The Scoop Online - July 2016

Let’s Sell Emotional Values!

Also Inside

Effective Organic Weed Programs

What About BOB? Out & About Water Re-Source

CRITICAL CHANGES TO EMPLOYMENT LAW How will they affect the green industry?

Vol: 39 No: 7 July 2016 T H E O F F I C I A L P U B L I C AT I O N O F T H E M I N N E S O TA N U R S E R Y & L A N D S C A P E A S S O C I AT I O N

FREE DISPOSAL! Logs Branches Brush Wood Chips

(leaves and stumps not accepted)

We can come to you! Now offering mobile tub and horizontal grinding services. Call for a quote.

Wood Products & Services www.sstree.com | 651.451.8907 405 Hardman Ave. S. | So. St. Paul, MN 55075

Volume 39 No. 7 July 2016

CONTENTS 17

64 20

IN THIS ISSUE 8

Events

10 From the President Trends From Spring 2016 12 MDA Nursery Certificates Cities need nursery certificates if they sell nursery stock, even if only for a day.

51

17 What About BOB? Faith Appelquist explains why you may be noticing and getting more questions about unhealthy oak trees.    

20 SPECIAL SECTION: Employment Law Changes

30 Out & About Photos from visits with MNLA members.

32 Federal Worker Protection Standard Changes, Part II Most of the changes must be implemented by January 2, 2017.

The federal government and the Minneapolis City Council adopted new employment standards in May. In our first article, the lawyers from Zlimen & McGuiness explain the two new regulations and how they are likely to impact your business. Then, Jason Rathe of Field Outdoor Spaces and Tim Malooly of Water in Motion offer their perspectives on the new laws and what action they should inspire green industry companies to take. 

37 Water Re-Source What if the green industry had access to a limitless supply of irrigation water?

Critical Changes to Employment Law

by Bryan Zlimen and Jared Nusbaum, Zlimen & McGuiness, PLLC

61 Welcome to Our Newest Members!

New Employee Regulations: End of Times or New Opportunity?

by Jason Rathe, Field Outdoor Spaces

Whomever Shows Up… Wins by Timothy Malooly, Water in Motion

41 How to Manage an Effective Organic Weed Program Shay Lunseth describes and illustrates in photos that eliminating herbicide use and effectively managing weeds is possible.  

14 Garden Party Join our Foundation fundraiser at Mike and Judy Cunninghams' gardens in Shoreview.

51 Let’s Sell Emotional Values!

Northern Green speaker Ian Baldwin points out that it’s emotional benefits, not technical details, that more often trigger a purchase.    Landscape & Hardscape Install & Design  Garden Services & Landscape Management  Garden Centers  Growers: Nursery & Greenhouse  Irrigation & Water Management  Arborists & Tree Services  All

46 Reality and Action Document how things are now if you want them to change.

62 Sponsor a Student Your gift is matched when you participate in growing tomorrow's industry leaders.

64 Northern Green Master Classes Plan now to take advantage of all three days of Northern Green education.

The Scoop, July 2016, Issue 7, is issued monthly, 12 times per year.

All original works, articles or formats published in The Scoop are © Minnesota Nursery & Landscape Association, 2016, and may not be used without written permission of MNLA, 1813 Lexington Ave N., Roseville, MN 55113. Subscription price is $99 for one year, which is included with member dues. POSTMASTER: Send address changes to The Scoop, MNLA, 1813 Lexington Ave N., Roseville, MN 55113.

Editorial Contributions. You are invited to share your expertise and perspective. Article ideas and manuscripts should, whenever possible, reflect real and specific experiences. When submitting an article, please contact the publisher at jon@mnla.biz or 651-633-4987.

MNLA reserves the right to edit all Scoop content.

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AD LIST MINNESOTA NURSERY & LANDSCAPE ASSOCIATION Successful Businesses Grow Here!

1813 Lexington Ave. N. Roseville, MN 55113 651-633-4987 • Fax: 651-633-4986 Outside the metro area, toll free: 888-886-MNLA, Fax: 888-266-4986 www.MNLA.biz • www.NorthernGreen.org

A Top Notch Equipment ................................................................................... 36 Alliance Designer Products .............................................................................. 50 Anderson Nurseries, Inc. .................................................................................. 22 Arborjet, Inc. ..................................................................................................... 31 Bachman's Wholesale Nursery & Hardscapes .................................................. 11

MISSION: The mission of the Minnesota Nursery & Landscape Association is to help members grow successful businesses.

BFG Supply ...................................................................................................... 40

BOARD OF DIRECTORS

Bullis Insurance Agency .................................................................................... 43

herman roerick, president

Central Landscape Supply 320-252-1601 • hermanr@centrallandscape.com

scott frampton, vice-president

Landscape Renovations 651-769-0010 • sframpton@landscaperenovations.com

tim malooly, cid, clia, cic, secretary-treasurer Water in Motion 763-559-7771 • timm@watermotion.com

randy berg, mnla-cp

Borgert Products, Inc. ....................................................................................... 56

Carlin Horticultural Supplies/ProGreen Plus ..................................................... 31 Central Landscape Supply ................................................................................ 39 Cushman Motor Co. Inc ................................................................................... 54 Edney Distributing Co., Inc. ............................................................................. 53 Erosion Products LLC ....................................................................................... 22 Fury Motors ...................................................................................................... 63

Berg’s Nursery, Landscape/Garden Center 507-433-2823 • randy@bergsnursery.com

Gertens Wholesale & Professional Turf Supply .................................................. 2

matt mallas

GM Fleet and Commercial ................................................................................. 3

Hedberg Supply 763-512-2849 • mmallas@hedbergaggregates.com

Gopher State One-Call ..................................................................................... 33

mike mcnamara

Haag Companies, Inc. ...................................................................................... 13

Hoffman & McNamara Nursery & Landscaping 651-437-9463 • mike.mcnamara@hoffmanandmcnamara.com

john o'reilly

Otten Bros. Garden Center and Landscaping 952-473-5425 • j.oreilly@ottenbros.com

jeff pilla, mnla-cp

Bachman’s, Inc. 612-861-7600 • jpilla@bachmans.com

nick sargent

Sargent’s Landscape Nursery, Inc. 507-289-0022 • njsargent@sargentsgardens.com

cassie larson, cae

Hedberg Supply ............................................................................................... 59 Hiway Federal Credit Union ............................................................................. 45 Jeff Belzer Chevrolet .................................................................................. 34–35 KTI Fencing, Inc. ............................................................................................... 24 Landscape Alternatives Inc. .............................................................................. 31 Maguire Agency ............................................................................................... 22 Midwest Transmission Center / DBA Clutch & U-joint Proven Force ............... 22

MNLA Executive Director 651-633-4987 • cassie@mnla.biz

Mississippi Top Soils ......................................................................................... 55

STAFF DIRECTORY

Plaisted Companies ............................................................................................ 7

Cassie Larson, CAE • cassie@mnla.biz

RDO Equipment Co. ........................................................................................ 33

membership director & trade show manager:

Resultants for Business, Inc. (RFB) .................................................................... 54

executive director:

Mary Dunn, CEM • mary@mnla.biz communications dir.: Jon Horsman, CAE • jon@mnla.biz education/cert manager: Susan Flynn • susan@mnla.biz

regulatory affairs manager: Jim Calkins • jim@mnla.biz administrative asst: Gayle Anderson • gayle@mnla.biz accountant: Kris Peterson • kris@mnla.biz foundation program coordinator:

Out Back Nursery ............................................................................................. 61

Rock Hard Landscape Supply division of Brian's Lawn & Landscaping, Inc. .... 43 S & S Tree and Horticultural Specialists .............................................................. 4 Tri-State Bobcat, Inc. ............................................................................ 16, 42, 49 Truck Utilities, Inc. ............................................................................................. 39

Paulette Sorenson • paulette@mnla.biz

Unilock .............................................................................................................. 60

advertising sales: 952-934-2891 / 763-295-5420

Versa-Lok Midwest ........................................................................................... 26

Faith Jensen, Advertising Rep • faith@pierreproductions.com Betsy Pierre, Advertising Mgr • betsy@pierreproductions.com legislative affairs consultant: Doug Carnival

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Volume 39 No. 7 July 2016

➾ G OS C

MNLA .biz

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Wheeler Landscape Supply .............................................................................. 48 Ziegler CAT ......................................................................................... Back Cover

➾ C ALE N DAR

MNLA Event

MNLA Event

JUL26

JUL27

WIDMER GOLF TOURNAMENT

2016 GARDEN PARTY

Keller Golf Course, Maplewood

MNLA.biz

JUL28 BAILEY NURSERIES ANNUAL CUSTOMER EXPO

Shoreview, MN

➾

Join your fellow Hackers for Horticulture at the 26th Annual Widmer Golf Tournament.

An awards reception immediately follows the tournament with a chance to win great prizes. Proceeds benefit the MNLA Foundation Research Fund.

This year’s event will take place at an amazing garden that was recently showcased in the StarTribune. Bring your family and friends to see this beautiful garden and help support the MNLA Foundation.

Saint Paul, MN With a new theme and fresh schedule, Bailey Nurseries is excited to announce its 2016 Annual Customer Expo in Minnesota: From the Farm to the Garden.

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MNLA.biz

MNLA Event

AUG10

MNLA Event

AUG5 LANDSCAPE DESIGN TOUR: In Partnership with the Perennial Plant Association 614-771-8431 perennialplant.org

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This year we are partnering with the PPA. Join us for a tour of several Capitol City landscapes, including historic St. Paul landmarks and some amazing private gardens.

MEMBER APPRECIATION SOCIAL

AUG9 TESSMAN COMPANY GREENHOUSE BUYING EXPO The Prom Center Oakdale, MN Tessman is ready to help you with all of your greenhouse, nursery, garden center and landscaping needs!

➾

Mem ber

h Mont

MNLA Office, Roseville 651-633-4987 MNLA.biz Let’s celebrate your awesomeness! All members are invited to a Member Appreciation Social. The event will take place from 5–8 p.m. Food and adult beverages will be provided! Please RSVP at MNLA.biz.

2016 MNLA seminars generously supported by:

SALES • SERVICE • RENTALS • PARTS

MNLA Event

AUG1–5

JUL28

34TH PERENNIAL PLANT SYMPOSIUM

HORTICULTURE NIGHT at the West Central Research and Outreach Center

DoubleTree by Hilton, Minneapolis 614-771-8431 perennialplant.org

Morris, MN wcroc.cfans.umn.edu

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Horticulture Night offers a wide variety of demonstrations, presentations, tours and much more. Admission is free and open to the public.

The Perennial Plant Symposium is in the Twin Cities this summer!

Take part in some or all of the events planned, including landscape, retail and grower tours; lectures, a tradeshow; and an evening farm to table dinner.

AUG2–3 BFG SUPPLY EXPO Earle Brown Heritage Center Brooklyn Center, MN bfgsupply.com Meet with a wide selection of top suppliers for the greenhouse, nursery, and independent lawn and garden industries.

MNLA Event

AUG24 AUG11

AUG11 CARLIN BUYERFEST

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Earle Brown Heritage Center Brooklyn Center, MN

TROE Center, University of Minnesota, St. Paul MTGF.org

carlinsales.com BuyerFest is the annual trade show that brings everyone together under one roof: valued customers, vendor representatives, and great Carlin/ProGreen staff.

U of M/MTGF FIELD DAY

The face-to-face field day is back! See research projects conducted by University faculty and staff first hand. Focus areas will include both turfgrass research and landscape research.

KEY:

Event Education

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MEMBER APPRECIATION SOCIAL Location: Miller Creek Lawn & Landscape / Garden Center, Hermantown MNLA.biz Let’s celebrate your awesomeness! All members are invited to a Member Appreciation Social. The event will take place from 5–8 p.m. Food and adult beverages will be provided! Please RSVP at MNLA.biz.

AUG5 GARDEN CENTER TOUR: In Partnership with the Perennial Plant Association 614-771-8431 perennialplant.org This year we are partnering with the PPA for the summer retail tour. Join us as we visit several local garden center locations. Take away great ideas to implement at your own garden center!

MNLA Event

SEPT21 MNLA SHOOTOUT Minnesota Horse & Hunt Club, Prior Lake, MN MNLA.biz Don’t miss this annual sporting clays charity event that raises money for scholarships!

The course runs at a beginner’s level — the focus is on fun. Proceeds benefit the MNLA Foundation Scholarship Fund.

All information on these and other industry events are online at MNLA.biz. july 16

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âžž F R OM THE PRESIDEN T

Trends From Spring 2016 As we look back on the beginning of spring into summer 2016, I must say, what a great year it has been!

Herman Roerick

Central Landscape Supply, Inc.

Things got off to an early start in March this year, and I have not seen this kind of weather in Minnesota for at least 25 years. I don’t remember a spring like this!

Garden centers have had a great start with many reorders and we have a surplus in many products throughout the industry. A couple of products that have been selling really well in the garden centers and the landscape trade have been baled pine straw, and we are also seeing a strong demand in the rubber mulches, unlike in recent years.

We have seen good amounts of rain and weekly ratings for all the newly planted trees and shrubs in the landscapes and field production have been great. Landscape contractors in the industry are also are seeing a strong year with projects booked out until August, September, and some have even booked through the entire season! This is great news to hear in an area that has seen some recent declines, so excellent work to those contractors making progress. Outdoor kitchens as well as Outdoor Living Spaces have seen large hikes in product sales, and these will very likely continue to grow.

I wish all of our members successful business this summer, and I am really looking forward to seeing you at some of the upcoming MNLA events. Enjoy the nice weather, and good luck to you all!

HERMAN ROERICK can be reached at: hermanr@centrallandscape.com.

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Your Trusted Partner

BachmansWholesale.com

©2016 Bachman’s Inc.

Bachman’s is the premier wholesale supplier of locally grown plants and quality hardscape products. With service, selection, and expertise top of mind, find all you need at Bachman’s to make your clients’ landscape dreams a reality.

Nursery Wholesale: 651-463-3288 • Fax: 651-463-4747 • 800-525-6641 • 6877 235TH ST. W., Farmington, MN 55024 Hardscapes Minneapolis: 612-861-9266 • Fax: 612-861-9269 • 6010 Lyndale Avenue South, Minneapolis, MN 55419 Hardscapes Farmington: 952-469-9665 • Fax: 952-469-9674 • 23004 Cedar Avenue South, Farmington, MN 55024

➾ MDA

NURSERY CERTIFICATES CITIES N EED N UR SERY C ERTI FI C ATES I F T H E Y S E L L N U RS E RY S T O CK, E V E N F O R A D AY Mark Schreiber

Supervisor, Nursery Inspection & Export Certification Unit

Minnesota Statutes, Chapter 18H.05, part of the Nursery Law, requires that anyone, including a city or municipality, that sells nursery stock must first obtain a nursery certificate.

Furthermore, the certificate, or a copy, must be visible at the sales location for your customers to see.

that some cities were selling trees and/or shrubs to the public. This responsible and proactive practice has a long history and has improved many urban areas. Many of these cities have valid 2016 nursery stock dealer certificates that allow them to legally conduct these sales; in fact it appears over 400 cities have valid nursery certificates. This puts them on the same playing field as nursery businesses that have nursery certificates.

RECENTLY IT CAME TO OUR ATTENTION

We initiated discussion with several cities and discovered that some were actively selling trees, typically in association with Arbor Day, without a nursery certificate.

Anyone, including cities, cannot offer for sale, sell or distribute trees, shrubs or perennial plants without first obtaining a 2016 nursery stock certificate.

If your city buys the plants it sells (the usual case), your city needs to obtain a nursery stock dealer certificate.

If your city operates a growing range and offers to sell or conduct plant sales to the public your city might require a nursery stock grower certificate.

Minnesota Statutes, Chapter 18H.05, part of the Nursery Law, requires that anyone, including a city or municipality, that sells nursery stock must first obtain a nursery certificate. Furthermore, the certificate, or a copy, must be visible at the sales location for your customers to see. If a nursery inspector finds a person selling nursery stock without a certificate, a Stop Sales Order will be issued and there is an immediate penalty

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due equal to the fee owed ($150 in the case of a typical uncertified dealer). Selling without a certificate also creates an uneven playing field with local nurseries that rely on such sales to remain in business.

Any person may apply for a 2016 nursery certificate online via our website www.mda.state.mn.us. Simply double click on the “APPLY/RENEW A LICENSE” box, select “I need to apply for a NEW license” and scroll down the drop down menu to Nursery Stock Dealer or Nursery Stock Grower Certificate. The cost for a new dealer certificate is $150. The fee for a nursery stock grower certificate is based on the size of your nursery stock production site. There is a small surcharge assessed by the financial institution that handles the transactions.

A paper application can be obtained by scrolling down to the bottom of the “I need to apply for a NEW license” box and click on “Forms & Applications web page.”

Scroll down to Nursery/Greenhouse/Plant and print a hard copy of a Nursery Certificate Application which will allow you to manually complete the form and mail it in with your payment.

IF YOU HAVE ANY QUESTIONS ABOUT THESE REQUIREMENTS, the application process or other issues involving the sale of nursery stock do not hesitate to contact me at mark.schreiber@state.mn.us or Steven Shimek, Nursery Inspection Program Coordinator at steven.shimek@ state.mn.us or telephone Lorraine Englund, Office Administrative Assistant at 651-201-6507.

➾ MNLA FOUN DATION

GARDEN PARTY FUNDRAISER JULY 2 7 , 2 0 1 6 AT TH E R ESI D EN CE O F M I KE A N D J U D Y CU N N I N G H A M , S H O RE V I E W, M N

PLEASE JOIN US on Wednesday, July 27, 2016 to support the MNLA Foundation and to enjoy this charming garden. After a tornado took out 13 mature oak trees in 1998, the void spurred a redesign of the property, resulting in an outdoor haven that now includes three ponds, multiple shade gardens, a roomy fire pit area, and meandering flagstone paths. Specially chosen botanical delights, rustic art, and an imaginative cast of creatures make this garden a pleasure to visit. Roughly 50 birdhouses, all recently repainted, decorate the property. Creatively hung collections of old wagon wheels, pots, saws, gears and tools add interesting flourishes.

Arbors, walkways, a vintage playhouse and colorful fencing break the landscape into themed gardens. Benches and sitting areas welcome relaxation at every turn. The old garage for garden tools was replaced with an Irish Pub-style hideaway for friends. It has everything you’d see in a pub except strangers or paying customers.

Self-guided tours are open from 1–4 p.m. for only $25 per ticket, or enjoy a delicious farm-totable dinner buffet and local beverages for only $90 per ticket. Group tickets are also available.

Registration is available at www.MNLA.biz or complete and return the registration form inserted with the July Scoop. Questions? Contact MNLA Foundation Coordinator Paulette Sorenson at 651-633-4987 or paulette@mnla.biz.

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WHAT ABOUT BOB? Why does my oak appear to be dying?

Faith Appelquist | Tree Quality LLC

BOB-related leaf loss starts at the bottom of the canopy and moves up.

âžž WH AT ABOUT BOB?

While not immediately fatal, if left untreated BOB will eventually lead to depletion of the tree’s food reserves and ultimately cause death.

So far, it appears as if most of the affected trees are in yards, not forests.

Due to the fact that BOB overwinters on dead leaves that stay on the tree, removing fallen infected leaves or pruning away lower branches will do little in terms of disease control.

Once all deciduous trees have lost their leaves, bur oaks affected by BOB stand out because they hang on to scattered dead leaves into winter.

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Leaves become discolored in late summer with yellow wedge shaped blotches.

Once BOB gets established in a tree, it intensifies year after year and can spread to adjacent trees.

W

e have a relatively new leaf disease of bur oaks that is known as “BOB” or bur oak blight (Tubakia). Diseased leaves turn brown and the tree appears to be dying. The symptoms generally occur on the lower branches, but during successive years can intensify, eventually covering the entire canopy.

The disease really needs a warm, wet spring to get it going. A shift in climate, including warmer nighttime temperatures, more humidity, and more spring and summer rainfall may have made this disease more prevalent over the last two decades. The disease becomes noticeable by mid-July, sometimes almost appearing overnight. If you see similar symptoms earlier than mid-summer, it’s most likely something else such as oak wilt or anthracnose.

The infected tree holds onto its curled, brown leaves throughout much of the winter instead of dropping leaves in the fall like healthy bur oaks. Controlling this disease by cleaning up fallen leaves won’t help. Pruning away affected branches won’t help. BOB spreads when the pathogen over-winters in the hanging leaves, which then becomes a source for more fungal spores the following spring. Those spores splash down on emerging leaves when it rains, perpetuating the cycle.

Infected trees will appear healthy and produce new leaves the following spring, only to appear to be dying by late summer. While

The disease really needs a warm, wet spring to get it going. A shift in climate including warmer nighttime temperatures, more humidity, and more spring and summer rainfall may have made this disease more prevalent over the last two decades. it may not kill directly, over time BOB can weaken a tree so that it’s more susceptible to two-lined chestnut borer attacks and other stressors.

The most common treatment for BOB is a trunk injection of Alamo® (proprionazole), which is a fungicide used to treat oak wilt.

Injections are done early in the season (May or June), but at a lower rate than used for oak wilt. A single treatment may benefit the tree for several years. is an ISA Board Certified Master Arborist, an ISA Municipal Specialist MN, and an ASCA Registered Consulting Arborist®. Faith can be reached at faith@treequality.com.

FAITH APPELQUIST

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âž¾ E P MP E S TLO I CIDE YMEN DRIFT T LAW C H AN G ES SEC TI O N

CRITICAL CHANGES TO

EMPLOYMENT LAW

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Bryan Zlimen and Jared Nusbaum | Zlimen & McGuiness, PLLC

W

Two new wage and hour standards were passed into law in May that could have a significant impact on green industry businesses in Minnesota.

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Successful Grower for 40 years!

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Dependable wholesale grower of quality plants.

Field Direct Conifers and Deciduous Trees Container Grown Shrubs

Quality • Selection • Service

BRIAN FERGASON, CPCU 651.635.2781 612.247.7346 Cell bfergason@maguireagency.com www.maguireagency.com 1970 Oakcrest Avenue, Suite 300 Roseville, MN 55113

➾ E MP LO YMEN T LAW C H AN G ES SEC TI O N

O

n May 18, 2016 President Obama and Secretary Perez announced the publication of the Department of Labor’s changes to the federal overtime laws under the Fair Labor Standards Act (FLSA). Subsequently, the Minneapolis City Council unanimously passed a citywide sick leave ordinance, called the Minneapolis Sick and Safe Time Ordinance. While the new overtime regulations may only affect a small number of green industry businesses, the Minneapolis ordinance will have a much broader impact. Here’s what you need to know to be sure you’re in compliance with these new laws.

The New Overtime Law

Several changes to the federal overtime laws will take effect beginning on December 1, 2016. The most prominent of these changes is that the threshold salary for employees to be exempt from overtime will roughly double, from $23,660 ($455/wk) to $47,476 ($913/ wk). Fortunately, this change will only affect the relatively small number of green industry companies with employees who previously qualified for overtime exemption but earn less than $47,476.

The bad news is that the change comes at a time when a shortage of quality employees is already driving up costs for Green industry employers. For those affected, the change will likely mean the need to alter compensation schemes or add employees to reduce hours.

So who is overtime exempt?

Putting an employee on a salary does not automatically exempt that employee from being entitled to overtime. Instead, the employee’s job must meet certain criteria for that employee to be exempt from overtime. The most commonly found exemption for small businesses is based on a combination of the employee’s pay and the employee’s duties.

The first step in determining if the employee is exempt from overtime is termed the “salary basis test.” Under the current regulations, the employee must be paid at least $455 per week or $23,660 per year in order to be exempt from overtime. As of December 1, 2016, however, employees must be paid at least $913 per week or $47,476 per year in order to be classified as exempt from overtime pay.

If the employee passes the salary basis test, then the employer must determine if the primary duties of the job fall within one of the exempt categories. The “executive” exemption is intended to exempt those employees whose primary duty is to oversee the work of others and manage a company or division of a company. To qualify, executives must oversee at least two full-time employees and have

the authority to hire and fire employees or have his or her opinion regarding hiring, firing, and promotion given extra weight in making such decisions. As an example, a shop manager who oversees the employees who maintain trucks and equipment of a business may qualify for the exemption as long as their position is primarily nonmanual. However, if that employee is also responsible for actually performing maintenance as his or her primary duties (e.g., oversees others but also performs oil changes), then the employee does not qualify for the exemption and must be paid overtime.

The “administrative” exemption applies to employees whose primary work duty is to perform (a) office or non-manual work that is (b) directly related to the management or general business operations of the employer or the employer’s customers, and (c) a primary component of which involves the exercise of independent judgment and discretion about (d) matters of significance, but doesn’t necessarily involve overseeing other workers. One example would be a buyer for a garden center who is responsible for determining what materials or products to purchase and in what quantities. Be advised that employees who perform mere clerical work not of direct significance to the operation of the company (e.g., receptionists, bookkeepers, and most machinery operators) do not qualify for the exemption.

The “learned professional” exemption generally applies to employees who have advanced degrees or training and perform intellectuallybased work that requires consistent exercise of discretion and judgment. It’s generally geared towards professors and researchers, so it’s not commonly found among small businesses.

Employees who previously were exempt from overtime under the agricultural worker’s exemption will remain exempt and not be affected by the new changes to the law.

The Details

When calculating an employee’s salary under the new threshold, up to 10% can consist of “nondiscretionary” bonuses and commissions.

Nondiscretionary bonuses can include bonuses for meeting set production goals, retention bonuses, and commission payments based on a fixed formula. By contrast, discretionary bonuses are given by the employer outside of any contract or preannounced standards.

An example would be an unannounced bonus or spontaneous reward for a specific act.

You have options.

For companies that have employees that will be affected by the new regulations, some options exist for compliance. The first option is strict compliance, which means continuing the employee’s current salary, but adding overtime when necessary. Depending on the employee’s work pattern, setting up a Fluctuating Work Week pay method may be a good way to keep the employee at a similar salary while reducing overtime costs in the heaviest work weeks. Other options include changing the employee to an hourly pay system that includes overtime, raising the employee’s salary to exceed the $47,476 ($913/week) threshold, or shifting some of the employee’s workload to other employees during busy periods. Which option makes the most sense for your company depends on the specifics of your situation. july 16

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Bloomington Office 8801 Beard Ave South Bloomington, MN 55431 Tim Gillitzer: 952-994-2037 Tim@KTIFencing.com

BROOKLYN PARK (763) 488-1310

OAKDALE (651) 773-7444

Office: 612-594-7722 Toll-Free Office: 855-861-6365 Fax: 612-888-9282 www.KTIFencing.com

BURNSVILLE (952) 894-4401

KIMBALL (320) 398-5415

Winona Office 1258 Sugar Loaf Road Winona, MN 55987 Ron May: 608-865-0401 Ron@KTIFencing.com

FARIBAULT (507) 331-3198

ONALASKA, WI (800) 770-4525

➾ E MP LO YMEN T LAW C H AN G ES SEC TI O N

Effect of the Ordinance

This ordinance will have an impact on the green industry, as employers do not have to be based in Minneapolis to be obligated to comply with the requirements of the ordinance. A company that dispatches an employee to do work in the city would accumulate paid leave for each hour that employee works in the city as long as the employee works at least 80 hours per year within the boundaries of Minneapolis. However, independent contractors and construction workers covered by state prevailing wage and benefit laws would not be covered.

Timing and compliance

Timing and Compliance

The new regulations take effect on December 1, 2016. That date falls on a Thursday, which means that employers will have to ensure that all of whatever pay period includes December 1 is compensated at a rate that complies with the new rules. For employees paid on a weekly basis, that will likely mean backdating the effect of the changes so that the entire week containing December 1 is paid at a rate that complies with the new rules.

Another important timing note is that the new threshold will increase over time, with the next increase coming in 2020. Increases will occur every three years thereafter and will be aimed at keeping the threshold at the 40th percentile of weekly earnings of full-time salaried workers in the lowest wage Census Region in the country.

Minneapolis Sick and Safe Time Ordinance Basics of the Ordinance

The ordinance requires employers with at least six employees, regardless of the employer’s location, to provide paid sick leave to employees who work in the city of Minneapolis for at least 80 hours in one calendar year. It is irrelevant whether the employee is full or part-time, seasonal, or working on a temporary basis. Employers with five employees or fewer must allow their employees use of their accrued sick time. However, this sick time can be unpaid.

Under the law, covered employees will accrue one hour of sick leave for every 30 hours worked. The maximum amount of paid sick leave that an employee can accrue in one year is 48 hours, though unused paid sick leave can be rolled over from year-to-year, to a maximum of 80 hours.

Leave may be taken for mental illness, physical illness, injury, health conditions, diagnostic care, as well as to care for the similar needs of their qualifying family members. Employees may also use sick time if there are issues regarding domestic abuse or sexual assault, among other things. Sick time may also be used if a family member needs to be taken care of due to that individual’s school closing.

Employers who already provide sick time under a paid time off policy or other leave policy that meets the minimum requirements of time off are not required to provide additional sick time. The Minnesota Department of Civil Rights will be responsible for enforcing the ordinance, including investigating potential violations.

The new ordinance is slated to take effect on July 1, 2017. For the first five years after the ordinance becomes effective, new employers may offer unpaid leave only during the first year of operating its business. After the first year, however, they must provide paid leave if they have six or more employees.

Employers must display a poster prepared by the Minnesota Department of Civil Rights in a conspicuous place. Further, if the employer currently has an employee handbook, it must be revised to include the ordinance. Finally, employers must keep records of the accrued sick time and must maintain those records for three years after the current calendar year in which the sick time is accrued. The Department may inspect such records.

The law provides a slight learning curve, allowing for warnings and notices to correct for employers who violate the ordinance a first time during the first year that the law is in effect. This could include payment to employees of improperly held wages. Second violations of the law during the first year, or initial violations starting in the second year, can have significant monetary penalties.

The Big Picture

Both of these laws could greatly influence the wages you are paying employees. It is very important that you are in compliance with both laws to ensure that your business doesn’t face any significant monetary penalties. Should you have any question as to whether or not your employees are exempt from overtime wages or whether or not your employees must receive paid sick leave, you should consult an attorney.

This article provides general information on business and employment matters and should not be relied upon as legal advice. A qualified attorney must analyze all relevant facts and apply the applicable law to any matter before legal advice can be given. If you would like more information regarding business law, collections, or other legal matters, please contact Zlimen & McGuiness, PLLC at 651-331-6500 or info@ zmattorneys.com.

THIS ARTICLE WAS WRITTEN BY ATTORNEYS Bryan Zlimen and Jared Nusbaum of Zlimen & McGuiness, PLLC. Zlimen & McGuiness is a law firm that focuses on assisting green industry professionals & other small business owners.

july 16

MNLA .biz

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➾ E MP LO YMEN T LAW C H AN G ES SEC TI O N

NEW EMPLOYEE REGULATIONS END OF TIMES OR NEW OPPORTUNITY?

Recently passed legislation and revised overtime requirements will have a huge effect on employees in the landscape industry — and new ones may be on the way. Will these new requirements lead to the demise of our industry or may they actually help us as we strive to recruit and retain long-term talent?

Jason Rathe | Field Outdoor Spaces

O

n May 27 the City of Minneapolis passed an ordinance that will require that all employers operating in Minneapolis provide hourly employees paid sick leave. Employees accrue one hour of paid sick leave for every 30 hours they work. This also applies to any employee who works in the city of Minneapolis more than 80 hours a year, even if the company operates from another municipality.

Just as significantly, the Department of Labor finalized a major revision of overtime rules. As of December 1, 2016, every employee who earns less than $47,476 per year MUST receive compensation for overtime.

And more changes may be coming. A bill to provide guaranteed paid family and medical leave to all workers has a good chance of passing in the Minnesota House and Senate in the near future.

These changes will have a huge effect on our industry. As we all know, the landscaping industry is largely composed of hourly workers, many of whom work more than 80 hours per year in Minneapolis and most of whom do not currently receive paid sick leave. Additionally, many of our qualified salaried employees — designers, design assistants, project managers, heads of operations — fall below the $47k level and probably work some if not significant overtime.

Will these changes adversely affect our industry? The MNLA evidently thinks so based on its testifying against the Minneapolis sick leave ordinance. And national landscape associations have lobbied aggressively against the overtime revisions. But is that necessarily the case?

There is no doubt that these new rules force us as landscape business owners to deal with new regulations and ensure that we are

complying — not always an easy task nor one we would prefer to spend our time doing.

But I believe strongly that these revisions of the employee-employer contract are to our advantage. The biggest factor in my company’s long-term success is retaining employees. Based on my conversations with other business owners in the industry, I am guessing that many feel the same. I know that Field can’t be successful if I have to retrain employees every three years. And if I am going to sell a talented young person on committing their occupational life to this industry — what is my story?

I believe that these new regulations and revisions of federal law are a positive for our industry. I love being a landscaper. I think our industry has so much to offer as an occupation — working outside, creating constant and tangible transformation, working with living things, and helping clients live a healthier life. I chose this industry because I felt it was the best industry to learn new things for a lifetime.

These new rules protect the ability of our employees (the life blood of our industry) to strive for a middle-class life; to utilize their employment to empower their life. When they are sick — they get paid sick time. They shouldn’t have to worry about that. If we require them to work 60 hours they will be reimbursed for it. If they are lucky to have a child, they will get time to focus on that important time.

If we aren’t offering that, can we ever hope to retain high-quality employees?

JASON RATHE

can be contacted at field@fieldoutdoorspaces.com.

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➾ E SE MP CTLO I OYMEN N TITLE T LAW C H AN G ES SEC TI O N

WHOMEVER SHOWS UP…WINS NOTE: Some of you know me as a volunteer in leadership of MNLA. Elsewhere in this Scoop, you will find details of the topics addressed below. I write this as a citizen, an employer, and a member of the nursery & landscape and engineering industries. My thoughts presented, although based in certain principles concurrent with MNLA history in public affairs, are not necessarily reflective of MNLA positions.

Timothy Malooly | Water in Motion

S

ocial engineers scored (apparently) two big victories for the nanny state this spring with passage of a U.S. Department of Labor Fair Labor Standards Act rule that doubles the overtime payout threshold for salaried workers from $23,660 to $47,476 and in Minneapolis, the Mayor and City Council put on a thinly-veiled show of transparency in pushing forward one of the elements of the Mayor’s social engineering agenda that includes mandatory labor rules; craftily entitling the effort “Sick and Safe Time.”

more or less than $47,476? How will you pay for this new overhead obligation? Will you continue to offer (voluntary) benefits? Will you change prices? Will you change quality? Will you cut margins?

The rule was proposed over a year ago and only now are the millions of business owners and managers who must deal with this rule waking-up and wondering “what happened?”

New Minneapolis Sick and Safe Leave Rule http://www.ci.minneapolis.mn.us/www/groups/public/@clerk/

New Fair Labor Standards Rule

documents/webcontent/wcmsp-180841.pdf

https://www.dol.gov/whd/overtime/final2016/index.htm

On May 27th, Minneapolis City Council passed a local labor ordinance mandating that ALL employees of any organized entity of six or more, based anywhere, who’ve been employed for 90+ days, who perform 80 or more hours of work in a year within the Minneapolis city limits, shall receive paid time-off of one hour per 30 hours worked, up to 48 hours per year, and up to 80 hours of carryover year-to-year.

Organized entities of five or fewer shall at least furnish unpaid leave based on the same prescription listed above.

The prescription includes requirements that employers post the rule and associated “rights,” keep records on a per-employee basis, not make employees responsible for finding their own shift replacements and not require documentation from an employee who leaves work three or fewer days at a time.

Violations are subject to fines. The “appeal” process puts the burden of proof on the employer, not the department.

In a nutshell, effective December 1, 2016, a salaried employee earning $47,476 or less annually, and who works more than eight hours in a given day is now entitled to overtime pay; regardless of other employer-offered benefits, and regardless of seasonal workload.

Employers must review each employee classification and adjust accordingly. Accountants and consultants across the country advise making preparations NOW; don’t wait until the last minute.

Will you increase salaries of affected positions? Will you reclassify positions to hourly? Will you set mandatory “no overtime” for those earning $47,476 or less? How will this affect other staff members who earn more (or less) in their perceptions of “fairness” when you implement changes to accommodate the new rule?

How will you adjust your business to monitor and administer the mechanisms of this rule? Thinking of hiring an HR staff member to help you with this (and other) new obligations? Will he/she earn 28

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So, regardless of the location of your business, how will you manage this new rule? Here’s a couple of examples of the challenges posed: • A worker in your employ works 39.9 hours or fewer and drives through Minneapolis on company business. You must track and include that time in that person’s accumulation of time-off. It does not matter where your company is based.

• It’s 8:01 a.m. on a May Monday morning, a worker with accumulated time-off calls to inform you that he/she chooses to take three days of paid “safe” time to contemplate the impact of a gorilla that was shot dead at the Cincinnati Zoo because the parents of a little boy allowed the boy to enter the display and needs time to deal with the stress of the news and meditate on the meaning of the event. Think this an absurd example?

Boil down a fundamental reason anyone employs someone — because they’ve obtained more work than they can do themselves and they are willing to pay someone in exchange for help. Thinking back to the reasons that “benefits” exist in the first place is to attract and retain employees where employers compete for help. The companies I founded offer many benefits — as many as we can afford. We offer those benefits voluntarily to attract and retain great employee-contributors. Mandating an otherwise voluntary benefit removes competitive advantage in attracting employees and permanently obligates costs.

MNLA published letters to the Minneapolis Mayor and City Council and other entities, outlining several concerns over mandating such a policy. The complete letter can be found on MNLA.biz.

Whomever Shows-up…Wins

You may not like what I’m about to write dear reader, but here goes.

Regardless of the level of work in your career, regardless of the size of your family, regardless of the vacation you deserve, regardless of all else, you have a duty as a citizen of this country to be involved in public affairs decision-making to some meaningful extent. Simply showing up to vote is not good enough if you care to assure your principles are at least given fair hearing.

One outcome of the past few years of gridlock in state and federal government is that those who choose to use government to impose their will upon others have devised means and methods that actually require more effort than ever by those who don’t believe “there ought to be a law” for every real or perceived social engineering temptation that comes about.

If more of the public — especially those informed — were more materially involved in public affairs, we’d likely not have the gridlock and vitriol we perceive is occurring. Of course, this assumes

that lack of gridlock results in good governance in lieu of tyranny.

But to me, tyranny is creeping upon us anyway. As it sits today, in my opinion, our citizenry is currently assigning decisions to holders of extreme positions, who task enforcement on “authorities having jurisdiction” and hoping that somehow “someone with the right principles will knock some sense into them…”

At the same time, the government itself, whether by actions of elected officials or of manipulated processes by bureaucrats, is becoming more and more emboldened to impose “authority” upon the citizens without regard to the principles on which the government of this country was founded. For example, the “burden of proof” should always and forever be placed upon the government and NEVER upon the governed. The intent and prescription contained in the new Minneapolis ordinance does exactly the opposite.

MNLA members as a group have made it clear that significant organizational resources must be devoted to public affairs. However, a few staff and involved volunteers need substantial and consistent help to be truly effective. There is no substitute for participation by the individual. The proof is in the pudding. Vocal minorities are effecting vast change upon the country. Agendas of manipulation are being crafted and put forward at alarming rates and at all levels of government. While you work to forward your career or business and raise your family, busybodies with designs on how you should live your life are hard at work. They show-up and more and more, they prevail.

Believe the “party system” is flawed? It is. Get involved and improve it. Think your school board is making silly decisions? Perhaps.

Get involved and help them. Think your industry is being attacked at all sides by rules and obligations? It is. Get involved and assure your voice is heard. The more who participate, the less burden is carried by any one individual.

Where do you begin? Consider beginning with this: involvement in public affairs is a privilege to be cherished, not a distasteful task as some would have you believe. Instead, involvement is something to celebrate, enjoy, and teach to our children. The melding of ideas when managed fairly often brings acceptable results. The fact that we get to express ideas at all is something to cherish. Ask any immigrant, they’ll tell you.

Meantime, consider that other Minnesota cities including St. Paul, Rochester, and Duluth are considering passage of ordinances similar to that of Minneapolis. Whether you support or oppose, consider getting involved — NOW — and from now on. Send a signal to all that you demand fairness, transparency, and government servitude of the people, not government dominance upon the people.

TIM MALOOLY

can be contacted at tim@watermotion.com

july 16

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âž¾ OUT & ABOUT

&

AN INITIATIVE OF THE MNLA MEMBERSHIP COMMITTEE IS TO STAY IN TOUCH AND THANK MEMBERS WITH OCCASIONAL VISITS.

Susan Flynn, MNLA Education & Certification Manager and Mary Dunn, Membership Director & Trade Show Manager visit with Debi Souba, owner of Souba Greenhouse in Owatonna.

Paulette Sorenson, MNLA Foundation Coordinator (second from right) is flanked by (L-R) Craig Weckman, Becca Bastyr, and Angie Jelsma of Mom's Landscaping and Design. This shot was taken amidst the palm tree yard of their subsidiary company, PalmTreeDirect.com.

Elaborate fairy garden at Turtle Creek Nursery.

Paulette and Jon had a great visit with staff from the Mustard Seed Garden Center and Landscaping, including Cory Whitmer and Mark Halla (both to the right of Jon).

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Dana Hawthorn from Brookside Gardens with Jon Horsman, MNLA Communications Director.

Susan Flynn with Michelle Waddell, employee at Nagel Sod & Nursery.

Mary Dunn and Susan Flynn with Turtle Creek Nursery owners Eric and Patty Cornell and Nick Poehler.

NEW

SCOOP COMING In January, MNLA will be introducing a redesigned Scoop. Our goal is to provide even greater value to you, the member, through this vital communication service. To do that, we need to know what your current needs are! We would like to gather your feedback on how you read The Scoop, which content you value most, and what you wish we would include. Please take five minutes and give us your opinions via a quick 5-question survey found here: http://www.surveymonkey.com/s/ScoopFeedback. If you’d rather forward your comments via email, send those to jon@mnla.biz.

WRITERS WANTED We’re also looking for members who love to write – members who want to share useful information, ideas, and innovations with their fellow members in the association’s monthly magazine. Write from the perspective of your industry segment (landscape install, garden center, grower, etc.); share knowledge on business management or human resources; or offer insights via our soon-to-premiere features “Ideas That Garden Center • Greenhouse • Indoor Growing • Landscape • Nursery • Trunk Injection Work” and “My Favorite Tool.” To offer your services and/or receive information on deadlines and other parameters, email susan@mnla.biz or call Sue Flynn or Jon Horsman at 651-633-4987.

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www.MNLA.biz | ocTober 2012

➾ MDA

MDA UPDATE FEDERAL W O R K ER PR O TEC TI O N STAN D A RD CH A N G E S , PA RT I I Corinne du Preez

Agricultural Advisor/ ACI

THE WORKER PROTECTION STANDARD (WPS) regulation was created in 1992, and fully implemented in 1995.

The purpose of the WPS is to reduce the risk of illness or injury to workers or handlers from occupational exposures to pesticides, used in the production of agricultural plants in agricultural establishments.

In 2015, the Environmental Protection Agency (EPA) revised the WPS and proposed changes to the rule based on the comments received. The approved changes must be implemented by January 2, 2017, with the exception of three provisions (addressed in Part I of this article, which ran in the May Scoop) that will be implemented January 2, 2018.

Agricultural employers of workers and pesticide handlers, and commercial pesticide handling establishment employers are responsible for implementing the required protections.

Additional changes to the WPS include: Clarification of the minimum quantity of water that must be provided for decontamination: one (1) gallon for each worker, and three (3) gallons for each handler and each early entry worker. This is measured at the beginning of a worker’s or handler’s work period.

Eye wash for handlers: Employer must provide a system capable of delivering 0.4 gallons/minute for fifteen (15)

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minutes; and/or six (6) gallons of water able to flow gently for 15 minutes at a mix/load site. This is required if handlers use products requiring eye protection or use a pressurized closed system.

One (1) pint of water in a portable container must be available to handlers applying pesticides if eye protection is required on the products used.

Employer must display application information and Safety Data Sheets (SDS) at a central location within 24 hours after the end of an application AND before workers enter that treated area. Display both records for thirty (30) days after Restricted Entry Interval (REI) expires. Keep application information and SDS for two (2) years from end of REI and make it available to workers, handlers, a designated representative, or treating medical personnel upon request.

Only Certified Crop Advisors are exempt from the labeling requirements for personal protective equipment (PPE) and WPS, as specified in the exemption, [170.601(b)].

Clarification of the term “employ”, which means to obtain, directly or through a labor contractor, the services of a person in exchange for salary or wages,

including piece-rate wages, without regard to who may pay or who may receive the salary or wages.

Definition of Designated Representative; which means, any persons designated in writing by a worker or handler to exercise a right of access on behalf of the worker or handler, to request and obtain a copy of the pesticide application and hazard information required by the Rule.

Definition of Enclosed Space Production; which means, production of an agricultural plant indoors or in a structure or space that is covered in whole or in part by any nonporous covering, and that is large enough to permit a person to enter.

Definition of Outdoor Production; which means, production of an agricultural plant in an outside area that is not enclosed or covered in any way that would obstruct the natural air flow.

The revised WPS rule also modified the definitions of, among other terms, Agricultural Plant, Agricultural Establishment, and Owner. More information is currently available at: http://www.epa.gov/pesticide-workersafety/revisions-worker-protectionstandard You can call or email with a related question to the following MDA staff: Gregorio Mendez-Ortega: (507) 344-3204 gregorio.mendez-ortega@state.mn.us Stephanie Ende: (651) 201-6504 stephanie.ende@state.mn.us

is an Agricultural Advisor/ACI for the Minnesota Department of Agriculture in the Pesticide and Fertilizer Management Division. She can be reached at 507-206-2883 or Corinne. dupreez@state.mn.us.

CORINNE DU PREEZ

july 16

MNLA .biz

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WATER RE-SOURCE RECLAIMED WASTEWATER: AN UNTAPPED RESOURCE FOR THE GREEN INDUSTRY Use of reclaimed wastewater could benefit the horticulture industry by conserving potable water sources, reducing the need for fertilizer and providing both growers and plant consumers with a constant supply of water.

David Kuack

Plants were found to grow well in reclaimed wastewater, which contains nutrients like nitrogen. Because of the nutrients in the water, plants did not need to be fertilized as much.

july 16

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➾ WAT E R

(Top Left:) Sensitivity of bedding plants to the salt levels in reclaimed wastewater varied with species. Some bedding plants dropped their leaves at higher salt levels, but the plants remained alive and were able to come back.

University of Florida environmental horticulture professor Kimberly Moore is studying the feasibility of using reclaimed wastewater to irrigate a variety of horticulture crops including foliage plants.

W

hat if the green industry had access to a limitless supply of irrigation water for nurseries, greenhouses, golf courses, and green spaces? Sound like a pipe dream?

University of Florida environmental horticulture Professor Kimberly Moore said treated reclaimed wastewater could be the solution to having an adequate supply of clean, useable water for all segments of the green industry, including consumers. Moore said reclaimed wastewater has the potential to reduce or eliminate water-use restrictions during periods of drought and could help to avoid conflicts between the green industry, government officials, other commercial industries, and the public.

Moore, with funding from the Horticultural Research Institute, is looking at the feasibility of using reclaimed wastewater to irrigate plants in commercial nurseries and greenhouses.

“The idea of using wastewater from sewage treatment facilities is not new,” Moore said. “The water is currently being used to irrigate golf courses, parks, and other green spaces. It is also being used for groundwater recharging and for other commercial applications.”

According to the Florida Department of Environmental Protection, of the 1.7 million gallons per day (mgd) of reclaimed wastewater produced in the state in 2012, about 725 mgd of that water was reused for beneficial purposes. DEP reports reuse of this reclaimed water is estimated to have avoided the use of over 141 billion gallons of potable quality water. Of the 725 mgd reused, 55 percent was applied to public access areas and only 10 percent was used for agricultural irrigation.

Suitable for horticulture crops

The goal of Moore’s research is to determine if reclaimed wastewater could be used to produce ornamental plants. Moore is very encouraged by the results she has gotten with the variety of plants she has grown with the wastewater.

“The wastewater can be used as is,” she said. “The water can vary in the amount of salt it contains. In Florida the salt level in the water can range from 1 deciSiemens per meter (dS/m) up to 6 dS/m.

The level depends on the treatment process and the time of year.”

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(Top Right:) The volume of wastewater applied can impact plant sensitivity. With some plants, increasing the volume of water applied and the amount of leaching was found to be beneficial.

Photos courtesy of Kimberly Moore, University of Florida

She said during the rainy periods, the salt levels usually go down.

During the drier periods of the year when there are usually more people in the state, the salt levels generally go up.

“Over the last two years the electrical conductivity or salt level has been between 1–2 dS/m,” Moore said. “At that level, the water can be used right out of the treatment facilities. The water contains some nutrients, including nitrogen, that are beneficial to the plants.

The biggest issue is with chlorine and sodium.”

Moore has done several screenings using the wastewater to produce bedding plants, foliage plants, and woody ornamentals.

“Many of the plants we trialed grew in wastewater with salt levels between 2–3 dS/m,” she said. “Above 4 dS/m the plants started to drop their leaves. Some of the foliage plants did better at the lower salt levels. Sensitivity of bedding plants varied with species. Some bedding plants dropped their leaves, but the plants remained alive and were able to come back.”

Moore said once the salt level sensitivity of a plant is determined, a grower would have the option of diluting the wastewater with whatever water source is available, including rain, pond or well water.

“We also found that the volume of wastewater applied could impact plant sensitivity,” she said. “We found with some plants, if more wastewater is applied the salts could be flushed out of the substrate. Increasing the amount of leaching that is occurring by applying a higher volume of wastewater tended to be beneficial.”

Limited wastewater access

Moore said she has talked to several nursery growers in south Florida who have indicated they would be interested in using reclaimed wastewater to irrigate their crops. Unfortunately, what is lacking in much of the state is the infrastructure to carry the wastewater from the treatment facilities to the nursery operations.

“Transporting the water to the growers’ operations has been the one stumbling block in this whole process,” Moore said. “When the sewage treatment plants were built they installed purple pipes to transport the water. However, a lot of communities did not build the infrastructure to take the waste water away from the facility

other than for ocean outflow. The problem has been trying to get connected to the purple pipes that run through the various cities.

So the growers cannot connect to the pipes carrying the wastewater.

That has been the biggest issue for the adoption of wastewater.”

Moore said as new sewage treatment facilities are being constructed throughout the state the infrastructure for distributing the wastewater is also being built.

“As the pipes are being laid to bring in the sewage for treatment, the purple pipes are being laid to be able to distribute the wastewater,” she said. “Tampa is one of the cities that have been proactive to install the purple pipes. In south Florida, Miami and Fort Lauderdale were a little slow to catch on. But those cities are starting to install more of the pipes. The older treatment facilities don’t have as many purple pipes laid so it is harder to connect to those facilities.”

Potential applications

Moore said, based on the findings of her research, reclaimed wastewater could be used to irrigate most horticultural crops including edibles.

“The large nurseries that I work with would need to be able to bring the wastewater directly from the sewage treatment facilities in order to have enough water to irrigate their entire operation,” she said. “There would have to be a constant supply coming from the treatment facility in order to have enough water. That amount of water would be difficult to store on site.”

However, Moore said greenhouse operations could potentially store the water.

“In the Caribbean, there are greenhouse operations that use large tanks to store rain water,” she said. “Some of those tanks would be perfect for storing wastewater especially if it was going to be blended with another water source that was available on the grower’s property. Wastewater could significantly reduce the use of other water sources.

“Just as important, plants like wastewater. It contains nutrients like nitrogen. We found that by applying the wastewater we don’t need to fertilize as much. Using wastewater would enable a grower to cut back on the amount of fertilizer applied as well as reducing the need for other water sources resulting in cost benefits.”

Moore said that commercial and residential customers would also benefit from having access to reclaimed wastewater.

“Here in Florida there are year-round water restrictions,” she said.

“If homeowners have access to wastewater, then they can water any time they want. With the nutrients in the wastewater their lawns and landscapes would always look green and lush.”

For more information contact: Kimberly Moore, University of FloridaIFAS, Department of Environmental Horticulture, Fort Lauderdale Research and Education Center; (954) 577-6328; klock@ufl.edu.

Horticultural Research Institute; (202) 789-2900; www.hriresearch.org.

DAVID KUACK is

a freelance author who can be reached at dkuack@gmail. com. © Horticultural Research Institute, www.hriresearch.org

july 16

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Meet with a wide selection of top suppliers for the Greenhouse & Nursery Industries!

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August 2 & 3 8am - 4pm BFG Supply Co. • 14500 Kinsman Rd., Burton OH 44021 • 800.883.0234 • www.bfgsupply.com

Tack Room A

Educational Seminars Tack Room B

Tuesday 8-2-16 9:00 AM Kurt Becker / Dramm

9:00 AM Dr. Joe Neal / NCSU

Selecting The Right Sprayer 10:30 AM Dr. Cari Peters / JR Peters Inc.

Weed Management In Hydrangeas and Other "Herbicide-Sensitive Crops" 10:30 AM Mark Schreiber / MN Nursery Inspector

The Blue Stuff - is your favorite fertilizer still the right fit for you 1:00 PM Kelly Sanquist / Kellys Cottage Gardens

The Minnesota Nursery Law: Inspection and Enforcement 1:00 PM Dr. Joe Neal / NCSU

Creating Creative Succulent Gardens 2:30 PM Ronald Valentin / Bioline Agrosciences, Inc.

Weed Control in Greenhouses and Covered Structures 2:30 PM Carolyn Jones / BFG Plant Connection

Implementing Bio-Control...how to be successful

New Varieties for 2016

Wednesday 8-3-16 9:00 AM Dr. Bridget Behe / Michigan State University

PART ONE - Higher Sales Begin With A Better Sales Environment

10:45 AM Dr. Bridget Behe / Michigan State University

PART TWO - Boomers or Bust: Why we need a different approach to get Gen X and Gen Y to buy plants

12:30 PM

Highlight of New Crop Protection Items / Various Suppliers Short presentations featuring new and exciting products released this year

Speaker schedule subject to change without notification.

9:00 AM John Erwin / University of Minnesota

Most Common Grower Problems 10:45 AM John Francis / Bioworks

A Practical Understanding of Biopesticides and Their Successful Use 12:30 PM

Sue Amatangelo / Euro American New Varieties for Proven Winners

HOW TO MANAGE AN EFFECTIVE

ORGANIC WEED PROGRAM A barrier for people to commit to an organic lawn care management program is the idea that natural weed control cannot be achieved.

Eliminating herbicide use and effectively managing weeds is possible, yet some basic tolerance for weeds must be expected.

Shay Lunseth | Organic Lawns by LUNSETH / LUNSETH Lawn Care Professionals

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Chippers have capacities from 6 inches all the way up to 21 inches and we have stump grinders small and nimble enough for yards or large and powerful enough for high production work.

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âžž ORGA NIC WEED MA N AG EM EN T

G

ood cultural practices will get the lawn in its best condition.

This is the most important step to organic weed management.

Effective techniques would include growing the right grass species/ cultivars, proper mowing practices, appropriately adding nutrients, and core aerification.

Good Cultural Practices

Cultural practices are the most effective, natural, organic, and inexpensive way to manage turf weeds. Cultural practices are defined as taking action to resolve an underlying problem, in which the solution does not necessarily rely on the use of products (Tukey, 2007). The aim is to create a turf that is naturally thick and crowds out weeds.

The presence of a particular weed can often point to a problem that can be addressed through cultural management. The least expensive and most effective way to create a lush lawn that naturally combats unwanted plants can be achieved using simple techniques or changes in the way turf is managed.

Choosing the Right Grass Species — The first cultural practice would be to choose the right grass species. Grass will not grow where it does not want to grow. It is crucial to understand that the type of grass needs to match the environmental situation, because weeds encroach where grass does not grow. If bare patches in the turf are present, is the grass species appropriate for the location? An example of this can be found in Kentucky bluegrass. This coolseason grass species is often used in Minnesota because of its winter hardiness. It is also a turf that requires medium to high maintenance inputs, such as a routine fertilizer schedule (Pound & Street, n.d.). If Kentucky bluegrass is not fertilized properly, then the grass will not grow well. Furthermore, a shady lawn would do well using a creeping red fescue because it is a shade tolerance species (Bigelow, 2012). To further this idea, considering specific cultivars can also affect weed control. july 16

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➾ ORGAN IC WEED MAN AG EM EN T

New grass seed cultivars are continually being discovered and produced. The reason is to intentionally create grass that is more easily maintained, aesthetically pleasing or generally improved (Watkins, 2010). A good way to find cultivars of grass that do well in Minnesota is found at http://www.ntep.org/ — The National Turfgrass Evaluation Program (NTEP). Here you can see the weed suppression ability of certain types of fine fescue. In general, they suppress weeds better than other species because they establish quickly (before weeds are able to establish) and create a thicker ground cover in lieu of other grass choices. The 1999 results more importantly discovered that several Chewings and strong creeping red cultivars were particularly good at dominating over weeds, with more than 70–80% weed suppression (Bertin, et. al, 2009). This was thought to be due to an allelochemical. Allelopathic chemicals are chemicals produced as a plant grows that inhibits the growth of other plants (Lewandowski, 2013). Understanding allelochemical relationships and continuing research in this area is an important focus for the future of organic weed control.

Proper Mowing Practices — Mowing is another cultural practice that is an important aspect to lawn maintenance and weed control.

It is basic, yet mowing is one of the easiest things to do that controls most weeds (Kopp & Johnson, 2002). Many weeds cannot tolerate constant mowing. Turfgrass does. This does not mean that turf does not get stressed due to mowing. As long as only ⅓ of the leaf blade is cut, then it recovers quickly. Keeping the mowing height 3" or longer also creates a thicker ground cover that is difficult for weeds to break through. Cutting the grass too short can cause the turf to deteriorate and make it susceptible to drought, injury and weed 44

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problems (Jauron & Klein, 2014). Longer grass height will naturally help control weeds.

Appropriately Adding Nutrients — Adding nutrients to the soil is another component of organic weed management. Weeds can be a sign of nutrient deficiencies. For example, white clover is a sign that the soil is lacking nitrogen. Simply fixing the deficiency by adding the appropriate amount of nitrogen (within organic fertilizer) will help with control. Organic fertilizers that contain nitrogen include animal manure, plant byproducts, bone meal, seaweed, and sewage-based materials. To know if your soil is lacking a nutrient and to determine how much to add, a soil test can be conducted. Correctly feeding the grass will promote growth and will naturally crowd out weeds.

Core Aerification — Compacted soil can also be a factor that promotes weed growth. Grass cannot successfully live in compacted soil because the roots cannot expand. Compacted soil also hinders microbial activity that helps grow healthy grass. In contrast, some weeds thrive in compacted soil. A good example of this issue is knotweed. Knotweed might indicate a problem with dense soil, as it does better in that environment than turfgrass would. Trying to control knotweed without addressing soil compaction will only lead to further bare soil that can be invaded by weeds (Pedersen & Mugaas, 2014). Aeration each year can relieve compaction. As part of a good cultural practice program, aeration should be combined with overseeding. Overseeding is a great way to introduce species diversity to the lawn, while also thickening it up. Doing so each year will help outcompete weeds (Tukey, 2007). Encouraging new grass growth will give the grass success over aggressive weeds.

Barriers to Effective Organic Care Tolerating Plant Diversity — A barrier to completing an effective organic lawn care program is the necessity to tolerate some diversity, which includes weeds. Tolerating a few weeds in a lawn is beneficial.

Some plants that are considered weeds, such as clover, are helpful because they add valuable nutrients and are a great food source for pollinating bees. A lawn that has about 5% clover can actually provide 2 lbs of nitrogen per 1000 sf (Tukey, 2007). Thus, clover can eliminate some fertilization needs and the costs associated. Can clover then be considered a beneficial plant, as opposed to an unwanted weed?

Small amounts of weeds in a lawn creates diversity. Diversity is good for our environment and soil health, as well as provides habitat for many animal and insect species.

Tolerating Lack of Perfection — Elizabeth Kolbert writes in her New Yorker article (2008):

The essential trouble with the American lawn is its estrangement from place: it is not a response to the landscape so much as an idea imposed upon it — all green, all the time, everywhere.

The challenges of organic weed control are for those that cannot tolerate a small percentage of weeds or the idea of lawn imperfection.

Does a lawn still determine the stature of a person and their wealth, or can it begin to be considered for its uses for all living things?

Organic Weed Management is Possible

Creating an effective organic weed management program is possible,

especially when looked at as a larger picture.

It is important to establish the correct grass species and cultivars for the location, mow properly, have appropriate nutritional levels maintained, and aerify yearly. These cultural practices will get a lawn in good shape and do so without the use of chemical-based herbicides.

References Bertin, C., Paul, R. N., Duke, S. O., & Weston, L. A. 2003. Laboratory assessment of the allelopathic effects of fine leaf fescues. Journal of Chemical Ecology, Vol. 29, No. 8, 1919-1935.

Bertin, C., Senesac, A. F., Rossi, F. S., DiTommaso, A., & Weston, L. A. 2009. Evaluation of selected fineleaf fescue cultivars for their turfgrass quality and weed suppressive ability in field settings.

HortScience (July–September), 660-668.

Bigelow, C. (2012). Turfgrass identification tool.

Retrieved from Purdue university — turfgrass science department of agronomy: http://www.agry. purdue.edu/turf/tool/index.html Jauron, R., & Klein, W. 2014, 04 30. Iowa state university extension and outreach. Retrieved from yard and garden: lawn mowing tips: http://www. extension.iastate.edu/article/yard-and-gardenlawn-mowing-tips Kolbert, E. 2008, July 21. Turf War. The New Yorker, p. 82.

Kopp, K., & Johnson, P. 2002. Horticulture - Utah state university cooperative extension. Retrieved from basic turfgrass care: https://extension.usu. edu/files/publications/publication/HG_517.pdf Lewandowski, A. 2013. Organic matter management . Retrieved from university of Minnesota, soil quality institute, natural resources conservation service, United States department of agriculture: http://www.extension.umn.edu/agriculture/tillage/ soil-management/soilmanagement-series/organicmatter-management/ Pound, W. E., & Street, J. R. n.d.. Turfgrass species selection, HYG-4011. Retrieved from Ohio state university extension factsheet: http://ohioline.osu.edu/hyg-fact/4000/4011.html Tukey, P. 2007. The organic lawn care manual.

North Adams, MA: Storey publishing.

Watkins, E. 2010, October 21. HORT 4061 coolseason turfgrasses part 1. Retrieved from university of Minnesota media mill: http://mediamill.cla. umn.edu/mediamill/display/126760

is pursuing her Master of Professional Studies in Horticulture from the U of MN and can be reached at organiclawnsbylunseth@gmail.com.

SHAY LUNSETH

All images courtesy of Organic Lawns by LUNSETH/ LUNSETH Lawn Care Professionals

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REALITY AND ACTION Any time improvement is to take place, it’s always preceded by an awareness that something needs to change.

Jim Paluch | JP Horizons

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Documenting Current Conditions

Whether it is facing the reality of an unnecessary or harmful habit or unproductive attitudes or faltering relationships or just recognizing the ability and need to continually get better … you have to recognize your current state to get beyond it. When we know of people breaking addictive habits, it is proven that they must first acknowledge the addiction. The turning point for any person who seriously wants to lose weight comes when he or she finally decides, “This is not me and I WILL do something about it.”

To get to where we want to be by working smarter, we must first determine where we are as well. Observing current conditions in any area is not a big breakthrough, but it is a necessary step. As a leader or business owner, you may already be making a conscious effort to know your current state when you look at your P&L, A/R, budgets, etc. This all takes place, if your accounting process is in order, with documents that instantly tell you where you are. You can see it, and it’s easier to move forward knowing the facts. What about other processes in your company? Now we’re talking about the ones that impact those accounting documents you are looking at. Do you know the true picture of how efficient your sales process is or how well crews are getting out in the morning or how many hours are spent throughout the organization with people tracking down paperwork, tools, supplies or simply deciding what to do next? How many lost minutes throughout the hundreds of processes your company performs each day could equate into dollars and improve what you are observing on those accounting documents?

Like most leaders, we can become too busy being busy to find ways to get better. Your challenge in documenting current conditions, either as an individual or as a group, is to simply STOP AND OBSERVE. In the Working Smarter Training Challenge, we borrow an idea from ARIENS which they call the ARIENS OVAL, an actual rubber mat with their logo on it that a supervisor will put down on the factory floor. When the supervisor stands on it, they are disciplined to stop everything else they are doing or thinking and simply watch what is going on. When was the last time you just stopped and watched the crews prepare to leave in the morning? I don’t mean watch from the window until you catch somebody doing something wrong and then running out to instruct them how inefficient they are. Take note of this … That does not work but likely causes them to get in the truck and begin to analyze your leadership skills comparing them to something resembling a barnyard animal.

How about an invoicing or inventory process? Has anyone outside of the ones performing the task ever stopped and watched exactly what takes place to get that particular job done? Of course, I’m sure you can see by now that this applies to anything that needs improvement.

Stop first and recognize the current condition, and then you can move on from there. Remember, as you look at any current state, that the main objective is to be soft on the people involved and hard on the process being done. Even if you are applying these ideas to something as personal as losing weight or changing a habit, it is the actions and processes we do over and over again that create the results.

It isn’t a bad person that eats too much of the wrong things but simply someone who repeatedly makes choices that support old habits that lead to the same old results.

The first steps in a KAIZEN process are listed below. See how you can apply them to your business. If the process you would like to improve is personal, consider how you can involve yourself and others in evaluating your current state.

1. Choose a process to observe — the morning routine could be a great place to start.

2. Select a group of 5 or 6 people from your company and consider bringing in a few who would not normally be involved with this process.

3. Make sure everyone is equipped with a pen and a notebook, then choose a few places around the area where you can observe without interfering. See if you and your team can simply watch what happens from the time the first employee arrives in the morning until the last is set to work in his or her position. One more consideration: do it without talking.

4. After making your observations, gather around a conference room table with lots of markers and big sheets of paper … you are now going to transfer your observations to a process map.

Creating a Process Map

Now for the fun part. Something magical happens when you are able to draw out exactly what is happening in a process. Remember you are mapping out the current state as it is … not what you wish it was. Identify the starting and stopping point of what you are documenting in the process map. In the case of a landscape company getting all of their crews and trucks on their way, the start is when the first employee arrives and the stop is when the last truck leaves to travel to their job site. If you are a country club preparing for a function, the start could be when employees arrive to prepare, and the stop is when members arrive with expectations for a great event. If you are thinking about monthly inventory, determine when that process actually starts and when you know you are done for the month. Now simply fill in all the details you have recorded graphically on a big piece of paper. Include everything your team observed between those two points. The more vivid and visual and active your process map, the more likely you will be able to identify the opportunities for improvement. Your challenge will be to remember to represent the way things really are and what you really july 16

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➾ RE A L I T Y A N D A CT I O N

observed. The good, the bad, and the ugly should all be put down without critique and without fear. Remember, you are working to be hard on the process and soft on the people. This is not about catching someone doing something wrong, but it’s about capturing reality so that you can begin to improve upon it.

With your masterpiece completed, find a place to hang it up where everyone can now make observations. You will soon see people beginning to gather around it and doing the best thing that can happen in your early stages of WORKING SMARTER … simply talking and becoming aware of the opportunities to improve.

On a Personal Note

So how does this apply if you are process mapping something as personal as your eating habits for the day? Your start could be when the alarm clock goes off and what your first thoughts are for the day … to your morning routine — complete with the few minutes you spend in the kitchen — to getting out the door, to where you stop, what you eat, and when you eat it … all the way to when your head hits the pillow again. Be honest and be fair with what you write down and map out. As the above paragraph mentioned to post the map, this one is really for you to become aware of current habits, so you can begin to visualize and realize new ones. The next step in a personal journey of improvement is the same, however, as one we would suggest in a company. You will next set to work mapping out and picturing the future state as you see it. Draw the REAL you getting out of bed, showing enthusiasm, possibly exercising and eating a healthy breakfast, looking into the mirror with a smile of satisfaction, confidently strutting out the door, moving through your day taking time to eat the right things that complement the person you want to be, falling asleep satisfied. You get the idea. Recognize the current state but be sure to map out the way you know it will be from now into the future. How great does it feel to see it all right before your eyes and have a map to follow!

Learning to be Flexible

Something we might all be feeling today as we look at our current state is that some factors feel beyond our control. As a wise person recently stated, “The wind may not be at our backs for a while.”

As we all move forward with great attitudes and expectations of learning and growing and winning in challenging times, we also acknowledge that we need to be flexible and willing to adjust our strategy and apply the things we know to where we are right now today. The opportunity before us is to ask, “How can we perform in ways that get the best results today? As someone once said, we need to be fluid and flexible rather than rigid and breakable. As another once said, “Put your goals in cement and your plans in sand.”

will be speaking in Minneapolis where outdoor pros connect and grow, at Northern Green 2017. If you want to learn more about the power of PEOPLE SOLUTIONS THAT DRIVE BUSINESS PERFORMANCE, be sure to attend, or contact JP Horizons, Inc. at 440-352-8211 or www.jphorizons.com, or email Jim at jim@jphorizons.com.

JIM PALUCH

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EMOTIONAL VALUES! The phrase “The Value Proposition” is marketing-speak for, “In return for your money (or effort or time etc.), you get this” and is worth more than an academic glance.

Ian Baldwin

With proper spacing from the outset, trees are healthy, long-lived and enhance property values.

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➾ E MOT ION AL VALUES

J

ust look how the “Mad Men” in advertising have used that simple premise to help us all part with our money for decades: Concerned about that daunting list of side effects in a medication ad?

(Sure, but just the idea of not sneezing every five minutes in spring makes it a deal you can accept.)

Excited to turn over all your home TV and internet to one giant cable company?

(No but you DO like the idea of watching whatever you want, when you want.)

These types of ads carefully craft a message of emotional benefits (the outcomes of the purchase), while the garden industry mostly still features the technical details. From propagator/manufacturer to retailer, we see garden product ads, signs, labels or training manuals that are heavy on product functions (“Spreader-sticker” anyone?).

We see “Takes partial shade” instead of “Fill that bare spot under a tree” and “soaker hose” rather than “Waters gently like Mother Nature.” Maybe THAT’S why Americans spend more per household on pizza than on gardening! Marketers realized years ago that consumers spend more easily on emotional benefits than on functional ones. That’s why people drive miles to save gas money, so they can spend it at their favorite restaurant!

• Tell them the cost-benefit of what a spiffy front yard does to home values … in order to sell them a “5 seasons of containers” program, tree installation, or DIY landscape design service.

• Price-compare the pricey packets of fresh herbs or lettuces in the grocery store vs. a plant that can be harvested all season.

• Hook their emotions about the taste of their first homegrown tomato, or the joy of seeing a child entranced by a humming bird.

• Clearly demonstrate that your products can solve their problems: a soft and safe lawn for kids to play on or a plant that won’t get eaten by deer.

We know the value of our products — but we have not made a persuasive case. It’s important to remember that customers don’t already know everything that we do about the ways that gardening can improve their life, but they do seem increasingly ready to listen.

Decision makers in all stages of the retail chain simply MUST put more effort into getting this message across to consumers. It’s time for us to clearly communicate that value … and then GO MAKE THE SALE! Train to Think Like the Customer

Connect with Homeowner Values

With competition from the smartest marketers on the planet, the lawn & garden business should spice-up the (sometimes necessary) technical language with words that suggest the product benefit (outcomes!) in simple emotional terms, like increasing a home’s value to healthier food or outdoor time as a family. It’s time to build a compelling value proposition to communicate to your customers: • Figure out the cost per week of DIY lawn care vs. services who will ‘do it for you.’

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Team training should focus on the end result, not the process, as employees make the emotional value proposition: emphasizing the cool style of succulents or the fun of a child measuring a sunflower.

In training meetings I have found employees so anxious to tell the customer every single fact that they miss the essential motivator – the emotions of the end result. Stressing “things they need to know” means that emotional values like the fragrance of lilac or tasting that first tomato are missed. I even heard one experienced manager telling a customer, “I think you’ll find it worth the effort,” when she balked at digging a big hole for a shrub!

We have highly marketable products with infinite emotions from excitement and joy, through pride and accomplishment, to solace and peace. We have things that taste great, clean the air, increase property values, reduce utility bills, create privacy, enrich lives, and save the planet. But we still talk or merchandise to the public in technical or hobbyist terms. Just look at what “Mad Men” can do with soap, drugs or insurance and think of what you could do with gardening!

So instead of “quick grower, 6ft by 5ft, $99” how about “Hide the neighbors for under $100”? Or instead of “3 months continuous feeding” substitute “Feed and forget” (with a 90 day reminder to buy more).

So let’s see more emotional values from the entire supply chain: • Let’s read about “A green lawn for 90% less than a lawn-care service” (money-saving is a MAJOR emotional benefit!)

• Let’s see plant labels spelling out nostalgia like “Grandma’s Lilac” or the fragrance of Old Roses • Let’s suggest the environmental satisfaction of creating a Monarch haven • Let’s see POP with “Basil on your balcony” for apartment dwellers and “Hops made easy” for homebrewers.

• Let’s hear employees talking of “Relaxing sounds of wind chimes” or a fountain that “Hides the sound of the dog next door”!

• Let’s see displays that call out “Best herb for grilling steak” in the myriad of herb choices.

Let’s focus on those emotions that entice consumers to save on gas and spend it in this industry!

IAN BALDWIN is a business adviser for garden retailers and is a featured speaker at Northern Green 2017.

This article was compiled with permission from Baldwin’s blog at www.ianbaldwin.com.

www.edneyco.com • 888.443.3639 For more information call Mike Peters at 651.328.1950

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➾ M E M BE R N E W S

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It’s that time of year — keep an eye out for your 2016–2017 membership dues renewal notice. In order to save the association printing and mailing costs, please return your renewal promptly.

NEW THIS YEAR!

MNLA now offers a “Delayed Payment Option.” Provide your credit card information today and you won't be charged before August 15th (you must select option on renewal form).

With summer approaching, we encourage you to take a minute to reassess your business needs. Don’t pay more than you have to! Please take a moment to review the MNLA Member-Only Exclusive Benefits at www.mnla.biz. Sign in, and take a look under the “MEMBERS ONLY” menu.

Let us help you save on your bottom line! Feel free to contact the MNLA office if we can be of any assistance to you during the renewal process or for any of our products and services offered. We are available at 651-6334987 or mnla@mnla.biz.

Your continued support and involvement as a member of the Minnesota Nursery & Landscape Association is greatly appreciated.

Providing you with education, legislative representation, networking, and other member services is why MNLA exists.

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M A N U FAC T U R E R OF P R E M I UM C ON C R E T E PAV I NG STON E S , SL A B S & WA L L S

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GETTING UNSTUCK Change is never easy. This is particularly true for contractors and small business people. We work hard. We are busy. We are production oriented.

Many of us believe that hard work will fix things but sometimes hard work with our shoulder to the grind stone just ends up giving us a sore shoulder.

If your business is not offering the rewards you are looking for, you must strive to make changes.

Monroe Porter | PROOF Management

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➾ G E T T I NG UN STUCK

3. Do a brand analysis. Search yourself on the web (from another computer) and see how you come up. Are you on all the free directory listings? Do a survey and see who people would recommend in your area? Are you in the top three?

Are your trucks wrapped and visible?

4. Visit other contractors from trades other than yours and see how they do things. Mechanical contractors, drywall, air conditioning, flooring, etc. will not see you as a competitor.

See if your systems are ahead or behind theirs.

5. Consider hiring some younger people into the organization.

Their computer and tech ability will probably be better and can bring some new insight.

T

here is an old contractor joke about the wage and hour auditor who could not find any employees who were not being paid fairly and was talking to the owner of the business following the audit. The owner said, “There is one person with an issue. He works 70 hours a week, does not get overtime, rarely takes a vacation and makes very little per hour.” The auditor replies, “I need to talk to that person right away.” The owner replies, “You are, it’s me.”

Why is change so hard? It all starts with our own attitudes. You just put in a 10-hour day and tomorrow looks the same, so the thought of taking on the task of making things better can be overwhelming. When we are busy doing what is urgent, sometimes we forget that other things may actually be more important but just not as urgent. No one is screaming at you for an operations improvement plan or a new approach. People are screaming at you to finish their job, to do an estimate or some other day-to-day task. Our contractor networking groups were founded on the concept of forcing people to get away from their business for three days to work on priorities and to build long-term goals. That old saying, “fail to plan and plan to fail” really does hold true.

Habits can also play a significant role. Think not? Try crawling into bed tonight on the side your significant other normally sleeps on and see how that goes. The problem we have is being able to believe that just because something is new does not mean it is wrong.

So how can you change your business and make sure you are doing what you need to do? Start with an attitude rebuild.

Denial and indecisiveness play a large role in getting people to change. “I will quit smoking next year; this year has been too stressful.” “I am not into computers, email and stuff.” “Our customers don’t use the internet.” Start envisioning what your business would look like if you made a few changes.

Next, build some new habits: 1. Schedule just three hours of uninterruptable time every week to work on business goals that are not immediate. Turn your cell phone off and close your door.

2. Keep a time card on yourself and determine how you are spending your time. Delegate things that are not a priority to someone else and substitute business building and planning time.

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6. Consider hiring a consultant or a best practices group to take a look at your business. If you do hire someone, make sure they are used to working with small businesses. Maybe you can find a successful contractor in a different trade and ask him to review your business while you review his.

7. Have a financial planner help you with a financial plan. One of the problems contractors have is they tend to tie all their net worth up in the business. If the business fails or hits hard times, they are not diversified enough to survive. Worse yet, it is hard for them to retire as they have no other income sources.

Last but not least, build a long term vision. Project what you would like your life and business to look like 10 years from now.

Too many business owners think they will sell their business for a lot of money and retire. Such a plan includes two basics flaws. One, contracting businesses are hard to sell. Two, retired business owners get bored when they don’t have anything to do. Be realistic about your goals. Start with some simple questions.

Five years from now: • What would you like your work week to look like?

• What will your financial needs be at that point?

• What changes in personnel will have to be made to make this happen?

• What outside interests do you have that will keep you happy and active?

One of the things I really like about contractors is that they are alive, active, and working at it each day. I was at a social gathering recently and many of the people there were government workers.

They were all counting the days until they retired and it seems that most of their life was about working to retire. They plodded to work each and every day with little control of their own domain. Heck, live to work and work to live. Enjoy both. Change your business.

Make the changes you need to make it more rewarding.

is President of PROOF Management, a business consulting firm that specializes in helping landscape contractors.

For business questions, he can be reached at 800-864-0284 or monroe@proofman.com.

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Letourneau Landscaping, Inc. Barbara Letourneau St. Paul, MN, 651-426-0410 Mark Harren Construction Company Mark Harren Warroad, MN, 218-689-0200 Maury Braun Landscaping Maury Braun Inver Grove Heights, MN, 651-450-0097 Miller Gas LLC Charlie Miller Belle Plaine, MN, 612-703-7992 Murray Roberts Company Murray Roberts Lino Lakes, MN, 612-245-6789 Patios and More LLC Kenneth Cordes Oakdale, MN, 651-500-1415 Stonewater Wade Taylor Prior Lake, MN, 612-363-4299 Thomason Contracting LLC Matthew Thomason Glyndon, MN, 218-443-1481

july 16

MNLA .biz

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➾ LA S T WORD

SPONSOR A STUDENT MN LA' S AC AD EM I C AWAR DS PR O G R A M “ G RO W I N G T O M O RRO W ’ S I N D U S T RY L E A D E RS ”

Paulette Sorenson

MNLA Foundation Coordinator

ACT NOW! HAVE YOU CONSIDERED SPONSORING A STUDENT SCHOLARSHIP? Sponsoring a student will not only provide you the satisfaction of knowing you made a lasting difference in a young person’s life and the future of the green industry, but it provides a charitable tax deduction as well.

Sponsoring companies can make a $500 commitment for a college scholarship or a $250 commitment for a high school scholarship, and the MNLA Foundation will MATCH your funds. Companies can sponsor more than one scholarship per year.

Learn more and download the application at www.mnla.biz/scholarships and return it to MNLA. Your generosity will be long remembered and will grow tomorrow’s industry leaders.

The deadline for the 2016/2017 participation is September 9, 2016.

Contact Paulette Sorenson, CMP MNLA Foundation Program Coordinator paulette@MNLA.biz | 651.633.4987

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MNLA .biz

july 16

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MASTER

CLASSES

Choose one – available exclusively with a Northern Green 3-Day Pass only!

FORMERLY SUPER TUESDAY

A master class is a class given to students of a particular discipline by an expert of that discipline—where skills are being developed. Develop your skills as a green industry professional by attending one of the Northern Green Master Classes (formerly Super Tuesday) on Tuesday, January 10, 2017. Master Classes are included in the Northern Green 3-Day Pass registration. Choose one of the five classes below.

1 A Landscape Design Charette Facilitated by Adam Arvidson, Minneapolis Park & Recreation Board Looking for some inspiration? New ideas? New techniques? Come and learn from new and seasoned landscape designers at this Landscape Design Charette!

A charette is a collaborative brainstorming session, involving multiple people, used to generate solutions to design problems. The ideas created and the system of checks and balances that naturally occur during a charette only lead to stronger design solutions and an inspired design team. At the end of the day, the teams will come together to present their design solutions to the group.

Time: 9:30 a.m.–4:00 p.m.

2 Ownership Thinking: Building Value Within an Already Successful Company Presented by Resultants for Business, Inc. This workshop is designed specifically for owners and top level leadership who have the responsibility for the entire organization. Join a group of very unique business advisors (and entrepreneurs) who will present five Owner-Thought Leadership topics designed to challenge your thinking, as well as help you gain business perspectives coming from other owners in the room. The day will definitely be “thought-provoking.”

Attendees will come away with: • A different perspective on “ownership thinking” and building value • Challenge exercises you can use within your own organization • An opportunity to dialogue with other owners and top level leaders This workshop is about capitalizing on that ownership thinking to move our companies forward, and building a better, more valuable organization from the inside out.

Time: 9:00 a.m.–4:00 p.m.

3 NCMA Segmental Retaining Walls Installer Course – Level I/Basic Presented by Dave Klein, Amcon Block and Precast, an NCMA Certified Instructor This one-day Segmental Retaining Wall (SRW) Installer Course teaches installers fundamental SRW installation guidelines, material and system component properties, soils and compaction, the effect of water, and site practices. Those who successfully complete the classroom training and pass a written examination become certified as a Certified SRW Installer (CSRWI).

This credential is highly valued by consumers and the program includes a wealth of valuable course information and reference material that attendees take back to work for implementation as money-saving and profit-making ideas.

Time: 8:30 a.m.–4:00 p.m.

4 Low Voltage Irrigation Technical Training - PLT Relicensure Instructed by Andy Lindquist, Links Systems, Inc. and Tim Malooly, Water in Motion This class is recognized by the Minnesota Department of Labor and Industry as satisfying eight hours of continuing education requirements for the Power Limited Training Licensure, including 2 hours of code and 6 hours of technical training. The information provided during this class is oriented specifically toward the irrigation specialist, and will include topics such as: performing and measuring power limited electrical work terms and processes, locating equipment, 2-wire systems, and emerging remote control and water management technologies.

Time: 7:30 a.m.–4:00 p.m.

5 Pesticide Recertification (Categories A,E,F, and P available) This workshop meets MDA’s Commercial Pesticide Applicator requirements for categories A (Core) & E (Turf and Ornamentals). New in 2017! Recertification for optional Categories F (Aquatics) or P (Vertebrate Pest) will also be offered on the same day.

These workshops have been approved by the Minnesota Department of Agriculture (MDA). Licensed applicators with Categories A and E who last attended a recertification workshop in 2015, and new-licensed pesticide applicators in 2016 must attend an MDA-approved workshop by 12/31/2017. By attending the Pesticide Recertification track and completing the on-site attendance documentation, applicators will obtain recertification credit.

In order for licensed applicators to receive credit for Category F (Aquatics) or Category P (Vertebrate Pest), they must also attend the Pesticide Recertification track from 10 a.m.– 4 p.m. and complete on-site attendance documentation.

Category F: 8:00–10:00 a.m. | Category P: 8:00–10:00 a.m.

Categories A and E: 10:00. a.m.–4:00 p.m.

Master Classes are included exclusively with a Northern Green 3-Day Pass registration. MNLA or MTGF members can preregister by December 30th on www.NorthernGreen.org and pay only $299, or register onsite on January 10th, 2017 for $379.

REGISTRATION PACKAGES OPTIONS & FEATURES

3-Day Pass

(Tue–Th)

PRE-REGISTER (ON OR BEFORE DEC. 30, 2016*)

3-Day Pass 3-Day Pass + CEO Track + Interactive (Wed) Track (Thur)

2-Day Pass (W–Th)

2-Day Pass 2-Day Pass + CEO Track + Interactive (Wed) Track (Thur)

Trade Show Student (W–Th) Only

(W–Th)

$299

$378

$378

$149

$228

$228

$35

$40

$319

$398

$398

$169

$248

$248

$40

$40

$379

$458

$458

$229

$308

$308

$45

$50

REG. ONSITE NON-MEMBER

$399

$478

$478

$249

$328

$328

$45

$50

Choice of 1 Tuesday Master Class (formerly Super Tuesday)

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Access to 2 Days of Free Lunch NEW! on the Trade Show floor**

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Campfire mini sessions on the trade show floor

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All exhibits/trade show pass

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Access to sandbox competition NEW! and show floor demos

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Access to sessions in Innovation NEW! & Inspiration Theater

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Morning Coffee

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Career Central

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Networking

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PRE-REG. NON-MEMBER

REGISTER ONSITE (JAN. 10-12, 2017)

Access to Tuesday’s trade show Preview Party

NEW!

Access to 2 keynote speakers

CEO Corner Office

NEW!

CEO Track Premium Content Interactive Track Exclusive Content

NEW!

NEW!

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NEW!

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*Name badges will be mailed to those who register by December 9th...no waiting in line!

NEW! Those who register between December 10th and 30th will receive an email with their badge information. Bring the emailed badge information with you to the show and visit one of our new Self Check-In kiosks in the Registration Center. **Available to the first 2,000 attendees Wednesday and Thursday.

More information coming throughout the year and at

WWW.NORTHERNGREEN.ORG

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JANUARY 10-12,

2017

MINNEAPOLIS CONVENTION CENTER

SE OOOWNR E H C UR T U YO VEN AD

Opening Keynote

9:00

7:00

10:00

9:00

12:00

1:00

10:00

2:00

1:00

2:00

Campfire, Sandbox, and Theater Sessions 12:00

Concurrent Sessions

4:00

Closing Keynote

8:00

6:00

7:00

Comedy Night

8:00

MINNEAPOLIS CONVENTION CENTER

JANUARY 10-12, 2017

5:00

Concurrent Sessions

7:00

Green Industry Awards Celebration

6:00

Ticketed Events

WWW.NORTHERNGREEN.ORG

3:00

5:00

Trade Show Preview Party

4:00

Premium Content

CEO Premium Content

Concurrent Sessions

Interactive Track Exclusive Content

Trade Show Open (Free lunch* 11:30 – 1:00)

Campfire, Sandbox, and Theater Sessions

11:00

3:00

Trade Show Open (Free lunch* 11:30 – 1:00)

CEO Premium Content

Concurrent Sessions

Interactive Track Exclusive Content

8:00

11:00

Campfire, Sandbox, or Theater Session

Full Day Education Seminars/Master Classes

Early Bird Concurrent Concurrent Session Sessions Sessions

Legislative Breakfast

Early Bird Session

8:00

Trade Show

*Available to the first 2,000 attendees Wednesday and Thursday.

Disclaimer: Although every reasonable effort is made to provide the speakers, topics, and sessions listed, some changes or substitutions may occur. Speakers and sessions are subject to cancellation or change up to and including the day the session(s) are scheduled to be held. Changes or cancellations are made at the discretion of MNLA/MTGF and may be done without notifying attendees. If sessions are changed or cancelled no refunds should be expected. Submission of the registration form acknowledges acceptance of this provision.

Thursday January 12

Wednesday January 11

Tuesday January 10

7:00

Education

at a Glance

SCHEDULE

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