No Facebook?

On March 13, 2019, Facebook went down for over eight hours. Believe it or not, the world carried on. E-commerce didn’t crash and human social interaction continued. Facebook itself, however, could lose over 80 million dollars in lost revenue.

Facebook entered the scene in 2004. Since that time it has grown to be a company worth upwards of $500 billion with approximately 2.3 billion users worldwide. Along the way, it has either defeated or bought out rivals. Even the mighty Google is packing in its social media platform Google+. Even though Facebook has dominated the social media market something has to come along that’s better? Right? How long can one company continue to dominate the market?

Losing interest?

Interest in Facebook may be waning. Nearly 3 million users were loss in 2018, many using SnapChat, YouTube, or Instagram (Which is owned by FB). This is due in part to privacy issues that have been uncovered over the past several years. Early users of the platform were young adults. Facebook weathered a loss of users several years ago when “parents” starting using Facebook for personal reasons and to keep tabs on their kids. But over the years users returned or were replaced by new, younger users.

Tech investor Jason Calacanis launched a contest in 2018 called the Openbook Challenge. Calacanis is offering teams $100,000 to build a billion-user social network that would replace Facebook. You can get updates on the project here Open Book Challenge 

Will companies find another way?

Once Facebook exploded businesses realized they had to get in on the social media game. There are 80 million small and medium business pages on Facebook in addition to large corporations. Companies use Facebook like individual users, keeping followers up to date on the latest happenings. Once Facebook allowed advertising businesses could reach an even larger audience. When Facebook experiences outages, in addition to user dissatisfaction, it also causes revenue loss. Continued privacy issues and major outages will likely push personal and business users elsewhere.

Google and the other search engines offer myriad ways to highlight and advertise your business. If not taking advantage of these options now, companies would certainly gravitate in that direction. Whatever eventually does replace Facebook probably would allow advertising and business pages. Unless that replacement is truly a social media platform that disallows corporate infringement.

When Facebook does tank the world will continue. We’ve made it through when companies and media outlets that have been providing services for over a hundred years have packed it in. We’ll get through without Facebook.

The statistics used were found through general Internet searches and featured in the blog post 41 Facebook Stats That Matter to Marketers in 2019.

Please share. See the blog archive for more small business topics.

Ban the box update

NOTE: This post was originally published in August 2016 and has been updated with more recent data.

The Ban the Box movement was initially reviewed in this blog in the 2013 post, Should the box be banned? The movement continues to grow and this blog has updated the progress.
Since the last update in September 2018 there hasn’t been much in the way of new legislation. However, some states are refining their Ban the Box laws. Massachusetts passed a Ban the Box law in 2010, which included private employers when most states have laws only covering State job applications. 

In October 2018, a Massachusetts criminal justice reform bill went into effect that included further Ban the Box regulation. The new regulations include disclosure of misdemeanor convictions for three years instead of five. Employers cannot inquire about expunged records. Applicants that have had records expunged may legally answer “no record”.

While past private employer Ban the Box bills have failed in Colorado (Law already cover State employers), the 2019 legislature may be amenable to idea.

What is “Ban the Box”?

For the last several years there has been a movement to remove from employment applications the “box” that asks the question, “Have you ever been convicted of a crime” or any inquiry about criminal history. What has become known as  “ban the box”, the campaign feels that one’s criminal history should not be a consideration of employment at the time an application is submitted, rather, at a later time during the interview process. It is felt that asking this question on the application reduces the chances of those with criminal records to be employed. Employers should meet applicants first, get to know them, give a chance to explain themselves and then get to the criminal history. The Equal Employment Opportunity Commission (EEOC) has updated its policies, issuing guidelines in 2012 suggesting that employers wait until after a personal interview before making inquiries about criminal history.

In January 2014, there were fifty-six cities that had “banned the box”. As of September 2018, that list included over 150 cities and counties, and 32 States (Eleven of which have laws that include private employers)

CURRENT STATE LIST

Arizona

California*

Colorado 

Connecticut *

Delaware 

Georgia 

Hawaii*

Illinois*

Indiana

Kansas

Kentucky

Louisiana 

Maryland 

Massachusetts*

Minnesota*

Missouri 

Nebraska 

Nevada

New Jersey*

New Mexico 

New York 

Ohio 

Oklahoma 

Oregon*

Pennsylvania

Rhode Island* 

Tennessee 

Utah

Vermont*

Virginia 

Washington*

Wisconsin

*States with laws that also cover private employers

The Society for Human Resource Management posted a good article that breaks down laws State by State, which can be viewed at Ban the Box Laws by State and Municipality .

Maryland Ban the Box

            Maryland’s law took effect October 1, 2013, and applies only to State of Maryland employment applications. State government cannot ask about criminal record or criminal history of an applicant until the applicant has been provided an opportunity for an interview. Exempt from the law are positions in the Department of Public Safety and Correctional Services. Baltimore passed a similar law in 2014, restricting employers with 10 or more workers from asking a candidate about criminal records until after a conditional employment offer is made.

In 2017, Louisiana became the first state to enact a ban the box law for state institutions. Maryland passed a law in 2017, but the Governor vetoed it. In January 2018, the Maryland legislature overrode the Governor’s veto, reinstating the law.

As the laws regarding criminal history continue to evolve the legislative season is a good time to review your interview and questions and job application content.

Click here for other posts relating to Ban the Box.

Communication key to customer service

Keep your customers informed

Customer service is where businesses lose and maintain customers. It is also something that can be fixed.  The more information you give people and the faster you deal with issues, the more customers you’ll retain.

NewVoiceMedia’s 2018 “Serial Switcher’s” report found that businesses loss $75 billion a year due to poor customer service. Naturally, that varies by the size of the business and, of course, the state of their customer service. Small business owners rarely can afford to lose business, especially due to treating customers poorly.

Don’t be defensive

When presented with a problem human nature makes us want to defend our position. Sometimes that is accomplished in a passive manner by making excuses. Sometimes more confrontational. Instead, we should be empathetic and ask ourselves what can be done to make it better.

Lack of communication

A big issue with poor customer service is poor communication. Either before the problem arises or after it has been brought to the attention of the business. Most issues can be avoided by communicating with customers. Like in public relations, getting out in front of problems will save you headaches later. If a problem is identified from within that will lead to dissatisfied customers, let them know. The more information they have the less likely they may complain, they may even be sympathetic to your problem.

Lack of communication allows the customer to mire in the situation and build ill will towards the company even before the problem is addressed. This is why the poor customer service reps have to start with customers who are already ramped up to a 7 on the first interaction. That’s if the customer personally makes contact. Most complaints today are expressed online either through bad reviews or social media posts. Once that happens the complaint reaches a much larger public audience and is there to stay. Some businesses address these complaints by deleting bad comments or reviews. Not only does this mask the problem it also will affect their search engine rankings, which may cause poor search results.

An example comes from personal experience. We were having problems with the delivery of our newspaper. (Yes, I still read daily news printed on paper) After a week and a few automated reports of no paper being delivered the problem seemed to be corrected. The next week a representative from the paper called to ensure everything was back to normal. Seems they had a carrier quit unexpectedly which caused the delivery issues. While I appreciated the call to make sure service had been restored, wouldn’t it have been better to call when the problem occurred? Let the customers know that they are experiencing manpower issues, explain corrective measures, and that service would be restored shortly. I know I would have been more sympathetic and appreciative.

Sometimes a simple communication of thanks sends a surge of goodwill to customers. One time I received a thank you note after an online purchase. The card was handwritten with the simple message, ‘Thanks for keeping the lights on”. I’d never had any in-person interaction with this company, but receiving a handwritten thank you went a long way in my assessment of the company and definitely enticed me for future business

Communicating with customers at the earliest point of a problem is one of the best ways to avoid complaints. If you’re having an issue that will affect service or the customer experience let the customer know before it is recognized or goes public. This starts on the frontlines. Employees have to know what they are allowed to handle in their purview and what is the company position.

Lee Cockerell, former Executive Vice President of Operations for Walt Disney World Resort, explains in his podcast, Customer service is not a department but is an attitude. Employees at every level should be empowered to serve the customer.  

Please refer to the blog archive for more posts on customer service.

Experience v. Youth

Speaking to a friend about retirement she told me that she had a few more years to go. She wanted to get her financial foundation a little sounder before making the decision. She went on to say that she recently received a retirement assessment package from her employer outlining her current and future pension options. The package was personally addressed and written as a response to her inquiry. The thing was, she hadn’t made an inquiry. As time went by she heard from other employees similar to her age and seniority who had also received their “requested” retirement materials. When it came to hiring and promotions of late there appeared to be a bias towards younger people. Was the company sending a message with the retirement package mailings?

It is not unheard of. Some corporations feel older employees are more expensive due to their salary and benefits. Younger, newer hires do cost companies less money. They can be hired for a substantially less salary and are willing to accept it. Many companies are eliminating pension programs, instead, offering new employees 401(k) matches and other savings programs. Saving the company money in the long term. Companies embracing a youth movement are looking for new ideas from employees who are more familiar with current technology. 

Targeted “retirements”

In March 2018, ProPublica, an independent non-profit newsroom, published a report claiming that IBM systematically laid off 20,000 employees age 40 and over between 2013 and 2017. Up into the 1980s, IBM was the technology giant. As the technology rapidly changed over the next twenty years and companies like Apple challenged IBM, they were faced with a massive and aging workforce. To compete, IBM felt that they needed to reduce their workforce and begin hiring younger, more tech-savvy employees.

ProPublica’s investigation revealed, in part, that IBM devised performance point-rating systems that favored younger employees with fewer years on the job. Older employees were rated as their skills being out of date. These employees were offered retirement packages or were relocated to an office across the country with the ultimatum to move or retire.

The Older Workers Benefit Protection Act (OWBPA) was passed by Congress in 1990. The OWBPA prevents employers from discriminating in benefits based on age, firing only older workers when cutting staff, or demanding that older workers waive rights and without taking safeguards into consideration. However, the burden of proof is on the employee to show that the company let them go based solely on age. Without records, overt acts, or documentation this can be difficult for an individual employee to prove. In the IBM case, the corporation went so far as to have employees who accepted packages to sign agreements that they would not take part in any future class actions.

But what about experience? 

Is it worth pushing out experienced workers to make room for youth? Does cost cutting make up for the loss of institutional knowledge? Older employees have a lot to offer. They’ve been with the company through thick and thin. They are able to mentor younger employees in systems and procedures. Historically, older employees are dedicated to doing the best possible job and are often the ones who find and correct errors. Errors that could cost the company lots of money if overlooked. While a new set of eyes is always welcome, past experience can sometimes save hours of work that will eventually end up at the same conclusion.

Savings?

Cutting bloated salaries and benefits might sound good but the overall cost of turnover may not justify it. Jack Altman, CEO of Lattice, posted an article in the Huffington Post in January 2017, How much does employee turnover really cost? Altman cites research by the Center for American Progress who determined that the average economic cost to a company of turning over a highly skilled job is 213% of the cost of one year’s compensation for that role. He uses the following example, ”If you are a 150 person company with 11% annual turnover, and you spend $25k on per person on hiring, $10k on each of turnover and development, and lose $50k of productivity opportunity cost on average when refilling a role, then your annual cost of turnover would be about $1.57 million.”

Altman summarized by saying that companies should analyze four major areas:

·       Cost of hiring

·       Cost of onboarding and training

·       Cost of learning and development

·       Cost of time with an unfilled role

He also provided this link to Calculate the Cost of Employee Turnover for yourself. 

The quick decision to cut costs through salary and benefits should be closely examined. There are not always textbook answers to everyday issues. You need veterans of your business to lead and show the way. 

Locking down the Internet of Things

WiFi security on the Internet of Things

Have you gotten all of your new tech gadgets hooked up after Christmas? Seems like every gift that had a plug also had a phone app and connected to Wi-Fi. Throughout the year as new toys or even appliances enter your home, setting up individual devices isn’t that noticeable. But after Christmas rolls through and you start setting up all the new goodies it really makes you sit back and notice-You have entered the new age of a smart home. Without realizing it we have created our own attachment to the Internet of Things (IoT).

That's a lot of things

Leichtman Research Group in 2018 found that 74% of U.S. homes had at least one smart device. Statista estimates that there will be 42.2 million smart homes in 2019. Spending on IoT devices was $23.3 billion (yes, billion) and is estimated to be $75 billion by 2025.  While there are Bluetooth connections, the primary connection for IoTs is Wi-Fi. Statista reported that the average number of connected devices per person, worldwide, in 2015 was 3.47 and is estimated to be 6.58 by 2020. That is connected devices per person. Multiply that by people in your home and the for-the-common-good devices like appliances, cameras, plugs, bulbs, etc, and that’s a lot of connectivity. 

If you want to keep up with technology it is how it’s going to be. I didn’t set out to convert the ol’ analog home to “smart”. It just happened. Garage door opener, a new appliance here and there, TVs, Hey Google, Hey Siri, Alexa, before you know it you’re your home is smart. The router sent me a message, yes it communicates as well, that the network was getting full. You’re aware of connectivity for your phones and computers but forget about the other electronics-appliances/TVs/cameras/power strips/gaming systems/eBooks, etc-that are on all the time and trying to communicate with the mother ship. Not only are these devices taxing on your home network they are all portals for security breaches.

Anyone of these connected devices can be hacked at the source, through the controlling app, or the company that provides the service. All the more reason to review your home network security.  If you haven’t done so recently, with the onset of all your new tech wonderness, you’ll need to upgrade your Internet service.  Most times these types of upgrades come with new routers. 

Security

One of the first actions you should take on all routers and new devices is set up your own logins and passwords. Many people still use the default settings, which cybercriminals are aware. Changing this information will at least slow them down. I say slow down because, as we’ve seen, anyone can be hacked. At least changing the settings will offer some protection.

For all of your connected devices actually, read the setup instructions and pay attention to what you are agreeing to during the process. Data collection is big business and those companies want your data. As consumers get more privacy savvy the product providers are finding counteractions. I recently loaded an app that wanted access to my phone’s camera, microphone, location, and to send user data. Answering no to any of those requests denied the user access. Or sometimes certain features are denied or dampened if the user doesn’t agree to the terms.

Devices that listen, your phone, TV, Echo, Google home, are also collecting data and have been proven to also be recording your conversations. In the interest of improving their service, of course. Again, go through the setup and privacy menus carefully. Understand what the device, i.e.-manufacturer is asking you to allow.

Overall, you have to understand that if you allow “smart” devices into your home you are giving up privacy. It’s hard not to get caught up in the technology craze, but understand that what you’re getting yourself into.

Please see the blog archive for other posts relating to privacy.

There’s been a breach May 2018

How secure are apps? April 2018

One born every minute February 2018

Are you being watched? February 2018

Cleaning up your online presence September 2017

Public WiFi for dummies July 2017

Keys to the vault August 2015

Smoke 'em if you got 'em? {Marijuana in the workplace}

Note: This article was originally posted in 2017 and has been updated with current information on the topic.

Oklahoma passed a medical marijuana bill in 2018 becoming the thirtieth state (Including Maryland) to do so. State by state the legalization of marijuana for medical and recreational purposes is gaining ground. The chances of employees being high at work are definitely increasing. Businesses are scrambling to adapt.

Decriminalization v. Legalization

So far thirteen states have decriminalized marijuana, allowing recreational use. Up from just eight in 2017. Those are Connecticut, Delaware, Illinois, Maryland, Minnesota, Mississippi, Missouri, Nebraska, New Hampshire, New York, North Carolina, Ohio, and Rhode Island. Nine states have legalized marijuana for recreational use (Alaska, California, Colorado, Maine, Massachusetts, Nevada, Oregon, Vermont, and Washington) 

While this legislative activity is taking place on the state level, the drug still remains illegal under Federal law. In fact, it remains a schedule I drug alongside opiates and synthetics drugs. The court battles that were expected with the U.S. Justice Department after Colorado legalized marijuana have not occurred.

Decriminalization does not mean legalization. Decriminalizemeans that possession of small amounts no longer carries criminal penalties. Most states offer a civil violation or no violation at all. Legalizedmeans that marijuana is completely legal to possess. In this case, states have set limits as to the amount that can be possessed and qualifications regarding trafficking.

High on the job

A survey of 10,000 California cannabis users revealed 58% of working professionals use daily and 31% consume while working. (Eaze Insights)

Some businesses not only allow the consumption of marijuana at work, but they also encourage it. Those that do say that it helps employees with stress and anxiety promoting longer work days and creativity. It should be noted that these businesses are mainly in the legal cannabis industry or tech fields.

What is at odds are company drug policies and making accommodations for those with disabilities. Companies want to be inclusive but want to maintain standards as well as workplace safety. Medical marijuana users are looking to the American Disabilities Act for protection.

American with Disabilities Act

The American with Disabilities Act  (ADA) was signed into law in 1990. Succinctly, the ADA prohibits employers from discriminating against those who are disabled and requires employers to provide reasonable accommodations to a qualified individual with a disability to perform the essential duties of their job. Illegal drug use is not covered as a disability. However, the ADA does allow for the use of drugs taken under the supervision of a health care professional. Marijuana may be legally prescribed under state law but remains illegal Federally. Then there’s the Drug-Free Workplace Act of 1988 requiring that Federal contractors provide drug-free workplaces as a condition of receiving a contract.  The ADA states that employers can require employees to conform to the Drug-Free Workplace Act. Further, under the ADA drug testing is not considered a medical examination, allowing employers to test for the use of illegal drugs. 

What the courts have found is that while marijuana remains illegal under federal law the ADA cannot be applied to individuals with disabilities. However, state disability laws may apply in states where medical marijuana use has been legalized.

Court challenges

Rights of the employer and the employee vary state by state. As examples: Arizona, Connecticut, Illinois, Minnesota, and New York laws prohibit employers from discriminating against employees who use medical marijuana and must make accommodations, some further citing-unless the employee is under the influence at work. Florida’s recently passed law does not require an employer to accommodate on-site medical marijuana use. California passed Proposition 64 in 2016, which allows for the recreational use of marijuana. However, the law protects an employer’s rights to enforce workplace drug policies. Rhode Island’s law protects the employer’s right against accommodations for on-site consumption but protects the medical marijuana cardholder against hiring discrimination. 

A 2017 Rhode Island court case ruled that employers could not refuse to hire medical marijuana cardholders even though the person would knowingly not pass the employer’s pre-employment drug test required of all applicants. (Callaghan v Darlington Fabrics Corp., No. PC-2014-5680, Rhode Island Superior Court, May 23, 2017)

Another twist to the saga is the off-site or off-duty use of marijuana which may be legal in the specific state but against company policy. In one of the first court cases of off-site medical marijuana use, the Colorado Supreme Court heard the case of Coats v Dish Network in 2010. The court upheld the firing of a man who failed an employer random drug test for marijuana use. Briefly, in 2010, Dish Network fired a telephone operator who was also a medical marijuana patient after he failed a random drug test. Although the employee claimed that he never used marijuana at work nor was he ever impaired while at work. The case was the first to look at whether off-duty marijuana use, legal under Colorado state law, is protected by Colorado’s Lawful Off-Duty Activities Statute. The statute states that employers cannot fire employees for doing legal activities while not at work. Although medical marijuana use is legal in Colorado, the court ruled that its use is still illegal under Federal law. The ruling supported employer rights to enforce their drug policies. Since this case, courts in California, Oregon, and Washington have also ruled against employees. 

In July 2017 and went against the employer. In Barbuto v Advantage Sales and Marketing, LLC the Supreme Judicial Court of Massachusetts ruled in favor of an employee to use medical marijuana outside of work. The employee claimed that since they have an ADA qualified disability (Crohn’s disease) the employer must make accommodations for an employee to use medical marijuana off duty. The ruling was based on the state’s anti-discrimination law. The court rejected the employer’s argument that marijuana is illegal under Federal law and to allow accommodations would be unreasonable.

Maryland

Maryland is still getting going on its version of medical marijuana. The law was passed in 2013 and took effect in 2016. Dispensaries began opening in 2018. Maryland decriminalized possession of fewer than 10 grams of marijuana in 2014.  Marijuana is still considered illegal but possession of smaller amounts will result in a civil citation rather than arrest. Each year since there have been bills introduced to further decriminalize marijuana. In 2016, a law passed making possession of paraphernalia a civil offense. In 2017, those convicted of marijuana offenses may petition to have their records expunged. 

What to do, what to do…

While the use of marijuana is becoming more openly acceptable in society and states have either made it legal or decriminalized, businesses are still within their legal rights to set drug use policies and restrictions.

Confused? Don’t feel bad. It’s a tricky topic that is evolving almost monthly. Employer’s need to have hiring policies as well as policies to guide employees. These policies have to be living documents and open to change. Having employees and dealing with human resource issues is difficult, especially for small businesses. The rules are constantly changing. There will always be challenges to any policy or rule. You have to stay ahead of the curve and aware of what’s taking place. 

See the blog archive for other posts regarding workplace discrimination and medical marijuana.
Which came first... February 2017

Languages spoken? June 2017

Ban the Box update August 2016

Health History Discrimination May 2016
Medical marijuana in workplace May 2013

Derailed train

Naval Academy Junction
Photo courtesy of the Odenton Heritage Society

A while back in downtown Odenton, a locomotive and several cars were diverted to the railroad tracks next to Walgreens (Piney Orchard Parkway). Seeing a train sitting on the tracks in that part of Odenton reminded me of the history of those tracks and that Odenton was born from the railroad. That spur of track from the MARC station to Academy Junction is the last existing and active rail of the Annapolis & Elkridge Railroad (A&ERR). The A&ERR ran from Annapolis Junction (Howard County) through Odenton on its way to Annapolis. While you can still see remnants of the A&ERR right of way in the form of paths and utility lines, the rails that run next to Walgreen and Academy Unction plaza are the last remaining usable rails. 

The A&ERR opened in 1840 as a way to connect passengers from the Baltimore and Ohio railroad to Annapolis. In 1868 the Baltimore and Potomac railroad opened crossing the A&ERR lines in Odenton. The Washington, Baltimore, and Annapolis electric line also crossed the A&ERR at Naval Academy Junction (Now a shopping Center), which became the major transfer point for passengers traveling to and from Annapolis. The title picture shows Naval Academy Junction looking south down Piney Orchard Parkway. You can see the passenger pavilion and the crossing of the different rail lines. The A&ERR would have run horizontally in front of the pictured train between the station house and the passenger pavilion. The station building and tracks in this area are still there and although the pavilion is gone there is a grassy area and benches where the pavilion once stood. The train in the picture is from the WB&A electric railroad. Midshipman coming from Washington switched here from the WB&A to the A&ERR to continue east to the Naval Academy.

You have to take Route 50 out of your mind when thinking about Maryland transportation in the 19^thand early 20^thcenturies. To travel from Washington to Annapolis, a passenger would take the B&PRR to Odenton and transfer to the A&ERR. Academy Junction taking its name as the transfer point to reach the Naval Academy. President Lincoln passed through Odenton in 1865 on his way to Annapolis to board a ferry to Hampton, VA. I’ve scoured books and newspapers for any picture or hint of President Lincoln stepping off the train in Odenton. It seems that even in 1865 presidents were afforded special treatment as he had a private train that ran directly from Washington to Annapolis.

            

In your travels around the area, you can see evidence of the A&ERR right of ways and influence. The utility lines that follow Route 32 past the National Security Agency and also Route 178 through Crownsville to the Annapolis Mall and a hiker/biker trail along Poplar Avenue in Annapolis, all are built on the A&ERR right of way. The A&ERR ran from Academy Junction to what is now Route 175/Annapolis Road and along Route 175 through Gambrills along Maple and Holladay Roads. Sappington Station Road is named such because it was a stop along the A&ERR. There were also stops in Gambrills at Maple/Gambrills Roads and Holladay Street/Holladay Park Road.

            

Site of A&ERR bridge crossing Waterbury Road (2017)

On Waterbury Road in Millersville what looks like a hill on either side of the road is actually the remnants of an A&ERR bridge. At the beginning of the Civil War, Union soldiers were dispatched to repair the tracks at this bridge after Southern sympathizers destroyed the rails. After repairs, the Union soldiers guarded the rails of this railroad, as it was a major link between the North and the nation’s capital. Rail traffic through Baltimore had been disrupted as well as supplies, mail, and soldiers flowed through west Anne Arundel County and Annapolis on the A&ERR on the way to Washington. 

Since the above picture was taken the area has been re-graded to allow for the new South Shore hiker/biker trail and improve driving visibility. The South Shore trail will run along the A&ERR rail bed from Odenton to Annapolis. After construction of the South Shore Trail, the area now appears as pictured below. The cement overlook area is where the original bridge once crossed.

 South Shore Trail at Waterbury Road (Dec 2018)

South Shore Trail at Waterbury Road (Dec 2018)

Just a little bit of history that is right in front of you or under your feet every day. Please visit the Odenton Heritage Society website, http://www.odentonheritage.org, and the museum located at 1367 Odenton Road Odenton, MD.

An excellent website that provides a photo tour of the Annapolis & Elkridge Railroad can be found at http://www.trainweb.org/oldmainline/wasaer1.htm

For Anne Arundel County trail maps and proposed trails can be found at  https://www.aacounty.org/departments/recreation-parks/parks/forms-and-publications/MAP_AACoParksTrails.pdf