The Growing Concern - August 2013 Issue by Sandy Munley

Growing Concern

The

August 2013

A p u b l i c a t i o n o f t h e O h i o La n d s c a p e A s s o c i a t i o n

Snow & Ice Management Clinic August 23, 2013 PAGE 7

Successful Plant Combinations August 27, 2013 PAGE 21

Pond Clinic September 11, 2013 PAGE 18

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President’s column

Generation Y I grew up a latchkey kid of the late 70s and early 80s. Mom and Dad were still at work when we got home from school and there was a note on the counter and some food in the fridge. We were on our own, left with no texting or Facebook safety net. Generation X is the title they stuck us with and we were not going to amount to much – we are cynical, depressed pessimists with no loyalty to the companies we work for. So along comes Generation Y – the Millenials. They’re labeled as natural-born multitaskers, native social media users, early tech adopters, and with a sense of entitlement that if they aren’t given raises or promotions on demand they’ll promptly quit. This is who will make up 46% of the labor force in 2020. So how does one manage and motivate millenials? Having read numerous articles on the subject in researching this article, one summed it up like this: “Motivating millenials will require coupling structured assignments and frequent feedback with

opportunities to grow, learn and contribute in meaningful ways. Millenials want a work environment that is comfortable and inspires them to contribute without fear of being criticized.” Other suggestions touch on the following points: Mentoring is more important than ever. This is the generation who grew up with the world of information at their fingertips. Take the time to coach them and share your years of knowledge. You are a new source of information they are looking to take in. This will also help you to develop a good working relationship with employees.

JAmes Arch, ASLA Vizmeg Landscape, Inc.

Maybe it does come down to not catering to a certain personality type or generational way of thinking.

80% of Generation Y wants Feedback in realtime. The annual sit down to review how things went during the past year does not cut it. This generation thrives on the constant feedback of how they are doing and positive recognition. They want to know they are valued and respected and in turn will give a good effort. continued on page 6 The Growing Concern x August 2013 x 3

Ta b l e o f c o n t e n t s A u g u s t 2 0 1 3 w w w. o h i o l a n d s c a p e r s . o r g

Ohio’s Professional Green I n d u s t r y A s s o c i at i o n Ohio Landscape Association 9238 Broadview Road Broadview Heights, Ohio 44147 Phone: 440-717-0002 or 1-800-335-6521 Fax: 440-717-0004 Web: www.ohiolandscapers.org or www.myohiolandscape.com Editor Lindsay Scott, Ohio Landscape Association Regular Writers James Arch, ASLA, Vizmeg Landscape, Inc. Michael J. Donnellan, King Financial, Inc. Jim Funai, COLP, Cuyahoga Community College Shelley Funai, Stan Hywet Hall and Gardens Sandy Munley, Ohio Landscape Association Bobbie Schwartz, FAPLD, Bobbie’s Green Thumb

ON THE COVER — Rice’s Nursery and Landscaping, Canton, OH

Features

President’s Column

Generation Y

Plant Of The Month

Cornus alternifolia Pagoda Dogwood

Perennial Focus

Oenothera Sundrops

Fiscal Fitness

Advertising Information Submission deadline: 10th of month prior to publication month. For advertising and classified rates, please call 1-800-335-6521 Disclaimer The Ohio Landscape Association, its board of directors, staff and the editor of The Growing Concern neither endorse any product(s) or attest to the validity of any statements made about products mentioned in this, past or subsequent issues of this publication. Similarly, the opinions expressed in The Growing Concern are those of the authors and do not necessarily represent the views of the Ohio Landscape Association. Officers President James Arch, ASLA

Succession Planning

President-Elect Joe Twardzik, CID

For Safety Sake

Treasurer Chad Mikin

Identifying & Correcting Unsafe Employee Behavior

32 Small Business Tax Credit: Is Your 36

Company Giving Up Free Money?

OLA Staff Executive Director Sandy Munley

Directions

Membership Coordinator Jean Koch

New OLA Member Benefit Inside Every Issue

5 35

Welcome New Members Advertising Index

Directors Patrick Beam, RLA Jason Cromley Josh Hayden Chris Meltzer, MLA Steve Moore Cathy Serafin, ASLA, RLA Bryan Taynor

Events and Communications Manager Lindsay Scott

Ca l e n d a r o f E V e n t s U p c o m i n g OL A m e e t i n g s , e d u c a t i o n s e m i n a r s a n d o t h e r g r e e n i n d u s t r y e v e n t s

August

October

Go where the pros go! Held at St. Michaelâ&#x20AC;&#x2122;s Woodside in Broadview Heights. For more information on registration or sponsorship, contact the OLA at 1-800-335-6521 or visit OhioLandscapers.org.

Learn the latest techniques and products in drainage in this design and basic installation workshop. Instructed by Martha Hood of NDS, Inc. Held at Wolf Creek Company in Oakwood Village. For more information or to register online, contact the OLA at 1-800-335-6521 or visit OhioLandscapers.org.

Snow and Ice Management Clinic AUGUST 23, 2013

Drainage Workshop Northeast Ohio OCTOBER 30, 2013

Successful Plant Combinations AUGUST 27, 2013

November

Attendees will learn how to make a difference in landscape design by working with texture, color, form and the design process. Instructed by Kathy Stokes-Shafer, APLD. Held at Klyn Nurseries in Perry. For more information or to register online, contact the OLA at 1-800-335-6521 or visit OhioLandscapers.org.

September

Pond Clinic SEPTEMBER 11, 2013 One-day, classroom setting pond clinic that will teach how to plan, build, and maintain ponds and water features. Instructed by Bill Hoffman of Pond Supplies of Ohio. Held at Chenoweth Golf Course in Akron. For more information or to register online, contact the OLA at 1-800-335-6521 or visit OhioLandscapers.org.

Drainage Workshop Central Ohio NOVEMBER 6, 2013 Learn the latest techniques and products in drainage in this design and basic installation workshop. Instructed by Martha Hood of NDS, Inc. Held at Wolf Creek Company in Columbus. For more information or to register online, contact the OLA at 1-800-335-6521 or visit OhioLandscapers.org.

Landscape Ohio! Awards Entry Deadline NOVEMBER 22, 2013 Ohioâ&#x20AC;&#x2122;s most prestigious landscape enhancement awards program. All entries must be received in the OLA office by 5 pm. For more information or for rules, regulations, and entry forms, please visit OhioLandscapers.org or contact the OLA at 1-800-335-6521.

OLA Facility Tour SEPTEMBER 19, 2013 Held at The Bremec Group in Chesterland. For more information or to register online, contact the OLA at 1-800-335-6521 or visit OhioLandscapers.org.

WELCOME NEW MEMBERS !

The Ohio Landscape Association is delighted to welcome the following new members to the association: Regular MEMBERS: Baldwin Wallace University 400 N Rocky River Dr. Berea, OH 44017 (440) 826-8149 Keith Lawson

Landscape Design Solutions 8036 Corporate Blvd., Suite C Plain City, OH 43064 (614) 504-7073 Jacob A. Basnett

ASSOCIATE MEMBER: Biochar Merchants 10101 Hobby Horse Lane Mentor, OH 44060 (440) 655-0692

The Growing Concern x August 2013 x 5

President’s column continued from pg 3

Help Lead The Way

Tech Savy is an understatement. Laptops, smartphones, desktops and tablets are what keep Millenials connected. Studies have shown that they switch attention between these platforms an average of 27 times per hour as compared to 17 times on average for previous generations. 30% of millennials said “social media freedom” is a higher priority than salary. Staying socially connected thru the work day is important to this generation.

Submit Your Nominations For The 2014 OLA Board of Directors

Another article talked about not getting caught up in all of the hype of generations and their idiosyncrasies and gave this advice:

Nominations must be submitted in writing and mailed, faxed or emailed to:

“Great leadership is trans-generational. Setting clear and attainable goals, coaching employees as a mentor as well as a manager, being present and accountable, and giving useful and timely feedback are principles of management that make for a great workplace and happy, productive employees, regardless of generation.”

Ohio Landscape Association 9238 Broadview Rd Broadview Heights, OH 44147 Fax: 440-717-0004 Email: sandy@ohiolandscapers.org

The more I read this the more it makes sense given my cynical, depressed pessimistic Gen-X way of thinking. Maybe it does come down to not catering to a certain personality type or generational way of thinking. Granted, it is not as simple as this statement makes it out to be but this seems to be a good starting point to think about how you manage within your company.

Nominations must be received on or before September 1, 2013

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OLA EDUCATION SERIES

go where the pros go

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AUGUST 23, 2013 8:00 am to 4:00 pm Held at

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Qualifies for 5.5 CEUs for Landscape Industry Certified

Whether you have been in the snow and ice business for years or are thinking about adding it to your list of services, this clinic is a can’t miss event for both you and your employees that will plow beyond the basics and show you the latest technology from the field! • Participate in roundtable discussions on pertinent industry topics •

Interact with industry exhibitors and displayed equipment

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Breakout session for Operations Managers! Troy Clogg presenting “What To Do When Things Go Wrong!”

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Network with your peers

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KEYNOTE SPEAKER Troy Clogg, CLP, CSP (Troy Clogg Landscape Associates, MI) - Building one of the largest and most successful snow management businesses in Michigan

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PRESENTATIONS BY Kevin Gilbride (Accredited Snow Contractors Assn.) - Industry Standards and Best Management Practices Josh Ferguson (Kent & McBride, Philadelphia, PA) - Risk Management: Reducing Your Exposure Mike Zawicki (Snow Magazine) - The State of the Industry

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OLA Members

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Company

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SNOW & ICE MANAGEMENT CLINIC Make checks payable and send to: Ohio Landscape Association, 9238 Broadview Rd, Broadview Hts., OH 44147 Register online, by mail, by phone, or by fax: Phone 440-717-0002 or 1-800-335-6521 • Fax 440-717-0004 • www.ohiolandscapers.org

Plant Of the Month

Jim Funai, COLP Cuyahoga Community College

Shelley Funai Stan Hywet Hall and Gardens

Cornus alternifolia

Pagoda Dogwood

We’re willing to bet you’ve heard the mnemonic for woody ID in these parts, “MAD Buckeye.” Since one of the first steps in identifying a woody plant is to determine if it is opposite or alternate leaved, MAD Buckeye helps you to remember the most common opposite leaved plants: Maple, Ash, Dogwood, Buckeye (really all aesculus). Just picture Brutus the Buckeye punching a wolverine every time you need to ID a plant, it will bring you great joy and get you past step one in figuring out what the plant is. Did you notice how the dogwood was in that group of opposite leaved plants? So, what’s up with this month’s plant having a specific epithet of “alternifolia”? Even if you aren’t a fan of Latin, you should be able to pick up on the hint, alternifolia = alternate foliage (leaves). Sure enough, someone has to be the black sheep and break the MAD Buckeye rule; this sheep is the Pagoda Dogwood. Dogwood, in general, is a fascinating genus of plants when you look into them. They are masters of adaptation and specialization. Few woody plants can claim membership in groundcover, small shrub, large shrub, ornamental tree, and small shade tree, but Cornus can. Cornus canadensis (Bunchberry) is a charming groundcover that looks like the traditional C. florida (flowering

dogwood) that was shot with Wayne Szalinski’s shrinking gun until it was no more than 6 inches tall. C. pumila (dwarf dogwood) is a perfect little meatball of a shrub staying well under 5 feet and easily hedged into less than 3 foot high masses. Certainly we all can name many larger flowering dogwood shrubs, red twigs, yellow twigs, etc. We all know the customers’ favorite ornamental trees, C. florida and C. kousa. Perhaps you are even familiar with one of the best tasting of the dogwood fruits, C. mas, the cornelian cherry (just be certain they are fully ripe unless you want your cheeks to suck in from the tartness so much that they touch each other.) But today, and today only, we introduce you to another great member of the genus, Cornus alternifolia! continued on page 10

8 x Official Publication of The Ohio Landscape Association

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Plant Of the Month continued from pg 8 Well, if you are still reading you are either taking a pit stop or you enjoy learning about plants like us. Perhaps both, way to multitask! As someone who enjoys learning about plants, surely you have come across a paragraph in Dr. Dirr’s book where he adds a little personal note about coming across a specific specimen that renewed or began his fascination with that particular plant. Shelley and I recently had a run in with a Pagoda Dogwood that will keep this plant in memory forever. This summer we decided it was time to clear out a section of our property that looks like someone stopped mowing about 30 years ago. So, we’re in there, marking trees and hacking them down – mainly ash (Fraxinus), tulip poplar (Liriodendron), maples (Acer), and some oaks (Quercus). Why would we do this? So we can plant trees of course!

Back to the flower. As mentioned, is not as much of a show off as the flowering dogwood, and that is likely why this tree usually looses out to the flowering dogwood. Pretty much any location that would be good for a Cornus florida is good for a Cornus alternifolia. Pagoda Dogwood’s flower is a cluster of small flowers about 2 inches across and are off-white to creamy color. The fragrance is nice, not overpowering, but can be noticed without shoving your face in them. They will start to fade out after a week or two in June and start to make way for the fruits in July. It appears on ours that we are getting an average of 5 fruits per bloom cluster; not a huge number, but they are attractive. Maturing from green to red and finally to a deep blue-black held on a 1 inch stalk that turns a very bright light red. Pairing this with the stunning horizontal lines of the branching, it stands out among the forest around it even to the unknowing observer.

In our quest to go broke, we needed more room to plant species of plants we don’t have yet. As we’re cutting away, we ran into a nice sized dogwood, 24 inches tall and 16 inches wide with a 3.5 inch caliper to it (nerd alert: I measured it). This makes us take pause. Should we cut this down or incorporate it into the landscape we are making? But, wait a second; this flower isn’t the typical four large white bracts of flowering dogwood! First off, it’s early June and most flowering dogwoods are done, second, this is a cyme (cluster) of small blooms, and third, they smell quite nice? What is going on here?

The tree can grow as a mulitstem large shrub (visit Shelley at Stan Hywet and she can show you a few growing in the lagoon area that exhibit that habit). Our particular specimen at home naturally grew as a single stem tree. The bark is a very nice smooth gray, reminding one of a beech tree (and another hint it isn’t a C. florida). Fall color on this plant is a decent red but would not consider it the highlight of the fall display.

Engage plant ID skills. Looks like a dogwood leaf with pairs of veins that extend in parallel lines almost all the way to the tip of the leaf. Opposite or alternate? Hard to tell at first, as this tree is certainly alternate on older growth, but the newer growth is more sub-opposite to almost whorled looking. Ding! The light bulb goes on, this has to be a Pagoda Dogwood, a natively occurring one at that!

When do you use this plant? Well, a few instances that may be just right could be when a client asks for native plants or they live adjacent to woods. Think about the plant’s native site and don’t force it out by the mailbox in blasting sun with junk soil or you’ll be enacting that warranty the big box stores have forced you to have. This is another plant that helps make your design unique, but you have to communicate that with the client and you have to make sure you put it where it will thrive.

It is true, despite the misleading common name, this is a native species of dogwood. Pagoda comes from the very strong horizontal branching lines creating floating layers of foliage that resemble a pagoda. Our particular specimen is right where this tree wants to be, near the edge of the more mature trees so it sees filtered sunlight, very loose forest soil with high organic material, moist but very well drained, and acidic. Our soil is pH 6.5 in this location, near a giant pin oak (Quercus palustris) with a fair amount of sand in it. The tree can tolerate nearly full sun if the soil is not heavy clay and poorly drained. If planted in full sun, we recommend underplanting with small shrubs, perennials, or groundcover to keep the rootzone shaded and cooler much like a clematis.

10 x Official Publication of The Ohio Landscape Association

The cure to any warranty issues…right plant in the right place and proper planting technique!

Jim Funai, COLP, is full time faculty at Cuyahoga Community College, a PLANET accredited, associate of applied science in horticulture degree program, offering many paths to higher education to the green industry. Shelley Funai is a full time Senior Gardener at Stan Hywet Hall and Gardens in Akron, Ohio that offers a historic estate designed by Warren H. Manning and a beautiful manor house museum. Both are graduates of The Ohio State University. Contact Jim and Shelley via email at hortsquad@gmail.com

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Make checks payable and send to: Ohio Landscape Association • 9238 Broadview Road • Broadview Heights, OH 44147 Purchase online, by mail, by phone, or by fax: Phone 440-717-0002 or 1-800-335-6521 • Fax 440-717-0004 • www.ohiolandscapers.org

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The Growing Concern x August 2013 x 13

Perennial Focus

Bobbie Schwartz, FAPLD Bobbie’s Green Thumb

Oenothera Sundrops Yellow usually brings smiles to people’s faces because it reminds them of sunshine even when the sun isn’t shining. Sundrops are sun lovers and, although most of the flowers open only for one day, there are so many buds that the blooming period is quite long, usually the month of June. There are two species most commonly found in gardens, O. fruticosa (Common Sundrops) and O. macrocarpa (Ozark Sundrops), formerly known as O. missouriensis. Both have several lovely cultivars and need good drainage. Common Sundrops are usually 18 to 24 inches high and at least that wide. ‘Fireworks’ has hairy, woody, red stems that emerge in spring from winter rosettes. The stems, clothed in narrow green leaves, sport red buds and then bright yellow flowers. It is probably the most frequently sold cultivar. Be sure that you want it because it is difficult to dig once established. continued on page 16

14 x Official Publication of The Ohio Landscape Association

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The Growing Concern x August 2013 x 15

Perennial Focus continued from pg 14 Ozark Sundrops have become quite popular in the past five years and most of the cultivars have paper thin, lemon yellow flowers. These are shorter at 6 to 12 inches and a bit more rambling. They also have red stems and are deeply rooted, thus useful in dry areas. ’Lemon Silver’ has gray-green foliage and blooms for a long time, June through September. The species only blooms in July. Not yellow but pink is O. berlandieri ‘Siskiyou’. This is actually my favorite of the sundrops. Definitely a spreader, I love the pale pink flowers that perch above eight inch stems during the day. This stoloniferous perennial is strong enough to compete with other rhizomatous perennials and hold its own. It is often confused in the literature with O. speciosa (Showy Evening Primrose) and supposedly less invasive but I don’t agree. It may be less aggressive if the soil is dry but mine receives regular moisture and even appears in the sidewalk joints. Fortunately, control is easy; just pull or dig.

Bobbie Schwartz, FAPLD, owner of Bobbie’s Green Thumb in Shaker Hts., Ohio, is a landscape designer, consultant, free-lance writer, and lecturer whose specialties are perennial gardens and four-season landscapes. In addition to being an Ohio Landscape Association (OLA) member, she is an active member of the Ohio Nursery and Landscape Association (ONLA) and Perennial Plant Association (PPA). Bobbie is a Past President of the Association of Professional Landscape Designers (APLD). Bobbie currently serves as chair of the ONLA Plant Selection Committee. Bobbie can be reached at (216) 752-9449.

16 x Official Publication of The Ohio Landscape Association

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The Growing Concern x August 2013 x 17

OLA EDUCATION SERIES

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

Register On Time, Payment Received Before 8/13/13 Register Late, Payment Received After 8/13/13 Firm Address City Phone (______)

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NON Members NON Members

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Last Three Digits on Signature Line

SUCCESSFUL PLANT COMBINATIONS Make checks payable and send to: Ohio Landscape Association, 9238 Broadview Rd, Broadview Hts., OH 44147 Register online, by mail, phone or fax • Phone 440-717-0002 or 1-800-335-6521 • Fax 440-717-0004 • www.ohiolandscapers.org

Fiscal Fitness continued from pg 20 Taxes Few business owners like to send their hard-earned money to the government in taxes. Businesses often represent the greatest life accomplishment of their owners except their families. If no plan is in place at the death of the business owner, the government takes much of the value of the business and leaves little for his or her heirs. For example, assuming a $2,000,000 estate tax threshold for an individual and a 45% estate tax rate, a $1,000,000 taxable estate would incur zero estate taxes and the full $1,000,000 would be available to the heirs after taxes; however a $10,000,000 taxable estate will leave only 64% or $6,400,000 to the heirs after taxes. A succession plan can reduce, and sometimes completely avoid taxes and ensure that the family and important employees get what they deserve, instead of what is left after taxes. Of course, tax laws change all the time, so consult with your tax advisors regarding the current liabilities.

Risk The longer owners wait to design and implement a succession plan, the greater the risk that the plan will not meet their goals. The risks also increase that the business will fail along with the health of the owner.

If no plan is in place at the death of the business owner, the government takes much of the value of the business and leaves little for his or her heirs.

Options

Value

The longer succession planning is delayed, the fewer options owners have to meet their goals. Most business owners want to provide continued income for family members and maintain jobs for family members and colleagues. They also want to establish a personal legacy through continuation of the business or a charitable contribution. The number of options available to meet these goals decreases steadily as time passes.

When a business owner does not implement a succession plan before he or she is disabled or dies, the value of the business often drops rapidly. Often, the business and business owner die on the same day. This means that the ownerâ&#x20AC;&#x2122;s intended beneficiaries will not receive the full value of the business had a succession plan been in place.

Control

Succession planning is difficult for a number of reasons. It raises issues of inevitable life changes, of mortality, and of changes in key personal relationships.

By planning for succession, the business owner retains control over the outcome. When business owners fail to plan, the government or various attorneys involved will take control.

Be sure to consult with your tax, legal and financial advisors to determine the proper course of action for your small business.

22 x Official Publication of The Ohio Landscape Association

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The Growing Concern x August 2013 x 23

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F o r Sa f e t y Sa k e

Identifying & Correcting Unsafe Employee Behavior SeaBright Insurance Loss Control Eighty percent (80%) of all accidents occur because of unsafe employee acts. Behind those acts you sometimes find an indifferent attitude, inattention or someone in a hurry. Your company can have the very best safety program in place, but if your employees do not “buy-in” to safety and consistently practice safety rules, it’s likely that the program will be ineffective. Without question, the most important things employers can do to prevent accidents are to observe, counsel and correct employees who behave unsafely on the job. This process goes beyond reprimanding or blaming. It includes attempts to influence attitudes, which may eventually change behavior. Changing the behavior of adults is not an easy task, so let’s try to understand why employees do unsafe or reckless things.

Attitudes & Behaviors

they will probably get injured. However, in normal, run-of-the-mill jobs, because of boredom and repetition, workers may choose to ignore safety and take chances. Seeking Approval – In work groups, some employees have a need to seek approval from others in their group by doing a dangerous or foolish act. Examples include riding on moving equipment or working at high elevations without required fall protection equipment. They believe this will bring them admiration. Insecurity – Employees concerned about their job security sometimes try to work faster or take chances which puts them at higher risk for injury. For example: an employee may rapidly unload a truck to gain his supervisor’s approval for getting the job done quickly. This employee may also suffer a severe back injury in the process.

Past Experiences – Some employees “have been doing it this way for 20 years” and refuse to give up their old bad habits. The saying, “you can’t teach an old dog new tricks,” may or may not be true, but old habits can lead to accidents in the long run. Past ability to “beat the odds” may prevent some people from seeing current hazards.

Following The Crowd – Some individuals let others in the work group do their thinking for them. What you hear is, “Everyone else does it that way!” It’s easier to base your own behavior upon others, than to do the right thing and risk standing out. Attitudes, like behavior, are contagious!

Displays of Manhood – A few “macho” types like to display their strength by lifting heavy objects carelessly or doing a task without the use of required safety equipment. This “show-off” behavior can, and often does, result in an injury.

Personal Problems – Issues not related to the workplace can be major factors in accident causation. Employees may worry about family, financial or health related issues and may not concentrate on their job at all times, putting them at higher risk for injury. Most workers have at least temporary periods of higher-than-normal stress in their lives. Younger workers may have different stresses than workers in

Casual Choices – In dangerous jobs, employees typically work safely. They know if they choose unsafe behavior in that type of situation,

26 x Official Publication of The Ohio Landscape Association

continued on page 28

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F o r Sa f e t y Sa k e continued from pg 26 their 40s and 50s. These stresses, if not dealt with effectively, can result in higher absenteeism, reduced productivity, lower work quality and costly accidents. Job-Related Conflicts – Negative attitudes toward co-workers or immediate supervisors, lack of support, and conflicting demands are all potential distractions from safe job performance. Sometimes these situations are difficult to change and may require a job reassignment. In some cases, a combination of the above issues may effect an employee. An alert and effective leader will observe changes in an employee’s attitude, behavior and work quality. Carelessness, inattention and stupidity are not causes; they are symptoms. The key to success in helping them change their behavior is a firm, but sincere and positive approach.

Demonstrate that safe work practices are a “condition of employment”. Do this by making it very clear beforehand what you expect. Presenting safety policies, procedures and work rules in writing to all employees during new employee orientation is a must. Show employees that you, as the employer, follow these policies. Review safe work practices during periodic safety meetings and consistently correct any unsafe work practices you observe.

… the most important things employers can do to prevent accidents are to observe, counsel and correct employees who behave unsafely on the job.

How To Control Unsafe Attitudes & Behavior Ensure that the physical environment is safe. Make the workplace as safe as possible through adequate guarding, grounding, processes, equipment, etc. It’s easier to control the work environment than to change human nature, so work on that first. Keep lines of communication open to all employees. Take time to listen to employee concerns and problems. As the employer, it is not your job to serve as a personal counselor, but if the problems are job related, you can often do something about them. If the employee is in a high-hazard job, you may need to transfer him or her to a new position until the personal problems are resolved. When major personal problems do appear to exist, urge the employee to consult a counselor. In either case, if you’re a good listener, employees will feel supported and may arrive at a sound course of action, or a better attitude, on their own. Try to identify the negative attitudes behind an employee’s unsafe acts. Keep an open mind about an employee’s attitudes and motives. You may not agree with them – but try to understand them. If you know what is driving their behavior, you can use the best approach to change it. You may not be able to change people’s attitudes, but as an employer, you can change how they work. Your strategy should involve knowledge of the unsafe situation and a firm, organized approach to leadership and constructive training.

28 x Official Publication of The Ohio Landscape Association

Strategies To Correct Unsafe Employee Acts

To really make a difference in changing an employee’s safety behavior, they must be convinced that working safely is the only way to work and that it will benefit them in the long run. For a permanent correction of unsafe acts, you must get the employee’s “buy-in” to work safety. This process starts with a constructive interview in a private setting as soon as possible after the unacceptable behavior was observed. The first rule to a successful change must be your commitment to focus on the unsafe act rather than scolding or blaming the employee. The following steps are guidelines to follow: Point out what you observed and your concern about it. Come to a mutual agreement with the employee as to what the unsafe act or incident was (for example, not wearing fall protection or smoking near flammables). Get the employee to talk and share his/her feelings about the incident. Also address near misses. A near miss may be a precursor to a real incident in the future. Encourage employees to discuss near misses and share them with the work group. Try to get employees to re-think the situation. Give the employee a chance to see the unsafe act or error in terms of what they might have done differently. Try to provide insight on how they may have worked hastily or made the wrong choice. Encourage them to make suggestions if they know of a better, safer way to do things. Your goal is their “buy-in” for a better way to do things. Acknowledge, but do not excuse stressful situations. If you are aware of personal circumstances that may have caused distraction and contributed to an error, you may wish to acknowledge this, and express empathy. Make it clear, however, that safe work behaviors are a condition of employment, whatever problems a person may have. Otherwise, an injury or fatality could become an added, unwelcome problem.

F o r Sa f e t y Sa k e Take reasonable steps to help the situation, if possible. This will increase your employee’s loyalty and personal effort to make needed changes. If the personalities of two crew members clash – as happens sometimes – try to put them in separate work groups, and everyone will work better and safer. If a co-worker is partly to blame for workplace tension, speak to him or her as well. If there is a lack of understanding or training, provide or arrange for the training. Try working the employee alongside a more experienced employee, with a good safety record, for a while. Sometimes the best way for people to learn is to teach, so try giving the worker written information about the safety topic and having him or her conduct the next safety meeting. Come to an agreement on what needs to be done. For example, demonstrate correct body position or proper use of tools and equipment. Then ask them to demonstrate what they understand. Finally, ask for a commitment to follow safe work practices in the future. Clinch their commitment by challenging, “Can I count on you for that?”

Observe and follow up. Make provisions for follow-up within the next 30 days or so. In the meantime, don’t breathe down your employee’s neck, but keep an eye out to see that the behavior has changed favorably, and give “strokes” if it has. “Behavior that gets rewarded, gets repeated!” Document all of your discussions and training with the employee. If the individual continues to work unsafely after this process, progressive discipline is appropriate, and documentation is critical.

Conclusion The key to an effective safety program is employee buy-in and involvement. You must go beyond the fault-finding and scolding approach if you want to truly change unsafe employee behavior. Spend the time necessary to learn what motivates your employees and why they have unsafe habits. Use this insight so that when you meet to discuss the issue, you’ll sound more like a coach than a sergeant. Give them every chance to work safely, give them “strokes” for doing so, and be firm with your corrections when necessary.

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The Growing Concern x August 2013 x 29

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Cancellations made 8 to 14 days prior to the course start date will be subject to a 30% cancellation fee. NO refunds will be issued for cancellations 7 days or less prior to the course, no shows, or cancellations on the day of the course. If, for any reason, the course is cancelled, enrollees will be notified, and fees refunded in full. October 30th Clinic - Northeast Ohio

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DRAINAGE WORKSHOP Make checks payable and send to: Ohio Landscape Association, 9238 Broadview Rd, Broadview Hts., OH 44147 Register online, by mail, by phone or fax: Phone 440-717-0002 or 1-800-335-6521 • Fax 440-717-0004 • www.ohiolandscapers.org

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Small Business Tax Credit: Is Your Company Giving Up Free Money?

It isn’t often that a business owner will turn down a tax credit, but that’s exactly what’s happening with the Tax Credit for Employee Health Insurance Expenses of Small Employers, a key part of the Affordable Care Act, otherwise known as Obamacare. Many small-business owners have concluded that the credit isn’t worth enough money to justify the effort required to claim it. According to the most recent audit conducted by the Government Accountability Office, an estimated 170,300 small businesses requested the credit with only 29,000 companies qualifying for the entire credit. Considering that as many as 4 million small businesses qualify, small-business owners have clearly rejected it.

How the Tax Credit Works

future use for up to 20 years. For example, if your credit is for $20,000 but your tax liability without the credit is only $5,000, then you can apply $5,000 this year and carry forward the remaining $15,000 in credit to future years.

The purpose of the tax credit is to help small businesses transition to the new system that will be in place once ACA is fully enacted. It provides a dollar-for-dollar discount on your company’s income tax return equivalent to a percentage of what you spend on healthcare premiums.

Which Companies Qualify?

If your company didn’t earn enough money to take advantage of the credit—for example if you lost money or made very little profits—you can apply the credit to your tax year 2010 or tax year 2011 returns if you did better during one of those years. If not, you also have the option of saving the tax credit amount for

1. Your company must have less than 25 full-time equivalent employees (FTEs) during the tax year for which you are requesting the credit. A FTE includes full-time employees and

This is where things get tricky. There are three main criteria for determining if your company qualifies for the tax credit.

continued on page 34

32 x Official Publication of The Ohio Landscape Association

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The Growing Concern x August 2013 x 33

continued from pg 32 part-time employees. The number is calculated by dividing the total number of hours worked per employee (up to a maximum of 2,080 hours per employee) by 2,080. If the result is not a whole number then you round down. For example, if you have: • 1 employee who worked 2,300 hours: 1 x 2,080 = 2,080/2,080 = 1 FTE • 4 employees who worked 2,080 hours: 4 x 2,080 = 8,320/2,080 = 4 FTE • 50 employees who worked 520 hours: 50 x 520 = 26,000/2,080 = 12.5 FTE In this example, the company has 17.5 FTEs. For calculating the hours worked, the IRS permits various methodologies and you may use the one you choose. It’s also important to note that any employee who worked for your company during the tax year counts toward the FTE calculation. If you hired ten people and one month later they quit, then those former employees must be included in the FTE calculation. There are also some people your company can employ who don’t count toward this limit. Shareholders owning more than 5 percent of the stock of a corporation (2% for sub-chapter S corporations) are exempt. Partners in a partnership and sole proprietors are exempt. For tax purposes, a Limited Liability Company is a disregarded entity so the sole proprietorship and partnership exemption applies. Family members, like parents and children of exempt persons, are also exempt from the FTE calculation. Even though spouses are not specifically mentioned under exempt employees, the spouses of owners are usually exempt. 2. Your company’s average annual wage per FTE must be less than $50,000. For determining average compensation, you must include the total wages paid for the hours counted in the FTE calculation. Wages in this case refer to compensation on which you pay FICA (payroll) taxes. 3. The employer must pay at least 50 percent of the health insurance premium for qualifying coverage. The payment must also be uniform, meaning the employer must pay the same percentage of premium across different plans and for different employees. If you pay 60% of the premium for your single employees, you must also pay the same percentage of the premiums for your married employees.

34 x Official Publication of The Ohio Landscape Association

The purpose of the tax credit is to help small businesses transition to the new system that will be in place once ACA is fully enacted. How Much is the Credit Worth? The amount of the credit depends on the number of FTEs and the average wages you pay. The smaller your total payroll, the larger the credit you qualify for. The credit is currently set at 35% of the health insurance premiums you pay for your employees unless the premiums you pay are above average for your state. In that case, it’s 35% of the average premium paid per employee in your state. Starting in 2014, the maximum value of the credit increases from 35 to 50%of eligible premiums and continues through 2015. At that point, the credit sunsets, as in theory small businesses have transitioned to the new healthcare marketplaces.

Is it Worth the Effort? Based on the number of companies applying for the credit, the likely answer is no. To achieve the maximum value of the credit, which is 35% of the employer portion of the health insurance premium, a company must have less than 10 FTEs with an average wage below $25,000. Companies that pay so little are unlikely to offer benefits like health insurance. For companies that claim the full or a partial credit, by claiming it, you lose part of your deduction for the health insurance expense you incur. While a credit is better than a deduction, the value of the credit relative to just keeping the full deduction for the expense is diminished. For example, by claiming a $2,500 credit, you may lose $500 in deduction, so the net benefit of claiming the credit would be closer to $2,300.

Mike Periu is the founder of Proximo, a leading provider of training and educational programs in finance, entrepreneurship and information technology. He is a nationally recognized speaker, blogger and writer on small-business finance.

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Directions

New OLA Member Benefit

Sandy Munley Executive Director Ohio Landscape Association

The OLA board of directors has just approved a new member benefit! OLA member companies can now offer their employees AFLAC at a substantial discounted OLA group rate. Some of the products available to you are favorably rated for association members as opposed to non-members or not even available unless you belong. If you are not familiar with AFLAC, it is different than typical insurance plans…and it is NOT meant to replace or conflict your current insurance. AFLAC pays your employees cash benefits directly if they or a family member are sick or injured. It pays cash to help cover things that major medical doesn’t cover – like out-of-pocket medical costs and everyday living expenses that continue to grow. AFLAC pays benefits regardless of any other insurance coverage. You can use your cash benefit any way you see fit, even for groceries or rent. You can offer AFLAC to enhance your current benefit package. The program is completely voluntary and menu driven. It is affordable and there are a range of products to fit most budgets. It can be paid 100% by the employee through payroll deduction using pre-tax dollars, or by automatic withdrawal from the employee’s bank account.

36 x Official Publication of The Ohio Landscape Association

Available plans include: Accident, Cancer, Critical Care, Dental, Hospital Confinement, Intensive Care, Short Term Disability, Vision, and more! Benefits are guaranteed renewable and are completely portable, even after retirement. And most importantly…AFLAC offers rate stability…AFLAC has never had a rate increase!! They pay most of their claims within 4 days and the claim forms are very easy to complete and file. Additionally, AFLAC promotes preventative care and provides benefits for things like a routine physical, a mammogram, or eye exam. continued on page 38

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VISIT WWW.OLIGERSEED.COM The Growing Concern x August 2013 x 37

Directions continued from pg 36 Here are some interesting “Quack” Facts: • AFLAC policies protect more than 50 million people worldwide. • AFLAC has more than 465,000 employer accounts in the United States. • AFLAC has received numerous awards and recognitions for ethics, diversity, and leadership.

If you are interested in providing added financial security and additional income protection for employees and family, please contact our newest OLA Member Service Provider, Huynh Insurance Benefits. To learn more about this program or to set up an appointment contact either Yen Huynh (pronounced Yen Win) at 330-285-2831 / yen_huynh@us.aflac.com or Brandi Phillips at 330-692-7850 / brani_phillips@us.aflac.com. Please remember that AFLAC is sold through independent agents so call Yen or Brandi for the OLA rate!

If you are interested in providing added financial security and additional income protection for employees and family, please contact our newest OLA Member Service Provider…

We know you work hard. Let us work harder.

Lean on us for some of your business demands - we know we can work harder for you. This is why we’ve implemented the Partners Program and Business Solutions, and the Px3 Maintenance Package. Px3 helps you with the planning process by providing customized bids for each project. We can accurately estimate the square footage of any property. Customers who join our Partners Program earn points on every John Deere Landscapes purchase and redeem those points at an online store, for various industry events, or for cash on account. Program members are also eligible for our Business Solutions, which can help reduce your day-to-day business expenses. Please contact your local branch to learn more about these opportunities. We are eager to help you with as many of your business challenges as possible!

38 x Official Publication of The Ohio Landscape Association

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08/13

OLA EDUCATION SERIES

SNOW & ICE MANAGEMENT CLINIC August 23, 2013

St. Michael’s Woodside (Broadview Heights)

Go Where The Pros Go! Whether you have been in the snow and ice business for years or are thinking about adding it to your list of services, the clinic is a can’t miss event for both you and your employees. NEW THIS YEAR! Breakout session for Operations Managers! Keynote speaker and other presentations include - Troy Clog, CLP, CSP (Building one of the largest and most successful snow management businesses in Michigan); Kevin Gilbride (Industry standards and best management practices); Josh Ferguson (Risk Management: Reducing your exposure); Mike Zawicki (The State of the Industry). Qualifies for 5.5 CEUs for Landscape Industry Certified.

SUCCESSFUL PLANT COMBINATIONS August 27, 2013

Klyn Nurseries (Perry)

Visually see how you can make a difference in your landscape designs by working with texture, color, form, and the design principles. You will study design solutions for difficult sites and learn about sustainable landscapes. Actual plant material will be used to show various combinations for different effects. Qualifies for 6.5 CEU’s for Landscape Industry Certified.

POND CLINIC September 11, 2013

Chenoweth Golf Course (Akron)

Learn to plan, build, and maintain ponds and water features with this one-day, classroom setting, pond clinic. This class will cover the tools, tips, and the science behind making every pond project a success. This clinic is designed for company owners, landscape salespersons and designers, and field technicians. Qualifies for 8 CEU’s for Landscape Industry Certified.

TO REGISTER ONLINE OR TO RECEIVE ADDITIONAL INFORMATION ABOUT THESE AND OTHER OLA EDUCATION EVENTS, PLEASE VISIT WWW.OHIOLANDSCAPERS.ORG AND CLICK ON THE EDUCATION PAGE.