RISBJ V5 No12 by Rhode Island Small Business Journal

volume five issue twelve

Think Smart

DOES MY IDEA HAVE

For Your Business

Professional Growth

Ye a r I n R e v i e w F o r T h e E n t r e p r e n e u r H E A L T H S O U R C E

R I

F O R

E M P L O Y E R1 S

www.risbj.com | volume five issue twelve

“A lot of my employees have

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RISBJ | rhode island small business journal

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www.risbj.com | volume five issue twelve

WE’RE LIKE A GPS FOR GETTING YOUR BUSINESS TO THE RIGHT PLACE. Just Right Commercial Loans from BayCoast Bank. Joe Sheehan 401-274-2106

Whatever your reasons for needing a commercial loan, our Providence team of lenders can help you. With financial advice, and smart business insights, we’re always accessible and ready to listen. Our loan decisions are made locally, so you don’t have to wait long to find out if you’ve been approved. Call Joe Sheehan or Mike Paiva today or call 401-273-0475. The Providence Commercial Loan Office is located at 10 Dorrance Street, Suite 101B. BayCoastBank.com

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Gil Lantini Founder Ralph Coppolino Co-Founder Mike Casale Senior Designer Digital Marketing Lauren Bansbach Angelica Cabral Julia Cianciolo Alison Dupuis Nick Lovett Meghan O’Neill Contributing Writers Michael Brito Steven Byler C. Alexander Chiulli Darin Early Stefani Gallagher Larry Girouard Mark S. Hayward Kristin MacRae William E. O’Gara Gina M. Raimondo Dr. Ronald G. Shapiro Kristen M. Whittle

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www.facebook.com/risbj twitter.com/risbj 401 831 7779 info@risbj.com www.risbj.com 1343 Hartford Avenue, Suite 24 Johnston, RI 02919 ©2016 Integrated Media Group D/B/A Rhode Island Small Business Journal ©MMXIII Rhode Island Small Business Journal

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info@GentryMoving.com • GentryMoving.com www.risbj.com | volume five issue twelve

UPCOMING EVENTS NETWORKING&WORKSHOPS

EVENT

24 6th

Network at Noon at Arturo Joe’s Arturo Joe’s 1/6/2017 11:45 am 8:00 am - 9:00 am Narragansett 140 Point Judith Road,

First Friday Coffee Welcome House of South County, Peace Dale, RI

World Trade Day 1/10/2017 Bryant University 5:00 7:30 pm 7:30 ampm (All -Day) Out of the Box Networking 1150 Douglas Pike, Smithfield Social

25 10th

Scandinavian Assisted Living, Cranston, RI

24th

th 26 18th

A 1/18/2017 Night at the Garden 5:00 pmGarden - 7:00Inn pm The Hilton 6:00 pm After Hours hosted by Mews Tavern Business 1 Thurber Street, Warwick Mews Tavern, Wakefield, RI 1/24/2017 11:45 am - 1:30 pm Network At Noon Catered By Patois Catering

The RI Family Owned Manufacturing Consortium 2/2/2017 Polaris MEP 8:30 am am - 9:00 am 8:00 315Morning Iron Horse Way,Networking Providence Event Coffee

st 1 2nd

RI Mentoring Partnership and Laid-back Fitness Goddard Memorial Park, East Greenwich, RI

JUNE FEBRUARY Hosted by Victoria Court

First FridayCourt, CoffeeCranston, at South RI County Museum Victoria South County Museum 8:00 am 1152/3/2017 Strathmore Street, Narragansett 8:00 am - 9:00 am Friday Coffee ByLearn Lighthouse RE Group ISOFirst 9001:2015 Lunch & Polaris MEP RI Wakefield, 11:30 am 3152/15/2017 Iron Horse Way, Providence 5:00 pm - 7:00 pm Capital City After Connection Networking Business Corner Bakery CafeHours by Amalfi’s Catering East 8:00 am Greenwich, RI 140 Hillside Road, Cranston 2/11/2017 11:00 am - 11:30 am Brand Commitment Sprout SaveRIThe Bay Splash 8:00 am Memorial Blvd, Newport, RI 166 Valley Street, Providence

th th rd th th 10 15 th 11 3 7 8 15th 3rd 12th 11th

Introduction to QuickBooks Course The Education Exchange 1/1/2017 6:00 pm am - 1:00 pm 11:00 33Frozen North Road, ClamWakefield Dip & Obstaplunge

23 1st

MAY JANUARY

2/12/2017 Family Affair Event 10:30 am Lodge - 11:15 am Newport Elks ROCK & ROAR! 10:00 am Williams Zoo, Providence, RI 141Roger Pelham Street, Park Newport

RI Chamber, Wakefield, Visit RI ForSouthern More Events Business After Hours hosted by Munroe Realtors www.risbj.com For More Event Information Visit www.risbj.com Munroe Realtors 4

RISBJ | rhode island small business journal

5:00 pm 117 Main Street, Wakefield

contents

volume five issue twelve

INSIDE THIS ISSUE

5 Upcoming Events 6 Rhode Island Single Family Home Sales 8 A Message From Darin Early 9 Quick Tips on Productivity 10 HealthSource RI For Employers

14 Think Smart For Your Business 16 From the Director’s Desk - SBA 18 Professional Growth For The Entrepreneur

20 Elections Have Consequences 22 Too Busy To Get Organized This Year? 23 Payroll…It’s Not Just About Paying Yourself

ON THE COVER volume five issue twelve

24 Personnel Practices 26 Empowerment in Small Business 29 Rhode Island Business Plan Competition

Think Smart

DOES MY IDEA HAVE

For Your Business

Professional Growth

Ye a r I n R e v i e w F o r T h e E n t r e p r e n e u r H E A L T H S O U R C E

R I

F O R

E M P L O Y E R S

Featured Professional Growth Think Smart For Your Business

26 www.risbj.com | volume five issue twelve

RHODE ISLAND

2016 November Housing Statistics Last month Rhode Island's housing market saw a 19 percent increase in singlefamily homes sold compared to 12 months earlier. November marked the 24th consecutive month of year-over-year gains. The median sales price also increased more than 11 percent from a year ago, rising to $245,000. While not back to the peak monthly median sales price of $298,500 reached in September of 2005, increasing sales prices have helped most homeowners regain any equity lost during the housing downturn.

SINGLE-FAMILY HOMES

$245,000

SINGLE-FAMILY HOMES SOLD

11.4%

898 1,276 3.6%

91 NUMBER OF

FORECLOSURE/ SHORT SALES

12.4%

3.8

MONTH SUPPLY

INVENTORY AS OF 12/16/16

Percent change reflects a year-over-year comparison between 2015 and 2016. Information is provided by StateWide MLS, Inc., a subsidiary of the Rhode Island Association of REALTORSÂŽ.

For more information: www.riliving.com/pressreleases 6

RISBJ | rhode island small business journal

18.8%

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www.risbj.com | volume five issue twelve

OFFICE OF THE GOVERNOR | A Message From Darin Early

AAMessage MessageFrom From

Gina M. Raimondo Darin Early

Rhode Island Provides

Th e F u e l To L a u n c h S m a l l B u s i n e s s e s To S u c c e s s by Darin Early, President, RI Commerce Corporation

Launching a new business can be a bumpy process. There is a lot of turbulence along the way that can send even the strongest ideas astray. Startups and aspiring small business owners often find themselves with little support to take their business plan off the page and into reality. We’re doing something about that in Rhode Island. We’ve introduced several new programs to attract and retain businesses: The Qualified Jobs Incentive credit boosts employment across the state, Rebuild Rhode Island creates new development in our cities and communities, and the Wavemaker Fellowship supports our young professionals by helping pay their student loans. All of these are having an impact on Rhode Island’s bottom line. But most recently, we added another key instrument to our business development toolbox with aim to assist small businesses. In collaboration with Governor Raimondo, the Rhode Island Commerce Corporation introduced the Small Business Assistance Program in November, a measure that will help smaller companies accelerate their growth and find lasting success in the state and beyond. We take particular pride in bringing this offering forward because it is the small business that forms the foundation that Rhode Island’s growing economy stands upon. There is an organic link between our efforts and the small business

We take particular pride in bringing this offering forward because it is the small business that forms the foundation that Rhode Island’s growing economy stands upon. 8

RISBJ | rhode island small business journal

owner. We are, after all, the smallest state in the nation—we understand feeling like the underdog, and we also know how to stand out from the pack, making size irrelevant and letting our ideas and ambition speak for themselves. Starting a small business and nurturing it to success is no small feat, but we want the task to be easier for Rhode Islanders and we’re here to help. If having the “big idea” for a new business venture or a vision on how a business can grow is the launching pad, then capital is the fuel that will propel those ambitions further. But, that’s often where the ideas can come to a screeching halt. The facts aren’t on your side—according to the Small Business Association, one half of small businesses don’t survive past the first five years. This makes lending organizations all the more hesitant to loan funds to small business owners. That’s where we come in. With the Small Business Assistance Program, we are making it our mission to create a strong financial environment that fuels small businesses and propels them to a sustainable future. This program was designed specifically to connect businesses that may have trouble finding credit with reliable and reputable lending organizations that are making loans available and providing businesses with greater access to capital—the fuel for your engine. These lending partners stretch across the region and will play a key role in making Rhode Island a refuge for up-and-coming businesses, helping them to start up and grow across the state, and ultimately providing hundreds, if not thousands, of job opportunities to Rhode Islanders. Regardless of the industry, the demographic or where in the state businesses want to set up shop, we and our partners have the tools that will help guide businesses forward. We know starting or growing a business can be a turbulent process. But thanks to the Small Business Assistance Program and the other incentives we’ve put into place, Rhode Island businesses of any size can launch to new heights.

Quick Tips On Productivity To Help You Become More Profitable In The New Year | SMALL BUSINESS

QuickTips onProductivity TO HELP YOU BECOME MORE PROFITABLE IN THE NEW YEAR

85%

of all successful entrepreneurs attribute their achievement to possessing an open mind

In order to be more efficient and productive you must

get organized

Devise a system of

processing money in all forms to help you stay on a positive financial track

Challenge yourself to reduce meeting times by

25%

Schedule times

to check your email and phone throughout the day, allowing less disturbances and more focus while you are working

which will increase your productivity throughout the week

Spend 15 minutes

at the end of your work day to organize top priorities for the following day www.risbj.com | volume five issue twelve

Benefits of Small Bus

What Business Owners Need to Know

The following illustrates how Full Choice works:

HealthSource RI for Employers (SHOP) Small Business Health Options Program has been recognized nationally as one of the best functioning SHOP small business exchanges in the United States. Business owners who are seeking to offer more for their employers in order to attract and retain top talent need to be aware of these options.

Joe owns a manufacturing company in Providence. He selects a plan that costs $500/month per individual. He decides to contribute $325/month towards the individual premium.

Reasons to Join in 2017 • •

✓

• •

Full Choice Program

With the Full Choice Program, employers set their budget and select a reference or “benchmark” plan. Employees can choose that plan or have the option to buy up or down depending on their needs - the ultimate in customization!

Joe’s employees can either pick the coverage he selected or choose another health insurance plan, using Joe’s $325 contribution to help pay the monthly premium. If the plan they select is more expensive, the employees pay more out of their paychecks. If the plan is less expensive, the employees pay less.

Ancillary Benefits

HealthSource RI is now a Full Service Benefits Exchange. New additions to offerings include vision, life, accident, and medical bridge, as HealthSource RI for Employers has recently partnered with NFP Health to offer ancillary products! These plans are a great new bene t for your employees, and may even help you save on healthcare premium costs.

✓

Ask your broker about HealthSource RI for Employers or call our Business Engagement Team at 1-855-683-6757

Joe writes a single check to HealthSource RI F10 ORISBJR

M O R E

The Full Choice Program is your exclusive source to offer employees a multiple carrier option HealthSource RI for Employers is now offering ancillary products such as vision, life, accident, and medical bridge Employers can now choose from 17 health plans and 7 dental plans Broker certification is complimentary and certification events are offered throughout the year

I N F O R M A T I O N

| rhode island small business journal

P L E A S E

V I S I T

siness Health Options Program Unprecedented Client Care

One thing business owners may not know about HealthSource RI for Employers programs is that they have a one-of-a-kind Business Engagement Team. A designated Business Engagement Specialist works with each employee Scan the QR code of the business to discuss their needs and options in depth, to download a digital copy as well as provide insight about how each plan works, with of the 2017 Small Group full plan transparency. Market Plans and Benefits: According to Ralph Coppola, Senior Advisor, Meridien Financial and Chair, SBA Committee on Healthcare “It’s important for employers to know that HealthSource RI for Employers can give each employee a customized plan, but it’s even more important to know they are there every step of the way to assist the employee in choosing the most appropriate plan for their healthcare needs”.

Small Businesses That Utilize HealthSource RI SHOP Dunn’s Corner Market of Westerly,

RI, was founded in 1989 by Tony and Cheryl Spino with the focus on their customers, many of whom they are on a first-name basis. In 2002, they expanded to accommodate their growing demand, particularly with the prepared foods and catering departments. In addition to fresh cut meats, produce, dairy, frozen foods, and other groceries, Dunn’s Corners Market houses an extensive salad case, “Heat & Eats,” and a take-out section. They employ 41 full-time staff, with about 5-10 part-time employees for the catering department. Cheryl Spino and the Office Manager, Brenda DeMerchant, heard about the program and felt it was an exciting option for their company. Cheryl and Brenda then attended seminars about HealthSource RI for Employers and helped educate fellow employees. Dunn’s Corners Market was impressed with all the benefits that came with participating in the Full Choice Program. “There was a huge learning curve in the beginning,” says Cheryl, “but we get a lot of support from Good Neighbor Alliance and our Business Engagement Specialist, Shoua Kue of HealthSource RI – she comes right [to the office] to speak with each person..” The nearly 50 employees at the market can now pick from a range of different plans“Everyone is embracing different levels [of the Full Choice Program],” Cheryl says, “I’m proud they have all educated themselves on choosing a plan that fits for them.” The Spino’s are also thinking about taking advantage of HealthSource RI for Employer’s Ancillary products, such as vision, dental, life, and accident insurance. After 27 years of business, HealthSource RI for Employers Small Business Health Options Program has allowed Cheryl and Tony Spino to give their employees the healthcare they deserve as they continue to focus on their customers.

W W W . H E A L T H S O U R C E R I . C O M /www.risbj.com E M |Pvolume L five O issue Y twelve E R 11S

Health insurance is one of a business owner’s biggest expenses – call today to learn about why so many businesses are signing up! Red House Custom Building is

an award-winning, frame-to-finish design and renovation company who partners with clients to design and build unique and incredible spaces. Justin Zeller founded Red House in 2006 after extensive training and experience in Santa Fe, NM, Portland, OR, and New York City, NY. With the implementation of network-marketing and other business-building tools, the company started a trend of significant growth in 2009. Leaning on the cornerstone of excellent craftsmanship and outstanding service, the company incorporated architectural design into their business model in 2011.

Exclusive options, controlled costs,unmatched service and a complete benefits offering Ask your broker or connect with us today!! www.healthsourceri.com/ employers or call 1-855-683-6757

Red House Custom Building employs 18 people with varying roles, including architectural design, interior design, project management, carpentry, and office/support; typically, they handle 4-5 projects at a time. In the construction industry, it can be challenging to build a full-time quality staff. In the beginning, Justin found many workers just looking for a job, not a career. Those individuals weren’t as likely to build lengthy relationships within the company, leading to high-turnover. For the long-term health of the company, Justin needed to attract others whose values went beyond getting a weekly paycheck. In 2012, Red House started offering healthcare from HealthSourceRI for Employers. Their broker, Gregg Mozzi, suggested the Full Choice Program. Zeller found that with the Small Group Health Options Program, his company has become more attractive to career-minded individuals in the construction industry. “The most important thing for Red House about the [Full Choice] Program was how flexible it is,” says Justin, “Our employees can choose from 17 different plans.” Some employees have chosen minimal plans, while others choose the “Cadillac” of healthcare. Justin receives a lot of support from his broker, Gregg, which allows Justin to continue in his most important role of running the business. Justin and Gregg explored many different healthcare options before settling on HealthSourceRI for Employers. “It’s important for [employers] to know these consist of name brand plans, BlueCross, United, etc. Many are the same plans you’d get outside of HealthSource RI” says Justin.

For more information on HealthSource RI for Employers:

Visit the newly re-designed website that includes resources for the program with detailed FAQs. HealthSource RI has also launched an interactive media component on Facebook for employers and brokers, which highlights Rhode Island businesses utilizing the program, success stories and other important happenings.

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www.risbj.com | volume five issue twelve

MBE/DBE | Think Smart For Your Business!

Think smart for your business! by Michael Brito

By now most of you should be finalizing whatever plans you may have to get ready for the long winter that RI is famous for and with that comes our taking out that business plan, blowing the dust off and really getting serious regarding what was accomplished and how we can set new targets! Look at your bonding limit, reexamine your insurance, go through all your equipment and survey your facility…all these areas need yearly appraisals for refinement. Remember my Fathers advice: “the best money you’ll ever make is the money you never spend”! Raise the bar, narrow our sights and focus in on any and all new opportunities that are slightly out of reach! In a recent meeting I was reminded that the small companies that thrive and not just survive are the ones that have an interest in a verity of products and services not just a niche market. Some of our construction clients also have an interest in realestate or road sweeping, some of our electrical service DBEs have also acquired interest in excavation equipment thereby offering alternate avenues of income. I am reminded of one such company that along with his material trucking business also began offering container long hauls to off-set the winter slow down associated with road work thereby providing income for twelve months instead of just nine! The point is that should the main food chain slow down for any reason there is “plan B”. As we glance back with a diligent look ahead let’s remember that the battles may be won or lost daily but the war rages on! We must always keep in mind that it’s the larger picture we must see, staying in there to the end is what will separate us not just from the larger companies but from

each other as well. We ran a wonderful workshop on image and what it means to project the right one when doing business with others but let’s also remember the image we project to ourselves as proud MBEs & DBEs is the most important one every minute of every day! Staying positive isn’t always that easy (I know this very well having run a business in RI for many years) however it isn’t impossible. There is negativity everywhere we look these days, my advice…don’t look! Provide yourself the opportunity to be happy with your company and its new direction for the coming year. Set new and lofty goals and stay focused on them. Give yourself and your staff every chance to achieve these goals. Attend every training event possible whether it be an on-line webinar, professional development class or simply an industry focused event or trade show…just go! Be the sponge of knowledge your company needs, surround yourself with positive people, associate with those that have achieved what you strive for and never stop reaching for more knowledge. I know that I preach often regarding learning and its influence on success but it’s a proven path to achievement. 85% of all successful entrepreneurs attribute their achievement to possessing an open mind to new and different ideas, a sense of daring to differentiate oneself from his/her competition is very important! A wise man once told me that the best investment we can ever make to advance our companies is the investment of learning! In our state there are over 480 companies certified to do business as a MBE or DBE; whether construction, electrical, engineering, cleaning etc….you have a lot of “friends” out there! Stay sharp, see you on the job!

Michael Brito

DBE Account Manger, Mission-360, Turino Group, mbrito@turinogroup.com

RISBJ | rhode island small business journal

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www.risbj.com | volume five issue twelve

RHODE ISLAND

SBA

From the Director’s As the holiday season kicks into full gear we here at the Small Business Administration continue its support for “Shopping & Dining Small”. Although Small Business Saturday has come and gone, your further patronage to small businesses through the holidays only furthers the economic growth in Rhode Island.

end with a panel discussion where participants develop recommendations and potential solutions to address with the Governor, Speaker, and others in seven key areas to include taxes and budget, health care, economic development, “main street” issues, workforce development, regulations, and emerging markets.

In keeping with the idea of furthering small business in the Ocean State the SBA will be holding its tenth annual Rhode Island Small Business Economic Summit on Friday, January 6, 2017, from 7:30 a.m. to 1:30 p.m. at Bryant University. The Summit provides an opportunity for state elected officials, business leaders and small business owners to engage in a discussion and an exchange of ideas.

Historically, the Rhode Island Small Business Summit attracts over 200 small business owners and advocates and generally 40 to 50 members of the general assembly. The continued purpose of the summit is to bring together our business community and elected officials to address, engage, and adjust the roadblocks that prevent small business from thriving. By educating these groups we are drilling down to the basic needs of the business owner and in doing so we are creating a thriving market of business to succeed.

The day will begin with a panel of three experts on Rhode Island including the President of the Rhode Island Foundation Neil Stenberg, John Simmons the executive director of the Rhode Island Public Expenditure Council, and Dr. Len Ladaro professor of economics at the University of Rhode Island. The panel will be followed by committee discussions addressing issues that Rhode Island small businesses face and will

RISBJ | rhode island small business journal

Small business is the backbone of our state and country and initiatives to facilitate a better working environment will be critical to both small business owners and employees. In Rhode Island 98 percent of the all business is small and they employ over 54 percent of the private workforce. Small

RHODE ISLAND

SBA

s Desk…

With Mark S. Hayward, District Director, U.S. Small Business Administration

business also creates two out of three new jobs and helping small business to start, grow and succeed will reduce our unemployment rate and increase state and local revenues. Registration is now open for The Emerging Leaders Program! This program provides participants with the new knowledge, know-how and connections to help them grow their businesses, create jobs, and strengthen their communities. Over 2,700 small business owners around the country have completed the program. The program is free of charge and will run from March, 2017 to September, 2017. This innovative program is an intense seven month program that offers approximately 100 hours of training per participant and provides the opportunity for small business owners to work with experienced professionals and develop connections with their peers, city leaders, and financial communities.

Program eligibility criteria include: • •

In business for at least 3 years Have annual revenues of at least $400,000

•

At least one full time employee besides the owner

The Emerging Leaders executive-level training series uses a copyrighted curriculum called the StreetWise Steps™ to Small Business Growth. The curriculum gives small business owners, an opportunity to gain knowledge and experience through a combination of 1) executive education; 2) practical tips based on “real-life” business experience, and; 3) advice from business leaders that can be readily applied. If you would like to apply for the program, click on the registration link....

http://www.interise.org/sbaemergingleaders or for more information contact Joan.moran@sba.gov Lastly, from all of us here at the Rhode Island district office I would like to wish you a safe and happy holiday and great and hopeful New Year!

Mark S. Hayward www.risbj.com | volume five issue twelve

PROFESSIONAL GROWTH | 2016 in Review

in 2016 by Dr. Ronald G. Shapiro, PhD

The 2016 Professional Growth for the Entrepreneur series presented a series of articles designed to help Rhode Island Small Businesses, their owners and employees to grow. The series showed that there are many types of learning organizations in our state, including colleges and universities, not-for-profits, profit making franchises and microbusinesses. The ten Rhode Island based learning professionals and organizations interviewed included:

• •

•

Patti Avin of Tutor Doctor®2 of Rhode Island which recruits and secures tutors for clients of any age and for any subject matter Cameron Ennis of The Education Exchange which prepares adult learners from diverse backgrounds to be productive employees and/or successful students in vocational or college programs. Ronald G Shapiro, a speaker and consultant who offers Education by Entertainment programs in career development, leadership development, learning and systems design. Guisela Pinto Caballero, LCSW, LLC, a coach and professional speaker who helps business professionals and aspiring business professionals to achieve their dreams, in part through their business successes. Rich Austin, an expert networker and networking consultant, speaking coach,

•

teacher and writer.

Brian Trahan, owner

Phenomenological L businesses and indiv achieve their goals. Jamie Palmer, owne Group, LLC, educate on optimizing their u manages social med brands. Dennis Rebelo, Ass of Industrial Technolo Leadership, Manage Higher Learning Prog University. Taino Palermo, EdD of Community Develo of Contunuing Studie University and princi Palermo Consulting in Cranston, RI. Shannon Rebelo, ow which makes digital w courses.

While many of these orga clients and different busin over 50 recommendation of which would be benefic businesses, their owners, Thus, it would be useful t you may have missed. A of the more important rec

I would like to than 18

RISBJ | rhode island small business journal

r of the Center for Leadership, works with viduals to help them to

er of Outlier Marketing es and advises clients use of social media, dia, and helps to create

sistant Professor ogy, Technology, ement and Director of the grams at Roger Williams

D, Program Director opment in the School es at Roger Williams ipal consultant at and Nonprofit Solutions

wner of Burst Learning, web based interactive

anizations serve different ness needs there were ns presented, most cial for most small , employees and clients. to review any articles As a quick review, some commendations include:

2016 in Review | PROFESSIONAL GROWTH

Review

Professional Growth For The Entrepreneur Business Planning • Think of innovative ways to perform work,

•

and ways to better serve your customers. Be sure every person understands their role in the business and is working strategically. Know what your staff is doing and be sure staff is cross trained so the temporary or permanent loss of one member has minimal impact on the organization.

ends and work begins when one earns their college degree, in fact learning only begins when one enters the workforce. College merely provides a base upon which to begin learning.

Team Building • Be sure all members of your team

Marketing • Know what your team members like to do, • •

what your clients say and what makes you and your organization unique. Develop a brand ecosystem. Know and communicate what you want people to do. Communicate a great story in appealing ways. Be certain people really understand what you are communicating.

Professional Development • Education is everywhere. Participating

in it needs to be part of everyone’s mindset including business leaders, employees, and clients.

•

Think about how you can use new opportunities to help your employees

•

Develop formal plans for learning and

• • •

develop.

faithfully follow them doing

Be an authentic, deep listener, proactively receiving information. Be curious. Explore!

Think critically and set aside personal assumptions.

While some people consider that learning

• •

are the person you want to do business with: be confident, patient, have realistic expectations, faith in yourself and have a positive attitude about learning, even when you have some setbacks. Celebrate your successes as people learn, complete projects and achieve goals.

Remember, reaching the best solution

to a problem is not about being right. It is about conveying information, listening, reaching agreement and gaining respect.

Working With Clients • Understand who your clients are. • Maintain an outstanding digital presence •

while you keep up to date with technology. Build collaborative partnerships and diversity.

Rhode Island small businesses are encouraged to develop a plan to incorporate these recommendations into their business plans, if they have not already done so, to increase their product quality, productivity and employee satisfaction.

Dr. Ronald G. Shapiro

Independent Consultant in Human Factors, Learning and Human Resources

n k I n d u s t r i a l C o n s u l t a n t D r. M a r g a r i t a P o s a d a C o s s u t o f o r h e l p f u l c o m m e n t s . www.risbj.com | volume five issue twelve

SMALL BUSINESS | Elections Have Consequences: Hot-Button Employment Law Issues In 2017

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by William E. O’Gara, Principal and Matthew C. Reeber

In a few short weeks, President-elect Donald J. Trump will take charge of running the country. Undoubtedly, a Trump presidency will result in a change in direction at the National Labor Relations Board (“NLRB”). The NLRB is the government agency that makes labor relations policies and has enforcement authority. Under the Obama administration, the NLRB made numerous decisions that have been perceived as pro-labor and its policy changes have been widely criticized by employer groups. All indications are that a Trump administration will break with Obama’s NLRB, but change may not be swift and employers are cautioned to stay informed and vigilant as the country heads into the next four years with Mr. Trump.

Some controversial policy changes employers are cautioned to pay attention to include: •

“Quickie Elections.” The Board changed long-established procedure to shorten the time between when a petitioner for union organizing election is filed and the date the NLRB conducts the election. The process followed before the change was that when an election request was filed, the employer would have at least a full month to campaign. As a practical matter, the change has reduced that period to a couple weeks so it is often impossible to effectively campaign. Employers have criticized the change as effectively denying employers the opportunity to educate workers. Many observers have concluded that the change has benefited unions by resulting in more election victories. RISBJ | rhode island small business journal

m p l o y m e

Look for a change in the election process that may return to the pre-Obama process. •

“Persuader Rule.” This requires law firms that offer advice to employers dealing with union organizing efforts to disclose information regarding the activities. Employer groups have criticized the rules as intrusive and designed to discourage employers from utilizing expertise when confronted with a union organizing drive.

•

Decisions Expanding NLRB Jurisdiction. The Obama Board has issued decisions that have effectively expanded its jurisdiction to graduate assistants at colleges and franchises. The changes have been controversial and at odds with positions taken by the NLRB in the past.

•

Social Media. The NLRB under the Obama administration embarked on a campaign invalidating provisions of employers’ social media policies. Look for a Trump Board to have much less interest in this issue.

A challenge for anyone predicting what the Trump administration will do with respect to the NLRB is that he did not run on any particular platform. What is clear is that Mr. Trump has been engaged in several high-profile battles with the NLRB during his career in business and that may translate into change.

Wage and Hour Laws

It appears that employers should also expect that a Trump

Elections Have Consequences: Hot-Button Employment Law Issues In 2017 | SMALL BUSINESS

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administration will be friendlier to employers than the Obama administration with regard to wage and hour laws. For instance, on December 1, 2016, the United States Department of Labor (“DOL”) was set to enact long awaited changes addressing the “white collar” exemptions to the overtime provisions of the Fair Labor Standards Act (“FLSA”). The FLSA carves out exemptions for executive, administrators and professional, outside sales and computer employees – the “white collar” exemptions. The new regulations substantially increased the minimum salary a white collar exempt employee must be paid from $23,660.00 to $47, 476.00 in order to be exempt from overtime requirements. The proposed rule changes were to lead to approximately four million Americans becoming eligible for overtime compensation for all hours worked over forty hours in a week. On November 22, 2016, a Federal District Court Judge issued a temporary restraining order that blocked implementation of the amended rules. With the Trump administration taking office on January 20, 2017, it appears unlikely that the DOL will ultimately make the Obama administration’s proposed changes to the FLSA overtime exemptions. For employers who completed an audit of their exempt employees, this is a pyrrhic victory; employers may have given certain employees a raise of up to $24,000.00 to comply with the Obama administration’s changes to the FLSA regulations and are now faced with the difficult decision of whether to claw back that pay raise. Employers must be wary if they intend to suspend or reduce a pay raise given to come into compliance

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with the Obama administration’s amended FLSA regulations. Firstly, the Obama administration appealed the Federal District Court Judge’s order enjoining the implementation of the amended regulations. The appeals court could reverse the trial court and allow the enactment of the regulations. Employers should then look to the Trump administration to see how it will address the proposed regulations. To the extent that the Trump administration drops the Obama administration’s rule changes, employers must be careful when reducing or suspending any pay raise given to comply with the proposed regulations. Suspending pay raises may subject employers to litigation, especially if a decision is made to keep certain employees at the new salary level but decrease other employees. A cautious employer will look at whether their employees fall into protected categories – age, sex, race and national origin – when reaching this decision. These are only a few of the hot-button employment law issues that employers need to monitor as President-elect Trump steps into power on inauguration day on Friday, January 20, 2017. If you have questions about how your organization may best prepare for the new administration, contact employment law attorneys William E. O’Gara or Matthew C. Reeber at 401-8245100 or email wogara@pldw.com or mreeber@pldw.com.

William E. O’Gara,

Principal Pannone Lopes Devereaux & West LLC

Matthew C. Reeber

Partner Pannone Lopes Devereaux & West LLC

www.risbj.com | volume five issue twelve

SMALL BUSINESS | Too Busy To Get Organized This Year?

Too busy to get organized this year? by Kristin MacRae

How many times during 2016 did you say you were too busy to get organized? How much of your valuable time did you spend searching for things in your office? How much unnecessary stress did it cause you? How many clients did you lose because you weren’t following up with them on a timely basis? If your staff is disorganized, do you think they may have been the cause of a client leaving you? When a business is disorganized, there are important qualities that are lacking. If you’re disorganized, here are 5 areas of your office that will need your attention in 2017. Paper management. When you don’t have filing systems in place, you’ll end up with chaos in all areas of the office. You’ll waste valuable time searching for a file when you could have just gone to the file drawer to grab it. Files all over the office will also cause a distraction when working. Think about how efficient you were this past year when you were searching for a file. Handling of money. You make a phone call to your client looking for their payment. They state they mailed you the check weeks ago. It arrived on your desk, but it ended up getting stuck in one of your piles of paper. Were you embarrassed that you had to call your client and tell them you found it? Money in the form of cash, checks and gift cards will be found all over your office if you don’t have a system to process it when it arrives into your office. How much money have you lost this year in the form of cash, checks, or poor record keeping? Office supplies. Keep all excess office supplies organized and stored in one area of the office. Keep daily office supplies

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organized in drawer organizers. Keep what you need closest to you so when you need it, you can grab it in seconds without rifling through other items in your drawers. How much money have you wasted on purchasing duplicate supplies because you couldn’t find what you were looking for? Desk clutter. When you have too much work material on your desk, it can be a distraction. Are you working with too many chatzkies on the desk, bookshelves full of books or binders that are no longer being utilized? Do you have a bulletin board full of useless information and papers taped to the wall? If you bring clients to your office, your clients will be more focused on the disorganization surrounding you at your desk than what you have to say. Utilize your desk drawers for the abundance of writing instruments and supplies you have on your desk. How many of those pens are you using in a day? Time management. You want to be more efficient and productive. The first thing you have to do is get organized and your time management skills will improve. Once the clutter is cleared and the office is organized, you will see clearer, be more focused and less distracted. Before you say you’re too busy to get organized, think about how much time and money you’ve wasted this past year. Think about how many clients you may have lost. Take your business to the next level in 2017 just by getting organized. If you continue to operate in a chaotic state, it won’t take long to notice you’re in a downward spiral. Eventually, your business is going to suffer. Make this a priority and watch your business thrive!

Kristin MacRae

Organizing and Efficiency Expert, www.organizinginri.com

Payroll…It’s Not Just About Paying Yourself | SMALL BUSINESS

Payroll… It’s Not Just About Paying Yourself by Steven Byler

When a company falls behind in paying payroll taxes, workers’ compensation insurance, or jurisdiction selection, there is often a snowball effect. The resulting paperwork, penalties and fees is enough to bury many small business owners. We find that over 50% of our new payroll business isn’t driven by price, but by the fact that companies have been trying to do payroll internally for months, or even years. The first time they receive a late payroll tax reminder, they don’t think much of it because they get a pass, but the second and third time, the penalties start adding up. Any savings on carrying costs, or avoiding a service provider, is wiped out by penalties and regulatory audits. For small businesses, a payroll service provider may seem expensive, so owners often try to save money by figuring it out internally. They do payroll on their own, or calculate payroll in their accounting software, and then pay themselves and their employees. All too often, these companies cut the paychecks, but forget to pay the taxes, even though they may have been calculated correctly! Even if the payroll taxes were properly calculated and paid, a business owner cannot forget about workers’ compensation insurance, or federal and state regulatory filings. Accounting and bookkeeping professionals know that outsourcing payroll can be one of the greatest returns on investment for small business owners, and is an efficient step in growing and focusing on your business. With new small business clients, we see a range of challenges they face regarding payroll processing. These five tend to be the most common challenges: • •

Tracking Time & Paying Staff - It’s not as easy as just printing the checks. The process needs to start with a time management and capture system. Paying Taxes & Filing Forms - Many internal systems are used to process payroll and calculate the required taxes, but do not process the payment or file the forms

•

needed, leaving a company vulnerable to non-compliance. Direct Deposit - Employees like to be paid promptly. Companies often have a distributed workforce making it difficult to hand a check to the employee. Direct deposit solves this, but many companies are intimidated by handling employee banking info. Domain Expertise - Entrepreneurs are stellar at what they do and don’t need to be payroll experts.When navigating the logistics of payroll, it’s helpful to have support when something goes wrong. Workers’ Compensation - Too many small businesses think that workers’ compensation insurance is part of payroll. In truth, if you have payroll, you need workers compensation; however it needs to be sourced separately.

We have heard these issues from many small businesses. Clearly, payroll is complicated and can cost a small business if it’s not done correctly. Outsourcing payroll can be a smart move and has many advantages, including:

1. It lets you focus on the business you love, and not worry about payroll. 2. It dramatically reduces your likelihood of incurring penalties and unnecessary fees. 3. It ensures that you’re paying your employees on time...all the time! 4. It gives you a resource to turn to that has payroll expertise. So what do you need to get started? Call your CPA or bookkeeper! We are here to help and it is never too late to get your payroll organized. If you currently do payroll in-house, rest assured that providers are aware of many of the problems faced by small businesses, and will be able to help you navigate through the seemingly complex payroll system. They may also be able to help you with other practices, such as payroll coding, reconciliation, and expense tracking. These aren’t only critical in financial management, but also for preparation of potential future audits. In our experience, we have rarely found a business that has not been able to improve their efficiencies by having an expert by their side. Steven Byler

COO and Co-Founder GrowthLab LLC.

www.risbj.com | volume five issue twelve

LEGAL | Personnel Practices: Year In Review

Personnel Practices Year In Review by C. Alexander Chiulli, Esq. and Kristen M. Whittle, Esq.

As we reflect on this past year, employers should take a moment to review some important developments in the employment arena from 2016. The following summarizes important updates from this past year, and provides suggestions for action steps as we head into 2017.

BEWARE OF UNCERTAINLY SURROUNDING WAGE AND HOUR REQUIREMENTS

Many employers have been closely following the U.S. Department of Labor (DOL)’s proposed drastic rule changes regarding the eligibility of workers for overtime pay for work performed in excess of 40 hours per week. The proposed rule, which made certain “white collar” employees earning less than $47,476 eligible for overtime wages, nearly doubled the prior salary threshold of $23,660 for exempting workers from overtime pay. Previously scheduled to take effect on December 1, 2016, this significant change stood to extend overtime benefits to an estimated 4.2 million workers and affect numerous businesses including retailers, restaurants, hotels, startups, nonprofits, and schools. However, just one week prior to its implementation, a federal judge in Texas issued a nationwide injunction blocking the new rule.

Although the Texas decision states that employers are not required to comply with the new rule, it is unclear as to whether that decision will be overturned by an appellate court, or whether the new presidential administration will make further changes to the proposed rule. To the extent that employers made changes to their overtime pay structure in anticipation of the rule change, it may be wise to leave those changes in place as we anticipate further updates. Moreover, taking

RISBJ | rhode island small business journal

promised overtime pay away from employees may have a negative impact on morale. Employers should continue to monitor for further changes to the overtime rule in the year ahead.

UPDATE WORKPLACE POLICIES

Due to ever-changing laws and regulations in the employment arena, employers should regularly audit workplace policies for compliance. The beginning of a new year can provide a good opportunity to implement any needed changes. For example, employers should review and revise policies such as: • Paid time off (PTO) policies. Private employers in Rhode

Personnel Practices: Year In Review | LEGAL

Rhode Island employers with 50+ employees are required to implement policies designed to prevent and address sexual harassment in the workplace. Island are generally not required to grant paid time off to employees for illness, vacation, or personal reasons. Though if PTO is promised through a workplace policy, employee handbook, or contract, then it must be given to the employee.

• Sexual harassment policies. Rhode Island employers with 50+ employees are required to implement policies designed to prevent and address sexual harassment in the workplace. Best practice dictates that all employers implement such a policy. A sexual harassment policy should contain specific language regarding the illegality of sexual harassment, including an unambiguous statement that it is unlawful to retaliate against workers for participating in a sexual harassment investigation.

• Privacy policies. In today’s technology-driven work

environment, employee privacy concerns should be carefully considered. An employee’s expectation of privacy can be an important factor when evaluating the merit of privacy violation claims. Privacy policies allow the opportunity to provide notice and transparency to employees about what privacy rights do and do not exist in the workplace. Relatedly, employers should establish responsible practices for collecting and maintaining their employees’ private information, and should audit such practices regularly.

ENSURE THAT POSTED INFORMATION IS UP-TO-DATE

The turn of a new year is also a good time to update posted information in the workplace. Both federal and state law require that employers prominently post certain information in frequently accessed areas of the workplace, such as a lunchroom or other common area. Posters required by the U.S. Department of Labor are available here: https://www. dol.gov/general/topics/posters#workplace-posters. The Rhode Island Department of Labor and Training’s posters are available here: http://www.dlt.ri.gov/lmi/business/post.htm.

C. Alexander Chiulli, Esq. Associate, Barton Gilman LLP

Kristen M. Whittle, Esq. Associate, Barton Gilman LLP www.risbj.com | volume five issue twelve

SMALL BUSINESS | Empowerment

I s A l l Yo u H av e To Fe by Larry Girouard

Franklin D. Roosevelt, in his first inaugural address in 1933, stated that the “only thing we have to fear is fear itself”. The depression had reached its depth in 1933, and there was little reason for optimism. This quote came to mind as I was writing this article. Fear is a most powerful emotion and can motivate people into action, or inaction, depending on the circumstances. Regarding employee empowerment in business, most business owners want to empower their employees to make decisions because they recognize the value of a motivate workforce, as well as the cost of an unmotivated one. It is important to note that employee empowerment does not mean providing employees with absolute power over their work environment. Empowerment is best defined as the extent of both responsibility and authority given to an employee, or to a team of employees. Effective empowerment requires an open dialogue between the manager and the employee. That said, what business owners and managers usually fear is the cost of empowerment. This fear is steeped in their concern that employees will not think the way they do regarding the decisions these employees would make, thereby costing the company in some way. One thing for sure is that business owners do not have good decisions cornered. There is plenty of bad decision making to go around in the executive suite. It

RISBJ | rhode island small business journal

is really an arrogant position for a president to take when they feel that they are in the best position to make decisions as compared to their employees. When you think about it, employees do what they do every day. They know their segment of the business better than anyone else, and therefore are in the best position to make decisions that would have a positive impact on what they do as it relates to the success of the company. For employee empowerment to be credible, the business owner must accept the reality that the employee is in a position to make good decisions, even better than decisions business owners would make. To really empower employees, owners must have the courage to support the employee’s decision - even if it is counter to their own intuition. The fear of empowerment actually goes both ways. While management fears letting go of control, and the potential business repercussions that might follow, the employees who are the recipients of that empowerment have fears also. Empowerment represents change in the status quo for them. James O’Toole, in his book Leading Change stated “ ... people resist change due to the fundamental human objection to having the will of others imposed upon them...”. Employees fear change because they feel it will negatively impact them in some way. Perhaps this is because of a basic distrust employees have in management, and therefore they work very hard to preserve the “we have always done it that

Empowerment | SMALL BUSINESS

ear, J ust Fear Itself? way” culture. There is a certain security in the maintaining the status quo because it is predictable, and in the eyes of the beholder, 100% rational. There are many reasons why employees resist change, a form of which is empowerment. A few prime reasons are: loss of their job if they make a mistake, fear of the unknown, sense that they are not capable of making these types of decisions, the possible loss of a support system (peers), poor communication from above, and past experience with management. To improve corporate performance, employees must be engaged and empowered to make decisions for the things they have control over. Leadership must encourage this empowerment through their own actions. The fear of letting go control by leadership and the fear of taking more control by the employees is an acquired taste. There is one thing that is certain in this evolution – leadership must lead this transition by example. Leadership cannot have its privilege. Organizations to not transform, people do. Empowerment seems like an obvious solution in order to best align the effort of management and the employees toward a successful implementation of strategy. The process of empowerment implementation takes time because of the fears discussed above. These fears are real for both sides and need to be addressed as part of the transition process.

As employees are more empowered to improve the processes that surround them every day, their job satisfaction level will improve, and they will become more engaged. This addresses the coveted win/win in decision making: • • •

Employees are happy because they can solve more problems. Customers are happy because problems get solved faster. Bosses are happy because they aren’t constantly interrupted.

If management generally agrees with the business advantages of employee empowerment, yet fear is the biggest hurdle that management must first overcome, it is suggested that a beta site within the company be set up. Pick an area within the company and try empowerment to see if the area can be improved by the employees. Set up a few rules regarding expenditures that employees can implement without management approval, and have them work with an outside consultant as needed to help them with process optimization. Before any changes are made, measure the current state performance level of the processes in question. This is most important because improvement without measurement has no meaning to anyone. Every journey begins with the first step. It takes courage to change, but the benefits of empowerment, if done correctly, make it well worth the risk.

Larry Girouard

CEO of the Business Avionix Company, LLC, A Business Consulting Firm www.risbj.com | volume five issue twelve

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