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PANTS on 3-Aug-10 8:30 AM

Tue, 03 Aug 2010 13:30:00 GMT

PANTS
Start Date: 3-Aug-10 8:30 AM
End Time: 5-Aug-10 5:30 PM
Location: Greater Philadelphia Expo Center, Oaks, PA 19456
Event Details:

PANTS - The Penn Atlantic Nursery Trade Show
has made its mark as the green industry event that provides the best summer opportunity to network with suppliers. And as THE FIRST SHOW OF THE BUYING SEASON, PANTS offers you the first opportunity to find out what the hot new trends are so you can jump ahead of your competition. See what's new, learn the trends and talk to over 500 exhibiting companies about how to make the most out of your spring 2010 season!

Greater Philadelphia Expo Center

100 Station Avenue

Oaks, PA 19456

Earthwormjobs.com Annual Scholarship Poker Run on 28-Aug-10 8:30 AM

Sat, 28 Aug 2010 13:30:00 GMT

Earthwormjobs.com Annual Scholarship Poker Run
Start Date: 28-Aug-10 8:30 AM
End Time: 28-Aug-10 5:30 PM

ASLA 2010 Annual Meeting & EXPO on 10-Sep-10 8:30 AM

Fri, 10 Sep 2010 13:30:00 GMT

ASLA 2010 Annual Meeting & EXPO
Start Date: 10-Sep-10 8:30 AM
End Time: 13-Sep-10 5:30 PM
Location: Walter E. Washington Convention Center, Washington, DC
Event Details:

The ASLA 2010 Annual Meeting and EXPO in Washington, DC, will be the largest gathering of landscape architecture professionals in the world. More than 6,000 attendees and 400 exhibitors are expected to participate. ASLA annual meeting attendees consistently rate the EXPO as the “most valuable event” of the entire conference:

85 percent of attendees report they spend up to six hours in the EXPO.
Attendees have purchasing power: depending on the size of the firm and the design specialty, the majority of attendees buy $5 million to over $50 million in products each year.
86 percent of attendees say they have purchased products they viewed at the EXPO.
More than 95 percent of exhibitors from the past two years say the EXPO meets or exceeds their goals and expectations.
Nearly 50 percent of attendees say the EXPO is the only national trade show they attend.

The average EXPO attendee…

is 36-55 years old,
has more than 16 years of experience in the field,
purchases between $5 million and $50 million in products each year, and
travels more than 500 miles to attend the annual meeting and EXPO.

Key product specifiers attend the ASLA EXPO…

Landscape Architects and Designers
Design-Builders
Landscape Contractors
Nursery Owners
Architects
Engineers
Facilities Managers
And other landscape architecture industry professionals

2010 EXPO Schedule
Thursday and Friday, September 9-10	Exhibitor Move-In 8:00 am – 5:00 pm
Saturday, September 11	EXPO Open 9:30 am - 5:00 pm
Sunday, September 12	EXPO Open 9:30 am - 5:00 pm
Monday, September 13	Exhibitor Move-Out

Walter E. Washington Convention Center

The Landscape Show on 23-Sep-10 8:30 AM

Thu, 23 Sep 2010 13:30:00 GMT

The Landscape Show
Start Date: 23-Sep-10 8:30 AM
End Time: 3-Oct-10 5:30 PM
Location: Orange County Convention Center, Orlando, FL
Event Details:


1:00 – 5:00 p.m.	Island & Large Exhibit Set-Up


8:00 a.m. - 5:00 p.m.	Exhibitor Move In
9:00 a.m. - 5:00 p.m.	Exhibitor Registration Open


8:00 a.m. - 5:00 p.m.	Exhibitor Move In
8:00 a.m. - 5:00 p.m.	Registration Open
8:00 a.m. - 2:00 p.m.	Annual Landscape Show/SHARE Golf Tournament Villas of Grand Cypress Golf Course
8:00 a.m. - 12:00 p.m.	Visual Impact Imaging EARTHSCAPES Landscape Design Software Training Session To register, contact sales@visualimpactimaging.com 330-259-7661
12:30 p.m. - 4:45 p.m.	Florida Water Star Technical Training


9:00 - 10:00 a.m.	FNGLA Economic Trends Presentation featuring Dr. Hank Fishkind Badge required for admission
10:00 a.m. - 5:00 p.m.	The Landscape Show Open Badge required for admission
10:00 a.m. - 5:00 p.m.	Discover Area Open (Vertical Gardens Showcase, Sustainable Landscaping & more)
10:00 a.m. - 4:00 p.m.	Florida’s Blood Centers Blood Donation Drive
10:30 a.m. - 4:45 p.m.	FNGLA Short Course
10:30 a.m. - 4:00 p.m.	Hourly Demonstrations
3:00 – 4:00 p.m.	Industry Social Media Connections Meeting (Facebook, LinkedIn, Twitter)
4:00 p.m. - 5:00 p.m.	Wedgworth Leadership Institute Alumni Meeting
5:30 - 6:30 p.m.	Opening Day Reception at the Rosen Plaza Hotel - Show Badge required


7:00 – 9:30 a.m.	FNGLA Short Course Tour of Aquatica
7:45 – 9:00 a.m.	FNGLA SWAT Team Breakfast
8:00 a.m. - 5:00 p.m.	Irrigation Association Class: Drip Irrigation Design, Scheduling, Maintenance
9:00 a.m. - 5:00 p.m.	The Landscape Show Open Badge required for admission
9:00 a.m. - 5:00 p.m.	Discover Area Open (Vertical Gardens Showcase, Sustainable Landscaping and more)
9:00 a.m. - 1:30 p.m.	FNGLA Short Course
9:00 - 12:00 p.m.	FNGLA Career Fair
10:00 a.m. - 4:00 p.m.	Hourly Demonstrations
10:00 a.m. - 4:00 p.m.	Florida’s Blood Centers Blood Donation Drive
1:00 - 2:00 p.m.	FNGLA PAC Meeting - FNGLA PAC Lounge, Booth 2703
1:30 - 5:00 p.m.	FNGLA Judge Certification Training - Room W240A
5:00 - 6:30 p.m.	Association of FL Native Nurseries (AFNN)
7:00 p.m. - 10:00 p.m.	FNGLA Landscape Awards Banquet Rosen Plaza Hotel


8:00 a.m. - 9:00 a.m.	Adam Putnam Fundraiser at the Rosen Plaza
8:00 a.m. - 5:00 p.m.	Irrigation Association Class – Advanced Irrigation Design for Water Conservation
8:00 a.m. – 12:30 p.m.	Irrigation Association Certification Exam - Room W240A
9:00 a.m. - 2:00 p.m.	The Landscape Show Open Badge required for admission
9:00 a.m. - 2:00 p.m.	Discover Area Open (Vertical Gardens Showcase, Sustainable Landscaping and more)
9:30 – 10:30 a.m.	FNGLA/SHARE Endowment Advisory Committee
10:00 a.m. - 1:00 p.m.	Hourly Demonstrations

Orange County Convention Center

INFO TANZA 2010 on 20-Oct-10 8:30 AM

Wed, 20 Oct 2010 13:30:00 GMT

INFO TANZA 2010
Start Date: 20-Oct-10 8:30 AM
End Time: 23-Oct-10 5:30 PM
Location: Not Determined at this point, Atlanta, Georgia
Event Details:

Wednesday

8:00 a.m.- 12:00 p.m.
Firestone Certification
Bill Johnson
Classroom

12:00 p.m.- 1:00 p.m.
Networking Lunch--Courtyard Cafe
1:00 p.m.- 5:00 p.m.
Hands on Learning seaming, corners, ins/outs, attachments
Bill Johnson & Dave Jones
Parking Deck

5:00 p.m.- 7:00 p.m.
Happy Hour at Courtyard Cafe

7:00 p.m.
Network Dinner at Courtyard Cafe

Thursday

9:00 a.m.- 10:00 a.m.
Bead Filtration
Mike White
Classroom

10:15 a.m.- 11:15 a.m.
Floating Islands
Bruce Kania
Classroom

11:30 a.m.- 12:00 a.m.
Question & Answer on this Morning’s Topics
Mike White & Bruce Kania
Classroom

12:00 p.m.- 1:00 p.m.
Network Lunch at Courtyard Cafe

1:00 p.m.- 2:00 p.m.
Liner on Large Projects
Dave Jones
Classroom

2:15 p.m.- 3:15 p.m.
Air Diffusers
Warren Franz
Classroom

3:30 p.m.- 4:30 p.m.
Marketing/Internet
John Olson
Classroom

4:30 p.m.- 5:00 p.m.
Question & Answer on Today’s Topics
Dave Jones, Warren Franz & John Olson
Classroom

5:00 p.m.- 7:00 p.m.
Happy Hour at Courtyard Cafe

7:00 p.m.
Network Dinner at Courtyard Cafe

Friday

9:00 a.m.- 10:00 a.m.
Bacteria
Ed Cassidy
Classroom

10:15 a.m. -11:15 a.m.
ShinMaywa Submersible Pumps and CSI Variable Frequency Drives
Adam Bates & Art Hantla
Classroom

11:30 a.m.- 12:00 a.m.
Question & Answer on Today’s Topics
Ed Cassidy, Adam Bates & Art Hantla
Classroom

12:00 p.m.- 1:00 p.m.
Network Lunch at Courtyard Cafe

1:00 p.m. -2:00 p.m.
LED Lighting
Ken Hendry
Classroom

2:15 p.m.- 3:15 p.m.
External Pumps
Ben Ashe
Classroom

3:30 p.m.- 4:30 p.m.
Photography To Enhance Marketability
Louis Tonsmeire
Classroom

4:30 p.m.- 5:00 p.m.
Question & Answer on Today’s Topics
Ken Hendry, Ben Ashe & Louis Tonsmeire
Classroom

5:00 p.m.- 7:00 p.m.
Happy Hour at Courtyard Cafe

7:00 p.m.
Network Dinner at Courtyard Cafe

Saturday

9:00 a.m.- 10:00 a.m.
Business Diversity for a Down Economy
Warren Thoma
Classroom

10:15 a.m.- 11:15 a.m.
Fish Health
Vicki Vaughan
Classroom

11:30 a.m.- 12:00 a.m.
Question & Answer on Today’s Topics
Warren Thoma & Vicki Vaughan
Classroom

12:00 p.m.- 1:00 p.m.
Network Lunch at Courtyard Cafe

1:00 p.m.- 2:00 p.m.
Certification within the Industry
TBA
Classroom

2:15 p.m.- 5:00 p.m.
Round Table Discussions
Classroom

5:00 p.m.- 7:00 p.m.
Happy Hour at Courtyard Cafe

7:00 p.m.
Annual Banquet & Awards at Courtyard Cafe

Not Determined at this point

Green Industry Conference (GIC) 2010 on 27-Oct-10 8:30 AM

Wed, 27 Oct 2010 13:30:00 GMT

Green Industry Conference (GIC) 2010
Start Date: 27-Oct-10 8:30 AM
End Time: 31-Oct-10 5:30 PM
Location: Marriott Louisville Downtown/Kentucky Expo Center, Louisville, Kentucky
Event Details:

PLANET's Green Industry Conference SCHEDULE-AT-A-GLANCE October 28 - 31, 2009
Tuesday, October 27 - Louisville Marriott Downtown
	Leadership/Committee Meetings
Wednesday, October 28 - Louisville Marriott Downtown
7:30 a.m. - 3:00 p.m.	PAC Golf Outing
9:00 a.m.-12:00 p.m.	Workshops - Paluch and Harwood
11:00 a.m. - 5:00 p.m.	Maker's Mark Distillery Tour
1:00 p.m.- 4:00 p.m.	Workshops - Kehoe and Hayter
5:00 p.m.- 6:30 p.m.	New Member/1st Timer's Orientation - Sponsor: Bayer Environmental Science
7:00 p.m.- 8:30 p.m.	Welcome Reception - Sponsor: Cub Cadet Commercial
8:00 p.m. - 10:00 p.m.	PLANET'S LIVE AUCTION
Thursday, October 29
7:00 a.m.- 8:30 a.m.	Breakfast With Champions - Sponsor: Caterpillar Inc.
9:00 a.m. - 5:00 p.m.	GIE+EXPO Show
9:30 a.m. - 11:00 a.m.	Concurrent Sessions
2:00 p.m. - 3:30 p.m.	Concurrent Sessions
5:00 p.m. - 6:30 p.m.	PLANET Keynote - Sponsor: JOHN DEERE
6:30 p.m. - 7:30 p.m.	Specialty Group Receptions - Sponsors: Caterpillar Inc., J. Thomas Distributors, Project EverGreen, and Syngenta Lawn & Garden
7:00 p.m. - 10:00 p.m.	Concert on 4th Street
Friday, October 30
7:00 a.m. - 8:30 a.m.	Breakfast With Champions - Sponsors: Ewing Irrigation Products and Mulch Mule by Green Industry Innovators
9:00 a.m. - 5:00 p.m.	GIE+EXPO Show
9:30 a.m. - 11:00 a.m.	Concurrent Sessions
1:00 p.m.- 2:30 p.m.	Concurrent Sessions
2:45 p.m.- 4:15 p.m.	Concurrent Sessions
4:00 p.m. - 5:00 p.m.	Faculty Forum
5:00 p.m.	Awards Presentation - Reception Sponsor: Husqvarna
6:00 p.m.- 8:30 p.m.	Student Industry Roundtable
7:00 p.m.-10:00 p.m.	Concert on 4th Street
Saturday, October 31
7:00 a.m.- 8:30 a.m.	Breakfast with Champions
8:30 a.m. - 12:30 p.m.	Certification Exam
9:00 a.m.-1:30 p.m.	GIE+EXPO Show
9:30 a.m. - 10:30 a.m.	Concurrent Sessions
10:45 a.m. - 11:45 a.m.	Concurrent Sessions

Marriott Louisville Downtown/Kentucky Expo Center

GIE+Expo 2010 on 27-Oct-10 8:30 AM

Wed, 27 Oct 2010 13:30:00 GMT

GIE+Expo 2010
Start Date: 27-Oct-10 8:30 AM
End Time: 30-Oct-10 5:30 PM
Location: Kentucky Exposition Center, Louisville, Kentucky
Event Details:

New Products Make All The Difference … In the value of attending. In your bottom line.

GIE+EXPO is your first chance to see what the industry will be buzzing about in 2011. The New Products Arena, featuring only new equipment, will be prominently located on the show floor. Manufacturers’ newest items will be displayed side-by-side on pedestals. Media and visitors alike are invited to attend product launches and supplier announcements.

After talking with exhibitors in their booths, you can step outside to test drive and compare for yourself in the demo area. We’re the only show that offers 19 acres of natural turf adjacent to the indoor exhibits, within easy walking distance and open throughout the show.

With 500 exhibiting companies covering about 500,000 sq. ft. inside the Kentucky Exposition Center and nearly 100 of those companies providing two days of demos, GIE+EXPO is the industry’s largest showcase for:

Outdoor power equipment, distributed through dealers, retailers and distributors for consumer, professional and rental use
Lawn and garden products/ outdoor leisure items, distributed through home centers, dealers and retailers
Light construction and landscape equipment used by general contractors, landscapers, golf course superintendents, municipalities and parks & recreation crews.

Kentucky Exposition Center

2010 Partners in Community Forestry National Conference on 9-Nov-10 8:30 AM

Tue, 09 Nov 2010 14:30:00 GMT

2010 Partners in Community Forestry National Conference
Start Date: 9-Nov-10 8:30 AM
End Time: 11-Nov-10 5:30 PM
Location: Loews Hotel, Philadelphia, Pennsylvania
Event Details:

Join the Arbor Day Foundation and The Home Depot Foundation at the 4th Annual Partners in Community Forestry National Conference, November 9-11, 2010, at the Loews Hotel in Philadelphia, Pennsylvania. This annual learning and networking event continues to grow in its impact on urban forestry programs and now serves as a platform for

Modeling best practices in sustainable partnership models.
Sharing current research and best practices in urban forest management.
Networking with leaders and peers in the urban forest community.

Loews Hotel

Texas Turfgrass Association Annual Conference & Trade Show on 29-Nov-10 8:30 AM

Mon, 29 Nov 2010 14:30:00 GMT

Texas Turfgrass Association Annual Conference & Trade Show
Start Date: 29-Nov-10 8:30 AM
End Time: 1-Dec-10 5:30 PM
Location: Fort Worth Convention Center, Fort Worth, TX

Fort Worth Convention Center

Oregon Landscape Expo on 2-Dec-10 8:30 AM

Thu, 02 Dec 2010 14:30:00 GMT

Oregon Landscape Expo
Start Date: 2-Dec-10 8:30 AM
End Time: 2-Dec-10 5:30 PM
Location: Oregon Convention Center, Portland, OR
Event Details:

The Oregon Landscape Expo is an event that suppliers can market/exhibit
thier products and services to the landscape industry.

This is the place to be for the landscape professional that would like to
view products, services, continuing education and networking
with other professionals in your industry.

Oregon Convention Center

EPA NOW OFFERS TOLL-FREE SPANISH LANGUAGE HOTLINE FOR PESTICIDE QUESTIONS

Fri, 30 Jul 2010 01:30:00 GMT

The U.S. Environmental Protection Agency (EPA) has added a new feature for Spanish-speaking citizens: a toll-free hotline where you can get questions answered about pesticides.

According to the U.S. Census Bureau, 34.5 million people speak Spanish in the United States. Of that number, 57 percent of people ages 41 to 64 need assistance when speaking English.

“Many people have asked EPA to provide a Spanish language hotline for pesticide questions and EPA has responded,” said EPA Regional Administrator Shawn M. Garvin. “There is definitely a need for this service, and it’s another opportunity for EPA to provide needed environmental information to all communities.”

Although pesticides help to keep our home environment clean and free from pests, they can also be dangerous if they are not used and stored properly and kept out of the reach of children. We are told to read the label and that the label will tell us exactly how to handle a pesticide product safely. But, most labels are written in English and that does not help someone who speaks only Spanish or needs some help with reading and understanding English.

The toll-free number is staffed from 8 a.m. to 4:30 p.m. Monday through Friday. Messages in English and Spanish will instruct callers to leave a voice-mail message for after-hours calls or when bilingual staff is not immediately available. The hotline number is (888) 919-4372.

For more information on pesticides and other environmental topics in Spanish, go to http://www.epa.gov/espanol/.

29-Jul-10 8:30 PM

Creating best-in-class Web sites

Fri, 30 Jul 2010 01:00:00 GMT

A company Web site is as integral to the firm’s overall marketing

plan as its logo, trucks, uniforms, branding, advertising,

and so on.

By now, Web sites are pretty standard across the landscape

industry. However, many Web sites remain static once they’re

established. Creating a Web site is not enough. In fact, building

a Web site is just a start. Keeping your company’s Web site

fresh and relevant is the key to success in the online world.

Online Bonanza

Online revenues have reached into the billions of dollars.

Millions of shoppers are now online, purchasing everything

from books and computers to medicine and airline tickets. Top

business reasons for a comprehensive Web site include:

1. To establish your Internet presence

2. To advertise your business

3. To save on advertising costs

4. To save the environment

5. To make business changes quickly

6. To enhance your customer service

7. To protect your local market

8. To reach a specialized market

9. To stay competitive

10. To sell online

Web Sites That Work

What makes a good Web site? A good Web site includes

great content, great design, and great organization. How do

you create good content? This comes by focusing on your audience’s

needs, not on what you’re selling.

It’s always important to examine and re-examine your goals

for your Web site. Your goals will determine what kinds of

things you need to include on your Web site to take it from

being mediocre to being great.

Creating best-in-class Web sites

Keep your site simple. Forget the flashy graphics and focus

on the content. Your home page should clearly state these

things:

· What’s on your site.

· Where to find it.

· How to contact you.

· Why they should explore further.

Everything else is subordinate to these tasks. Remember,

the landscape business is competitive and online readers move

quickly through Web content, unless there’s something that

catches their attention and keeps them there.

The importance of including contact information cannot

be emphasized enough. Be sure and include your business’

phone number on the home page and on every page of your

site. Some companies fall into the trap that an e-mail address

will suffice when a person is searching for their company on the

Web. Don’t fall into this trap! Do include your phone number

where it can be found.

In addition, good Web sites offer the reader:

· Clean design

· Quick loading images

· Ease of use; easy navigation

· Easy to find contact information and a phone number

· Photos, descriptions

· A site map

· Online ordering — if you’re set up to manage this

Search Engine Optimization

As you’re managing your Web site and trying to make it

attractive to your customers and prospects, you also have to

cater to the search engines. Your Web designer and site host

should be able to point you in the right direction, but you

should know that there is no silver bullet that will land you at

the top of search rankings.

Some tips that will help make your Web site be more search

engine friendly:

· Make sure your URL takes the reader directly to your

home page. It should not re-direct the user anywhere

else.

· Keep your URL structure clean and tidy. Doing so not

only helps with search engine rankings, but it also will

give a good visual impression to the site visitor. (It helps

if users can speak your URL or repeat it fairly easily.

· Be sure to keep your site relatively flat, with as few layers

as possible. Don’t make the search engines follow a dozen

links to get to the deepest levels of your site.

· Before your site goes live, you must have some form of

accurate analytics in place so you can measure your site’s

traffic and progress. It’s never too early to start thinking

about your stats.

· There is an endless supply of analytics options to choose

from out there. Google Analytics is a free option that can

give you most, if not all, of the data you will need.

· Ensure that ALL pages of your site include unique Title

tags (the information that appears in the browser title bar

at the top of the window) and Meta Description tags (a

short description of the document, usually consisting of

20 to 25 words or less – try to make it as compelling as

possible).

· Work on getting as many links from relevant industry

Web sites as possible. The more links you can get from

reputable sources, the better the overall performance of

your site.

· Most people don’t read Web sites; they scan them.

· Split your home page into chunks so visitors can quickly

assess whether or not there’s anything there for them.

· Use key words throughout the content on your site.

These words should be based on how your customers

search for you on the Web or the types of questions they

ask when they call your office.

· Without going overboard, be sure and include hyperlinks

and bolding of key words.

A site that is always growing, and always getting new links,

has the best chance of getting a stable top 10 listing on Google.

The Harvest Group is a landscape industry organization that

coaches owners and managers on becoming “best-in-class” landscape

companies, enabling them to reach their ultimate business

potential. You can reach them at harvestlandscapeconsulting.

com.

29-Jul-10 8:00 PM

Tips for Success - Interview Tips

Tue, 06 Jul 2010 01:00:00 GMT

Interview Tips:

Do some research on the business before the interview. (See "How to Find a Job," "Research the Employer.")
Practice interviewing.
Go alone. Do not take children or friends.
Greet the employer with a handshake.
Make frequent eye contact.
Smile, be polite, and try to relax.
Listen carefully to the questions asked. Ask the interviewer to restate a question if you are confused.
Answer questions as directly as possible.
Be upbeat and make positive statements.
If you've worked before, talk about what you learned from it.
Use examples of how your skills and abilities would fit the job.
Bring your "Fact Sheet" with telephone numbers and addresses of your references and former employers, just in case you are asked to complete an application. (See "The Application," "Fact Sheet.")

Questions to Expect (What the Employer May Ask You):

Tell me about yourself. (This is often an ice-breaker question. Keep the answer job or skill related.)
What do you know about the type of work we do? (This is your chance to tell what you know from the research you completed ahead of time.)
What is your weakness? (Always make this a positive answer. For example, "My spelling is not always perfect, so I always use a spell checker.")
What are your strengths? (Describe your skills in a way that will show you as a desirable employee for the company.)
Why did you leave your last job? ( Answer with a positive statement. Try not to say: "I was fired," "terminated," "quit," "had no babysitter," or "couldn't get along with coworkers or supervisor". However, you can say: "new job," "contract ended," "seasonal," "temporary," "career change," "returned to school," to raise a family," or "relocated.")
Why have you been unemployed for such a long time? (Tell the truth. Emphasize that you were looking for a good company where you can settle and make a contribution.)
Why should we hire you? (Make a positive statement, such as "I would like the opportunity to work with you and believe that I can do the work.")
Do you have references? (It is most important that you contact your references ahead of time and have their name, current address, and telephone numbers.)

Questions To Ask The Employer:

Who would supervise me?
When are you going to make a hiring decision?
What are the opportunities for advancement?
What kind of training is provided or available?
Is there a dress code?

Pitfalls (Reasons Why People Don't Get Hired):

Untidy personal appearance
Inability to express information clearly
Lack of genuine interest or enthusiasm
Unwillingness to start at the bottom
Negative attitude
Lack of eye contact
Incomplete or sloppy application
Being late for the interview

Closing

At the end of the interview:

Thank the interviewers for their time.
Request a business card.
Shake hands in closing.
Two or three days after the interview send a thank you note addressed to the interviewers

Thank You Notes

After your interview, be sure to write a thank you note to the employer or interviewer. This is very important because a thank you note gives you one more chance to remind the employer about the special skills that you can bring to the company.

It is a good idea to request the interviewer's business card before leaving the interview. This will help when writing your thank you note to correctly spell the interviewer's name and job title.

Tips for thank you notes:

Neatly hand write or type the note.
Address the note to the interviewer or the lead interviewer.
Keep it short. (No longer than one page.)
First paragraph: Thank the employer for the interview. Also, mention that you are interested in the position.
Second paragraph: Briefly state a few of your skills without repeating the information on your resume word for word. Include any important information not mentioned at the interview.
Third paragraph: Provide your contact information, telephone number with area code, and an e-mail address, if available.
Sign the note with your first and last name.
Proofread the note to check for spelling or grammar errors. Ask another person to proofread the note.
Mail the note within two to three days after your interview.

5-Jul-10 8:00 PM

LAWN CARE SUMMIT

Fri, 02 Jul 2010 03:00:00 GMT

The National Pest Management Association and PLANET again join forces to provide lawn care professionals with both technical and management educational sessions at the Lawn Care Summit, a national forum on current trends and future developments in lawn care, to be held in Atlanta, Georgia, December 1–3, 2010, at the Hyatt Regency Atlanta. To make your room reservations, call (800) 233-1234 and ask for the Lawn Care Summit rate: $119.00 single/double occupancy.

The programming, developed by leaders in the lawn care field, will feature respected experts from national firms sharing their thoughts on what the future holds, as well as seasoned veterans offering practical advice on how they are dealing with current issues in the field.

For more information about this event, call the PLANET office at (800) 395-2522.

1-Jul-10 10:00 PM

Workforce 2010

Fri, 02 Jul 2010 02:00:00 GMT

We are in the midst of some of the most dramatic

and sweeping workforce changes in the United

States in decades. These changes are not coming

gradually; they’re cascading down like an avalanche. So,

what’s happening? What does it mean? And, where is this all

going?

What’s happening?

Although there is much to say about how we got to this

point, too much government or the lack of it, unemployment

is the 800 pound gorilla in the room. Here’s what the U.S.

workforce looks like right now:

Unemployment: Unemployment shot up from 5 percent in

early 2007 to 10 percent by late 2009. At this writing, the unemployment

rate is at 9.9 percent, which translates to roughly 15

million unemployed individuals. The average length of time

on unemployment benefits is 33 weeks. Fifty-nine percent of

unemployed workers have been out for over one year. There

are 6.2 unemployed workers for every job opening. The current

extension of time for unemployment benefits brings the

total of $300.00 to $500.00 per week for up to 99 weeks.

The numbers for almost all private industry jobs are in

decline. The construction industry is the biggest loser, with

an unemployment rate at 21.8 percent. Only federal jobs are

increasing as the government is actually hiring hundreds of

thousands of new employees. The federal government has

the lowest unemployment rate at 3.4 percent.

Wages: The average hourly wage in the United States is

currently $22.47 per hour; the average weekly pay is $766.23.

Although those wage numbers keep going up, so too does

the price of everything we buy. As a result, the actual buying

power of that money continues to drop, which technically

means that wages are dropping.

Productivity: Productivity is measured by dividing the

total value of all American goods produced by the number

of work hours it took to produce it. Just prior to the start of

the recession in 2008, productivity numbers were less than 1

percent growth per quarter. Once job cuts began, the productivity

rates began to climb. By the end of 2009, productivity

had jumped to 6.9 percent.

Unions: The number of people in unions has been dropping

steadily for more than 50 years. Back then, more than 36

percent of the American private industry workforce belonged

to a union; that number is now at 7.2 percent and dropping.

However, the percent of government union members, which

use to be less than 2 percent back then, is now at 37.4 percent

and growing.

Labor legislation: Almost all new labor laws include more

benefits for employees and more mandates and restrictions on

employers, accompanied by thousands of new investigating

agents and heavy penalties for violations. The new health care

bill requires most companies to provide all their employees

with health insurance or face stiff fines. Several bills are proposing

paid sick leave not only for employee illness, but also

for pandemic flu, family illnesses, and school closings. There

are also new posting requirements that encourage employees

to consider joining unions and new regulations providing tax

benefits for companies that hire new employees.

What does it mean?

Unemployment: Although unemployment is high and

hourly workers are easier to find, there is, as always, competition

for the best talent. People who are skilled, talented,

productive, and successful are in demand. If you have workers

with these attributes, take good care of them as other

companies are trying to get them. If you don’t, you will

find there is a very competitive market for good talent, and

those employees are being offered handsome employment

packages. Some surveys are saying that the unemployment

benefits of $300 to $500 per week for as long as 99 weeks are

causing many of the unemployed to delay the stressful process

of job hunting as they find that they can survive as long

as that cushion lasts.

Manpower, the company that provides workers to private

industry, has now branched out into the federal government

as it says that’s where job growth is going to be. This year,

the federal government employee count is expected to hit

2.15 million. There will be more government jobs as government

is now competing with private industry for talent in

more fields, and government jobs tend to pay more. Also, all

government agencies have been directed to convert as many

private industry jobs to government jobs as reasonably possible.

This will keep private industry unemployment high and

government unemployment rates low.

Wages: More than half of all companies cut or froze wages

in 2009. Fifty-four percent of these companies plan to return

to normal pay practices in 2010, and 33 percent will continue

with pay freezes until at least 2011. However, 15 percent said

the pay cuts that were made are permanent. More than 40

percent said there would be no merit pay increases in 2010.

Productivity: The big increase in productivity is a classic

result of all business cycles. As workloads and profits

increase, more people are hired. But, more support people

are hired than frontline producers. Most companies then see

an increase in overhead and employee costs and a decrease

in measurable productivity. When the business cycle turns

down, it’s the support people who are the first to be let go.

The percentage of frontline producers is then higher and

each employee focuses more on doing his/her best work.

Productivity goes up. This means that companies will experience

a higher profitability and will be a little reluctant to start

the hiring cycle again.

Unions: Although the Employee Free Choice Act (EFCA)

doesn’t seem likely to pass this year, some version of it will

likely come to be. Simply stated, EFCA takes away the right

of the employee to a secret ballot in unionizing elections and

denies the company the right to present its side of the issue

to its employees. Eighty-five percent of the federal stimulus

bill expenditures have been spent on hiring or retaining

state employees who are union members. Earlier in 2009, the

president authorized federal agencies to require the use of

union-only contractors on government-funded jobs in excess

of $25 million. Unions are using this new power to begin

new organizing campaigns in many industries. Primary targets

include any industry with large numbers of hourly paid

employees. High on the list of targets are employees in computer

professions and those in medical fields.

Labor legislation: Labor costs are going up as regulations

mandate more employees be provided with paid leave

and benefits. New laws allowing unions greater access to

workplaces and to intranet systems have been announced.

Companies that have had layoffs will not be allowed to hire

H-2B workers, and many of those that are allowed will be

inspected to assure that no American workers were available

for those jobs. Overall, employers will experience more

federal inspections for various labor regulations. The initial

focus will be on exempt versus nonexempt misclassifications,

independent contractors versus employees, wage and overtime

violations, and safety. Tax benefits and credits for hiring

new employees, including CEOs as well as laborers, may be

tempting for those companies that qualify. However, in a

recent poll by Business and Legal Reports (BLR), 74 percent

of employers said they would not hire a new employee to get

the tax break.

Where is this all going?

Unemployment: The unemployment rate is expected

to remain at 8 to 9 percent through 2011. Leading employment

authorities, including the Department of Labor (DOL),

predict a continuation of very high unemployment rates for

at least three years. Many are saying that the tremendous

annual economic growth we became accustomed to before

this recession will never be seen again. They forecast slower

growth while companies focus more on lean management,

and employees have adapted to a new view of their work and

of their leaders at work. This new view is creating a new attitude

in the workforce as indicated in a recent Towers Watson

report.

Surveys by Towers Watson indicate that American workers

have dramatically lowered their career and retirement expectations.

They now feel less inclined to take risks or to attempt

achievements that might “rock the boat.” Job advancement

now takes a backseat to job security and stability. More

employees are seeking greater job security and more benefits.

Even the old concept of one employer for life is gaining

credence again. Seventy-seven percent of the employees

surveyed said they would take a pay cut in return for job

security. Although 60 percent of participants said they would

like to find a different job this year, 81 percent said they are

not looking and don’t plan to for the foreseeable future. Their

focus is on long-term commitment to their employer in

return for some semblance of job security. Beyond security,

their primary interest is “higher levels of compensation.” The

clearest picture arising from these new attitudes is a “workforce

that is hunkered down, risk adverse, and hanging on as

long as it can until, it hopes, it can afford to retire.”

Wages: The freeze on wages will begin to thaw as employers

want to keep those high productivity workers. Of those

who will provide merit increases in 2010, the average merit

pay increase is forecasted to be 1.85 percent. The future

is focused on merit. High performers will see generous

increases, average performers will see lower increases than

in the past, and mediocre employees will see no increases

from most employers; many will be released when higher

performers are available. Higher-level employees will see

much of their increases in merit incentives and bonuses and

more of that will be in company shares or stock.

In large European companies, there is a rising trend to eliminate

or limit incentives and bonuses altogether as a means

to discourage risk taking. That trend is beginning to appear

in American financial institutions. The pay is higher, but the

incentives and bonuses are gone or reduced. The end result

overall is lower compensation. As benefit costs rise, the large

pay increases of the past are expected to remain in the past.

Productivity: Productivity is expected to remain high but

will taper off some later this year. The economy is improving,

but hiring is not expected to significantly improve for

the foreseeable future. However, productivity will become a

major metric companies use to identify the best performers

and determine their compensation.

Unions: Regardless of how current legislation plays out,

the union movement is on the rise. Most companies won’t

want it, but with government influence, more employees

seeking more benefits and job security, and less interest in

the free market entrepreneurial spirit, we are likely to see

more union organizing.

Labor legislation: There will almost certainly be some

form of federally mandated paid leave. Some of these

laws will affect every employer; some will affect only larger

employers with 50 or more employees. But, even part-time

and seasonal employees will be provided with the new paid

leave benefits. Many employers will stop hiring just before

that one employee moves them into the next size bracket that

would obligate them to a new range of mandated regulations.

Few changes are expected in the availability of H-2B workers.

However, immigration regulations are being proposed

that issue biometric Social Security cards to all workers as

a means to control the hiring of illegal immigrant workers.

Equal Employment Opportunity Commission charges have

skyrocketed during the recession, and the new laws will

almost certainly see an even higher increase in those charges.

More laws favoring labor unions and organizing will be

passed, but the greatest union growth will continue to be in

government.

One new trend of note is the increase in employers using

contingent workers (workers brought in only for specific

projects or specific periods). Long used in some industries,

the “use them when you need them; lose them when you

don’t” concept seems to be very attractive to companies

in this new risk-adverse environment. Now that part-time

and temporary employees will be covered under the new

benefit regulations, more workers favor the idea of working

when and where they like. According to the Staffing Industry

Analysis Survey produced by the law firm Littler Mendelson,

the contingent labor force is now estimated to be 13 percent

of the American workforce. That figure is estimated to rise to

30 percent — and possibly as high as 50 percent — after the

recession.

1-Jul-10 9:00 PM

Preventing deaths, injuries, and illnesses of young workers

Fri, 02 Jul 2010 02:00:00 GMT

Young workers can be an asset to your workforce. They

are enthusiastic and eager to learn; however, because

of their biological, social, and economic characteristics,

young workers have unique and substantial risks for

work-related injuries and illnesses. On-the-job injuries to

teens can be costly, even deadly.

Approximately 2.6 million adolescents, ages 16 to 17 years,

worked in the United States in 2007 and, in that year, 38

youths under 18 years of age died from work-related injuries.

The number of teen landscape service fatalities is unknown;

it is likely to be a small number. However, 29 fatalities among

workers 18–19 years old were recorded for landscape services

workers in the 2003–2006 period.

In 2006, an estimated 52,600 work-related injuries and

illnesses among workers 15–17 years of age were treated in

hospital emergency departments. Since only one-third of

work-related injuries are seen in emergency departments,

it appears that each year more than 150,000 youths sustain

work-related injuries and illnesses that require medical

treatment beyond first aid. Some of these injuries cause permanent

disabilities and some are disfiguring.

Employers should take the following steps to protect

young workers:

• Recognize the hazards:

– Reduce the potential for injury or illness for young

workers by assessing and eliminating hazards in the

workplace.

– Make sure the equipment used by young workers

is safe and legal. Visit www.dol.gov/dol/topic/

youthlabor/hazardousjobs.htm or call (866) 4-USADOL(

866-487-2365).

• Supervise young workers:

– Make sure young workers are adequately supervised.

– Make sure supervisors and adult coworkers are

aware of tasks young workers may or may not legally

perform.

– Label equipment that young workers cannot use, or

color-code the uniforms of young workers so coworkers

know not to ask them to perform certain jobs.

• Provide training:

– Provide training to ensure young workers recognize

hazards and are competent in safe work practices.

– Have young workers demonstrate they can perform

assigned tasks safely and correctly.

– Ask young workers for feedback about the training.

• Know and comply with the laws:

– Know and comply with child labor laws and occupational

safety and health regulations that apply to

your business. State laws may be more restrictive

than federal laws, and laws vary considerably from

state to state.

– Post the regulations for workers to read and understand.

For information about federal child labor

laws, visit www.dol.gov/dol/topic/youthlabor/index.

htm or call (866) 4-USA-DOL. For state laws, visit

ilsa.net or youthrules.dol.gov/states.htm, or call (866)

4-USWAGE. Information about OSHA regulations

that apply to all workers is available at osha.gov.

• Develop an injury and illness prevention program:

– Involve supervisors, experienced workers, and teens

in developing a safety program that includes an

injury and illness prevention program and a process

for identifying and solving safety and health

problems.

– Take advantage of the OSHA consultation programs

that are available in every state to help employers

identify hazards and improve their safety and health

management programs. Visit osha.gov/oshprogs/

consult.html.

1-Jul-10 9:00 PM

How changes at EEOC will affect employers

Fri, 02 Jul 2010 02:00:00 GMT

The Equal Employment Opportunity Commission

(EEOC) is led by five Commissioners: currently

three Democrats and two Republicans. On March

27, 2010, President Obama gave recess appointments to

two Democrats and one Republican to complete the composition

of the five Commissioner members of the EEOC.

The Chair of the EEOC, Jacqueline Berrien, was Associate

Counsel for the NAACP and, prior to that, for the ACLU.

Another Commissioner, Chai Feldbum, was a law professor

and legislative counsel to the AIDS project of the ACLU; she

also was involved in drafting the Americans With Disabilities

Act. The Republican appointee, Victoria Lipnic, represented

employers in private practice and worked in the Department

of Labor during the recent Bush administration. Now that

the EEOC is fully staffed at the leadership level, what can

employers expect to see from the Commission?

1. Increased focus on use of credit and background

checks. The EEOC has a lawsuit pending that claims the

use of credit history and criminal background checks has a

discriminatory effect against African Americans, Hispanics,

and males. The EEOC’s theory is that the individuals in these

protected groups are disqualified at a substantially higher

rate than other groups. In such situations, an employer must

show how vital the information is to the employer’s business

and that alternative, less discriminatory approaches are

unavailable.

Applicant credit and criminal background checks are fundamental

for certain jobs. Keep the following factors in mind:

• Companies must comply with the disclosure requirements

under the Fair Credit Reporting and Disclosure

Act.

• Companies should take into consideration the time

frame and severity of the credit information and

criminal conviction. For example, if an individual’s

conviction was several years ago and since that time

he or she held responsible jobs, you might consider

the conviction as a factor that would not deny

employment.

• Companies must be consistent in how they consider

the credit and criminal background check information.

• Companies may ask applicants if they have any criminal

charges currently pending.

• Companies should check to see whether their state has

laws addressing credit and background checks. Several

states prohibit the use of information about prior

arrests.

2. Americans With Disabilities Act issues. This summer,

the EEOC is expected to issue its final rule concerning

the Americans With Disabilities Act (ADA) amendments.

The ADA amendments broaden the definition of what is

considered a “disability.” Remember, the ADA is the only

federal employment law that regulates what an employer

may ask an applicant and when the employer may ask the

question. An employer may not ask questions intended to

result in the disclosure of medical information, unless the

applicant received a “conditional offer,” where the applicant

knows that he or she will be hired pending answers to medical

questions.

3. Focus on age discrimination in hiring. Have you

noticed a change in the quality and experience level of your

applicants? Be careful of making decisions adverse to applicants

who are age 40 or older. The federal Age Discrimination

in Employment Act prohibits discrimination against an individual

who is age 40 or older. Historically, age discrimination

cases more often arose when an employee was terminated,

but there has been an increase in those filed with the EEOC

based on failure to hire.

4. Workplace harassment. This is a subject that seems

to never go away. Whether it is based on race, sex, national

origin, religion, or just obnoxious, offending, and intimidating

behavior, workplace harassment is a continuing area

of focus for the EEOC and plaintiffs’ attorneys. Be sure you

have the proper policies in place, and that you review these

policies with applicants during new employee orientation

and, periodically, with the entire workforce. Include in the

policy review how your organization will reply to concerns

employees express about the behavior of third parties, such

as customers, contractors, and vendors.

Much of the focus of the past few months has been on

overhauling the health care system. Keep in mind that the

legislative and regulatory agenda in Washington includes

other substantial changes to the employer/employee

relationship.

1-Jul-10 9:00 PM

DO YOU HAVE AWARD-WORTHY PROJECTS?

Fri, 02 Jul 2010 02:00:00 GMT

If you’ve been in the business for any length of time, you no doubt have several properties for which a picture is worth more than a thousand words. Have you taken the time to photograph and enter these gems in the PLANET Environmental Improvement Awards Program? Well, there’s still time to enter and save! Submit your entry on or before July 9, 2010, the early-bird deadline, and save 22 percent on your entry fee. That’s $285 by July 9 or $365 after July 9 — the regular deadline is August 13, 2010.

Why apply, you ask? Here’s what Will Spiegelberg, Landscape Industry Certified Mangager, of Chicago-based Spiegelberg Landscape Design, Inc., has to say:

“Beyond the pleasure and gratification of winning a PLANET Grand award, the usefulness of the award in marketing still remains in place five years after I received it. When meeting with new clients, I always make a point of letting them know that we were the recipient of this prestigious award and the significance it means to the industry. Other ways I utilized my Grand Award:

Placed it on our Web site.
Used it on the cover of our company brochure.
Highlighted in presentations to clients.
Sent press releases to my local media.
Used it as a morale booster for my staff.”

Take a look at last year’s Awards Presentation for examples of the vision, dedication, and creative excellence in the award-winning projects. Then review the Tips for a Successful Awards Entry and the Checklist for Awards Entry, and then complete the online, interactive Entry Form. The early-bird deadline is fast approaching, so enter today!

For more details about this awards program, visit the Programs section at LandcareNetwork.org,call Gail Rogers at (800) 395-2522, or send her an e-mail at gailrogers@landcarenetwork.org.

1-Jul-10 9:00 PM

Summer Maintenance Calendars: June through August!

Tue, 22 Jun 2010 02:00:00 GMT

If you are looking for guidelines to maintain your athletic fields, look no further! STMA has compiled maintenance calendars for each climatic region that outline specific practices necessary for June, July and August. These calendars make recommendations for the maintenance necessary each month and why it is necessary. They also advise timing, amounts and frequencies to keep your athletic fields in top playing condition. Click below to view the cool season and warm season calendars.

Cool Season Athletic Field Maintenance Calendar
Warm Season Athletic Field Maintenance Calendar

21-Jun-10 9:00 PM

The 2-Minute Tip for Success

Tue, 22 Jun 2010 02:00:00 GMT

Managers, be they the newest to the most experienced, often enter "bunker mode" during bad economies and recessions. Sometimes paralyzed by fear-for their personal professional or company survival-managers seem frozen and unable to make creative decisions.

Unfortunately, bad economies demand more, not less, creativity from management. It is critical for managers to avoid adopting a "victim mentality," as this will only make a bad situation worse. The demand for enhanced creativity is absolute, as new territories need be discovered to overcome the challenges of recessions. With fewer customers, dollars, and demand, bad economies eliminate the ability of "status quo" strategies to deliver success.

The key to creativity, new ideas, and a "refuse to lose" mentality: optimism. Those who question this requirement should ask themselves, "How will pessimism or status quo help me or my company succeed in this environment?" You will be hard pressed to find any recognized management expert recommend pessimistic or status quo strategies during recessions-or in any environments.

Negative thought never achieves anything but negative results. Status quo, particularly in troubled times, can be just as dangerous, only your demise may be slower and more painful. Optimism, however, gives you the opportunity to succeed. While stellar results are not guaranteed (are they ever?), you'll strongly increase your odds of success.

How to Use Managerial Optimism Correctly to Achieve Success
French psychologists have coined a wonderful phrase for the best strategy. They deem it "intelligent optimism." It's important to differentiate pure theoretical optimism from reality-based positive strategies. Instead of wishing and hoping for good results, managers must understand that they need to take action and understand those components they can control and those that are outside their purview.
Here are some tips to use real-world optimism to its fullest as the single most critical trait of bad economy management.

• Admit that the economy has gone south. Denying or ignoring this unfortunate reality makes it more difficult to employ intelligent optimism as an effective strategy.
• Focus only on that which you can control and ignore that which you cannot. Do you have enough time to accomplish all your targets in any given day, week, or month? Do you know any managers who do? Probably not. Bad economies mandate that you maximize your available time and effort on those issues over which you have control. Wasting time focusing on those negative components, analyzing or agonizing, that are outside of your control can be expensive and dangerous. Concentrate (optimistically) on those issues you can change, modify, improve, and/or eliminate.
• Get in a Planning Mode. Now is the time to take a critical look at your operations and make plans for your facility's future success. Adapt and modify what is necessary to survive now, but develop a plan for where your organization needs to be in the long term. Re-engineering processes now can lead to stronger operations that can adapt to new opportunities.
• Avoid, at all costs, adopting a "victim" mentality. Becoming a "victim" establishes two damaging psychological barriers to success. First, this implies that the economy, company, and workplace problems are all about you. Since you probably had little or no control over the economy, overall company problems, or workplace issues, becoming frozen in time for illogical and useless reasons only hurts your management efforts. Second, feeling like a victim makes it much more challenging to adopt the required optimistic mentality. Your management brain will engage in a mental "tug of war," with the victim feelings counteracting the intelligent optimism you need to succeed.
• Focus on the tools you have; not on what you're lacking. Those who understand the principles of the Law of Attraction realize how critical this tip is to achievement. Concentrating on that which you lack only delivers more of the unfortunate shortage. It's also a wasteful way to spend your valuable time. Believing that you have "enough" and working to maximize the tools and resources you have will give you the power to achieve.
• Spread the optimism around. Contagiousness is one important feature of optimism. Supporting and creating optimism will spread to others, peers and senior management alike. Along with helping your own career, you may be a catalyst for a general company resurgence by exhibiting your intelligent optimism.
• Walk away from negative conversations. Do not participate in the many workplace conversations usually featured by employees complaining, expressing fear of disaster, and/or whining about conditions. Resist the temptation to jump in and further sell your optimism. Unfortunately, interjecting good thoughts into a few peers while they are having a "pity party" might turn their negativism in your direction.

Spread your optimism via words (when appropriate) and behavior consistently. Turning your positive outlook on and off sends confusing messages to your peers and senior management. Consistency is the critical component.

Remember, intelligent optimism is the most effective strategy. By acknowledging that economic problems exist exhibits your understanding of the realities of the marketplace. This stance increases the value of your optimism. It shows that you are not living in a fantasy world. You admit the current day problems, but, instead of whining about the situation, you choose to move forward with creativity, commitment, and positive thoughts.

Adapted from Smart Manager, www.Kellyservices.com

21-Jun-10 9:00 PM

40 Under 40 Awards

noemail@earthwormjobs.com — Mon, 16 Jun 2008 12:00:00 GMT

Press Release June 16, 2008 Lincoln, Nebraska. On May 30, 2008, Jeremy Hunt president of Hunt Irrigation, Inc, and president and founder of Earthwormjobs.com was awarded the prestigious 40 under 40 award by the Lincoln Business Journal along with 39 other young entrepreneurs, executives and professional men and women in the Lincoln and Southeast Nebraska area. When Jeremy Hunt started the irrigation company that bears his name 11 years ago, it was basically a one-man show. With the help of his wife and family, the business has grown to include four full-time employees and six to eight seasonal workers. Hunt Irrigation’s growth was due to his reputation for quality work and water conservation. In just two years of operation Hunt Irrigation was voted Irrigation Company of the Year. Jeremy and Hunt Irrigation, Inc. focus has always been on water conservation, the systems he designs and his company install, along with the components he utilizes conserve between 50,000 and 120,000...

Earthwormjobs.com Adds New Features

noemail@earthwormjobs.com — Mon, 24 Mar 2008 10:00:00 GMT

March 24, 2008 Lincoln NE. In an effort to continually raise the level of professionalism and overall visibility of the Green/Golf Industry Earthwormjobs.com has added new features to our website. One of the new features is our education page. Earthwormjobs.com now list many of the university and colleges that offer programs and or degrees in the Green/Golf Industry. Along with the listings are program descriptions as well as department heads and their contact information.

Earthwormjobs.com has also began to populate the site with associations from all areas of the Green/Golf Industry, ranging from irrigation and landscape to arborist and horticulture, just to name a few. We hope to have this list compiled by April 1, 2008.

Another great feature is the additions to our certification page. We now host the schedule to some of the industries major certification schedules including the Irrigation Association, PLANET (The Landcare Network) and the Rainbird Academy.

Jeremy Hunt founder of Earthwormjobs.com, states “We are currently looking at adding yet another round of features that will supply the Green/Golf Industry Professional with the information he or she needs to set their company apart from the competition. It is my hope that Earthwormjobs.com will become one of the industry leaders in providing not only the Green/Golf Industry professional a way to find highly qualified employees through our job boards, but also supply them with great information that effects their industry everyday. It is our responsibility to become good stewards of our industry and those natural resources that we use everyday”.

Earthwormjobs.com Begins New Era in Green Industry

noemail@earthwormjobs.com — Tue, 30 Oct 2007 19:00:00 GMT

Lincoln, Nebraska - On November 2nd, of this year, Earthworm Jobs will launch its premier job hiring website strictly for the green industry, one of the fastest growing trades in the US. This new job-hiring site will boast the most complete and comprehensive all-in-one site on the web bringing together professionals from every aspect of the environmentally friendly Green Industry. The site will feature both the white collar and blue collar occupations within the Green Industry, including manufacturing, distributing, and consulting to each of the individual disciplines. The highlighted disciplines will include everything from irrigation, landscaping and arborist positions, to herbicide and pesticide applicators, just to name a few. It will also offer an array of information on certification programs, career advice, a message board and links to different scholastic formats that specialize in the Green Industry trades. President and Founder of Earthworm Jobs, Jeremy Hunt (CIC, CLIA),...

TREE PLANTERS

Wed, 14 Jul 2010 19:19:35 GMT

Title: TREE PLANTERS Description: Red Creek Tree Planting is now hiring 60 temporary tree planters to reforest timberlands from 10/01/10 to 05/01/11. Itinerant work in multiple worksites in Southeastern MS, Eastern LA, and Southern and Central AL. Under supervision perform manual labor to reforest timberlands. Hand plant bare-root or containerized trees using a shovel, hoe dad, dibble bar, hoe, or powered auger. Transport trees in a tree bag, select optimum planting location. Dig holes at predetermined intervals using mattock-like tool or dibble. Places seedling in hole and packs soil firmly around plant using foot and planting tool. Worker may perform only part of the planting function such as baring soil, operating auger, or tamping soil around plant. Production standard of 2000 tree seedlings planted per 8 hour day after one week of on the job training. Must lift and carry full seedling bag and planting tool, approx. weight 50 lbs. Extensive walking over rough terrain. Work...

Turf Specialist

Thu, 08 Jul 2010 16:46:22 GMT

Title: Turf Specialist Description: Under direction of the Grounds and Transportation Manager, provides Bentley with in-house professional turf expertise. Assists Grounds crew in all aspects of turf maintenance care. Additional Description of Duties: Performs and schedules seasonal fertilizer and weed control on all campus turf areas. Safely performs all daily turf practices such as mowing, trimming, cleanup, edging, etc. Corrects and/or repairs existing campus irrigation systems. Performs weekly pruning on campus ornamentals. Safely operates power machinery such as mowers, bobcats, tractors, seed slicers, spreaders, sprayers and snow blowers. Assists in all snow removal operations including salting and sanding. Performs daily campus surface trash cleanup. Assists in the moving of furniture and/or equipment as needed. Interacts professionally with members of the Bentley community. Inputs data into the computerized work order system...

Irrigation Technician

Thu, 08 Jul 2010 16:41:20 GMT

Title: Irrigation Technician Description: Irrigation Technician Massey Services, Inc., an industry leader in the Pest, Termite, and Landscape Services is seeking an experienced Irrigation Technician in the Daytona Beach/Port Orange area. The ideal candidate must have a minimum of one (1) year of Residential / Commercial Landscape Irrigation installation, and maintenance experience. Have at least two (2) years experience dealing with irrigation components and systems. We will teach you the technology you need to know through our Comprehensive Paid-Training Program. We offer a GREAT benefits package including medical & dental, 401 (k) retirement plan, flexible spending accounts, extended illness & long term disability insurance, company paid life insurance,paid holidays, vacations, sick days,great advancement opportunities, and much more. If you are looking for a CAREER with a GREAT COMPANY who believes OUR PEOPLE ARE THE DIFFERENCE we want to speak with...

Landscape Technician

Mon, 05 Jul 2010 17:58:04 GMT

Title: Landscape Technician Description: MOWING CREW OPENINGS in Hilliard, Ohio 1+ years experience using a zero turn mower Hours are 8:30 a.m.- approx. 4 pm. P/T and F/T positions Competitive pay Positions starting immediately Must be reliable, and honest Apply online, or email your resume' including salary requirements to buckeyeprolawncare@yahoo.com Must pass a criminal background check and have low points on driving record. Weekly residential and commercial mowing. Maintains grounds by reviewing and completing requests; maintaining equipment; cleaning and maintaining ground covers. Duties: * Prepares for assigned work by reviewing requests; gathering tools and materials. * Maintains groundskeeping equipment by performing preventive maintenance; making repairs; procuring parts and supplies. * Maintains outdoor appearance by cleaning outdoor areas; maintaining...

Landscape Services Supervisor

Mon, 05 Jul 2010 17:52:09 GMT

Title: Landscape Services Supervisor
Description:

Full-time Staff position available immediately.

Responsibilities: perform supervisory and administrative duties for landscape services group leaders and crews.

Minimum qualifications: Eighteen months of specialized training or education beyond high school or equivalent; at least three years of experience in grounds maintenance, landscape installation, nursery, garden center, or related area; at least one year supervisory experience; must possess and maintain a valid Indiana driver's license and be insurable under the university's auto fleet policy.

Preferred qualifications: Associate's degree; over one year of supervisory experience.

Starting salary $40,248 with EXCELLENT BENEFITS

Required Experience:
Education Required:
Planned Duration of Employment: Full Time

Contact info:

Human Resource Services (Add to Contacts)

Ball State University

Landscape Architecture

Thu, 01 Apr 2010 05:00:00 GMT

Desired Position Title: Landscape Architecture Experience: July 2006-Present Full and Part Time Frank Distribution, Madison, WI Merchandiser Performed stocking, building displays, working deliveries, serving accounts at retail stores across Dane County. June-September 2008-09 Full Time City of Madison Parks West Forestry Dept., Madison, WI Arborist Assistant Performed routine climbing and trimming at varying heights, assisting and handling ropes to lower large limbs, planting and removals. May 2007-September 2007 Full Time UW-Madison Grounds Dept. Tree and Shrub Crew, Madison, WI Installed and removed trees and shrubs, maintained irrigation and fertilization applications. Summer 2003, 2005, and 2006 Full Time and Part Time Tumble Down Trails Golf Course, Verona, WI Maintained grounds keeping duties included landscaping, operating heavy machinery, mowing tees, fairways, greens etc. Skills: Clubs/Organizations September 2006-May 2007 American Society of...

Golf Course Superintendent or Grounds Manager

Tue, 19 Jan 2010 15:00:00 GMT

Desired Position Title: Golf Course Superintendent or Grounds Manager Experience: Berry Hills Country Club Charleston, West Virginia 1987 through 2008 Position: Golf Course and Grounds Superintendent Course description: 18 holes, built in 1952, $690,000 maintenance budget, course designed by William Gordon; Greens: Annual bluegrass and Bent-grass; Tees: Bermudagrass and Ryegrass; Fairways: Bermudagrass; Irrigation system: Toro LTC plus Responsibilities – All golf course maintenance, including; mowing, cultural turf practices, fertilizer and pesticide applications, irrigation, personnel management, purchasing and irrigation. – Clay tennis court maintenance – Responsible for the financial results and quality standards of the operation Achievements – Prepared the golf course to WVGA standards for the 2008 West Virginia Open – Raised quality standards of golf course by preparing the course in...

Registration and Subscriber Use Policy

Sun, 25 Apr 2010 22:41:07 GMT

Please Read & Accept Our Subscribing User Policy Before Registering Privacy Reminder -- Protect your personal information by never providing social security, credit card or bank account numbers to prospective employers. This page states the Terms of Use (Terms) under which you (as defined below) may use www.Earthwormjobs.com(Earthwormjobs.com), an on-line service to post and search employment opportunities and User (as defined below) resumes. Earthwormjobs.com features Earthworm networking through message boards, an on-line community designed to facilitate valuable professional and personal networking among its Users based on common experiences and interests. Earthworm Jobs also allows Users to create individual profiles, which may include personal information (”Profiles”), and to make these Profiles, or aspects thereof, public. These Terms include the Earthworm Jobs Privacy Statement and the Earthworm Jobs Premium Fee Policy, each of which is incorporated into...

Thu, 22 Apr 2010 15:58:04 GMT

Site Registration

Tue, 13 Apr 2010 04:07:51 GMT

Register to be a Site User (Job Seeker) and receive access to add your resume, search jobs, read interview tips, and get resume/cover letter tips.

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Green Industry Educational Opportunities

Wed, 24 Feb 2010 15:24:28 GMT

Earthwormjobs.com - Bringing together Professionalism, Education and Career Opportunities Earthwormjobs.com has designed our education section to better inform high school and college students of colleges and universities that offer programs in Green and Golf Industry. It is Earthwormjobs.com ultimate goal to assist those students who have an interest in the Green/Golf Industry by featuring those programs with related course studies. In an effort to aid these students Earthwormjobs.com has formatted our education section by dividing it into three different sections, colleges (2 year programs), universities (4 year programs), and accredited providers (those that offer industry specific certifications). The Green Industry is experiencing tremendous growth and young professionals are in high demand. It is the goal of Earthwormjobs.com to help raise the...

career map

Fri, 05 Feb 2010 03:45:26 GMT

This page is coming soon

Green Industry Jobs at Earthwormjobs.com

Tue, 26 Jan 2010 02:45:31 GMT

Follow us on Facebook & Twitter Help those in Haiti with a $10.00 donation by texting Haiti to 90999 on your cell phone. EWJ 2nd Annual Education Week Feb. 1st - 5th Classes Offered from The IA, PLANET, Kichler,and Aquascapes Both Classes and Exams will be offered Event will be Hosted in Omaha, NE All Resume Posters receive a FREE Earthwormjobs T-Shirt Let The Worm Hook You A Job Today!

Scholarship Recipient

Wed, 20 Jan 2010 20:46:32 GMT

Congratulations to our 1st Annual Scholarship Recipient

Click Here to Read Clint's Essay

Lincoln, NE, January 20, 2010 – Earthwormjobs.com is pleased to announce our 1^ST Annual Scholarship Recipient Clint Skog. Clint is currently attending Southeast Technical Institute located in Sioux Falls, South Dakota. Clint’s commitment to the Green Industry is strong and during his academic career has carried a 4.0 GPA. Clint has been the past recipient of Gene Reiter Memorial Scholarship, the SDNLA Scholarship, and now the Earthwormjobs.com Scholarship.

The Earthwormjobs.com scholarship fund was formed to award scholarships to students who are enrolled in Green Industry programs at two- and four-year colleges and universities across the nation. Promoting and advancing the Green Industry by supporting educational excellence is the ultimate mission of Earthwormjobs.com. This year’s award was $500.00.

Founder of Earthwormjobs.com, Jeremy Hunt stated, “As a steward of the Green Industry for over a decade I felt this scholarship award was an excellent opportunity to offer the next generation of Green Industry Professionals a helping hand in procuring their educational dreams. Being able to impact someone’s personal or educational advancements is a wonderful thing, and if someone shares that same passion for an industry as much as I do then even better. It is my hope that the next generation of Green Industry Professionals will be able to take our industry to the next level."

Economic and Enviromental Effects of Green Roofs

Wed, 20 Jan 2010 13:11:45 GMT

The environmental and economical benefits of green roofs Clint Skog Hundreds of years ago there was an abundance of open grassland that used to catch the rainwater and filter out the pollutants, but now a majority of those grasslands have been replaced by cities and buildings. The rain water that falls on the buildings just falls onto the ground unfiltered and runs off into our watersheds. One of the most environmental friendly things we can do to help with excessive runoff and watershed pollution is the idea of green roofs. The main idea behind green roofs are that the plants and their growing media hold most or all of the rainwater that normally would run off the roofs and have to be carried away by storm water drains and ditches. Storm water tends to pick up excess lawn chemicals, dirt and debris that are carried into streams, lakes and other surface water sources. Fast-flowing storm water can cause erosion and flooding. Studies have found that a typical one story building...

Earthwormjobs Job Posting FAQ

Mon, 23 Nov 2009 00:19:03 GMT

How It Works Post Anytime: Create your job ad in as little as five minutes. Ads appear on Earthwormjobs.com within one business day. An email confirmation lets you know when your ad has been posted. What will my ad look like? Create more detailed, compelling online ads. Our easy-to-use formatting toolbar keeps it simple. Earthworm Jobs doesn't constrain you to a few words or lines, so you can say more about your job and company to attract the right candidates. Your job description can contain up to 25,000 characters (approximately one and half pages). You can add your company logo, company and job descriptions, required experience, required skills and or certifications necessary, education required, as well as salary and benefit information. How do I add Company Logo? On the description text box pick the icon that resembles a pencil and eraser, this will take you to an insert wizard (note all files must have one word names with no...

The History of Halloween

Wed, 11 Nov 2009 23:42:03 GMT

Halloween's origins date back to the ancient Celtic festival of Samhain (pronounced sow-in). The Celts, who lived 2,000 years ago in the area that is now Ireland, the United Kingdom, and northern France, celebrated their new year on November 1. This day marked the end of summer and the harvest and the beginning of the dark, cold winter, a time of year that was often associated with human death. Celts believed that on the night before the new year, the boundary between the worlds of the living and the dead became blurred. On the night of October 31, they celebrated Samhain, when it was believed that the ghosts of the dead returned to earth. In addition to causing trouble and damaging crops, Celts thought that the presence of the otherworldly spirits made it easier for the Druids, or Celtic priests, to make predictions about the future. For a people entirely dependent on the volatile natural world, these prophecies were an important source of comfort and direction during the...

Earthwormjobs New Site

noemail@earthwormjobs.com — Mon, 24 Sep 2007 18:00:00 GMT

Objectives: This is a test Survey to see how it functions and to track the results.

Release Date: 24-Sep-07 1:00 PM
Expiration Date: 23-Oct-07 10:00 PM
Select you best response.

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noemail@earthwormjobs.com — Mon, 10 Sep 2007 18:53:45 GMT

Objectives:

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