UAC Magazine - January/February 2015 by Georgia Urban Ag Council

URBAN AG COUNCIL MAGAZINE GEORGIA

Keeping Georgia’s green industry informed

UAC MAGAZINE • JANUARY/FEBRUARY 2015

JANUARY/FEBRUARY 2015

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UAC MAGAZINE • JANUARY/FEBRUARY 2015

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UAC Magazine Official publication of the Georgia Urban Agriculture Council

Board of Directors Dixie Speck, President Solterra Landscape Todd Jarrett Arbor Hill Nurseries Ken Morrow Sod Atlanta Chris Nelson Chattahoochee Nature Center Bob Scott Irrigation Consultant Services Ray Wiedman Outdoor Expressions Ron White TurfPride Tony Gibson, Past President Gibson Landscape Services

Ex Officio Ellen Bauske UGA Extension Public Service Assistant Bodie Pennisi UGA Extension Horticulturist Clint Waltz UGA Extension Turf Agronomist

Staff Mary Kay Woodworth Executive Director Kathy Gatten Johnson Marketing Director & Editor

A member of:

GEORGIA

JANUARY/FEBRUARY 2015

UAC NEWS

4 6 7 8 10 41 52

President/Executive Director message CEFGA CareerExpo UAC & PLANET co-sponsor “World of Landscape” What did you miss? UAC Sporting Clays Tournament & EDGE Expo Award-winning Green University UAC Ag Education Award SEED sponsorship opportunities New pricing & benefits for 2015 2015 UAC media guide Looking for a way to reach UAC members? New UAC website set to launch

BUSINESS 26 30 34 36

Responding to negative online reviews Do it, but do it right The HR headache An HR plan isn’t as difficult as you think The kids are all right Millennials in the workplace Planning to sell your business? Business ownership is changing

INDUSTRY 38 41 42

The new legislative horizon 2015 legislative session preview GIE Media offers help for students Scholarship apps due in April Government affairs The next move on immigration reform

URBAN AG

44 50 51 54 56 58

2015 Sod Producers’ Report Annual survey examines inventory/price Turfgrass weed management Industry losing two products Need chemicals? UAC members to the rescue Homegrown food in the city Fall vegetables planted in lawns The new look of vegetable gardens Aeroponic gardening Mushrooms and other fungi Controlling in the landscape

IN EVERY ISSUE

12 14 16 18 20 24 25 52 59

Save the date Have you met...Caitlin O’Neal, Gibson Landscape Services, LLC Pest 411 Emerald ash borer gains foothold in North Georgia Me & my mentor Matt Torrence, Super-Sod Safety works The importance of a strong safety culture What the tech? Who cares about mobile friendly websites? Health & benefits Healthcare reform and the $3,000 loophole UAC welcomes new members Classified ads

UAC MAGAZINE • JANUARY/FEBRUARY 2015

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

URBAN AG COUNCIL MAGAZINE

UAC NEWS

Dear UAC Members and Supporters, Happy 2015! This year will certainly be

Dixie Speck President

a challenging one for business owners and managers as we try to figure out what is required to comply with the Affordable Health Care Act and changes in immigration law...and more. These new laws and compliance requirements, with their complications and constant changes, are too difficult for most of us to figure out on our own. This is where UAC can help, with its multitude of knowledgeable resources ready to educate our members and “watch our backs” with legislative support resources. As you plan for this year, be sure to maintain your UAC membership. It is one of the BEST investments you can make. Membership is

I recently read Kiplinger’s 2015 economic predictions, which are optimistic.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

In a nutshell, GDP slowed in the fourth quarter 2014, and will pick back up again in 2015. Positives on the horizon include hiring is on the rise, job openings are at a near-record level, and layoffs are scarce.

Mary Kay Woodworth Executive Director

Spending on consumer services, such as recreation, is likely to strengthen as incomes rise. Odds are health care spending also will pick up as consumers and providers get used to the new rules. Once energy prices stop falling, spending on utilities will stabilize. With continued job growth and consumers who feel more secure, spending will increase, and GDP could be pushed over the 3% mark — if not in 2015, then in 2016. Kiplinger also suggests the possibility that rising interest rates next year will have a depressive effect, knocking up to half a percentage point off growth, although they do not anticipate that happening. Additionally, the housing market will improve in 2015 – but here’s something you already know: the lagging sector is new single family homes, where a shortage of skilled labor and buildable lots is holding back construction.

not only about attending the dinners where you can meet up with friends, find mentors, and learn from guest speakers, although those things alone are worth the annual investment. Your membership also includes supporting the education and influence of local and national lawmakers whose decisions directly affect the wellbeing of your business and employees. Laws that effect key issues (water use, employerprovided health care, workforce availability, wage rates, DOT/OSHA/EPA initiatives, pesticide regulation, and on and on and on) are continuously shifting, so your support is critical. Continue your involvement and encourage other owners of urban ag businesses to become members of UAC.

The number one request that UAC gets from members is “where can I find employees?” Not just laborers, but all levels of management, too. There is obvious disappointment when I suggest the usual sources – tech schools, UGA and other horticulture programs. The unfortunate truth is that these programs post more job openings than they have graduates. The even more unfortunate reality is that filling the open jobs has become almost like a game of musical chairs – known workers moving from one company to another and back again. If I had the fix for this issue, I’d be a millionaire. The President’s Executive Action on immigration is a double-edged sword for our industry. Will those with deferred status apply for jobs in our industry or stay in the jobs they now have? Read more on page 42. With uncertainty about where to find workers, UAC is partnering with PLANET to engage youth to consider a career in our industry. Read more about CEFGA’s CareerExpo on page 6 and contact me today to get involved. Here’s looking to an outstanding year! Salute!

UAC MAGAZINE â&#x20AC;¢ JANUARY/FEBRUARY 2015

UAC NEWS

CEFGA CareerExpo

UAC and PLANET to co-sponsor “World of Landscape”

UAC MAGAZINE • JANUARY/FEBRUARY 2015

How do you find qualified, engaged, and educated employees? Start with workforce development in our own middle, high and technical school programs!

The CEFGA (Construction Education Foundation of Georgia) CareerExpo is Georgia’s largest interactive career exploration and workforce development event. Targeting middle, high and technical college students, it is designed specifically for young adults to explore more More than 7,000 people attended the than 30 career pathways, ranging 2014 event, including middle, high from tile setter to school and technical school students safety professional and educators. and line worker to heavy equipment operator. The 2015 CEFGA CareerExpo will be held March 26-27, 2015 at the Georgia International Convention Center in College Park, GA. The Georgia Urban Ag Council is proud to announce that we are partnering with PLANET to participate in the 2015 CEFGA CareerExpo. The Expo is divided into different “worlds.” Each world is designed to be engaging, interactive and educational, with a specific focus on how academics (science, technology, math and engineering) are used in the job and what types

of careers are available. For the first time, our industry will be represented as the “World of Landscape”! More than 7,000 people attended the 2014 event, including middle, high school and technical school students and educators. While your typical career fair may consist of handouts and trinkets, at CEFGA’s annual CareerExpo event, that is a not the major draw for the students. This is an event where students can see and experience, first-hand, the types of jobs that are available in the construction and related industries. Students interact with hundreds of industry professionals from nearly 350 different companies, and can get a real-world experience from networking with these industry professionals. The CareerExpo features “worlds” or designated spaces for the following: landscape, mining, architecture and engineering, heavy equipment operations, utility contracting, electrical contracting, HVAC and mechanical contracting, concrete and masonry, energy and industrial construction, finishes and tile contracting, green building, construction management, safety and health and highway construction. Held simultaneously with the CareerExpo is the SkillsUSA competition. These championships take place on the “center stage,” and feature the best high school and technical college talent in the state. Four hundred students compete in 26 different skill competitions (e.g. carpentry, masonry, plumbing, electrical, and welding). Students are judged by industry volunteers on project completion, accuracy, safety and other industry-based criteria. Winners of the state competition advance to the national competition. There are many opportunities for UAC members to be involved in this 2015 “World of Landscape.” Contact us today and find out how you can participate. For more information, visit www. cefga.org.

UAC NEWS

WHAT DID YOU MISS? 2015 UAC Sporting Clays Tournament

Crisp Autumn weather, friendly competition, and BBQ

October 30, 2014 Blalock Lakes Newnan, GA

Best team score

Back row, left to right: Todd Jarrett, Luke Jarrett Front row, left to right: Kevin Caldwell, Chris Pike

EDGE Expo

Tied for best individual score Left to right: Rob Estes, David Bitler

One day trade show, two days of education

URBAN AG COUNCIL GEORGIA

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December 10-11, 2014 Gwinnett Center Duluth, GA

UAC MAGAZINE • JANUARY/FEBRUARY 2015

UAC NEWS

Award-winning Green University

Team of UGA extension agents wins UAC Ag Education Award by Sharon Dowdy, University of Georgia

Four University of Georgia Extension agents have been collectively awarded this

year’s Urban Agriculture Education Award from the Urban Ag Council. This award is traditionally given to one UGA Extension agent who has developed and implemented an innovative and successful educational and applied research program that supports the professionals in Georgia’s urban agriculture industry. Together, the agents developed the Green University, an annual program targeted at green industry professionals in Northwest Georgia to help them gain practical knowledge and skills for improving soil and water conservation practices. The focus of this year’s program was pesticide safety, selection, handling and proper application.

The agents decided to create the training after receiving numerous homeowner samples that were injured by pesticide applications made by industry professionals. They saw a need to educate the professional on the modes of action of herbicides and potential herbicide injury that may be caused by turf-applied herbicides to other valuable landscape features. The Green University, held on Jan. 15, 2014, focused on Phenoxy herbicide’s effects on trees and shrubs, detailed the potential for injury and highlighted possible liability if Phenoxy herbicides are not used appropriately. When it comes to weed control, green industry professionals get a lot of information from product marketing. To ensure they know the latest research based information, the UGA agents also included how to choose appropriate pesticides for turf weed management and

The UGA agents who organized Green University:

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Keith Mickler is the agricultural and natural resources agent and count

Extension coordinator in Floyd County. He started his extension career with University of Florida Extension in Panama City, Fla. In December 1998, he joined UGA Extension in Cairo where he provided crop production and management advice and troubleshooting services for area growers with emphasis on commercial nursery production. Keith provides timely solutions to agriculture and horticultural problems for commercial and homeowner clientele. He also conducts educational programming in the areas of best management practices, integrated pest management and pesticide safety. He holds bachelors and masters in ornamental horticulture from the University of Tennessee.

Rolando Orellana is the UGA agricultural and natural resources agent in

north Fulton County. Before becoming an agent, he worked with the UGA Center for Urban Agriculture as the safety training program coordinator for the Green Industry. He is also an authorized trainer for 10-30 hours for OSHA General Standards. He holds a bachelors degree in agriculture engineering from the National Agriculture University in Honduras.

UAC NEWS rotate active ingredient/pesticide classes to maximize weed control in the Green University curriculum. Overall safety practices were also reviewed including pesticide handling, general safety practices, emergency plans and working to maintain safe work sites through communication. Thirty-one professionals from seven metroAtlanta and Northwest Georgia counties attended Green University. Of those, 19 received Georgia Commercial Pesticide Applicators’ Continuing Education Credits, one received Alabama Commercial Pesticide Applicator’s Continuing Education Credits, and nine received Continuing Education Units for International Society of Arboriculture Arborist Certifications. Pre and post tests show the professionals who attended the session are now better equipped to reduce injury to trees and shrubs from turf applied herbicides, to reduce the potential for resistance in weeds through proper herbicide selection, to practice safe work habits and to use soil testing appropriately in Northwest Georgia landscapes.

One participant said Green University is a prime example of “Extension as it was intended to be.”

Past winners of Georgia UAC’s Urban Agriculture Education Award 2013: Louise Estabrook Cherokee County 2012: Jennifer Davidson, Muscogee County 2012: Jake Price, Lowndes County 2011: James Morgan, Dougherty County 2010: Tim Daly, Gwinnett County 2010: Billy Skaggs, Hall County 2009: Jake Price, Lowndes County 2009: R.J. Byrne, Thomas County 2006: Willie Chance, Houston County 2005: Steve Brady, Cobb County 2004: David Linvill, Chatham County 2004: Bill Tyson, Effingham County

Paul Pugliese is the UGA agricultural and natural resources agent in Bartow

Mary Carol Sheffield is the UGA agriculture and natural resources and

county Extension coordinator in Paulding County. She works with other agencies and businesses to provide gardening education for youth, Master Gardener Extension Volunteers, and homeowners as well as professional education for urban agriculture. She has been an active member of the International Society of Arboriculture and a certified arborist since 2007. She holds a bachelor of arts in biology from Agnes Scott College and a master of science in forest biology from Auburn University.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

County. Pugliese served as the agriculture and natural resources county agent in Cherokee County from 2006 until 2011 when he transferred to Bartow County. He holds a bachelor of science in horticulture and minor in biology from Berry College and a masters degree in plant protection and pest management from UGA. He is also a certified arborist through the International Society of Arboriculture.

UAC NEWS

SEED sponsorship opportunities

New levels, pricing, & benefits for 2015!

support | energize | enable | develop

seed

SEED sponsorships offer our members an additional opportunity to promote their businesses and support UAC at a level beyond the membership dues. This is an annually renewable program, beginning on the contribution date.

support | energize | enable | develop

URBAN AG COUNCIL

Available to current UAC business-level members only.

GEORGIA

Sponsorship levels and benefits

Contribution

DIAMOND $3000 Company name and logo will appear on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; choice of three full-page color interior ads in UAC Magazine OR web banner ad for six months on UAC website (your choice of issues/months). Total maximum value of additional benefits: $1500. TITANIUM $2000 Company name and logo will appear on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; choice of two full-page color interior ad in UAC Magazine OR web banner ad for four months on UAC website (your choice of issues/months). Total maximum value of additional benefits: $1000. PLATINUM $1000 Company name listed on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; choice of one full-page color interior ad in UAC Magazine OR web banner ad for two months on UAC website (your choice of issue/months). Total maximum value of additional benefits: $500

UAC MAGAZINE • JANUARY/FEBRUARY 2015

GOLD $500 Company name listed on UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events; one month web banner ad on UAC website (your choice of month). Total maximum value of additional benefits: $250. SILVER Company name listed on all UAC printed materials, the UAC website (with link to your website), and graphics at UAC-sponsored events.

$250

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

$100

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UAC MAGAZINE â&#x20AC;¢ JANUARY/FEBRUARY 2015

To order certified Zeon Zoysiagrass for your property, please contact one of these licensed Zeon growers here in Georgia.

SAVE THE DATE

FEB

MEET > GREET >>

DATE: Tuesday, February 3 TIME: 5:30 pm PLACE: Coastal Georgia Botanical Garden in Savannah, GA Visit www.urbanagcouncil.com for updates

FEB

UAC Professional Landscape Awards Ceremony & Banquet DATE: Tuesday, February 24 TIME: 5:30 networking | 6:30 dinner/presentation of awards PLACE: Heritage Sandy Springs | 6110 Blue Stone Road NE | Atlanta, GA 30328 Visit www.urbanagcouncil.com for updates

MAR

MEET > GREET >>

DATE: Tuesday, March 3 TIME: 5:30 pm PLACE: Oeslchig’s Nursery in Savannah, GA Visit www.urbanagcouncil.com for updates

MAR

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Safety Zone Awards • • • • • •

Deadline for entries: Monday, March 16, 2015 There is no entry fee Only UAC member companies in good standing may submit entries These awards recognize safety performance from January 1 December 31, 2014 Enter any or all of the award categories Awards given at the May 2015 UAC dinner

Visit www.urbanagcouncil.com for criteria, entrance procedures, category details, and entry form.

MAR

26-27

CEFGA CareerExpo DATE: Thursday, March 26 & Friday, March 27 PLACE: Georgia International Convention Center in College Park, GA Visit www.urbanagcouncil.com for updates. Read more about the event on page 6. Want to get involved? Call 800.687.6949 or email Mary Kay Woodworth: mkw@georgiauac.com

Check the insert with this issue for the W.S.Pharr/Risk Management Lunch & Learn Series.

UAC MAGAZINE â&#x20AC;¢ JANUARY/FEBRUARY 2015

SAVE HAVE THE YOUDATE MET

Caitlin O’Neal

Gibson Landscape Services, LLC My first job in the green industry is... with Gibson Landscape Services, LLC. I interned with the company in the summer of 2008, and accepted a full-time position at the end of my internship. I started full time in January 2009 after graduating from Auburn University in December 2008.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Caitlin O’Neal

The biggest challenge in my career has been...a project

we did called Jekyll Island Convention Address: 9200 Turner Road Center. It was the Jonesboro, GA 30236 first really large Phone: 404.537.4200 project where I did Fax: 404.537.4201 all of the purchasing. Email: coneal@gibsonlandscape.com There were over Web: www.gibsonlandscape.com 33,000 plants on the project, and it came at a time when nurseries were not producing a lot of material. Try finding 4,769 three-gallon Viburnum obovatum ‘Densa’ that meet an 1824” size specification in December of 2011; it definitely took a lot of determination.

The people who have most influenced my career...My grandfather (Poppa) was

the biggest influence in my career choice. We planted vegetable gardens together when I was a kid, and it was during those summers spent in the garden that I fell in love with plants and the outdoors. Dr. Harry Ponder and Dr. Carolyn Robinson at Auburn University have also been huge influences in my career. And I think it goes without saying that I have learned so much

from Tony Gibson about how the business and industry works. He has given me the opportunity to see many sides of the business, to follow my passions, to develop and use my talents, and he has played a huge role in my professional development and continuing education. I have learned so many things that can’t be learned from reading books since I have been working here.

My biggest career success so far has been...relationships built. When you’ve built

enough of a relationship with an architect that they call you regularly to ask for advice on what plants to use or where they can be found, or when they recommend your company for a project… well, it’s a great feeling. I feel like those relationships are the ultimate successes, because they span far beyond just one project.

If I had it to do over again, I would... do everything the same…except maybe I would have gotten additional degrees when I was in college. What can I say? I’m a nerd!

The thing I like most about my career is... the challenges of construction. It would get boring if everything always ran smoothly. I love trying to find solutions for challenges that we face, and I love the satisfaction that comes with completing a big project: knowing that we built it, and that the general contractor, owners and architects are happy with it.

My least favorite part of my job is... when people come into a project with an adversarial attitude, likely related to a bad experience they had with a contractor in the past. In situations like this, it is my goal to help them realize that we are all on the same team and want the same things. We all want to build something we can be proud of while making money; and ultimately we want to make the owner happy. If we can be logical and work together, we can be successful at all of those things. It doesn’t have to be a boxing match.

HAVE YOU MET One piece of advice I would give to someone entering the green industry today is...don’t ever stop learning. Read blogs

and industry publications, learn about new plants and products that are available, stay up to date on diseases and other challenges that are affecting our industry, and never stop thinking critically about how you can make things work better in your business.

The one thing most responsible for my success is...my determination. If I could change careers, just for a month, I would...not want to change careers, but maybe when I retire I will have a little flower shop with some fun antiques so I don’t get bored!

One thing that really annoys me is...crape murder. I mean, really?!

One thing most people don’t know about me is...Mountain Dew is my breakfast of champions.

Bodnant Garden in Wales

When I’m not working, I like to..travel. The world

is full of so many beautiful gardens, and so much natural beauty- I want to see it all! I also love to play sports, exercise, go to Auburn football games, go antiquing and spend time snuggling with my new nephew.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

PEST 411

There’s a new pest in town

Emerald ash borer gains foothold in North Georgia by Sandi Martin and Merritt Melancon, University of Georgia

For years foresters and invasive insect experts have been on the lookout for the arrival of an unwelcome guest in Georgia. Now that it’s here, they hope the public will help restrict its spread within Georgia. Debbie Miller, USDA Forest Service, Bugwood.org

The small, iridescentgreen beetle has killed The primary way the Emerald ash borer millions of ash trees spreads is by hitching a ride on infested ash firewood, logs and nursery stock. across a wide swath of Canada and the upper Midwest since it was first detected in 2002. The emerald ash borer — Agrilus planipennis— has spread south and west from infested areas over the last decade.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

In July 2013, researchers found adult emerald ash borers in survey traps in DeKalb and Fulton counties. A follow-up ground survey found larvae in nearby ash trees, confirming an established emerald ash borer infestation.

As of December 2014, emerald ash borers had been found in 11 counties in northern Georgia. Georgia’s five species of native ash trees usually grow along stream banks. While ash only makes up about 1 percent of Georgia forests, they play an integral role in preventing the erosion of stream banks and keeping silt out of natural waterways. Ash is also a popular landscape tree, with 2.9 million trees planted around Georgia homes, businesses, parks and greenways. The value of these city trees in Georgia is estimated to be around $725 million.

Preventing the spread

Although the adult beetle is an active flyer, it is believed that the primary way the beetle spreads is by hitching a ride on infested ash firewood, logs and nursery stock. Emerald ash borer larvae kill ash trees by burrowing serpentine tunnels in the inner layers of bark, preventing the tree from transporting water and nutrients to and from the tree canopy. The Georgia Invasive Species Task Force will launch a public outreach plan to try to curb the spread of this pest. This task force consists of the Georgia Department of Agriculture, the Georgia Forestry Commission, UGA, the Georgia Department of Natural Resources and the USDA Animal and Plant Health Inspection Service. People can help slow the spread of this beetle through Georgia by not moving firewood and by helping others to understand how dangerous it can be to move firewood from one area to another. “To prevent the spread of emerald ash borer, it is important not to move firewood in which the insect can hide,” said Kamal Gandhi, associate professor in the UGA Warnell School of Forestry and Natural Resources. “Buy local firewood, whether camping or for your home.” To help reduce the spread of the emerald ash borer in Georgia, homeowners with ash trees should have a certified arborist check their trees for signs of emerald ash borer infestations. Suspected infestations should be reported immediately so that foresters or arborists can understand how the infestation is spreading. This will aid in the development of effective methods to reduce its spread and impact. “The faster (scientists) can track the spread of the insect, the faster they can work to stop it,” said Joe LaForest, integrated pest management and forest health coordinator at the UGA Center for Invasive Species and Ecosystem Health.

PEST 411 The public can report suspected infestations by: •

Using the SEEDN (Southeastern Early Detection Network) website: www.eddmaps.org/southeast •

Using the SEEDN Smartphone App [available for iPhone or Android devices] apps.bugwood.org/seedn.html

•

Contacting a representative of the Georgia Forestry Commission, Georgia Department of Agriculture, the Department of Natural Resources or their local UGA Cooperative Extension agent.

Learn more

For more information about the emerald ash borer and how to protect ash trees: www.gainvasives.org/eab. For more information about spotting signs of emerald ash borer infestations: ww.youtube.com/watch?v=wXCynbvf4Lc#at=24

Pennsylvania Dept. of Conservation & Natural Resources, Bugwood.org

Emerald ash borer creates a D-shaped exit hole. Sandi Martin is the public relations coordinator with the University of Georgia Warnell School of Forestry and Natural Resources. Merritt Melancon is a news editor with the University of Georgia College of Agricultural and Environmental Sciences.

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UAC MAGAZINE • JANUARY/FEBRUARY 2015

Every month, we showcase great local projects, ideas and resources in our magazine and on our website at

ME & MY MENTOR

Installing dormant sod

Step-by-step process for wintertime sod success by Matt Torrence, Super-Sod

Q: Last winter, I installed dormant sod for a client but it never greened up in the spring and I had to replace it. How can I avoid this happening again? Most years there are no problems, but last year was the worst for dormant sodding we’ve seen in 20 years because of the particular weather conditions of 2014’s winter and spring. Due to unpredictable winter/spring conditions, we don’t recommend installing dormant fine-textured Zoysias. There are many things about installing sod that are the same, regardless of the season, but some parts of the process need to be adjusted for the installation of dormant sod. Following these guidelines should improve your success.

preparation 1. Soil Soil prep is pretty much the same for

all sod installations. Your objective is to make a good foundation for the sod by creating a clean and smooth surface.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

• • • •

Remove any existing vegetation. Apply a layer of organic compost. Till the soil to a depth of 4” - 6”. Rake to remove any vegetation, roots, or sticks that come to surface when tilling.

•

Don’t compact the surface; you want to the soil to be smooth but loose.

2. Installation

The main difference in winter installation vs. spring installation is that you don’t want to lay the sod going downhill; you must install it perpendicular to the slope. You can get away with that in the spring because it will root quickly and take hold. In the winter, cold weather slows down the rooting (if it roots at all during the cold months) and the sod will have a tendency to slide down the slope. Sod blocks should be staggered and pressed into place. Butt the edges together. Don’t tuck edges of one block under the edges of another block or overlap.

3. Rolling

Once the sod is installed, roll the surface to create good contact between bottom of the sod and the soil. (We have a video that demonstrates the details of laying sod at supersod.com.) This sod-to-soil contact will encourage rooting. Make sure there are no air pockets. If there’s an air pocket under the sod in the spring and the roots hit that air pocket, they will stop growing right there.

Matt Torrence is the northeast Georgia region sales representative for Super-Sod, providing customer support based out of Lawrenceville.

Matt joined the company in October 2014 with three years experience in horticulture, in both production and sales. Prior to his career as a horticulturist, he served in the United States Coast Guard and was based in Charleston, Norfolk, and San Francisco. With his wife, Emma, they now reside in Statham where they welcomed their first baby in December 2014. Matt likes to stay busy and keeps bees as a hobby. P: 678.591.5119 E: mtorrence@supersod.com W: www.supersod.com

Super-Sod is a family-run business that employs experts in turf and horticulture. Super-Sod continues to develop new garden products, foster gardening and landscaping, and always seeks to improve their farming practices, technology, environmental stewardship, and employee knowledge.

ME & MY MENTOR direction are watered first. Water the rest of the sod if needed. Cold, windy days also can cause water loss, so don’t neglect to keep new dormant sod moist throughout all of winter’s variable weather.

4. Fertilization At this point, you’re just trying to keep

the sod alive until spring gets here, so it’s not necessary to apply fertilizer. However, while you’re on-site you can apply a 5-10-15 fertilizer in the winter, but nothing higher. Keeping the first number (the nitrogen) low is the most important. High nitrogen will encourage the grass to grow.

5. Watering Usually our winters are wet enough that

6. Turning it over

the sod will not require watering, but remember that the only moisture the sod is getting is what is applied. The roots are not yet getting any moisture from the soil.

Next, it’s important to educate your client on how to care for their new sod. Here’s a checklist of information you can share with the homeowner:

During warm winter periods, when temperatures are in the 60s or above for more than three or four days, check the sod for moisture. Pull back the sod and feel it. It should be slightly damp on the underside, not dry and not muddy. If it feels dry, make sure the sod edges facing the wind

Photo courtesy of Super-Sod

Remember that the only moisture the sod is getting is what is applied. The roots are not yet getting any moisture from the soil.

Checklist for homeowners Take care of your new sod:

place and stomp on it to make sure the sod is again making contact with the soil.

Do not apply pre-emergents. The only weed control that should be used is a broadleaf weed control chemical, but contact your landscape contractor before applying any chemical to your dormant sod.

It’s okay to walk on the sod and for pets and children to play on it, but be aware that the edges could pull up, especially when installed on a slope. If that happens, press back in

In the spring, if you notice that your neighbors’ lawns are greening up but your new sod is not, call your landscape contractor right away. Taking a proactive approach will give your contractor an opportunity to diagnose the problem and treat accordingly. Once your new sod starts greening up, follow the established maintenance guidelines for that particular variety of turf. General maintenance guidelines are available through your landscape contractor and UGA extension offices, and at supersod.com.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Twice/week: Check the soil under the sod for moisture. Pull back the sod like a piece of carpet and feel it. It should be slightly damp on the underside, not muddy. Pay particular attention to the edges that face the wind. If drying, apply water first to those edges, then to the rest of the area if needed.

SAFETY WORKS

The importance of a strong safety culture Why you need one and tips on how to get there by Lee Lyner, Risk Management Partners, for W.S. Pharr & Co.

Standardization & discipline Management commitment & emphasis

Fewer accidents

Thorough & ongoing training

Strong safety culture

Better morale

Data collection & accountability

Employee retention

Customer satisfaction

Kathy G. Johnson

The most compelling reason is to have a reduction in accidents. Fewer accidents mean greater overall employee morale, less time training employees to fill in for injured employees, greater production, more profit, and - most importantly - employees going home in the same condition as they came into work that day.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Do you have a strong safety culture in place at your company? Or is your company

like a lot of others that does what has to be done, but that’s where it ends? Here is some information on why it is important to establish a safety culture, along with a few tips on how to go about it.

Why does safety matter?

Let’s start with why you would want a strong safety culture at your company. The most compelling reason is to have a reduction in accidents. If your company develops and maintains a strong safety culture, there will be less accidents. Fewer accidents mean greater overall employee morale, less time training employees to fill in for injured employees, greater

production, more profit, and - most importantly - employees going home in the same condition as they came into work that day. Companies that focus on safety also have employees who are more likely to keep safety a priority at home, and that’s another way that safety matters: according to an article by WebMD, at-home injuries cause as many as 20,000 deaths, 7 million disabling injuries, and 20 million hospital trips in the U.S. each year.

Tips to get you started

When you are ready to go beyond the normal, required compliance in your safety program, keep in mind that it will take total employee involvement, from top-line leadership to all levels of employment. The culture will not change overnight. And once you have established the culture it doesn’t stop there; that level of awareness, data collection, and commitment will need to be maintained. Focus plays a huge role and the objective might not always be zero injuries. Your focus could be to increase safety awareness and training your employees to look out for each other. You can do this in many ways. Behavior-based programs will lower your injury rates (if done right). These safety programs encourage employees to report nearmiss incidents and minor first aid incidents, allowing you to determine actions that will decrease reoccurrences which will, in return, decrease the possibility of a major incident. Behavior-based programs help improve safety by teaching employees to watch out for their coworkers, observing their behavior on a specific task then either reinforcing it when a safe practice is observed or helping correct the unsafe behavior by giving feedback to their peers.

SAFETY WORKS Remember that having a strong safety culture means that everybody is doing the task as safe as possible even when nobody is watching.

Here’s a road map to help



Management commitment and emphasis This has to be very clear: safety begins at the top of the organization and flows from the top down. Management has to have safety as their priority no matter what comes their way, and this means placing safety at the forefront.

the proper amount of time is scheduled to train all employees effectively. Training is critical to a safety culture, as long as it is carried out correctly. Remember that companies with strong safety cultures never stop when the required training has been completed; they keep developing their staff and strive for continuous improvement.



Standardization and discipline Develop Standard Operating Procedures (SOPs), Job Safety Analyses (JSAs) and other related documents to make sure that everyone is on the same page of how do a task safely. If an employee is observed not following the proper procedures or is injured due to not following them, the employee must be disciplined accordingly.



Thorough and ongoing training Ensure that training is standardized and communicated to everyone. Make certain that

Data collection & accountability programs A few means of data collection include the following: safety audit, incident reporting systems, and trending reports on past incidents. Data collection is a very important component when creating a strong safety culture because the data helps you manage your risks and reduce the possibility of incidents occurring. The more data gathered, the more you can take action and manage risk. Collect and analyze data on ALL incidents: near misses, information from behavior-based observations, and safety inspections.

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UAC MAGAZINE • JANUARY/FEBRUARY 2015

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SAFETY WORKS Make sure that you create an environment where all employees feel comfortable reporting the above data. You can do this by implementing corrective actions and assuring your employees that there will be no punishment for reporting.

Next it’s a matter of maintenance If you follow this road map, you will be on your way to creating a strong safety culture. Once established, stick to your goals and continue to gather information to successfully maintain the culture.

The happy by-product of safety

Once you’ve followed these steps you’ll begin to enjoy the by-product of a safe working environment: employee retention. You will likely start observing better morale among your employees. The higher the morale, the more likely that your company will experience a lower employee turnover. Have you considered the impact that poor employee retention has on your company’s bottom line?

2014

•

Only 29% of employees with low morale feel valued in their jobs (Bureau of Labor Statistics).

•

In 2010, only 34% of employees with low morale said they would recommend working at their company (Bain & Co.).

•

According to LRN Organization, a company with employees who are primarily motivated by shared values and a commitment to a mission and purpose is nine times more likely to have high customer satisfaction.

•

On average it costs a company about $17,000 to replace an employee.

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Get in the zone and get rewarded! Sponsored by W.S. Pharr & Co.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Award categories

ns Applicatio are due , March 16 2015.

• Vehicle Safety • Health • Lost Time • Safety First • Safety Excellence • Safety Improvement

AWARDS

Why participate?

> Public recognition > Safety impacts your business > Make your business OSHA-ready > It’s free!

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WHAT THE TECH?

Who cares about mobile friendly websites? Google cares and so should you by Hillary Byers, TrustWorkz

Is your website mobile friendly? If you can’t answer that question, Google can now answer it for you. After many years of speculation and testing, Google has just launched an update that will highlight whether a website is mobile friendly in mobile search results.

Why does this matter?

When you search for a business on your phone or tablet it will show if the site you are about to click on is going to be mobile friendly. This advanced technology roll out will give businesses with mobile sites a visual advantage against those that don’t have a mobile responsive site. The biggest reason that Google made this update was to improve user experience across their search engine. If you have ever searched for a business on your phone and found that you couldn’t read the content or navigate because the site was not formatted to size correctly on the smaller screen, you know how frustrating it can be. The Google update takes away that frustration by highlighting sites that are mobile responsive.

Not mobile friendly yet?

UAC MAGAZINE • JANUARY/FEBRUARY 2015

If your website is already mobile friendly, then good for you! Give yourself a pat on the back for being progressive and keeping up with technology. Now you can focus on building your web presence through content marketing and social media.

If your website is not yet mobile friendly, consider making the switch to a new design. Make it easy and enjoyable for new customers to find you, and for existing customers to stay connected.

About the author

P: 678.488.0667 E: hillary@trustworkz.com W: trustworkz.com

TrustWorkz specializes in mobile responsive design using the WordPress content management system. Just like Google, we’re thinking with a mobilefirst mindset. Contact us today to get started with a fresh, mobile friendly web presence.

HEALTH & BENEFITS

Law of unintended consequences

Healthcare reform and the $3,000 loophole by Michael Parker, CFP©

According to the Healthcare Reform Law, businesses with 50 or more employees

are supposed to provide insurance coverage to their full-time workers. If they refuse, they are assessed a penalty for every employee who receives subsidies to sign up for coverage on the health exchanges. But because the newly legalized illegal immigrants covered by the President’s order can’t sign up for the exchanges or receive subsidies, employers aren’t penalized for hiring them.

President Obama’s temporary amnesty, which lasts three years, declares up to 5 million illegal immigrants to be lawfully in the country and eligible for work permits. It does however; still deem them ineligible for public benefits such as buying insurance on Obamacare’s health exchanges. Under the Affordable Care Act, that means businesses who hire them won’t have to pay a penalty for not providing them health coverage — making them $3,000 more attractive than a similar native-born worker, whom the business by law would have to cover.

Under this new amnesty, businesses will have a $3,000-per-employee incentive to hire illegal immigrants over native-born workers because of a quirk in Obamacare.

About the author Michael Parker is Vice President of Group Benefits with Pharr Insurance Services, LLC. P: 404.216.1108 E: mparker@snellingswalters.com

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BUSINESS

Responding to negative online reviews Do it, but do it the right way by Brianna Lawson, WebTech Marketing Services

Online reviews play a big role in

whether you gain new business or end up having prospects move on to your competitor who has raving reviews.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Many potential customers take the time to research and read about a business and their products and services before making a final Online review sites, such as Yelp and decision. Just last Kudzu, allow customers to broadcast year over 70% of the good and the bad to millions with consumers said just the click of their mouse. that online reviews are among the most trusted source of information they find about a business and their products and/or services.

Online review sites, such as Yelp and Kudzu, allow customers to broadcast the good and the bad to millions with just the click of their mouse. Therefore, being able to respond to both the positive and the negative is crucial to improving your services to current and potential clients. If consumers see that you are active in responding to all reviews, it lets them know you are focused on customer service and they will be more likely to work with you, purchase from you, and recommend you in the future.

Why respond to the negative?

At some point, a customer will write a negative review about your products and/or services. There’s no way to avoid it. Business owners

often question if they should respond at all, or go on about their daily routine and ignore the complaint. Never ignore reviews. You should actually make this a part of your work day. Set a dedicated time of the day to monitor review sites where you know your business is listed and respond to all recent reviews. It’s important to understand why your client had a bad experience. It helps you become aware of any issues you may not have known about, and find solutions for them before they happen again. Responding to a customer complaint in an appropriate way can also help minimize damage to future clients and perhaps get the reviewer to consider giving your business another chance. In addition, by replying to negative reviews, potential customers will not be swayed by just the reviewer’s experience, but will see that you have taken the time to address a distressed client’s concerns. This shows prospects that you care about your clients and work actively to improve each client’s experience.

So, how do you respond to negative reviews online?

Before you can respond to any reviews, you’ll need to take some steps to make sure you’re all set to do so. First, you’ll need to claim your review site profiles so that you are able to actively respond. You will be required to verify ownership through phone or postcard verification. For example: Yelp requires that you receive a call from them and enter a pin number they have provided to claim your profile. From here, you should be able to update your profile and respond to reviews. Remember to include your name, since you are the owner, and a picture if you are able. This will help to add a more personal touch when you are responding to a review. Now that you’ve claimed your profiles, you’re ready to begin responding to reviews.

BUSINESS When responding to a negative comment, you should address the problem directly. After you’ve identified the issue, lead with an apology. Empathy adds a human element to your business and helps to bandage the wounds of an unpleasant experience. For example, if someone was not satisfied with the time it took to complete their landscaping project, you can begin your response with: “I’m deeply sorry to hear that your landscaping project took more time than anticipated. We are working to better communicate the timeframe for each residential landscaping project and the potential circumstances that can cause delays.” It is also important to keep your response brief and always be polite. Never respond to a negative review when you are angry. Reacting in anger has consequences that you may not expect. Argumentative or defensive responses to negative reviews are seldom productive. Finally, reply privately to the review in addition to responding publicly. Your first instinct might be to just reply privately and leave

it at that, but replying publicly first accomplishes two things: it lets other prospects know you care and are making an effort, and it opens the dialogue with the disgruntled customer. Once you’ve responded publicly, send a private followup message to the client through the ‘dashboard’ within your account on the review site—most review sites give you an interface to do this. A few review sites where you might find your business and that allow you to setup a profile and respond to reviews include: • Yelp • Kudzu • Angie’s List • InsiderPages • SuperPages • CitySearch When you respond to reviews, your messages should include the following: • Introduction of who you are and the name of your company. • Thank them for using your services. • Thank them for leaving feedback about your services.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

BUSINESS • •

Apologize once more for their poor experience. Close with a promise to be better.

If needed, you can also ask for more details or make an offer to resolve their concern in some way. Remember, always be brief and invite them to return to your business.

Turn lemons into lemonade

What can you do with the information from online reviews? Use it as a business improvement tool. After responding to a negative review, determine if the issue the client has encountered is an ongoing issue for your business or a one-time occurrence.

You may also want to take advantage of integrating these positive reviews into your current marketing plan. As long as you give attribution to the site where the review was left, you are able to use it where you’d like. Select a few review sites that are important to your business and integrate them into your website, email signature, email campaigns, and mention it to clients in person. After a client says that they will leave you a review and don’t, it’s okay to send a follow-up email one time; an extra push may help get them to leave you a review. However if this still doesn’t work, then let them be and move forward with other clients.

The bottom line By doing so, you’ll be able to notice any patterns and be able to successfully address the concerns and improve the overall client experience.

Don’t forget the positive reviews

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Last year, 73% of consumers said that positive customer reviews make them trust a business more. So, not only should you respond to the negative, but also the positive.

Positive reviews are much easier to respond to, as all you need to do is thank them for the review and that you are happy to see that they had a pleasant experience. If they happened to mention a small thing that could be improved, thank them for this feedback as well and mention if you plan to change this as a result of their feedback. They will appreciate that you read their full review and offered improvement even though their review was not entirely positive. Don’t be afraid to ask for reviews either. Just make sure that you ask for them the right way. Politely ask your happy customers to leave a review for you on review sites, and their presence will outweigh the occasional Negative Nancy that comes along. For example: You may incorporate your request for a review once you complete their landscaping project.

If you don’t start taking control of your online reputation, others will do so for you. Although it can seem overwhelming, after completing the initial work of claiming your profiles, keeping up with your reviews shouldn’t be too difficult or take up too much time from your day. It’s never too early to start managing your online presence. Marketing services, such as WebTech, can help you get started and create a strategy for successfully keeping track of and responding to each and every review your business receives.

About the author Brianna Lawson is a Digital Marketing Specialist at WebTech Marketing Services, a digital marketing agency in Alpharetta. Along with a degree in marketing, she has a strong background in social media and content development. E: blawson@webtechemail.com W: webtechservicesinc.com

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BUSINESS

The HR headache

A human resources plan isn’t as difficult as you think by Kristen Hampshire

You don’t know what you don’t know. That’s what so many owners say about human resources.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Business can be a volatile, uncharted sea of employment liability if HR processes are not instituted, from hiring processes to employee handbooks and the nitty-gritty, like filing systems to keep paperwork organized.

Most green industry professionals admit that HR is not their forte. And that’s OK – as long as owners know when to bring in professionals, whether it’s a consultant who can assist with creating a legally sound, detailed employee handbook or a part- or full-time HR manager once the company has scaled up to accommodate that position. Are you overwhelmed by the prospect of writing a handbook or frustrated with recruiting because efforts seem only to yield mediocre prospects? If so, you’re not alone. Lawn & Landscape spoke with three owners who started from square one with their HR processes. Learn how they built systems to protect their businesses and position their organizations for future growth.

Think big-picture Drew’s Lawn & Snow Catrina Wroblewski, president Location: Lockport, Ill. Established: 1990 Employees: 85 2013 revenues: $3.9 million Customers: 100% residential (HOA) Services: landscape maintenance, snow removal

Just when Drew’s Lawn & Snow would bring on a new, promising employee with the thought of driving the company’s forward momentum, a hiring misfire would result in an unproductive dance: one step forward, one and half steps back. “We were not recruiting people who wanted to make landscaping a career,” says Catrina Wroblewski, president of the Lockport, Ill.based firm. “We were hiring people with limited success, and that was the only thing holding back our company. We had the reputation, the finance and the sales. We needed good people.” This pattern persisted for years as the company progressed from a homegrown landscaping and snow business into the $3.9-million company it is today that contends with national players for large multi-family development contracts. “Without planning, we were finding ourselves in the position of taking not necessarily the best candidate for a position, but picking from the best in front of us out of desperation, and that’s not the best way to build a business,” Wroblewski says. So Drew’s Lawn & Snow upped their efforts about five years ago after the firm hit $2 million in sales and 40 employees. Wroblewski hired an administrative assistant who also served as

BUSINESS a part-time HR clerk. “She was recruiting and going out to college job fairs and things like that,” Wroblewski says. Still, those efforts produced “limited success.” “We got people in the door, but we were not recruiting people who wanted to make landscaping a career,” she says. And it wasn’t just recruiting that Wroblewski realized was potentially stifling the company’s growth potential. HR policies and procedures were piecemeal, and issues were managed as they cropped up. For example, if an employee needed maternity leave, Wroblewski would fast learn about the Family & Medical Leave Act – and so on. She had some processes in place, and would reach out to her attorney to deal with concerns as needed. “I didn’t have anyone to look at everything globally to make sure that every component was in compliance,” Wroblewski says. So, last year, Wroblewski set out to find either a full-time HR professional or a consultant who could button up the processes and assist with the company’s hiring dilemma. She interviewed several candidates for an HR position, but had no luck finding someone who knew the landscaping industry.

No more regrouping after half-hearted hires. The new hiring process is one of “consistent recruitment” – scouting for landscape career professionals never stops. “We are always reaching out via the Internet or other networking events so hopefully when we have a need and someone finds themselves looking to make a move, we are ready for that,” Wroblewski says.

Now, the parts are in place. “I wish I would have done this 10 years ago,” Wroblewski says.

Take-away tips Gain a “global” perspective. Many companies implement HR pieces and parts as they grow, and then hit a certain critical mass of employees and realize that a more cohesive system is necessary. Hiring a consultant to look at the “big picture” of HR helps ensure that liability gaps are addressed. Plan for the next phase. Rather than instituting HR policies to handle today’s concerns, focus on creating a long-term HT strategy and implementing an infrastructure that will accommodate the company as it grows. Shop around. Wroblewski interviewed several HR consultants before choosing a professional with green industry experience. It’s critical that the person understand landscaping businesses’ intricacies including seasonal workers and H-2B.

Stop liability leaks Andrew’s Lawn & Landscaping Andrew Gabries, president Location: Thornton, Pa. Established: 2001 Employees: 40 2013 revenues: $1.9 million Customers: 90 % residential, 10% commercial Services: Lawn maintenance, enhancements, lawn and tree care

A vehicle crash prompted a rude HR awakening at Andrew’s Lawn & Landscaping in Thornton, Pa. An employee crashed a truck, but reported that he was “fine” and continued to work. A few days later, the crewmember stopped showing up to the job. “He said his back hurt,” says Andrew Gabries, president.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

She eventually hired a green industry consultant who specializes in HR and helped her form an HR strategy, beginning with an organizational chart to focus recruiting efforts. Now, Wroblewski can look at the next “budgetary phase” of her business and plan in advance for her HR needs, from people to processes. “I’m always on the lookout for the next chapter,” she says.

Thinking of HR strategically has resulted in a solid plan for that fourth piece (people) of the puzzle that the company was missing before, when it had the reputation, finances and sales.

BUSINESS At the time, the company was doing about $1.2 million in revenues with 20 employees on the roster. There was no real employee handbook in place. “We had no rules,” Gabries says. “We had no procedures for making sure that paperwork was done right.” The alleged injured employee collected workers’ compensation pay for months. (Gabries can’t pinpoint the exact duration.) Gabries hired an HR consultant to implement procedures and a strategy to prevent an incident like this, or worse, from ever occurring again. One policy put in place was pre-employment and reasonable suspicion drug testing. Gabries will never know if the former employee who crashed the truck was “clean.” But in the future, no one will work at the company unless they can prove that they live a drug-free lifestyle. The incident was settled out of court, and a private investigator was hired by the insurance company. Gabries later learned that the worker had back problems before he ever joined his company. “We didn’t even know that we were at risk until we found out all of the HR processes we should be doing,” Gabries says.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

During the last year, Gabries has been on a plan of continuously implementing new HR procedures, he says.

The most critical aspect is the employee handbook. There’s no arguing expectations. They’re all on paper, and following orientation employees are required to sign an agreement that they read and understand the handbook. This includes policies regarding post-accident drug testing.

These papers were the starting point for the company’s HR processes: Making sure that I-9s and W-4s were correctly completed. At the same time, Gabries worked with a landscape industry HR consultant to create a company organizational chart, and to begin defining positions and roles. All this parlayed into a robust employee handbook. “There are so many rules about hiring and firing – it was much easier for us to work with a consultant than to find out (the regulations) the hard way because we would have made mistakes that would have cost us a hundred times more than we are paying the consultant.” Now, the office manager has the paperwork and systems to properly implement HR procedures. “Now, we have the systems in place and as we grow, we can expand on them,” he says.

Take-away tips Train staff. “If you are a large enough company to have office help, you need some HR training for that person,” Gabries says. HR helps hiring. With preemployment drug testing in place, Gabries says his company attracts a higher-caliber worker. Advertising this requirement dissuades candidates who would not pass from applying. Start soon. Do not wait to put HR processes in place.

A full-scale HR strategy Coastal Pacific Landscape Mgmt Tim Saunders, CEO

Meanwhile, Andrew’s Lawn & Landscaping has been growing rapidly, increasing at a 50 percent clip each year. With that comes more hiring, and more turnover. “The HR processes help with finding quality employees, and having the right paperwork in place reduces the risk on our business,” Gabries says.

Location: San Diega, Cal. Established: 2011 Employees: 35 2013 revenues: about $1 million Customers: 95% commercial, 5% residential Services: landscape management, irrigation, fire safety

BUSINESS Tim Saunders had no grounds for disciplining employees who showed up late, abused paid time off or just didn’t do their jobs up to the company’s standards. In fact, there were no documented, clear standards or policies defining exactly what was expected of workers at Coastal Pacific Landscape Management. “There were issues that would come up, employees would challenge us, and when we’d say, ‘You can’t do this because it’s not appropriate or right,’ they’d say, ‘Well, where is that written down?’” says Saunders, CEO of the San Diegobased firm. For example, one supervisory level employee consistently was not arriving to work on time. Every few days she texted Saunders to let him know she’d be late. This became a regular occurrence. “I didn’t have a vehicle in place to say, ‘These are the hours you are supposed to work,” he says. Saunders, realizing it was past time for his young company to define and clarify company policies, began modifying a template employee manual. He spent a week retooling the language to apply to his operation. Then, he showed it to an HR consultant. “He told me I was almost more liable by putting this handbook out there,” Saunders says.

Saunders learned a lot. For one, before he was making no distinction between exempt and nonexempt employees. “We know about landscaping. We did not go to school to study California law,” Saunders says. Another big aha: Saunders realized the importance of Employment Practice Liability Insurance (EPLI). (Fortunately, he purchased this soon after starting the business, before he took on the rest of his HR strategic planning.)

“I was able to use my EPLI contact and open a claim, and we had lawyers who helped us organize and protect ourselves by really doing a thorough investigation and it didn’t cost us that much because we had the insurance,” he says. Today, Saunders is in the midst of a strategic HR plan with a timeline for implementing processes until a 100-percent thorough process is in place, he says. Some of those items include defining employee roles and responsibilities; instituting correct time cards; ensuring that proper disciplinary forms are in place; instating a sound recruiting and employee application process, and reviewing the company’s filing system.

Take-away tips Seek advice. “This is not something you can do yourself because there are too many landmines you could build into your culture if not done correctly,” Saunders says, suggesting that owners seek professional advice. Think scalability. Put HR processes in place that can be scaled up as your company grows. This infrastructure employee handbooks, filing systems, etc. - will control liability issues as the company gets larger. Leverage the handbook. Saunders plans to use the employee handbook as a platform to launch a robust training program. “It will be positioned around the roles and job descriptions we outlined in the handbook,” he says.

Reprinted with permission of Lawn & Landscape. For more visit lawnandlandscape.com.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

So, last year, Saunders embarked on an HR plan to put processes in place, beginning with an employee handbook created specifically for his company. The consultant spent time in his business getting to know the operation, and the process was collaborative.

“We had an issue where an employee tried to make several allegations against other employees in order to find something to sue us over,” he says.

BUSINESS

The kids are all right

Millennials in the workplace by Andy Paluch

It seems like every generation throughout history must have felt that their children’s generation was a bit lazy and didn’t know how to put in a hard day’s work. Over the past year, I have been working Thanks to technology, we are the closely with colleges most connected, networked and and universities throughout the aware generation in history. United States and Canada to help find innovative ways to get young people interested in careers in horticulture and landscape management. Through this work, I’ve had the privilege to talk to a lot of really smart people in the academic world, as well as the contractors, growers, suppliers and manufacturers who make up the industry and all of whom are grappling with this issue.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Looking for solutions

Anyone who has spent much time trying to figure out how to recruit more qualified people into the green industry has surely had at least a dozen conversations that all come around to more or less the same point: “Kids nowadays just don’t want to work.” While there may be a degree of truth to this explanation, unfortunately it is a dead end in terms of actually solving the problem. No doubt, every generation has its fair share of lazy people who expect to get something for nothing, and the current generation of young people is no different. This generation, commonly referred to as Generation Y or the Millennials, is made up of people born somewhere between 1980 and the early 2000s. A few rotten apples.

A wise man once told me that any time you start making general statements about a very large group of people, you are bound to get more wrong than you get right. Each generation grows up very differently than their parents did, and this seems to lead to the belief that the younger generation is flawed in some way. If you’re a Baby Boomer who is worried about what the world will look like when it belongs to the Millennials, just remember what your parents thought when you were growing your hair long and listening to 8-tracks of The Who and Led Zeppelin. Moving past this assumption that there is something wrong with young people frames the problem of recruitment in a way that we can actually start talking about solutions.

Improving your recruiting

As a 28-year-old who spends most of my time working with college students and young people, I’d like to share an observation about people in my generation that has some interesting implications for any company in the green industry that is trying to improve its approach to recruiting more motivated and hard-working young people.

Make it matter Millennials want jobs that allow them to make an impact. In fact, according to a study done by Rutgers University, “65 percent of university students expect to be able to make some positive social or environmental difference through their work.”

BUSINESS Thanks to technology, we are the most connected, networked and aware generation in history. Whether we are all getting accurate information about what is going on in the world is beside the point. What matters is that we know and care about the problems that are presented to us through the technology that we use nearly every minute of the day. As a result, most young people today are looking for a career where we can make more than a good living; we want to make a difference.

Speak their language Like in the words of the song written by the great Pete Townshend of The Who, “The Kids Are Alright.” They are just motivated by different things than their parents were.  

Don’t talk about the job, talk about the impact that they can make through the job. Don’t start with what they’ll do and how much they’ll make, start with why the work is important.



Tell them about what your company believes in, the purpose or passion that defines your culture and how they have the opportunity to be an important part of that collective vision.

A lot of companies struggle to communicate their deeper purpose to both potential customers and potential employees because they simply don’t know what it is. If you are the owner of a company or the head of an HR department and you don’t know why the work you do is important, stop and figure that out before you try to inspire a single other person to join your team. Reprinted with permission of Lawn & Landscape. For more visit lawnandlandscape.com.

About the author Andy Paluch works for JP Horizons as the network coordinator of the Come Alive Outside initiative.

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Your “Digital Footprint” will inform the world of your unique mark. We can help you to grow this footprint and establish a true “Web Presence”.

BUSINESS

Planning to sell your business?

The landscape of business ownership is changing

There is an important trend emerging in the U.S. ent

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Owners

Kathy G. Johnson

UAC MAGAZINE • JANUARY/FEBRUARY 2015

The question, then, is whether these company owners will have someone to sell their businesses to when they decide to call it quits.

economy. According to business consultant John F. Dini, the majority of small business owners are now over the age of 50 and starting to close in on retirement— with fewer interested people to sell their companies too.

To a certain degree, this shift is also about to be felt right here in the Green Industry. A recent survey of landscape contractors who subscribe to Green Industry Pros magazine suggests that roughly one-third of established, full-time landscape company owners are over the age of 55. The same can be said about lawn equipment dealerships. The Green Industry Pros survey results show that more than half of equipment dealership owners are over the age of 55. More importantly, one in five dealers plan to sell their businesses within the next five years. The question, then, is whether these company owners will have someone to sell their businesses to when they decide to call it quits. Dini is one expert who thinks that could become a challenge.

Understanding the trends

Dini adds that there are three major trends in play that challenge a small business owner preparing to exit. Understanding these trends can help these owners identify good buyers and transition successfully.

Generation X (age mid-30s to 50 or so) represents a much smaller group of people than the Baby Boomers. Millennials (early 30s or younger) represent a comparably sized group, but typically are not in a position to be buying companies.

They have different priorities. The younger generation, stereotypically speaking, lacks the work-first mentality often required to own and operate a business. Those who do have it might be more inclined to simply start their own Green Industry companies from scratch. Many don’t want to own companies. The fact is, though, that a majority of the younger generation simply do not want to own their own companies. They seek a level of freedom that is often forfeited when owning/operating your own business—especially in very demanding, seasonal businesses like this one.

Two succession strategies



“Baby Boomers are 2.5 times more likely to own a business than the generations following them,” says Dini, author of the award-winning book, Hunting in a Farmer’s World, Celebrating the Mind of an Entrepreneur and Beating the Boomer Bust.

Smaller group of buyers.

Build to sell. Dini says an exit-minded business owner should focus on building a business that’s attractive to those younger buyers who are interested in owning companies. This type of business provides for flexibility. It doesn’t require a huge down payment. And while the technology does not have to be cutting-edge, it does need to be current. Then, other important attributes still persist, such as predictable revenues, decent margins and a solid customer base.

BUSINESS



Hire your buyer. The second option, according to Dini, is to hire your buyer. Lacking capital at the moment, some of these younger go-getters could benefit from working with you for a few years as you prepare to sell the business and retire. This gives them time to not only better learn the business and refine their skills, but also get a financial plan in place to ultimately purchase your business.

www.gclp.info 770/233-6107 beckygri@uga.edu

Perhaps there’s someone already working for you that could fit this bill. Whatever the case, creating a successor requires a commitment to planning and development, but the financial aspects are fairly simple, Dini points out. A few years of selling equity in small amounts can let your successor build a minority stake. Then he or she can obtain third-party financing for the balance of the purchase so you can maintain control throughout the process—and take the proceeds with you when you leave. Reprinted with permission from Green Industry Pros. For more, visit greenindustrypros.com.

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INDUSTRY

The new legislative horizon 2015 legislative session preview by Bryan Tolar, Georgia Agribusiness Council

With the 2015 legislative session on the horizon, much

Everything is not the same this year under the gold dome of course as the elections have ushered in 25 new legislators (10 Senators and 15 Representatives).

of the leadership structure is expected to be the same as in previous years. This is helpful to our cause, as the Capitol (like business), is as much about relationships as it is about policy.

Everything is not the same this year under the gold dome of course as the elections have ushered in 25 new legislators (10 Senators and 15 Representatives). We look forward to forging new relationships and UAC membership can be a big help in making those contacts.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

As we approach the upcoming session, it’s important to take a look at issues we expect to impact agriculture as well as size up those that might be on the horizon. So here’s a short list of items to help frame the start of a new legislative year:

Debit Cards for Georgia Employee Payment. Georgia law currently does not allow for paying employees through a payroll debit card program. Having this option could prove beneficial to employers and employees. Any proposed legislation is likely to allow an employer to enroll the employee in the payroll debit card program if, after 7 days of giving the option to choose direct deposit, the employee does not select direct deposit as his/ her preference. It would require the employer to notify the employee (in writing) of any fees associated with the payroll card program.

Georgia Ag Tax Exemption (GATE) Changes Still a Possibility. Recent articles in the Atlanta Journal-Constitution have drawn our attention, as well as some lawmakers’.

While efforts continue to educate and encourage compliance with the GATE program parameters, the Georgia Municipal Association (city government) has been especially vocal in their opposition to the GATE program, tying it to lost local tax revenues and supposed property tax increases. The Georgia Agribusiness Council (GAC) was successful in having an op-ed run in the AJC on Nov. 19 (reprinted here following this article), stating the economic benefits and importance of the GATE program. We encourage UAC members to utilize and share the Georgia Ag Tax Exemption Guidance document, available from UAC (urbanagcouncil.com) and GAC (ga-agribusiness.org). Water Wars Continue…With action by the US Supreme Court agreeing to hear Florida’s case on the flows out of the ACF, Georgia agriculture may again be in the crosshairs of water conservation efforts.

Supposedly, Atlanta is sucking dry the river flow that feeds the oyster beds and fisheries of the northern Gulf Coast. Georgia had sought to dismiss the suit, filed in October 2013 by the now newly re-elected Florida Governor Rick Scott. Florida blames Georgia for the collapse of the oyster beds in Apalachicola Bay. Georgia agriculture must be ready to defend economic importance and stewardship of irrigation in the region. Wrapped up in this discussion is also the issue of drought mitigation through outdoor water use

INDUSTRY restrictions and growing pressure for conservation measures. We’ll be keeping our eyes on these issues for sure.

We expect this issue to collect numerous headlines during the session.

Fuel/Transportation Tax. 4. Motor Following a series of Transportation Committee meetings across the state and growing pressure on funding transportation projects, the gas tax/road tax issue will loom large.

The Georgia Agribusiness Council appreciates our partnership with UAC and our collaborative efforts have made a difference. With your help, UAC will continue to grow, building the relationships necessary to deliver a strong message for urban agriculture when and where it is needed. Thank you for being a part of this effort!

Currently, the state receives 4% in state sales tax on gas. Lawmakers have signaled that any proposed gas tax hike would not be put on the ballot. There is no specific proposal(s) offered at present. Once the committee reports its findings, you can expect legislation to be filed. Transportation funding is of critical importance to our economic growth, but the way it is collected is the main issue here.

Partnership pays off

About the author Bryan Tolar is president of the Georgia Agribusiness Council, a trade association representing over 875 member businesses in Georgia. P: 800.726.2474 E: btolar@ga-agribusiness.org W: ga-agribusiness.org

Farm Tax Exemptions are Investments in Georgia’s Economy by Bryan Tolar

Georgia’s agriculture and forestry industry has a strong history and remains vibrant today, in part, because of investments made by our state and local governments. While many Georgia fields are empty after harvest, farm families and communities across the state continue to benefit from the reduced tax burdens on farmers. Agriculture and forestry are inputintensive. Enormous amounts of equipment, seed, nutrients, fuel, sweat – even tears – go into a successful crop. Of

ATLANTA JOURNALCONSTITUTION NOVEMBER 19, 2014

these, all but sweat and tears would be subject to sales tax. Georgia lawmakers, aware of the substantial impact that farm and agribusinesses success has on the rural economies they serve, worked to reduce the sales tax burden on these operations. In 2011, with the recommendation of the Governor’s Tax Council, lawmakers established the Georgia Agricultural Tax Exemption (GATE) program and prescribed how operations must qualify to get the sales tax exemptions on these farm inputs. GATE, administered by the Georgia Department of Agriculture (GDA), consists of a 10-step application. While the online application process is user-friendly, each step creates additional barriers that the applicant never sees but GDA staff and data systems monitor continually. Each step must be followed correctly or it flags

UAC MAGAZINE • JANUARY/FEBRUARY 2015

When it comes to job growth and strengthening the economy, competition among states, cities and counties can be fierce. Tax benefits galore are laid at the doorstep of would-be business growth, and it’s no different for the farms and agribusinesses that must survive and thrive to grow, process, pack and deliver food and other products.

OP-ED

INDUSTRY the account and hurts the applicant’s chances of approval. If you don’t qualify, you don’t get a card. Penalties for perjury are stiff. Most farm use items have been exempt from sales tax for many years. The new program, however added exemptions to include all areas of Georgia’s diverse agricultural industry. GATE includes farm equipment parts, farm use fuel used in tractors and other machines used in production. Energy used by those processing farm products, such as cotton gins, peanut shellers and poultry processors, was added to help ensure these energy-intensive agribusinesses remain competitive in the global marketplace. Like all tax exemptions, GATE does have a cost, and some county and city governments feel it more than others. Unfortunately, some counties taking action to increase property taxes are making GATE the scapegoat.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

The exemption is “extremely important to production agriculture,” says Terrell Hudson, a multi-generation farmer in Dooly County, which is a poster child for intensive agriculture where cotton and peanuts are king. He has rare insight: He’s also the county commission chairman.

“As a county commission chair with 29 years’ experience, raising the millage rate on ad valorem taxes is always the last resort,” Hudson points out. But, “Given digest growth rates under 5 percent, millage rate increases are always on the table.” Metro Atlanta is seeing property tax increases, even though GATE barely moves the needle here. Clearly, local economic factors drive authorities to adjust local taxes. But hiking property taxes and blaming it on a sales tax exemptions for agriculture – many that have been in place for decades – is mostly political cover. Agriculture knows no state boundaries: Agricultural retailers also serve customers

and compete across state lines. There is nothing new about sales tax exemptions for out-of-state farmers. It’s important to keep neighboring farmers’ dollars coming to Georgia. These dollars keep ag retailers afloat and keep their workers on the payroll. Out-of-state farmers, too, must obtain a GATE card to obtain sales tax exemptions. Without that, much of the revenue wouldn’t come our way, pushing Georgia ag retailers and the communities they support to the brink. Whether selling pig feed to farms in North Carolina or pine seedlings to foresters in Texas, Georgia agribusinesses need to maintain these sales tax exemptions or the dollars will go elsewhere. Keeping up with GATE rules can be challenging for both farmers and ag retailers. But compliance is key, and the agribusiness community has worked overtime to help farmers and retailers understand the limits of the program. Agribusiness groups have led intense education efforts for the industry, working successfully with lawmakers and ag officials to fine-tune the program and close potential gaps. Department of Revenue oversight will also strengthen the program and encourage compliance. (GATE guidance appears on the homepage of the Georgia Agribusiness Council Web site at www.ga-agribusiness.org.) Anything worth doing requires investment. Georgia agriculture has steadily grown and lawmakers have shown their willingness support this state’s largest and strongest economic sector. All signs point to an even brighter future for agriculture and forestry across our state. While sweat and tears will always be part of production agriculture, local economies should be open to GATE. Because empty fields and idle tractors will never grow an economy. Bryan Tolar is president of the Georgia Agribusiness Council, a trade association representing over 875 member businesses in Georgia.

INDUSTRY

GIE Media offers help for students

Horticultural Scholarship Program applications due in April Lawn & Landscape, and its parent company, GIE Media, the leading media company serving the lawn and landscape, golf course, nursery, greenhouse and garden center markets, has established a fund to support academic scholarships for outstanding college students focused on leading in the green industry.

Scholarships

GIE Media is giving away two $2,500 scholarships. • The Richard Foster Award is available to outstanding students planning careers in the landscape, lawncare or horticulture business. • The Stanley Zontek Award is available for outstanding students planning careers in the golf course maintenance business. Eligibility criteria To be eligible for an academic scholarship or an internship program, you must be enrolled at a recognized two-or four-year college or university working toward a degree in horticulture, turfgrass management, agronomy, environmental science or other field related to a segment of the green industry.

Requirements Your application must include: • Your most recent academic transcript or student advisory tracking report • At least two letters of recommendation from a college professor, employer/mentor, councilor, adviser or clergy • A resume outlining your relevant activities, internships and work experience • 1,000-word essay describing your personal and professional goals, with examples of your leadership of fellow students, coworkers or others in your community • Applicants for the Zontek award should use the essay to describe Stan Zontek’s accomplishments and why they can help inspire leadership in the golf/turf industry

Forms Visit www.lawnandlandscape.com/FileUploads/ file/2015%20scholarship%20entry%20form.pdf to download the application. Please print off and fill out the form completely, then mail it to Chuck Bowen, Lawn & Landscape, 5811 Canal Rd., Valley View, OH 44125. Applications must be postmarked by April 15, 2015.

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2015 UAC media guide

INDUSTRY

Government affairs

The next move on immigration reform by Gregg Robertson

On November 20, 2014 President Barack Obama announced a series of executive actions that would defer deportation for an estimated 4.5 million undocumented immigrants currently residing in the U.S.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

The executive actions had been anticipated since last spring, but the Obama administration postponed taking action to give Congress the opportunity to act When it became clear Congress was on comprehensive not going to act on immigration immigration reform reform, the president announced his legislation. The Senate deportation deferral plan. passed a bipartisan immigration reform bill in June 2013, but it has languished in the House since then.

When it became clear Congress was not going to act on immigration reform, the president announced his deportation deferral plan.

The plan

To scratch the surface, here are five key initiatives of the president’s plan:

DACA expansion: The plan expands the population eligible for the Deferred Action for Childhood Arrivals (DACA) program to young people who came to the U.S. before turning 16 years old and have been present since Jan. 1, 2010, extending the period of DACA and work authorization from two years to three years.

DAPA introduced: The new Deferred Action for Parental Accountability (DAPA) program allows parents of U.S. citizens and lawful permanent residents who have been present in the country since Jan. 1, 2010 to request deferred action and employment authorization for three years, provided they pass required background checks.

Provisional waivers extended: Provisional waivers of unlawful presence were expanded to include the spouses, sons and daughters of lawful permanent residents and sons and daughters of U.S. citizens.

Call for program improvements: The plan calls for modernizing, improving and clarifying immigrant and nonimmigrant programs for businesses, foreign investors, researchers, inventors and skilled foreign workers to grow the economy and create jobs.

Citizenship support: The plan also promotes citizenship education and public awareness for lawful permanent residents. It provides an option for naturalization applicants to use credit cards to pay the application fee.

The downfalls

Still, the president’s executive actions don’t address all facets of irrigation reform. The H-2A and the H-2B guest worker programs will be unaffected, for better or worse. In addition, status under the executive actions will not be granted automatically. Undocumented immigrants must step forward and apply for status through U.S. Citizenship and

INDUSTRY Immigration Services (USCIS) division of the Department of Homeland Security (DHS). Although it is estimated that 4.5 million may be eligible for deferred status under the executive actions, how many may actually step forward and apply is a big question. Undocumented immigrants are mistrustful of the government. They may be fearful that coming into the open and applying for deferred status may subject them to deportation or other enforcement action at a later time. The deferred deportation status, if granted, is good for three years, when it must then be renewed. Also, since there is much controversy over the president’s action, some fear it could be overturned when the president leaves office in two years, or sooner if overturned by court action. The impact on employers is uncertain at this time, too. Employer I-9 audits by the Immigration and Customs Enforcement (ICE) division of DHS have been continuing, and there is no indication at this point from DHS that they will stop.

Hopefully, more information will be coming from USCIS, ICE and DHS in the coming weeks to clarify some of these questions.

Republican reaction

Republican leadership reaction to the president’s actions was swift and negative. Speaker John Boehner said Obama was “damaging the presidency itself.”

The potential actions the Republican Congress might take have varied widely, some have suggested. Some have called for another government shutdown, although leadership has tried to downplay that possibility. Others are calling for impeachment of the president, while others have called for defunding the parts of the DHS that would administer the deportation deferral programs. Not heard in the options being discussed among Republicans is actually passing an immigration reform bill that would supersede the president’s administrative plan. This would seem to be an obvious choice that would directly address the problem in a constructive way and allow Republicans to regain the initiative on the immigration issue. So the Republicans have a choice: proceed down an unproductive path of shutdown and obstruction, or chose to govern and channel their energy toward actually doing something about the problem. With majorities in both houses of Congress next year, the ball is in their court. This article originally appeared on the Landscape Management website: landscapemanagement.net/ government-affairs-the-next-move-on-immigrationreform. Reprinted with permission.

About the author Gregg Robertson, Landscape Management’s government relations blogger, is a government relations consultant for the Pennsylvania Landscape & Nursery Association. From 2002 until May 2013 he served as president of that organization. Reach him at gregg.robertson@conewagoventures.com.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

It is unclear what will happen if an I-9 audit reveals some employees who are undocumented, but have applied for or are eligible for deferred status under the president’s administrative actions, for example.

In reaction to the president’s plan, soon-to-be Senate Majority Leader Mitch McConnell vowed, “When the newly elected representatives of the people take their seats (in January), they will act.” Republicans won a majority in the Senate in the November elections.

URBAN AG

2015 Sod Producers’ Report

Annual survey examines inventory and price by Dr. Clint Waltz, University of Georgia

In November 2014, the Georgia Urban Ag Council conducted their 21st consecutive survey of sod producers. The purpose of the survey was to determine the status of inventory levels and projected price changes for Spring 2015.

Survey details

Twenty-six producers participated by online and telephone survey, representing farm sizes which were: • less than 300 acres (15 participants) • 300 to 600 acres (5 participants) • 601 to 900 acres (3 participants) • more than 900 acres (3 participants)

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Figure 1. Percentage of bermudagrass producers projecting adequate to excellent supply for the past five years.

* Projected supply for the first 5 months of the calendar year.

Figure 2. Percentage of zoysiagrass producers projecting adequate to excellent supply for the past five years.

* Projected supply for the first 5 months of the calendar year.

Inventories

The survey obtained estimates of the inventory for bermudagrass, zoysiagrass, centipedegrass, St. Augustinegrass, and tall fescue based on estimated sales for the first five months of 2015 as excellent (more than 10% of demand), adequate (equal to demand), and poor (more than 10% shortage). Pricing information included farm price and price for truckload orders to the Atlanta area or within 100 miles of the farm, all costs were reported as price per square foot of sod. Bermudagrass is being grown by 100% of the surveyed producers. Just five years ago inventory levels were relatively high, but multiple factors (e.g. drought, limited light, prolonged spring, loss of acreage, etc.) have contributed to a decline since. Forty-two percent of the producers rated their inventory as adequate to excellent this year, the lowest ever measured (Figure 1). For 2015, 58% of all bermudagrass producers projected having less than adequate supplies, compared with 48% last year and 19% in 2013. No growers with greater than 900 acres expect an adequate bermudagrass supply, while only 50% of producers with 600 acres or less project having sufficient inventories. Regardless of grower category, bermudagrass supply will remain low. According to this year’s survey, the number of producers growing zoysiagrass (65%) was an increase over the last three years. Of the producers responding, 53% estimate an adequate to excellent inventory, which is constant with last year’s estimate (Figure 2). Only 2007 had fewer growers anticipating a suitable supply. For early spring 2015, 47% of the zoysiagrass producers project a shortage of grass.

URBAN AG Of the 26 producers surveyed 12 (46%) were growers of centipedegrass. Thirty-three percent of the growers had adequate to excellent inventory compared to 65% in 2014, and 74% in 2013. Two of three growers with greater than 900 acres expect a shortage in centipedegrass supply. Sixty-seven percent of all centipedegrass growers anticipate a shortage during 2015. St. Augustinegrass is being grown by five of the 26 producers surveyed. Sixty percent reported an insufficient supply, including the two growers with greater than 600 acres in total turfgrass production. Consistent with previous years, tall fescue was grown by a similar percentage of producers (20% to 34%). Eighty-nine percent of tall fescue producers reported excellent to adequate inventory, which continues an eleven-year trend of sufficient tall fescue supply. The amount of tall fescue sod grown in Georgia meets demand.

Pricing

For 2015, the on-the-farm and delivered prices for all five grass species were greater than 2014. Grass prices are forecast to increase 23% to 41% over last yearâ&#x20AC;&#x2122;s prices (Table 1). Figure 3 provides a five-year perspective of sod prices, all grass species are at historic levels.

The 2015 average price for a delivered truckload of zoysiagrass increased from 2014 levels. The average price of delivered zoysiagrass in 2015 was 44.1 cents and ranged from 35.0 to 56.0 cents. In 2014 zoysiagrass prices ranged from 24.0 to 48.0 cents and averaged 35.8 cents.

Change in prices from Spring 2014 to 2015

On-the-farm Delivered*

Turfgrasses 2014 2015 % change --- cents / ft2 ---

Bermudagrass 16.0 22.6 41.3 Zoysiagrass 30.6 38.5 25.7 Centipedegrass 17.7 23.4 32.3 Tall Fescue 22.8 28.0 22.8 St. Augustinegrass 30.2 37.6 31.1

2014 2015 % change --- cents / ft2 ---

20.3 27.8 36.9 35.8 44.1 23.2 23.5 30.1 28.1 24.0 31.9 32.9 34.6 43.6 26.0

* Delivered price includes freight and pallets. The delivered price included the Atlanta area or within 100 miles of the farm.

Table 2.

Comparison: Farm to delivered prices, 2015

On-the-farm Delivered*

Turfgrasses Price (avg.) Range Price (avg.) Range -------------------------------------- cents / ft2 -------------------------------------------

Bermudagrass Zoysiagrass Centipedegrass Tall Fescue St. Augustinegrass

22.6 38.5 23.4 28.0 37.6

15.0 - 34.0 29.0 - 53.0 19.0 - 32.0 22.0 - 36.0 35.0 - 40.0

27.8 44.1 30.1 31.9 43.6

19.0 - 44.0 35.0 - 56.0 22.0 - 45.0 23.0 - 38.0 38.0 - 45.0

* Delivered price includes freight and pallets. The delivered price included the Atlanta area or within 100 miles of the farm.

Figure 3. Historical perspective of sod prices in Georgia, 2011 to 2015

UAC MAGAZINE â&#x20AC;˘ JANUARY/FEBRUARY 2015

The average price per square foot for a truckload of bermudagrass delivered to the Atlanta area, or within 100 miles of the farm, is expected to rise 37% (Table 1). The 2015 survey indicated prices varied from 19.0 cents to 44.0 cents, with an average price of 27.8 cents (Table 2). The average price in 2014 was 20.3 cents per square foot and ranged from 14.0 cents to 32.0 cents.

Table 1.

URBAN AG Table 3.

Percentage of survey respondents that grow certified grass and the additional charge for certified grass

Growers with certified grass Growers that charge a premium

Year

2015 76 19 2014 54 19 2013 57 24 2012 60 24 2011 65 30

55 47 54 58 40

11 9 13 14 12

3.0 2.0 3.0 1.8 1.6

1.0 - 6.0 2.0 - 3.0 1.0 - 10.0 1.0 - 4.5 1.0 - 5.0

Table 4.

Historical freight rate for sod deliveries Range

Average

% Change

--------------------- $ / mile --------------------

2015 2014 2013 2012 2011

2.00 - 5.86 1.00 – 5.50 1.00 – 6.00 0.50 – 5.38 1.00 – 4.00

3.74 3.20 3.19 2.96 2.60

16.9 0.3 7.8 13.9 -3.7

UAC MAGAZINE • JANUARY/FEBRUARY 2015

* Delivered price includes freight and pallets. The delivered price included the Atlanta area or within 100 miles of the farm.

Regarding grower price expectations, no grower is forecasting a price decrease in 2015. •

Average Range -------------- cents ---------------

* Total number of respondents 26, 35, 42, 40 and 46 for 2015, 2014, 2013, 2012, and 2011 respectively

Year

Projected increases

Centipedegrass prices rose markedly. Prices in 2015 ranged from 22.0 cents to 45.0 cents and averaged 30.1 cents, compared to 2014 when the average delivered price was 23.5 cents and ranged from 14.0 to 32.0 cents. The 2015 delivered price of tall fescue increased (32.9%). This year, prices ranged from 23.0 cents to 38.0 cents, with an average of 31.9 cents. Both the low- and high-end prices were greater than 2014. The price of delivered St. Augustinegrass increased (26.0%) in 2015. The average price of delivered St. Augustinegrass in 2015 was 43.6 cents and ranged from 38.0 to 45.0 cents. In 2014, St. Augustinegrass prices ranged from 24.0 to 40.0 cents and averaged 34.6 cents.

Eighty-one percent of bermudagrass producers expect increased prices during the first five months of 2015. This is an increase from 2014 where 72% expected rising prices.

• For zoysiagrass, 53% of producers anticipate higher prices during the first five months of 2015; 47% of producers forecast steady prices. • For centipedegrass, 58% of producers expect prices to remain constant in 2015. •

Relative to precious years, only 56% of tall fescue producers anticipate constant prices.

•

Eighty percent of St. Augustinegrass producers expect prices to rise; 20% think prices will remain constant.

Certified grass premiums

2015 had 19 producers representing 76% of the respondents with some certified grass on their farm (Table 3). Fifty-five percent of these growers charge a premium for certified grass. The remaining growers either do not place an added value on certified sod or do not participate in the certification program. This survey indicates an eight-year trend of increasing average prices for certified grass (Table 3). In 2015, the typical extra cost ranged from 1.0 to 6.0 cents per square foot and averaged 3.0 cents. This translates to between $5.00 and $30.00 on a 500 square foot pallet. Disregarding 2013 which had an anomaly in value of certified grass, for 2015 the high end of the range was up relative to the past five years. The lower end however fell back to 2013 levels. The average price rising indicates more certified producers are increasing the value of their grass. The consumer should consider this a nominal cost to ensure varietal purity of a perennial species.

URBAN AG

Freight

Freight rates per mile shipped to Atlanta, or within 100 miles of the farm, are up from 2014 (Table 4). For 2015, costs ranged from $2.00 to $5.86 and averaged $3.74; this is a 16.9% increase from the 2014 average ($3.20). Freight costs as a part of price quotes for customers was reported by 88% of respondents. Eleven respondents (42%) reported charging an unloading fee in 2015 compared to 16% in 2014. The minimum unloading fee ($40) increased in 2015 but most producers charge between $75 and $100. Nearly all producers (96%) will make additional drops on a load. The low-end charge was down to $20 in 2015, compared to $35 in 2014. The high-end charge increased to $125. The average cost for additional drops in 2015 was $63, a slight increase from 2014 ($58).

Fuel surcharge

Nearly doubling from 2014, 23% reported adding a fuel surcharge to a load in 2015. This is still less than reported in 2008 (46%) when No. 2 diesel costs were similar to 2015 levels (Figure 4). In 2014 the number of producers adding this charge was 12%. This year, the average surcharge was $60 per load, the same as last year. Figure 4 compares the average sod price for all species grown with the average annual retail price for gasoline and diesel fuel.

Sales by industry segments

In 2014, brokers were the fourth largest industry segment for sale of turfgrass but moved into the second position this year. The group with the greatest gain over last year was sales to landscape designers, moving from the 8th rank to the 2nd. The group with the greatest decline was sales to homeowners, going from the 2nd rank to the 6th.

Ten-year comparison of average sod price with fuel cost

Average grass price was calculated for the five turfgrass species commonly grown in Georgia. ** Average annual retail fuel cost for the Lower Atlantic region was found at www.eia.doe.gov. For 2014, the average retail fuel cost was calculated through December 1.

Table 5.

Ranking of industry segments for sale of turfgrass Industry segments

2015 2014 Rank

Landscape contractors Brokers Landscape designers Existing developers Sports/athletic fields Homeowners Golf courses Garden centers

Average*

Rank

Average*

1 48.5 1 39.0 2 26.7 4 7.8 3 23.7 8 1.8 4 17.9 7 2.8 5 16.8 3 9.5 6 16.6 2 14.0 7 13.3 4 7.8 8 8.3 6 4.8

* Average percentage of total sales.

Acreage in production

In the last five year’s survey, amid reports of farms being sold, acres being taken out of turfgrass production, and long-time producers going out of business, ancillary questions were included. The first was “Did you reduce sod production (acres) in 2014?” On this year’s survey none of the respondents answered that they removed

UAC MAGAZINE • JANUARY/FEBRUARY 2015

The 26 producers who participated in this survey estimated that the highest amount of sod was sold to landscape contractors (Table 5). This has not changed over the nine years this question has been included in the survey.

Figure 4.

URBAN AG acreage on their farms and none are expected for 2015. Last year, 17% of the respondents answered that they removed some acreage during the 2013 growing season. Approximately 50% of the growers indicated they plan to add acres in 2015. Growers with less than 600 total acres in production makeup the preponderance of producers looking to add acreage. This group of producers could potentially account for nearly 1,200 acres coming into production during 2015. However, this addition would not affect the market until 2016 or 2017.

Summary

From this survey it appears that prices for all species are increasing. Additionally, inventory for all warm-season species is expected to be lower than commonly experienced for the first five months of the year. Observations and trends over the past fourteen years are that growers with the greatest volume (i.e. >600 acres) of grass tend to have the greatest

impact on inventory and are a barometer as to where the market is heading on prices. There have been years where the forecast between smaller and larger growers was inconsistent, but that was not the case for 2014 or 2015. Although total acres in turfgrass production is beginning to rebound, over the past eight years the number of sod producers has declined, as have the total acres in turfgrass production. These interrelated factors are contributing to an overall decrease in inventories and increased prices. It will simply take time for inventory to recover although growers are looking to put acres back into turfgrass production. In the meantime, prices will likely remain high and potentially rise further. Don’t let sticker shock curtail projects; plan ahead. If projects are planned for 2015 where sod will be needed, it would be prudent to get price quotes regularly. Not all producers will “book” or presale grass at a locked price, but if they will, contacting them early may help ensure availability and the best price.

UAC MAGAZINE • JANUARY/FEBRUARY 2015

2015 Sod Producers’ Report overview

> Supply of warm-season turfgrasses is low, regardless of grower category. > The delivered price for all grasses is expected to increase. > Grass prices are at historic levels. > Growers anticipate rising prices in 2015. > 2015 continues an eight year trend of increasing average prices for certified grass. > Freight rates per mile shipped to Atlanta, or within 100 miles of the farm, will increase.

> Growers reported adding a fuel surcharge nearly doubled from 2014. > No grower expects to remove acres from turfgrass production. > More turfgrass acreage will come into production in 2015. > The primary markets for Georgia sod are landscape contractors and brokers. > Get price quotes regularly. > If possible “book” or lock prices to ensure availability and price.

Michael Parker Group Beneﬁts Consultant 404.216.1108 mparker@snellingswalters.com Insurance programs administered by UAC MAGAZINE • JANUARY/FEBRUARY 2015

URBAN AG

Turfgrass weed management

Industry is losing two important products by Patrick McCullough, Associate Professor, UGA

The turfgrass industry is officially losing Illoxan (diclofopmethyl) and Embark (mefluidide) in 2015. These are two important tools in weed control programs with no comparable replacements. The John D. Byrd, Mississippi State University, Bugwood.org loss of these materials Bayer will not be reregistering Illoxan, one of has significant the most effective chemistries for controlling implications goosegrass in bermudagrass golf courses. for resistance management, seedhead control, and efficiently managing high quality turfgrass.

UAC MAGAZINE â&#x20AC;˘ JANUARY/FEBRUARY 2015

Illoxan (diclofop-methyl)

Bayer will not be reregistering Illoxan. Unfortunately, the return on Illoxan sales was not worth the expenses of reregistration for the company. Illoxan is a postemergence herbicide used for goosegrass control in bermudagrass golf courses. This herbicide is one of the most effective chemistries for controlling goosegrass in greens, tees, fairways, and roughs. More importantly, Illoxan is the only ACCase inhibitor used in bermudagrass turf and the loss of this mechanism of action may have significant consequences for resistance management. Goosegrass resistance to ALS inhibitor herbicides, specifically foramsulfuron (Revolver), is becoming more widespread throughout the Southern U.S. Turf managers also have restrictions on MSMA use on golf courses that limit the ability to effectively control goosegrass and other weeds. Illoxan is an excellent herbicide for controlling goosegrass at most growth stages in bermudagrass and also offered an alternative

mechanism of action in resistance management programs.

Options to consider The implications of losing Illoxan in golf course management will emphasize the need for investments in good preemergence herbicides for goosegrass control. Dinitroanilines (DNAs) like prodiamine (Barricade, others) and pendimethalin (Pendulum, others) have potential to control goosegrass but results are often erratic. Resistance to DNA herbicides has also developed in goosegrass populations and alternative chemistries may be needed for effective control. From our research at UGA, Ronstar (oxadiazon) and Specticle (indaziflam) have consistently been the best preemergence herbicides for controlling goosegrass in bermudagrass turf. Other herbicides such as Dismiss (sulfentrazone), Sureguard (flumioxazin), and Tower (dimethenamid) have potential to control goosegrass but our results have been inconsistent over years. With the loss of Illoxan, bermudagrass managers will only have Revolver (foramsulfuron), Tribute Total (foramsulfuron + thiencarbazone + halosulfuron) and Dismiss (sulfentrazone) available for postemergence goosegrass control. While these herbicides may control immature goosegrass, single applications often do not control tillered plants. Revolver and Tribute Total are both ALS inhibitors and will not effectively control mature goosegrass or resistant biotypes. Turf managers may also explore the use of MSMA + Sencor (metribuzin) for goosegrass control but these treatments can be very injurious to bermudagrass in summer and may require sequential applications. Moreover, superintendents in Georgia are limited to one application of MSMA per year, not to exceed 25% of the total golf course.

URBAN AG Turfgrass managers must understand that losing Illoxan may limit their ability to control goosegrass and may have serious repercussions in resistance management programs.

Need chemicals? UAC members to the rescue.

Embark (mefluidide)

These UAC members are just like you: Experienced • Professional • Knowledgeable

Embark is a growth regulator primarily used for annual bluegrass seedhead control in turfgrass management. In 2014 there was controversy around the future manufacturing of mefluidide, the active ingredient in Embark, and if this product would be available after 2015. PBI Gordon explored opportunities inside and outside of the U.S. to have mefluidide manufactured and formulated to make new Embark products. The opportunity to make new material was very costly for the company and PBI Gordon has decided not to pursue this investment. The Embark 2S product will be pulled completely, and there will be new Embark T & O 0.2L (essentially a dilution of the 2S) released until the current supply is gone. Once the existing inventory has been sold, Embark will no longer be available from PBI Gordon.

Options to consider Proxy (ethephon) is the other seedhead inhibitor available for turfgrass. It is labeled only for cool-season grasses but may be applied to certain zoysiagrass varieties. Proxy causes leaf chlorosis, stand thinning, and quality reductions in bermudagrass, seashore paspalum, and other warm-season species. Other PGRs like Primo (trinexapac-ethyl) or Trimmit (pacloburazol) may provide partial seedhead control but are generally less effective than Embark and Proxy.

The next time you need chemicals, look to your fellow UAC members first. Ag-Pro Companies

Nufarm Americas, Inc.

Gowan USA LLC

Pennington Seed Inc.

2173 Winder Hwy Dacula GA 30019 (678) 376-3240 Kevin Hysler kevinh@greensouth.com 561 Shelton Ln Auburn AL 36830 (334) 275-5396 Steven Farrington sfarrington@gowanco.com

Harrell’s Fertilizer

4609 Broken Arrow Path Gainesville GA 30506 (863) 687-2774 Chris Wiegand Cwiegand@harrells.com

1310 Huntington Ct Auburn AL 36830 (334) 744-0682 Jim Crockett jim.crockett@us.nufarm.com P.O. Box 290 Madison GA 30650 (800) 277-1412 Dusty Sweat dustysweat@penningtonseed.com

Residex Turfgrass

Ron Calhoun 46495 Humboldt Dr Perry MI 48872 (855) 737-4339 rcalhoun@residex.com

Helena Chemical Co.

Southern States Cooperative

Howard Fertilizer & Chemical Co.

Syngenta Professional Products

John Deere Landscapes

TriEst Ag Group

3211 Shawnee Ind Way Ste. 100 Suwanee GA 30024 (770) 945-0686 Warren Clemens clemensw@helenachemical.com

2933-B Amwiler Ct Atlanta GA 30360 (678) 297-7668 Jay Fountain jfountain@howardfert.com 5610 McGinnis Ferry Road Alpharetta GA 30005 (770) 442-8881 Randy Moody rmoody@johndeerelandscapes.com

128 Old Mill Rd. Cartersville GA 30120 (770) 383-3199 Gary Clayton gary.clayton@sscoop.com

4083 Gold Mill Ridge Canton GA 30114 (678) 687-8871 Jason Whitecliffe jason.whitecliffe@syngenta.com P.O. Box 965 Tifton GA 31793 (229) 382-7272 Perry Fuller pfuller@triestag.com

UAC MAGAZINE • JANUARY/FEBRUARY 2015

Embark is a growth regulator that has a long history of use in turfgrass and roadside management. Embark is the only seedhead inhibiting growth regulator available for use in warm and cool-season turfgrasses. Turfgrass managers primarily use this chemistry for seedhead control on annual bluegrass, tall fescue, bermudagrass, and other turfgrass species.

Who knows you better?

URBAN AG Current research efforts at UGA include evaluating seasonal application timing of PGRs to minimize injury and maximize seedhead control on warm-season grasses. We are also evaluating alternatives to Embark, primarily ALS inhibitor herbicides, for seedhead management in bermudagrass turf. Embark is the most popular PGR for annual bluegrass seedhead

Coming in January!

control in bentgrass greens in Georgia and further research will be needed with Proxy, Proxy + Primo, and other compounds to replace Embark. About the author

Patrick McCullough is an associate professor and extension specialist in turf weed science at the University of Georgia in Griffin. 

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