UAC Magazine - March/April 2016

URBAN AG COUNCIL MAGAZINE GEORGIA

Keeping Georgia’s green industry informed

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UAC MAGAZINE | MARCH/APRIL 2016

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MARCH/APRIL 2016

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UAC MAGAZINE | MARCH/APRIL 2016

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UAC Magazine Official publication of the Georgia Urban Agriculture Council

Board of Directors Dixie Speck, President

Solterra Landscape Todd Jarrett

Arbor Hill Nurseries Matt Lowe

Swift Straw Ken Morrow

Sod Atlanta Chris Nelson

Chattahoochee Nature Center Bob Scott

Irrigation Consultant Services Ray Wiedman

Outdoor Expressions Ron White TurfPride Tony Gibson, Past President

Gibson Landscape Services

Ex Officio Ellen Bauske

UGA Extension Public Service Assistant Bodie Pennisi

UGA Extension Horticulturist Clint Waltz

UGA Extension Turf Agronomist

Staff Mary Kay Woodworth

Executive Director Kathy Gatten Johnson

Marketing Director & Editor

A member of:

Georgia Urban Ag Council PO Box 817 Commerce GA 30529 P: 800.687.6949 F: 706.336.6898 E: info@georgiauac.com www.urbanagcouncil.com All contents copyright 2016

GEORGIA

MARCH/APRIL 2016

Coming

next is

sue Focus on warm-sea son turf: selection , installat io n, and main tenance

UAC NEWS

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President/Executive Director message Harrell’s celebrating 75 years Online job postings for UAC business-level members 2015 GALA awards Judges and winning entries

BUSINESS 22 24 26 28 32

Start the new year strong 8 steps to business success Business spring cleaning Document retention issues Six essentials to protect your business How to fire an employee Dress for success Making a good impression right from the start The cost of equipment Don’t overlook these expenses when bidding

INDUSTRY 34 39 40 46 47 48

28 years of service The Green Industry and Tom Delaney Huber joins UGA team New training coordinator at Center for Urban Ag 2016 Lawmakers Directory UGA welcomes new dean Samuel Pardue joins CAES Cambardella takes on new role Atlanta’s first urban ag director New UGA Griffin campus leader Hunnicutt is Assistant Provost

URBAN AG

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Preserving biodiversity Why it’s important and how we can help Disease update Boxwood blight in Georgia Time to prune azaleas Protect next year’s blooms Pro project Expanded entertaining space

IN EVERY ISSUE

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Save the date Pest 411 Time to look for sawflies Me & my mentor Key things that successful companies do right Safety works Accident investigation, reporting and follow-up What the tech? Controlling digital interruptions Health & benefits New deadlines for health coverage reports

UAC MAGAZINE | MARCH/APRIL 2016

Atlanta Botanical Garden Georgia Agribusiness Council Georgia Arborist Association Georgia Association of Water Professionals Georgia Green Industry Association Georgia Urban Forest Council Georgia Water Alliance National Association of Landscape Professionals Southeastern Horticultural Society

URBAN AG COUNCIL MAGAZINE

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UAC NEWS

Dear UAC Members and Supporters, I assume that everyone driving around Metro Atlanta has taken notice of the

enormous amount of construction activity continuing this year. I see it in all sectors including residential, multi-family, commercial, and office. Upward construction trends are usually a boost to our industry. There is an opportunity for us to do well during this up trend, as long as we are able to control the rising labor costs and find sufficient, suitable labor and management employees.

Dixie Speck President

“Housing Market Data Trends” is the topic for our next networking + education dinner on

Spring’s just around the bend. Are you ready and staffed to gear up?

The January 2016 jobs report from the U.S. Bureau of Labor Statistics reported (2/5/16): “Total nonfarm payroll employment rose by 151,000 in January, and the unemployment rate was little changed at 4.9 percent. Job gains occurred in several industries, led by retail trade, food services, and drinking places, health care, and manufacturing. Employment declined in private educational services, transportation and warehousing, and mining.”

UAC MAGAZINE | MARCH/APRIL 2016

Mary Kay Woodworth Executive Director

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What does that mean to you? More competition for workers in service industries and pressure on wages. The greatest concern for business owners is labor: finding and hiring workers and keeping those already on the payroll.

I recently participated in a webinar hosted by Tony Bass of Super Lawn Technologies, and it reinforced what we all know – there is no silver bullet. The multi-faceted approach that we’ve been describing to our members as they call looking for solutions was reinforced by Tony’s webinar. A strategic, step-by-step approach is a full-time job in itself, and includes a combination of:

March 22. Expert John Hunt will educate us on how to use these housing trends in our own business planning. Of course, it’s very important to know when trends are going up. But it can be even more important to know when they are trending down to avoid over-expansion that could make our businesses vulnerable when weathering sudden significant hits in sales, and thus revenue. Plus, it is being held at the awesome event spot, Chattahoochee Nature Center. Read more details on page 10 and register online at urbanagcouncil.com.

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Detailed job descriptions; Placing job notices in-house, in various social media outlets, on your vehicles, through schools and universities as well as the Georgia Department of Labor; A specific, time-saving, screening process, and; Automation.

An overview of the points he covers in his presentation can be found by reading this article in Hardscape Magazine: www.hardscapemagazine.com/how-youcan-find-superstar-employees.htm Tony and I spoke a few days after the online presentation, and discussed the labor problem that will soon become a crisis. Business owners must have an ongoing strategy – it’s not a one-off situation.

We are working together to schedule a specially priced webinar for UAC members – at press time the date had not been confirmed – and I encourage you to make the investment and participate. If you are unable to do so, consider reviewing Tony’s services on his website: www.tonybassconsulting.com.

UAC NEWS

Harrell’s celebrating 75 years!

In August of 1941 Ormond and Lucile Harrell

purchased a feed store in downtown Lakeland, Florida. They aspired to provide quality products and friendly, personal service. Seventy-five years and two generations later, Harrell’s maintains the same aspirations through a modified business model.

Today, in addition to being one of the nation’s largest distributors of branded fungicides, herbicides and insecticides, Harrell’s produces top-quality, custom blended fertilizers, liquid fertilizers, specialty liquids, and soil surfactants for the golf course, sports turf, landscape management, horticulture, and specialty agriculture industries. Harrell’s guarantees stringent quality control procedures, tight manufacturing specifications and careful selection of raw materials for each product that carries the Harrell’s name. Products are sold all across the United States, the Caribbean, Central and South America, the Middle East and along

the Pacific Rim through sales representatives providing personal service in local communities.

Third generation owner, Jack Harrell, Jr, has grown the privately-held company to an undisputed industry leader serving over 10,000 customers through 18 locations and 300 employees.

Harrell’s aspires to Grow A Better WorldR through excellence in service, integrity and value. Growth and success aside, the Harrell’s family remains focused on its mission to: • • • • •

Learn more about Harrell’s, their products, their services and their core values, at www.harrells.com.

Serve, honor and glorify God. Create an environment to empower and invest in our employees.

Provide consistent quality products and service through innovative solutions.

Create and grow loyal relationships through trust and integrity.

Sustain growth through planned expansion.

UAC business-level members: log on to post job openings! urbanagcouncil.com

Click on the membership tab, then on the “Log in as a member” link.

Complete the “Post a Job” form. Be sure to include your company website and logo if you have that available.

Then preview the posting and submit.

Under the membership tab, click on “Links for members” then select “Request a job posting.”

Once the posting has been approved, it will appear on the UAC website for 30 days. It will automatically expire at that time.

UAC MAGAZINE | MARCH/APRIL 2016

Your email address and the password from the old UAC website will still work. If you can’t remember your password, click “Forgot your password?” to reset. If you don’t know what email is attached to your membership, contact the UAC office.

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UAC NEWS

GALA

GEORGIA URBAN AG COUNCIL

GEORGIA LANDSCAPE AWARDS

Robert Sutherland

2015 Judges

Judging procedures

UAC MAGAZINE | MARCH/APRIL 2016

1. Entries do not compete against each other; they are evaluated using the judging criteria.

2. Judges may designate multiple entries to receive awards within any category.

3. All entries are judged without knowledge of who entered the project.

4. A panel of professionals representing various aspects of the industry evaluate the entries.

5. All judges’ decisions are final.

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Mark Banta

Erica Glasener

Banta built Centennial Olympic Park’s operations team from the ground up and is now President and CEO of Piedmont Park Conservancy. He is a past president of Georgia Turfgrass Association and the Metro Atlanta Landscape and Turf Association and has served on the UAC board.

Glasener is a horticulturist, author, lecturer and awardwinning host of HGTV’s A Gardener’s Diary for 14 years.

She has co-authored several books on Georgia gardening with Walter Reeves. Currently, she is the Marketing Manager for Gibbs Gardens, a 220-acre public garden in Ball Ground, Georgia.

Bruce Holliday

Walter Reeves

Jeremy Smearman

Holliday, a landscape architect, is a 40-year veteran of the landscape industry. He is known for his unique on-site scaledsketch design format, and has prepared thousands of his “walk away” plans for homes and businesses, not only in Atlanta, but in Alabama, and the Carolinas.

Reeves is retired from 29 years with the UGA Extension Service. He now hosts a call-in radio show, writes a newspaper column for the Atlanta JournalConstitution, manages his extensive website, and writes gardening books.

Smearman has a landscape horticulture degree from North Carolina State University. In the 28 years he has owned Planters, his firm has won over 25 UAC/ MALTA awards and competed for high-end residential projects in seven southeastern states. He enjoyed being on the other side of the judge’s table for a change.

UAC NEWS

Awards

Community Stewardship

Chatham Landscape Services...................... Atlanta Beltline Post Hope Day

Landscape Management: Residential Distinction Floralis Garden Design................................ Atlanta Garden Maintenance

Landscape Management: Commercial

Grand

Russell Landscape Group............................. AGCO

Design/Build/Installation: Seasonal Color - Commercial

Merit Chatham Landscape Services...................... Allure Buckhead Distinction Gibbs Landscape Company......................... Atlanta Georgia Temple Grand Chatham Landscape Services...................... Post Riverside Parkway

Design/Build/Installation: Seasonal Color - Residential

Merit Arcoiris Design Gardening......................... Baker’s Residence Merit Gibbs Landscape Company......................... Hodge Residence Merit Gibbs Landscape Company......................... Residential Client Merit Chatham Landscape Services...................... Wicker Residence Distinction Floralis Garden Design................................ Atlanta Seasonal Color Grand Chatham Landscape Services...................... Romaniello Residence

Design/Build/Installation: Commercial, $75,000 - $200,000

Merit

Merit Met the standard for the category

Distinction Superior overall

Grand Greatly exceeded criteria

Green Star

Distinction/grand winners who used innovative sustainable solutions

Judges’ Choice

The grand award winner(s) that “WOW”ed the judges

Russell Landscape Contractors................... Capitol Plaza

Design/Build/Installation: Small-space

Merit

Champion Landscaping Design & Care.... Borchers’ Small Space

Design/Build/Installation: Residential, under $50,000

Merit Merit Distinction Distinction

Champion Landscaping Design & Care.... Krissengers’ Residential Under $50K Project Classic Landscapes, Inc................................ Turn of the Century Makeover Floralis Garden Design................................ Front Landscape Renovation Michaelangelo’s Sustainable Landscape & Design........................................................ Taher Residence Project

Design/Build/Installation: Residential, $50,000 - $150,000

Design/Build/Installation: Residential, over $150,000

Grand

Ed Castro Landscape.................................... Smith

Outdoor Lighting: Residential Merit Grand

The Outdoor Lights, Inc.............................. Doyle Residence The Outdoor Lights, Inc.............................. Heath Residence

Outdoor Lighting: Commercial

Grand

The Outdoor Lights, Inc.............................. State Mutual Office Building

UAC MAGAZINE | MARCH/APRIL 2016

Distinction Chatham Landscape Services...................... Mr & Mrs. John Tyers Distinction Classic Landscapes, Inc................................ Traditional Country Residence Grand Ed Castro Landscape.................................... Alecxih

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UAC NEWS

GALA

GEORGIA URBAN AG COUNCIL

GEORGIA LANDSCAPE AWARDS

2015 Grand Awards

Chatham Landscape Services

Chatham Landscape Services

Ed Castro Landscape

Ed Castro Landscape

UAC MAGAZINE | MARCH/APRIL 2016

Romaniello Residence

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Alecxih

Russell Landscape Group AGCO

Post Riverside Parkway

Smith

UAC NEWS

GALA 2015 Grand Awards

The Outdoor Lights Heath Residence

The Outdoor Lights

State Mutual Office Building

Which grand award winner won a Judges’ Choice award?

Results in the May/June issue.

P

WS HARR &CO.

URBAN AG COUNCIL GEORGIA

A member of Snellings Walters Insurance Agency

Workers Compensation Plan

W.S. Pharr & Co. is one of the largest independent insurance brokers in the Southeast. We have specialized in the green industry since 1987 and serve over 600 green industry clients.

Contact: Will Pharr

404.354.2036 • wpharr@snellingswalters.com

Michael Parker

404.216.1108 • mparker@snellingswalters.com

770.396.9600

Monthly self-reporting payment plan Ability to earn up to a 15% dividend Competitive rates Aggressive claim management Underwritten by Builders Insurance

Insurance Plan • • • •

General liability, auto, equipment, umbrella 10% discount for Georgia UAC members Flexible payment plans Competitive rates

Employee Benefits • • • •

Employer-provided benefits Voluntary benefits Competitive rates Dedicated service team

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UAC MAGAZINE | MARCH/APRIL 2016

We offer a unique blend of insurance companies and broker experience assuring you get the most for your insurance dollar.

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GEORGI URBAN COUNCI

GEOR LAND AWAR

SAVE THE DATE

MAR

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Visit urbanagcouncil.com for updates and to register.

2016 CEFGA Student Career Expo featuring “World of Landscape” DATE: Thursday, March 17 & Friday, March 18 PLACE: Georgia International Convention Center

College Park, GA

MAR

Safety Zone Awards

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Deadline for entries: Friday, March 18 There is no entry fee Only UAC member companies in good standing may submit entries These awards recognize safety performance from January 1 December 31, 2015 Enter any or all of the award categories

Visit www.urbanagcouncil.com for details and entry form.

MAR

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UAC Networking + Education Dinner:

Housing Market Data Trends John Hunt, ViaSearch and Smart Numbers

DATE: Tuesday, March 22 TIME: 5:30 networking/cash bar, 6:30 dinner & presentation PLACE: Chattahoochee Nature Center

MAR

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9135 Willeo Road | Roswell GA 30075

lunch + learn

Real hope and change UAC’s remedy to the Affordable Care Act DATE: Wednesday, March 23 TIME: 11:30 am - 1:30 pm, registration includes lunch PLACE: W.S. Pharr/Snellings Walters office

UAC MAGAZINE | MARCH/APRIL 2016

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APR

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1117 Perimeter Center W | Atlanta, GA 30338

UAC Networking + Education Dinner: Right plant, right place, right now 5 easy tips for strong designs and stronger profits Eric King, King Landscaping

DATE: Tuesday, April 19 TIME: 5:30 networking/cash bar, 6:30 dinner & presentation PLACE: Topiary Courtyard

APR

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3045 Jones Mill Road | Norcross, GA 30071

70th Annual Southeastern Turfgrass Conference DATE: Tuesday, April 26 PLACE: Tifton, GA

Sponsored by

UAC MAGAZINE | MARCH/APRIL 2016

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PEST 411

Time to look for sawflies

Tiny insect saws through rose bushes

by Paul Pugliese, Agriculture & Natural Resources Agent, UGA Extension, Bartow County Dozens of calls and samples of roses with a variety

Paul Pugliese

These insects do not discriminate between different types of roses. Even ‘Knock Out’ roses make a tasty meal for these critters.

of leaf problems come into the University of Georgia Extension office in Bartow County. The most common problem diagnosed recently is injury caused by rose sawflies, also known as rose slugs.

These insects do not discriminate between different types of roses. Even ‘Knock Out’ roses make a tasty meal for these critters. Home gardeners often ask why ‘Knock Out’ roses are affected if they are supposed to be problem-free. These roses are bred for resistance to certain diseases, like black spot, but are still damaged by a variety of rose-loving insects.

UAC MAGAZINE | MARCH/APRIL 2016

Sawfly larvae look similar to the caterpillar stages of moths and butterflies, but have six or more pairs of prolegs behind the three pairs of true legs on their body. True caterpillars have fewer prolegs.

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Caterpillars can also affect roses in the spring, but the damage they cause is slightly different. Caterpillars chew large holes in the leaves. Sawfly larvae chew a thin layer off the surface of leaves, leaving a skeletonized appearance.

If you hold up an affected leaf, you can see light shining through it. This unique “window pane” damage is a classic sign of sawflies. If you look carefully, you might even find a few, tiny, sluglike larvae on the leaves.

Some sawfly species can chew holes through the leaves as they get older, but usually you will see both types of damage on the same plant. Sawfly larvae eventually become small, non-stinging wasps that feed on other insects.

Begin scouting for sawflies in April or early May. Most sawfly species feed through June and will not return again until next spring.

The larvae are often found on the undersides of the leaves, so inspect both sides of the leaves carefully. Keep in mind that the damage caused by sawflies is only to the leaves and mainly affects the appearance of the plant. Plants that are otherwise healthy can tolerate significant feeding damage and will usually put out new leaves by mid-summer.

Sawflies are best controlled when they’re young. A physical control tactic is to simply pick them off by hand. A forceful spray of water from a hose can also knock off sawflies. Once dislodged, they cannot climb back onto the plant.

Horticultural oil, insecticidal soap and azadirachtin (sometimes called “neem oil”) are low-toxicity, natural, organic insecticides that work well on young sawflies. Synthetic insecticides that control sawflies include acephate (Orthene), carbaryl (Sevin), malathion and diazinon. Avoid using insecticidal dusts and spraying flowers, as many insecticides are highly toxic to bees and other pollinators. Imidacloprid (Bayer Advanced), a systemic insecticide, can be applied to the soil around the roses in spring before feeding activity is noticed. However, once the damage is noticed, it is usually too late for a systemic product to be effective. Bacillus thuringiensis (Bt) products are effective against leaf-feeding caterpillars, but not on sawflies.

SEED sponsorship opportunities support | energize | enable | develop SEED sponsorships offer our members an additional opportunity to promote their businesses and support UAC at a level beyond the membership dues.

seed support | energize | enable | develop

URBAN AG COUNCIL GEORGIA

This is an annually renewable program, beginning on the contribution date.

Available to current UAC business-level members only.

Sponsorship levels and benefits

Contribution

DIAMOND $3000 Company name and logo will appear on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; choice of three full-page color interior ads in UAC Magazine OR web banner ad for six months on UAC website (your choice of issues/months). Total maximum value of additional benefits: $1500.

TITANIUM $2000 Company name and logo will appear on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; choice of two full-page color interior ad in UAC Magazine OR web banner ad for four months on UAC website (your choice of issues/months). Total maximum value of additional benefits: $1000.

PLATINUM $1000 Company name listed on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; choice of one full-page color interior ad in UAC Magazine OR web banner ad for two months on UAC website (your choice of issue/months). Total maximum value of additional benefits: $500 GOLD $500 Company name listed on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; one month web banner ad on UAC website (your choice of month). Total maximum value of additional benefits: $250. $250

BRONZE Company name listed on UAC printed materials and the UAC website (with link to your website).

$100

Thank you to all of our SEED Sponsors!

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UAC MAGAZINE | MARCH/APRIL 2016

SILVER Company name listed on all UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events.

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ME & MY MENTOR

Learning and growing

Key things that successful landscape companies do right

by Pam Dooley, Plants

Q: As you grow your business, what traits of successful landscape companies do you try to emulate and incorporate?

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Every successful landscape company has a clear vision, basic core values, and strong leadership. As we grow our business, my responsibility as the owner continues to transition from direct field work to being the leader and visionary that our team deserves.

While the core values of my company never change, the culture continues to evolve, so it is important that I embrace this continuous growth and lead a collaborative effort with team members to define what our culture is.

Successful landscape companies continue to seek their “why,” and with time and experience, define it and allow it to lead them towards their core customer base.

UAC MAGAZINE | MARCH/APRIL 2016

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Successful landscape companies invest in the best tools possible so that team members have the highest opportunity for success. Using advancements in technology greatly streamlines the design process, infield estimating, and maintenance account management. Both Apple and Windows provide great tablet options for on-the-go efficiency.

Another trait of successful landscape companies is building solid relationships with customers and earning the trust of their referrals. Doing quality work and providing great customer service sounds cliché, but whether it’s design-build or maintenance work, landscape work is an emotional service.

You have a choice whether you create a joyful, positive experience for the customer or a stressful and negative one. The best companies understand that integrity is everything.

Pam moved from her small Indiana hometown in 1992 to attend college on a volleyball and softball scholarship in South Carolina. She had the opportunity to work at the ’96 Olympic games in Atlanta and knew then that she would like to make Atlanta home. Having spent 13 years in various management positions within the plant community, and educated by one of the best horticulture staffs in the country at the University of Georgia, she decided it was time to start her own company. Plants Creative Landscapes was born in June 2005. Her business philosophy is simple: surround yourself with motivated and passionate staff who are excellent at what they do, deliver quality products and services in a timely manner, and make positive contributions in all areas of life.

Pam Dooley

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Software programs such as LMN and Service Autopilot are landscape-specific programs with great tools for budgeting, estimating, time tracking, and maintenance scheduling.

Successful companies have figured out that going paperless in their day-to-day operations provides more benefit than just saving trees: it creates a huge boost in efficiency and positively affects the bottom line. Additionally, investing in and maintaining reliable equipment for field crews greatly improves moral and fosters a sense of ownership for the individual using them, saving the company potentially thousands of dollars annually in replacements. Whether buying or leasing, there are affordable options available to provide the right equipment for the job.

Owner, Plants

When not working on the business, she enjoys spending time with her family, including four rescue chow chows, riding her Triumph motorcycle(s), and traveling.

ME & MY MENTOR Remember that ignoring problems will always cost more than fixing them.



With labor availability being the number one issue in our industry, successful landscape companies balance their present needs with planning for the future. They’re always hiring. They’re actively recruiting the best employees by attending job fairs and forging relationships with university professors who teach our profession. Employee training programs are defined and consistent, and new hires are properly trained to perform the job for which they’re hired. Programs of accountability and reward are in place to attract career-minded team members. Advancement opportunities are clearly defined and discussed during the interview process so applicants understand their opportunities within the company.



Lastly, I believe the most successful landscape companies have not achieved success alone: there has been a key person and/or persons to help along the way.

Asking questions and receiving tough answers, exposing your weaknesses so that you can improve, and being open to critique will all build greater success. Seek out a mentor, visit other landscape companies, find a personal coach, or join a landscape peer group. In 2013, I joined Jeffrey Scott’s peer group, The Leaders Edge, and it is a decision that I should have made 10 years earlier. The knowledge, accountability, and friendships that I’ve made through membership in this group is truly invaluable.

Every landscape company is different, but I believe the most successful companies incorporate the following: • finding team members who share similar core values • investing in technology, software, and reliable equipment • building solid relationships with customers by placing integrity before ego • actively and consistently recruiting new team members • remembering that nobody succeeds alone

770/233-6107 UAC MAGAZINE | MARCH/APRIL 2016

ugaurbanag.com/certification

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SAFETY WORKS

Getting to the root of the problem

Accident investigation, reporting, and follow-up

by W.S. Pharr/Snellings Walters Occupational accidents and near-misses

UAC MAGAZINE | MARCH/APRIL 2016

often cause injuries that create costly disruptions in business. Without an action plan for the effective investigation, reporting, and follow-up of accidents, accident causes can often go unnoticed, which makes the recurrence of similar incidents become more likely. Insured costs incurred in workers compensation claims represent only a fraction of the total value of costs incurred in lost goods produces, services, offered, skilled employees, and overall productivity.

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Effective accident inWithout an action plan for the vestigation programs have the ability to effective investigation, reporting, efficiently gather inand follow-up of accidents, accident formation at accident causes can often go unnoticed, which sites, record appromakes the recurrence of similar priate information as incidents become more likely. soon as possible after an accident has occurred, and use this information in the analysis of accident causes.

Developing and providing appropriate corrective actions and follow-up review measures to facts revealed during investigation can result in significant insured and indirect cost savings and additional benefits with regard to employee behavior, morale, and well being.

The following controls are suggested for the purpose of developing effective methods of employee accident investigation, reporting, and follow-up.

Steps to prevent recurrence The purpose of effective accident investigation and reporting is to prevent accidents.

Do you...

...have written a clearly-defined statement of policy outlining the commitment and support of management toward formal accident investigation practices and procedures as a part of overall safety efforts?

...identify trends in and use the results of accident rates for different departments and overall operations as measures of the effectiveness of your safety program?

...calculate incidence rates, lost-time rates, and other statistical comparisons that can provide useful information to determine where additional workers compensation loss control efforts should be focused?

...educate employees about the value and benefits of accident investigation, and emphasize that the safety efforts of your company are dependent upon the safety of each and every employee?

Supervisors should be responsible for the occurrence of accidents.

Do you...

...train supervisors to conduct effective accident investigations, including recording what happened and determining what’s needed, recommending or taking action at the accident scene, and following up on corrective measures?

...train supervisors to approach the scene of accidents with an open mind, avoiding speculation and pre-conceived ideas of what might have happened that could skew an investigation, lead to faulty conclusions and recommendations, and potentially cause the same accident to recur?

SAFETY WORKS

...prepare supervisors with appropriate materials to conduct accident investigations, including basic recording and reporting materials, and items such as personal protective equipment, warning devices, tape measure, camera, or other equipment?

For effective documentation of accident investigation and reporting efforts, all accidents should be investigated.

Do you...

...use every accident report, review, and follow-up as tools for the evaluation of your overall operations and the identification of unsafe conditions or activities? ...develop effective and useful methods of internal reporting using state first report of injury forms, supervisor accident report forms, and conduct documented incident review and follow-up during safety or management committee meetings?

...document and investigate “near miss” incidents that did not result in bodily injury or property damage, identifying general conditions and specific loss trends which could lead to potentially costly and severe loss exposures?

...train supervisors in effective witness interviewing techniques, including putting witnesses at ease, interviewing the witness alone, asking questions about facts that are easily verified, repeating the story back to the witness and ending the interview in a positive manner?

Developing and providing appropriate corrective actions and follow-up review measures to facts revealed during investigation can result in significant insured and indirect cost savings and additional benefits with regard to employee behavior, morale, and well being.

...train supervisors to avoid interviewing techniques that make witnesses uncomfortable or unwilling to respond, such as applying pressure or placing blame, interrupting answers, asking “yes” or “no” questions, or asking a witness to provide opinions as to why the incident occurred?

Accident investigation, reporting, and follow-up efforts.

Do you...

Do you...

...require employees to report injuries and near-misses to their supervisors as promptly as possible?

...develop a system for immediate response to accidents, including, chain of command and communication, telephones, radios, alarms, or other signaling devices?

...conduct documented analysis of the cause of accidents, interviewing employees, checking maintenance records, receipts, and other records?

...implement a formal plan for developing and taking corrective actions, using physical and administrative control measures, review

...control the accident situation by notifying management that an accident has occurred, stabilizing the situation and safeguarding the area by de-energizing sources of hazardous energy and other potential hazards, and take care of the injured? ...promptly isolate and restrict access to the scene of the incident to preserve clues and evidence of potential accident causes, and record statements from witnesses while the facts of the incident are still clear? ...return operations to normal as soon as the incident has been stabilized to minimize its impact upon productivity and to begin interviewing witnesses?

UAC MAGAZINE | MARCH/APRIL 2016

Accident investigation should be conducted as soon as possible after the accident occurs.

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SAFETY WORKS of accident reports and records, and follow-up of corrective actions by top management?

...conduct formal evaluation of your operations such as job safety and hazard analyses, fault tree analysis, ergonomic surveys, material handling surveys, and other measures of safety performance?

...evaluate the direct and hidden costs of accidents in your operations and track these costs to the areas, departments or units involved for further development of appropriate loss controls?

The root of the problem

Accident causes are typically the result of unsafe behaviors and NOT unsafe conditions. Really getting to the root cause of an accident will help eliminate frequency.

Case study Imagine a slip and fall occurs in your shop. A brief look into the accident determines that the fall resulted in a slip from water that was on the floor. Case closed?

UAC MAGAZINE | MARCH/APRIL 2016

Now, imagine really investigating and looking for the root cause. You learn that three supervisors passed by the water, one employee knew that a leaky pipe drips water in this area when a particular faucet is turned on, and another employee (the injured) enjoys listening to music before loading up and going out into the field.

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Resulting safety policies from the investigation: • Safety Management by Walking Around (supervisors and crew leaders should observe safety rules as well as instill them) • Reporting hazards is necessary to safety awareness • Safety awareness and walking around should be a topic for all employees…not just the injured party.

As management, your objective should be to stress the importance of attitude and common sense to safety and point out examples. The result should be increased attention to and responsibility for safety on the job.

It takes more than regulations

Safety requires, and receives, a lot of attention in general. The government has numerous safety programs and regulations that most companies have to follow. A majority of the businesses I have worked with tend to make every effort to purchase equipment and design processes that reduce risk and improve safety. They also provide their employees with training and protective clothing and equipment, all with the goal of preventing accidents and keeping their assets safe and healthy.

However, all the regulations, training, and equipment in the world cannot protect those who do not look out for themselves. The sad fact is that most accidents are someone’s fault. They are the result of carelessness, of someone not paying attention or not thinking safety is important on the job.

Create a culture

Management usually has many duties that take them away from day-to-day operations. But those duties should not get in the way of establishing a strong safety culture in your business.

Instill safety awareness in all of your employees and continue that awareness by putting forth efforts such as “Safety Management by Walking Around.” This awareness, combined with accident investigation, will help identify (and correct) unsafe behaviors (acts) and conditions.

W.S. Pharr & Co./Snellings Walters is one of the largest independent insurance brokers in the Southeast. We have specialized in the green industry since 1987. We offer a unique blend of insurance companies and broker experience assuring you get the most for your insurance dollar.

• Workers Compensation Plan • Insurance Plan • Employee Benefits P: 770.396.9600

WHAT THE TECH?

Reclaiming productivity Control digital interruptions

by Carie Ferg, Manta Editor

We live in an age of constant digital interruptions, and they arrive on all sorts of

devices—desktop, laptop, cell phone and tablet, to name a few. Email accounts are often synced on all our devices, allowing for seamless and instant access regardless of where we are. And whether it’s a screen pop-up or dinging device, we are alerted to a new email the moment it arrives.

Do you instantly check that new message?

It’s almost impossible to avoid. But giving in to digital interruptions is costing you dearly, perhaps more than you think.

According to Your Brain at Work author David Rock, it takes 25 minutes for employees to refocus on the project they were engaged in prior to an interruption.

If you’re interrupted numerous times in a day, digitally or otherwise, do the math—it’s possible you won’t complete one project all day long!

To reclaim productivity: Set aside two one-hour increments or four halfhour increments that you can dedicate to email.

Stick to the same times every day.

Silence your device and turn off alerts so you’re not tempted to click on that pop-up when it’s not email time.

You’re bound to notice your productivity surge!

Resolve to clean out your inbox

by Karen Vujnovic, Manta Staff Writer New year’s resolutions come and go quickly, but here’s one that’s likely to help you feel a sense of accomplishment, and without a lot of work. Clean out your inbox. If you’re one of those people with triple digits of unopened emails, treat yourself to an empty inbox.

Things to consider: • Important items that require action can easily get lost.

• If it’s not sitting in your inbox, you’ll know it’s been handled.

Now, there are lots of ways to get your email to zero. Here are two very different approaches to consider: • Take a deep breath and hit delete on everything older than a month. If you haven’t responded by now, the sender has probably moved on.

• Or take a more type-A route: Sort email by sender and then respond, delete or delegate each to a team member to take care of.

Once it’s clean, keep it that way. Schedule regular times to purge, unsubscribe to newsletters you never read, and prioritize messages to handle them in an efficient manner. Don’t let the digital clutter of email take over your productivity.

Manta is one of the largest online resources dedicated to small business. We deliver products, services and educational opportunities that are effective, easy to understand and geared to help business owners become more competitive in their respective industries. Are you a small business? Create your free company profile at manta.com.

UAC MAGAZINE | MARCH/APRIL 2016

  

Kathy G. Johnson

If you’re interrupted numerous times in a day, digitally or otherwise, do the math—it’s possible you won’t complete one project all day long!

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HEALTH & BENEFITS

New deadlines for health coverage reports IRS provides major delay in 6055 and 6056 reporting

by Michael Parker, CFP©

form was due to employees by January 31 of the year following the year to which the Form 1095-C relates (February 1, in 2016, because January 31 falls on a weekend). The 1095-B was due to the individual identified as the “responsible individual” on the form by January 31 (February 1, in 2016, because January 31 falls on a weekend).

Under the Patient Protection and Affordable Care Act (ACA), individuals

are required to have health insurance, while applicable large employers (ALEs) are required to offer health benefits to their full-time employees.

For the Internal Revenue Service (IRS) to verify that:

Revised deadlines

 

1.

individuals have the required minimum essential coverage,

2.

individuals who request premium tax credits are entitled to them, and

3.

ALEs are meeting their shared responsibility (play or pay) obligations,

The transition relief provided by Notice 2016-4 extended the due date for furnishing Form 1095B and 1095-C to individuals to March 31, 2016.

The due date for filing all forms (1094-C, 1095C, 1094-B, and 1095-B) to the IRS is moved from February 29, 2016, to May 31, 2016, if filing by paper.



employers with 50 or more full-time or fulltime equivalent employees and insurers will be required to report on the health coverage they offer.

UAC MAGAZINE | MARCH/APRIL 2016

Final instructions for both the 1094-B and 1095B and the 1094-C and 1095-C were released in September 2015, as were the final forms for 1094-B, 1095-B, 1094-C, and 1095-C (see sidebar on next page for links to these documents.)

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Reporting will first be due in 2016, based on coverage in 2015. All reporting will be for the calendar year, even for non-calendar year plans. On December 28, 2015, the IRS issued Notice 2016-4, delaying the reporting deadlines (see sidebar for link).

Original deadlines

The reporting requirements are in Sections 6055 and 6056 of the ACA. The 1094-C, 1095-C, 1094B, and 1095-B were originally due to the IRS by February 28 if filing on paper (February 29, in 2016, because February 28 falls on the weekend), or March 31 if filing electronically. The 1095-C

If filing electronically, the date is moved to June 30, 2016.

Better late than never

Employers that have difficulty meeting the extended reporting deadlines are encouraged to file late, as the IRS will take late filing into consideration when determining whether to reduce penalties for reasonable causes. The IRS will also take into account if an employer made reasonable efforts to prepare for reporting, such as gathering or transmitting necessary information to a reporting service.

Impact on individuals

The IRS has determined that individual taxpayers may be affected by the extension, as employees are not eligible for the premium tax credit for any month they also are eligible for an employer plan that provides minimum value, affordable coverage. However, the IRS has determined most individuals offered employerprovided coverage will not be affected by the extension.

HEALTH & BENEFITS



Employees who enrolled in Marketplace coverage but did not receive a determination from the Marketplace regarding whether their employer-sponsored coverage was affordable, could be affected by the extension if they do not receive their 1095-C form prior to filing their individual income tax returns. As a result, for 2015 only, individuals who rely on other information received from employers about their offers of coverage for purposes of determining eligibility for the premium tax credit when filing their income tax returns need not amend their returns once they receive their Forms 1095-C or any corrected Forms 1095-C. Individuals do not need to send this information to the IRS when filing their returns, but should keep it with their tax records.

Generally, an automatic 30-day extension will be given to entities filing Form 8809, and no signature or explanation is needed.



Form 8809 must be filed by the due date of returns in order to be granted the 30-day extension.



Some individuals might also be affected by the extension because they will use the forms in determining whether they had minimum essential coverage. Individuals may not have received this information before they file their income tax returns, so for 2015 only, individuals who rely on other information received from their coverage providers about their coverage, for purposes of filing their returns, need not amend their returns once they receive the Form 1095-B or Form 1095-C or any corrections. Individuals need not send this information to the IRS when filing their returns, but should keep it with their tax records.

Extension process

In September 2015, the IRS provided information on the Form instructions on applying for extensions.

Instructions for 1094-B and 1095-B

www.irs.gov/pub/irs-pdf/i109495b.pdf

Instructions for 1094-C and 1095-C www.irs.gov/pub/irs-pdf/i109495c.pdf

Form 1094-B

www.irs.gov/pub/irs-prior/f1094b--2015.pdf

Form 1095-B

www.irs.gov/pub/irs-prior/f1095b--2015.pdf

Form 1094-C

www.irs.gov/pub/irs-prior/f1094c--2015.pdf Waivers may be requested with Form Form 1095-C 8508, and are due at www.irs.gov/pub/irs-prior/f1095c--2015.pdf least 45 days before Notice 2016-4 the due date of the www.irs.gov/pub/irs-drop/n-16-04.pdf information returns.

This extension relates to the deadline to provide the IRS with the forms, not providing individuals with the forms.

However, because of the transition relief, for 2015, no extension requests will be granted. Employers must use the transition relief guidelines provided in Notice 2016-4.

Our access to ACA Advisor resources can help you clear up ACA questions and better craft your company’s benefit strategy for the future.

1117 Perimeter Center West, Suite W101 Atlanta GA 30338 Main: 770-396-9600 Fax: 770-399-9880 www.snellingswalters.com

About the author Michael Parker is a benefits consultant with Snellings Walters Insurance Agency.

P: 404.216.1108 E: mparker@snellingswalters.com

UAC MAGAZINE | MARCH/APRIL 2016

The extensions of due dates provided in the Notice apply only to section 6055 and section 6056 information returns and statements for calendar year 2015 filed and furnished in 2016 and do not require the submission of any request or other documentation to the IRS.

Document links

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BUSINESS

Start the year strong

8 steps to business success

by Jeffrey Scott

Starting the year strong means getting everyone on the same page, motivated to pull in the same direction as you. Here are 8 steps to ensure a successful 2016.

STEER all employees to the personal goals they need to achieve to meet expectations. Related to the previous point, every single employee plays an important role (cog) in the machinations of your company.

They need direction and feedback so they know how they are doing, what they should keep doing, and what they should both stop and start doing. Sitting down with them one-on-one a few times throughout the year will keep them focused on their own goals and align them to larger goal of the company.

BREAKDOWN annual sales targets into specific goals for salespeople and crew leaders. Your budget is based on a set of revenue and sales goals: the minimum revenue goals you need to “sell and build” to reach your minimum profit - that both your sales people and your crew need to understand and be prepared to execute. Your sales people also need to set stretch sales goals. Keep in mind that not all salespeople will hit their stretch goals (or even their expected goals) each year, so you don’t want to plan for perfection; you need wiggle room in your cumulative goals, so you still hit your annual revenue budget even when not all sales goals are hit.

MANDATE communication expectations, so the whole team stays on track even as the spring rush hits. You need a communication system of daily, weekly and monthly communication to keep your entire company on track. The daily communication is the most important.

For example, at the crew level, mandate how communication needs to happen each day to make your company work smoothly.

2.

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4.

DECIDE how you want to do business, and then get everyone on the same page. You want to set the tone for how your business operates. What is your service philosophy towards clients? What are your “Do and “Don’t” policies that are sacrosanct and must be followed for your company to run seamlessly?

Lastly, what are the company values by which you will run your business? Setting the tone for these at the beginning of the year reminds old employees and on-boards new employees to your “company way” of doing business.

1.

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benchmarks that also reward the company. A good incentive system turns working into a game - and who doesn’t like playing and winning a game?

3.

MOTIVATE employees by showing them how to get a raise and a bonus (incentive). Regarding base pay: every employee should know what they need to do to get a raise; they should have specific learning goals related to their career ladder that they need to achieve to get a raise. Regarding a bonus: once every employee knows their goals, show them what’s in it for them. Encourage them to think like an owner by rewarding them for hitting

5.

•

A daily huddle to kick-start the morning.

•

Crew checking in before the end of the day, altering the boss to their status.

•

Administrative work completed and handed in and at end of day (where applicable.

Decide your daily, weekly and monthly communication strategy, and stick to it.

RESET client service standards. It is easy to forget that the client is the most important factor in the rush of work in the spring. Sit down with your clients in slow times, invite a group for lunch, and have a conversation with them - and record it - and use their feedback to motivate and focus your

6.

BUSINESS troops. Find out from their perspective what you do well, where you can improve, and if there are additional services they wish you offered.

7.

ENSURE your employees live a culture of constant, never-ending improvement, so the whole team is engaged to “win” in 2016. Do your employees feel safe to suggest better ways of working? Do they feel safe to tell you the tools they need?

If you want to engage their hearts you need to engage their minds; they need to feel the freedom to give feedback, make requests, and comment on things they see that are not in alignment with the company goals and values.

Free flowing two-way communication is critical to a healthy growing company.

8.

CLARIFY the owner’s role in dayto-day operations to ensure this plan stays on track. Lastly, the owner needs to make it clear to him/her self what role they need to play. To be a successful leader of a company, think “marching band leader.” You can’t lead

the band and be playing the trumpet in the band; and worse, you can’t be playing multiple instruments in the band at the same time while you are also trying to lead it. You have to decide your specific role and delegate the noncrucial activities to your second in command and even further down the line to your forepeople, supervisors, and office staff.

About the author Jeffrey Scott, MBA, author, business coach, hall-of-fame consultant, is the expert in growth and profit maximization in the lawn & landscape industry. He grew his company into a $10 million enterprise and he’s now devoted to helping others achieve profound success. Over 6000 read his monthly newsletter. Sign up at jeffreyscott.biz. He facilitates the Leader’s Edge peer group for landscape business owners; his members achieved a 27% profit increase in their first year. Visit GetTheLeadersEdge.com.

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UAC MAGAZINE | MARCH/APRIL 2016

“HUNTER’S TRAINING PROVIDES THE PRODUCT EXPERTISE WE NEED EVERYDAY”.

23

BUSINESS

Business spring cleaning Document retention issues

by Lynn C. Stewart

Old business and personnel records overwhelming your office space and computer servers? Office staff threatening to quit rather than continue to navigate a maze of boxes to get to their desks? Then It’s probably time to consider what it’s probably time business records you can generally to consider what discard during routine paper and business records electronic document retention/ you can generally destruction protocols, and the proper discard during routine way to manage the process. paper and electronic document retention/ destruction protocols, and the proper way to manage the process.

UAC MAGAZINE | MARCH/APRIL 2016

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Next: assuming that none of the old business records you have accumulated are potentially relevant to any actual or potential claims, you can adopt a consistent retention/ destruction policy. Again, always ask your company’s advisors for any specific protocols they recommend. Otherwise, here are some general guidelines for Georgia businesses which can be helpful.

2.



First: consult with your payroll company, accountant, insurance carrier and/or company lawyer to determine whether there are any specific records which must be retained. For example, if your company is involved in an IRS audit, wage dispute, accident or property loss claim, workers compensation claim, or any type of litigation, you should never eliminate any possibly relevant electronic or paper records, even as part of a routine document destruction process. During litigation, or when it is anticipated, your insurance company or attorney should advise you as to any “litigation hold” parameters by which you need to carefully abide to prevent a “spoliation” claim. Numerous times in recent years one side to a dispute has claimed damages due to the loss of evidence.

1.

Spoliation typically arises when one of the parties in a lawsuit tampers with or loses evidence, either intentionally or unintentionally, resulting in prejudice (or “assumed” prejudice) to the opposing party. Any routine document retention/destruction policy you adopt for your business must have an exception for any special circumstances surrounding actual or potential claims.

Always consider shredding business records rather than just dumping them in the dumpster behind your building! You do NOT want to be featured on the local evening news when an investigative reporter climbs into a dumpster and pulls out a document containing someone’s social security number and knocks on your door to ask questions with the camera rolling! There are specialized shredding companies which can provide you with large locked bins in which you can place your documents until they can be securely and safely disposed of by the shredding company. These companies can also provide a certificate of destruction which specifies the date and manner in which the records were securely disposed of. Your insurance carrier may even provide certain discounts if you have a proper document retention/destruction policy in place.



Spoliation “is the destruction or the significant and meaningful alteration of evidence,” so that it is no longer available to a party in pending or future litigation.

How long you store particular records depends on a retention schedule which considers the type of document involved and any legal requirements. From a risk management perspective, forever holding every document your company generates can actually increase

BUSINESS the risk of a data breach and privacy concerns.

Older credit applications, credit card billing records, and old forms of job applications from people you never hired may contain personal information, such as social security numbers, birth dates and financial information – and you do not want to be accused of a data breach and violations of privacy if these documents are accessed by the wrong people. Safely destroying this type of private information is prudent (as is having your employment lawyer create a job application form which fully complies with current law and does not ask for this type of personal information!)

termination. Yearly sorting out the I-9 forms of terminated employees and placing them in a separate group from current employees (by year of termination) will allow you to easily determine when you can (and should) securely shred these documents containing highly sensitive personal information.





Some documents, such as articles of incorporation, by-laws, buy-sell agreements, deeds, patent information, pension plan information, tax returns, auditor’s reports, annual financial statements, sales and use tax returns and general ledger documents should be kept permanently in a safe location (unless your lawyer or CPA tells you otherwise).



Many CPAs recommend keeping financial records such as bank statements and deposit slips for at least seven years. Confirm with your accountant what he/she recommends.







“Unsuccessful” job applications, job ads, interview notes and other information on hiring decisions for particular jobs should be kept for one year after creation of the document or the hire/no hire decision (whichever is later) just in case a claim of discrimination is made by an applicant who was not hired.

I-9 forms should be kept in a locked area and in separate files from general personnel files.

Federal law requires the forms to be kept for the later of three years after hire or one year after

OSHA logs and summery of occupational injuries and illnesses should be kept at least five years after the end of the year to which the records relate. However, chemical and toxic exposure records need to be kept for 30 years.

Bottom line: if you still have boxes of business records dating back to the 1970s or ‘80s lining your hallway or dumped in a trailer parked in the back of your equipment yard, it might be time to do a bit of spring cleaning.

About the author

Lynn C. Stewart is a partner with Schreeder, Wheeler & Flint, LLP in Atlanta, practicing employment law and counseling, and construction and general business litigation.

P: 404-954-9865 F: 404-681-1046 lstewart@swfllp.com

This article does not constitute legal advice. Each fact scenario differs and it is recommended that you consult with experienced legal counsel.

UAC MAGAZINE | MARCH/APRIL 2016

Contracts, insurance documents and claim information, accident reports, purchase orders, general correspondence, promissory notes and mortgages should be kept for at least six years after the last event (i.e., the last date the contract ended, the note was paid off, or the accident was settled).

Construction-related contracts may have a longer statute of repose so your lawyer or other advisor may recommend keeping them around longer.



Personnel files, payroll information, medical information, time sheets and attendance records and other personnel and wage-related information should always be stored separately in a locked area which only authorized personnel can access.

It is prudent to consult with your payroll processor or employment lawyer about what limited information actually needs to be in a personnel file and in separate medical files.

Most of the federal employment-related statutes have different “statute of limitations” so many consultants recommend that you keep these types of information for a minimum of seven years (from the date of the last event to which the record relates).

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BUSINESS

Six essentials to protect your business

How to fire an employee and stay within the law

by Caron Beesley

Several blog posts on SBA.gov offer plenty of advice on how to hire, mentor, and motivate employees. We also frequently tackle the issue of dealing with difficult or disruptive employees. But what happens when you find yourself at the end of the road with no choice but to terminate an employee?

But what happens when you find yourself at the end of the road with no choice but to terminate an employee?

What steps must you take? What does the law require? What are the employee’s rights? What should you do about employee benefits and continuing health care coverage?

UAC MAGAZINE | MARCH/APRIL 2016

Doing everything right won’t always protect you from a lawsuit, but it will show that the termination was justified, legitimate, and handled within the law.

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This blog post explains six essential things you need to know about firing employees within the law:

1.

Understand the employment at-will policy. Every state (except Montana) gives employers the option of adopting an “at-will” employment policy, meaning that an employer may terminate any employee at any time, for any reason, or for no reason at all. Sometimes employee agreements or contracts contradict the “at-will” policy, so check the wording to make sure where you stand.

2.

Know when it’s illegal to fire an employee. Your power to fire is not unlimited. Here are some things you can’t fire someone for:

– Federal antiDiscrimination discrimination law prevents employers from firing employees based on age, race, gender, religion or disability.

– You can’t fire employees Whistleblowers for complaining about any illegal

activity, health and safety violations, or discrimination or harassment in the workplace. These statutes and laws vary by state, so check with a lawyer if, for example, you wish to fire someone who has complained or testified against you in court.

legal rights – You can’t fire Exercising employees for taking family or medical leave, military leave, time off to vote or serve on a jury.

3.

Be sure to document performance issues. Despite the “at-will” policy, you should document instances of poor performance and tardiness, and maintain good records of employee performance reviews and any previous disciplinary interventions. This will provide legitimacy to your actions and prevent any complaints, lawsuits or accusations that termination was discriminatory. Protect yourself by retaining these records, even after the employee has left, and have a cheat sheet of documented performance lapses on hand to refer to during the termination meeting.

4.

Understand employee rights – benefits, unemployment insurance, 401ks. What benefits are your employees legally entitled to if they are fired or terminated? Here are the main benefits that employees may be entitled to if they are fired:

BUSINESS of health insurance coverage  Continuation – COBRA is a federal law that applies to employers with more than 20 employees. If these employers administer a group health plan, they are required to offer terminated employees, their spouses and dependents the option of temporary continuation of health coverage at group rates. If you have fewer than 20 employees, check with your state; some have comparable laws for smaller employers. Another caveat of COBRA is that terminated employees may be excluded from the plan if they were fired for “gross misconduct.” The law, however, doesn’t describe what is meant by “gross misconduct,” leaving it open to interpretation. As an employer, you can require individuals to pay the full cost of coverage, which can be significantly higher than group premiums.

to enroll fired employees in COBRA  How – You’ll need to notify your group health plan administrator within 30 days of firing or terminating your employee to kick start the COBRA process. You may even want to call in an outside HR firm to help you save time and confusion in the long term.

SBA.gov also provides COBRA FAQs.

What about severance pay? There is no requirement in the Fair Labor Standards Act that you provide severance pay. This is a matter of agreement between an employer and an employee. Read more from SBA.gov on how to handle severance pay.

6.

Please consult an employment lawyer for up-to-the-minute tips on employment regulations.

This article was originally published on February 22, 2012 at SBA.gov. Reprinted with permission of the author.

About the author

W: april-marketing.com

Caron Beesley is a small business owner, a writer, and marketing communications consultant. Caron works with the SBA.gov team to promote essential government resources that help entrepreneurs and small business owners start-up, grow and succeed.

2016 UAC media guide

insurance – It is your  Unemployment legal obligation to notify fired employees of their possible eligibility for unemployment insurance. By knowing their rights, employees are more likely to file a timely claim (and you can avoid being sued).

401(k), profit-sharing or pension benefits.

The final paycheck. Employers are not required by federal law to immediately give former employees their final paycheck.

Some states, however, may require immediate payment, and are specific about what should be included in the final paycheck, such as accrued or unused vacation days. Contact your State Labor Office for information on employer requirements in your state. The Department of Labor also provides a Last Paycheck guide that explains applicable laws and regulations.

5.

Looking for a way to reach out to UAC members?

Let us guide the way.

Download your copy today:

urbanagcouncil.com/marketing

UAC MAGAZINE | MARCH/APRIL 2016

retirement plans – Fired employees  Vested must remain eligible to receive vested

27

BUSINESS

Dress for success

Making a good impression right from the start

by Kate Spirgen

Forsee says uniforms help promote not only the professionalism of his company, but the industry as a whole. Back when Colonial was first starting out in 1985, Forsee says there were only a couple of landscaping companies with uniforms, making his company stand out.

Over the years, the industry matured and now most companies are using some sort of dress code.

Outsourcing

Photo courtesy of Classic Landscapes

The crew for Classic Landscapes of Hampton, GA arrives at their job site dressed in uniform and ready to greet the clients.

When your crew shows up at a job site,

UAC MAGAZINE | MARCH/APRIL 2016

you want to make a great impression from the moment they set foot on the property to the moment they drive away. But even the most seasoned crew won’t look that way in cutoff shorts and ragged T-shirts. Uniforms can help crews look like professionals, plus they’re great advertising for your company.

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“By definition uniform means it’s the same, right?” says Lance Forsee, president at Colonial Lawn & Garden. “So we like to build teamwork and professionalism any way we can and it’s just one more way to set us apart from the sea of competition out there.”

The lawn care, maintenance and tree care company based in Yakima, Washington, budgets $5,000 a year for its employees’ uniforms, which range from 25 to 35 during the season.

Mark Borst, president at Borst Landscape & Design in Allendale, New Jersey, uses a uniform company to provide shirts, pants and cleaning services for his 65 field employees. The company used to provide apparel in house, starting with shirts and sweatshirts and then adding pants, but it got to be too much work.

Now, Borst has an outside company handle it and the employee picks up the $6 weekly charge, with the company handling administrative fees. He estimates that the total annual cost for uniforms is $12,000 per year. He says it has worked out well, especially since the company is no longer paying for uniforms.

“I know that the employees liked, when we went over to the uniform company, that they didn’t have to wash their own uniforms,” he says. “They looked at that as a benefit.”

GreenScapes Landscape in Columbus, Ohio, also started out with shirts and then added pants to the uniform along with cleaning services.

President Bill Gerhardt says too many of his guys were wearing sweatpants or jeans with holes.

“I was surprised at how cheap uniforms are,” he says. “It’s pretty inexpensive per person and I think their wives prefer it because the guys come

UAC MAGAZINE | MARCH/APRIL 2016

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BUSINESS home with all of that dirt on their uniforms and it’s going in with the family clothes.”

Forsee used to use a rental company, but opted to buy and maintain uniforms at Colonial since it’s cheaper and the company has more control over the process. “And we don’t have a contract that we have to be concerned about,” he says.

Choosing the uniforms

Uniforms not only need to look professional, they need to be functional, durable and comfortable so that crews can do their best work. Companies use their logos and colors, of course, but there are other factors to take into consideration like durability and breathability for the hot summer months.

Employee feedback All three companies take their employees’ feedback into consideration. “We have the guys test the uniforms, take a look at the shirts, so we’re trying to provide something that will breathe a little, something that’s going to keep them cooler and then instead of a polyester type shirt we try to do some kind of a cotton shirt,” Borst says. “It’s something that will breathe at least.”

UAC MAGAZINE | MARCH/APRIL 2016

Borst also lets employees choose what kinds of accessories they want, like knit hats or baseball caps.

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Foremen at GreenScapes wear dark green collared shirts while the rest of the crew wears a lighter green T-shirt. That makes it easy for everyone, including the customer, to identify who’s in charge.

Color and style Colonial has used several colors over the years, starting off with green shirts and hats. The current uniforms are built around blue buttondown shirts, with the company adding charcoal pants later on. “The blue was a nice, professionallooking color. It didn’t have to be green just because we’re in the green industry,” Forsee says.

Lawn care or spray division workers wear long sleeved shirts, while maintenance crews wear short sleeves, unless they’re pruning. “But they’re the same style and form of uniform so we’re really consistent looking,” Forsee says.

Borst also opted for blue, and although the company color is navy, the field shirts are a little lighter to keep crews cool in the sun.

Getting everyone on board

And while uniforms are great for increased visibility and marketing, there are benefits for the employees too.

“Internally, I think it gives us a sense of team. We’re all on the same team; we’re all wearing the same uniforms,” Forsee says.

Gerhardt says it also helps set the standard for employees right from the start. “You come to work clean and neat and ready to go,” he says, adding that it also helps with company procedure. Employees know they have to be equipped with boots, safety glasses, uniforms and any other personal protective gear.

There are occasions when an employee will wear the wrong hat, but in general Gerhardt says there haven’t been many issues.

“I always tell them, ‘Look, you’re on my dime and you could be on a jobsite where you’re on the news or a photographer comes up to ask you a question.’ We do a lot of public work and I want the GreenScapes logo on there for marketing reasons.”

But if an employee does show up without the proper attire, GreenScapes will sell him or her a new hat or shirt right on the spot.

Originally published December 2015 by Lawn & Landscape. Reprinted with permission.

For more, visit lawnandlandscape.com

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31

BUSINESS

The cost of equipment

Don’t overlook these expenses when bidding

by Jim Huston

The first day I consulted with a young, somewhat arrogant, installation client,

Kathy G. Johnson

If a job requires pickup trucks, skidsteers, mini-excavators and loaders, then you should include those costs in a bid.

he told me that he wasn’t sure if he needed my services.

He’d work for his high-end customers, present them with a bill and they’d pay him whatever he charged. “I have no competition,” he bragged. I replied that if I could not help him, he wouldn’t have to pay me for my time that day.

Later that morning, he said he thought his sales for the previous year were $70,000 to $80,000 below what they should have been. He thought that he should have billed his customers about $575,000 but he seemed to be missing $70,000 to 80,000 in revenue.

UAC MAGAZINE | MARCH/APRIL 2016

Equipment and vehicle costs

32

You have to calculate equipment and vehicle costs in your pricing.

I use 8 to 14 percent of sales as a benchmark that includes all equipment and vehicle costs (fuel, depreciation, insurances, repairs, parts, mechanics, etc.) for a typical landscape installation or maintenance company.

A $1 million company would have roughly $100,000 in such costs. But, how do you include that cost in your pricing and pass it on to your clients?

One theory, as taught in the dual overhead recovery system estimating method, is to include all of your equipment costs in your general and administrative overhead costs and include them in your markup percentages for labor and materials. A second theory is to divide all such budgeted costs for the year by the number of billable man-hours budgeted for the same period. It looks like the box below.

Two different bids, both of which include 1,000 man-hours in each for a three-man crew, would calculate the costs for equipment the same or $10,000 (1,000 man-hours x $10 EQCPH = $10,000). Let’s assume, for arguments sake, that one job requires a pickup truck, skid-steer and mini-excavator, and the $10,000 just happens to be a correct amount.

However, if the second job only requires a pickup truck and nothing more, the $10,000 equipment cost is far too high and should be around $4 per man-hour. I calculate the $4 as follows: (((Acquisition cost + lifetime maintenance cost + lifetime fuel cost) ÷ lifetime billable hours) ÷ 3 men) or (($45,000 + 35,000 + 40,000) ÷ 10,000) ÷ 3) = $4.

Instead of $10,000 for equipment costs in the bid, the second job should only have $4,000 in estimated equipment costs. The estimated costs in this bid are $6,000 too high. This figure gets even worse when you add general and administrative overhead and net profit to it.

What’s the beef?

Both of these estimating systems make a false mathematical assumption that can be (and often is) fatal to contractors.

The error occurs when you average an annual direct cost in your pricing, in this case equipment costs, instead of including it in a bid as it is needed.

BUSINESS If a job requires pickup trucks, skid-steers, mini-excavators and loaders, then you should include those costs in a bid. If, on the other hand, you only need a pickup truck, you should only include the cost for such a truck in your bid.

Otherwise, you will overstate your equipment costs on labor-intense jobs and be far less competitive.

The marketplace ain’t stupid

If you overprice your costs and therefore your bids, chances are you won’t win many bids. But, if you underprice your costs and bids, you’ll get lots of work.

Imagine if you advertised that you would landscape (planting only) any property for just $1 per square foot of planting area. Regardless of the plant or plant size, customers would pay an average price of just $1 per square foot. They’d get the biggest bang for their buck that they could get. In almost all cases, averaging a direct cost simply doesn’t work.

Conclusion

My new landscaper client had a reasonable labor rate. He also marked up his materials and subcontractor costs accurately. However, when I asked him how he charged his clients for the $60,000 in equipment and vehicle expenses on his profit and loss statement, he just stared at me.

We found the missing $75,000. He should have marked up his equipment costs and charged his clients $575,000 (and they would have gladly paid it) but in his ignorance, he charged them just $500,000.

Later that day, he paid me for my time and 25 years later, this man has a business doing $5 to $6 million in sales annually. I think that he learned a lesson that day. Sometimes your biggest competitor is the one you see in the mirror.

Originally published December 2015 by Lawn & Landscape. Reprinted with permission.

For more, visit lawnandlandscape.com.

UAC MAGAZINE | MARCH/APRIL 2016

33

INDUSTRY

28 years of service

The Green Industry and Tom Delaney

by Suz Trusty

After dedicating 28 years of service

Photo courtesy of Tom Delaney

UAC MAGAZINE | MARCH/APRIL 2016

“Tom has overseen a vast array of complex issues for the association at federal, state, and local levels. Each and every company in the industry, members and non-members, have benefitted from Tom’s legislative and regulatory work, whether they know it or not.”

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to the lawn and landscape industry, Tom Delaney, director of government affairs for the National Association of Landscape Professionals (NALP) will be leaving his position with the organization. Delaney will remain with NALP over the next few months to help ensure a smooth transition for the organization’s public policy work.

To many in the industry, Delaney has been the face of the association since its inception and through its varied ~ Sabena Hickman iterations. He was Chief Executive Officer, NALP the one attending committee meetings; the one speaking at numerous conferences and educational programs; the one signing the association to group letters to the Hill; the one submitting testimony at hearings; and the go-to guy for government-related industry issues for the trade press and often for the general media as well. His industry-related travels have taken him to 45 states and he’s established connections in most of them.

“I know the industry joins me in thanking Tom for his many years of service to NALP and the industry as a whole,” noted Sabena Hickman, NALP’s chief executive officer. “Tom has

overseen a vast array of complex issues for the association at federal, state, and local levels. Each and every company in the industry, members and non-members, have benefitted from Tom’s legislative and regulatory work, whether they know it or not.”

Hickman’s statement hit home, so we asked Delaney to provide a few of the highlights.

The challenges begin His industry career started with the Georgia Department of Agriculture in the Pesticide Division. He alerted the newly-formed Professional Lawn Care Association of America (PLCAA) after being called by the U.S. Government Affairs Office (GAO) about a report they were working on concerning a lawn care company’s safety claims. Shortly afterwards, at the top of his pay grade with the state of Georgia, Delaney accepted a position with PLCAA to handle state-level government affairs.

The GAO report led to the U.S. Senate Hearing 101-685, “the use and regulation of lawn care chemicals” before the Subcommittee on Toxic Substances, Environmental Oversight, Research and Development, held on March 28, 1990.

Representing PLCAA, Delaney was one of the industry representatives testifying in front of Senator John Warner (R-VA), Senator Joseph Lieberman (D-CT), and subcommittee chair, Senator Harry Reid (D-NV).

The hearing generated a long round of intense negative media coverage, including headlines such as “Lethal Lawns,” which topped an article in The Washington Post on September 16, 1991. Countering sensationalism with reasoned science, clearly expressed, became the goal shared across the lawn and landscape industry.

Delaney, with federal government affairs now added to his responsibilities, has continually played a key role in that effort.

INDUSTRY After the hearings, Delaney worked with the U.S. Environmental Protection Agency (EPA) and the Federal Trade Commission (FTC) on wording that would allow the lawn care industry to state the facts without legislative and regulatory opposition from federal government agencies or state attorneys general.

The resulting brochure, “What You Should Know About Lawn Care Products and Services,” is still in use today.

RISE (Responsible Industry for a Sound Environment), representing the non-agricultural segment of pesticide manufacturers and users, was formed early in 1991 in response to all the controversy. Delaney became a member of the RISE government/legislative committee upon its formation and has continued to serve on it ever since.

In June of 1991, Delaney attended the U.S. Supreme Court session where the ruling was announced that—while federal laws did not overrule local ordinances against pesticide usage—the individual states could pass legislation on pesticide exemption that would do so. Delaney worked with other national associations to get state bills passed on pesticide preemption. RISE and key agricultural organizations joined in preemption efforts, expanding and strengthening the initiative.

This involvement further broadened Delaney’s networking contacts.

Due to the numerous lawn care-related legislative bills across the state of New York, Delaney hired PLCAA’s first state lobbyist there.

Another major issue erupted in 1991, when a study (Hayes 1991) was issued linking a form of cancer in dogs (canine malignant lymphoma) with the use of lawn care products containing 2,4-D. That report was picked up by consumer media across the nation, generating the largest

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INDUSTRY volume of phone calls ever received at the PLCAA office, according to Delaney. The 2,4-D Task Force reported subsequent independent examination of the study by Dr. John B. Kaneene, Director, Population Medicine Center, School of Veterinary Medicine, Michigan State University (MSU), using the study’s own data, would not support the purported conclusions, and there was no association between 2,4-D and cancer in dogs. Delaney again focused on countering the negativity with science-based facts, even connecting with Dr. Robert H. Poppenga, a board-certified veterinary toxicologist, to obtain the accurate information for use in developing another brochure, “Pets & Your Lawn.” It’s currently posted on the NALP website with the updated title, “Pets and Your Lawn, Common Sense Guide to Lawn Care and Pet Safety.”

That email in the inbox will be an update on a key issue, often with a call for action, and the tools needed to make that action effective. It’s a message rallying the troops to not just email or call their governmental representatives, but also providing the specific contact information and the bullet points to address.

Delaney reports he, PLCAA and RISE learned a great deal through that year of challenges.

Science is necessary for accuracy, but many people don’t trust the science alone; they want a credible source to deliver the message. People also like the message linked to common sense, so consider that when developing the message such as recommending people and pets stay off the lawn after a liquid pesticide application until the turfgrass is dry. And be aware of the role people’s preconceptions play in the way they receive the message. For example, don’t tell them about killing dandelions. For a lot of people that’s the first flower they gave their Mom—so don’t make it the enemy.

He helped run that program for over 26 years.

Melanie Stanton, executive director of TPI, and several TPI members, joined in the 2015 Day on the Hill, helping increase the awareness of how governmental issues impact sod producers.

UAC MAGAZINE | MARCH/APRIL 2016

Vigilance and action

36

Delaney concentrated on tracking legislative action at the national and state levels. He frequently reminded members of the importance of their vigilance in monitoring pending local legislation—preferably by establishing connections with someone in or close to the city council—and alerting Delaney to any issue as early in the process as possible.

Delaney’s alerts to the status of pending legislation have become the industry standard.

Helping PLCAA members connect directly with their federal senators and representatives didn’t stop there.

Delaney encouraged PLCAA members to take part in the Day on the Hill, an annual event of face-to-face meetings with their elected officials and/or their key staff members.

In the mid-90s, Delaney worked with Phil Fogarty to start the Renewal and Remembrance day of service at Arlington National Cemetery and joined in the process of not only keeping it running, but expanding it. For several years, similar services also were provided at Congressional Cemetery. Held in conjunction with the Day on the Hill, Renewal and Remembrance is a venue allowing lawn and landscape professionals to give back—through products and services—to those who served the country, preserving freedom, including the right to own and operate family businesses.

When water quality became an issue, Delaney was instrumental in securing an EPA Grant in 1996 to develop another brochure, “Water Quality and Your Lawn.”

In March of 1997, Delaney became interim executive vice president of PLCAA, along with his legislative duties, during the association’s unsuccessful search to fill that vacancy.

In February of 1998, after nearly a year of effectively managing both positions, he accepted the challenge and was named executive vice president. He remained as government relations

INDUSTRY liaison, vowing to talk to every member who called with a question on government affairs. He was then also responsible for running the GIE trade show, as show management, for several years.

In 2002, Delaney arranged for the association’s legislative bill tracking service and a legislative action center. In 2003, he hired D.C. Legislative and Regulatory Services (DCLRS), a federal lobbyist organization, to assist on Capitol Hill.

With expanding needs on both the administrative and legislative fronts, PLCAA announced a restructuring effective on January 1, 2003, naming industry veteran, Gary Clayton, executive vice president, and Delaney vice president of government affairs. In the press release, (then) PLCAA President Jon Cundiff stated, “Tom, who served as both executive vice president and government affairs director, will now be able to dedicate his full attention and talents to those issues that we consider paramount to our industry.” That included continued monitoring of legislation and

providing testimony as needed before legislative hearings at all governmental levels within the U.S., and when called by the industry to do so, in Canada.

In 2004, Delaney worked with EPA on developing the EPA brochure “Healthy Lawns, Healthy Environment: Caring for Your lawn in an Environmentally Friendly Way,” which incorporates many facts provided by The Lawn Institute. That publication continues to be posted on the EPA website at this link: http://www2.epa. gov/sites/production/files/2014-04/documents/ healthy_lawn_healthy_environment.pdf.

The merger PLCAA and the Associated Landscape Contractors of America (ALCA) merged in January of 2005 to form the Professional Landcare Network (PLANET). With the PLCAA/ALCA merger, another set of issues arose—the industry’s involvement with the H-2B “guest worker” program. Delaney quickly

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INDUSTRY became familiar with all the factors of H-2B regulations.

Delaney was the first person to bring to the Hill the idea of the returning H-2B worker exemption, taking advantage of the strong connection he had established with the staff of Senator Saxby Chambliss (R-GA), chair of a subcommittee on immigration.

That change helped to more than double the available H-2B workers for a few years.

Delaney also convinced PLANET to help fund— and add their name to—several lawsuits against the U.S. Department of Labor (DOL) on the H-2B program.

Delaney developed the major part of the Lawn Care Summit program starting in 2009, when it was first established, and continuing throughout the years that it was offered.

A stronger voice

UAC MAGAZINE | MARCH/APRIL 2016

In 2011, Delaney was appointed by the EPA Administrator to serve on the Pesticide Program Dialogue Committee (PPDC) for a two-year term. He was reappointed in 2013. PPDC, a broadly representative federal advisory committee, meets with EPA on a regular basis to discuss pesticide regulatory, policy, and program implementation issues. That role gives NALP a stronger voice with the EPA and a greater opportunity to directly address industry issues.

38

The range of issues challenging the lawn and landscape industry continues to escalate: pesticides, water use, emissions, noise. As TPI members know, now lawns are being demonized. Where once adherence to the “green” recommendations of programs such as Leeds was voluntary, now restrictions on the percentage of turfgrass used on a site—or any use of turfgrass on a site—are integrated into governmental codes. There has even been an ASTM International proposal to include turfgrass in a listing of invasive species. With all this, working together as a united industry is essential.

Delaney never saw his role as forming coalitions, but as finding them and working within them.

He has participated with many, including: the H-2B Workforce Coalition, which NALP cochairs; the Nursery & Landscape Association of North America (NLAE); Project EverGreen; the Tree Care Industry Association (TCIA) American National Standards Institute (ANSI) Committee; RISE - Government Affairs/ Legislative Committee; the Sustainable Urban Forests Coalition (SUFC); the GreenScapes Alliance; the American Society of Agricultural and Biological Engineers (ASABE) - ANSI Committee; the American Association of Pesticide Safety Educators (AAPSE); the Keystone Initiative - Stewardship Group; the Partnership to Protect Workplace Opportunity (PPWO) - Overtime Rule; EPA’s Pesticide Program Dialogue Committee (PPDC); the Association of American Pesticide Control Officials (AAPCO); ASTM International (prior to the 2001 name change the American Society for Testing and Materials); the National Turfgrass Federation (NTF) and National Arboretum Grass Roots.

With his wide network of connections involving such a variety of people, he sees not only the specific situation, but also how it fits within the industry overall.

In simple terms, he can find that person and that group to work with to best represent those in the trenches—and make sure their message reaches its target.

Time will tell how Tom Delaney’s impact on the green industry will continue into the future.

Originally published by Turf News. Reprinted with permission.

About the author Suz Trusty is co-editor of Turf News.

INDUSTRY

Huber joins UGA team

Center for Urban Ag welcomes new training coordinator The Georgia Center for Urban Agriculture in Griffin, GA is excited to announce that Mr. Greg Huber joined the staff as their new Training Coordinator effective January 1, 2016.

Over the past decade, Mr. Huber has trained Georgia’s Green Industry workforce as the Program Coordinator, Lead Instructor, and Advisor for the Southern Crescent Technical College Horticulture Program. His diverse background in the industry includes Christmas tree farming, carpentry and construction, landscape management, retail nursery sales, landscape installation, site planning, and landscape architecture. In 2014 he received the Georgia Green Industry Association’s Educator of the Year award and is also a past recipient of the Southern Crescent Technical College Rick Perkins Award for Excellence in Technical Instruction.

Mr. Huber holds a Bachelor of Landscape Architecture degree from the University of Georgia and is a Georgia Registered Professional Landscape Architect.

He is active in professional, educational and community clubs and activities. He brings enthusiasm, passion and expertise Greg Huber, Training Coordinator to his position Georgia Center for Urban Agriculture leading the Georgia Certified Landscape and Georgia Certified Plant Professional programs and to the Center.

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UAC MAGAZINE | MARCH/APRIL 2016

Same Team, New Home We would like to introduce the TURFGRASS team, a division of Residex serving Georgia’s T&O markets. Bud, Ike and Gary will continue to provide the same outstanding level of service and product offerings as always. We look forward to the road ahead, and welcome the opportunity to grow.

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INDUSTRY

2016 LAWMAKERS Directory

Governor Nathan Deal

203 State Capitol • Atlanta, GA 30334 404.656.1776 • Fax 404.657.7332 www.gov.georgia.gov

Lieutenant Governor Casey Cagle 240 State Capitol • Atlanta, GA 30334 404.656.5030 • Fax 404.656.6739 www.ltgov.georgia.gov

Secretary of State Brian Kemp

214 State Capitol • Atlanta, GA 30334 404.656.2881 • Fax 404.656.0513 www.sos.georgia.gov

Attorney General Sam Olens

40 Capitol Square, S.W. • Atlanta, GA 30334 404.656.3300  Fax 404.657.8733 www.law.ga.gov

Commissioner of Department of Agriculture Gary Black 19 MLK Jr. Dr., S.W. • Atlanta, GA 30334 404.656.3600 • Fax 404.651.7957 www.agr.georgia.gov

UAC MAGAZINE | MARCH/APRIL 2016

GEORGIA HOUSE OF REPRESENTATIVES Speaker of the House, David Ralston • Speaker Pro Temp, Jan Jones

40

Abrams, Stacey • stacey.abrams@house.ga.gov 609 CLOB • 404.656.5058 Alexander, Kimberly • kimberly.alexander@house.ga.gov 512-D CLOB • 404.656.7859 Allison, Stephen • stephen.allison@house.ga.gov 504-A CLOB • 404.656.0188 Atwood, Alex • alex.atwood@house.ga.gov 401-A CLOB • 404.656.0152 Ballinger, Mandi • mandi.ballinger@house.ga.gov 601-A CLOB • 404.656.0254 Barr, Timothy • timothy.barr@house.ga.gov 612-E CLOB • 404.656.0325 Battles, Paul • paul.battles@house.ga.gov 401-K CAP • 404.657.8441 Beasley-Teague, Sharon • sharon.teague@house.ga.gov 509-A CLOB • 404.656.0221 Belton, Dave • dc.belton@house.ga.gov 401-B CLOB • 404.656.0152 Bennett, Karen • karen.bennett@house.ga.gov 507-G CLOB • 404.656.0202 Bennett, Taylor • taylor.bennett@house.ga.gov 509-F CLOB • 404.656.0220 Bentley, Patty • patty.bentley@house.ga.gov 607-C CLOB • 404.656.0287 Benton, Tommy • tommy.benton@house.ga.gov 613-D CLOB • 404.463.3793 Beskin, Beth • beth.beskin@house.ga.gov 601-F CLOB • 404.656.0254 Beverly, James • james.beverly@house.ga.gov 509-G CLOB • 404.656.0220 Blackmon, Shaw • shaw.blackmon@house.ga.gov 501-E CLOB • 404.656.0177 Broadrick, Sr., Bruce • bruce.broadrick@house.ga.gov 608-B CLOB • 404.656.0298 Brockway, Buzz • buzz.brockway@house.ga.gov 504-B CLOB • 404.656.0188 Bruce, Roger • roger.bruce@house.ga.gov 512-A CLOB • 404.656.7859 Bryant, Bob • bob.bryant@house.ga.gov 608-D CLOB • 404.656.0298 Buckner, Debbie • debbie.buckner@house.ga.gov 409-C CLOB • 404.656.0116 Burns, Jon • jon.burns@house.ga.gov 338 CAP • 404.656.5052 Caldwell, Johnnie • johnnie.caldwell@house.ga.gov 612-D CLOB • 404.656.0325 Caldwell, Michael • michael.caldwell@house.ga.gov 401-F CLOB • 404.656.0152

Cantrell, Wes • wesley.cantrell@house.ga.gov 507-E CLOB • 404.656.0202 Carson, John • john.carson@house.ga.gov 607-A CLOB • 404.656.0287 Carter, Amy • amy.carter@house.ga.gov 245 CAP • 404.463.2248 Carter, Doreen • doreen.carter@house.ga.gov 509-D CLOB • 404.656.0220 Casas, David • david.casas@house.ga.gov 601-H CLOB • 404.656.0254 Chandler, Joyce • joyce.chandler@house.ga.gov 601-G CLOB • 404.656.0254 Cheokas, Mike • mike.cheokas@house.ga.gov 401-H CAP • 404.656.7857 Clark, David • david.clark@house.ga.gov 612-E CLOB • 404.656.0325 Clark, Heath • heath.clark@house.ga.gov 404-C CLOB • 404.656.0109 Clark, Valerie • valerie.clark@house.ga.gov 507-F CLOB • 404.656.0202 Coleman, Brooks • brooks.coleman@house.ga.gov 416 CAP • 404.656.9210 Cooke, Kevin • kevin.cooke@house.ga.gov 504-D CLOB • 404.656.0188 Coomer, Christian • christian.coomer@house.ga.gov 218 CAP • 404.656.7153 Cooper, Sharon • sharon.cooper@house.ga.gov 436 CAP • 404.656.5069 Corbett, John • john.corbett@house.ga.gov 607-E CLOB • 404.656.0287 Dawkins-Haigler, Dee • dee.dawkins-haigler@house.ga.gov 607-B CLOB • 404.656.0287 Deffenbaugh, John • john.deffenbaugh@house.ga.gov 507-C CLOB • 404.656.0202 Dempsey, Katie • katie.dempsey@house.ga.gov 245 CAP • 404.463-2247 Dickerson, Pamela • pam.dickerson@house.ga.gov 611-E CLOB • 404.656.0314 Dickey, Robert • robert.dickey@house.ga.gov 113 CAP • 404.651.7737 Dickson, Tom • tom.dickson@house.ga.gov 245 CAP • 404.463.2247 Dollar, Matt • matt.dollar@house.ga.gov 401 CAP • 404.656.7857 Douglas, Demetrius • demetrius.douglas@house.ga.gov 512-E CLOB • 404.656.7859 Drenner, Karla • karla.drenner@house.ga.gov 507-H CLOB • 404.656.0202

INDUSTRY Jones, Jeff • jeff.jones@house.ga.gov 411-F CLOB • 404.656.0126 Jones, LaDawn • ladawn.jones@house.ga.gov 512-B CLOB • 404.656.7859 Jones, Sheila • sheila.jones@house.ga.gov 411-D CLOB • 404.656.0126 Jordan, Darryl • darryl.jordan@house.ga.gov 409-E CLOB • 404.656.0116 Kaiser, Margaret • margaret.kaiser@house.ga.gov 604-D CLOB • 404.656.0265 Kelley, Trey • trey.kelley@house.ga.gov 408-B CLOB • 404.657.1803 Kendrick, Dar’shun • darshun.kendrick@house.ga.gov 404-E CLOB • 404.656.0109 Kidd, Rusty • rusty.kidd@house.ga.gov 507-A CLOB • 404.656.0202 Kirby, Tom • tom.kirby@house.ga.gov 501-C CLOB • 404.656.0177 Knight, David • david.knight@house.ga.gov 228-A CAP • 404.656.5099 Lariccia, Dominic • dominic.lariccia@house.ga.gov 607-F CLOB • 404.656.0287 Lott, Jodi • jodi.lott@house.ga.gov 501-A CLOB • 404.656.0177 Lumsden, Eddie • eddie.lumsden@house.ga.gov 612-B CLOB • 404.656.325 Mabra, Ronnie • ronnie.mabra@house.ga.gov 512-G CLOB • 404.656.7859 Marin, Pedro “Pete” • pete.marin@house.ga.gov 611-A CLOB • 404.656.0314 Martin, Chuck • chuck.martin@house.ga.gov 417 CAP • 404.656.5064 Maxwell, Howard • howard.maxwell@house.ga.gov 402 CAP • 404.656.5143 Mayo, Rahn • rahn.mayo@house.ga.gov 511-D CLOB • 404.656.6372 McCall, Tom • tom.mccall@house.ga.gov 228-B CAP • 404.656.5099 McClain, Dewey • dewey.mcclain@house.ga.gov 509-B CLOB • 404.656.0220 Meadows, John • john.meadows@house.ga.gov HM-1 CAP • 404.656.5141 Metze, Marie • marie.metze@house.ga.gov 511-G CLOB • 404.656.7859 Mitchell, Billy • billy.mitchell@house.ga.gov 411-A CLOB • 404.656.0126 Morris, Greg • greg.morris@house.ga.gov 226-B CAP • 404.656.5115 Mosby, Howard • howard.mosby@house.ga.gov 607-D CLOB • 404.656.0287 Nimmer, Chad • chad.nimmer@house.ga.gov 113 CAP • 404.651.7737 Nix, Randy • randy.nix@house.ga.gov 402 CLOB • 404.656.5087 Oliver, Mary Margaret • mary.oliver@house.ga.gov 604-E CLOB • 404.656.0265 Pak, BJ • bj.pak@house.ga.gov 601-B CLOB • 404.656.0254 Parrish, Butch • larry.parrish@house.ga.gov 245 CAP • 404.463.2247 Parsons, Don • don.parsons@house.ga.gov 401 CAP • 404.656.9198 Peake, Allen • allen.peake@house.ga.gov 415 CAP • 404.656.5025 Petrea, Jesse • jesse.petrea@house.ga.gov 404-D CLOB • 404.656.0109 Pezold, John • john.pezold@house.ga.gov 504-E CLOB • 404.656.0188 Pirkle, Clay • clay.pirkle@house.ga.gov 504-C CLOB • 404.656.0188 Powell, Alan • alan.powell@house.ga.gov 613-B CLOB • 404.463.3793 Powell, Jay • jay.powell@house.ga.gov 133 CAP • 404.656.7855 Price, Betty • betty.price@house.ga.gov 507-F CLOB • 404.656.0202

UAC MAGAZINE | MARCH/APRIL 2016

Dudgeon, Mike • mike.dudgeon@house.ga.gov 608-C CLOB • 404.656.0298 Dukes, Winfred • winfred.dukes@house.ga.gov 411-H CLOB • 404.656.0126 Dunahoo, Jr., Emory • emory.dunahoo@house.ga.gov 401-D CLOB • 404.656.0126 Duncan, Jr., Geoff • geoff.duncan@house.ga.gov 504-F CLOB • 404.656.0189 Ealum, Darrel • darrel.ealum@house.ga.gov 409-B CLOB • 404.656.0116 Efstration, Chuck • chuck.efstration@house.ga.gov 601-C CLOB • 404.656.0254 Ehrhart, Earl • earl.ehrhart@house.ga.gov 245 CAP • 404.463.2247 England, Terry • terry.england@house.ga.gov 245 CAP • 404.463.2245 Epps, Bubber • bubber.epps@house.ga.gov 614-A CLOB • 404.656.3947 Evans, Stacey • stacey.evans@house.ga.gov 511-C CLOB • 404.656.6372 Fleming, Barry • barry.fleming@house.ga.gov 401-H CLOB • 404.656.0152 Floyd, Hugh • hugh.floyd@house.ga.gov 611-H CLOB • 404.656.0314 Fludd, Virgil • virgil.fludd@house.ga.gov 409-A CLOB • 404.656.0116 Frazier, Gloria • gloria.frazier@house.ga.gov 604-C CLOB • 404.656.0265 Frye, Spencer • spencer.frye@house.ga.gov 604-B CLOB • 404.656.0265 Gardner, Pat • pat.gardner@house.ga.gov 604-G CLOB • 404.656.0265 Gasaway, Daniel • dan.gasaway@house.ga.gov 612-G CLOB • 404.656.0325 Gilligan, Sheri • sheri.gilligan@house.ga.gov 612-F CLOB • 404.656.0325 Glanton, Mike • mike.glanton@house.ga.gov 408-C CLOB • 404.656.1803 Golick, Rich • rich.golick@house.ga.gov 218 CAP • 404.656.5943 Gordon, J. Craig • craig.gordon@house.ga.gov 607-H CLOB • 404.656.0287 Gravley, II, Micah • micah.gravley@house.ga.gov 401-C CLOB • 404.656.0325 Greene, Gerald • gerald.greene@house.ga.gov 131 CAP • 404.656.0202 Harden, Buddy • buddy.harden@house.ga.gov 504-G CLOB • 404.656.0188 Harrell, Brett • brett.harrell@house.ga.gov 601-D CLOB • 404.656.0254 Hatchett, Matt • matt.hatchett@house.ga.gov 415 CAP • 404.656.5025 Hawkins, Lee • lee.hawkins@house.ga.gov 508-D CLOB • 404.656-0213 Henson, Michele • michele.henson@house.ga.gov 512-I CLOB • 404.656.7859 Hightower, Dustin • dustin.hightower@house.ga.gov 408-A CLOB • 404.657.1803 Hitchens, William (Bill) • bill.hitchens@house.ga.gov 408-C CLOB • 404.656.0178 Holcomb, Scott • scott.holcomb@house.ga.gov 511-E CLOB • 404.656.6372 Holmes, Susan • susan.holmes@house.ga.gov 501-F CLOB • 404.656.0178 Houston, Penny • penny.houston@house.ga.gov 245 CAP • 404.463.2247 Howard, Wayne • wayne.howard@house.ga.gov 511-H CLOB • 404.656.6372 Hugley, Carolyn • carolyn.hugley@house.ga.gov 609 CLOB • 404.656.5058 Jackson, Mack • mack.jackson@house.ga.gov 611-F CLOB • 404.656.0314 Jasperse, Rick • rick.jasperse@house.ga.gov 401-J CAP • 404.656.7857 Jones, Jan • jan.jones@house.ga.gov 340 CAP • 404.656.5072

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INDUSTRY Prince, Brian • brian.prince@house.ga.gov 409-D CLOB • 404.656.0116 Pruett, Jimmy • jimmy.pruett@house.ga.gov 401-D CAP • 404.656.7855 Quick, Regina • regina.quick@house.ga.gov 509-C CLOB • 404.656.0220 Raffensperger, Brad • brad.raffensperger@house.ga.gov 612-C CLOB • 404.656.0325 Rakestraw, Paulette • paulette.braddock@house.ga.gov 501-H CLOB • 404.656.0177 Ralston, David • david.ralston@house.ga.gov 332 CAP • 404.656.5020 Ramsey, Matt • matt.ramsey@house.ga.gov 415 CAP • 404.656.5024 Randall, Nikki • nikki.randall@house.ga.gov 404-A CLOB • 404.656.0109 Reeves, Bert • bert.reeves@house.ga.gov 607-G CLOB • 404.656.0287 Rhodes, Trey • trey.rhodes@house.ga.gov 612-B CLOB • 404.656.0325 Rice, Tom • tom.rice@house.ga.gov 220-B CAP • 404.656.5912 Rogers, Carl • carl.rogers@house.ga.gov 401-C CAP • 404.656.7855 Rogers, Terry • terry.rogers@house.ga.gov 113 CAP • 404.651.7737 Rutledge, Dale • dale.rutledge@house.ga.gov 404-B CLOB • 404.656.0109 Rynders, Ed • ed.rynders@house.ga.gov 218 CAP • 404.656.6801 Scott, Sandra • sandra.scott@house.ga.gov 611-D CLOB • 404.656.0314 Setzler, Ed • ed.setzler@house.ga.gov 401 CAP • 404.656.7857 Sharper, Dexter • dexter.sharper@house.ga.gov 411-B CLOB • 404.656.0126

UAC MAGAZINE | MARCH/APRIL 2016

House Committee Chairs

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• Ag & Consumer Affairs: Tom McCall • Appropriations: Terry England • Banks & Banking: Greg Morris • Budget & Fiscal Affairs Oversight: Chuck Martin • Code Revision: Gerald Green • Defense & Veterans Affairs: John Yates • Economic Development & Tourism: Ron Stephens • Education: Brooks Coleman • Energy, Utilities & Telecommunications: Don Parsons • Ethics: Joe Wilkinson • Game, Fish & Parks: David Knight • Governmental Affairs: Ed Rynders • Health & Human Services: Sharon Cooper • Higher Education: Carl Rogers • Human Relations & Aging: Tommy Benton • Industry & Labor: Jason Shaw • Information & Audits: Mike Cheokas • Insurance: Richard Smith • Interstate Cooperation: Matt Dollar • Intragovernmental Coordination: Jan Tankersley • Judiciary: Wendell Willard • Judiciary-Non-Civil: Rich Golick • Juvenile Justice: Tom Weldon • Legislative & Congressional Reapportionment: Randy Nix • MARTOC: Tom Taylor • Motor Vehicles: Tom Rice • Natural Resources & Environment: Lynn Smith • Public Safety & Homeland Security: Alan Powell • Regulated Industries: Howard Maxwell • Retirement: Paul Battles • Rules: John Meadows • Science & Technology: Ed Setzler • Small Business Development: Bubber Epps • Special Rules: Rick Jasperse • State Planning & Community Affairs: Jimmy Pruett • State Properties: Barbara Sims • Transportation: Christian Coomer • Ways & Means: Jay Powell

Shaw, Jason • jason.shaw@house.ga.gov 508-A CLOB • 404.656.0213 Sims, Barbara • barbara.sims@ho ov 401-E CAP • 404.656.7857 Smith, Earnest • earnest.smith@house.ga.gov 511-F CLOB • 404.656.6372 Smith, Lynn • lynn.smith@house.ga.gov 228-C CAP • 404.656.7149 Smith, Michael • michael.smith@house.ga.gov 604-F CLOB • 404.656.0265 Smith, Richard • richard.smith@house.ga.gov 220 CAP • 404.656.6831 Smyre, Calvin • calvin.smyre@house.ga.gov 409-G CLOB • 404.656.0116 Spencer, Jason • jason.spencer@house.ga.gov 501-D CLOB • 404.656.0177 Stephens, Mickey • mickey.stephens@house.ga.gov 604-A CLOB • 404.656.0265 Stephens, Ron • ron.stephens@house.ga.gov 226-A CAP • 404.656.5115 Stephenson, Pam • pamela.stephenson@house.ga.gov 411-G CLOB • 404.656.0126 Stovall, Valencia • valencia.stovall@house.ga.gov 611-C CLOB • 404.656.0314 Stover, David • david.stover@house.ga.gov 501-B CLOB • 404.656.0177 Strickland, Brian • brian.strickland@house.ga.gov 404-G CLOB • 404.656.0109 Tankersley, Jan • jan.tankersley@house.ga.gov 401-B CAP • 404.656.7855 Tanner, Kevin • kevin.tanner@house.ga.gov 401-E CLOB • 404.656.0152 Tarvin, Steve • steve.tarvin@house.ga.gov 404-F CLOB • 404.656.0109 Taylor, Darlene • darlene.taylor@house.ga.gov 501-G CLOB • 404.656.0177 Taylor, Tom • tom.taylor@house.ga.gov 614-B CLOB • 404.656.3947 Teasley, Sam • sam.teasley@house.ga.gov 417 CAP • 404.656.5146 Thomas, Able Mable • mable.thomas@house.ga.gov 511-B CLOB • 404.656.6372 Thomas, Erica • erica.thomas@house.ga.gov 512-C CLOB • 404.656.7859 Trammell, Robert • robert.trammell@house.ga.gov 611-G CLOB • 404.656.0314 Turner, Scot • scot.turner@house.ga.gov 401-G CLOB • 404.656.0314 Waites, Keisha • keisha.waites@house.ga.gov 509-E CLOB • 404.656.0220 Watson, Sam • sam.watson@house.ga.gov 508-B CLOB • 404.656.0213 Welch, Andy • andy.welch@house.ga.gov 508-C CLOB • 404.656.0213 Weldon, Tom • tom.weldon@house.ga.gov 131 CAP • 404.656.5105 Werkheiser, William • william.werkheiser@house.ga.gov 411-E CLOB • 404.656.0126 Wilkerson, David • david.wilkerson@house.ga.gov 409-F CLOB • 404.656.0116 Wilkinson, Joe • joe.wilkinson@house.ga.gov 415 CAP • 404.463.8143 Willard, Wendell • wendell.willard@house.ga.gov 132-B CAP • 404.656.5125 Williams, “Coach” • coach.williams@house.ga.gov 507-B CLOB • 404.656.0202 Williams, Al • al.williams@house.ga.gov 511-A CLOB • 404.656.6372 Williams, Chuck • chuck.williams@house.ga.gov 601-E CLOB • 404.656.0254 Williamson, Bruce • bruce.williamson@house.ga.gov 415 CAP • 404.656.0152 Yates, John • john.yates@house.ga.gov 217 CAP • 404.656.5126

INDUSTRY GEORGIA STATE SENATE President, Casey Cagle • President Pro Temp, David Shafer Orrock, Nan • nan.orrock@senate.ga.gov 420-B CAP • 404.463.8054 Parent, Elena • elena.parent@senate.ga.gov 321-B CLOB • 404.656.5109 Rhett, Michael • michael.rhett@senate.ga.gov 321-A CLOB • 404.656.0054 Seay, Valencia • valencia.seay@senate.ga.gov 420-A CAP • 404.656.5095 Shafer, David • david.shafer@senate.ga.gov 321 CAP • 404.656.0048 Sims, Freddie Powell • freddie powell.sims@senate.ga.gov 110-A CAP • 404.463.5259 Stone, Jesse • jesse.stone@senate.ga.gov 325-A CLOB • 404.463.1314 Tate, Horacena • horacena.tate@senate.ga.gov 121-A CAP • 404.463.8053 Thompson, Bruce • bruce.thompson@senate.ga.gov 302-B CLOB • 404.656.0065 Thompson, Curt • curt.thompson@senate.ga.gov 121-H CAP • 404.463.1318 Tippins, Lindsey • lindsey.tippins@senate.ga.gov 303-A CLOB • 404.657.0406 Unterman, Renee • renee.unterman@senate.ga.gov 121-F CAP • 404.463.1368 VanNess, JaNice• janice.vanness@senate.ga.gov 324-B CLOB • 404.463.2598 Walker, Larry • larry.walker@senate.ga.gov 323-B CLOB • 404.656.0081 Watson, Ben • ben.watson@senate.ga.gov 320-B CLOB • 404.656.7880 Wilkinson, John • john.wilkinson@senate.ga.gov 421-A CAP • 404.463.5257 Williams, Michael • michael.williams@senate.ga.gov 324-A CLOB • 404.656.7127 Williams, Tommie • tommie.williams@senate.ga.gov 110-B CAP • 404.656.0089

Senate Committee Chairs • Ag & Consumer Affairs: John Wilkinson • Appropriations: Jack Hill • Banking & Financial Institutions: Burt Jones • Economic Development and Tourism: Brandon Beach • Education & Youth: Lindsey Tippins • Ethics: Dean Burke • Finance: Judson Hill • Government Oversight: Bill Heath • Health & Human Services: Renee Unterman • Higher Education: Fran Millar • Insurance & Labor: Charlie Bethel • Interstate Cooperation: Donzella James • Judiciary: Josh McKoon • Judiciary Non-Civil: Jesse Stone • Natural Resources & the Environment: Frank Ginn • Public Safety: Tyler Harper • Reapportionment & Redistricting: Mike Crane • Regulated Industries & Utilities: Rick Jeffares • Retirement: Chuck Hufstetler • Rules: Jeff Mullis • Science & Technology: Bruce Thompson • Special Judiciary: Curt Thompson • State & Local Government Operations: John Albers • State Institutions & Property: Ed Harbison • Transportation: Tommie Williams • Urban Affairs: Lester Jackson • Veterans, Military & Homeland Security: Hunter Hill

UAC MAGAZINE | MARCH/APRIL 2016

Albers, John • john.albers@senate.ga.gov 110-D CAP • 404.463.8055 Beach, Brandon • brandon.beach@senate.ga.gov 303-B CLOB • 404.463.1378 Bethel, Charlie • charlie.bethel@senate.ga.gov 121-E CAP • 404.463.1383 Black, Ellis • ellis.black@senate.ga.gov 304-A CLOB • 404.656.3932 Burke, Dean • dean.burke@senate.ga.gov 301-A CLOB • 404.656.0400 Butler, Gloria • gloria.butler@senate.ga.gov 420-C CAP • 404.656.0075 Cowsert, Bill • bill.cowsert@senate.ga.gov 236 CAP • 404.463.1366 Crane, Mike • mike.crane@senate.ga.gov 325-B CLOB • 404.656.6446 Davenport, Gail • gail.davenport@senate.ga.gov 121-C CAP • 404.463.5260 Dugan, Mike • mike.dugan@senate.ga.gov 109 CAP • 404.656.7454 Fort, Vincent • vincent.fort@senate.ga.gov 121-G CAP • 404.656.5091 Ginn, Frank • frank.ginn@senate.ga.gov 121-I CAP • 404.656.4700 Gooch, Steve • steve.gooch@senate.ga.gov 421-F CAP • 404.656.9221 Harbin, Marty • marty.harbin@senate.ga.gov 302-A CLOB • 404.656.0078 Harbison, Ed • ed.harbison@senate.ga.gov 431 CAP • 404.656.0074 Harper, Tyler • tyler.harper@senate.ga.gov 301-B CLOB • 404.463.5263 Heath, Bill • bill.heath@senate.ga.gov 110-C CAP • 404.656.3943 Henson, Steve • steve.henson@senate.ga.gov 121-B CAP • 404.656.0085 Hill, Hunter • hunter.hill@senate.ga.gov 421-B CAP • 404.463.2518 Hill, Jack • jack.hill@senate.ga.gov 234 CAP • 404.656.5038 Hill, Judson • judson.hill@senate.ga.gov 421-D CAP • 404.656.0150 Hufstetler, Chuck • chuck.hufstetler@senate.ga.gov 121-C CAP • 404.656.0034 Jackson, Bill • bill.jackson@senate.ga.gov 241 CAP • 404.651.7738 Jackson, Lester G. • lester.jackson@senate.ga.gov 121-J CAP • 404.463.5261 James, Donzella • donzella.james@senate.ga.gov 121-D CAP • 404.463.1379 Jeffares, Rick • rick.jeffares@senate.ga.gov 327-B CLOB • 404.463.1376 Jones, Burt • burt.jones@senate.ga.gov 327-A CLOB • 404.656.0082 Jones, Emanuel • emanuel.jones@senate.ga.gov 420-D CAP • 404.656.0502 Jones, Harold • harold.jones@senate.ga.gov 323-A CLOB • 404.463.3942 Kennedy, John • john.kennedy@senate.ga.gov 113 CAP • 404.656.7454 Kirk, Greg • greg.kirk@senate.ga.gov 320-A CLOB • 404.463.5258 Ligon, William • william.ligon@senate.ga.gov 421-C CAP • 404.656.0045 Lucas, Sr., David • david.lucas@senate.ga.gov 305-B CLOB • 404.656.5035 Martin, P. K. • p.k.martin@senate.ga.gov 304-B CLOB • 404.656.3933 McKoon, Josh • josh.mckoon@senate.ga.gov 319-A CLOB • 404.463.3931 Millar, Fran • fran.millar@senate.ga.gov 319-B CLOB • 404.463.2260 Miller, Butch • butch.miller@senate.ga.gov 113 CAP • 404.656.7454 Mullis, Jeff • jeff.mullis@senate.ga.gov 453 CAP • 404.656.0057

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INDUSTRY GEORGIA U.S. CONGRESSIONAL DELEGATION Senator Johnny Isakson (R) 131 Russell Senate Office Bldg. • Washington D.C. 20510 202.224.3643 • Fax 202.228.0724 • www.isakson.senate.gov Atlanta Office • 770.661.0999 • Fax 770.661.0768 One Overton Park, Ste. 970 • 3625 Cumberland Blvd. • Atlanta, GA 30339 Senator David Perdue (R) 383 Russell Office Building • Washington, D.C. 20510 202.224.3521• Fax 202.228.1031 • www.perdue.senate.gov Atlanta Office • 404.865.0087 • Fax 404.865.0311 191 Peachtree Street NE, Ste. 3250 • Atlanta, GA 30303 Rep. Buddy Carter (R.1st) 432 Cannon House Office Bldg • Washington, D.C. 20515 202.225.5831• Fax: 202.226.2269 • www.buddycarter.house.gov Brunswick Office • 912.265.9010 • Fax 912.265.9013 1510 New Castle St., Ste. 200 • Brunswick, GA 31520 Savannah Office • 912.352.0101 • Fax 912.352.0105 1 Diamond Causeway, Ste. 7 • Savannah, GA 31406 Rep. Sanford Bishop (D.2nd) 2407 Rayburn House Office Bldg. • Washington, D.C. 20515 202.225.3631 • Fax 202.225.2203 • www.bishop.house.gov Albany Office • 229.439.8067 • Fax 229.436.2099 235 Roosevelt Ave. • Albany Towers, Ste. 114 • Albany, GA 31701 Columbus Office • 706.320.9477 • Fax 706.320.9479 18 Ninth St., Ste. 201 • Columbus, GA 31901 Macon Office • 478.803.2631 • Fax 478.803.2637 682 Cherry St., City Hall Annex, Ste. 302 • Macon, GA 31

UAC MAGAZINE | MARCH/APRIL 2016

Rep. Lynn Westmoreland (R.3rd) 2202 Rayburn House Office Bldg. • Washington, D.C. 20515 202.225.5901 • Fax 202.225.2515 • www.westmoreland.house.gov Newnan Office • 770.683.2033 • Fax 770.683.2042 1601.B East Hwy. 34 • Newnan, GA 30265

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Rep. Hank Johnson (D.4th) 2240 Rayburn House Office Bldg. • Washington, D.C. 20515 202.225.1605 • Fax 202.226.0691 • www.hankjohnson.house.gov Conyers Office • 770.987.2291 • Fax 770.987.8721 Lithonia Office • 770.987.2291 • Fax 770.987.8721 5700 Hillandale Dr., Ste. 110 • Lithonia, GA 30058 Rep. John Lewis (D.5th) 343 Cannon House Office Bldg. • Washington, D.C. 20515 202.225.3801 • Fax 202.225.0351 • www.johnlewis.house.gov Atlanta Office • 404.659.0116 • Fax 404.331.0947 The Equitable Bldg • 100 Peachtree St. N.W., Ste. 1920 • Atlanta, GA 30303 Rep. Tom Price (R.6th) 100 Cannon House Office Bldg. • Washington, D.C. 20515 202.225.4501 • Fax 202.225.4656 • www.tomprice.house.gov Roswell Office • 770.998.0049 • Fax 770.565.7570 85.C Mill St., Ste. 300 • Roswell, GA 30075

Rep. Rob Woodall (R.7th) 1724 Longworth House Office Bldg. • Washington, DC 20515 202.225.4272 • Fax 202.225.4696 • www.woodall.house.gov Lawrenceville Office • 770.232.3005 • Fax 770.232.2909 Rep. Austin Scott (R.8th) 2417 Rayburn House Office Bldg. • Washington, D.C. 20515 202.225.6531 • Fax 202.225.3013 • www.austinscott.house.gov Tifton Office • 229.396.5175 127.B N. Central Ave. • Tifton, GA 31794 Warner Robins Office • 478.971.1776 • Fax 478.971.1778 230 Margie Dr., Ste. 500 • Warner Robins, GA 31088 Rep. Doug Collins (R.9th) 1504 Longworth House Office Bldg. • Washington, DC 20515 202.225.9893 • www.dougcollins.house.gov Gainesville Office • 770.297.3388 • Fax 770.297.3390 111 Green St., S.E. • Gainesville, GA 30501 Rep. Jody Hice (R.10th) 1516 Longworth House Office Bldg • Washington, D.C. 20515 202.225.4101 • Fax 202. 226.0776 • www.hice.house.gov Monroe Office • 770.207.1776 100 Court Street • Monroe, GA 30655 Rep. Barry Loudermilk (R.11th) 238 Cannon House Office Bldg • Washington, D.C. 20515 202.225.2931• www.loudermilk.house.gov Woodstock District Office • 770.429.1776 9898 Highway 92, Suite 100 • Woodstock, GA 30188 Cartersville District Office • 770.429.1776 135 West Cherokee Avenue, Suite 122 • Cartersville, GA 30120 Rep. Rick Allen (R.12th) 513 Cannon House Office Bldg. • Washington, DC 20515 202.225.2823 • Fax 202.225.3377 • www.allen.house.gov Rep. David Scott (D.13th) 225 Cannon House Office Bldg. • Washington, D.C. 20515 202.225.2939 • Fax 202.225.4628 • www.davidscott.house.gov Jonesboro Office • 770.210.5073 • Fax 770.210.5673 173 N. Main St. • Jonesboro, GA 30236 Smyrna Office • 770.432.5405 • Fax 770.432.5813 888 Concord Rd., Ste. 100 • Smyrna, GA 30080 Rep. Tom Graves (R.14th) 2442 Rayburn House Office Bldg. • Washington, D.C. 20515 202.225.5211 • Fax 202.225.8272 • www.tomgraves.house.gov Dalton Office • 706.226.5320 • Fax 706.278.0840 702 S. Thornton Ave. • Dalton, GA 30720 Rome Office • 706.290.1776 • Fax 706.232.7864 600 E. First St., Ste. 301 • Rome, GA 30161

INDUSTRY GEORGIA CONSTITUTIONAL & REGULATORY OFFICES Richard Woods, State Superintendent of Schools 2066 Twin Towers East, 205 Jesse Hill Jr. Dr., S.E. • Atlanta, GA 30334 404.656.2800 • Fax 404.651.6867 • www.doe.k12.ga.us

Teresa MacCartney, Director of Office of Planning and Budget 270 Washington St., S.W., 8th Floor • Atlanta, GA 30334 404.656.3820 • Fax 404.656.3828 • www.opb.state.ga.us

Ralph Hudgens, Commissioner of Insurance & Safety Fire 2 MLK Jr. Dr., West Tower, Ste. 704 • Atlanta, GA 30334 404.656.2070 • Fax: 404.657.8542 • www.inscomm.state.ga.us

Hank M. Huckaby, Chancellor of Board of Regents 270 Washington St. S.W., Ste. 7025 •Atlanta, GA 30334 404.656.2202 • Fax 404.657.6979 •www.usg.edu

Mark Butler, Commissioner of Department of Labor 148 Andrew Young International Blvd. • Atlanta, GA 30303-1751 404.232.7300 • Fax 404.656.2683 • www.dol.state.ga.us

Lynne Riley, Commissioner of Department of Revenue 1800 Century Center Blvd., N.E. • Atlanta, GA 30345-3205 404.417.4477 • Fax 404.417.4327 • www.dor.ga.gov

Chuck Eaton, Chairman of Public Service Commission 244 Washington St., S.W. • Atlanta, GA 30334 404.656.4501 • Fax 404.656.2341 • www.psc.state.ga.us

Brent Dykes, Executive Director of Soil & Water Conservation Commission 4310 Lexington Rd. • P.O. Box 8024 • Athens, GA 30603 706.542.3065 • Fax 706.542.4242 • www.gaswcc.georgia.org

Hugh Thompson, Chief Justice of Supreme Court of Georgia 244 Washington St., Rm. 572 • Atlanta, Georgia 30334 404.656.3470 • Fax 404.656.2253 • www.gasupreme.us Vernon M. Keenan, Director of Bureau of Investigation 3121 Panthersville Rd. • P.O. Box 370808 • Decatur, GA 30037-0808 404.244.2600 • Fax 404.270.8529 • www.gbi.georgia.gov Camila Knowles, Commissioner of Department of Community Affairs 60 Executive Park S., N.E. • Atlanta, GA 30329 404.679.4940 • Fax 404.679.0589 • www.dca.state.ga.us Clyde Reese, Commissioner of Department of Community Health 2 Peachtree St. • Atlanta, GA 30303 404.656.4507 • Fax 404.651.6880 • www.dch.georgia.gov Homer Bryson, Commissioner of Department of Corrections 300 Patrol Rd. • P.O. Box 1529 • Forsyth, GA 31029 404.656.9772 • Fax: 404.656.6434 • www.dcor.state.ga.us Brig. Gen. Joe Jarrard, Adjutant General of Georgia National Guard P.O. Box 17965 • Atlanta, GA 30316-0965 678.569.6061 • www.gadod.net Rob Mikell, Commissioner of Department of Driver Services 2206 East View Pkwy. • P.O. Box 80447 • Conyers, GA 30013 678.413.8400 • Fax: 678.413.8735 • www.dds.ga.gov Chris Carr, Commissioner of Department of Economic Development 75 Fifth St. N.W., Ste. 1200 • Atlanta, GA 30308 404.962.4000 • Fax 404.962.4009 • www.georgia.org Maj. Gen. Jim Butterworth, Director of Emergency Management Agecy 935 East Confederate Ave., S.E. • P.O. Box 18055 • Atlanta, GA 30316 404.635.7000 • Fax 404.635.7005 • www.gema.ga.gov

Jud Turner, Director of Environmental Protection Division 2 MLK Jr., Ste. 1456 East Tower • Atlanta, GA 30334 404.657.5947 • Fax 404.651.5778 • www.gaepd.org Curtis J. Foltz, Executive Director of Ports Authority P.O. Box 2406 • Savannah, GA 31402 912.964.3874 • Fax 912.964.3921 • www.gaports.com Robyn Crittenden Commissioner of Department of Human Services 2 Peachtree St., N.W., Ste. 29-213 •Atlanta, GA 30303 404.656.5680 • Fax 404.651.8669 • www.dhr.georgia.gov Mark Williams, Commissioner of Department of Natural Resources 2 MLK Jr. Dr., S.E., East Tower Ste. 1252 • Atlanta, GA 30334 404.656.3500 • Fax 404.656.0770 • www.gadnr.org

Keith Golden, Commissioner of Department of Transportation 600 West Peachtree N.W. • Atlanta, Georgia 30308 404.631.1990 • Fax 404.631.1844 • www.dot.state.ga.us Delece Brooks, Executive Director State Board of Workers’ Compensation 270 Peachtree St., N.W. • Atlanta, GA 30303-1299 404.656.2048 • Fax: 404.463.0318 • www.sbwc.georgia.gov Terry E. Barnard, Chairman of the State Board of Pardons & Paroles 2 Martin Luther King, Jr. Dr., SE Ste. 458 • Atlanta, GA 30334-4909 404.656.4661 • www.pap.ga.gov

Provided to Georgia UAC members by:

Mission:

“To advance the business of agriculture through economic development, environmental stewardship and education to improve the quality of life for all Georgians.”

P.O. Box 119 Commerce, GA 30529 706.336.6830 • 800.726.2474 Fax:706.336.6898 www.ga-agribusiness.org Bryan Tolar, President Anna McIntyre, Director of Events and Member Relations Jill Hansard, Business Manager Delta Cartee, Receptionist/Member Service Assistant Jonathan Harding, Public Affairs Coordinator

UAC MAGAZINE | MARCH/APRIL 2016

Kevin Clark, Executive Director of Environmental Finance Authority 233 Peachtree St., N.E. • Harris Tower, Ste. 900 • Atlanta, GA 30303 404.584.1000 •Fax 404.584.1069 • www.gefa.org

Ronald Jackson, Commissioner of Technical College System 1800 Century Place, N.E., Ste. 400 • Atlanta, GA 30345 404.679.1600 • Fax 404.327.6932 • www.tcsg.edu

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INDUSTRY

UGA welcomes new dean Samuel Pardue joins CAES

by Sam Fahmy, University of Georgia

Samuel Pardue, a noted poultry science researcher and administrator at North Carolina State University, has been named dean and director of the University of Georgia’s College of Agricultural and Environmental Sciences.

Photo courtesy Sam Pardue

UAC MAGAZINE | MARCH/APRIL 2016

UGA College of Agricultural and Environmental Sciences Dean and Director Sam Pardue

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Pardue is currently associate dean and director of academic programs at NC State’s College of Agriculture and Life Sciences. His appointment at UGA is effective March 14.

“I am pleased that Dr. Pardue is joining the university as the next dean and director of the College of Agricultural and Environmental Sciences,” said President Jere W. Morehead.

“His academic background and professional experience are ideal for leading the College at a very exciting time in its history and working with key stakeholders and alumni who are critical to our future success.”

Since 2012, Pardue has overseen the academic programming in the College of Agriculture and Life Sciences’ 16 departments. Prior to being named associate dean, he served for seven years as the head of the department of poultry science, which in 2012 was named the Prestage Department of Poultry Science in honor of a $10 million gift he helped secure.

“Dr. Pardue has demonstrated extraordinary leadership in advancing agricultural instruction, research and extension,” said Senior Vice President for Academic Affairs and Provost Pamela Whitten. “I am confident that he will

work with our faculty, staff, students, alumni and other supporters to take our College of Agricultural and Environmental Sciences to an even higher level of excellence.”

Pardue helped double the number of poultry science majors, expanded distance education offerings and acquired external funding to modernize teaching laboratories. In addition, he served as the co-principal investigator on a USDA grant to increase the multicultural diversity of agriculture students and was a founding member of the college’s Diversity Council.

The department of poultry science ranked in the top 10 in five research publication and citation criteria among departments of animal and poultry science under his leadership. He invested in a Biological Safety Level 2 facility to expand the department’s research capabilities and also supported the development of a poultry processing laboratory to address the needs of the state’s largest agribusiness.

Pardue has conducted his research with $2.5 million in external funding, holds three patents and has published nearly 100 journal articles, book chapters and abstracts. Pardue has given invited presentations across the U.S. and in Australia, Switzerland, Costa Rica and Mexico.

“I am honored to have the opportunity to work with UGA’s outstanding administration, faculty, staff, students, alumni, friends, and Georgia’s dynamic agricultural community,” Pardue said.

“The College of Agricultural and Environmental Sciences has played a significant role in growing Georgia’s #1 economic sector. It is a college with a long and honored history. I look forward to an even brighter future for CAES.” About the author Sam Fahmy is director of public relations for the University of Georgia’s Office of the Senior Vicepresident for Academic Affairs and Provost.

INDUSTRY

Cambardella takes on new role

Atlanta’s first urban agriculture director

Mario Cambardella (UGA MLA ’13, MEPD

landcare standards, using the resources of Georgia Tech and the University of Georgia to develop science based practices.

Cambardella will be responsible for a wide range of activities related to urban agriculture, including policy development and facilitating the conversion of brownfields into urban gardens.

Through Atlanta’s Office of Sustainability, Cambardella plans to partner with organizations like the Atlanta BeltLine and assist with their initiatives to create more food-producing landscapes.

’11, BLA ’06) has been appointed by Mayor Kasim Reed as Atlanta, Georgia’s first Urban Agriculture Director. His appointment will support Atlanta’s efforts to become a top-tier city in the U.S. for sustainability.

Cambardella was with ValleyCrest Landscape Companies from 2006-2009, and brings handson knowledge of the green industry to his new position with the City of Atlanta. He hopes to engage with Atlanta-based landscape companies to pursue research and development of organic

Cambardella hopes to engage with Atlantabased landscape companies to pursue research and development of organic landcare standards

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UAC MAGAZINE | MARCH/APRIL 2016

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INDUSTRY

New UGA Griffin campus leader

Hunnicutt plans to further establish campus in community

by Sharon Dowdy, UGA College of Agricultural and Environmental Sciences

He is tasked with guiding the research programs in Griffin as well as the academic program, which is comprised of courses and degrees from five UGA colleges.

This is no small task for someone whose high school graduating class consisted of 10 people.

“I was the highest ranking boy,” Hunnicutt said.

“But seriously, education opened many doors for a boy from a small town in Texas.”

Sharon Dowdy

“I grew up in a town of 300 (people), so Griffin is almost metropolitan to me. Everyone I have met has been very friendly and welcoming. I haven’t met one grumpy person yet and that speaks volumes for Griffin,” he said. “I don’t know if all Texans are welcomed as much, but I sure have been.” ~ Lew Hunnicutt Assistant Provost and Campus Director, UGA Griffin

UAC MAGAZINE | MARCH/APRIL 2016

Growing up in Texas, Lew Hunnicutt always

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dreamed of owning a cattle ranch and being a cowboy. But, thanks to his grandmother’s encouragement, he enrolled in college and eventually earned a bachelor’s degree, three master’s degrees and one doctorate. He will continue to spend time in academia now as the new assistant provost and campus director of the University of Georgia Griffin Campus.

Hunnicutt joined the university on Nov. 1, 2015, replacing Jerry Arkin, who led the campus for 27 years.

Hunnicutt comes to UGA from Frank Phillips College in the Texas Panhandle, where he served as vice president of extended services. During his 12-year tenure there, he led the development of two branch campuses and saw enrollment rise on those campuses from 17 students to more than 300 per year.

Building a community-focused academic program is his forte and feels the Griffin Campus is “a great match” for him. “(When I first heard about the position), I thought UGA was too big. But I now have the power of one of the biggest universities in the state (behind me), and I get to live in a great town like Griffin,” he said.

He calls the preliminary interviews “a grueling process,” but says answering the questions in the allotted six- to seven-minute timeframes was the hardest part. “It was tough for me to do that.

I really had to practice, but I got a call the next day from the vice provost inviting me to come to interview. They said I was the most direct person they interviewed,” he said.

Before applying for the position, Hunnicutt strolled the streets of Griffin virtually through Google Maps. After interviewing in Griffin, he gained a feel for the campus.

INDUSTRY

“I saw that this community truly supports the campus. After I interviewed, I really, really wanted this job. I haven’t wanted many things really, really badly, but I wanted this,” he said.

He also interviewed with UGA groups in Athens and Griffin, as well as representatives from the Griffin-Spalding County community. Even Georgia’s mid-August humid weather didn’t discourage him.

As the successful candidate, Hunnicutt made his home in the Spalding County area of Brooks, just a 10-minute drive from the UGA Griffin Campus.

“I grew up in a town of 300 (people), so Griffin is almost metropolitan to me. Everyone I have met has been very friendly and welcoming. I haven’t met one grumpy person yet and that speaks volumes for Griffin,” he said. “I don’t know if all Texans are welcomed as much, but I sure have been.”

Now set to focus on his mission, Hunnicutt says the UGA Griffin Campus has already jumped the biggest hurdle of growing an academic program – getting community support.

He sees “tremendous potential for growth” in the academic program and plans to target high school students. “I love working and engaging with high school students. I’ve worked with students beginning in as early as fourth grade.

They need to know that UGA Griffin is here and that they are going to go to here one day,” he said.

Hunnicutt praises the campus’s recruitment efforts, but says more focus needs to be put on helping high school students prepare for the

He’s no stranger to university research, the other major focus of his job. He earned an undergraduate degree in animal science and worked with native grasses, range and grazing management of cattle and sheep in graduate school. “I want to be an involved-in-everything kind of guy. I get to be the head of the spear, but I have a whole bunch of people beneath me doing amazing work,” he said.

Hunnicutt has a unique perspective on leading the campus.

“I’m going to approach this like eating an elephant; I’m going to take one small bite at a time and eventually finish it. The learning curve is a straight line, and straight up right now, but I thrive on that. I like to call challenges, ‘opportunities.’ We will always be UGA, but we are developing our own style in Griffin that includes the research and academics. From a research standpoint, the 128-year history has made us one of the best and let’s face it, there’s no other better place to get a degree than UGA.” He also plans to work closely with and listen to the UGA Griffin Campus Board of Visitors and the community. “If there is a program we really need to have on the Griffin Campus, let me know. This will allow me to take it up the ladder,” he said.

Hunnicutt can be contacted at (770) 228-7263 or lhunnicutt@uga.edu.

About the author Sharon Dowdy is a news editor with the University of Georgia College of Agricultural and Environmental Sciences.

UAC MAGAZINE | MARCH/APRIL 2016

“The community has done so many good things for the university and vice versa. There’s so much potential in Griffin, and we already have the community support and that’s what’s tough to get,” he said. “I don’t care how good your programs are, if you don’t have community support, you will not be successful.”

first two years of college that are required for transferring to the Griffin Campus.

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URBAN AG

Preserving biodiversity

Why it’s important and how we can help

by Dayton Wilde, Bodie Pennisi, and Maria Putzke, UGA Department of Horticulture Exotic plants are plants that evolved in a different place than where they are now found. Landscapers and individuals

often choose such plants for gardens because of their attractive and aesthetically pleasing qualities. However, recent studies in ecology (the interactions between organisms and their environment and each other) have found that landscaping with exotic plants can reduce biodiversity.

and U.S. federal and state agencies encourage increasing the use of native plants in the design of landscapes. However, achieving this will be a challenge because of the amount of land in the U.S. that is managed for its aesthetic value.

There is roughly the same amount of land in urban landscapes (100 million acres) as there is in all U.S. national and state parks combined, and this number is growing. Native ornamental plants are not currently being produced on a scale needed for this large area.

UAC MAGAZINE | MARCH/APRIL 2016

Biodiversity is the variety among and within plant and animal species. Greater biodiversity in a landscape makes for a more sustainable and resilient environment.

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One important way that exotic plants can affect biodiversity is through the food web (Fig. 1).

Unlike exotic plants, native plants have evolved together over eons with insects and animals of Figure 1. Landscaping with exotic plants in a geographic region. As a result, many native place of native plants can have negative effects butterflies and other insects have adapted to on native insects and birds. The insect populacertain native plants. Choosing to landscape tion is affected by the loss of its food source, using exotic plants can have negative effects on the native plants. This causes animals that eat native insects and the animals that depend on insects to then lose an important food source. them. This affects the insect population because these insects lose their food source, the native plants.

Food loss affects the entire food chain with potential negative effects on other organisms such as insect-eating birds, reptiles, and spiders, and on beneficial soil organisms.

Because of these negative effects, Figure 2. Increasing the use of native plants in landscaping provides a food source for regional insects which in turn provides food for native conservation groups insect-eaters such as birds.

URBAN AG To preserve biodiversity in urban landscapes, native plants need to be provided in a way that maintains their ecological benefits. At the same time, native plants need to be attractive to consumers and economically feasible for nurseries to produce. There is currently a limited availability of native ornamental plants that both help the ecology and appear aesthetically pleasing. Increasing their use in landscaping requires satisfying these different demands.

Effects on insects and birds

A recent U.S. Environmental Protection Agency report summarizes the effects of landscaping practices on the environment, stating:

widespread replacement of millions of acres theof native vegetation with primarily non-native

ornamental plants in managed landscapes is a growing problem for the organisms that depend on native plants for food, shelter, and places to rear their young (Fig. 2);

studies have documented the negative many effect that non-native plants can have on the

abundance and diversity of insect herbivores;



if ornamental plants cannot serve as food for the same number and diversity of herbivores, the energy available for food webs decreases.

A survey done in Pennsylvania found that suburban yards landscaped with exotic plants had fewer and less diverse butterfly and bird species than yards with native plants. Likewise, in Singapore the butterfly and bird diversity decreased as the use of exotic plants increased.

A study conducted in Phoenix, Arizona found that native bird species were more abundant in neighborhoods landscaped with native plants.

Not all exotic plants have the same impact on insects, though.

Exotic plants that have a close native relative were found to support insects better than completely novel plants.

For example, Korean cherry (Prunus serrulata) does not support as many insects as the native black cherry (Prunus serotina), but it is a better host than exotic plants with no native relatives.

This may be due to similarity in chemistry between closely related plants. Exotic plants affected young insects, like caterpillars, more than adults. Butterfly bush and other exotic plants used in butterfly gardens can provide nectar to adult butterflies, but cannot be used as food by their caterpillars.

Invasive exotic plant species can also have an effect on biodiversity. These are exotic plant species that spread widely in an environment and may become harmful when they displace native organisms. Many invasive plants in the U.S. were introduced for landscaping purposes as ornamentals. Field studies have found that invasive exotic plants can shift the insect population from large, specialist insects (those with few plant hosts) to small, generalist insects (those with many plant hosts). This significantly reduces the amount of insects available for food.

The replacement of native plants with exotic plants can affect insect populations by other ways than as a food source. One study found that caterpillars were smaller and developed more slowly on exotic plants. Another study found that insect mate choice was affected because attraction to mates was reduced on exotic plants. Another problem was that pollinators of native plants tended to visit exotic plants more frequently, causing native plants to be pollinated less frequently.

UAC MAGAZINE | MARCH/APRIL 2016

Various studies done both in the U.S. and around the world have found a direct correlation of the type of landscaping plants used (exotic or native) and the abundance and diversity of insects and birds. Butterflies and birds are often used to measure biodiversity because they are easy to observe and sensitive to change.

Suburbs of Canberra, Australia that had at least 30% native street trees had a significantly higher number of bird species than those with exotic trees.

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URBAN AG

Breeding and selection of natives

UAC MAGAZINE | MARCH/APRIL 2016

In the U.S., there is a niche market for native ornamental plants that both support the regional wildlife and thrive because they are adapted to the local region. The American Beauties™ program, a partnership between the National Wildlife Federation and two wholesale nurseries, provides over 350 native plant species to garden centers and landscapers in the northeastern U.S. There are over 400 native ornamentals that can be ordered directly from local nurseries in the U.S.

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North American ornamental native plants generally Figure 3. Cultivated varieties of Coreopsis come from breeding, verticillata, Tickseed, a North American genotype selection perennial native, exhibit a greater variety of or open-pollinated bloom colors and increased floriferousness seed. They have been compared to the wild species. From top: selectively bred to Coreopsis ‘Big Bang Full Moon’, C. ‘ChaCha’, enhance their flowers, and C. ‘Route 66’ architecture, foliage and disease-resistance (Fig. 3). Programs in the private sector have done much of this breeding, although there are public breeding programs for native ornamentals at U.S. universities as well. Through selection and breeding, native plants could provide aesthetic qualities desired by consumers in addition to ecological services for the environment.

Ecology and adaptability

Not much information is available on whether native varieties can provide the same ecological benefits as their parent species. Plants need to be further studied to see if cultivars can support biodiversity. Determining the amount of cultivar genetic diversity needed to provide ecological services in their region needs to be determined, for marketing on a regional basis.

Genetic diversity is also a concern for ecological restoration projects. For these projects, environmentally defined regions, such as EPA ecoregions, can be useful for estimating where native plants can adapt and do well. These ecoregions are geographic areas with similar geology, climate, vegetation, soils, and hydrology.

The use of these ecoregions could encourage biodiversity by using them to discover where native plants might thrive best and encouraging their use in that area.

There are different ecoregion levels that describe geographic areas with increasing detail. Level III ecoregions have been used to estimate seed transfer zones, which are regions in which plant material can be dispersed and adapt relatively well.

Just like plant hardiness zones are used now, these ecoregions could be used to estimate whether native plants are suitable to a certain region. These ecoregions are also large enough that they may be appropriate markets for landscaping of native plants.

Scaling up the use of natives Native plants currently only make up about 13% of total nursery sales in the U.S. Surveys of nursery owners, landscape architects, and Master Gardeners have been conducted to better understand the issues limiting the use of native plants in landscaping.

URBAN AG Three general factors were found to be important: • availability of native plants; • consumer preferences and; • knowledge of native plants.

The use of botanical gardens and citizen science (scientific research conducted by nonprofessional scientists) can increase knowledge of native plants. These avenues can increase public awareness of how native plants are cultivated and of the ecological benefits they can provide.

Educating the public and landscape professionals on the importance of biodiversity for ecological health and on the use of native plants for increasing biodiversity is a key factor in encouraging the use of native plants in personal landscapes. Universities offer extensive publications on native plants (see sidebar) as well as state native plant societies, such as the Georgia Native Plant Society (www.gnps.org).

Most exotic ornamental plants go to market through landscape firms, garden centers, plant brokers, and mass merchandisers. Using these

Learn more about Georgia native plants Native Plants for Georgia Part I: Trees, Shrubs and Woody Vines http://extension.uga.edu/publications/detail.cfm?number=B987

Native Plants for Georgia Part II: Ferns

http://extension.uga.edu/publications/detail.cfm?number=B987-2

Native Plants for Georgia Part III: Wildflowers

http://extension.uga.edu/publications/detail.cfm?number=B987-3

Native Plants for Georgia Part IV: Grasses and Sedges

http://extension.uga.edu/publications/detail.cfm?number=B987-4

Native Plants of North Georgia: A Photo Guide for Plant Enthusiasts http://extension.uga.edu/publications/detail.cfm?number=B1339

existing supply chains would effectively increase the availability of native ornamental plants to consumers. The more available native plants are to the average consumer, the more likely they are to be incorporated in gardening and landscape designs. This would help improve the ecological health of the area by increasing biodiversity.

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URBAN AG Consumers prefer specific ornamental traits in their landscape plants such as longer periods of flowering, novel floral types (such as double flowers), compactness, and disease-resistance.

Examples of exotic plants that have these traits are ‘Knockout’ roses, ‘Encore’ azaleas, and ‘Endless Summer’ hydrangeas. Native ornamentals must be able to compete with the already easily accessible exotic plants.

The development of such qualities in native ornamentals can increase their use among consumers.

public awareness of the importance of Increasing biodiversity is another critical step. the genetic diversity necessary for Determining a native species to provide ecological benefits is a

Although native plants tend to be more expensive than exotic plants, plant cost was found to be one of the least important factors in surveys. In fact, about 50% of consumers considered plants labeled ‘native’ or ‘non-invasive’ worth the extra cost.

This means that the ecological benefits of these native plants could be considered value-added traits for which some consumers are willing to pay more.

UAC MAGAZINE | MARCH/APRIL 2016

It would be important to work on breeding of native woody plants in particular because they have the highest wholesale value in the U.S. ornamental plant market and because they host the greatest diversity of lepidopteran insect species, an order which includes moths and butterflies.

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Care must be taken to ensure that the ecological benefits are maintained while developing ornamental traits. It would be best if these ecological benefits were examined regionally.

Conclusions

The current difficulties that limit the use of natives must be addressed in order to increase their use.

main limitation is their availability to The consumers. This can be addressed by learning

how to provide native plants through the major market channels.

question that needs to be answered.

Scientists from different disciplines such as genetics, economics, and ecology, could help determine the best method for increasing the use of native plants while simultaneously maintaining ecological function, consumer appeal, and cost effectiveness.

Reducing the number of native shrubs and trees providing cover can create changes in the structure of native animal populations.

For example, bird species that forage for food on the ground become more populous than those that forage in tree and shrub canopies. However, the effect of exotic plants on biodiversity is not always obvious. These exotic species are introduced more quickly than native species disappear, and so, local biodiversity can appear to be high for a while. Urban development, however, tends to select for the same human-adapted species in different places.

As the types of plants and animals of different places become more similar, biodiversity on a regional scale is reduced.

The impact of urbanization on biodiversity is expected to increase. For example, the southeastern U.S. has one of the highest levels of biodiversity in the country. This is also one of the fastest growing regions, with the biggest changes in Piedmont ecoregion. The U.S. Geological Survey has predicted that, if current development trends continue, there will be an urban area stretching from Atlanta to Raleigh by the year 2060.

Increased urbanization is expected to have a significant effect on the region’s ecosystem. Urban areas will need to play a role in preserving biodiversity. The increased use of native plants in urban landscapes will help maintain a healthier ecological environment.

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Disease update

Boxwood blight in Georgia

by Jean L. Williams-Woodward, UGA Extension Plant Pathologist (cats, dogs, rabbits, etc.) that may move through the garden. Once introduced, the disease can be devastating to boxwood in landscapes and nurseries.

Hosts

Images by Jean Williams-Woodward

Boxwood blight symptoms clockwise from upper left: Tan to gray leaf lesions with a darker purplish border on an English boxwood; Circular, tan spots with a brown border on upper leaves; Tan blighted leaves and bare stems on an infected plant; blackening of stems and browning foliage; and black stem lesions on bare branch tips.

UAC MAGAZINE | MARCH/APRIL 2016

Boxwood blight, caused by the fungus,

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Calonectria pseudonaviculatum (syn.

Cylindrocladium pseudonaviculatum and Cylindrocladium buxicola) has been confirmed in multiple commercial and residential landscapes in Georgia. The disease could be found throughout the state; however, most of the confirmed detections have been within metro-Atlanta and the surrounding counties where boxwoods are common in formal gardens.

Boxwood blight also has been detected on plants brought into Georgia for resale. Often the source of the introductions is unknown. In some cases new boxwood plants were recently planted.

In others, it may be from pruning or other garden maintenance operations. The spores of the pathogen are very sticky and they can stick to worker’s tools, clothing, or even animal fur

Dwarf English boxwood (Buxus sempervirens ‘Suffruticosa’) is highly susceptible and develops severe symptoms and rapid leaf drop. American or common boxwood (B. sempervirens) cultivars are also very susceptible. Cultivars of Littleleaf (Japanese) and Korean boxwood (B. microphylla and B. sinica, respectively) appear less susceptible because they don’t show severe symptoms and leaf drop, but they are still susceptible. None of the commercial boxwood cultivars are immune to this disease. In fact, lesser susceptible (e.g. tolerant) cultivars may act as a ‘Trojan Horse’ introducing the disease into landscapes containing more susceptible cultivars.

The value of lesser susceptible cultivars is in the establishment of new boxwood hedges. If planting a new area, use a more tolerant cultivar to lessen your disease pressure in subsequent years. The disease also affects other plants within the Buxaceae family, including Pachysandra terminalis (ground spurge) and Sarcococca sp. (sweet box).

History

Boxwood blight was first identified in the USA in the fall of 2011 in North Carolina and Connecticut. Since then, it has been identified within nurseries and/or landscapes in numerous states (AL, CT, DE, FL, GA, KS, KY, MA, MD, MO, NC, NJ, NY, OH, OR, PA, RI, TN, VA, WV) and several Canadian provinces. The disease is spreading to new states each year (Florida and West Virginia were added to the list in 2015).

Spread is most likely through the movement of infected plants. The disease has been known for over decade in the UK and Europe.

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Symptoms

Initial symptoms of boxwood blight include circular, tan leaf spots with a dark purple or brown border. Leaf spots may or may not have yellow to reddish halos surrounding the spot.

Black stem lesions or blackening of the stems is often seen. This can be confused with black lesions due to Colletotrichum stem canker, a relatively new disease also affecting boxwood stems. Infected leaves become tan and readily drop from the plant leaving bare stems. Rapid defoliation is a characteristic symptom of boxwood blight that separates it from other boxwood diseases. Sections or whole plants turn tan and eventually die.

The disease can resemble Volutella blight, except that with Volutella blight, as well as with symptoms of root stress or Phytophthora root disease, the leaves often remain attached to the stems.

Boxwood blight can move quickly through infected plants, gardens, and nurseries under favorable environmental conditions.

Disease cycle

Low light (shade), humid, warmer and wet conditions favor disease development.

The pathogen requires extended periods of leaf wetness (24-48 hrs) to infect. Under these conditions, leaf spots can develop within days of infection.

The disease is primarily spread via infected plants and plant debris. Infected leaves drop and can contaminate the soil beneath the plant.

Infected leaves may also be carried by water, wind, on shoes or tires, or on animal fur as they rub against infected plants.

The fungus produces white tufts of clustered spores on the underside of infected leaves and on stems under wet conditions.

The spores are very sticky and will stick to pruning tools, shovels, worker’s clothing and hands, as well as the fur and feathers of wild and domestic animals (dogs, cats, rabbits, wild turkeys, etc.). Although it is very easy to spread this disease, the spores are not wind-borne. They must be moved on plants, tools, etc. or by splashing irrigation or rain water.

Management

The best control is exclusion. Do not introduce the disease on infected plants or tools.

Inspect all new boxwood plants for symptoms of the disease. Be sure to check the lower leaf canopy and interior stems. Keep new plants isolated and separate from existing boxwoods.

Do not apply fungicides to plants in isolation that would mask symptom development.

Monitor plants for at least four weeks prior to introducing them into existing plantings.

If boxwood blight is detected, the infected plants and all fallen leaf debris needs to be bagged onsite and removed from the area to be buried in a landfill to prevent its spread. Transport plants in closed bags. Leaf litter blowing from open trucks could spread the disease to plantings along the roadway. Fallen leaf debris should be vacuumed and bagged, burned on-site or buried.

Debris should not be composted. The fungus also produces microsclerotia (small clump of fungal hyphae) within roots and leaf debris of infected plants that allows the fungus to survive for years. Removal of existing garden soil and replacing with new soil is an option, but there is no guarantee that this will completely remove the pathogen.

UAC MAGAZINE | MARCH/APRIL 2016

Disease is favored by moderate temperatures of 41-86°F, with an optimal temperature of 77°F. The fungus is sensitive to high temperatures and can be killed after 7 days at 91°F. This does not mean that the fungus can’t survive hot Georgia summers. The fungus produces structures (called microsclerotia) that allow the fungus to survive adverse conditions. Once favorable conditions and a host are present, the disease will develop again. In Georgia, the disease is likely most active during the late summer, fall, winter and spring months. Disease development may be slowed under relatively dry, hot conditions or where fungicides are used.

Spread

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URBAN AG Boxwood blight cannot be controlled with curative fungicide applications.

Fungicides are only effective when applied preventively. Fungicide efficacy trials have shown that fungicides containing chlorothalonil (Daconil, Spectro, Concert II) and fludioxonil (Medallion, Palladium) provided the best control when applied preventively. To a lesser extent, fungicides containing azoxystrobin (Heritage), metaconazole (Tourney), pyraclostrobin (Pageant), tebuconazole (Torque), thiophanate methyl (Cleary’s 3336, OHP 6672), trifloxystrobin (Compass), provided fair to good preventative control. Most are not labeled for use on either boxwood, Calonectria (or Cylindrocladium) or both; however, this is changing, so check labels.

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• • •

Remember, spraying plants after the disease is present will NOT control this disease.

UAC MAGAZINE | MARCH/APRIL 2016

Summary

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Boxwood blight is an extremely contagious disease of boxwood and pachysandra. It was first detected in Georgia in an established landscape where new plant introductions have not occurred. It is likely that the disease is present in other locations and may be mistaken for more common diseases such as Volutella blight and root disease. Landscapers and growers need to be vigilant in scouting for disease symptoms and take all precautions to avoid introducing the disease into nurseries and properties.

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Recommendations for landscapers

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•

•

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Inspect boxwoods on all properties.

Look for symptomatic plants. As weather patterns become conducive (wet, humid, warm), disease symptoms may become noticeable and spread rapidly.

Submit suspect samples to the UGA Plant Disease Clinic in Athens through county extension offices for disease identification.

Train employees and clients on how to identify boxwood blight. Educate them on how easily the disease spreads.

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Only purchase plants from nurseries that have a Boxwood Blight Compliance Agreement through their State Department of Agriculture. Many plants are brokered, so ask where plants were grown. Keep new plants in isolation and monitor for symptoms prior to installation.

Never install or prune or work in boxwoods when plants are wet.

Always visit non-infected landscape sites first. Move healthy to suspect diseased areas; never the other way around.

Disinfect pruners and other tools frequently within and between different blocks of plants within the same landscape, and especially when moving to different landscapes. o The best product is Lysol Concentrate Disinfectant (containing 5.5% O-benzyl-p-chlorophenol). Mix 2.5 Tbsp per gallon of water. This can be made and kept in spray bottles. Tools need to be wet for at least 10 seconds and allowed to dry to be effective. o A 10% bleach solution (1:9 part Clorox or 1:14 part Clorox Concentrate) for at least a 10 second soak can also be used, but this will oxidize tools. Soak and then let dry.

When leaving a site suspected or known to have boxwood blight, all tools, shoes, and clothing must be disinfected.

Get in the habit of wearing clean disposable booties or washing off debris and dirt entirely from soles of shoes between landscapes.

Changing and laundering clothes between sites would be ideal; however, it’s impractical. Wearing disposable paper pants is an option.

Recommendations for nurseries • •

Follow the same recommendations as for landscapers.

Start with disease-free propagation stock. If you only propagate in-house, continue this practice. If purchasing propagative material, only purchase from Georgia nurseries, which are not known to have the disease. If purchasing from

URBAN AG out-of-state, only purchase from nurseries with a state Boxwood Blight Compliance Agreement. o Contact the Georgia Department of Agriculture to obtain a Compliance Agreement for shipment of Boxwood blight hosts for your nursery.

• Keep new plant introductions in an isolated holding area on a surface that can be easily cleaned of fallen plant debris.

Debris should be vacuumed or swept regularly. Avoid blowing debris. Plants should be held for at least four weeks to monitor for symptom development.

• Avoid co-mingling plant material from different sources.

• Follow good sanitation practices. Clean debris and disinfect tools between blocks.

• Do not accept boxwood plant returns onto the nursery.

• Trucks, racks, carts and other equipment should be disinfested regularly (use Lysol Concentrate

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• •

Disinfectant). All plant debris should be cleaned from the area.

Avoid overhead watering and do not work in blocks when plants are wet.

Train all employees on boxwood blight symptoms. Scout plants regularly. Submit any suspect plants to the UGA Plant Disease Clinic in Athens for identification.

Remove suspect plants from blocks to reduce possible disease spread. Keep in isolation or discard by burning on-site or bagging and burying. Do not put infected plants into a cull pile.

Establish a preventive fungicide spray program to reduce disease development.

Keep records of all chemical applications, rates, and dates of application.

Keep detailed records of incoming and out-going boxwoods and where plants have moved within the nursery.

Don’t forget to inspect any boxwoods planted on the grounds of the nursery.

These too could become infected.

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Time to prune azaleas Protect next year’s blooms

by Frank M. Watson, UGA Extension Wilkes County Azaleas are a traditional part of Southern landscapes.

University of Georgia Cooperative Extension experts say prune azaleas now, after they have bloomed, to allow the plants to prepare for blooming next year.

Photo courtesy of Home & Garden Design

The best time to make heading cuts is just after the plant flowers out in the spring. This allows sufficient time for the new growth to mature and harden-off before winter and for flower buds to form in late summer for the following year.

In Georgia, many azaleas begin to set flower buds in July.

Therefore, pruning after early July may reduce next year’s flower production.

Compact plants can be maintained with minimal effect on flower production.

Two pruning techniques

Two pruning techniques or types of cuts are used: thinning cuts and heading cuts.

Thinning refers to the complete removal of branches back to another branch or main trunk. Thinning is used to remove leggy branches that extend beyond the canopy of the plant, to reduce the size of the plant or to remove any damaged or diseased wood.

Heading refers to the cutting back of a branch, not necessarily to a side branch. Vigorous new shoots will emerge within 6 inches of the pruning cut. Heading is usually done with three goals in mind: • to reduce the size of the plant, • to increase the number of branches or • to rejuvenate old, overgrown plants.

2.

Severe pruning of old, overgrown plants to within 6 to 12 inches of ground level is a common type of heading.

New shoots emerging from the old stems should be thinned out and headed back to encourage branching and a full canopy.

The best time to make heading cuts is just after the plant flowers out in the spring.

This allows sufficient time for the new growth to mature and harden-off before winter and for flower buds to form in late summer for the following year.

Depends on size •

Young plants should be pruned about six weeks after blooming and thereafter as branches develop sufficient length.

However, do not prune later than the first week in July, so plants will have time to initiate new growth and bloom buds.

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Small azalea plants should be pruned several times during the growing season to develop well-branched plants. This involves pruning the tips of the new, individual branches after five or six inches of new growth has been produced.

This pruning not only results in a compact, well-branched plant, but also one that will produce many more blooms.

UAC MAGAZINE | MARCH/APRIL 2016

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Thinning can be done any time of the year without significant impact on flowering, growth or cold hardiness.

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Azaleas often become entirely too large for the area they occupy, especially when they are used as foundation plants. If this happens, cut back the large plants to 12 inches above the ground level in early spring. Growth of the new stems and leaves will be quite rapid once new growth buds appear on the stem. Keep the soil moist during the period after severe pruning.

Other tips

Azalea limbs are killed occasionally by fungus diseases or by freezing weather, which kills the conducting tissue and causes the bark to split.

These limbs should be pruned out with small hand pruning shears. Heavier loping shears should be used for cutting out larger stems. Cut the diseased or dead limbs back far enough to expose live wood. If flecks of diseased or dead wood remain visible inside the cut surface, continue to cut farther back on the stem to expose only healthy wood.

Azalea plants often produce a few tall shoots relatively late in the season that do not initiate flower buds. These shoots not only detract from the general shape of the plant, but also fail to branch properly the following year. Cut these tall shoots out during late October or early November.

For more information on pruning landscape plants, search the UGA College of Agricultural and Environmental Sciences publication website: www.caes.uga.edu/ publications.

Thinning is used to remove leggy branches that extend beyond the canopy of the plant, to reduce the size of the plant or to remove any damaged or diseased wood.

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Pro project

championlawncare.com This homeowner asked us to create more area for entertaining guests around the pool deck space.

They also wanted to update the landscaping around the pool to incorporate more color.

The client did not want to refurbish the entire pool deck so we introduced a different type of flagstone that would work well with the existing materials.

Before: showing limited pool deck space and one of the existing border walls. The challenge was to merge the 6 x 6 timber steps and the existing flagstone landing.

Before: the condition of the existing plantings and limited pool deck space for entertaining guests. The 6 x 6 timber wall was replaced.

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A close-up view of how the steps merge with the border walls and deck.

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The amount of seating area that was gained.

An overview of the expanded pool deck area that was built for entertaining additional guests.

The stonework of the newly installed wall that matches the stonework on the hot tub.

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