:14):
went through our pilot of the program, which we called a cohort. It
was a six month process for mostof the groups that participated in that,
so we kind of use their evaluationsand their feedback to continue to grow the
program. And we're now at aplace where we're opening it up to a
membership model where it's a full yearinvestment. As a membership, you start

(17:37):
off, you go through that wholeassessment, but you also tie in those
trainings like mental health first aid thatNicole brought up. We also have customized
trainings that we give to organizations aroundthings like psychological safety, mental health one
oh one to kind of just doan overview of what does this actually look
like in the workplace, and wedo a lot of DI trainings as well,

(17:57):
Diversity, Equity and Inclusion, whichI'm very pleased to be able to
provide those personally to staff. Actuallywas just working with an organization out in
New York and providing ADI in theworkplace training to their staff. We were
able to do that virtually and haveabout twenty to thirty people on the zoom

(18:17):
call and just go over what doesthis mean in the workplace, what are
some of the barriers that they werefacing, and started to focus on things
like generational diversity because in their workplacethey had people from their twenties all the
way up to their seventies, andsometimes there would be some clashes between the
generations of all those young ones don'tget it, or that's not how you're

(18:37):
supposed to do it, or andvice versa. You just have those stereotypes
and butting heads, so kind ofbreak it down to say, Okay,
across the generations, we each wentthrough these major life events at pivotal times
in our development process. If youlook at I believe it's Ericson's philosophy of
development. In your adolescent stage betweenages ten to nineteen or so, you're

(19:00):
asking yourself who am I. That'sthe process of how you're building who you
are. So what happens to youin those times when you're ten to nineteen
years old. When I was nineteenyear old the Twin Towers fell. That
has a massive impact on my lifeand my outlook on life and everything that
happened since there with war and terror, and certain individuals were getting targeted wrongly

(19:22):
just for the color of their skinand their faith. And I just saw
the world completely different because I wasstill asking myself who am I in this
world? And so trying to openup those conversations to say, okay,
let's look at people as people again, Yes, not just all those millennials,
are those boomers, Like, let'sget away from that. Let's say
let's look at Kate, Let's lookat Nicole, let's look at Jackie.

(19:45):
Let's let's have these conversations as peopleand get to know each other, and
just trying to present those trainings andworkshops to open those conversations up for organizations
so they're not just sitting down listeninglike a classroom to say Okay, two
plus two is four. Got itand that's all I can do. No,
you want to have those conversations tobe like, well why and let's

(20:06):
have a dialogue about it. Soproviding those tools to organizations so they can
continue to do that work as ateam, and then we're just there in
the background to continue to guide them. Do check ins. We do monthly
check ins with all of our membersto make sure to say, Okay,
what was great this week, whatwere your weaknesses, where are you still
struggling with and how can we continueto help you. So they go through

(20:26):
that first year with us, theyhave those trainings, they have that assessment,
they have the plan, and thenhopefully if they still need us,
come back the next year, continueto do more trainings because it's not a
one and done situation. It's aprocess. You have to keep working on
it. And then we also offerto guide them to get the Mental Health
America Bell Seal of Workplace Wellness whichMHC is a Platinum level recipient of that,

(20:52):
which is the highest level that youcan get. Unfortunately, people that
have tried to do that, onlyone in four organizations have met that criteria
area for that certification. So wherethe MHC Collaborative comes in, we help
those organizations get those tools, getthose processes in place, get to that
level so that they can earn thatcertification, not just to have that nice

(21:12):
gold start to put on your website, but to actually show your staff and
you know, you know, walkthe talk and be like, you know
what we put the work in,We've earned this, we did this together.
It's it kind of feels like thataha moment and just kind of to
you know, check yourself and makesure that you are meeting that bar that

(21:33):
you're setting for your organization. That'sgreat. It's a really good approach.
And one thing I want to circleback on we've talked a little bit on
just kind of the organization at themanagement level, and Nicole, you talked
about the individual employees and you know, the people is sometimes you think,
hey, we're going to do newprograms and new trainings, and you know,
sometimes as an employee, but peoplearen't thrilled about it, but would

(21:53):
love to get kind of what itis people's approach, because I think this
is so unique and it's different thansome of the other trainings we may need
to do, you know, withina workplace. So Nicole would love to
just hear first kind of what we'reemployees opinions about starting a program like this,
and then what are you seeing nowthat you've really kind of been able
to take a year into the program. Yeah. One thing that in my

(22:15):
experience coming into an organization and buildinga new program is the importance of including
employees and making it a collaborative becauseit's not successful if it's viewed as my
program. Right, this is Nicoleas well in this program. It's successful
when it's viewed as our program.And so one thing that I really appreciated
about the assessment process was the opportunityfor those one on one conversations with employees,

(22:36):
because that brought them in so earlyon to hear their perspectives we had.
We really focused on making sure thatemployees voices who were heard were diverse
not just in gender or race orethnicity, but also in how long have
they been in the organization, whatdepartments are they in, who are their
managers, So that there was areally broad view across the organization of what

(22:57):
different employees were experiencing. And soI think employees really appreciated being included in
that way, so that when wedid come back and announce our partnership with
Mental Health Connecticut companywide, you know, it felt like, you know,
they had a part in building this. So I think that's a really big
big piece to consider early on toget that buy in and get that participation.

(23:22):
As you know, talking about thebenefit employees are having from the manager
mental health first aid training. Youknow, we are very in intentional about
communicating this as a priority for usbecause we want employees to know that,
you know, companies put resources towardsthings they value, right, so we're
putting resources in terms of you know, it is a seven to eight hour

(23:45):
training and you know, I wastrained to become an instructor for it.
So we communicate specifically to employees forthem to know, you know, we
want you to know that we're investingin these things. We're training your managers
in this way so that you canfeel comfortable when ever this conversation might have
to happen so there's a lot thathas to happen before an employee feels comfortable
disclosing if they are struggling. Andso, you know, the hope and

(24:08):
the long term outcome that I hopeemployees are going to understand is, you
know, we've we've done a lotof foundational work so that if you are
going through this, it's destigmatized.There's an environment that's ready to hear you
out, and there's an environment that'sready to support you. So you know,
we've seen that. And I thinkfrom the manager level two, again,
they are employees too, and sometimeswe forget that. Sometimes, you

(24:30):
know, we forget that managers areare individual employees too, And so I
think they have felt a little bitof relief after this training because it is,
you know, it is kind ofscary. Sometimes there is this thought
of what if I have the conversationwrong? What am I required to say?
What are the employment laws around thistopic? Right? So I think

(24:52):
they've felt a bit of relief toknow, one, your HR team is
here to support you in this way, but too, here's a tool box,
a framework that you can use.So I think, you know,
it's only been the first year,so there will be a lot of long
term benefits we hope to see,but those are kind of the early ones
that we're talking about as a team. Okay, great, thank you for
sharing those. And Jackie, fromyour perspective, what have you seen on

(25:14):
the employee level with some of theother companies you've worked with, a lot
of great success stories very similar toFCP EURO. I'm so proud of you
guys. I'm proud of all ofour members that are going through this process.
Everyone's at a different stage where theyare at. But I think,
as to Nichol's point of having thoseone on one conversations bringing people into it,

(25:36):
getting that buy in early on reallydid make that initial impact right up
front where it's staff excuse me,staff and employees saw that investment from their
organization, from their leadership team rightup front. It wasn't just another training,
It wasn't just another you know,little initiative where you get a little
sticker at the end of the day. It really is an investment where they

(25:57):
are being seen in in a newway, and I think that has created
such a value for the employees thatwe've been working with. That's one of
the best things about it. Ialways like to say, there's no about
us without us. It's not mysaying. Someone else did it. I
don't know where it came from,but it is such a great philosophy that
really should continue to be ingrained becauseif you're going to talk about something,

(26:19):
you're going to talk about changing anenvironment, you need to involve all those
people in that environment. That isreally good. There's no about us without
us. I like that. Okay, I'm gonna steal that too. Fantastic
And you know, Jackie, wherefor companies who maybe you know, looking
to kind of start or looking tobuild on a fast strong foundation they have,
where do you recommend them, youknow, kind of what's that next

(26:40):
best step or that first step insome cases, well, individuals that are
ready to make that first step orjust have some questions and want to know
what direction they can go in,please come to our website contact me directly.
You can go to collab at MHCONNdot org to email me. You
can go to our website at mhcoN dot org slash education. You'll go

(27:03):
directly to where the collaborative information is. There are materials on there that give
you the overview of what the programlooks like what the prices are, and
everything is open to have discussions ifpossibly you're just looking for well, let's
just do one training and see howit goes, or let's just have one
conversation and see how that goes.I'm always happy to talk to people and
customize things because again, we meetpeople where they are. I can't just

(27:26):
say this one thing's gonna work foryou because it won't. Right. Yeah,
So yeah, I'm always happy tohave those conversations with individuals. And
I really love meeting people and seeingwhat they're up to because it is a
collaborative for a reason. It's notjust that one on one with an organization.
I get to take the best practicesand the findings for more an organization

(27:48):
and share it with someone else tosay, oh, you know, it
worked really great for them. Whatnew program this group has done. I
can say, oh, FCPURO,their wellness coordinator is doing them as a
health first aid training herself. Howawesome is that to be able to have
that resource in house as opposed tohaving an external trainer that's you're going to
see once and that's it. Youcan go back to Nicole and say,

(28:08):
hey, remember back in that trainingcan we talk about that again? That
is such an asset. So I'mable to share that story with our other
clients to say, you really shouldhave an internal trainer because it's had such
a strong impact and we can havethose stories to share and feed off of
each other, which is the beautyof this program. Fantastic, And can
you share what your website is onemore time? It's www dot MHCNN dot

(28:32):
org. Fantastic and Nicole, doyou mind sharing where people can learn more
about fcpuro and also too if theymay be looking for a job too.
Yeah, absolutely so. Our websiteis fcpo dot com. If you're interested
in learning a little bit more aboutour organization, there's an about page on
there that has our history that Italked a little bit about in the beginning.
But we also have a careers dotfcpero dot com page as well where

(28:56):
we will post our openings. Andwe also have our LinkedIn page, which
is fcperro on LinkedIn, where weare posting about a lot of the work
that I've spoke about here, alot of pictures from you know, employee
engagement events that we do, aswell as our brand new distribution center in
Phoenix, Arizona. That sorry inMesa, Arizona that just opened up this

(29:19):
month. So a lot of funstuff you can learn about what we're doing
as an organization in all different areas. That's great. Well, thank you
so much. We're gonna have toget you back in now another six months
or so to get the updates andeverything. So YouTube Jack, you really
appreciate the conversation today and appreciate reallywhat each of you are doing again for
the people and for each of usas individuals. So thank you guys so

(29:40):
much for being here today. Thankyou, of course, thank you for
having us of course, no,thank you guys, and thanks for coming
in. I appreciate it. Ilove friends. So thank you all for
listening today. For all the detailsabout today's show, you can visit metro
Hartford dot com. We would loveto, as always, give a big
thank you to our partner, okHill, and again thanks to you for
listening. I'm Kate Allman. Goout and make today a good day here

(30:03):
in Connecticut. M