The latest ALCC news, including Colorado Green NOW articles, legislative updates, and programming announcements. 

DEFOLIATING insects in CO- if left uncontrolled, will kill the trees Email
Written by Colorado Green Now   
Wednesday, August 21, 2024 12:00 AM

Colorado Green Now

Rare insects are now being spotted in Colorado

1. Mimosa Webworm - Mature caterpillars are up to 1 inch (25 mm) long, grayish to dark brown and have five white stripes running the length of the body. During summer, large loose tents produced by the fall webworm (Hyphantria cunea) are seen on the branches of cottonwoods, chokecherry, and many other plants. Occasionally early spring outbreaks of caterpillars of the tiger moth (Lophocampa species) attract attention. Four species of tent caterpillars occur in Colorado. 

2. Douglas fir Tussock Moth - In Colorado, isolated outbreaks tend to be cyclic in nature and may occur in intervals of seven to 10 years across the state. Adult male moths are a non-descript, gray-brown moths with feathery antennae and a wingspread of 1-1 1/4 inches (25-32 mm). The female is flightless and notably different from the male in that it has rudimentary wings and a large abdomen, usually about 3/4 inch (19 mm) long. Young larvae possess fine hairs; older larvae have two tufts behind the head, one posterior tuft, and four dense tussocks located along the back. Larvae grow up to 1 1/4 inches (32 mm). Eggs are laid in a mass on top of the cocoon from which the female moth emerges.

Control of both insects is relatively easy. However, they produce hundreds of eggs and can spread quickly!

Homadaula anisocentra, also known as the mimosa webworm, is a species of moth in the family Galacticidae. It is considered a pest of ornamental plants. They attack the leaves of mimosa and honey locust. This species was introduced into the United States from China in the 1940s.

Mimosa webworms attack both mimosa and honey locust trees. Widespread use of thornless honey locusts as ornamentals has heightened interest in the control of this insect because all varieties of the tree are susceptible to attack.

Damage is done by webworm caterpillars, which web foliage together and skeletonize leaflets. The insect has two generations each year. However, injury is most noticeable by August when second-generation larvae are at the peak of activity. Continued feeding may cause infested trees to turn brown as if scorched by fire.

DESCRIPTION AND LIFE HISTORY

Adult mimosa webworms are small, silvery-gray moths which have wings stippled with black dots. Moths of the first generation appear in early June, while those of the second generation are seen in late July and early August. Adults lay eggs on foliage and in old webbing. Eggs are tiny, oval, and at first pearly-white, but turn pink as hatching time nears. Full-grown caterpillars are about 1 inch long and grayish brown in color with five lime green stripes running lengthwise down the body. They have a dark head, and the body is sometimes tinged with pink.

First-generation caterpillars spin their cocoons between the folded leaves that they have webbed together. Second-generation caterpillars leave the tree canopy to find a site where they can spend the winter in cocoons protected from cold temperatures. In urban areas, this is often on tree trunks near buildings and paved areas or on the buildings themselves. The white cocoons resemble puffed rice and are often found in groups.

SUSCEPTIBILITY OF HONEYLOCUST

Due to their inability to survive cold temperatures, mimosa webworm tends to be a problem in urban areas. Of all thornless honey locust clones, Sunburst seems to be the most susceptible to webworm attack. Other varieties including Shade master, Skyline, Moraine and Imperial are less susceptible but still subject to severe injury. Mass plantings of ANY of the thornless varieties should be avoided unless the trees can be sprayed.

CONTROL RECOMMENDATIONS

In the absence of pesticide use, mimosa webworm problems occur in sheltered urban areas or along roadsides. The many insects and birds that feed on the caterpillars are likely to prevent the injury from harming tree health. To prevent unsightly amounts of webbing, trees can be sprayed with insecticides that target young caterpillars in mid-late June and in late July to early August.

 

The Douglas-fir tussock moth is a common defoliator of Douglas-fir and true firs. 

Hosts—In forested settings, the Douglas-fir tussock moth prefers Douglas fir. It is also occasionally found on true firs or spruce. Forest infestations can be intense, and other species of conifers surrounding Douglas-fir trees are often also defoliated. In urban settings, blue spruce is attacked. Urban infestations are often confined to individual trees, and the same trees may be attacked year after year, which can cause considerable damage or mortality.

Life Cycle—Douglas-fir tussock moth has a 1-year life cycle and overwinters as eggs. Egg hatch coincides with bud burst. Larvae pass through four to six molts. Pupation occurs anytime from late July to the end of August inside a thin cocoon of silken webbing mixed with larval hairs. Adults appear from late July into November, depending on the location. The female moth emits a sex pheromone that attracts males. Damage—The first sign of attack appears in late spring as young larvae feed on current year’s foliage, causing it to shrivel and turn reddish brown. As larvae mature, they feed on older needles. Defoliation occurs first at tops of trees and outer branches and then, as the season progresses, on lower crowns and inner branches of the host tree. During a severe defoliation event, trees will appear as skeletons once the damaged needles have fallen off, and cocoons and egg masses will be visible year-round in the lower tree canopy. Damage from severe defoliation can lead to tree death or predispose trees to subsequent bark beetle attacks. Douglas-fir tussock moth can be one of the most damaging of western defoliators.

Management—Natural controls, including predators, parasitoids, and a nuclear polyhedrosis virus (NPV), keep the tussock moth populations low most of the time. The natural controls, especially the NPV, also act to bring populations back under control during an outbreak. Douglas-fir tussock moth populations seem to follow a cyclical outbreak pattern, with outbreaks occurring every 8-12 years and lasting for 2-4 years. If applied control is desired, there are registered insecticides that might be used to reduce outbreak populations. The NPV has been made into a biocontrol (under the name TM-Biocontrol) and has been used in areas where rare Lepidoptera co-occurs with the tussock moth. The microbial pesticide Bacillus thuringiensis var. kurstaki (B.t.k.) is not hazardous to most beneficial insects, birds, small mammals, and aquatic systems. However, B.t.k. results against the tussock moth have not been consistent. Other contact chemical insecticides are also available for tussock moth management. Tussockosis—Hairs on the tussock moth larvae can cause an allergic reaction in humans. The most common reaction is skin irritation. Rashes, watery eyes, and sneezing are common symptoms. Avoid handling the larvae, and wash after exposure.

 

Read more in this issue of Colorado Green Now: 

Jim Borland 1946-2024

Yellow Wax Bells - Bold Heft in the Shade

 
U.S Department of Labor Announces Updated Overtime Rule Email
Written by Colorado Green Now   
Monday, August 12, 2024 12:00 AM

Colorado Green Now

The U.S. Department of Labor has revised the overtime exemption regulations under the Federal Fair Labor Standards Act (FLSA). Effective July 1, 2024, fewer employees qualify for overtime exemptions, which may increase labor costs.

Overview of Overtime

Employees may be paid overtime regardless of whether they are paid on an hourly or salary basis. An employee is not entitled to overtime when they fall within an FLSA exemption. Regular overtime pay is 1.5 times the normal pay rate and kicks in after 40 hours of work have been performed that week. Whether the employee qualifies as exempt hinges on both the nature of the job duties and the amount of compensation.

Nature of Job Duties

The recent revision to the FLSA does not directly change the standing exemptions. Individuals who are not exempt include those who perform manual labor such as construction work, manufacturing, or driving vehicles. If an employee is a manager or office worker, they may fall within the exemptions. The three main overtime exemptions are managerial, administrative, and professional.

(a)    Managerial Exemption: Employees primarily overseeing company departments or subdivisions, managing at least two full-time employees, and earning above the standard salary level (SSL).

(b)    Administrative Exemption: Employees primarily engage in nonmanual work related to business operations, exercising discretion and independent judgment, and earning above the SSL.

(c)    Professional Exemption: Employees performing work necessitating advanced knowledge or creativity in a recognized field and earning above the SSL.

Please keep in mind that team leaders, foremen, crew leads, and other workers who work on job sites or in the field do NOT qualify for any salary exemption.

AMENDMENT: Adjusted Minimum Compensation Threshold

Employees who earn below the standard salary level (SSL) are not eligible for overtime exemption, regardless of the duties their job entails. On July 1, 2024, the SSL increased from $684 per week to $844 per week. So, if an employee makes less than $844 per week, or $43,888 annually for a year-round worker, then the employee may not be exempt from overtime, even if they would otherwise have qualified under an exemption. The weekly salary will rise again, on January 1, 2025, to $1,128 per week or $58,656 per year. Every three years, beginning January 1, 2025, these standard salary level thresholds will adjust to align with changes in worker salaries to facilitate a smoother adaptation for employees.

Revised Highly Compensated Employee (HCE) Threshold

If an employee is highly compensated, then the FLSA allows some employers to avoid paying overtime. Employees who fit within the Highly Compensated Employees (HCE) exemption are those who earn more than the HCE exemption level, do not perform manual labor duties, and regularly perform either executive, administrative, and/or professional duties. The revision that took place on July 1, 2024, increased the HCE exemption from $107,432 annum to $132,964 an annum. This will increase again on January 1, 2025, to $151,164.

Potential Legal Challenges

While the U.S. Department of Labor has approved this rule, legal challenges could impede its implementation. Stay updated on any developments regarding legal challenges and their potential impact on the enforcement of the rules. Overtime Pay | U.S. Department of Labor (dol.gov)

 

Read more in this issue of Colorado Green Now:

The power of team meetings

JLS Landscape & Sprinkler celebrates multiple generations of leadership as it approaches 50th anniversary

 
The power of team meetings Email
Written by colorado green now   
Monday, August 12, 2024 12:00 AM

Colorado Green Now

It’s a fact. Teams with structured plans and regular meetings achieve greater success and faster growth. From spring kick-off sessions to weekly leader gatherings and monthly team assemblies, collective growth emerges as the linchpin.

These meetings transcend mere administrative duties; they infuse sustainable growth and cultivate a culture of collaboration, motivation, and excellence within the team.

Effective communications and planning form the bedrock of every thriving landscape enterprise. Team meetings facilitate the establishment of clear objectives, alignment of team efforts, and formulation of strategies to meet weekly, monthly, and seasonal goals.

Objectives and goals: Delineate the business’s objectives whether acquiring clients, completing projects, or meeting revenue targets. Defining objectives provides the team with a roadmap.

Workload distribution and scheduling: Assess upcoming season workload and distribute tasks accordingly to ensure efficient project completion and meeting deadlines without overwhelming team members.

Equipment maintenance and upgrades: Ensure all equipment is in optimal condition and discuss upgrades or replacements to enhance productivity and safety.

Safety protocols: Review safety procedures to minimize accidents, emphasizing adherence to guidelines for employee and client protection.

Customer service and satisfaction: Stress the importance of exceptional service and prioritize client satisfaction, strategizing ways to exceed expectations and address feedback promptly. 

While addressing these core topics lays the groundwork for success, optional discussions during kick-off or monthly meetings can inspire team members and foster a positive work environment.

Professional development opportunities: Encourage team members to pursue training or certification to enhance skills, benefiting both individual performance and overall team capabilities.

Team building activities: Plan exercises or outings to build camaraderie and trust, promoting effective communication and cooperation on the job site.

Recognition and rewards: Celebrate exceptional performance to motivate continued excellence whether through verbal praise, bonuses, or incentives.

Sustainability initiatives: Explore sustainable resources to scale and grow the business responsibly.

By implementing regular team meetings for better planning, setting goals, and reviewing best processes, companies can emphasize training their teams with the necessary skills and tools and aligning the employees with efficient systems and implementations, which can empower them to tackle complex projects and scale their business efficiently. 

 
JLS Landscape & Sprinkler celebrates multiple generations of leadership as it approaches 50th anniversary Email
Written by Vicky Uhland   
Sunday, July 21, 2024 12:00 AM

Colorado Green Now

Over the years, the “JLS” in JLS Landscape & Sprinkler has represented different stages for the company.

In 1975, when John Reffel Jr. and his son, John Reffel III, decided to start their own residential lawn sprinkler company after working together at Keesen Lawn Sprinkler, it was named John’s Lawn Sprinkler.

JLS became an acronym for John’s Lawn Sprinkler as the business expanded and John IV and Jeremy joined the team. In 2001, John III’s wife, Linda, took over the company’s administrative and bookkeeping responsibilities. Family members joked that JLS stood for John, Linda and Sons.

Now, as John III and Linda step down and pass the business to John IV and his younger brother, Jeremy, John IV’s teenage daughter Sabrina is pondering whether the “S” in JLS could stand for Sabrina.

But as much as the JLS name evolves, one thing is certain: As it approaches its 50th anniversary, this family-owned company still prides itself on communication, honesty, integrity, giving back to its employees and the community, and, as Linda puts it, “setting good goals.”

The JLS evolution 

For its first quarter century of existence, JLS specialized in residential irrigation installation, repair and snow services. In 1999, the company made several changes by focusing on commercial clients and phased out its residential clients over an 18-month period so it could provide focused and higher quality services to commercial clients. Today, JLS provides landscape and snow-management services to office, retail and industrial clients.

“There can be more consistency with commercial clients,” John IV says, noting that compared to residential clients, commercial property managers may better understand how prices are determined. “Services and readiness come with a cost, and professionalism and years of experience are factored in.”

JLS has long prided itself on its certifications and involvement in professional organizations. John III helped write the first training manuals for ALCC’s Certified Landscape Technician (CLT), currently known as the Landscape Industry Certified Technician (LICT), test. At the time, John IV was the youngest person to become a triple CLT: maintenance, installation and irrigation. Jeremy is also LICT certified. Both sons speak Spanish, and John IV was involved with creating the LICT Spanish standards.

John III is a LEED (Leadership in Energy & Environmental Design) Accredited Professional, John IV is a LEED Green Associate, and Jeremy is a licensed pesticide applicator. A growing number of JLS’ clients ask for ecologically friendly services like xeriscaping, green roofs, minimal pesticide use, composting and recycling of all jobsite waste, and irrigation system water conservation. JLS prides itself on keeping up with and supporting sustainable practices.

“One of our main goals was to be able to keep our employees through the winter and have a year-round workforce,” John IV says. While JLS utilizes guest worker programs, replacing seasonal workers with full-time employees helps ensure the consistency and family feeling that’s important to the Reffels.

Today, JLS’ business is 60 percent “white side,” or winter-based, and 40 percent “green side,” or landscape based. The majority of its work year-round.

The family tradition

Just as John III started out in lawn sprinklers working with his father, John IV and Jeremy joined the family business at young ages. “When we were kids, maybe 10 or 12, we would come down to the shop, and my dad would pay us to sweep out trailers and clean trucks,” John IV remembers. “Dad encouraged us to get our CLT certifications early on.”

But as the boss’ sons, the lawn was not necessarily greener. “I started running installation maintenance crews at age 17 or 18, and it was very intimidating to manage guys much older than me,” John IV recalls. “I had to stay confident in myself and my abilities, but also ask for other people’s thoughts and ideas. Our parents instilled in us at an early age the value of family, honesty and hard work.”

When the company’s transition between the generations is official this summer, John IV will serve as CEO and Jeremy will be COO. Linda will stay on for a while to oversee financial management, human resources and legal duties. In preparation for the transition, JLS hired an office manager, Erin Duran.

And John III? “We’re trying to get him to step away, but I imagine The Third is going to want to pop in and drink his coffee and check in some mornings,” John IV says. “He will always be available for advice if needed.”

The JLS future

Like her father, John IV, Sabrina Reffel is showing interest in learning the family business at a young age. “About three years ago, when she was 14, she saw me using my person al compressor to blow out our home irrigation system,” John IV says. “She asked if she could borrow my compressor and wheelbarrow and started knocking on neighbors’ doors, asking to do their sprinkler blowouts.”

Whether or not JLS will soon stand for John, Little brother Jeremy and Sabrina, the current management team has plenty of plans for the future.

The Sedalia-based company services customers from Firestone to Monument and Evergreen to Denver International Airport. Eventually, John IV says they’d like JLS to expand to the Western Slope.

The company is also embracing technology. JLS debuted two robotic mowers in May and is looking at autonomous sidewalk snowplows and de-icing machines.

“There are opportunities out there for everybody,” John IV says. “Hopefully, we can double or triple size in next 10 to 20 years."

 

Read more in this issue of Colorado Green Now: 

The power of team meetings

U.S Department of Labor Announces Updated Overtime Rule

 
Colorado Water Plan initiatives are making water-wise landscapes a reality Email
Written by Jenna Battson   
Tuesday, July 09, 2024 12:00 AM

Colorado Green Now

Since the Colorado Water Plan (Water Plan) launched in January 2023, the Colorado Water Conservation Board (CWCB) has worked diligently to advance and implement the plan’s 50 Agency Actions. This effort has led to significant progress in the transformative landscape change space outlined in the Water Plan and in Agency Action 1.7. Advancements include key strategies that speak to the CWCB’s commitment to this work, including managing the state’s first Turf Replacement Program, leading a first-of-its-kind Urban Landscape Conservation Task Force and granting over $1 million for continued landscape transformation efforts.

Immediately following the release of the Water Plan, the CWCB launched the Turf Replacement Program, which helped 50 eligible entities across Colorado advance trans formative landscape change in their communities. Awarded entities could either create turf replacement incentive programs or identify specific water-intensive areas to convert to drought-resistant and water-wise landscapes.

The CWCB also led a year-long Urban Landscape Conservation Task Force, which released a final report in January 2024. The report, synthesizing insight from industry leaders across the state, incorporates recommendations from the 21 task force members to advance landscape transformation beyond turf removal efforts to address additional research needs and complementary initiatives. These include supporting prohibitions on nonfunctional turf installations, continuing education and outreach around the benefits of xeriscape, and partnering with the landscape industry to promote water-wise landscapes.

In September 2023, the CWCB Board awarded Resource Central a $1.5 million Water Plan Grant, the largest ever awarded in the water conservation category. The grant will help accelerate transformative landscape change across the state through turf removal and replacement. Resource Central is also working with the CWCB to launch a Trans formative Landscape Change (TLC) Challenge to increase local examples of water-wise landscapes. Resource Central will work directly with up to 15 local communities to replace maintained high-water-use turf in highly visible areas with functional irrigation systems and Garden in a Box kits filled with drought- tolerant perennials. The application window closed on June 1.

While much has been accomplished relatively quickly in the transformative landscape change space, CWCB is still hard at work.

Forthcoming initiatives range from working with partners to develop a do-it-yourself guide for home turf replacement to managing another round of funding for the Turf Re placement Program. To stay updated on these initiatives and learn about new efforts (once available), please visit engagecwcb.org.

Read more in this issue of Colorado Green Now:

Hot and dry conditions the summer could push the state to drought status

Colorado water communities unite to create new water ethic

 

 
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