Issue link: http://winesandvines.uberflip.com/i/70680
GRAPE GRO WING ing seminars and networking with growers in the region, around the state and even in other regions of the United States. Encourag- ing your employees to grow professionally through education and training will keep them stimulated and performing at an optimum level. The type, level and amount of education and training will vary based on the type of job an employee occupies. Employee relations Establishing clear and positive employee relations policies and practices creates a more positive company culture and also decreases your exposure to legal liability issues. Moreover, it will create an open and more relaxed working environment. Encouraging your employees to grow professionally through education and training will keep them stimulated and performing at an optimum level. It is important to have regular employee meetings to encour- age good and open communication. A documented job perfor- mance system that describes how employees will be evaluated for job performance, and what will occur if there are discipline issues, is highly recommended, as is a documented grievance process. The importance of a recognition program for employ- ee job performance, years of service and safety record has al- ready been mentioned. References 1. C. P. Ohmart, C. P. Storm and S. K. Matthiasson. 2008. "Lodi Wine- grower's Workbook 2nd Edition." Lodi Winegrape Commission 350pp. 2. lodiwine.com/Lodi_rules_Companion_Document.pdf 3. B. Nelson, K. Blanchard, and S. Schudlich. 2005. "1001 Ways to reward Employees." Workman Publishing Co. C. Ventrice. 2009. "Make Their Day! Employee recognition That Works." Berrett—Koehler Publishers inc. Compensation and benefits Employee recognition may or may not include a monetary bonus. The purpose of an employee recognition system is to recognize employees for contributing to the overall business strategy of the company. Contributions come in many forms such as good work ethics, good safety performance, customer service, length of service, teamwork or community service. Recognition might include praise, a gift certificate, a team outing, a bonus or salary increase and/or promotion. Health benefits are another form of compensation. There are many ways to compensate employees and some good books have been written on the topic.3 Social equity, the third "E" of sustainability, is complex and challenging to implement well. However, doing it well will likely mean the difference between a successful sustainable business compared to one that never reaches its full potential or even fails. I have just scratched the surface of this topic but hopefully pro- vided some food for thought along the way. Dr. Cliff Ohmart is vice president of professional services for SureHar- Mori_Nov05.qxt 9/19/05 3:29 PM Page 1AgfastDriplok_Sept07 8/9/07 11:56 AM P vest. Previously he served as research/IPM director at the Lodi-Wood- bridge Winegrape Commission. He has been writing about sustainable winegrowing issues for Wines & Vines since 1998. Won't deteriorate in hot or cold weather or in harsh chemical environments. DRIPLOK™ SUPPLIERS OF QUALITY VIRUS CERTIFIED GRAFTED GRAPEVINES Deadline for Custom Grafted Order For Spring Planting is January of Previous Year For Further Information & Pricing Please Call or Write 1912 Concession 4 R.R. #2 Niagara-on-the-Lake Ontario, Canada LOS 1J0 Phone: 905-468-0822 Fax: 905-468-0344 80 Wines & Vines MAY 201 1 Irrigation Dripline Holder •DripLok™ won't stretch out of shape. •Its built-in 'saddle' prohibits cutting into drip tubing. •Withstands mechanical harvesting stress. •Competitively priced. •Conveniently packaged. •Will last up to 5 years in the field. •Available in 2 sizes. For your nearest dealer, contact: Toll-Free: 877.552-4828 909.451.2299 • Fax: 909.593-8309