GN 1.12

Western n Edition

Section One of Two

GROWER

January 2012 Volume e6 Number r2

$2.50

Serving All Aspects of Commercial Horticulture

Greenhouse • Nursery • Garden Center • Fruit & Vegetable • Farm Markets • Landscapers • Christmas

Spotted Wing Drosophila - what growers need to knows ~ Page 4

Classifieds 22

Melissa Piper Nelson

Today’s Marketing . . . . . 5

Building family business relations ~ Page 7

Page 2 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

Training the next generation through on-farm apprenticeships

by Sally Colby Don Zasada and his wife Bridget Spann operate a successful organic CSA that serves 250 member families in the northwest corner of Massachusetts. “Our philosophy here is that we want to put people in contact with the land that grows their produce,” said Zasada. “Every person who has a share comes to the farm to pick it up. We don’t distribute any shares, we don’t box them up and take them to farmers markets.”

More than 200 varieties of 40 different crops are grown every season, but Caretaker Farm nurtures another important crop: apprentices.

When Caretaker Farm was certified organic in the early 1980s, the first farm in Massachusetts to do so, the farm operators took apprentices for practical on-farm training. When Zasada and his wife moved there in 2005, they continued the tradition. Today, more than 130 apprentices have learned through doing at Caretaker Farm.

Zasada explains that the goal of the apprenticeship program is to train future farmers. “It’s highly organized, so apprentices who are looking for a very structured apprenticeship fit in very well here,” he said. “We’re a fairly successful small-scale sustainable farm, and we try to invite apprentices to learn from the system we have.”

The process for selecting apprentices begins when Zasada reviews the 60 to 70 applications he receives each year. He asks for a cover letter, references and resume; and

Apprentices pick pumpkins during fall harvest with the help of Zasada’s son Micah.

Photos courtesy of Caretaker Farm says that some applicants are eliminated simply because they don’t present themselves professionally in the initial application. Although applicants come from a variety of backgrounds from across the nation, about 80 percent are females in their mid to upper 20s. Some apprentices come with farm background or even experience in a previous apprenticeship, but experience isn’t a requirement. Zasada says that people who have little or no work in agriculture but

have been involved in athletics or another field that involves physical labor are often a good fit. He noted that if an apprentice has had experience on another farm, they must come with an open mind, be willing to learn and be prepared to let go of some of the methods they’ve used in past apprenticeships.

Zasada selects about 10 applicants to come to the farm for a personal interview. “We spend about two hours with each one,” he said. “We walk

In fall, apprentices prepare raised beds that will be used for cut flowers the following season.

around the farm, do a little bit of work, then sit down and go over in detail about the expectations we have. We’ve found that one of the most crucial aspects of a successful apprenticeship is being clear about what we offer. We try to humbly present what we can provide for them, then we can surpass that during the season. We’re going to spend seven months looking at this person at every meal, working side by side with them, so these decisions are very important. We need people who can thrive in that environment and not be stifled by the intensity.”

The Caretaker Farm website provides details about the apprenticeship program, including job responsibilities, work hours, compensation, meals, housing and time off.

“We try to provide for all of their needs for the seven months they’re here,” said Zasada.

“We’re constantly working on making everything clearer — we don’t want any surprises.”

The three or four apprentices who are selected for the season arrive at the farm in early April. “Everyone starts off on the farm without any entitlement baggage,” said Zasada, adding that pretenses are quickly ‘washed away when they’re in a group weeding carrots.’ “On the first day, they get a three-ring binder that includes all the planning I’ve done over the winter, seed orders, how much of each crop we’re going to grow, where everything will be grown on the farm,” he said. “They have a foundational book of the farm,

and within that we talk about our expectations of the apprentices when they’re here.” The orientation process includes a review of Caretaker Farm policies, safety training and job rotations.

The growing season begins in the greenhouse, followed by transplanting, weeding, hoeing and harvest. Throughout the season, apprentices rotate chores including animal care, work in the greenhouse/hoop house and management and distribution of CSA shares.

“Distribution involves figuring out what needs to be harvested,” said Zasada, “how much to harvest, managing the others through the harvest, wash station management, prep and set up of distribution area, keeping everything stocked up, then managing the money that’s collected.”

Zasada says that although the farm provides a wide array of experiences, it’s impossible for one farm to provide every learning possibility. Through a program known as CRAFT, the Collaborative Regional Alliance for Farmer Training, apprentices have the opportunity to visit farms that have different specialties.

“We host a visit in May on soils,” said Zasada, adding that Caretaker Farm is a founding member of CRAFT. “For three hours, we talk to about 30-40 apprentices from other farms about soils, then do a farm tour.”

Zasada says when he was an apprentice in the early 1990s, he wanted more feedback about his performance. At Caretaker Farm, he meets with the apprentices once a month for evaluations, and also meets with them as a group to discuss how things are going on a community level. “Conflict is inevitable in an intense situation like this,” said Zasada, “so we try to be proactive and talk things out before they turn into more than they need to.”

Apprentices provide feedback to each other and to Zasada, in a setting away from the field to ensure an open discussion.

Apprentices who finish a season at Caretaker Farm leave with a skill set that allows them to work with urban agriculture, homestead scale farms or even larger farms. “There are some wonderful farms out there, with great farm managers who are teaching people,” said Zasada, adding that he keeps in touch with former apprentices. “It’s a wonderful time to be an apprentice — you can narrow down exactly what you’re looking for through the Internet, and get the education you want.”

Visit Caretaker Farm on line at www.caretakerfarm.org.

Greentree Naturals: Growers and teachers

by Kelly Gates Diane Green and Thom Sadoski are not just certified organic produce growers. They are also hands-on educators who teach other growers how to establish effective and efficient ag business plans, how to execute those plans and how to become contributing members of the growing industry.

The husband and wife team are more than qualified to instruct. Diane has an associate’s degree in horticulture and Thom has a bachelor’s in biology. And, they started Greentree Naturals of Sandpoint, ID, from scratch, evolving the company into a successful small acreage farm that has thrived for more than 20 years.

“We had always been home gardeners and in 1990, we decided to expand on what we were doing and establish Greentree Naturals,” Green told Country Folks Grower. “We were already selling some of our excess produce at the local farmer’s market, so we continued doing that. Then we started selling to local restaurants and working with caterers, and eventually opened a farm stand on our property.”

Despite their extensive knowledge of plants and growing — Sadoski boasts a background in plant biology and Green in horticulture and plant biology — Green chose to take a small business class to learn about the nuances of operating a company.

This formal training, coupled with many years of successfully operating

Greentree Naturals ultimately inspired Diane and Thom to pass along their experience to others.

“I now teach a small acreage farming and sustainable agriculture class in the off season through University of Idaho Extension,” said Green. “I started going to conferences to learn about selling at farmers markets and how to sell to restaurants, and we began developing a local food system.

We were one of the first farms in the region to work with restaurants and chefs and after a few years of experience, I ended up writing a book about selling produce to restaurants.”

Diane attend~ Diane Green ed yet another conference to learn about community supported agriculture programs.

Shortly thereafter, they started a CSA of their own. Greentree Naturals’ CSA is one of the oldest of its kind in the Inland Northwest.

The farm’s CSA incorporates a wide array of the fruits, vegetables and other items produced at Greentree Naturals. There are more than 80 varieties of veggies grown there.

Strawberries, raspberries, blackberries and blueberries are also part of the farm’s CSA package. So are eggs.

And every other year, meat chickens are made available to customers too.

The farm also grows and sells a number of other products.

“We grow edible flowers, herbs and baby vegetables for many of the high end restaurants in the area,” noted Green. “We also grow and sell certi-

“We were one of the first farms in the region to work with restaurants and chefs and after a few years of experience, I ended up writing a book about selling produce to restaurants.”

fied organic vegetable starts in the spring.”

In recent years, Greentree Naturals grew its vegetable starts in a small greenhouse structure attached to the owners’ home. As the plants began to grow, they would be moved to a hoop house and eventually, outdoors.

To create better efficiencies with this process, Thom and Diane are currently installing a 100-foot freestanding greenhouse. The greenhouse will enable them to keep vegetable start containers in the same location from germination until they are finished and ready to sell.

Greentree Naturals has also expanded into value-added products in the last few years. Along with individual types of vegetables, it now sells stir-fry packages complete with baby vegetables and a stir fry recipe card. Other new items on the inventory list include herbal lip balm and gardeners hand salve, each made using bees wax from a local bee keeper.

“Each year, we do a marketing assessment to determine what sells well and what doesn’t,” noted Green.

“As part of this process, we plant several kinds of each vegetable and pay attention to which grows best. The climate continues to change yearly and we can’t control Mother Nature, so it’s an ongoing effort to monitor each variety every year and make changes whenever necessary.”

Certain varieties fare particularly well in Greentree Naturals’ extreme northern location — only 60 miles from the Canadian border. Garlic, for instance, grows in abundance there.

As a result, it is one of the main crops at the farm.

According to Green, they grow six different varieties of garlic. Some of them are so popular that chefs from around the country order garlic from Greentree Naturals rather than from

local producers in their regions.

“We work hard to grow fresh, nutritious, high-quality certified organic produce for our local community and sell to some customers in other places too,” said Green. “But we are equally committed to providing a place for organic gardening workshops, hands-on learning through agricultural related activities, and on-farm research. We are committed to forging partnerships with other farmers and educators, working together to create a more sustainable future for our community.”

To this end, Diane is presently serving as a consultant for the Sustainable Agriculture program for the Washington and Idaho Partnership 2020 project. She has also developed a training manual for the Cultivating Success program at the University of Idaho that teaches farmers how to develop on-farm curriculums for becoming certified instructors to work with apprentices.

Diane serves on a number of boards for organizations such as Rural Roots (the Inland Northwest Community Food Systems Association), the Idaho Organic Foods Advisory Council and represents small acreage farmers on for the University of Idaho College of Agriculture advisory board.

“I do a lot of the educational outreach outside of the farm, but Thom is very involved with our onsite education programs,” said Green. “In the future, we would like to transition the farm into being an educational center for teaching the next generation of small acreage farmers and producers and really focus on developing a local community food system.”

The goal, she added, is to pass along everything they have learned over the years so upcoming growers can benefit from their experiences.

January 2012 • COUNTRY FOLKS GROWER WEST • Section A - Page 3

A group takes a walk through the farm as part of an educational session.

Diane Green and Thom Sadowski display their organic produce at a Farmers’ Market.

Photos courtesy of Greentree Naturals

Spotted Wing Drosophila has spread across the U.S.

by Sanne Kure-Jensen The small fruit fly, Spotted Wing Drosophila, attacks healthy fruit just as it begins to color or ripen and has been found across New England in 2011. SWD larvae, secondary insects and fungi then develop and devastate ripening fruit, making them unsalable and inedible. Nearly 50 growers and vineyard managers recently attended a presentation given by Dr. Richard Cowles of the Connecticut Agriculture Experiment Station (CAES) called “Spotted Wing Drosophila Update and Importance for Small Fruit Growers.”

Cowles said, “New England agriculture offers conditions perfectly suited to this pest.” There are small diversified farms with multiple fruits all season long. Many farms have hedgerows of native and invasive shrubs offering extended season fruit and winter habitat. Favorites include brambles, wild

strawberries and pokeweed, each very common on farms as well as in neighboring wild areas.

Burial and composting of fruit pumice is not an effective control technique so wineries and other producers are urged to cover crop waste with plastic and solarize them in midsummer and when conditions permit.

Threat The SWD may have about seven generations per year in the Northeast, with about 10 days per generation during peak activity. Females lay about 10 eggs per day from April through November. This is a 50-fold increase every 10 days. To prevent a population explosion and control the population, 98-99 percent control must be maintained. This pattern makes developing pesticide resistance likely so a varied treatment plan is recommended.

Page 4 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

Photo by Jennifer Wagester The overall benefits of having family members in the business are usually judged to outweigh the challenges, frustrations, hard feelings, and stress.

Country Folks The Monthly Newspaper for Greenhouses, Nurseries, Fruit & Vegetable Growers (518) 673-3237 • Fax # (518) 673-2381 (ISSN # 1065-1756) U.S.P.S. 008885 Country Folks Grower is published monthly by Lee Publications, P.O. Box 121, 6113 St. Hwy. 5, Palatine Bridge, NY 13428.

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Originally from Southeast Asia, Japan and Korea, scientists have projected the likely zones where SWD is adapted and will easily overwinter and thrive as the entire eastern half of the U.S. as well as a narrow band along the West Coast.

The SWD was first sighted in California in 2008. It quickly spread to Oregon, Washington and Florida by 2009. It is estimated to have caused one-half billion dollars of losses annually in West Coast states. By 2010 SWD was found in Utah, Michigan, Louisiana, Georgia, South and North Carolina. In 2011 SWD had spread up the remaining East Coast aided by the Hurricane Irene and Tropical Storm Lee. Previous work in Japan and the Pacific Northwest has found the following cultivated fruits are at risk from the SWD: apples, Asian pears, blackberries, blueberries, boysenberries, cherries, kiwi, elderberry, figs, grapes, Italian prunes, mulberries, nectarines, peaches, persimmons, plumcots, satyma plums, raspberries, strawberries and tomatoes (especially split fruit).

Heather Faubert of the University of Rhode Island and Chris Maier of CAES have found these wild or ornamental plants to host SWD: American pokeweed, autumn olive, beach plum, climbing nightshade, crabapple, fox grape, Japanese yew, Kousa dogwood, porcelain berry and seaside rose, giving added incentives to remove the invasive species.

Monitor Cowles recommends monitoring for SWD with baited traps, which can be homemade or purchased. If making traps, a red band over the top twothirds of the container increases effectiveness.

Since the SWD overwinters as adults, it may be possible to trap them on warm winter days reducing the spring population. Cowles recommends keeping traps out year-round or as temperatures indicate.

Prevention Blueberries may be protected with fine netting (0.98 mm opening or less).

Cowles suggests treating the netting with pyrethroids and to pick and remove all overripe fruit. It is important to allow native pollinators, bumblebees and honeybees to complete their work before installing the netting, and to enclose bees within the netting if pollination is still required for crops.

Treatment Options Cowles provided an overview of conventional approaches tested in other states. These methods involve spraying in the fruit zone just as the fruit begin to change color; there is no need to spray the whole plant canopy. Apply a full spray of malathion, pyrethroid, spinosyn or dinotefuran per label directions. Be sure to follow Days to Harvest precautions. Alternate row spraying and a 50 foot border spray can be effective. Repeat applications should be made at five to seven day intervals per label directions.

Organic operations have only one approved and effective treatment (spinosyn insecticides) and complete

Dr. Richard Cowles of the Connecticut Agriculture Experiment Station presents options for controlling the Spotted Wing Drosophila to a group of nearly 50 growers and vineyard managers at a recent presentation on the invasive fruit fly.

Photo by Sanne Kure-Jensen reliance on this class of insecticides risks rapid resistance development.

Rotating active ingredients, diligent sanitation and exclusion netting are their best hopes of control.

The USDA is working with parasitic wasps, some of which are native. It will be some time before quantities of the wasp grow to effective numbers.

Cowles said a fungus would be the most likely biological control to be effective because fungi can increase so rapidly; this is being researched. A Beauveria bassiana strain, effective on some flies, is currently allowed in animal operations but is not yet approved for use with fruit crops.

Research Continues When fruit flies’ feet ‘taste’ something sweet, a feeding response is triggered. Cowles and other researchers will be testing sweetened (sugar, molasses or artificial sweeteners) pesticide treatments for increased effectiveness. This approach may allow the use of lower chemical concentrations.

Cowles discussed using 20 pounds of sugar, corn syrup or molasses dissolved in warm water in a 50 gallon sprayer with lower pesticide concentration then normal; a fine mist sprayer will also reduce pesticide needs saving growers money.

Other treatment approaches are being tested. Boric acid has been effective in laboratory tests and could be used in bait stations. Red sticky traps using sugar-laced, vinegar-based bait should also be effective, but need to be tested. Using artificial sweetener rather than traditional sugar would reduce the risk of sooty mold and does not provide calories to the fruit flies.

Another option is use of desiccant dusts. Cowles pointed out that a dry dislodgable dust is more effective than material stuck to plant surfaces applied through conventional wet sprays.

Today’s Marketing Objectives By: Melissa Piper Nelson Farm News Service News and views on agricultural marketing techniques.

Nothing ventured, nothing gained ~ evaluating new market opportunities Producers direct marketing to consumers have benefitted from a number of new selling options

over the past decade.

Farm-gate sales, community supported agriculture programs, buying clubs and new types of farmers’ markets have presented many opportunities to consider.

In marketing workshops, a primary question is still frequently asked by many producers. How do I know if a new venture will actually work for my operation?

Several key elements factor into the decision and more formal processes include time studies, advanced market research and sales projections. Before you launch into these elements three basic questions could provide a starting point to

evaluate any new venture.

Does it fit into my personal philosophy of doing business? If a new type of selling opportunity presents itself, is it something that will align with how you currently operate your business, or does it take a sharp turn away from your comfort zone? If you enjoy spending a day a week as family time, will the new venture preclude you from doing so? Will it require you to change how you think about serving your

summer, but what about the fall season when you might need to recruit regular employees to cover that your interns have done throughout the spring and summer. Labor issues are frequently the deciding factor in taking on new sales opportunities. Making an overall plan for labor distribution is extremely important for the flow of your business.

Ask your business team of employees, accountants, tax professionals and family members to contribute to discussions about new ventures. While you may feel a new opportunity is worthy of consideration and deployment, others may have differing opinions and show where challenges could present problems. Likewise, the team is also able to offer encouragement and suggest ways to take on sales situations that will profit the business in the long run.

Today producers are benefitting from many new types of direct sales methods, and these opportunities often are tempting ways to make a little more cash. Without considering how new ventures will affect others parts of the business, however, is a set-up for failure. While you may not need to do considerable and time-consuming studies, you should opt to review how new ventures impact your own business philosophy, what inputs you will need to have in place and how soon you will be able to achieve a positive return on your investment.

These three elements will give you the ability to judge how a new or divergent operation will fit into your overall business plan. In this case, doing the homework actually does pay!

The above information is presented for educational purposes and should not be substituted for professional business and legal counseling.

January 2012 • COUNTRY FOLKS GROWER WEST • Section A - Page 5

customer base or require you to hand over sales responsibilities to others?

Many farm operations have written and are guided by a vision statement for the business. If a new opportunity is in direct conflict with that philosophical decision then it is possible that the new venture will either take you in an entirely new direction or put you in serious conflict with your established business premise.

Will it interfere or enhance your present operations? As enticing as new opportunities may be, you have to ask yourself how a new operation will affect what you are doing now.

Will you be required to purchase new equipment?

Will your method of packaging and distribution change? Will you need to hire more employees — if so, how many and at what salary? Do you need to open another store or farmers’ market stand?

With new farmers’ markets opening almost daily, producers are encouraged to operate at several each week. The question is how to do this effectively without spreading your operation too thin.

When will the new operation pay for itself? How long will be it before you begin making a profit from the venture and all your obligations are covered?

The opportunity to make some quick cash or a little more profit is enticing, but you must consider when sales are more than cash flow and become actual profit. A new operation may look good on paper until you begin to outline the real costs of labor, equipment, harvesting, storage, transportation, marketing and time on the ground. Producers sometimes underestimate the all the costs involved with starting new side ventures and then must pull-out of a marketing situation early or cover the costs by borrowing from another part of the business. You may have interns that can provide help during the

In Memoriam John A.A. Thomson, PH.D., D.A.

John A.A. Thonpson

Dr. John Ansel Armstrong Thomson, inventor of the world-famous horticultural vitaminshormones solution SUPERthrive®, passed away peacefully on Nov. 28, five days after his 100th birthday. He will be greatly missed by all who knew him.

Thomson developed the SUPERthrive® formula in 1939. Seventy-

two years later, he was still engaged in the daily operations of his company, Vitamin Institute, actively selling worldwide. As the new president, his daughter Patrisha Thomson will continue her father’s legacy of improving horticultural and agricultural crops with the firm’s sole product.

Holding a doctorate in

biochemistry, Thomson collected awards and commendation for his lifetime of work. In 1940, he earned the Science & Industry’s only Gold Medal at the San Francisco World’s Fair Golden Gate International Exposition. In 2006, Dr. Thomson became the first chemist to be honored with a Lifetime Achievement Award from the Lawn & Garden Marketing & Distribution Association. Other honors include Lifetime Environmental Awareness

Award from Sustainable Environmental Education and induction into the “Nursery Retailer” magazine’s Hall of Fame.

Throughout World War II, his SUPERthrive® was used by five U.S. government departments — Army Corps of Engineers, Air Force, Navy, Department of Agriculture and Forest Service — to transplant mature trees for defense plant camouflage, plant and sustain low-dust turf landing fields, improve soil conditions

Page 6 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

Tall fescue helps protect peach trees from nematodes Planting tall fescue grass as a ground cover in peach orchards helps protect peach trees from nematodes that attack tree roots, according to U.S. Department of Agriculture (USDA) scientists.

In a study published in the Journal of Nematology in 2010, Agricultural Research Service (ARS) plant pathologists Andy Nyczepir at the Southeastern Fruit and Tree Nut Research Laboratory in Byron, GA, and Susan Meyer at the Nematology Laboratory in Beltsville, MD, tested several tall fescue varieties to find out if they could thwart four troublesome rootknot nematode species

— Meloidogyne incognita, M. hapla, M. javanica, and M. arenaria.

ARS is USDA’s principal intramural scientific research agency, and the research supports the USDA priority of promoting international food security.

In the study, Nyczepir and Meyer found that a commercial tall fescue, MaxQ, prevented M. incognita and M. hapla from reproducing. M. javanica has a low level of reproduction on MaxQ, but M. arenaria can reproduce on it.

Traditionally, growers have fumigated peach orchard soils prior to planting and then used a nematode-resistant rootstock. But in recent

years, growers have faced tough times that have made it difficult to afford preplant fumigants, such as Telone II or Vapam. Many growers also have difficulty fumigating at the recommended time of year because of conflicts with managing other crops.

In Georgia, rotation with coastal Bermuda grass, which can also be harvested for hay, is recommended for control of root-knot nematode. According to Nyczepir, their studies show that MaxQ may have potential as a preplant control strategy for M. incognita and M. hapla in southeastern and northeast-

ern areas of the United States. Using this tall fescue as a preplant cover crop treatment may allow growers to reduce the use of chemical nematicides.

Preliminary data from

the team’s field trials using MaxQ as a preplant cover crop have so far found that peach trees planted after the cover crop are larger than those planted in soil that is not fumigated.

where salt interfered with plant success, develop vital drug- and oilbearing plants domestically and increase production of necessary guayule rubber.

When asked about his primary philosophy of life, Dr. Thomson summed it up saying, “My whole idea is to try to leave the world better off for wherever I touch it.”

Building family business relations bor. The family business environment typically has the following key characteristics: 1. The family and the business overlap. Family considerations affect many business decisions; for example, business expansion is justified by a son’s interest in the business. On the other hand, business considerations affect many family decisions; for example, bathroom and kitchen remodeling must wait until an additional truck is paid for.

2. The small business way of life brings great satisfaction to family members. Many families want to continue their attachment to the business and each other as long as possible. Children grow up wanting to raise their

children the way their parents raised them.

3. Family pride, values, history, and willingness to sacrifice drive the business to success. The family business is much more than a business. It is often a family’s identity in the community. Family members are willing to sacrifice much for the success of the business.

4. The family culture emphasizes self-employment. Most owners highly value self-employment.

Not surprisingly, their children are often raised to prefer self-employment over working for someone else, especially a neighboring business. The desire to be part of ownership and management often dominates career decisions.

5. The opportunities

Pay special attention to what responsibilities others in the family avoid. Their avoidance provides you opportunity. Regularly taking an extra turn at the “dirty” jobs builds goodwill.

Photo by Jennifer Wagester provided by a small business may not fit the strengths of family members. The strengths of younger siblings in the management of crops, machinery, or sales often duplicate the strengths already in the business.

An answer to the desperate need for strengths in financial management, marketing, or labor management may be nowhere to be found among family members in the business.

6. The family business

often limits the opportunities for career growth. A capable young family member often joins a family business while his or her parents are in the middle of their careers.

Grandparents may still play a dominant role. In this situation, reality is waiting 30 years for one’s first significant taste of top management decision making.

7. Chronic health problems, weather, marital problems, economic difficulties, and calamities impede progress of the business. Factors over which the family has little control continuously affect the outcomes of plans and expectations.

8. Family members often come into the business with vague job descriptions, compensation packages, and placement in the business hierarchy. Confidence that everything will work out substitutes for careful discussion of the pros and cons for joining the business. Growing up in the business or marrying into it leads to the conclusion that not much can or will change.

Several of these family characteristics appear negative. In fact, many family businesses are unsuccessful in bringing in succeeding generations.

Relations 8

January 2012 • COUNTRY FOLKS GROWER WEST • Section A - Page 7

The family business environment Hiring only non-family members would likely make labor management in your business easier than working with family members. The fact is, however, that most small businesses include two or more family members: spouses, children, inlaws, siblings, and parents. Family members usually have some key management responsibilities and also work daily in the business. The overall benefits of having family members in the business are usually judged to outweigh the challenges, frustrations, hard feelings, and stress.

Understanding the family business environment starts the process of success with family la-

Page 8 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

Relations from 7 The challenge is to take advantage of the significant strengths of family businesses while dealing with their inherent weaknesses. Many family businesses succeed and thrive generation after generation. Top managers and the rest of the family working hard at family relations explain the success. The following three sections suggest guidelines that can help bring about the success.

The three roles in family businesses Each family member has multiple roles within the business and family.

Each is a member of the family — the family role.

Each has a role in the business — the business role. In addition, each has a personal role — certain personal interests, hobbies, need for time alone, activities outside the family and business, and perhaps a social life unrelated to anyone within the family.

These family, business, and personal roles compete for time and cause confusion.

Some families mostly separate the three roles.

Other families merge the roles to the point they are hardly distinguishable one from another. Failure to distinguish among the roles causes confusion and faulty explanations of family members’ actions.

To illustrate the importance of roles, Tom is a

perennial grower whose three roles cause confusion and frustration. His mother thinks that Tom, as her son, should pay her a generous rent for her trucks each year so she has more money to travel. Tom thinks that he should negotiate a fair and economically justifiable rent with his mother although he is thankful that she has been such a good mother. Tom loves collecting antique toy tractors and attending toy shows with a neighbor who is even more avid about the hobby than Tom. Tom finds it relaxing, interesting, and a great way to meet avid hobbyists.

Tom deals with his mother as son (a family role), as a business negotiator (a business role), and as a hobbyist (a personal role) who sometimes goes to a toy show

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Tom deals with his family as husband and father (a family role), as the manager of the business in which they work (a business role), and the person who goes to toy shows with the neighbor instead of inviting them to go along (a personal role).

Guidelines for family members Guidelines can also help the rest of the family. Success in family businesses is a two-way street — top managers creating an environment in which people can succeed and people taking advantage of the opportunities given them. The guidelines for being known as an outstanding family member in the business are strikingly similar to the guidelines for building a reputation as an outstanding nonfamily employee. The fol-

lowing guidelines are written to family members who must work with the top manager, with each other, and with nonfamily employees.

Seek responsibility.

Pay special attention to what responsibilities others in the family avoid.

Their avoidance provides you opportunity. Regularly taking an extra turn at the “dirty” jobs builds goodwill. Fairness or equality matters much less than the reputation within the family that you are building. Assisting with what the business needs most, for example, better records, helps more than insisting on one’s favorite tasks already being done adequately by someone else.

Become competent in handling your responsibilities. Be willing to learn. Admit to what you don’t know or don’t know

how to do. Asking many questions of knowledgeable people, training, practice, reading, watching videos, and hard work are just some ways to build up your competencies.

“Read” the signals sent to you. Family members are more likely to hint at what they want you to know than to assert it clearly. Everyone paying attention to nonverbal communication avoids the buildup of emotions and anger. “Readers” of others

can become the askers, the promoters of improved communication, and the mediators. Those sensitive to the feelings of others are likely to be widely appreciated within the family.

People with ears and eyes of stone are about as helpful to communication as walls of stone.

Be consistent in your mood, humor, temperament, and cheerfulness.

Moodiness isn’t an asset; evenness and consistency

Relations 9

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Relations from 8 are. Practice self-control.

Such guidelines suggest to some people that they need to change to be successful in their family’s business. The precise point of this guideline is to call attention to the simple fact that some people have personal characteristics that, if unchanged, will guaran-

tee failure in the business. Choosing each day to be happy is an excellent first step.

Admit your mistakes.

Save everyone else the need to figure out what went wrong if you already know what happened.

Making excuses doesn’t help. It does cause others to be suspicious of you

when similar things next go wrong.

Establish a home independent of your parents.

If Mom still does your laundry, you are not ready to form a business relationship with Dad. Family business relationships should be adult-like. People living with their parents often retain a parent-

child relationship rather than work toward an adult-adult relationship.

Worship, social, and recreational lives independent of parents and other family members often contribute to success in family business relations.

Build good relations with non-family employees. They watch your

family.

They wonder about family relations and their future. Experienced employees worry about young family members taking their jobs.

Young family members can learn a great deal from employees who have been through years of ups and downs with the farm.

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The older employees often know the senior family members better than they know young family members. Take advantage of their wisdom.

Prepare for your next position in the business. Observe carefully what the top managers are doing. Learn from their mistakes. Ask them questions. Seek opportunity to gain experience in making decisions, putting into practice what you have decided, and then living with the consequences. Get well acquainted with successful top managers throughout the country. Know where the industry is going, who are its leaders, and what the most importance challenges are that lie ahead. Keep your personal mission statement updated. Have a career plan, but accept that it cannot be a road map to get you to a specific career point by a certain date. A career is a journey, not a target.

This article is an excerpt from Building Family Business Relations, to view the article in its entirety, visit www.extension.org/page s/15587/building-familybusiness-relations Source: www.extension.org

A little known agricultural resource Exchange Visitor J1 Visa program provides alternatives for seasonal help

Page 10 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

Luis Navasquillo Dalmau, a CAEP J1 intern from Spain and Felipe da Silva Santos, a CAEP J1 intern from Brazil, pick berries at a host farm in Massachusetts.

Finding quality labor or seasonal help is an issue that many agricultural producers struggle with.

Many farms and rural businesses are aware of the H-2A visa program, including the obstacles, that allows U.S. employers to bring foreign nationals to the United States to fill temporary agricultural jobs for which U.S. workers are not available. However, fewer are taking advantage of the Exchange Visitor J1 Visa program, which enables experienced international interns and trainees to be placed on U.S. farms and agricultural operations and creates opportunities for a cross-cultural exchange of ideas.

Those farms that have hosted J1 interns typically become long term repeat participants in the program. “Fernando’s work ethic and desire to succeed far exceeded my expectations,” explains CAEP host Renee Smith, owner of Santa Lucia Farm in Santa Ynex, CA, about their 2011 intern Fernando Luna. “He is extremely

responsible and professional.”

A key difference with the J1 program is the education or experience requirement. The intent is that the foreign national will arrive experienced, gain additional training, share their knowledge with the U.S. host farm, and return to their home country to further their agricultural career and improve their community.

“My biggest dream is to have my own organization working on solving agricultural and environmental issues back home in Haiti,” said CAEP trainee Ronel LeFranc, currently placed at Cedar Circle farm in New Hampshire.

“I would like to get as much knowledge as possible in these fields through CAEP ... work hard, and be an example for my little brothers and children from low income families to encourage them to take their education seriously because it is the key to success.”

Two types of J1 visas are allowed for agricultural workers; Trainees or Interns.

A Trainee must be a foreign national who has: • A degree or professional certificate from a foreign post-secondary academic institution and at least one year of prior related work experience in his or her occupational field outside the United States; or • Five years of work experience outside the United States in the occupational field in which

they are seeking training.

An Intern must be a

Andril Bedoshvili, a CAEP J1 intern from Ukraine, and Pedro Ribeiro Tannus, a CAEP J1 intern from Brazil on a host farm in Massachusetts. foreign national: • Who is currently enrolled in and pursuing studies at a foreign degree- or certificate-granting, post-secondary academic institution outside the United States, or has graduated from such an institution no more than 12 months prior to his or her exchange visitor program start date. The Intern also must have a minimum of one year of prior related work experience in his or her occupational field.

Trainees and Interns are allowed to work in J1 Agricultural placements in the United States for up to 12 months.

In carrying out the responsibilities of the Exchange Visitor Program, the Department of State (DOS) designates public and private entities, such as the Communicating for Agriculture Scholarship and Education Foundation (CA), to act as exchange sponsors. CA, which was established in 1981 as a

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501c3 nonprofit organization for the purpose of encouraging young people to further their careers in agriculture, sets up internships and training opportunities through its administering organization CA Education Programs (CAEP).

Over 30 programs are available through CAEP in Agriculture, Horticulture, Enology and Equine. CAEP has created training opportunities for over 20,000 young adults from 50 countries around the globe in order to further their career knowledge and personal strengths, and to experience life in another cultural setting.

CAEP has placed J1 interns and trainees in all size operations around the U.S., from family run farms to larger rural businesses such as Bartlett’s Ocean View Farm in Massachusetts or The Chef’s Garden in Ohio.

“We match qualified interns and trainees based on the needs of the host farm or operation,” states CAEP Coordinator Craig Schmuck.

“The program provides the vocational component to agricultural education for the participant, and hosts often learn as much from them.”

As the sponsoring organization, CAEP facilitates the entry of foreign nationals into the U.S.

as exchange visitors, and ensures completion of necessary visa paperwork and program objectives set by the U.S. State Department. By handling the visa logistics, travel arrangements, pre-arrival training and technical support, CAEP makes it easy for host companies looking for J1 placements under the categories of Agriculture, Horticulture, Enology and Equine.

The Exchange Visitor J1 Visa Program promotes mutual understanding between the people of the United States and the people of other countries by educational and cultural exchanges. It is a way for fruit and vegetable growers to gain an experienced and motivated seasonal worker, and provide life-long opportunities for a cultural exchange of ideas.

About CAEP: CAEP offers practical, on-the-job training, cultural experience and education benefitting interns, trainees and host businesses around the world. The company is based in Fergus Falls, MN, and pri-

marily places international trainees in the U.S., Canada, Australia and New Zealand.

To find out more information about hosting an intern or trainee, contact CAEP at 866-560-1657 (toll free in the U.S.) or email Craig Schmuck at craig@caep.org . More information can also be found on the web at www.caep.org . For more information about the Communicating for Agriculture Scholarship and Education Foundation, visit www.cafoundatiocn.com .

Sary Paola Murcia Reyes, a CAEP J1 intern from Columbia, works at a host farm orchard in Iowa.

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( 800 ) 836-2888 PO Box 121, 6113 State Hwy. 5 ( ) Fax: 518 673-2381 Palatine Bridge, NY 13428 E-mail: classified@leepub.com Announcements

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ADVERTISING DEADLINE th

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For as little as $9.25 - place a classified ad in

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Number / Classification 35 Announcements 50 Applicators 80 Auctions 110 Bedding Plants 120 Bees-Beekeeping 130 Bird Control 155 Building Materials/ Supplies 165 Business Opportunities 210 Christmas Trees 235 Computers 330 Custom Services 415 Employment Wanted 440 Farm Machinery For Sale 445 F a r m M a c h i n e r y Wanted 470 Financial Services 500 For Sale 505 Forklifts 510 Fresh Produce, Nursery 515 Fruit Processing Eq. 530 Garden Supplies 535 Generators 570 G r e e n h o u s e Plugs/Cuttings 575 Greenhouse Supplies 580 Groundcover 605 Heating 610 Help Wanted 680 Irrigation 700 Lawn & Garden 805 Miscellaneous 820 Nurseries 840 Nursery Supplies 855 Orchard Supplies 910 Plants 950 Real Estate For Sale 955 Real Estate Wanted 1035 Seeds & Nursery 1040 Services Offered 1130 Tractors 1135 Tra c t o r s, Pa r t s & Repair 1140 Trailers 1155 Tree Moving Services 1165 Trees 1170 Truck Parts & Equipment 1180 Trucks 1190 Vegetable 1205 Wanted

CHECK YOUR AD - ADVERTISERS should check their ads. Lee Publications, Inc. shall not be liable for typographical, or errors in publication except to the extent of the cost of the first months insertion of the ad, and shall also not be liable for damages due to failure to publish an ad.

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JAN 11-14 National No Tillage Conference St. Louis, MO. Registration is $279/person, with a special $252 rate for additional farm or family members. On Internet at www.NoTillConference.com JAN 18-20 Tropical Plant Industry Exhibition Broward County Convention Center, Fort Lauderdale, FL. See the latest trends in variety, color and lifestyle. Call 407-295-7994.

On Internet at www.TPIE.org JAN 22 16th Annual P.L.A.N.T. Seminar - Perennials & Design - A Perfect Combination Greater Columbus Convention Center. $75 per person. Call 614-771-8431. On Internet at www.perennialplant.org JAN 24-26 43rd Annual Northwest Agricultural Show Portland Expo Center, 2060 N. Marine Dr., Portland, OR. Call 503-769-7120.

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January 2012 • COUNTRY FOLKS GROWER WEST • Section A - Page 11

Get the best response from your advertisements by including the condition, age, price and best calling hours.

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New features, on-site seminars planned for NW Ag Show

Page 12 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

SUBLIMITY, OR — The Northwest Ag Show will host the region’s largest agricultural trade and consumer show Jan. 2426, 2012 at the Portland Expo Center. The second largest agricultural show west of the Mississippi, and the largest and longest running in the Northwest, the NW Ag Show will feature the ag industry’s newest products, services, experts and information.

“For 2012 we’ve brought the industry seminars and meetings back on-site,” said NW Ag Show Manager, Amy Patrick. “Both exhibitors and attendees have

asked that we find a way to keep everything at the Portland Expo Center and we’ve done that 2012 show.”

Patrick continued, “With tens of millions of dollars of farm equipment on display and hundreds of onsite experts, this is a great opportunity to see what’s new and get all the information you need from the top names in the business. Year after year, Ag Show attendees agree that this is the most important farming event they attend. Between the meetings, seminars, exhibits and displays — it’s all here under one roof.”

From large farm operations, tree farms and orchards to vineyards, small acreage farmers and nurseries, there’s something for everybody involved in Northwest agriculture at the NW Ag Show. With hundreds of exhibitors, the NW Ag Show is jam-packed with ag-related products, services and equipment.

Still in the planning stage, the 2012 show will feature an all-industry roundtable discussion with various state legislators. This will be a “don’t miss” event as the industry shares their vision for Northwest agricultural interests and

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Back for their eighth year at the show, the FFA Equipment Competition welcomes high schools from around the region to participate.

“We’re seeing more and more high schools attend the show, some from as far away as Pilot Rock,” Patrick said.

“Certainly, the show and competition is a draw, but thanks to our show

sponsors we’ve been able to offer travel scholarships that help defray the cost of fuel and other costs associated with attending the show. FFA members are admitted to the show free-of-charge.”

Family Day, a popular one-day event, offers a single $15 admission ticket for the entire family on Wednesday, Jan. 25.

Show hours are Tuesday, 10 a.m. to 6 p.m.; Wednesday, 10 a.m. to 9

p.m.; and Thursday 10 a.m. to 5 p.m.

There’s a complete listing of seminars, exhibitors and show details online at www.nwagshow.com.

The NW Ag Show is produced by the Northwest Horticultural Congress. The NW Horticultural Congress includes representatives from Oregon Association of Nurseries, Oregon Horticultural Society and the Nut Growers Society.

NAFDMA slates annual Networking Bus Tour North American Farmers’ Direct Marketing Association announces its annual Bus Tour. The Networking Bus Tour is part of the 27th Annual NAFDMA Convention, which will be held on Feb. 10-16. This School on Wheels is a popular feature of the NAFDMA convention. The tour will begin on Saturday, Feb. 10 in Williamsburg, Virginia. It will then spend the next three days traveling to farm direct marketing and agritourism locations throughout Virginia.

The bus tour is

unique this year, in that each individual bus will have a specific focus and discussion topics. In actuality, there is not one bus tour, but six. Each bus has a pair of tour guides that have expertise and experience in various aspects of farm direct marketing and agritourism. They will use that knowledge to facilitate discussions and promote the sharing of ideas among everyone on the bus.

At its core, every bus provides a world-class learning and network-

ing experience blended from the tried and true recipe that NAFDMA members have come to expect. Past attendees of the NAFDMA bus tours know that the networking, sharing of ideas and friendships made while on tour are invaluable to their businesses.

Those new to the NAFDMA bus tour experience last year expressed their appreciation at the group’s willingness to share. What has worked, or not worked on their farms; success stories and dis-

to have hot cider donuts on hand when the NAFDMA buses stop by.

Three of the buses focus predominately on far m retail. The buses will stop at farms with a concentration on produce retail and on-farm markets. Highlights of those tours will be Marker -Miller Orchards, Saunders Brothers Farm Market and Virginia Far m Market. Participants on these buses will over night in Charlottesville.

The remaining three buses will spotlight agritourism and on-farm entertainment. Belvedere Plantation, Cox Farms and Westmoreland Berry Farm are just some of the stops that will be featured. These tours will overnight just outside of Washington and will spend some of the tour

exploring The National Mall and its monuments.

The bus tour is a great opportunity for those seeking new ideas or ways to improve what they already do on their farms at home.

The tour will appeal to those at all levels of the farming business.

Those new to agritourism, those looking to diversify their produce operation and those looking for a new on-farm activity all will find something that can enhance the experiences they offer to their customers.

Registration is now open, with a discounted rate available to those who register early. A list of tour stops for each tour option and all other details are on the NAFDMA Convention website at www.nafdma.com/VA2012.

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January 2012 • COUNTRY FOLKS GROWER WEST • Section A - Page 13

heartening failures are all discussed by bus delegates with frankness and a willingness to learn from each other. As one tour guide says, “Learn through laughter and honest conversation. No topic is off limits!”

Cynthia Chiles, owner of Carter Mountain Orchard in Charlottesville, VA, states that one of things that is so great about NAFDMA is, “It’s the only place where you can be around other people who understand what it’s like when the tractor breaks down, or your donut machine can’t keep up; it’s great to have support system of likeminded folks.” Carter Mountain Orchard is one of the stops for some of the buses on the tour. Cynthia and her staff plan to crank up the donut machine

Register now for Second Annual Beginning Farmer Conference The Second Annual Beginning Farmer and Rancher Conference will take place Feb. 18-20 in Grand Rapids, MI, at the Amway Grand Plaza Hotel & DeVos Place Convention Center. The conference is presented by the American Farm Bureau Federation and Start2Farm.gov.

Beginning farmers and ranchers interested in all types of agriculture are encouraged to attend. Farm Bureau membership is not required.

The conference provides an opportunity for attendees to network with other farmers from around the

country and learn from experts about how to start and maintain a thriving farm or ranch business.

American Farm Bureau Federation President Bob Stallman said beginning and young farmers and ranchers are integral to U.S. agriculture’s future.

“America’s farmers recognize that providing food that satisfies the tastes and preferences of today’s consumers is more important than ever before,” said Stallman. “We welcome into our ranks and extend a helping hand to beginning farmers who are just starting their careers

as food producers,” he said.

The cost of registration is $250 per person. The registration fee includes conference materials, farm tours and meals for Saturday lunch, Sunday lunch and dinner, and Monday lunch and dinner. Attendees are responsible for their own hotel reservations.

The Beginning Farmer and Rancher Conference will be held in conjunction with the annual American Farm Bureau Young Farmers & Ranchers Conference. Attendees at both conferences will have the opportunity to attend sessions at the other meeting. For more informa-

tion, including online registration and hotel information, visit http://2012bfrconference.eventbrit e.com or e-mail questions to info@start2farm.gov.

The Start2Farm website and program are a project of the National Agricultural Library in partnership with AFBF. Start2Farm is funded through a Beginning Farming and Ranching Development Program grant funded by the Agriculture Department’s National Institute of Food and Agriculture, to assist people new to farming or ranching and those who have less than 10 years experience.

Page 14 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

Grafting tomatoes brings better yields naturally Exciting new research shows that U.S. tomato growers may not have to choose between plant varieties that produce high-value fruit and those that are resistant to troublesome soil-borne pathogens.

Researchers and farmers alike are demonstrating that grafting shoots of one plant to the root system of another is a cost-effective, environmentally sound way for growers to both manage diseases and cash in on improved yields.

For example, one Pennsylvania farmer growing grafted tomatoes in high tunnels boosted his yields 20 percent — or $9,024 per high-tunnel acre — compared to his

standard practices.

Separately, North Carolina State University researchers determined that grafting with organic and heirloom tomatoes can increase profit by 38 cents per plant.

SARE has released a new fact sheet, Tomato Grafting for Disease Resistance and Increased Productivity, that helps farmers and agricultural educators learn how to graft tomatoes to fight disease and improve the health and vigor of tomato crops. It is available for free download from SARE'sLearning Center.

Growers interested in experimenting with this novel approach of improving resistance to soil-borne pathogens

will find: • Helpful tips for grafting plants, including variety selection based on resistance to particular diseases, step-by-step grafting techniques and caring for grafted plants; • Instructions for building a healing chamber for newly grafted plants, and for transplanting them to the field; and • An analysis of the economic viability of grafting under different conditions.

Still a relatively uncommon practice in the United States, researchers around the world have demonstrated that grafting can protect plants against a variety of soil-borne fungal, bac-

www.cfgrower.com

terial, viral and nematode diseases, such as Verticillium and Fusarium wilt (FW), corky root rot, root-knot nematodes, bacterial wilt, southern blight and other diseases.

Grafting is on the rise in the United States, since it has been shown to successfully manage bacterial wilt in tomatoes, even in severely infested soils. In western North Carolina, for example, a resistant rootstock was used to reduce bacterial wilt in tomatoes: At season's end, nearly 90 percent of the control plants died while 100 percent of the grafted plants not only survived, their

yield was more than two fold that of the surviving non-grafted plants.

Tomato grafting shows particular promise for high-tunnel, heirloom and organic growers. With little opportunity for extended crop rotation intervals in a high tunnel, disease pressure can be very

high. Heirloom varieties are not bred for resistance, and, in organic systems, other disease management practices are limited.

Due to the phase-out of methyl bromide in the United States, grafting could become a widespread pest management strategy for a large segment of growers.

Aluminum ladders for agriculture...

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SAF welcomes new crop of officers, board, council members ALEXANDRIA, VA — The gavel of leadership for the Society of American Florists passed to a new president and officers during the association’s annual business meeting at SAF Palm Springs 2011. Beginning a two-year term as president is Robert Williams II, AAF, PFCI, of Smithers-Oasis Company, N.A., in Kent, Ohio.

After accepting the gavel from outgoing president Leo Roozen, AAF, Williams used his first official duty as SAF president to answer a question he said he hears regularly: “What has SAF done for me

lately?” He described in detail the depth and scope of SAF's member services and made a strong pitch for becoming active in the association. Williams said he realized the value of participating while at his first SAF convention. Impressed by the quality of the attendees and the program he recalled thinking, “‘If you want to get the most out of this, Bob, get involved. And if you want to make a difference — serve.’”

Serving with Williams on SAF’s Executive Committee are President-Elect Shirley

Lyons, AAF, of Dandelions Flowers & Gifts in Eugene, OR; Treasurer Dwight Larimer, AAF, PFCI, of DESIGN MASTER color tool, inc., in Boulder, CO; and immediate past president Leo Roozen, AAF, of Washington Bulb Company, Inc., in Mt. Vernon, WA; who is now Board Chairman. SAF Executive Vice President and CEO Peter J. Moran also serves on the Executive Committee.

Newly-elected members of SAF’s Board of Directors began threeyear terms at the close

of the SAF convention: Troy Lucht, Plant Source International & Malmborg's Inc., Rogers, MN; David Mitchell, AAF, Mitchell's Flowers, Orland Park, IL; and Shawn Seagroatt, Seagroatt Riccardi Ltd.; Latham, NY. The following newlyelected SAF Council Members also began their terms of service: Growers Council Doug Cole, D.S Cole Growers Inc., Loudon, NH; Michael Klopmeyer, Ball Flora Plant, West Chicago, IL; and Win-

fred Van Wingerden, Maximum Nursery Inc., Carpinteria, CA. Wholesalers Council Ardith Beveridge AAF, AIFD, CAFA, PFCI, Koehler & Dramm Institute of Floristry, Minneapolis, MN; David Gaul, AAF, D.W.F Wholesale Florists, Denver, CO; and Tom Hofeditz, Baisch & Skinner Inc., St. Louis, MO. Retailers Council Seth Carey, Carey’s Flowers Inc., South Hadley, MA; Doug Fick, Broadway Floral Home and Garden, Portland, OR; and Tara Prior, Sil-

ver Fox Florist, Westlake, Ohio.

The Society of American Florists is the leading organization representing all segments of the floral industry. SAF provides marketing, business and government services to more than 10,000 participants in the U.S. floral industry — including growers, wholesalers, retailers, importers, suppliers, independent designers, researchers, educators and students. The association celebrated its 125th Anniversary in 2009.

The Oregon Essential Oil Growers League’s 63rd annual meeting is scheduled for Jan. 12 and 13 at the Salishan Spa & Golf Resort in Gleneden Beach, OR, according to League Chairman Tim Butler, Aumsville, OR.

Butler said credit hours toward their Oregon and Washington pesticide applicator licenses are being given to mint growers who attend the two-day meeting.

Rocky Lundy, MIRC, will be discussing chemical registrations. WSU’s Mark Lange will be looking at Aromint and advances to a wilt resistant plant. There will be a presentation from Bill

Humphreys, Citizens Bank, on understanding phase two of the current economic crisis.

Butler said there will also be presentations on complying with the endangered species act, effectively managing weeds in mint, mint industry certification and sustainability efforts, a buyer’s viewpoint on what is ahead for the mint industry and more.

General meeting sessions will take place from 9 a.m. to 4 p.m. on Thursday and 8:30 a.m. to 11:30 a.m. on Friday.

The Oregon Essential Oil Growers League is composed of more than 350 mint growers, researchers and supplier members.

Call Oregon Essential Oil Growers League, 503-364-2944, for registration information.

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O Regional O Diverse O Informative O Unique Contact Us Today To Start Or Renew Your Subscription PO Box 121, 6113 State Hwy., Palatine Bridge, NY 13428 800-218-5586 • FAX 518-673-2381 SUBSCRIPTIONS 888-596-5329 email: subscriptions@leepub.com

January 2012 • COUNTRY FOLKS GROWER WEST • Section A - Page 15

Oregon Essential Oil growers slate annual meeting

Country Folks

GROWER

Page 16 - Section A • COUNTRY FOLKS GROWER WEST • January 2012

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Mail to Country Folks Grower, PO Box 121, Palatine Bridge NY 13428

PAGE 1

WINTER EDITION • January 2012 Supplement to Country Folks GROWER

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WINTER EDITION • January 2012

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WINTER EDITION • January 2012

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PAGE 1

WINTER EDITION • January 2012 Supplement to Country Folks GROWER

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WINTER EDITION • January 2012

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WINTER EDITION • January 2012

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