Business Profile april2010

An Interview with

The Fuchs family

Fuchs Flower and Garden Center in Clarkston ~ PAGE 8

A MONTHLY PUBLICATION OF THE LEWISTON TRIBUNE яБо APRIL 19, 2010

CALENDAR  April 20 — Lewis-Clark Association of Insurance and Financial Advisors, noon, Elk’s Temple, Al Reagan (208) 7435441.  April 21 — Lewis-Clark Association of Realtors, 11:30, Red Lion, (208) 746-2019.  April 21 — Orofino Chamber of Commerce, noon, Ponderosa, (208) 476-4335.  April 22 — Lewiston Chamber of Commerce Business After Hours, 5-7 p.m.  May 5 — Orofino Chamber of Commerce, noon, Ponderosa, (208) 476-4335.  May 5 — Grangeville Chamber of Commerce, 1:30 p.m., Oscar’s (208) 983-0460.  May 5 — Kamiah Chamber of Commerce, 7 p.m., chamber building, (208) 935-2290.  May 6 — Port of Whitman County, 10 a.m., (509) 3973791.  May 7 — Lewiston Chamber of Commerce general membership, 7 a.m., (208) 743-3531.  May 11 — Port of Lewiston, 1:30 p.m., (208) 743-5531.  May 11 — Pullman Chamber of Commerce, noon, location TBA, (509) 334-3565.  May 11 — Grangeville GEM Team, 7 a.m., Oscar’s (208) 983-0460.  May 12 — Clarkston Chamber of Commerce general membership, noon, Quality Inn, (509) 758-7712.  May 12 — American Business Women’s Association, 6 p.m., Rowdy’s Steakhouse, Carol Pretz, (208) 750-7251.  May 13 — Cottonwood Chamber of Commerce, 8 a.m., Coffee Mill Creations, (208) 962-3231.  May 13 — Port of Clarkston, 1 p.m., (208) 758-5272.

2

workplace wellness

Workplace wellness is getting healthier all the time About two-thirds of U.S. companies now offer some kind of incentive for their employees to stay healthy.

And an increasing number of them are measuring — and finding — a return on investment of at least 100 percent.

That’s according to the results of the third annual survey, “How Employers Use Incentives to Keep Employees Healthy: Perks, Programs and Peers,” conducted by Health2 Resources, a research firm in Virginia.

“Employers are taking control of health care costs by creating smart, effective new strategies to keep employees healthy and to keep employees at work,” Katherine H. Capps, president of Health2 Resources, told HR Magazine.

Here’s what the survey found: Smoking cessation programs are the most popular, offered by 53 percent of employers surveyed; weight management and physical activity programs are also popular.

Diabetes is the most common disease management, offered by 92 percent of companies surveyed.

In growing numbers, employers reward goal achievement during programs and after their completion.

The value of incentives is up, averaging $329 in 2009, whether it’s $1 per pound lost, or — most commonly — a health premium reduction, which can reach $1,500.

The larger the company, the more likely it is to offer programs and incentives.

But even midsize and small-

commentary

Justin Jones er companies offer some substantial incentives.

One of the key gateways to assess health and encourage disease management is the confidential health history or questionnaire.

Two of three U.S. employers — large, mid-size and small — offer a health assessment to employees, mostly offering incentives valued up to $300. About 10 percent to 15 percent of such incentives exceed $300.

“We are not talking about $5 here or there,” Capps said. “We are talking about serious investment into productivity, made by employers with as few as 200 employees, for as much as $1,400 a year per employee.

As with any corporate initiative, measurement is crucial. The survey found the percentage of U.S. companies measuring return on investment for health and wellness programs has increased from 14 percent in 2007 to 73 percent in 2009. About 83 percent of those who measure say the programs return better than a ratio of 1-to-1.

Capps also couched work-

Business Profile

place wellness as a human resources issue: “During tough economic times, employees who take control of their health and are more engaged and active in their own health are valuable assets.”

Workplace wellness also gets a boost in the recently passed federal health care reform legislation: Starting in 2011, small employers will be able to receive federal grants to start wellness programs.

The grants will be available for up to five years.

Starting in 2014, employers will be able to offer employees who participate in wellness programs up to a 50 percent discount on the cost of insurance coverage.

The weight of evidence is piling up for workplace wellness benefits. Companies can find a lot of help to launch or improve their wellness programs, from specialized vendors to their own health plan. Make it part of your business plan to see what wellness can do for you.

Learn more: How Employers Use Incentives to Keep Employees Healthy: Perks, Programs and Peers: www. health2resources.com/surveys_publications.html Health care in federal reform bill: http://www.kff.org/ healthreform/8060.cfm  Jones is the Wellness Program Coordinator at Regence BlueShield of Idaho. He can be reached at justin.jones@ regence.com MONDAY, APRIL 19, 2010

April 2010

 VOLUME 11, ISSUE 4 Business Profile is compiled

by Target Publications of The Lewiston Tribune. Business Profile is inserted in The Lewiston Tribune the third Monday of every month.

 Editors ROBERT JOHNSON bjohnson@lmtribune.com 848-2243 MARY TATKO mtatko@lmtribune.com 848-2244

 Advertising Contact your Lewiston Tribune sales representative or call (208) 848-2292 for advertising information

 Your comments Please write to us at: Business Profile Target Publications Lewiston Tribune 505 Capital St. Lewiston ID 83501 or e-mail us at: businessprofile@lmtribune.com

 On the cover From left: Dona Fuchs, Susan Culletto, Gus Fuchs (center) and Chris Fuchs. By STEVE HANKS of the Lewiston Tribune

 Our favorite quote “They’re all pretty. Some smell, some don’t.”

— Gus Fuchs, on refusing to name a favorite flower (story Page 8)

MONDAY, APRIL 19, 2010

Flower power 12,000 hanging baskets have to start somewhere  PAGE 8

 Regular departments

2 WORKPLACE WELLNESS: A healthy return on employee investment 4 BUSINESS ANSWERS: The importantce of knowing employment laws 4 BUSINESS ON THE GO: Who’s doing what 5 THE NEXT LEVEL: What are succesfull businesses doing right?

6 THE JOB COACH: Hiring process is like following a recipe 13 THE BETTER BUSINESS BUREAU: Soaring with eagles is getting easier 15 RECORDS: March by the numbers BUSINESS PROFILE

3

business answers

business on the go

A primer on employment laws

265364DS_10

Q: There are so many employment laws out there that I can’t seem to keep them straight, nor do I know which ones even apply to my business. Help!

A: Oh, where to begin (and end). You’re right, there are a myriad laws governing employment. For purposes of this response, rather than focus on the laws themselves, I am going to focus on types of discrimination, which employers are affected and what is specifically protected (or prohibited). By the way, an excellent resource is the Equal Employment Opportunity Commission’s Web site at www.eeoc.gov.

There you can find a wealth of employment information regarding laws, regulations, guidance, prohibited practices, current and recent court cases and more. In this article, basic information is provided.

Types of discrimination prohibited by federal law include (in alphabetical order): age, disability, equal pay/compensation, genetic information, national origin, pregnancy, race/color,

4

commentary

Patty Luther earns short sales certification Patty Luther of Rockn-Realty has earned the short sales and foreclosure resource certification from Patty the National Luther Association of Realtors.

According to the National Association of Realtors, near-

Bob McClain joins Bank of America

Debbie Goodwin religion, retaliation and sex (gender). Many states also have laws and regulations prohibiting discrimination based on other protected categories such as sexual orientation. By definition, discrimination is committed against a qualified individual who is either an employee or applicant. Discrimination applies to all aspects of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, harassment and any other employ-

 See GOODWIN, Page 5

Stop in and talk to Miah about IN-STOCK carpets, laminates, vinyl and tile.

2337 3rd Avenue, Lewiston, ID 83501

208-743-7858

ly 1/3 of all recent existing home sales were either short sales or foreclosures.

A short sale is a transaction in which the lender, or lenders, agree to accept less than the mortgage amount owed by the current homeowner. In some cases, the difference is forgiven by the lender, and in others the homeowner must make arrangements with the lender to settle the remainder of the debt.

Jeremiah Wynott Manager

Bob McClain

Lewiston native Bob McClain has joined Bank of America Home Loans as a mortgage loan officer for the valley and the surrounding area.

McClain has more than 20 years’ experience in the home loan industry.

Bank of America Home Loans serves nearly one in five home loans in the United States.

Ozeran brings smart liposuction to the valley Dr. Steven Ozeran, a boardcertified plastic surgeon in Lewiston, has begun using a laser-assisted liposuction procedure. This allows a doctor to target small areas of the body, especially where patients have localized fat de-

posits. According to Ozeran, healing time for Smartlipo LaserBodySculpting is much faster than for traditional liposuction, which is also more invasive, and thus the patient is able to return to normal activities much sooner.

Joe Arellano earns CRS designation

Joe Arellano

Business Profile

Joe Arellano, owner of Quad Cities Realty of Lewiston, has earned the Certified Residential Specialist designation.

The Council of Residential Specialists, an affiliate of the National Association of Realtors, awards the CRS title to realtors who have demonstrated professional expertise in the field of residential real estate.

Less than 4 percent of realtors nationwide have the CRS designation.

MONDAY, APRIL 19, 2010

GOODWIN

From page 4

ment term or condition.

Age: The law forbids age discrimination against people who are 40 or older.

This applies to employers with 20 or more employees.

Disability: Disability discrimination occurs when a covered employer (15 or more employees) treats an individual unfavorably because he or she has a disability, has a history of a disability or is believed to have a physical or mental impairment. The law also requires an employer to reasonably accommodate a person with a disability unless it results in “undue hardship” (significant difficulty or expense).

Equal pay/compensation: The law requires that men and women in the same workplace be given equal pay for equal work (determined by job content).

Employer coverage varies based on specific laws (refer to the EEOC Web site for additional information).

Genetic information: This protection arises from one of the most recent pieces of legislation to go into effect (November 2009). It is illegal for an employer, with 15 or more employees, to discriminate against individuals because of genetic information, including information about genetic tests of the individual or his/her

family and information about any disease, disorder or condition of an individual’s family (such as family medical history).

National origin: The law prohibits employers with 15 or more employees from treating people unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background.

Pregnancy: This form of discrimination involves treating women adversely because of pregnancy, childbirth or a medical condition related to pregnancy or childbirth and applies to employers with 15 or more employees.

Race/color: The law prohibits race discrimination — treating someone unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture) — and color discrimination, treating someone unfavorably because of skin color complexion. Discrimination can also involve treating someone adversely because the person is married to (or associated with) a person of a certain race or color. Employers with 15 or more employees are affected.

Religion: The law forbids employers with 15 or more employees from discriminating based on an individual’s religious beliefs or because he or she is married to (or associated with) an individual of a particular re-

 Business on the Go

We want to know what you’re doing. Promotions, new hires, new products — we want to know.

Please call Business Profile at (208) 743-9411, ext. 2243.

Send information to: Business Profile P.O. Box 957 Lewiston, ID 83501 OR businessprofile@lmtribune.com MONDAY, APRIL 19, 2010

ligion or because of his/her connection with a religious group. The law also requires employers reasonably accommodate an employee’s religious beliefs/practices, unless it would result in undue hardship. Common religious accommodations include flexible scheduling and voluntary shift substitutions or swaps.

Retaliation: All of the EEO laws make it illegal to fire, demote, harass or otherwise retaliate against individuals because they filed a discrimination charge, because they complained to their employer about job discrimination or because they participated in an employment discrimination proceeding. Employer coverage varies based on specific laws (refer to the EEOC Web site for additional information).

Sex: Sex discrimination involves treating someone unfavorably because of that person’s sex or because of a connection with an organization/group generally associated with people of a certain sex. This protection naturally extends to harassment based on sex, such as sexual harassment. Employers with 15 or more employees are covered.

Even though it’s possible that your specific business, because of its size, is not covered under the various existing employment laws, there is a rule of thumb I recommend following: While an employer may not be covered under the letter of the law, it is still always advisable to follow the spirit of the law. Basically, equal opportunity is just that — treating people equally and fairly based on job-related factors such as qualifications, skills, education, experience, expertise and knowledge.  Goodwin is an associate professor in the business division at Lewis-Clark State College on the Lewiston campus.

Business Profile

The next Level

commentary

Rene JohnstonGingrich

Are customers raving about your business?

When delivering customer service seminars, I often open with a discussion of participants’ experiences with customer service both good and bad. The bad experiences are juicier and infinitely more fun to talk about. However, there is a lot to learn from the good customer service experiences.

As business owners, we work hard to be on the cutting edge, explore new opportunities and capitalize on trends while sometimes failing to observe what other businesses are doing well and what we can learn from them. Exceptional customer service is a fine art that takes time, the right people and the right training to

 See GINGRICH, Page 6 5

THE JOB COACH Be sure of your ingredients before you start cooking Have you ever looked at a dish of food that just made your mouth water, took a deep smell, and just knew the taste would be delightful and satisfying? But when you bit into the pasta or dessert,

the taste was like cardboard or so salty you had to spit it out? The disappointment you feel can range from embarrassment to disgust at being misled by the sight and smell that enticed you to take

that bite. That is how some employers and job seekers think the hiring process goes at times.

Experienced employers

GINGRICH

This has consistently been my experience. It does not matter that I am typically staying in the “low rent” part of the hotel; I am treated like a Rockefeller every time.

This business has created an organizational culture with a policy of treating every guest as if she is the most important person to ever enter the door. How can we create this type of culture in our own businesses? Training.

Investing time in employee training that helps your entire team understand how creating a memorable and positive experience works to create long-term benefits and develop and maintain a loyal customer base.

The second example highlights a health food store in our region. What the staff does exceptionally well: product knowledge and salesmanship. The staff is so well-trained they can make recommendations about products and provide useful information to help you make informed buying decisions.

I believe one of the reasons this business is so successful is that, beyond knowing their products inside-out, the employees can read people.

They have the salesmanship skills needed to recognize just how much help a customer wants (or in some cases doesn’t want). Some customers like the hand holding; others want to be left alone to ponder. How do we ensure we have employees in place who are well-versed in product knowledge as well as top-notch sales skills? Training. Training programs that focus on product knowledge and selling skills will build employee confidence. The right training will, in turn, increase revenue.

Finally, we take a look at a jewelry store in our area.

What the staff does exceptionally well: provide you with a comfort level and an understanding of value when making major purchases.

They take the time to get to know their customers. This is no small feat. When purchasing high-end items, we want to know the selection we have made is one of quality and value, and having staff who treats us like friends and family reinforces that feeling. There is an art to providing customers with enough information and a level of service to ensure they walk out feeling good about the money they left behind and the item they bought is going to be something of lasting value. Finally, how do we ensure our staff embraces

From page 5

develop.

There are several businesses in our region that deliver great customer service.

I would like to focus on three organizations in particular I have recently observed delivering outstanding customer service. I believe each offers the complete package of outstanding customer service, but each also offers a look at one specific dimension it delivers exceptionally well.

These aspects are just a few of the elements involved in delivering outstanding service and are a great place to begin.

Much can be learned by observation, and it is worthwhile to examine and emulate proven models of success.

The first example is a luxury hotel in our region. What the staff does exceptionally well: Make every customer feel like a VIP every time.

6

 SEE LARSON, PAGE 7

BUSINESS PROFILE

COMMENTARY

Darlene Larson the concept of consistently providing this dimension of service? Training. Training that teaches the benefit of putting customers at ease and ensuring their shopping experience is memorable.

When a quality experience is had by the customer, it increases the likelihood of repeat and referral business.

Many organizations model successful customer service practices. Maintaining the competitive edge involves ongoing learning and striving for constant improvement.

When we witness the delivery of outstanding service we can ask ourselves if this dimension of service is being delivered in our organizations or if we need to implement training programs that reinforce these ideals.

Learning how to make our customers feel important and appreciated, making sure they are well-informed and communicating the value of the goods and services we provide are crucial aspects of providing outstanding customer service. Perhaps it’s time to ask ourselves if our businesses are providing customer service that others work to emulate.  Johnston-Gingrich has been a business owner in the Lewis-Clark Valley for 15 years.

She works as an independent trainer and consultant and is an adjunct faculty member with Lewis-Clark State College’s business division. She may be contacted through her Web site at www.rjitac.com.

MONDAY, APRIL 19, 2010

LARSON

break that job offer.

Circumstances and attitudes change once you leave a position and have replaced by a different From page 6 been personality. Be careful about can make the most boring, asking someone who has given dead-end job sound like you a critical evaluation or a nirvana, attracting a larger hard time on the job. If you pool of applicants so they can have a choice and had two find the right person for their supervisors, ask the one who company. Job-seekers use supported you or gave you their ability to use words to kudos while you were involved make themselves look more in that position, even if it was a qualified for a job. The goal volunteer job. is to make yourself appealing So many people carry cell on paper, as well as in person, phones that they are no longer so you have a better chance to listed in the phone book and “sell yourself” to an employer so, please, track the possible at the job interview. references down and get their An important part of that current complete addresses, appeal is having a complete where they are working, their and current list of references positions, phone and e-mail adavailable when an employer dresses and make a typed list. asks for them. Do not include A better strategy would the list with your application be to get a reference letter in or resume; if the employer is writing before either of you interested, she will ask you leaves a business or workfor your references. Have the ing relationship. A written list available at all times, as reference carries more clout the right moment might come when written on company letwithout warning. terhead. Excellent references References are important. may be former employers, With the ease of new technolsupervisors, co-workers, forogy, many employers check mer coaches, military personreferences now more than nel, volunteer supervisors, ever because of fraud and haprevious major customers or rassment issues. It is imperaanyone in your past who has tive to get permission from worked closely with you over a your references before you period of time. list their contact information Someone who has known on your job application or on you for a few years can attest your reference sheet. Keeping you are a good, trusting, honin touch with individuals from orable team member or you your past is an important part are steadfast, detail minded, of your networking and job take direction well or are search. reliable, physically capable It is surprising and shocking or savvy with technology. You to use a reference and have want someone who will say that person badmouth, slander positive things about your or give you a bad reference or skills that directly relate to the a lukewarm response. Human position you are seeking. You resource personnel can tell by may need to have different the tone of voice of your refer- reference lists available for ence whether she is supportdifferent types of positions. ive of you. The reply might The best thing you can do even be, “Who?” The first for yourself is get a written question most employers may reference before you and this ask is, “Can you describe how person part ways or leave that you know (John or Jane Doe)? same place of employment.

For how long?” The attitude Never give away an original and tone of voice can make or reference letter; protect it in

archival safe covers, and make several neat copies on good quality paper to give prospective employers.

Many businesses are closing; get that letter before the door slams. One client had four jobs and was out of the workplace for about 10 years.

When she went back to former employers she found all four possible references had died.

You may have to be creative when thinking about whom to ask. Former teachers, your religious leader or a long-time acquaintance may be willing to support you. Do not ask your mom, uncle, or sister to vouch for you; the same goes for your doctor or lawyer you may see once a year on personal matters.

When someone does agree to be a reference for you, give her a current copy of the resume you want the reference to support. After you get a job, write all of your references a handwritten note, not an e-mail, to thank them for their support and to let them know

where they can contact you.

You may be doing business together again in the future, and they will be pleased they could help you out.

If you are currently employed, a prospective employer should ask your permission before contacting your employer. It is fine to tell them you are uncomfortable having them contact your current employer at this time, but have alternatives to hand them immediately.

There are supposed to be 1001 ways vinegar can be used, from solving cleaning problems to improving health or the taste of food. There are about that many ways references, resumes and job searches can be done; some are successful and smell good, some go sour, some are embarrassing and some are joyful and sweet. Keep looking until you find your piece of the pie.  Larson is a retired employment specialist and job trainer. She may be contacted at darlarson@clearwire.net.

Complete and compelling. All the news you need.

MONDAY, APRIL 19, 2010

Business Profile

7

cover story

At work in the garden Fuchs Flower and Garden Center took root in Clarkston in 1918, and 92 years later, there’s always something growing

By Mary Tatko

Of Target Publications

When casual gardeners buy flats of tiny flowers and vegetables, they might think of those plants as the first step in gardening. But the owners of Fuchs Flower and Garden Center will tell you each little plant represents a good deal of work and planning long before it goes home to become step one in a customer’s garden.

It starts with planning, because selling geraniums in the summer, mums in the fall, poinsettias at Christmas and shamrocks in March means something is growing all year long.

“This week, we’re ordering poinsettias,” Fuchs coowner Susan Culletto said — one day earlier this month.

“People are thinking gera- SUSAN CULLETTO niums, and we’re ordering for winter.”

Meanwhile, greenhouses full of geraniums are coming ready for spring planting. By summer’s end, Fuchs will sell 55,000 to 60,000 geraniums, the store’s signature flower, both to retail customers such as Fred Meyer and to individual customers at its own garden center.

Culletto, her brother Chris Fuchs and sister-in-law Dona Fuchs, who own the business together, gave a quick tour as they described how it operates. They led visitors through an expanse of greenhouses behind the garden center, as well as a transplanting room where “pony packs” and “jumbo packs” of tomatoes, peppers and eggplant moved along a conveyor belt while employees loaded trays of plants onto carts.

The first stop on the tour, though, was a large shed where a full-size cement mixer churned

“This week, we’re ordering poinsettias. People are thinking geraniums, and we’re ordering for winter.”

 See GARDEN, Page 9 8

Tribune/Steve Hanks

Workers at Fuchs Flower and Garden Center transplant seed starts into larger containers.

Business Profile

MONDAY, APRIL 19, 2010

cover story

Tribune/Steve Hanks

Chris Fuchs

GARDEN

From page 8

the rich, brown soil that would fill waiting green plastic flats.

“We make our own dirt mix,” Chris Fuchs explained.

Then there’s a machine that plants seeds.

“Ninety-five percent of what we do we seed ourselves,” Fuchs said.

In a large greenhouse, flats of newly sprouted plants covered the floor like a carpet while baskets of larger plants — Fuchs sells about 12,000 hanging baskets each spring — dangled from above.

As a young man watered the hanging flowers, Culletto reflected on the process.

People sometimes complain about the price of the starter plants nurseries sell, she said. “But they don’t realize there are so many steps to get the product perfect.”

A Labor of Love Chris and Susan, along MONDAY, APRIL 19, 2010

Dona Fuchs and Susan Culletto. with five other siblings, grew up in a house right next to the store.

For years, it was a seasonal operation, keeping parents Gus and Julie Fuchs busy three or four months each year. As the children grew, they saw the business grow, with Gus expanding its growing capacity one greenhouse at a time.

“He used to build a greenhouse for each kid,” Chris said.

Today, Fuchs Flower and Garden Center occupies more than five acres, with 23 greenhouses on its main campus and 16 more across the street.

The Clarkston garden store and nursery and floral delivery are the parts of Fuchs most valley residents see, but half the business is now wholesale, covering a 240-mile radius.

Retail stores such as Yoke’s and Fred Meyer in Spokane,

Tribune/Steve Hanks

Fuchs Flower and Garden Center Inc. Location: 1252 Chestnut St., Clarkston Owners: Chris Fuchs, Dona Fuchs, Susan Culletto Products/services: floral delivery, garden shop, nursery, wholesale Employees: Varies seasonally with up to 55 employees. Nineteen year-round.

History: The business was founded in 1918 by Chris and Susan Fuchs’ grandfather, Frank. It was incorporated in 1982 and operated by Chris and Susan’s father, Gus, until they, along with sister-in-law Dona, bought him out when he retired in 1995. for which Fuchs is a primary grower, rely on plants grown in Fuchs’ Clarkston greenhouses to stock their garden centers.

Spring is the busiest time, and May the biggest month of all, Chris Fuchs said, but the store grows and ships plants year-round, including flowering kale and cabbage in the

Business Profile

fall, poinsettias at Christmas and shamrocks for St. Patrick’s Day. “There’s a slow time in January for maybe two weeks, and that’s it,” he said.

From early April until Father’s Day, the business is open seven days a week.

 See GARDEN, Page 12 9

“Sightings on the Web” CAMERAS-PHOTOGRAPHY

APPLIANCES

Howard Hughes Appliance www.hhughes.com

ASSISTED LIVING & DEMENTIA CARE

Guardian Angel Homes

www.guardianangelhomes.com

ATV-MOTORCYCLES Guy's Outdoor Equipment www.guysoutdoor.com

AUTO DEALERS

Ambassador Auto www.ambassadorauto.com Chipman Taylor Chevy Olds www.chipmantaylor.com Herres Chevrolet www.herreschevy.com

FENCING

Wasem's Drug www.wasems.com

Lucky Acres L.L.C. www.luckyacres.net

CAMPERS-RV

FINANCIAL INSTITUTIONS

Krueger's RV www.Kruegers-rvs.com Travelland R.V. & Canopy www.travelland-rv.com

CERTIFIED PUBLIC ACCOUNTANT

Su Brown & Associates, PLLC www.subrown.com

CHAMBER OF COMMERCE

Banner Bank

www.banrbank.com

FLOORING

Floor Coverings™ International lewiston.floorcoveringsinternational.com

FUNERAL HOMES

Mt. View Funeral Home

www.MtViewFuneralHome.com Merchant Funeral Home

Lewiston, ID Chamber of Commerce www.lewistonchamber.org

www.MerchantFuneralHome.com

CHURCHES

Sylvan Furniture

Abundant Life Church www.abundantlc.org Orchards Community Church www.lewistonocc.org Warner Avenue Alliance Church www.warneralliance.com

CREDIT UNIONS

FURNITURE

www.sylvanfurniture.net

GRAIN DEALERS Almota Elevator

http://users.colfax.com/almota

HARDWARE

Erb Hardware

James Toyota www.jamestoyota.com Paradise Ford Mercury www.paradisefordmercury.com

Potlatch No. 1 Federal Credit Union www.p1fcu.org

www.aceretailer.com/erbslewiston

Vern Eide Motorcars www.verneide.com

DENTISTS

St. Joseph Regional Medical Center

John J. Johnson D.D.S., P.C.

INTERNET SERVICES

www.yourvalleysmile.com

www.cableone.net

Palouse Oral & Maxillofacial Surgery

First Step Internet

James E. Pierce, D.D.S. www.LewistonDentist.com

LIBRARY FOUNDATION

Dr. David Wilkinson, DDS, MS www.wilkinsonortho.com

www.lewistonlibraryfoundation.org

BEAUTY SCHOOLS-SALON

Headmasters School of Hair Design www.headmastersschoolhairdesign.com

BOOKS ...and BOOKS, too!

http://andbookstooonline.com/

BUSINESS SERVICES Valley Vision, Inc.

www.lewis-clarkvalley.com

Dentistry "4" Children, LLP www.wigginsd4c.com Making Valley Smiles Brighter since 1997

www.palouseoralsurgery.com

HOSPITALS

www.SJRMC.org Cable One.net

www.fsr.com

Lewiston Library

255918AR-10

10

Business Profile

MONDAY, APRIL 19, 2010

Website Directory of Area Businesses and Organizations NEWSPAPERS

Lewiston Tribune

www.lmtribune.com Moscow Pullman Daily News

www.dnews.com

PORTS

Port of Clarkston

RECREATION CENTER

Orchard Lanes www.orchardlanesbowling.com

RECYCLING Lewis-Clark Recyclers, Inc. www.LCRI.net

www.portofclarkston.com

REHABILITATION SERVICES

www.portoflewiston.com

www.oui.org

Port of Lewiston

Opportunities Unlimited

PUBLIC LIBRARIES

RVS

TELEVISION STATIONS KLEW News

www.klewtv.com

TRAVEL-OREGON

Ocean Terrace Condominiums Lincoln City, OR

www.oceanterrace.com

USED AUTOS

www.cityoflewiston.org/library

www.lewistonrvcenter.com

Lewiston RV Center

Clarkston Auto Sales, Inc. www.clarkstonautosales.com

REAL ESTATE-SERVICES

SEWING MACHINES/SERGERS

WEB DEVELOPMENT

Alliance Title & Escrow Corp.

www.sewline.com

www.fsr.com

Lewiston City Library

www.alliancetitle.com Assist-2-Sell

www.lewistonclarkstonhomes.com Cindy Perttu

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Business Profile

11

COVER STORY Dona Fuchs Age: 60 Residence: Clarkston Family: husband Richard; three daughters, Michelle Frost, Melinda Paris, Denice Flerchinger; 10 grandchildren, two greatgrandchildren Education: Lewiston High School, 1968 Community: Clarkston Chamber of Commerce member, Holy Family Church

Tribune/Steve Hanks

Tiny plant starts are ready for transplanting into bigger containers.

GARDEN

From page 9

“We feel like we live here,” Dona Fuchs said.

“Crazy,” was how Culletto described spring at Fuchs.

As demanding as the business has become, it’s obviously a labor of love for the Fuchs family.

Gus Fuchs, 91, officially retired in 1995, when Chris, Susan and Dona bought him out, but until about three years ago he still came in every day for two or three hours. He still stops to visit now and then.

During one of those recent visits, he strolled through a

greenhouse filled with flats of young plants as his children described the growing process. The elder Fuchs, who joked he’d have worn a tuxedo if he’d known he was going to be photographed for the newspaper, refused to name a favorite flower, saying only, “They’re all pretty.

Some smell, some don’t.”

Sister-in-law Dona Fuchs, who handles paperwork, is as much a part of the family as the siblings who grew up beside the greenhouses. When Julie Fuchs died in 2002, it was Dona, with her knowledge of the family and business, who helped write the obituary.

“Mom helped run this busi-

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ness forever,” Dona said.

Times Change As they headed back into the store, Chris Fuchs and Culletto reminisced about making wooden flower boxes when they were children.

They were paid 2 cents per box, money they used to buy candy.

Early on, the children used a hammer and nails to assemble the boxes. Later, when their dad “got a little nicer,” Chris said, laughing, they had a staple gun.

“Now it’s all plastic,” Culletto said.

Though plastic containers might lack the romance of wooden boxes, they have definite advantages.

“It’s all lighter,” Dona Fuchs said. “It was heavy back then.”

That difference in weight is important when the businesses’ small fleet of trucks carries 74 carts, each containing 30 to 33 flats of plants, a day to wholesale customers throughout the region.

Plastic packaging is just one example of how the business has evolved. “Times have changed,” Chris Fuchs said.

Business Profile

Tribune/Steve Hanks

Even at 91, Gus Fuchs still comes over to check out the flowers.

One of the biggest challenges today is balancing the work that needs to be done with the number of employees it takes to do it.

“This industry is really labor intensive,” Chris Fuchs said. “And labor costs are high.”

They’ve seen an increase in job seekers, this year especially. That’s not a bad thing for a

 See GARDEN, Page 13 MONDAY, APRIL 19, 2010

COVER STORY

BETTER BUSINESS BUREAU

Susan Culletto

Chris Fuchs

Age: 55 Residence: Clarkston Family: husband John; daughter Christine; son Cody Education: Clarkston High School, 1972 Community: Clarkston Chamber of Commerce member

Age: 52 Residence: Clarkston Family: wife Christle; sons Kelby, Joshua and Issac; stepsons Chris and Corey Brown Education: Clarkston High School, 1976 Community: Clarkston Chamber of Commerce member

GARDEN

From page 12

business that adds more than 30 jobs seasonally, but Chris Fuchs said they also lose employees when those who came to them out of work get rehired into full-time jobs.

Always Fresh Having been around as long as it has, the business has a reputation that extends beyond the valley. “We have people that come up from Boise,” Dona Fuchs said.

Because they grow most of what they sell (fresh flowers for arrangements being the exception), the Fuchs almost always have exactly the nursery items

customers want on hand.

Culletto smiled as she described a common scenario: People see a plant they like and ask “Are you going to get any more of these in?”

What they don’t realize, she said, is another flat of whatever they’re looking for probably is as close as a greenhouse out back.

“We’ve got our supply here,” Culletto said.

“And they’re always fresh,” Dona Fuchs added.

As the weather warms and people’s thoughts turn to planting those fresh young plants, local gardeners might keep one bit of advice from Dona Fuchs in mind: “The rule of thumb is you do not plant until the first of May,” she said. “But people don’t wait that long.”

The ground, if not the sky, of air passengers is getting friendlier Ah, business commuting. What could be more irritating than sitting in a cramped, too-hot airplane for a long, long time waiting to take off while your suit wrinkles and your throat dries up? You have an important meeting at the other end and you’re starting to feel anxious.

The bad news is that complaints to Better Business Bureau about airlines have increased by more than 170 percent in the last five years. But good news is on the horizon: New rules and

 SEE DOERING, PAGE 14

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Business Profile

COMMENTARY

Respecting People. Impacting Business.SM BUSINESS PROFILE

13

book review

Book offers insights on modern, engaging presentations

By Richard Pachter Of The Miami Herald

“Presentation Zen Design: Simple Design Principles and Techniques to Enhance Your Presentations” by Garr Reynolds; New Riders, 252 pages ($34.99).

I really liked Garr Reynolds’ “Presentation Zen,” which provided a very smart way of thinking about PowerPoint and other ways that we convey information to persuade, inform and inspire groups and

DOERING

individuals. Unfortunately, we still encounter too many people who didn’t get the memo. The presentations and “decks” are dense, wordy, convoluted and soulless.

Reynolds’ understanding of the need to establish an emotional connection between the audience and the subject, and not to throw piles of stultifying data and glitzy images at them, was refreshing. But the author — a corporate veteran — has a powerful sense of whimsy and valued creativity in all its

effect by April 29 to improve customer protection when flying in the United States: Customer Complaints From page 13 — Airlines are now required to acknowledge customer regulations go into effect complaints within 30 days this month to provide better and address the issue within consumer protection for air 60 days. travelers.

Tardy Takeoffs — DOT is According to the Departnow allowed to penalize airment of Transportation, most lines for any domestic flight complaints against airlines that is more than 30 minutes are about flight problems late on at least half its trips — including delays and each month for four months cancellations — and lost in a row. baggage. Some more famous Tarmac Tribulations angry customers took their — Airlines are required to complaints online in the last provide adequate food and year by performing songs potable drinking water for like “United Breaks Guitars” passengers within two hours for YouTube or posting vidof the aircraft being delayed. eos of being stuck for hours Lavatories must also remain on the tarmac with other available and operable. If the angry passengers. plane is delayed more than “Harried air travelers three hours on the tarmac, it have grown increasingly anmust return to the gate and gry and vocal both online and deplane the passengers-baroffline about how they feel ring any safety or airport they are being treated and disruption concerns. the federal government is Web Site Wait Times taking notice,” BBB spokes— Airlines are required to woman Alison Southwick display flight delay informasaid. “These new regulations tion on their Web site for each domestic flight they will hopefully result in hapoperate. The Wall Street pier fliers and fewer complaints to BBB.” Journal reports, however, Following are the new DOT the airline industry is askregulations that will go into ing for an extension on the 14

manifestations. This new book is a really worthwhile continuation of the “Presentation Zen” theme.

While just about every biped with a computer these days thinks they’re a designer, the smart folks still leave the dangerous stuff to the professionals. Yet Reynolds boldly goes, regardless, and attempts to teach the principles of design to the PowerPoint crowd. This is fairly audacious, but because he’s such a knowledgeable guy, deft designer and all-around brilliant person that he actually

pulls it off.

Of course, being a great presenter helps quite a bit, and he pulls out all the stops in telling and showing just how it’s done, with plenty of great examples.

Type, white space, images, contrast, humor, metaphor and just about every element of design are at least touched upon or delved into. The question, as always, is whether or not those who need this book, the ones who stand the most to gain from it, will buy it and actually read and follow its instructions.

deadline for compliance on this specific issue because of technology constraints.

Relaying Your Rights — Airlines must include a customer service plan on their Web site which, as recommended by DOT, would outline the company policies in regard to overbooking, baggage handling, customer complaints and many other customer service issues.

More information on these new rules can be found online at www.regulations. gov/search/Regs/home Upset airplane passen-

gers are encouraged to file a complaint with both the DOT, www.airconsumer.dot.gov/ problems., and BBB, www. odr.bbb.org/odrweb/public/ getstarted.online.

For more information you can trust on your travels visit www.bbb.org/us/ consumer-tips-travel/.  Doering is a charity review and grants coordinator for the BBB serving eastern Washington, northern Idaho and Montana. She may be contacted at hdoering@spokane.bbb.org or (800) 248-2356.

INDIVIDUAL BANKRUPTCIES FOR MARCH, BY COUNTY A B C 0 D E F G H 0

3

7 5 2

12 7

2

A — Asotin B — Clearwater

Business Profile

7

4

6

C — Garfield D — Idaho

8 E — Latah F — Lewis

10

12

14

G — Nez Perce H — Whitman MONDAY, APRIL 19, 2010

RECORDS: MARCH

 ADDICTION INC. — Jeremiah Hanson, Internet sales, 1106 14th Ave., Lewiston.  BIG DAN’S — Daniel Moore, retail sports fitness, 908 Seventh Ave., Lewiston.  BIG DEAL COMMUNICATIONS — Big Deal Enterprises, communications, 1118 17th Ave., Lewiston.  COFFEE TALK — Kass Wilponen, cafe, 1702 21st St., suite 114, Lewiston.  CURT OLIN — Curtis Olin, lawn maintenance, Asotin.  DICK ROBERTS — Dick Roberts, flight instruction,

 GOSPEL COVENANT PUBLICATIONS — Justin Rawson, Internet book publisher, 428 Preston Dr. Apt. B, Lewiston.

 SHAWN’S STYLES — Shawn Province, beauty salon, 709 Burrell Ave., Lewiston.

 NATE LUTHER’S GUIDE Service — Nate Luther, guided tours, 2235 Grelle Ave., Lewiston.

FREE Pre-Sale Home Inspection for sellers Call ME for details!

 H.E.A.R.T MINISTRIES — Misty Stoger, ministering to jails and prisons, home fellowship, Clarkston.

Steve Donovan

 LARRY BIRGER JR. — Larry Birger Jr., repair, handyman, 1732 Fifth St., Lewiston.  LARRY’S YARD MAINTENANCE — Larry Obi, yard maintenance, Clarkston.

208-413-0494

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HOUSING MARKET UPDATE

 LIL MANZ — Reb Revels, Paula J., mobile concessions, 2014 Birch Dr., Lewiston.

force data, unemployment rates, economic indicators, economic trends, business developments and more.

This newsletter has information for all regions in the state of Idaho and in all labor market areas.

You can view this publication online at http://labor. idaho.gov/dnn/Default. aspx?tabid=696 or by contacting your nearest Idaho Department of Labor office.

Complete and compelling. All the news you need.

MONDAY, APRIL 19, 2010

handcrafts, 2820 Sixth St., Lewiston.

 TOP GUN PAINTING  HIS STORY CHRISTIAN Gift — Becky Ewing, contractor, Center — John Kirschman,  RASPBERRY BRAMBLE painting, 1408 Cedar Dr. CT, Christian gift store, 1702 DESIGNS — Sandy Berg, arts, Lewiston.

21st St. suite 113, Lewiston.

ASK IDAHO DEPARTMENT OF LABOR Question: I am interested in receiving timely information on our local labor market conditions and economy.

Is there something produced on a routine basis that outlines these things and is easily accessible?

Answer: Yes, the Regional Labor Economist, Kathryn Tacke, prepares a quarterly online newsletter, Idaho Employment, that contains monthly nonfarm wage and salary employment, labor

 MAURICE WHITE — Maurice White, repair, handyman, 926 Prospect Ave. Apt. 3, Lewiston.

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 A&K MOWING — Andy Hasenoehrl, landscaping, 1630 South View Point, Lewiston.

4677 Aero Dr., Nez Perce County.

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NEWLY LICENSED BUSINESSES

Records continue on Page 14

LEWISTON, CLARKSTON AND ASOTIN 1. Number of homes on the market as of April 13: 489.

2. Number of homes sold in the last six months (Oct. 1 to March 31): 255.

3. Average sales price of those homes sold in the last six months: $160,827.

4. Average days on the market in the last six months: 136.

MOSCOW 1. Number of homes on the market as of March 31: 168.

2. Number of homes sold in the last six months (Oct. 1 to March 31): 88.

3. Average sales price of those homes sold in the last six months: $196,234.

4. Average days on the market in the last six months: 201.

Source: Multiple Listing Service Sponsored by: Steve Donovan (208) 413-0494

BUSINESS PROFILE

15

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Business Profile

MONDAY, APRIL 19, 2010