New $100K grant to help with downtown Florence development
FLORENCE, S.C. (WBTW) — Usually, restaurants and entertainment come to mind when people think of downtown Florence.
But with a new, $100,000 grant, the Florence Downtown Redevelopment Corporation hopes to change that. For nearly 50 years, Main Street America has partnered with nationally recognized corporations and foundations to deliver grants and support local economies.
Hannah Davis, the Main Street program manager of Florence, says the city was one of a few nationally chosen.
'We are one of three recipients of accelerator spaces in the country, which is really exciting that Florence was chosen,' Davis said. 'This facility is currently under design phase with the architects and the design company, and really, there isn't a whole lot to do.'
This year, after applying for the grant, the Florence Downtown Economic Development Corporation was awarded $100,000 from the Hartfood, a Fortune 500 insurance company.
The money will establish a two-storefront retail incubator space on the first floor of the 1900 square foot space on W. Evans Street. It's owned by the city of Florence and located directly across from the Florence City Center building and will house two businesses.
'So, with this physical space, which will be offered to two tenants for the first year, and we will be able to start accepting tenants, hopefully by the end of this year,' Davis said. 'We will start the application process and the vetting of tenants and getting them squared away and put into this facility.'
The space will help small retailers grow from start-ups to established businesses and provide a supportive environment, like marketing and financial management. The program is not designed for dining or entertainment.
'This program specifically is for business owners who currently operate a pop-up shop, so if you're popping up a retail business at a festival or an event, or if you're at a farmers market currently, you can come here,' Davis said. 'People who are online business exclusively and people who have maybe tested with some pilot or tested with some pop-ups who aren't quite sure if they're ready for a brick and mortar — they will be able to come in here as well.'
The program, once it's started, will have 12 classes throughout the year and will be open to small business owners who want to participate — whether you have a downtown business or not.
The city will announce and accept applications later this year, here. The program will be up and running by May 2026.
* * *
Eric Cooper is a multimedia journalist at News13. He joined the team in September 2024 and covers stories in the Pee Dee. He is a native of Cades in Williamsburg County and a proud graduate of Kingstree Senior High School and Benedict College. You can read more of his work here.
Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


Business Upturn
an hour ago
- Business Upturn
First Ascent Biomedical and Fight Colorectal Cancer Announce Groundbreaking Study to Advance Precision Oncology for Colorectal Cancer Patients
By GlobeNewswire Published on June 6, 2025, 23:41 IST Springfield, Mo., June 06, 2025 (GLOBE NEWSWIRE) — First Ascent Biomedical (FA), an innovative biotech company specializing in transforming cancer treatment through functional precision medicine, is proud to announce a new collaboration with national nonprofit Fight Colorectal Cancer (Fight CRC) to launch a prospective feasibility study aimed at transforming colorectal cancer treatment. Funded by a $350,000 grant from Fight CRC, and spearheaded by Anjee Davis, chief executive officer, this innovative study will leverage First Ascent's cutting-edge xDRIVE tumor profiling technology to deliver rapid, personalized treatment insights for patients fighting colon cancer in Minnesota. 'Fight CRC is committed to empowering patients through innovation,' said Davis. 'This grant underscores our strategic focus on enhancing care through advanced research, particularly for those with limited treatment options.' The study, set to begin enrollment in April or May 2025, will focus on 25 patients with metastatic colorectal cancer. By integrating functional drug testing, genetic analysis, and artificial intelligence, First Ascent's xDRIVE platform will provide oncologists with detailed tumor profiling data and tailored treatment options, aiming to enhance patient outcomes. Leading the clinical efforts are Hao Xie, MD, PhD, a gastrointestinal cancer specialist and precision medicine expert, and Dr. Boardman, whose work in cancer genetics and early detection has advanced the field of colorectal cancer care. Noah Berlow, PhD, First Ascent's Chief Technology Officer and the study's principal investigator, brings his expertise in AI-driven cancer research to oversee the project. Together, this team is poised to demonstrate the power of rapid, individualized tumor profiling to better understand each patient's unique cancer. 'This collaboration with Fight Colorectal Cancer is another important step in transforming how we approach cancer treatment,' said Jim Foote, founder and chief executive officer, First Ascent Biomedical. 'We are honored to be part of this effort.' The study is expected to complete enrollment within nine months and will provide actionable data to oncologists for patients requiring advanced treatment options. Patients interested in participating must be seen in Rochester, MN. Information will soon be available on Disclaimer: The above press release comes to you under an arrangement with GlobeNewswire. Business Upturn takes no editorial responsibility for the same. GlobeNewswire provides press release distribution services globally, with substantial operations in North America and Europe.
Yahoo
2 hours ago
- Yahoo
Fortune 500 measures return on leadership
In today's CEO Daily: Diane Brady on using the Fortune 500 to measure ROL. The big story: Trump brings back his travel ban. The markets: In a holding pattern awaiting more Trump trade news. Analyst notes from UBS, Goldman Sachs, and Macquarie. Plus: All the news and watercooler chat from Fortune. Good morning. Many people use the Fortune 500, our annual list of America's largest companies that was published this week, as a starting point for measuring other forms of excellence. For me, one of the most interesting distillations comes from Indiggo, which Fortune partners with to publish the ROL100, a ranking that measures 'return on leadership' among the top 100 companies of the Fortune 500. To do that, they use publicly available data points to measure corporate leadership as it connects to purpose, strategic clarity, leadership alignment, and focused action. This year, Microsoft retook the top spot from Nvidia (No. 2), followed by Delta Air Lines (No. 3), Alphabet (No. 4), and Eli Lilly (No. 5). The median EBITDA per employee of companies in the top quartile was $180,000 vs. $44,000 in the bottom quartile, while median three-year revenue growth was 8.3% and 5.1% respectively. With returns of 109% over the past 5 years, the ROL Index on S&P Global has outperformed both the S&P 500 (+91%) and the Dow Jones Industrial Average (+64%). As Indiggo CEO Janeen Gelbart says, 'this reinforces what we all know: how critical the leadership factor is to stock market performance.' You can find a deeper analysis of the index here. One trait that unites great leaders, in my experience, is a curiosity and desire to learn. Fostering those conversations has always been part of our mission at Fortune, where we regularly bring together leaders to share insights from the front lines. Next week is a great example as Fortune, in partnership with Workday, is bringing together leaders from PayPal, Salesforce, and Team Car Care to talk about agentic AI and the future of finance with emerging CFOs and senior finance leaders. If you're interested in joining us on June 12 from 11 a.m. to 12:00 p.m. (ET), register here. More news CEO Daily via Diane Brady at This story was originally featured on Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
2 hours ago
- Yahoo
Salary is just the beginning—These are the latest compensation strategies to attract superstar employees
Job seekers have a lot of factors to think about before they accept a new position. A hefty salary is often their number one priority, but other benefits like health care, 401(k) plans, paid leave, and professional development opportunities are also important. All of those factors together make up the concept of 'total rewards,' and the idea that compensation is about a lot more than just the number on your paycheck. The picture becomes even more complicated for companies now that there are five generations in the workforce. That means employers often need to consider the specific compensation and benefit desires of different groups of employees. For example, retirement funds are top of mind for Gen Xers and millennials. But Gen Z values things like vacation time and work-life balance so much that they're willing to take lower-paying jobs that offer these perks. Fortune sat down with Jeremy Yonan, the vice president of total rewards at Indeed, to get his take on the biggest trends in compensation, how companies can attract superstar employees, and how today's job seekers can get the most out of workplace offerings. This interview has been edited and condensed for clarity. : What are people asking for in their compensation packages? Are there new trends you are seeing? Yonan: Wages are cooling, but expenses are still rising. So what if anything can employees get to maximize the relationship with their employer? There are multiple levers. Additional PTO, depending on your organization and structure, has both a monetary value and a real well-being impact. One extra week of vacation is like a 2% raise in disguise. Think about additional PTO as a way to shop around as you are looking for that next stop. Some organizations, within the last five or six years, have been moving towards student loan repayment programs. Because the U.S. government has enacted SECURE 2.0, there are avenues [in which] employer retirement plans can reallocate that match towards student loan repayments. There's also a professional development stipend. This is one of the biggest, most important things somebody can [use to] take control of their own career. Upskilling is one of the best long-term investments, and many companies have budgets for them. They just don't necessarily advertise them. Then there's wellness and lifestyle spending accounts. These are monthly contributions similar to a flexible spending account (FSA) or dependent care spending account, but geared more towards lifestyle. A lot of companies are really embracing wellness strategies, and if you do demonstrate some progress towards that strategy, that's where you can start participating in these lifestyle spendings. Most of us are already doing the simple things. We eat healthy, we go to the gym, we take daily walks, stuff like that. All you have to do is record it and then submit it to your employer. There's an unwritten currency, and it's called time. It's increasingly what people value most, especially if you have dual working parents and childcare [responsibilities]. Speaking of childcare, there's a growing number of members of the 'sandwich generation': workers who are taking care of both young children and aging parents. How are employers showing up for them? When we think about tailoring total compensation strategies for this group, it's really about acknowledging the dual caregiving burden and providing flexibility, financial support, and emotional well-being resources. Resources like geriatric care management services, elder care navigation benefits, or stipends to offset home care costs can be incredibly valuable. Options like compressed workweeks, remote work, or flexible hours help caregivers manage unpredictable responsibilities without sacrificing career progression. Consider offering caregiver leave that goes beyond FMLA requirements—paid time off to care for aging parents or attend medical appointments. There's also Dependent Care FSAs, Employee Assistance Programs (EAPs), and education and support groups. There's been a lot of debate around return-to-office mandates. How are they fitting into salary and benefit negotiations today? We've all seen the headlines: 'As RTO mandates return, it's becoming a bargaining chip for employers, so you have to get your butts back into the office.' But they don't work, and it leads to attrition. I think that these are mostly lagging indicators that the company will ultimately suffer in productivity and performance, because they're losing and turning over all these employees. Blanket RTOs post-pandemic is just not a productive way to streamline. It's important to do your research first, and even though a company might be completely remote or have hybrid flexibility, it's important to have that conversation upfront with the recruiter to truly understand whether that's something that is still in a test phase. This story was originally featured on Sign in to access your portfolio