Occlusal Register

Official Publication of the Kern County Dental Society, a Component of the California & American Dental Associations

November/December 2016

Presidents Report
Jared R. Gianquinto, DMD

Mission Statement
It is the mission of the Kern County
Dental Society to be the recognized
source for serving the needs and
issues of its members while assisting them in their service to the public.
Vision
KCDS membership is comprised of
all dentists who share its core values and Code of Ethics, working
together, cooperating in preventing
oral disease and providing care for
all in need.
Core Values
Integrity ~ Ethics
Leadership ~ Inclusiveness
Professionalism ~ Service
Education ~ Responsibility
All statements of opinion and supposed fact are published on the authority of the author under whose
name they might appear and are not
to be regarded as the views of the
Kern County Dental Society unless
such statement has been adopted by
the KCDS Board of Directors. Acceptance of advertising does not
imply approval or endorsement by
the Kern County Dental Society of
products or services advertised
herein.
930 Truxtun Ave, Suite 101
Bakersfield CA 93301
Phone: (661) 843-7715
Fax:
(661) 843-7717
E-mail: kcds@lightspeed.net
Website: www.kerncountyds.org

It has truly been a privilege to serve as President of the Kern County Dental
Society this year, and with the support of the KCDS leadership, we have made
some great strides this year in services to our members. I have greatly enjoyed meeting so many of you at our events throughout the county, sharing
ideas with CDA and collaborating with other component presidents. This year
has heightened my appreciation for organized dentistry, and its importance
in preserving our profession into the future.
KCDS has had a busy fall season, hosting the 3rd annual CDA Foundation Gala
in September, and raising nearly $14,000 to support CDA Cares here in Bakersfield. We can all be proud that our comparatively small component has
been the leader in CDA Cares fundraising for the past three years, and it is
now time to take our efforts to the next level. The board has procured professional planning and promotion services for next year's fundraising events
leading up to the weekend of CDA Cares at the Kern County Fairgrounds on
October 6 and 7. Stay tuned for some fun and exciting events in the coming
year!
This year has brought many changes to the operation of small organizations
such as ours, and how their charters must be structured. In September, CDA
reviewed our bylaws and recommended multiple updates to ensure compliance with state regulations. Our bylaws committee reviewed these suggestions, which will lessen administrative burden by moving many functions and
standing committee requirements out of our bylaws, and into a policy manual
that can be more easily changed by the Board of Directors. This will allow the
board to respond to the needs of the membership more quickly, and retain
relevance in the years to come. The bylaws committee will present their revisions to the board during the November meeting, which will then be brought
to a general membership vote.
Many thanks are in order to our Executive Director, Shannon Ford. It may
come as a surprise, but KCDS is a leader in providing Continuing Education,
hosting the best attended and most profitable CE events among similar-sized
components in the state. Through Shannon's efforts, our CE program is tremendously successful, and we look forward to a great program in the future.

Thank you for the opportunity to be your president. I am looking forward to

working with the board next year, and welcoming our next president, Dr. Kurt
The Kern County Dental Society
Sturz. I hope to see many of you at our annual installation dinner at the Guild
is a proud component of the
California Dental Association & the House on December 9, and extend my warmest wishes for a wonderful holiday season.
American Dental Association

News & Notes

Congratulations to Dr. Chris Kiuftis and his

wife, Julia as they welcomed their second daugh-
ter, Eleni on Nov 1, 2016. She weighed in at 8 lbs
and is healthy and happy. I am sure her big sister is
overjoyed!!

The Taft Dental Hygiene Program is looking for

patients. Particularly those with perio case types 2
& 3 and those with moderate to heavy deposits.
The students are able to perform analog and digital
x-rays. Appointments are approximately 1/2 day, 8
-12 or 1-5. The fee is $20.00 per patient, no extra
charge for x-rays. The x-rays can be forwarded to
their regular dentist. The program is not trying to
take money out of the dental community but they
do need patients to hone their skills on. Please send
a referral or two their way.

Senate Bill 137 became law and was effective July

1. This requires all health plans to maintain accurate provider directories. This law requires dentists contracted with dental plans to respond to a
plans request for accurate directory information
with 30 days or face payment delays, reimbursement reductions or, ultimately, termination of their
participating provider agreement. Additionally, Dentists participating with Denti-Cal or Medidentists must notify the dental plan within five
care (including Medicare Advantage plans) must
business days when there are changes in the dencomply with the Department of Health and Human
tists capacity to accept new patients/plan enrollees.
Services' Office for Civil Rights' final rule implementing the prohibition of discrimination under
Section 1557 of the Affordable Care Act.
Thank you to our Safe Halloween Volunteers Once again, the dental office at the Kern Pioneer
By Oct. 16, dentists will need to comply with the
Village was a popular place for little trick or treatfollowing:
ers during the event. More than 4,000 toothbrushes
Post a Notice of Nondiscrimination in English in
were given away over two evenings. We could not
dental practices, on websites and in significant pubhave done it without our volunteers. Our apprecialications or communications.
tion and sincere thanks go out to:
Post taglines in the top 15 non-English languages
spoken in California offering free language assisDr. Melissa Primus
tance. Post them in dental practices, on websites
Dr. Sarah Koyama
and in significant publications or communications.
Dr. Edward and An Jelyn Dove
For offices with 15 or more employees, post inforAlison Howard, RDH, and Nathan Swift
mation regarding the dental practice's grievance
Melissa and Jonathan Boyd
procedure.
Dona and Paul Schilling
For assistance with meeting the compliance deadEstella, RDA and Joshua Alaniz
line, including the required notices, download the
And a special thank you to Brianna Espitia and
CDA resource "Nondiscrimination Requirements
her group from the Stockdale High National
Under the Affordable Care Act (Section 1557)" at
Honors Society for helping decorate the buildcda.org/practicesupport. (reprinted from cda.org)
ing.
Nearly $1.8 million dollars in volunteer oral
health care services were provided to 2,066 people Oct. 15-16 at CDA Cares in Stockton. During
the two-day event at the San Joaquin County Fairgrounds, dentists and dental professionals provided
14,178 dental procedures, including fillings, extractions, cleanings and oral health education. 250 complete and partial dentures and repairs were provided. More than 2,500 volunteers donated their time
and services at the event, including 850 health professionals - dentists, dental hygienists, dental assistants, nurses and lab technicians - as well as community volunteers who assisted with registration,
translation, data entry and escorting patients.

Dont forget to fall back one hour on

Nov 6, 2016!!

Nov / Dec 2016 - Page 2

Trustee Report
By Brenda Buzby, DDS

The board of trustees (board) met on Oct. 7 in Sac- Discussions:

ramento. The next board meeting is scheduled for
Presentation on Integrated Health Care: Dr.
Dec. 8 (teleconference). The following actions
David Gesko, dental director and senior vice presiwere taken and discussions were held.
dent for HealthPartners, presented an overview to
Actions Taken: Actions of the board, which are the board of Health Partners integrated health care
determined to be under the authority of the House model.
of Delegates (CDA house), will be moved to the
House Agenda Update: The board received a
CDA house as a separate resolution.
verbal update on the CDA house agenda.
Minutes: The board approved prior meeting
2017 Management Objectives of the CDA Exminutes.
ecutive Director: The board reviewed the proposed
2017 CDA Operating and Capital Budget: The 2017 management objectives for the CDA execuboard approved the 2017 budget.
tive director.
Innovations Model Task Force Funding: The Tobacco Tax Presentation and Initiatives Overboard approved funding to support the work of the view: Jim DeBoo, campaign manager for the Propinnovations in membership models task force.
osition 56 campaign, provided an overview to the
Strategic Plan: The board approved modifica- board on the Yes on 56 campaign and addressed
other initiatives on the November ballot.
tions to the CDA strategic plan.
New Volunteer Governance Shadowing Program: The board approved the development of a
pilot program to allow new volunteers to attend
and observe CDA governance meetings and
events.

Healdsburg Fluoridation Update: The board

received a verbal update on the Healdsburg fluoridation campaign.

The board also received verbal updates on activities of the ADA, CDA Foundation, TDIC/TDIC
Insurance Solutions, TDSC, CalDPAC, CDA
New Dentist Voting Roles on Judicial Council
Presents board of managers, judicial council and
and Council on Membership: The board approved
the charter review subcommittee.
the inclusion of a new dentist at-large non-voting
position on the judicial council and a new dentist
Welcome to our Newest Members!!
at- large voting position on the council on memDr. Kenneth Ricks
bership.
At-Large Trustee Positions on the Board of
Trustees: The board approved that the recommendations of a new dentist task force to add elected at
-large trustees be referred to a newly constituted
task force and postponed consideration of the composition and charge of the task force until the
March 2017 board meeting.
Deadline for Introduction of New Business at the
House: The board approved a recommendation
that the deadline for the introduction of new business at the CDA house be modified to create greater flexibility in the meeting schedule.
Nov / Dec 2016 - Page 3

5601 Auburn St, Unit B

Bakersfield, CA 93306
(661) 432-7773

Dr. Kyle Baker

8625 Liberty Park Dr Ste 101
Bakersfield, CA 93311
(661) 322-2263
Dr. Luz House
1625 S H St
Bakersfield, CA 93304
(661) 398-1744

Best Hiring Practices: Understand Employee Classifications

Reprinted with permission from California Dental Association

Employee classification is an important and complex

piece of being a business owner, and that applies to
dentists who own a practice. By a general principle,
exempt employees possess management and decisionmaking responsibilities as a majority of their essential

job functions (51 percent minimum).

Unless an employee clearly meets the job duties of an
exempt position, its best to always assume an employee is nonexempt, thus, entitled to overtime and appropriate meal and rest breaks. Oftentimes, dental offices
classify office managers, team leaders and hygienists as
salaried exempt employees. However, its relatively
rare for most employees of a dental practice to be classified appropriately as salaried exempt employees. The
consequences of not following particular guidelines can
result in audits by the Department of Industrial Relations or costly lawsuits by employees who claim they
were misclassified. These types of lawsuits can revolve
around overtime pay, meal and rest breaks and wage
statement violations.
Here are several things dentists should know when it
comes to classification of employees in dental practices.

Employees arent classified by job title alone.

According to the California Chamber of Commerce, Job titles do not determine a California
employees exempt or nonexempt status. An employee with an impressive job title may not qualify
as an exempt employee if his/her actual duties do
not meet the requirements for one of the exemptions. For example, the title of manager does not

always mean that an employee will be exempt.

Its rare for employees of a dental practice to
qualify as exempt employees. Review the
Exemptions from the overtime laws by the De
partment of Industrial Relations.
When determining exempt versus nonexempt
status, the employee should clearly qualify. Employers should always err on the side of caution if
theres a question and classify employees as nonexempt. The California Chamber of Commerce warns
employers to exercise caution if you have managers that supervise employees and perform routine
nonexempt tasks at the same time. A California
court ruled that a manager who had nonexempt responsibilities while supervising staff at the same

time was not performing exempt work and was entitled to overtime. Simply working independently
and following checklists or office protocols isnt
considered independent responsibility.
Hygienists, generally, do not qualify for exempt
status. A common practice is to pay hygienists a
flat daily rate. Under the federal Fair Labor Standards Act, dental hygienists could be classified as
exempt employees as learned professionals, provided the employee meets certain requirements under a primary duty test. This is permitted only if
the hygienist has successfully completed four years
of academic pre-professional and professional
study in an accredited college or university approved by the Commission on Accreditation of
Dental and Dental Auxiliary Educational Programs
of the American Dental Association. As such, the
hygienist generally meets the duties requirements
for the learned professional exemption (similar to
dentists). However, California law imposes a more
restrictive standard, generally making it harder for
California employers to establish an employees
exempt status. California law provides that those
employees who are state licensed or certified and
primarily engaged in the practice of law, medicine,
accounting, teaching, optometry, architecture, engineering and dentistry may be considered exempt
professionals. Importantly however, California law
does not automatically consider the professional
exemption for the dental profession and excludes
most dental hygienists.
Employers should have each employee track
their time using a software system. Dentists
should pay appropriate overtime when applicable
and provide appropriate meal and rest breaks.
Understand the minimum wage salary requirements and recent minimum wage increase ($15 per
hour by 2022) and how that will affect the practice
over the next few years. With the recent federal
changes and tiered California minimum wage increases through 2022, it will be important that employers stay on top of exempt salary thresholds.
Navigating the terrain between California and federal rules can be complicated. Employers must
comply with the law that gives the most protection
to the employee.

Nov / Dec 2016 - Page 4

Continued on page 5

Best Hiring Practices: Understand Employee Classifications

Reprinted with permission from California Dental Association
Continued from page 4

It is important to note that licensure or an advanced degree is not the determinative factor for classifying an employee as exempt. One must still consider the quantitative component, that is, whether a particular employee
actually spends more than 51 percent of his or her work time performing exempt duties, as well as the qualitative
component, namely whether the employee exercises discretion and independent judgment in performing those
duties. This generally leads to a case-by-case determination. It may be the case that one hygienist in the same
office is exempt while another hygienist is nonexempt. Taking precautions and completing a self-audit can
prevent misclassification of an employee and avoid costly penalties.
For more information and advice on this and other employment matters, contact CDA Practice Support at
800.262.7645 or contact your legal counsel.
This is the second of a five-part series on best hiring practices for dentists.

Help is one step away...

When: Friday, Dec 9 6pm

Where: The Guild House
Price: $55 per person or $100
per couple
Email : kcds@lightspeed.net to
rsvp

DO YOU NEED HELP?

What: Installation Dinner/

Holiday Party

Alcohol and drug addiction can touch any of us.

The CDA Well Being Committee is an organization
of dental professionals who can give confidential
assistance to members of the profession, their
spouses and staff members. Anyone needing
information and/or help may contact:
Northern CA Regional Well-Being Committee
Assist individuals in Alpine/Mono Counties
530.310.2395, Curtis Vixie, DDS
Southern CA Regional Well-Being Committee
Assist individuals in Inyo/Kern Counties
818.437.3204, William Slavin, DDS or
714.814.7732, Diane White, DDS
or call the Kern County Dental Society Office at
661.843.7715.

The CDA
Well-Being Program
A Service to the Dental Community

Nov / Dec 2016 - Page 5

Dental Plans Moving to Direct Deposit Claim Payments

By Greg Alterton, Dental Benefit Plan Specialist
Reprinted with Permission from California Dental Association

A memorable case of mine in assisting dental offices in

payment problems was one where the office had submitted a claim to an out-of-state dental plan and the
plan denied it because it was filled out by hand. We
contacted the state insurance commissioners office to
ask whether state law defines what constitutes a valid
claim. In other words, did the fact that a dental claim
had been written by hand make it an invalid claim? The
answer was no, a claim prepared by hand, if legible,
would be considered valid. When told that a dental plan
in their state had rejected a claim from a California
dentist simply because it was prepared by hand, the
insurance commissioners office contacted the plan and
prevailed upon them to process the claim, which was
paid.

Another technological wonder of the electronic age is

upon us, and admittedly is causing some nervousness.
That is the electronic transfer of claim payments
through electronic fund transfers (EFT) by means of
direct deposit into the accounts of dental practices.

Because of HIPAA requirements, all dental plans have

the means to receive claim payments through electronic
submission. They also have developed the means to
pay claims electronically. Ten years ago, one dental
plan established a system whereby any complete claim
submitted electronically by the end of business of a
particular day would be paid through automatic deposit
into the dental practices bank account by midnight that
night. So, EFT as a means of payment isnt new.
Whats new is that dental plans are starting to shift to
In reporting this to the dental office, I asked in passing EFT/direct deposits as the preferred method of paywhy they prepare their claims by hand. The billing ment: no more physical checks and payments made
manager said, Oh, we dont have a computer in our directly to practice accounts.
office. We dont even have a typewriter. What works,
works. But filling out claims by hand begs the ques- Most dental plans desire to use EFT to pay for claims
tion: How prepared will a dental practice be in doing they have received. There are advantages for both the
business in the information age if they conduct their plan and the dental practice. For the dentist, plans are
touting these advantages: payments received faster, in
business with only a pen in hand?
days rather than weeks; same-day access by the dental
practice to funds deposited; online documentation
Interestingly, the dental plan industry reports that more available to reconcile payments; payments made directthan 70 percent of dental claims received by plans are ly to a practices account eliminating the need to run
sent electronically. In California, that number is closer to a bank to make deposits and reducing the number of
to 75 percent. Practice management software, and the mistakes that might occur while making the deposit.
standardization of forms for electronic transactions, With direct deposits, the potential of a breach of
have made this possible. The advantages of electronic HIPAA requirements on patient confidentiality or
transactions have also made the major transactions be- breach of security of a patients record is not a concern,
or is certainly of less concern. One problem that CDA
tween dental practices and dental plans electronic.
hears on a regular basis that of a check lost in the
Through electronic claims submissions, dental offices mail sent to a wrong address will be resolved through
EFT/direct deposits. Any office that has gone through
get a receipt of claims sent and can receive rapid notifihaving to correct a check being sent to the wrong adcation of plans receipt of claims, the status of claims dress or being lost in the mail knows that this can take
being processed and eventual payment. Most claims are a considerable amount of time to rectify.
now auto-adjudicated, which means faster processing
of simple claims, resulting in fewer rejections and less Despite the reasons on the plus-side for of accepting
EFT/direct deposits of payments, some concerns have
back-and-forth between the plan and the dental office
been raised by dentists. Some providers are not wantto acquire needed documentation. Not only do electron- ing to disclose their bank account information;
ic claims also save staff time on filing and tracking
Continued on Page 7
claims, but they also save the practice in postage.
Nov / Dec 2016 - Page 6

Dental Plans Moving to Direct Deposit Claim Payments

By Greg Alterton, Dental Benefit Plan Specialist
Reprinted with Permission from California Dental Association

will not require the office to enroll in EFT, thus they

a concern about not being able to tie a claim to a pay- can opt out.
ment; and the inability to decipher a bulk payment. Another dental plan confirmed with CDA that it had
CDA has been assured by a dental director with a ma- enabled EFT/direct deposit as an option in 2014.
jor plan in California that these concerns are dealt with
through safeguards built into the process. For example, To date, we have not required direct deposit and it
explanation of benefits (EOB) forms are available on remains elective for our dental healthcare practitioners.
plans websites and are easily retrieved. Dental offices Weve elected not to enable virtual payments (credit/
are encouraged to speak with representatives of plans debit cards) for dental offices that elect not to particiwho approach them about converting to EFT payment pate in EFT and choose to stay on paper checks, a repto discuss any concerns the practice may have. At this resentative said.
stage, if a plan is moving to EFT/direct deposit, often- Its safe to say that all dental plans have established a
times it will allow practices to opt out and continue to system of making claim payments through EFTs, and
receive paper checks in the mail.
while only one plan has made this the means of making
Another expressed concern is that for some plans, a payments, all plans are likely moving in that direction.
dentist not participating in the direct deposit payment While for most plans use of EFT/direct deposits is volmethod may receive a virtual credit card (VCC) in lieu untary on the part of the dental practice, it is an emergof a paper check. This becomes problematic in that, ing trend. Having the capability to accept EFTs from
like a credit card, there is a processing fee for drawing plans and understanding the benefits and the safeguards
on the card. Its important to know that plans that use to practices in participating in EFT/direct deposits will
VCCs to pay on claims will instead allow the EFT/ alleviate concerns with any future transition and will
direct deposit method or will allow a dental practice to reduce potential problems.
opt out of receiving the VCC in favor of continuing to
be paid by check. However, it should also be known
that some payers may begin to pay via a VCC as a default, particularly if a practice doesnt enroll in EFT/
direct deposit. This isnt a current policy, but it may be
a coming thing. A specific request to opt out and to
receive a physical check may have to be made to avoid
receiving a VCC. From what CDA has heard from dental plans, EFT/direct deposit comes with no cost.
Continued from page 6

One of the first plans to switch to EFT/direct deposit or

VCC is Aetna. Aetna comments that this move for its
dental plan is being driven by the medical plan side of
its company, and its desired compliance with all privacy laws and protection against potential breaches of
those laws.
While other dental plans are not moving to EFT/direct
deposit as the primary payment method, it is clear that
the industry is moving in that direction. One dental
plan representative told CDA, We are following the
lead of other carriers in the industry. Our expectation is
that there will be a day sometime in the future where
the industry is paperless in regard to claims and reimbursements, and establishing an EFT ability for payments is our first step toward that reality. We know that
there are offices out there that are not yet technologically set up to accommodate EFT. In these cases, we

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Nov / Dec 2016 - Page 7

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ThreeWays to Help KeepYour Dental Office Staff Happy

By Tim McNeely, LifeStone Wealth Management

Happy staff, happy life? Quite possibly. Although

there's no guarantee that a happy staff leads to a happy
dentist, you can be sure that a satisfied staff strengthens
your practice. When your staff is discontented, that
feeling manifests itself in the form of turnover, something you don't want to see with any frequency.

You can limit turnover by making your office an enjoyable place to work.

1. Give praise. Study after study has shown that employeesregardless of industryview praise as the
single most rewarding benefit they can receive. In a
recent study, 83% of all surveyed employees said that
individual praise was more rewarding than any form of
Turnover is bad for your practice for a few reasons. It bonus or gift.
costs you money to recruit new staff and train them.
You may even have to turn down appointments be- There are a few ways in which you can offer praise.
You can do it in a standardized way that's open to all
cause you don't have enough staff on hand.
employees. Popular forms of this kind of praise include
Turnover also hurts morale in both your employees and an Employee of the Month award or contests that are
your patients. Employees notice their co-workers leav- tied directly to some performance metric.
ing and wonder whether they too should look for a new
job with another practice. Patients see frequent turno- Another good way to praise is in one-on-one conversaver among your staff and wonder why their favorite tions. Performance reviews present a perfect opportunity to offer praise.
Continued on page 9
hygienist or receptionist is no longer around.

Nov / Dec 2016 - Page 8

Leadership

Three Ways to Help KeepYour Dental Office Staff Happy

By Tim McNeely, LifeStone Wealth Management

President
Dr. Jared Gianquinto
President-Elect
Dr. Kurt Sturz
Secretary-Treasurer
Dr. Jared Simpson
Immediate Past-President
Dr. Paul Mallouk
Trustee
Dr. Brenda Buzby
Editor
Dr. Nicole Watson
Board of Directors
Dr. Marshall Chey
Dr. Maziyar Ghalambor
Dr. Thomas Stewart
Dr. Scott Tangeman
Dr. Robert Reed
Dr. Dana Yeoman
Dr. Scott Wallace
Dr. Andrew Dreyer
Dr. Brian Danielsson
(Ridgecrest)
Dr. Cameron Hopkins
(Bishop)
Committee Chairs
Access to Care
Dr. Robert Reed
Advocacy
Dr. Scott Wallace
Continuing Ed
Dr. Martha Sanger
Ethics
Dr. Robert Reed
Leadership
Dr. Kurt Sturz
Mass Disaster
Dr. Robert Reed
Membership
Dr. Dana Yeoman
Study Club
Dr. Jared Gianquinto
Peer Review
Dr. John Alexander

Continued from page 8

You can also do it when it's not expected. Pull a high-performing employee
aside and let them know how they're doing. Tell an improving employee that
you notice and appreciate their efforts. These actions may seem small, but they
pay big dividends.
2. Help them with retirement. Your employees are worried about retirement.
They're concerned that they won't have enough saved and that they'll have to
continue working long past their desired retirement date.
You can show your appreciation for their efforts by helping them save for retirement. A 401k plan can be an effective way to do this. It gives your staff the opportunity to save money for their own retirement and it gives you a vehicle to
contribute. If your office is small and you think a 401k may be too complex or
expensive, you could talk to your financial advisor about alternatives retirement
plans.
Many employees expect some kind of group benefit plan at their place of employment. If you don't have one, you may have difficulty recruiting quality talent. Your current employees may view their benefits as inferior to those offered
at other practices.
3. Create a bonus plan. Your staff knows that you make significantly more
money than them. They're likely fine with that. After all, they also know that you
bear all the risk of owning the practice.
However, they also know that they contribute a great deal to your success. When
your business is operating at full speed, they like to be recognized for their contributionsand not just with praise.
A bonus plan can foster the feeling that you're all on the same team. It can create
a direct link between your employees' performance and their compensation. You
can tie the bonuses to the practice's overall performance or you can tie it to specific job functions.
One note on bonuses, though. Whatever system you put in place, be sure to
make the system easy to understand and transparent. If employees feel that bonuses aren't fair, bitterness and resentment could develop.
It's easy to get caught up in the day-to-day management of your practice. However, always remember that your staff is a crucial part of your practice's success.
Invest in their happiness and you're likely to see the benefits.

Nov / Dec 2016 - Page 9

3rd Annual Foundation Gala

Nov / Dec 2016 - Page 10

Calendar

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November
2
8

KCDS Study Club - 6pm

Board of Directors Meeting, 5:30 p.m.

24

Thanksgiving

December
9
25

Holiday Party/Installation Dinner - 6 to 9pm

The Guild House
Christmas

Nov / Dec 2016 - Page 11

Nov / Dec 2016 - Page 12