Our May issue is now live, which means our Top 100 issue is officially out! Take a look at which companies rose (or fell) on the list, plus see which newcomers made the cut. Is your company on the list? Shout us out on social media!
FULTON, Mo. — Danuser has introduced a new mounting system to make its EP Auger compatible for mini skid-steers. The auger features a planetary gear drive that is up to 42% stronger, with greater torque for drilling through hard-compacted surfaces.
“Models range from 6 to 35 GPM and from 1,500 to 3,500 PSI, making this a very versatile tool for the construction and agricultural industries,” said Glenn Danuser, company co-owner.
Other features include the following:
- The mount utilizes the same EP unit with the housing (no need to stock a special unit).
- Swings from a knuckle to allow left-to-right, forward-to-back leveling.
- Most vehicles with 72 inches or greater hinge pin height may use standard 4-foot-length
augers. Hinge pin heights 71 inches or shorter require 3-foot-length augers, maximum.
Mounts are also available for front-end loaders, backhoes, excavators and other skid-steer models. To learn more, visit Danuser.com.
This month we feature our annual Top 100 list, which is a ranking of the largest companies in the landscaping industry. But this column focuses on something smaller – specifically, the recent conversation over a minimum wage increase. We surveyed our readership about the topic, and here are some of the results from approximately 200 respondents.
- To give you an idea of who was surveyed, the majority of our respondents (62%) have a gross annual revenue of below $1 million.
- 45% said all hourly employees are paid more than $15.
- When asked how much the federal minimum wage should be increased by, 23% said by more than $5 dollars. That was the most popular choice, followed 19% who were in favor of a $3 increase. Almost 18% said it should stay the same.
- If the minimum wage is increased to $15, 72% said they would increase the prices for services, while 30% would have to reduce their total labor force. 38% expect they will be able to absorb the labor cost increases.
- In comparison, if the minimum wage increased to $11, 70% said they’d be able to absorb the costs, while 42% said they would increase prices for services. Only 9% said they would have to reduce their labor force.
- If increased to $15, 7% said they’d close their business, while 4% said they’d do so if increased to $11.
- A potential minimum wage increase hasn’t necessarily spurred action. Only 19% said they reached out to elected officials in the House or Senate about the issue and only 7% reached out to a state or national association.
We also received well thought out comments on the matter, which included feedback on how some companies have been preparing, and others who raised their concerns about a possible raise. For those additional thoughts, see below:
A reasonable increase would have little impact to us in year 1 and 2 but as the increased pressure on the lower end of the wages makes its way up would have in impact over year 3-5. An unreasonable increase such as 15/hour would immediately impact wages all the way up to 20+/hour. We would have to look hard at overhead structure, get thinner in management and reduce capital spending.
It will have an impact across all verticals within the economy thus impacting the Green Industry. Let the free market operate. There are many individuals (high school, retired) willing and able to work for a decent wage that does not penalize the business. Full time staff are often paid the $15 or higher in most green industry companies to ensure we get the staff. Benefits add to the compensation. The more restrictions laid upon a business the greater the challenge to manage the costs. Labor is a large cost bucket in the P&L. It will push us to lessen the FTE count as a whole.
The minimum wage increase would affect our business projections with increased operating cost compared to what has been projected. The employees that are currently at $15+/hr. will I believe expect raises as well to compensate for the price increases of goods and services that they will see in their off hours and free time ventures. The value chain doesn't stop at the lowest entry level employee, all will want and expect to be given greater compensation as those higher up with more job responsibilities will then perceive they are working for less.
It will not directly affect our business because we currently pay our full time employees $15 or more. I think it will indirectly affect us because other businesses will have to make an increase and that cost will get passed on to consumers, which will then increase costs of goods we purchase or services we pay for which may in turn cause us to increase our prices.
I might have to raise my prices, but I do that every year anyway. I might get more business because other LCOs could go out of business, as they don’t want to pay more than $8 per hour.
I have been paying $15 for the past 3 years. A person with a family deserves a decent wage to meet today’s expenses. Either pay a livable wage or pay welfare.
Current federal minimum wage is ridiculously low. Only one of the 4 states we operate in is at $7.25. The marketplace has already pushed our minimum to $13, $15 across the board -- would stretch us but the minimum has to increase.
Landscaping services are a luxury that some people may eliminate if their prices go up this could lower my customer base
We currently pay more than minimum for all positions. Wages have seen a spike well before this new proposed pay hike came up. We included surcharge language in all contracts to address any future new legislated or mandated. State and Federal wage changes several years ago.
Labor availability is already an issue in CT. Raising the minimum wage on top of the enhanced unemployment just makes it more difficult to operate. We are using more equipment and less people by necessity. May drop our snow removal services due to the lack of labor.
We currently pay all of our full-time staff $15 or more. Part time staff/students are typically between $9-$13/hr. As long as we hit our sales budget for the year, we will be able to absorb a minimum wage increase without issues. We believe in paying people a living wage, especially full-time adult workers supporting a family. The only reason we did not say an increase of more than $5 is we believe minors, inexperienced workers, and seasonal workers in our area should be at $11-12/hr vs. $15. It's just hard to justify paying a 17-year-old that has never mow $15/hr, but that is a personal opinion more than a financial opinion.
It wouldn't in the near term as my employees are all above $15/hr. I rely heavily on the H-2B program that dictates our local starting wage which is higher than the proposed $15/hr. As a matter of fairness and to ensure a cohesive team I must pay local hires equal or more. This in turn drives up our supervisors pay and our overall pricing model. in the long term, it may create more scarcity of entry level laborers as they will be willing to do easier jobs for similar pay.
Been preparing for this for two years. It is overdue. Wish they had raised a little bit every few years instead of waiting and doing a huge jump.
MILWAUKEE – Landscape Associates of De Pere recently joined Kujawa Enterprises, a Milwaukee provider in commercial landscape services, expanding service offerings into the Green Bay and Fox Valley Region of Wisconsin.
Landscape Associates, founded in 1990 by Gerry Andrews, has provided commercial and residential landscape management and construction services. Andrews will continue to provide local leadership of the company alongside his existing management team.
“This partnership secures the future for Landscape Associates and our employees,” said Gerry Andrews. “We’re excited to see the great things that are ahead of us.”
KEI, family operated for 57 years, is a partner company of Sperber Landscape Companies and is a full-service four-season landscape management contractor.
READ MORE: Sperber partnered with KEI in 2019
“Gerry has done a wonderful job building such a well-respected organization,” said KEI President, Chris Kujawa. “KEI is excited to bring together two excellent family-oriented Wisconsin companies and we are thrilled to become a part of the fabric of the Green Bay community.”
“The need to grow their business—to attract, retain, and maximize each customer relationship—is what keeps every field service owner and executive awake at night. Slingshot is not just the market leader at helping its customers grow, it is the only organization of its kind in our industry that has a proven track record of using omni-channel communication software to close more deals for its customers,” said David F. Giannetto, CEO of WorkWave. “By bringing such an outstanding organization into WorkWave, we will be able to provide unique integrations into our solutions that will increase the unparalleled advantage our customers have over their competition, reinforcing that WorkWave is the premier partner to service organizations.”
Customers can utilize this platform and the Slingshot team to enable or outsource their sales operation. Slingshot will continue to support its customers operating on non-WorkWave platforms, but new integrations with WorkWave solutions will increase the value for customers in the WorkWave family.
“We’re thrilled to be a part of WorkWave’s industry leadership and portfolio of solutions, working together to provide strong, measurable value for our customers,” said Jon Soldan, CEO of Slingshot and now SVP of Slingshot Operations for WorkWave. “Slingshot has always been about enabling conversations and more effective interactions between home service professionals and their customers, and by joining forces with WorkWave, we’ll be able to accelerate our goal of a tech-enabled contact center with 360-degree data and reporting, better scheduling and payment opportunities, and greater conversion for our customers.”
WorkWave’s acquisition of Slingshot is a natural extension of EQT and TA Associate’s recent decision for WorkWave to be a free-standing company.