The Growing Concern December 2021

Growing Concern

The

DECEMB ER 2 0 2 1

A P U B L I C AT I O N O F T H E O H I O L A N D S C A P E A S S O C I AT I O N

The Entry Deadline for the Landscape Ohio! Awards is here.

Submit your projects by December 17th, 2021.

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December 16, 2021 / Valley City Supply (Valley City, OH) / PAGE 7

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PR ES I DEN T’S COLUM N

JAMES FUNAI, PhD

OLA’S NEW ANTI-HARASSMENT POLICY BUILDS A STRONGER WORKFORCE Cuyahoga Community College

I know many of you, not just as good people, but as exceptional ambassadors of our great industry. And, while it may seem quite unnecessary for an organization such as ours (built on the foundation of camaraderie) to adopt an ‘official’ anti-harassment policy, we need to be proud and vocal about it, because this policy is at the heart of workforce development.

The truth of the matter is, there isn’t anyone in this industry who’s not affected by the reality of an incredibly limited workforce. This reality takes its toll on our business owners, our managers, our laborers, and everyone else in-between ­– daily. We just interpret that toll in different ways.

As owners, many of us may be quick to blame government “handouts” for causing people to be lazy and not want to work.

Others may just be saying, “No one wants to work anymore, period,” without ever considering why. I propose that it’s not that no one wants to work… they just don’t want to work 50+ hour work weeks, anymore. They don’t want to work where they don’t get at least two days off a week and they don’t want

to feel like they’re working their tails off to barely make ends meet while the owner rolls up in an $80k truck every day.

And certainly, no one in their right mind is going to choose performing a labor-intensive job for less than what they can make standing behind a gas station counter for eight hours a day. So, should we potentially consider a new normal work week? Should we?

The American workforce is undergoing a major revision, and NOW is when the most creative, flexible, and savvy companies (regardless of industry) will make the decisions that help them excel over the next decade – and beyond.

As of spring 2021, American people of color returned to work at a rate more than double that of white Americans. This might suggest that people of color are more eager to work and/ or that they are experiencing less financial stability. Women (for various reasons) were unable to return to work as much as men (regardless of race), despite wanting to work as much as their male counterparts. That being said – while I don’t want continued on page 6 The Growing Concern | December 2021 | 3

TAB LE OF CON TEN TS D E C E M B E R 2 0 2 1 WWW. OH I OLA N D SCA P E R S. OR G OH I O’ S P R OF E SSI ON A L G REEN I N D U ST R Y A SSOCI AT I O N OHIO LANDSCAPE ASSOCIATION 9240 Broadview Road Broadview Heights, Ohio 44147 Phone: 440.717.0002 Toll Free: 1.800.335.6521 Web: www.ohiolandscapers.org and www.myohiolandscape.com DESIGNER / EDITOR Rick Doll, Jr. REGULAR WRITERS Michael J. Donnellan, King Financial, Inc. Dr. Jim Funai, PhD., Cuyahoga Community College Shelley Funai, Stan Hywet Hall and Gardens Sandy Munley, Ohio Landscape Association Bobbie Schwartz, FAPLD, Bobbie’s Green Thumb COVER: The 25th Annual Landscape Ohio! Awards are underway. Submit your company’s best work by December 17th, 2021 to be considered for this year’s program. (Photo courtesy: Lifestyle Landscaping)

FEATURES

3 8 12 16 20 26 32 34 35 35

PRESIDENT’S COLUMN

OLA’s new Anti-Harassment Policy Builds a Stronger Workforce

PERENNIAL FOCUS

7 Popular Larkspur Types

FISCAL FITNESS

Greed and Fear in Investing

FOR SAFETY SAKE

Written and Communicated Safe Work Practices

PLANT OF THE MONTH

Quercus Glandulifera: Konara Oak

FEATURE ARTICLE

3 Ways Contractors Can Support Veterans Looking to Work

FEATURE ARTICLE

8 Points That Can Reduce Snow Removal Operating Costs

DIRECTIONS ADVERTISING INDEX NEW MEMBERS

4 | Official Publication of The Ohio Landscape Association

ADVERTISING INFORMATION Submission deadline: 10th of the month, prior to the month of publication. For advertising rates and ad specs, please call 440.717.0002, 1.800.335.6521, or email Rick Doll Jr. at rick@ohiolandscapers.org.

DISCLAIMER The Ohio Landscape Association, its board of directors, staff and the editor of The Growing Concern neither endorse any product(s) or attests to the validity of any statements made about products mentioned in this, past or subsequent issues of this publication. Similarly, the opinions expressed in The Growing Concern are those of the authors and do not necessarily represent the views of the Ohio Landscape Association.

OFFICERS President James Funai, PhD

OLA STAFF Executive Director Sandy Munley

President – Elect Brian Maurer, LIC

Communications & Events Manager Rick Doll, Jr.

Treasurer Stephanie Gray, LIC Immediate Past President Domenic Lauria DIRECTORS Brandon Barker Ryan Drake Cameron Maneri Rob Morel Jeff Rupp, LIC

C AL ENDAR OF EVEN TS UPCO M I N G OLA MEETINGS , EDUC AT I ON SE MI N A R S, A N D OT H E R G R E E N I N D UST R Y EV ENT S

DECEMBER DECEMBER 7 & 9 DORMANT PRUNING Dormant Pruning of landscape plants is a half-day, handson clinic and a timely training opportunity for you and your crews to learn the proper pruning techniques. Held at Premier Plant Services in Hilliard, Ohio (December 7) & Willoway Nurseries in Avon, Ohio. (December 9).

DECEMBER 16 STONE VENEER CLINIC (NE Ohio) This hands-on clinic will teach the basics of mixing mortar, installing and grouting stone veneer. The techniques you will learn can be applied to both manufactured and natural stone. The demand for veneers has increased and this is a great opportunity to learn how to apply it in house. Sponsored and hosted by Valley City Supply in Valley City, OH. See page 7 for more information. (Capacity Limited)

DECEMBER 17 25th ANNUAL LANDSCAPE OHIO! AWARDS DEADLINE For more information on how to enter, including rules and entry forms, visit www.ohiolandscapers.org/awards-program

JANUARY 2022 JANUARY 6, 2022 (Tentative) OLA DESIGN CLINIC: SKETCH UP Laura Deeter, Ph.D. / Ohio State ATI Dr. Deeter is a Professor and Coordinator of Landscape Horticulture and Horticultural Science at The Ohio State ATI. As such, she will be teaching an entry level clinic focused on introducing new users to SketchUp with the idea of using it to model landscapes. This clinic will take place on The Ohio State Seacrest Arboretum, located in Wooster, OH. See page 24 for more information.

JANUARY 20, 2022 OLA MEETING Craig Romig / Electric Sheep Craig Romig, Area Manager for Electric Sheep will discuss how to transform your existing mowers into a fleet of autonomous mowing machines, what to expect when doing so, and how this process might help with the current labor shortage. Held at St. Michael’s Woodside in Broadview Hts., OH. See page 25 for more information.

Oops! Mistakes were made...

In the November 2021 Issue of The Growing Concern, an editorial mistake was made in which we incorrectly credited the wrong company with the project used for both the cover and inside front cover art.

The project featured in the November 2021 Issue belongs to Brothers Grimm Landscape & Design Co. The designer of this project was Chris Meltzer and the project foreman was Jacob Grimm, LIC. This project was the winner of (2) awards in our 2020 Landscape Ohio! Awards program, taking home an Honor Award in the category of Garden Structures/Pavements and a Merit Award in the category of Landscape Lighting.

Our sincerest apologies to Jacob and his team at Brothers Grimm.

The Growing Concern | December 2021 | 5

PR ES IDEN T’S COLUM N continued from page 3

to mire in a swamp of statistics – it’s imperative to the future of this industry that we consider who our workforce will be comprised of and where they will come from.

So, what does all of this have to do with the point of my article?

As a white male in the Green Industry, it is a given that when I walk into a room, or job interview, I belong. I am immediately accepted by the group. No one has to tell me I am welcome; I just know it because 99% of the people I see look just like me.

In fact, it never crosses my mind, “Will I be accepted?”

The OLA’s new Anti-Harassment Policy is a pledge – made loud and clear – to let EVERYONE know that they are welcomed and that they are respected. Our goal is to communicate to EVERYONE that they will experience the same environment that the ‘old-schoolers’ have always enjoyed; one that is friendly, safe, and supportive. “Everyone is welcome regardless of gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, or religion.”

You’ve heard this message before, and for most of us, we agree.

Now we have an outward facing policy stating to everyone, “We welcome you and have a great career opportunity waiting.”

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One further point I’d like to share, as we begin to get more creative in where our future workforce will come from…

Consider your potential future employee’s access to transportation. How many people do you think live in urban areas that might make an incredible employee, yet simply can’t access your shop? There are large urban populations across the state that provide enough public transportation to live, but perhaps not access your location (which is more-than-likely off the beaten path). There are major immigrant population centers, people who have grown up in the city but want to work outdoors, all sorts of potential... they just can’t get to you. Is there a way for you to get to them? Perhaps you have crew leaders who can drive to a central pick-up point?

I came to this realization teaching in an urbanized area.

Some of our best students take the bus to campus because they don’t have access to a car. We’ve been creative in helping them find jobs they can access, but get this… Once they are being paid a livable wage (i.e. more than $15/hour which is the minimum for two adults, both working, with one child

6 | Official Publication of The Ohio Landscape Association

in Ohio), they suddenly move up in their economic status and can, perhaps, afford transportation of their own. We can do a better job helping future employees access a real career!

I have been honored to serve as your Board President for 2021 and thank you for reading my monthly articles and at least considering some of the points within. This is an amazing industry, and we are all a part of a great organization.

We thrive because we are open to learning new ways and building upon our strong history. I am excited to transition over to the education committee for the OLA and ask each of you to consider participating on one of our committees, moving forward. This is YOUR organization and YOUR career – take ownership!

As a reminder, our January 2022 evening meeting is also the kick-off for our 2022 committee meetings. If you are interested in joining a committee, please contact the OLA office at 440.717.0002, or email us at info@ohiolandscapers.org.

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AGENDA (CLINIC 1) REGISTRATION 8:30AM - 9:00AM CLINIC 9:00AM - 12:00PM AGENDA (CLINIC 2) REGISTRATION 12:30PM - 1:00PM CLINIC 1:00PM - 4:00PM

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This hands-on clinic will teach the basics of mixing mortar, installing & grouting stone veneer, as well as various trouble-shooting techniques. What you will learn can be applied to both manufactured and natural stone. The demand for veneers has increased and this is a great opportunity to learn how to apply it in-house. Stop subcontracting it out, avoid costly job delays and seize this opportunity to increase your profits!

Please Note: (2) Identical clinics will be held on the same day. The morning clinic will be filled first, followed by the afternoon clinic. Each class will be limited to 25 participants. This event will sell out quickly.

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Cancellations made 8 to 14 days prior to the course start date will be subject to a 30% cancellation fee. NO refunds, or credits will be issued for cancellations 7 days or less prior to the course, no shows, or cancellations on the day of the course. If, for any reason, the course is cancelled, enrollees will be notified, and fees refunded in full. Register early as class size is limited and will sell out quickly.

2021 STONE VENEER CLINIC / REGISTRATION CLOSES 12/09/21 (Make checks payable and send to: Ohio Landscape Association, 9240 Broadview Rd, Broadview Hts., OH 44147) Company Contact Address City State Phone (______)

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PEREN N I AL FOCUS

7 POPULAR LARKSPUR TYPES Delphiniums are tall perennials, perfect for sunny borders. Larkspur (Delphinium) is a herbaceous perennial in the buttercup family, making it a relative of common landscape plants such as Amur Adonis (Adonis amurensis), Pasque flower (Pulsatilla vulgaris), and Columbine (Aquilegia canadensis).

Many types of Larkspur are short-lived. This is due, in part, to their susceptibility to diseases such as botrytis blight and crown rot. To lessen the likelihood of your plants being infected by such disease, provide adequate spacing, mulch your larkspurs, and keep your clients’ garden free of debris.

It is handy that Larkspurs are groundhog resistant. These pests will nibble them here and there, but the poisonous nature of the plants will kill them, so the damage will not be extensive. Nor do deer and rabbits tend to eat them.

Meanwhile, they are useful for drawing butterflies and hummingbirds to the yard.

Most Larkspur plants are stately perennials ideal for growing at the back of a flower border. The drawback with these is that you have to stake them. If you prefer low-maintenance landscaping, opt for dwarf types.

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Their impressive height (some types reach 7 feet tall), however, makes them extremely showy specimens. The taller types of Larkspur are well worth growing if you do not mind performing a bit of maintenance.

This perennial most commonly bears purple, blue, or white flowers. Lavender is the next most common color. You will occasionally encounter Larkspurs with pink blooms, and other colors exist, but are rarer. Larkspur is valued as one of the traditional plants for cottage gardens.

Larkspur is a poisonous plant. Take precautions to prevent children and pets from ingesting them.

The following are seven Larkspur cultivars or species that could be worth considering for your clients’ garden. continued on page 10

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PEREN N I AL FOCUS continued from page 8 GUARDIAN LAVENDER LARKSPUR

RED LARK LARKSPUR

(Delphinium elatum ‘Guardian Lavender’) Guardian Lavender larkspur is only a moderately tall larkspur. Perhaps that is why it is an earlier bloomer than the really tall types of Delphinium, flowering in early summer. It has double flowers in the lavender-to-mauve range.

(Delphinium ‘Red Lark’) Red is an unusual color for Larkspur plants, making Red Lark a great find for your cleints who seek the unusual. This cultivar is another that is only moderately tall and produces blooms earlier than do the statelier kinds of Delphinium.

ASTOLAT LARKSPUR

CASSIUS LARKSPUR

(Delphinium Astolat Group) Astolat is a grouping for the popular Pacific Giant hybrids.

Astolat has semi-double blossoms in a pink or lavender-pink.

The blossoming period begins in the early summer to midsummer.

(Delphinium ‘Cassius’) The flower of Cassius Larkspur is similar to that of Blue Mirror, except the center is black. Unlike Blue Mirror, Cassius is one of the taller Delphinium, so this hybrid definitely needs to be staked. The plant blossoms in mid-summer.

GALAHAD LARKSPUR (Delphinium ‘Galahad’) Galahad is a hybrid cultivar from the Candle or Alpine Larkspur species (Delphinium elatum) and has a longer lifespan than many types of Larkspur. The flowers are snowwhite and really stand out against the dark-green leaves of the plant. In some of the other cultivars with white flowers, the flowers have a black center. Galahad, however, provides a choice for gardeners who want pure white. It blooms in early summer to mid-summer.

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BLACK KNIGHT LARKSPUR (Delphinium ‘Black Knight’) The Black Knight cultivar has semi-double, purple flowers.

The blooming period is summer, and Black Knight may even rebloom in the early fall. This is one of the easiest types of Larkspur to find outside of the types with blue flowers.

DWARF LARKSPUR (BLUE MIRROR LARKSPUR) (Delphinium tricorne / Delphinium ‘Blue Mirror’) Standing at just 1 to 2 feet high, dwarf Larkspur gives your client a choice that involves less maintenance. Maintaining Larkspur usually includes disease control, pruning, staking, and deadheading, but growing this shorter species allows you to skip the staking. The flowers range in color from true blue to violetblue to purple. Its bloom time is April or May, making it an early bloomer for a Larkspur. Blue Mirror is a dwarf cultivar.

Essentially a blue Larkspur, a closer inspection reveals at least three colors in the blossom. The center is mainly white, while a generous dose of lavender tinges the blue on the petals. It blooms from late spring through summer.

This article was written by David Beaulieu, a landscaping expert and plant photographer, with 20 years of experience. It appeared on The Spruce, a site that offers practical, real-life tips and inspiration. Visit TheSpruce.com to see more.

The Growing Concern | December 2021 | 11

F I SCAL FI TN ESS

MICHAEL J. DONNELLAN M3 Wealth Management

GREED AND FEAR IN INVESTING Research in the field of behavioral finance suggests that much of an individual investor’s performance can best be explained by his natural behavior. Investors – if left to their own devices – tend to succumb to their natural emotions of fear and greed, causing damage to their portfolios.

One of the most common reasons that investors fail to beat the market return over time is the lure of the big score. “If only I had been invested in Microsoft when it went public” or “if only I had put money in XYZ Fund last year when it was up 50%” are common laments. This psychology often leads to chasing returns or investing in what was hot in the prior year or quarter. As a result, the average investor frequently turns to high-volatility stocks or mutual funds that have big swings in returns.

The volatility of returns is most often associated with risk and also plays into the emotional side of investing, leading investors to make the wrong decisions at the wrong time.

A high-volatility investment will stand out from its peer group based on stellar returns in a given year and will attract significant new assets – only to end up trailing the index for the next several years.

The funds that fit this high-volatility profile are usually very style-specific. There’s something about the manager’s investment philosophy or process that allows the portfolio to dramatically outperform the benchmark – but only under certain market conditions. It might be a momentum-based growth portfolio or one that invests in companies emerging from bankruptcy.

The “dot com” bubble in the late 1990s and the Bitcoin craze recently are examples of greed and the fear of missing out. When the magazines, financial shows and social media are ablaze with the news, we are probably near a peak. Be careful not to get caught up in the wave of greed and the ensuing bubble.

Just as the market can become overwhelmed with greed, the same can happen with fear (“an unpleasant, often strong emotion, of anticipation or awareness of danger”). When continued on page 14

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Entries for this year’s Landscape Ohio! Awards Program are now being accepted.

Help us celebrate your company’s great projects & the 25th Anniversary of the Landscape Ohio! Awards Program.

We’re hoping to have record participation this year and NOW is the time to begin preparing your award-worthy projects for consideration The deadline for entries is Friday, December 17, 2021. As always, winning projects will be featured in Landscape Ohio! Magazine, a supplement to Ohio Magazine and Cleveland Magazine. For full details and tips on how to enter, visit www.ohiolandscapers.org/awards-program.r call 440.

F ISCAL FI TN ESS

continued from page 12 stocks suffer large losses for a sustained period, the overall market can become more fearful of sustaining further losses.

But being too fearful can be just as costly as being too greedy.

The same can be said of the prevalence of fear following a stock market bust. In a bid to stem their losses after the “dot com” bubble burst in 2001, the recession of 2008-2009 and the pandemic of 2020, some investors quickly moved out of the stock market in search of less risky buys. Money poured into money market and low-risk and low-return securities. This mass exodus out of the stock market shows a complete disregard for a long-term investing plan based on fundamentals. Investors threw their plans out the window because they were scared, overrun by a fear of sustaining further losses. Granted, losing a large portion of your equity portfolio’s worth is a tough pill to swallow, but missing out on a recovery could be even worse.

Just as scrapping your investment plan to hop on the latest getrich-quick investment can tear a large hole in your portfolio, so too can getting swept up in the prevailing fear of the overall market by switching to low-risk, low-return investments.

The best strategy is to stay the course in respect to diversification. If the markets look a little too expensive, and

14 | Official Publication of The Ohio Landscape Association

other investors seem “fat, dumb and happy,” get defensive and move some assets into cash. When everyone is panicking in a declining market look to buy. Bottom line, greed and fear can help investors judge market fluctuations.

Make sure your assets are properly diversified, though. It is sometimes advantageous to be overweight or underweight in certain sectors at different times, but they should be periodically reviewed to keep a reasonable balance. For example, home builders may be among top performers when interest rates are low, but may be a lagging sector in a rising interest rate environment. Chasing performance often leads to disastrous consequences in a portfolio. Sometimes when a sector, or even a single stock, has a big run, it will become a larger percentage in a portfolio. It is then important to rebalance. It is important that certain sectors or individual stocks do not dominate the overall portfolio.

Every investor has different goals and strategies. I believe it is important for the investor and their advisor to develop rules and strategies to help reduce risk. As always, consult with your financial advisor for information specific to your individual situation.

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F OR SAFETY SAK E

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Through the years, employers have expressed the sentiment that their employee was injured because they were not using common sense. Even when someone says they can do the job or have had prior experience that may not be true. Common sense does not necessarily help your employee understand the true requirements of a job task.

Guidance for employees in the form of written safe work practices is important for a clear understanding of job requirements and responsibilities. The objective is to communicate safe work practices so that employees have a clear understanding of how to safely accomplish their job requirements. Both general and job-specific safe work practices must be identified, documented, and made available.

Have all employees sign a statement to indicate they have read, understood, and will follow all safe work practices.

16 | Official Publication of The Ohio Landscape Association

Examples of general safe work practice knowledge expected of most employees include: • Good housekeeping • Personal protective equipment • First aid procedures • Ergonomic principles • Hazard recognition and abatement • Emergency Action Plan

continued on page 18

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FOR SAFETY SAKE

continued from page 16 Job-specific safe work practices apply to operations and tasks that involve recognized hazards and risks associated with those specific tasks. Job-specific safe work practices must be posted or made readily available in the work area. Examples of jobspecific safe work practices include: • Respiratory protection • Lockout/tagout procedures • Confined space entry • Hazard communication • Powered industrial truck operation • Bloodborne pathogens, if applicable • Personal protective equipment (PPE) • Machine/equipment operation • Material handling procedures

IMPLEMENTATION After the general safety orientation, the supervisor provides new employees with job-specific safety training. Employees should not be allowed to start a job until they have received instructions on how to perform the job properly and safely.

If an employee will perform a hazardous job, the supervisor should complete a Job Safety Analysis (JSA) on that job and incorporates the JSA into the job-specific safety training.

JSAs emphasize the identification and control of the potential hazards associated with each step of the job.

Safe work practices are essential for any organization because they prescribe the accepted behavior that is expected from all employees. The safety team may be involved in the development of the employee safety handbook. The handbook includes general safe work practices and specific safe work practices that apply to each job.

Safe work practices usually are printed in an employee safety handbook. The first page of this handbook should include a Safety Policy from senior management.

When providing employees with a safety handbook, review the material with them annually and ask questions to ensure their comprehension. Training should thoroughly support all content. Have employees sign a statement certifying that they understand the safety rules and policies and agree to abide by them. Maintain this signed statement in the employee’s personnel file.

The Division of Safety & Hygiene’s safety, industrial hygiene and ergonomics specialists can help you develop effective strategies to make your workplace safer and healthier. They can visit your workplace or consult with you by telephone or email. These services are available for any private or public employer. BWC also offers specialized options for certain employers. You can request these services online at: info.bwc. ohio.gov or 1.800.644.6292.

This article was provided to the OLA via Sedgwick who provides quality service in areas such as workers’ compensation, liability, property, disability and absence management. For more information contact Jim Wirth at jim.wirth@sedgwick.com.

18 | Official Publication of The Ohio Landscape Association

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PL ANT OF TH E M ON TH

JIM FUNAI, PhD

Cuyahoga Community College

SHELLEY FUNAI, LIC

Stan Hywet Hall and Gardens

QUERCUS GLANDULIFERA

KONARA OAK

Bill has saved a landscape rockstar for our final article in the Hendricks Experience of 2021. Unfortunately, this rockstar is more of an indie-scene, starving artist, as it doesn’t even make the charts in Dr. Dirr’s book.

Most of us hear “Oak” and immediately begin to think of giant shade trees. Interestingly enough and unknown to many, there is a whole group of Oaks known as “Scrub Oaks,” which are much more shrublike than any imaginative form of a tree. Think of this month’s POM as the middle ground. Bill calls it, “A unique addition for urban foresters of an under-the-wire tree, in a genus made up of mostly major shade trees.”

This tree is very hard to come by in nursery supply but should not be considered a new plant by any means. It was first described (in western literature) by Karl Thunberg, in 1784 (named Q. serrata). Later, it was further classified as Q. glandulifera by Dutchman Karl Blume, in 1850.

The common name, Konara Oak, came from locals of Tokyo, Japan, as Konara is the Japanese name for the tree. Notably, there is still some confusion surrounding these names, but to the best of our ability, it appears Q. serrata is likely genetically different and grows over 50 feet tall, while Q. glandulifera is either a subspecies, or variety which remains much shorter.

Bill is quite sure his plants (sold as Q. glandulifera) are going to be the shorter growing, averaging out right around the 25-foot mark.

Bill first came across this plant over 40 years ago while walking through the old Henry Kohankie Nursery, which closed in the Fall of 1954. Both Bill and Tim Brotzman could not completely identify the oddity they had come across, thus continued on page 22

20 | Official Publication of The Ohio Landscape Association

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continued from page 20 set out on a mission. (Yes, once upon a time, there was a plant that stumped both of these legends!?) Eventually, they identified this Oak as Konara, noting that it was a genetic oddity of the species, stuck at 15-feet tall (compared to literature stating 80 feet tall).

While Bill never grew seedlings from the Kohankie trees, he did obtain seedlings from Heritage Seedling Nursery in Oregon, which proved to be more vigorous and adaptable to urban settings.

We’ve found this tree to be on the slower-growing side of Oaks. We obtained a 3-foot seedling for the ‘Funai Farm’ from Dawes Arboretum, back in 2012. It is now around 10 feet tall. It’s still open with branching, but also in more shade than it would probably prefer. The ones we’ve seen at Klyn are perfect for popping into the devil strip if you’re worried about an errant hack from the power company. This shouldn’t be necessary for decades to come.

Konara Oak is in the Red Oak group, which means we should see spines along the leaf margin. In general, we would describe this leaf as a blend between Sawtooth Oak (Q. serrata) and Chestnut Oak (Q. montana). In a slight twist,

22 | Official Publication of The Ohio Landscape Association

the little spines are swollen at the tips of the serrated margin and look like little glands. It is this trait that gives rise to the specific epithet based on the Latin gland and ferre (to bear).

So, this is the gland bearing Oak. You’ll find this tree adaptable to soils, able to thrive in the mess that is the devil strip and growing best with full-sun to some shade. Once established, it will tolerate dry periods without much issue. We have not observed any pest or disease issues on the species, but suspect Oak wilt could be as much of a concern as it is with other Oaks.

This is a dominant species in its native habitat of Japan, Korea, and China, where it is used for all kinds of wood products, including many wood-built structures. The wood itself looks just like what we call “Red Oak.” The tree was introduced to European gardens in the late 1890s, and was imported to Arnold Arboretum (Harvard University/Boston) in 1893.

If we can be very nerdy for a moment, Bill communicated to us that he is selecting for fall color (yellow to bright-orange).

We found in our research of this plant, mentioned in Arnoldia (the publication from Harvard of the arboretum), that on October 23, 1923, the original trees from 1893 (30

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• Prioritize workplace flexibility.

Workers inprefer jobs years later) were “raised from acorns gathered Northern thatThey provide more flexibility over those thatwhile offer those more Japan.” maintained a deep-bronze color, vacation days.

To the extent possible, give workers a say trees of the same species from western China are still green. theirofschedule, work conditions, work organization, Thisin is one the coolest things we’ve come across with seed work location, and work tasks. grown plants and why understanding the provenance of the • Match tasks toThis abilities.

Use species, self-paced work, selfplant is important. is the same from the same directed rest breaks, and less repetitive tasks. location, but very different provenance... producing wildly • Avoidfall prolonged, sedentary work. Prolonged, sedentary different color. work is bad for workers at every age. Consider sit/stand andhave walking workstations who We workstations sure hope you enjoyed this yearforofworkers Hendricks traditionally sit all day.

Provide onsite physical activity Experience articles. We have certainly loved spending time connections low-cost withopportunities Bill, learningorand exploring, toand talkingcommunity about our based options. shared plant nerdery! Stay tuned for 2022 – we’ve got 12 more • Manage hazards.

Including noise, in slip/trip hazards, and awesome plants to push more diversity our landscapes physical hazards – conditions that can challenge an aging build more interesting gardens. Keep planting, friends! workforce more.

• Provide and design ergo-friendly work environments.

Workstations, tools, floor surfaces, adjustable seating, betterPhDillumination where needed, and College, screensa NALP and Jim Funai, is full-time faculty at Cuyahoga Community surfaces with less glare. accredited associate of applied science in hoticulture degree program. He has a PhD •in Landscape UtilizeEngineering teams and andForestry teamwork strategies agingand is a Licensed Arborist.for Shelley Funai associated solving. closestOhio, to which the is Grounds Manager problem at Stan Hywett Hall andWorkers Gardens in Akron, problem are often best equipped to find the fix. offers a historic estate designed by Warren H. Manning and a beautiful manor house museum. She is Landscape Industry Certified in Ornamental Plant Care.

•

•

• •

Provide health promotion and lifestyle interventions including physical activity, healthy meal options, tobacco cessation assistance, risk factor reduction and screenings, coaching, and onsite medical care. Accommodate medical self-care in the workplace and time away for health visits.

Invest in training and building worker skills and competencies at all age levels. Help older employees adapt to new technologies, often a concern for employers and older workers.

Proactively manage reasonable accommodations and the return-to-work process after illness or injury absences.

Require aging workforce management skills training for supervisors. Include a focus on the most effective ways to manage a multi-generational workplace.

This article first appeared on the The National Institute for Occupational Safety and Health’s (NIOSH) website, located at www.cdc.gov/niosh. NIOSH’s mission is to develop new knowledge in the field of occupational safety and health and to transfer that knowledge into practice. Their vision: Safer, Healthier Workers.

The Growing Concern | September 2021 | 23 The Growing Concern | December 2021 | 23

PL ANT OF TH E MEDUCATION ON TH OLA SERIES

EVENT INFORMATION

DATE & LOCATION JANUARY 6, 2022 SECREST ARBORETUM WELCOME & EDUCATION CTR. 2122 WILLIAMS RD, WOOSTER, OH 44691 AGENDA REGISTRATION / BREAKFAST 8:00 AM - 8:30 AM INSTRUCTION 8:30 AM - 12:00 PM LUNCH (PROVIDED) 12:00 PM - 12:45 PM

Introduction to SketchUp: Design Workshop LEARNING THE BASICS

SketchUp is a 3D modeling computer program for a wide range of drawing applications such as architectural, interior design, landscape architecture, civil and mechanical engineering, film and video game design.

This class will focus on introducing new users to SketchUp with the idea of using it to model landscapes. We will cover the basic tools, their uses, and challenges as well as walking through the steps to create a finished landscape model, complete with a house, landscape features, and plants. We will also touch on setting up the model to export as an image.

Participants will be required to bring their own laptop computer with a wired or wireless mouse with scroll wheel and will need to download the free version of SketchUp prior to the class. Full instructions will be provided when you register.

INSTRUCTION 12:45 PM - 4:00 PM

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COST MEMBERS BEFORE 12/23/21 - $129 AFTER 12/23/21 - $159

Dr. Deeter recieved her PhD in Horticulture from OSU and is currently a Full Professor of Horticulture at Ohio State ATI. She teaches a multitude of classes, including: Woody & Hebaceous ID, Landscape Design, Sustainable Landscaping, Plant Health Management and Landscape Construction. She’s been awarded ATI’s Distinguished Teaching Award twice, the OSU Alumni Award for Distinguished Teaching, The Perenial Plant Associations Teaching Award, and the OLA Lifetime Contributions Award in 2016, among others awards.

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Cancellations made 8 to 14 days prior to the course start date will be subject to a 30% cancellation fee. NO refunds, or credits will be issued for cancellations 7 days or less prior to the course, no shows, or cancellations on the day of the course. If, for any reason, the course is cancelled, enrollees will be notified, and fees refunded in full. Register early as class size is limited and will sell out quickly.

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COST TO ATTEND MEMBERS: NO CHARGE NON MEMBERS: $30

Autonomous Mowing & How it Will Change the Industry Autonomous lawn mowers - specifically those that have been created to maintain commercial properties - will only become more prevelant as a means to counter current labor shortages and rising wages in the US. Join us, January 20, 2022, as Craig Romig (Area Manager for Electric Sheep) explains how his company takes existing mowers within a fleet and transforms them into autonomous mowing machines. He will discuss what to expect from this type of product, how it may help solve the current challenges our industry faces, and what you should know before implementing this process into your business model.

CRAIG ROMIG / AREA MANAGER - ELECTRIC SHEEP ROBOTICS

Craig Romig joined Electric Sheep Robotics in February 2021 as the Northeast Area Manager. In this role, he manages all autonomous mower deployments and the respective customer relationships. Additionally, he is responsible for hiring and managing all of the field technicians facilitating ESR, and bringing this new technology to the market. Craig has more than 20 years of landscape industry experience, having spent time with The Brickman Group, Brightview and Landcare. His time has spanned all roles, including Superintendent, Account Manager and Branch Manager positions.

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Craig and his team act as a conduit to their R&D team, providing continuous feedback, as well as guarantors for a quality service to their customers. This shields customers from the early complexities of a robotics deployment, while ensuring them the ability to offset labor & equipment costs immediately, providing them the necessary bandwidth to focus on how to integrate this technology on a larger scale, over time. Craig actively facilitates this continued learning and development with his customers, while working with his sales team in onboarding new customers on an ongoing basis.

ABOUT ELECTRIC SHEEP

Electric Sheep is the autonomy partner to the commercial landscape industry, retrofitting proven, existing equipment so that it can operate without the constant support of a human beings, thus providing a major source of support to the growing labor challenge within the larger services industry. Founded in 2019, by 3 serial tech entrepreneurs, Electric Sheep brings together a strong diversity of expertise from AI & Machine Learning (Facebook and the Self-Driving world) to Landscape Ops (Brightview & Brickman). Starting with commercial mowing, ESR has successfully automated both electric and gas platforms and following a series of pilots and early deployments, is bringing this technology to market across the country in 2022.

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F EATURE ARTI CLE

3

WAYS

CONTRACTORS CAN SUPPORT VETERANS LOOKING TO WORK

Veterans of the U.S. military possess unique skills that are easily transferrable to employment in the professional lawn and landscape industry. This is especially true in a time when many contractors face challenges filling job openings. Contractors looking to hire new employees often seek job candidates who are hard-working, safety oriented and able to perform effectively under stressful conditions. The landscaping industry can be a strong match for men and women transitioning from military to civilian life, and looking to join an industry that offers good wages, competitive benefits and the opportunity to advance.

Veterans typically have a set of base skills valued by labordriven companies. These include: • wheeled/tracked vehicle mechanics, • ground support equipment technicians, • and repairmen and maintainers.

Veterans have shown themselves to be able to overcome adversity in the field. They value teamwork, which is essential for safe, productive worksites, and understand how to demonstrate and respond to leadership.

26 | Official Publication of The Ohio Landscape Association

“Veterans provide an excellent talent base for companies because they have a foundation of skills that are strong assets at the worksite,” said Kelly French, Veterans – Talent Acquisition Program Specialist, United Rentals.

“Many people with military experience have traits and qualities contractors look for in new hires: loyalty, integrity, dedication, service excellence and a focus on safety. It’s a smart move for companies to build on what veterans have learned in the military to address hiring needs with skilled, motivated people.” continued on page 28

F EATURE ARTI CLE

continued from page 26 Dan Smalt, lawn division manager with Blades of Green Lawn Care and B.O.G. Pest Control (Edgewater, Maryland), is a veteran of the United States Navy, where he spent 20.5 years, earning the rank of Chief Petty Officer. He said that the first things the military teaches you are to be responsible, dependable, dedicated, and flexible.

“The military is a constantly changing environment,” Smalt said. “You have to build a team environment where you know you can rely on others to do their job, and they know they can rely on you to do yours. The same concept applies at Blades of Green and everywhere else in the lawn and landscaping business. Everybody has a job to do, and everybody has to know they can rely on each other to get the job done.”

“The military emphasis on leadership taught me what leadership is and is not,” he said. “As a leader, you have to be able build a team that works together with one goal in mind, to complete the mission. You have to make sure they have the tools to do their job, the training to do their job, and that they fully understand what their job is. The same principles apply in the lawn and landscaping industry.”

Christopher Goosby now is regional account manager with Munie Greencare Professionals Inc. (Caseyville, Illinois), but in his previous career he was in the Air Force and Air Force Reserves, where he spent 22 years. He achieved the rank of Chief Master Sergeant.

Diversity in the military also has helped Smalt in the day-today of his current career. In fact, he identified it as one of the military experiences that has helped him the most.

In the lawn and landscape industry, he started as a laborer and advanced to his current position as regional manager of Southeast Military Housing Sites for the company. He has been in the industry for six years.

“It taught me a lot about people, what motivates them, what does not motivate them, what helps them get their job done, and what gets in the way of getting their job done,” he said.

“You have to work as a team or the mission is a failure.”

Goosby noted several skills that he gained in the military that have been essential to his success now and cited team building as number one. Attention to detail, ability to supervise a diverse workforce and multi-tasking were also high on the list.

Today, in his role as a manager, the leadership that he learned from the military is what he believes has helped him the most.

He routinely uses skills that he polished during his military deployments, notably, endurance, being able to quickly continued on page 30

28 | Official Publication of The Ohio Landscape Association

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The Growing Concern | December 2021 | 29

F EATURE ARTI CLE

continued from page 28 acclimate to different weather environments, and group organization and building morale. The military also taught him the discipline to accept new challenges daily and the value of dedication to the industry.

Here are three steps contractors can take to support veterans seeking to join the landscaping industry.

MILITARY SKILLS TRANSLATOR While some military-based skills are easily transferable to our industry, others like infantry or combat experience can be more difficult to leverage. Contractors can help by adding a tool like a military skills translator to their websites. These online tools allow service members and veterans to input their military occupation code (MOC) and receive an instant list of open positions that match their various skills and attributes.

Companies can customize a military translator to Military Occupational Specialties across all branches, and identify those that would fit and what roles they would likely translate into.

The tools can significantly change the job-seeking experience for service members and veterans, helping them to find employment matches that may not be immediately obvious.

JOB FAIRS Landscaping companies can participate in job fairs that target military personnel and veterans. Recruiters can also engage with employment outreach programs such as Work for Warriors and Hiring our Heroes as well as programs offered by the U.S. Department of Veterans Affairs.

WORK-STUDY Contractors can provide work-study programs that help veterans transition into civilian positions. These programs deliver job-readiness instruction including a mix of intensive technical training and corporate skills training. They give veterans a solid underpinning of workplace expectations and enable them to assimilate into new roles more quickly and effectively than traditional routes to employment.

For example, United Rentals partnered with Workforce Opportunity Services to develop the Service to Employment Program (STEP). The program offers 10 weeks of in-class and hands-on training, where veterans learn technical and social skills, meet with company leaders and experience what it is like to work at a United Rentals branch. It is part of the reason a significant portion of the United Rentals workforce comes from a military background.

CONCLUSION Men and women in the landscape industry hail from a myriad of backgrounds, some who have been passionate about the profession from childhood as well as career-changers who have discovered opportunities in the profession as a second-career.

While some industry positions require specific experiences for employment, most employers are eager to hire those with an interest in learning and provide them the training required for success and career advancement. Life experiences are certainly valued in the industry, particularly from veterans who have so many transferable skills that offer an easy professional transition from active duty service.

This article was compiled using content from both the National Association of Landscape Professionals (NALP) blog located at www.landscapeindustrycareers.org/blog and United Rentals Careers’ Military page, located at Jobs.unitedrentals.com/creative/military.

30 | Official Publication of The Ohio Landscape Association

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F EATURE ARTI CLE

8 POINTS THAT CAN REDUCE SNOW REMOVAL OPERATING COSTS The snow removal industry is becoming more competitive each year. As that happens, the margin of error between profitability and survival is slim. For large commercial snow removal contractors, the shift from trucks and plows to construction equipment provides significant operational advantages. Is it time for you to add more equipment and give the pickup and plow a rest? Here are eight reasons to consider adding more iron to your snow removal fleet: RESPONSIVENESS

LABOR EFFICIENCY

When it snows, does it make more sense to have your employees try to manage a route, and fight road conditions and traffic to service your customers, or to drive to strategically parked pieces of equipment that allow them to plow one or more accounts with that machine? This provides a number of advantages:

While every lot is different, construction equipment presents the opportunity for a higher percentage of productive work to take place. Trucks are only removing snow when moving forward. Too much time is wasted with trucks having to go in reverse.

• Plowing begins sooner = faster responsiveness = greater customer satisfaction.

• The employee “clocks in” when he gets to the lot with the machine. Their time is now 100% billable, and labor costs are not wasted driving from account to account.

32 | Official Publication of The Ohio Landscape Association

Skid steers are not only more maneuverable than a truck to clean around islands and light poles, but skid steers are also more efficient. They can push one way, spin around and push the other way. Add in the advantages provided by attachments such as a sectional snow pusher and these machines can help remove snow in fewer total passes.

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Pickup trucks feature engines with greater horsepower. Why perform a job on a platform that runs at 300 to 400 horsepower when equipment that operates at 74 to 200 horsepower will work just as well? Also, consider the fuel burned when driving from the shop to the lot, from lot to lot, and back to the shop.

Along the same lines, construction equipment generally provides greater visibility to all sides of the machine and better visibility down to the attachment. Wheel loaders and compact wheel loaders are taller than most trucks and provide a better vantage point to people, cars and other surrounding objects.

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In addition to fuel savings, there’s also less wear and tear caused by a lower-horsepower engine and its components than that of a higher-horsepower pickup truck. This helps improve uptime and long-term reliability.

Thanks to auxiliary hydraulics, quick couplers and (generally) universal mounting designs, construction equipment provides greater flexibility for switching between and using different types of attachments, from pushes to snow blowers and sweepers.

LIABILITY

DEALER SUPPORT

Minimizing liability is about reducing exposure. Construction equipment parked at accounts does this in a couple of ways:

Through telematics and planned maintenance programs, construction equipment dealers can maintain consistent visibility to the performance and health of the equipment and proactively address maintenance needs before they’re an issue.

• Your employees are not driving company-owned trucks on snow-covered and icy roads. This minimizes the chances of accidents and the corresponding liability to your company.

• A piece of equipment and an operator dedicated to one or two lots make it more manageable to keep the lot cleared during a snow fall. Managing several accounts throughout a route increases the chances for snow accumulation and slip and falls.

While each application and company is different, these eight points can lead to reduced operating costs.

This article was written by Andrew Dargatz for SnowPro Magazine, a national publication that keeps landscape contractors and equipment dealers on top of the latest products, trends and business strategies that will help them grow their companies. Learn more at greenindustrypros.com.

The Growing Concern | December 2021 | 33

D I RECTI ON S

MILESTONES It is that time of year again! With the holidays upon us, the OLA would like to thank all of our members for their continued dedication to the industry and our organization. At our Annual meeting on November 18, we applauded members celebrating significant membership milestones. Additionally, the annual meeting is also when our membership votes to approve the slate of board memebers that will serve in 2022. Congratulations to all!

45-Year Member

20-Year Members

10-Year Members (continued)

Pattie Group, Inc. (The)

ABC Equipment Rental & Sales Abraxus Salt, LLC Alpha Lawn Care, Inc. Brookside Lawn Services, Inc. Buck & Sons Landscape Service, Inc. Environmental Enhancement, Inc. Greenwell, Joe Landscaping, Inc. Impact Grounds Maintenance and Design Lasko & Ohio Irrigation - Landscaping Mapledale Farm Tom’s Pond Service Weed Pro, Ltd.

LeafStone Landscapes Morel Landscaping, LLC Petrarca Landcare, Inc. Precision Corporation Property Maintenance Services, Inc. True Care Landscaping, Inc.

40-Year Member Bordonaro’s Landscape, Inc. Chagrin Valley Nurseries, Inc. Lake County Nursery T.L.C. Landscaping, Inc.

30-Year Members #1 Landscaping Belgard Botson Insurance Group, Inc. C & C Garden and Landscape Design, Inc. Cactus Jack Landscaping, Inc. Grace Brothers Landscaping, Inc. Rusty Oak Nursery, Ltd. Suncrest Gardens Vermeer All Roads Wayne Lawn and Landscape

25-Year Members Cascade Lighting, Inc. H & M Landscaping/Home Maintenance Co., Inc. Kellermann, Paul Landscaping Kuz Landscape Company Landscaping by Gerbers, LLC LTD Landscapes, Inc. Mattes Landscaping, Inc. R & J Farms, Inc. TMC Landscape, LLC

15-Year Members A & C Landscaping, Inc. Brian-Kyles Down to Earth Landscaping, Inc. Estates Landscaping Landpride Horticultural Services Lawn Butlers LLC Mason Structural Steel, Inc. Nick’s Landscaping & Dumpster Rental Sweet Peet/Urban Organics Work of Art Landscaping & Lawn Care Inc

10-Year Members Ag-Pro Companies Baker Vehicle Systems, Inc. Brothers Grimm Landscape & Design Co. Croy’s Mowing, LTD Flexlawn & Landscape, Ltd. Graf’s Landscape & Design Hapner Lawn and Landscape, LLC

34 | Official Publication of The Ohio Landscape Association

5-Year Members Arthur J. Gallagher Risk Management Services ASAP Mow & Snow, LLC Blooming Designs Cleveland State University Dean’s Landscaping En Garde Deer Defense Finn All Seasons Frank Brothers Supply, Inc. Garden Companion, LLC (The) Heartland J & D Landscapes, LLC LandCare Landscapes by Terra, Inc. Landscaping by Mark and Sons, Inc. Lutz Landscaping and Management, Inc. Pony Lawncare & Landscaping, LLC Snow & Ice Management Association TrailsEnd Landscape Contracting Walters Landscape Solutions Ward’s Lawn Care & Landscape Co., Inc.

ADVERTI SI N G I N D E X

Additionally, we announced the results of the election of the 2022 board. The new board will be comprised of:

2022 OFFICERS

President - Brian Maurer, LIC, Brian-Kyles President-Elect - Stephanie Gray, LIC, BrightView Landscape Services Treasurer - Cameron Maneri, Kurtz Bros., Inc. Corporate Secretary/Exec. Director - Sandy Munley, OLA Immediate Past President - Dr. James Funai, PhD, Cuyahoga Community College

2022 DIRECTORS

Brandon Barker, J. Barker Landscaping Ryan Drake, J.F.D. Landscapes Tina Graver, Thrive Lawn & Plant Healthcare Rob Morel, Morel Landscaping, LLC Jeff Rupp, LIC, LandCare Kate Stone,OCNT, Yard Smart Landscaping

15 17 33 2 29 15 29 36 19 31 27 23 6 19 5 23 21 17 9 11

A-1 Power Equipment Abraxus / Royalton Landscape Supply Acme Fence & Lumber Botson Insurance Group, Inc. Boulders Direct Buyansky Brothers Landscape Materials Davis Tree Farm & Nursery, Inc. Ditch Witch Mid States Frank Brothers Landscape Supply Green Velvet Sod Farms Kurtz Bros., Inc. Lakeside Sand & Gravel Millcreek Gardens LLC MRLM Landscape Materials / JTO, Inc. NEOWeather, LLC O’Reilly Equipment Premier Plant Solutions Sohar’s / RCPW, Inc. VanCuren Tree Services, Inc. Zoresco Equipment Company

OLA’s NEW MEMBERS Congratulations to our officers and directors! I am looking forward to working with each of you in the coming year.

The Ohio Landscape Association is delighted to welcome the following new members to the association:

If you are interested in being more involved with OLA, we will be holding committee meetings prior to the commencement of our evening meeting on January 20th. If you would like to join a committee, please contact me so that we can talk about committees and find one suited to your interests. You can call me at 440-717-0002 or send an email to sandy@ ohiolandscapers.org.

REGULAR MEMBER

ASSOCIATE MEMBER

Eikenbary Landscape Co., LLC 2070 Township Road, 35 Mount Cory, OH 45868 Brett Eikenbary (419) 205-0759

Valley Freightliner of Toledo 6003 Benore Road Toledo, OH 43612 Shawn Waterman (419) 729-2400

Happy Holidays to you and your families!

Cuyahoga Community College Steve Primeau

STUDENT MEMBER

The Growing Concern | December 2021 | 35

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Columbus, OH Full Service Branch

Louisville, KY Full Service Branch

Pittsburgh, PA Full Service Branch

Erlanger, KY Service Branch

3660 Interchange Rd, Columbus,OH 43204 400 Sparrow Dr, Shepherdsville,KY 40165 Phone 614-443-9751 | Fax 614-443-9219 Phone 502-543-3309 | Fax 502-543-9613 9052 Marshall Rd, Cranberry Twp,PA 16066 3461 Piedmont Cr, Erlanger KY 41018 Phone 724-742-2844 | Fax 724-742-2877 Phone 859-263-5050 (by appt. only)

Cincinnati, OH Satellite Service Phone 513-672-3060

Cleveland, OH Satellite Service Phone 330-220-6585

Rochester, NY Satellite Service Phone 585-334-2920