The $7.99 kit comes with everything you need to make a spooky and chocolatey haunted house. The box contains seven chocolate cookies to form the house, pre-made black and orange icing, and tons of candy goodies in fun shapes like bones and bats. Good luck constructing your house before eating it!
The box contains some brief instructions on assembling the house, but after that, it’s up to you to make your house as creepy crawly as you want it! You can probably find the kit on an end cap with Joe-Joes or some other Halloween-themed treats from Trader Joe’s.
Want to kick it up a notch? We love the creative take from @paperstreetparlour, who uses royal icing to completely transform this kit into an uber-spooky (and fancy) house!
Trader Joe’s Halloween haunted house cookie kit is perfect for people who don’t love gingerbread—and also for any of us who just can’t wait to get in the festive Halloween spirit!
While you’re at your local market, be sure to check out all the fall products, including tons of pumpkin goodies. Before heading in, be sure to check out all the amazing spooky plants hanging out in the garden department, like skeleton yogis and air plant ghouls!
The company that makes the plants for Trader Joe’s has confirmed they will be returning for 2022
Run, don’t walk to your closest Trader Joe’s––yoga skeletons have returned! The spooky yogis have been a hit for several years now, selling out whenever they were in stock and this year is bound to be the same.
LiveTrends Design Group is the creator of the cult-classic design that involves three poses with an air plant on top and has shared that they are returning exclusively to Trader Joe’s this year. Even though Halloween is still quite some time away, you’ll want to pick up the trio stat.
Last year, each plant retailed for $6.99 so we’re assuming the price would be similar (though perfectly possible it would be more given how expensive everything is right now). You can find them in the garden section or perhaps with other seasonal goodies.
The yoga skeletons come with air plants as hair and in the lotus, lotus with hands to heart and lotus with hands above head poses. We didn’t know skeletons could be cute but we stand corrected!
Since it’s still August, it may take time for the planters to roll out to every Trader Joe’s store. Plus, let’s be honest, not everyone lives within driving distance to one of the famed neighborhood markets.
If that’s the case, there are other retailers that do their best to mimic the design. We found a five-pack of two-inch yogis from Amazon for $29 that are arranged in the camel pose, pigeon pose, easy pose, twist pose, and king pigeon pose. While they don’t have the air plant element, they are pretty spooktacular.
If you prefer the darker side of Halloween, Joann sells a black skeleton that sits almost five inches high in the lotus pose for just $12. Since the Halloween season hasn’t even technically started, we are just getting started with all the creepy and crawly decor. Boo!
It isn’t Thanksgiving without some turkey! While we all enjoy a lovely, juicy bird at the dinner table, Baskin Robbins wants to mix things up.
The Turkey Cake has returned for all your imposter tricks. Made with the ice cream of your choice then topped with two sugar cone legs and a caramel praline topping glaze, this cake will give your actual turkey a run for its money.
If you’re looking for a more manageable dessert with no carving required, you’ll want to grab a cone of Baskin Robbins’ newest flavor, Snickerdoodle Chai. This seasonal flavor is made of a combination of snickerdoodle dough chunks, vanilla chai flavored ice cream and a cinnamon swirl.
Both treats will be offered at Baskin-Robbins locations throughout the month of November, while supplies last. Want a sweet deal? Baskin-Robbins is offering $5 off any cake purchase of $35 or more through November 25 and a free kids scoop starting on Thanksgiving Day through November 30with a purchase of $15 or more.
And you thought it was just about baseball. Whether your sluggers are obsessed with the Braves or your family is just looking for a fun way to spend a summer afternoon, a trip to Truist Park delivers. From a cutting-edge kids’ area in the stadium to a splash pad on your way out of it (not to mention the baby changing tables in every restroom), you’ll be singing Take Me Out to the Ball Game all summer long. Keep reading for our favorite things you won’t want to miss about a trip to Truist Park.
Hope & Will's Sandlot, presented by Children's Healthcare of Atlanta, is a state-of-the-art kids' zone with a rock-climbing wall, zipline, carnival games, and more. You'll find it in sections 152-155. Games and attractions require a token to play, which can be purchased in the Sandlot for $1 each.
Home Run: Kids 14 and under can enjoy interactive games and experiences in Hope & Will's Sandlot at no charge, every Sunday.
Kids ages 3-14 can gear up like the pros and get exclusive offers for Braves games and events all year long by joining the Kids Club. The All-Star Membership is $34 and includes Ozzie AlbiesT-Shirt Jersey, headband, arm sleeve, socks, drawstring bag, and more. Or, opt for the free Braves Rookie Membership and get invitations to exclusive Kids Club access-only events. Memberships can be purchased online or at Truist Park during a game day.
Home Run: After every Sunday home game, kids ages 4-14 are invited onto the field after the game to run the bases just like a professional baseball player. No reservations are necessary—just line them up at the 3rd base ramp (section 131) at the bottom of the 7thinning. If you join the All-Star Kids Club, you can gain VIP Access to Kids Run the Bases, but you don't have to be a member to participate on Sunday's base runs.
First things first: outside food and sealed plastic bottles of water are allowed inside Truist Park as long as it fits inside a clear, gallon-sized plastic bag. One bag of food and one bottle of water per ticket will be permitted, which can save families headed to see the Braves play a considerable amount of money. Or, choose among some of Atlanta's best restaurants just outside the park, in The Battery.
Home Run: If you spring for buying food from the vendors at Truist Park, we love the H+F Burger in the outfield and behind home plate. And for dessert, don't miss an opportunity to have a High Road Craft tomahawk bar, which is dipped in chocolate and topped with mouth-watering toppings.
Finally! Somebody gets it! There are diaper changing stations In. Every. Bathroom. At. Truist. Park. If this doesn't make you a Braves fan, I'm not sure what will. Luckily, it's not the only reason to get behind Atlanta's hometown team. Family restrooms are found in sections 120, 143, 140, 148, 152, 313, 323, 329 and 346.
Home Run: Truist Park offers a lounge that is a fully dedicated space for nursing mothers that's staffed by a Guest Services ambassador. Located on the lower level near the left-field gate at section 141, the air-conditioned nursing lounge is equipped with comfortable rocking chairs, a diaper changing station, and a play area for toddlers.
If you forget to bring your glove for trying to catch a foul ball (or home run), you can rent a Mizuno glove at two locations in the ballpark. Glove rentals are free but a $1 charge is added to your card until the glove is returned. The glove must be returned by end of the game or you will be charged the entire cost of the glove.
Home Run: For your best bet to catch a ball, the Home Run Porch seats can be found just beyond the outfield wall running between the left-field foul pole and the start of the Chophouse seats in right-center. Not only are these seats some of the most affordable in the park, but they're also a favorite of ball hawks looking to snag a souvenir during pre-game batting practice. Just be sure to wear sunscreen, because this part of the park gets very little shade.
Learn about the history of the Atlanta Braves at Monument Garden, featuring artifacts, memorabilia, statues, and sculptures. Children will especially love the interactive displays and audio features. Find it on the Lower Level, Section 125, and don't miss the Hank Aaron tribute of hundreds of bats that spell out 755 (for his 755 home runs).
Home Run: Head to this spot when you need a little cooling off. The giant fans and shade in this area are good at their jobs.
Maybe it’s because I don’t like labeling something as normal vs. abnormal. It feels too judgmental.
Maybe it’s because I don’t like change. Change is always hard and uncomfortable.
But, this is my life now—the new normal. Whether I like it or not.
After over a year of remote and hybrid learning where my children have been at home at least three school days each week, my children have returned to full-time in-person schooling.
After over a year of working primarily from home, my husband has returned to being in the office for most of his shifts. The other day was our first day where I was the only one home.
After over a year of me working fully remote from home, I’m still here—seeing all my patients via telehealth and teaching all my classes over Zoom.
But, after 13 months of family togetherness, I was alone.
The house was silent.
No teacher’s voices could be heard on the computer through the doors of my children’s rooms.
The house was silent.
No cheesy manager jokes from my husband could be heard as he led a zoom meeting from our dining room table.
The house was silent.
No dog footsteps could be heard tip-tapping on the hardwood floors as they wandered the house looking for anyone who was free and could give them some attention. They were snuggled all cozy in their crates, probably enjoying the quiet opportunities to nap.
The house was silent.
No dirty dishes were found in the sink as remnants of quick snack breaks between my kids’ classes or between my husband’s meetings.
The house was silent.
No one was there to pass me in the hallway.
The house was silent.
No one needed my help with getting into a Google Classroom meet.
The house was silent.
No one was there at my kitchen island eating their lunch while I poured myself another cup of tea.
Jenni Brennan is a psychotherapist, college professor, creator of Changing Perspectives, and co-host of The Changing Perspectives Podcast. Jenni is passionate about exploring the topics of parenting, relationships, grief, and mental health through her writing and podcast episodes. She lives with her husband, 2 sons, 3 dogs, and 2 cats in Massachusetts.
Bluey is back! The Emmy Award-winning Disney show returned with Season 2 on Feb. 5 to the Disney Channel (during the Disney Junior block) and in DisneyNOW, with new episodes dropping on Fridays.
This season is going to be extra fun, with special guest star Robert Irwin! Hailing from one of the most famous Aussie families will Irwin voice Alfie, the helpful store clerk who saves the day in “The Quiet Game,” premiering Fri., Feb. 26. Want to know what Bluey is all about? Watch an adorable clip below!
The Bluey series follows a lovable 6-year-old Blue Heeler pup, Bluey, who lives with her Mum, Dad and her 4-year-old little sister, Bingo. Viewers follow along on everyday events of family life and watch as the fam turns normal experiences into extraordinary adventures.
Season two will take preschoolers along as Bluey heads to the movies, has a birthday cake mishap, Muffins has to wear a cone and much more. Don’t forget to tune in on Fridays for all new episodes on The Disney Channel and the DisneyNOW app.
Let’s be honest: navigating puberty is hard and we’re all pretty glad when it’s over. From raging hormones and over-the-top emotions to the awkward body changes and meddling parents, no stone is left unturned in the transformation from child to teenager.
If there’s one person who’s managed to capture all the glory of this crazy time in life, it’s comedian Trey Kennedy in his “Middle Schoolers Be Like” videos. Despite being an adult, Kennedy’s portrayal of the all-out frustrating middle school years is so spot on.
Kennedy performs all the roles in his videos: the exasperated middle schooler, the well-intentioned mom and even the obnoxious sister and authoritative dad—which somehow makes it even funnier.
As if he didn’t hit the nail quite squarely on the head in his first video, he returned recently with part two, which offers even more painfully true scenarios between tweens and parents.
This may be the parent inside all of us, but watching Kennedy take out those trash cans? We’re seriously holding back the “go to your room” right now! In addition to a good laugh, we’re also way more sympathetic to our parents-in-arms raising tweens right now!
If you can’t get enough of Kennedy’s Middle School gig, then head to his Facebook page, where you can catch up on the entire lineup of Middle School Maddox videos.
It’s time to clean out your fridge. Bob Evans Farms, Inc. is recalling approximately 4,200 pounds of pork sausage product that may be contaminated with extraneous materials, specifically thin blue rubber, the U.S. Department of Agriculture’s Food Safety and Inspection Service (FSIS) announced today.
The raw, pork sausage item was produced on December 17, 2020. The recall involves 1-lb. chubs containing “Bob Evans Italian Sausage” with lot code 0352 and a “USE/FRZ BY” date of “JAN 31 21” represented on the label. The products subject to recall bear establishment number “EST. 6785” printed directly above the “USE/FRZ BY” date. These items were shipped to retail locations in Indiana, Michigan, Ohio, Pennsylvania, and Wisconsin.
The problem was discovered when Bob Evans notified FSIS that they received consumer complaints.
Anyone concerned about an injury or illness should contact a healthcare provider.
Consumers who have purchased these products are urged not to consume them. These products should be thrown away or returned to the place of purchase..
Consumers and members of the media with questions about the recall can contact Alison Emery, Director of Communications, Bob Evans Farms Inc. at 614-778-1886 or alison.emery@bobevansfoods.com.
—Jennifer Swartvagher
Photo courtesy of U.S. Department of Agriculture/Featured photo: Edwin Jaulani from Pexels
Check your freezers. Nestlé Prepared Foods is recalling approximately 762,615 pounds of frozen pepperoni hot pockets product that may be contaminated with extraneous materials, specifically pieces of glass and hard plastic, the U.S. Department of Agriculture’s Food Safety and Inspection Service (FSIS) announced.
The frozen not-ready-to-eat (NRTE) pepperoni hot pockets product was produced from Nov. 13, 2020 through Nov. 16, 2020. The product has a shelf life of 14 months.
54-oz carton packages containing 12 “Nestlé Hot Pockets Brand Sandwiches: Premium Pepperoni Made With pork Chicken & Beef Pizza Garlic Buttery Crust with a Best Before Feb. 2022 date and lot codes 0318544624, 0319544614, 0320544614, and 0321544614.
The product subject to recall bears establishment number “EST. 7721A” inside the USDA mark of inspection. The product was shipped to retail locations nationwide.
The problem was discovered when the firm received four consumer complaints of extraneous material in the pepperoni hot pocket product. The firm has received one report of a minor oral injury associated with consumption of this product. FSIS has received no additional reports of injury or illness from consumption of this product. Anyone concerned about an injury or illness should contact a healthcare provider.
FSIS is concerned that some product may be frozen and in consumers’ freezers. Consumers who have purchased this product are urged not to consume it. This product should be thrown away or returned to the place of purchase.
Consumers with questions about the recall can contact Nestlé consumer services at (800) 350-5016.
—Jennifer Swartvagher
Featured photo: U.S. Department of Agriculture’s Food Safety and Inspection Service
Would this have happened if I hadn’t gone on leave?” That is the pervasive question, Sunny, a product manager at a San Francisco tech company still can’t shake. She returned from leave to find she missed an opportunity for promotion; her manager submitted an incomplete performance review; and as she described, “I came back to a new manager, new role, new team, with all new people. No one I had worked with previously for four years…My manager so swiftly handed me off… Felt like I was washed up trash.” Ultimately, she believed maternity leave set her back.
In an effort to better understand why being a working mom is so hard, a topic that has become a perpetual obsession of ours, we set out to research the return from maternity leave experience: What factors, during this vulnerable time, propel a woman into a state of struggle or set her up to thrive? We interviewed ten moms in tech and heard diverse experiences, ranging from “easy” to “horrific.” For those women at the most trying end of the spectrum, we found a powerful theme: While a woman is on maternity leave she is out of sight, out of mind. This creates the opportunity for bias, and can negatively impact the momentum of her career. Initially, the bias was due to poor manager decisions but then perpetuated by the absence of company processes and guardrails. An organization’s antidote is surprisingly simple and requires relatively little financial cost: Continue to advocate for her (because she still works here).
Before we go any further, it’s important to note that relative to other American women, the moms we talked with have it good, all with maternity leaves lasting at least 12 weeks. There is no federal paid maternity leave in the US; one in four moms go back to work just 2 weeks after giving birth. The tech industry has a unique opportunity to set an example and redefine gender equity. The same industry that has raised the bar of employee experience can surely do the same for women, if women truly are a priority.
Now, onto our findings…
It’s Hard to Advocate When You’re Feeling Insecure
Behind every maternity leave is a story, and often a challenge. In our interviews alone we heard from moms who spent their maternity leaves battling postpartum depression, PTSD from a traumatic birth, health complications requiring re-hospitalization, breastfeeding difficulties, and at the very least, exhaustion. Showing up to work that first day was momentous. It marked the end of an era, and the beginning of a new one. And even with their seniority and experience, they were anxious, emotional and self-conscious. Understanding this context is important to grasping the underlying backdrop to a woman’s experience when returning to work: Advocating for what we need may be harder when we feel insecure.
“I wasn’t expecting it to be this physically and emotionally hard. I had postpartum depression. The first 3 months were anxiety and exhaustion. I was an emaciated zombie.” —Liana, Scientist
“I questioned everything: What I was doing, what I was worth, what I should be focusing my efforts on, if I should be at this company, what value I bring them.” —Courtney, Business Development Executive
“I don’t want people to think ‘she can’t handle that job.’” —Alex, Finance Executive
Women Miss Promotion Opportunities While on Maternity Leave
Can a woman get promoted while she is pregnant? The answer, according to federal law, is yes. Equal access to promotion seems to get blurry in practice, however, when it comes to opportunities while a woman is on maternity leave. We heard from women who believed they were not considered for opportunities while on leave that they otherwise would have been.
Lacking explicit conversations with their managers about organizational changes or promotion opportunities, they speculated that their absence took away friction that would have been present if they were there: No one needed to relay the news, explain why they hadn’t been considered, or hear them self-advocate. When a woman is not there to advocate for herself, what systems are in place to ensure she’s not left behind?
Sunny, a product manager, described her back to work experience as “horrific.” While she was out, a position was created with a similar job description to her role but with a higher title. The position was filled, without feedback on why she was not granted the opportunity. It is Sunny’s belief that if the role had opened while she was present, there would have been a conversation with her manager regarding the opportunity. In her absence, she could not advocate for herself, and unfortunately, Sunny believed that her manager failed to do so for her. She had lost an opportunity.
“If I hadn’t gone out on leave, they wouldn’t have been able to forget about me. I would have been able to advocate.” —Sunny, Product Manager
Women on Leave Can Be Shortchanged of Feedback
Semi-annual review cycles are common in tech companies. When a woman is caring for her newborn during a review period, her manager no longer has the pressure of needing to prepare feedback to deliver face to face. Some of the women we spoke with said their manager seemed to put less effort and time into their review than if they had been there. Overlooking women during performance reviews can have penalizing financial implications, as ratings are often tied to compensation. Additionally, a superficial review is a missed opportunity for feedback, which is critical for growth.
Mimi, a designer, felt great about the work she had done prior to her maternity leave. Despite four months of daily vomiting during a high-risk pregnancy, she never missed a day of work, and “would have been proud of the work regardless of what was going on.” She worked the first half of the year, but the review process started right after she was out. When she returned from leave she opened her review, finding that her manager hadn’t written anything. She asked him why and was told, “I didn’t write anything because you weren’t here.” Mimi believes the lack of written feedback she received impacted her career. She missed the feedback, recognition and consideration she deserved.
“My manager not taking the time to summarize and describe the work I did meant he didn’t recognize it… That was such a hard time in my life. Being pregnant was so difficult…If you did the work, you deserve to be recognized, whether or not you’re in the office when the rating is delivered.” —Mimi, Designer
Without Expectation Setting, Some Women Return to Less
Going on maternity leave often means managers or coworkers must pitch in to cover the work. But some women returned to find their roles had changed, their responsibilities shifted, or their previous work credited to someone else. From a legal perspective they had returned to the same title. But from the women’s point of view their previous work had been forfeited. There had been no expectations set for temporary coverage, making their responsibilities upon return ambiguous for both the woman and the person covering her work. Ultimately, their career was worse off for going on maternity leave.
Courtney, a business development executive, worked tirelessly during her pregnancy to seize what would be a lucrative and newsworthy deal. She left for maternity leave on what she described as a “mic drop moment,” with only the final terms left to define. Her manager covered for her while she cared for her newborn, and when she returned the deal hadn’t officially closed. She asked to take back her account and carry the baton through the finish line. Her manager nodded yes, but left her off email after email, eventually claiming her deal for himself. His career shined by work she initiated, and her career stalled as a result.
“[Being on leave] made it much easier for my boss…to capitalize on it…The playing field was wide open…[I felt] empty. Everything that I was working on that was good was taken.” —Courtney, Business Development Executive
Our Recommendation: Continue to Advocate for Her (She Still Works Here)
We believe that the current return to work experience contributes to unequal gender outcomes. Women reach leadership levels at lower rates than men, and with the birth of their first child women will earn 20 percent less than men. In an attempt to attract, retain and develop women, companies must implement explicit family benefits (e.g. a solid maternity leave). But enacting a policy is not enough to avoid unintended consequences and bias. And unlike benefits, our recommendations are free, and only require more intentional process and a commitment to valuing the careers of women on leave.
Before She Goes on Leave:
Her manager should ask her to complete any relevant work needed in preparation for a performance review if it will occur while she is out (e.g. write a self-review, request peer feedback).
She and her manager should agree to a coverage plan during leave, and role expectations and responsibilities upon her return.
While She’s on Leave:
Specific policies should be in place and enforced if managers submit an incomplete review
Managers should consider themselves their direct’s advocate while she is on leave. They should consider her, and throw her hat in the ring for any position they otherwise would have if she were present.
Peers, managers and leaders alike can keep her top of mind for others with “small” gestures, like including the woman’s name and photo on team slides or referencing work she’s done when relevant.
When She Returns from Leave:
Managers should hold direct conversations about any organizational changes that were made in close proximity to her absence, providing explicit feedback and allowing for open dialogue and questions.
She and her manager should revisit the coverage plan created prior to leave and discuss how she can best ramp up on her responsibilities.
Let’s Speak up: It’s the First Step Towards Change
The word bias has a heavy connotation. It implies neglect, or even intention. But in no way were the experiences our moms relayed ones of intentional disenfranchisement. Instead, they had been caught in fast-paced, well-intentioned, companies, with little time for others to notice, all while feeling immensely vulnerable.
Maternity leave, itself, is a modern iteration to a workplace made for men. If the construct of work were created today, with women accounting for 47% of the employee population, work culture might shift to support women returning from leave. And that is exactly what we hope to do by bringing more transparency to the return to work experience. When we are transparent about our experiences, and the effect of our current workplace policies and culture, change will follow.
This is the first article in a series of insights describing the return to work experience. Check out these articles that are next in the series:
Anne Kenny and Natalie Tulsiani are user researchers and designers who co-founded Shift the Workplace, a research consultancy that helps companies identify opportunities to support caregivers. With 30 years of combined experience at Huge, Microsoft and Airbnb, we offer tangible, practical recommendations tailored to the company's culture.
