Ohio Ag Manager

by: Chris Zoller- Extension Educator, ANR

The exact dates vary depending upon your source, but the Pew Research Foundation has established birth years between 1981 and 1996 as the Millennial generation (also referred to as Generation Y or Gen Y) .  Researchers Neil Howe and William Strauss have identified the birth years for millennials as 1981 to 2004. Interestingly, Baby Boomer (those born between 1946 and 1964) is the only generation the United States Census Bureau defines.

What considerations should you have as an employer if you have employees (family or non-family) that are considered a part of this generation?  It’s not fair to paint all Millennials with a broad brush when describing this generation, but following are a few considerations when working with this generation.

The Millennial Generation
This is considered to be the most energetic, educated, and diverse generation that is also technology savvy and conscious of social issues.  Members of this generation have been influenced by terrorist attacks, school shootings, and the emergence of the Internet.  Approximately one-third of the U.S. workforce is made up of Millennials and it’s estimated they will comprise nearly one-half of the workforce by 2020.

Work-Life Balance and Flexibility
Millennials are very protective of their time away from work.  Millennials are leaders when it comes to having flexibility in the workplace.  A Bentley University study found that Millennial employees are almost twice as likely to have a spouse or partner working at least part-time compared to the Boomer Generation.  As a result, Millennials report finding time for themselves, getting enough sleep, and managing their personal and work life as being significant concerns.
The following question was asked of the Bentley University study participants: How much do you agree or disagree with the following statements if your company provided increased flexibility and/or paid parental leave?

What Do Millennials Value?  What Motivates Millennials?

Millennials are not unlike previous generations when it comes to wanting to perform meaningful work and contribute to the mission of the business.  “A survey published by the Harvard Business Review found that employees of all generations value meaningful work, yet every generation perceived that the other generations are only in it for the money, don’t work as hard, and do not care about meaning.”  I’ve reached an age where I find myself saying things like those reported in the Harvard Business Review…  Millennials also value mentoring, want to develop relationships with their employer and co-workers, desire to enhance their skills, believe training is important, and embrace technology.  This generation tends to believe that the work day doesn’t have to be ten hours.
Millennials are motivated to find ways that make production agriculture more efficient and profitable.  The entrepreneurial spirit and knowledge of technology this generation has will continue to impact agriculture.  It’s happening all around us – robotic milkers, the use of drones, apps, etc.

Work Assets
The Millennial generation has many assets they can offer to agriculture that are positive.  A consumer mentality is one started with Generation X and continues today with Millennials.  This mentality will continue to force everyone in agriculture to re-think food production and be cognizant of what consumers want, need, and desire.  Knowledge of computers and related technology can help farms better manage and interpret data to make more informed decisions.  Technology is fast paced, ever changing, and will continue to influence food production.  Millennials tend to be optimistic, goal oriented, have a positive attitude, and enjoy working with others.  These are positive attributes of employees in any business.

Work Liabilities
As with all young people, Millennials lack experience.  This is normal.  Just remember this as you work with employees in this generation – they have high expectations, focus on achieving goals, and are able and willing to learn.  Millennials prefer a structured work environment, need supervision, can be impatient, and may lack skills needed to effectively deal with difficult people.

Summary
What does all of this mean for you as an employer?  Your approach to employee scheduling may be a bit different than how you’ve done it in the past – keep in mind the high value that Millennials place on achieving a work-personal life balance.  Capitalize on the desire many in this generation have to achieve goals, perform work that is meaningful, work with others, and engage in training.  In addition, allow employees with the technology skills to help you better manage your farm for the future.  Technology will continue to impact agriculture and you will need to continually explore and evaluate the best technology for your farm business.  More employees are entering agriculture with no or limited production experience.  Be aware that your training programs may need to be more focused and incorporate hands-on activities.
Sources
Multi-Generational Impacts on the Workplace, Bentley University, 2017
Generational Differences Chart, West Midland Family Center, www.wmfc.org
Millennials in Agriculture – Part 1, Michigan State University Extension, 2017

(Originally published in Farm & Dairy, September 27, 2018)

by: Chris Zoller, Extension Educator, ANR in Tuscarawas County

Developing employees is critical for the success of any farm.  We say that, but do we believe it?  New products, technologies, and practices are changing rapidly on dairy farms, and we know an employee development program will enable them to make better decisions and solve problems.  But do employees really want to learn?  Results of a survey recently released show that employees do want to learn!

Michigan State University interviewed 174 dairy farm employees representing 13 farms.  Employees were asked to rate their interest in learning.  A scale of 1 (“I already know enough to do my job”) to 5 (“I am interested in dairy and I want to learn more”) was used.  The average was 4.73.  In other words, they nearly unanimously selected 5 – “I am interested in dairy and I want to learn more”.

What do you think farm owners and managers believed employees would answer?  Using the same scale, they rated employee interest in learning at 3.27.  This is a much different ranking when compared to the one provided by employees.

What does this mean? Which picture is truer? Do employees really want to learn or were they just saying what they thought the interviewer wanted to hear?  These are not meaningless questions – in fact, the extent and investment by farm owners in employee training depends on the answer.  Employers have been reluctant to believe the results based on their own experience.  Maybe their experience is a result of poor training methods, an incorrect approach, or poor timing.

Two veterinarians recently shared examples that strongly reinforce the results of this research.  On one farm a graduate student (also a veterinarian) was gathering data for a research project.  She described how employees asked her to teach them more about disease diagnosis, treatment, and why and how diseases occur.  She scheduled a time to go back to talk to the employees about the transition period.  She planned to be there no more than one and a half hours, but (because of the questions) was at the farm for three hours!

A second veterinarian reported on the results of a lunch meeting with employees from one farm.  The veterinarian anticipated being with the group for no more than one hour.  He reported being with the group for two hours because of the number of questions from the employees!

Why do the experiences of these veterinarians, and the results of the research, differ from what some dairy producers experience?  Maybe the answer is in what the veterinarians indicated.  Here are some key points:

• Attitude – the veterinarians believed employees wanted and were capable of learning, and they wanted to help them
• Language – they were able to speak the same language of the employees
• Time – they made time to meet with the employees
• Why – they explained cow physiology, “why” things happen, and “why” protocols are as they are

There may be other reasons, but the point is to recognize the desire most employees have to learn.  Feed that desire and your employees will respond.  Maybe you schedule time one day a week for a “dairy talk time” with your employees.  Any topic is available for discussion or let employees suggest a topic in advance.

Create an environment where learning is encouraged and you will gain employee loyalty and satisfaction.

This article was originally published in the Farm & Dairy newspaper, May 2017.

(Source:  This is a summary of a research project conducted by Phil Durst and Stanley Moore, Michigan State University.  Read more at: Hungry to learn?  Phil Durst, Michigan State University Extension, http://msue-anr.msu.edu/news/hungry_to_learn)

Source: Chris Zoller, Extension Educator, ANR, Tuscarawas County

Young people may be approaching you in the next few weeks looking for a summer job on your farm. Will you hire someone on the spot?  Do you have work available for a minor to perform?  Can a minor perform the same tasks as an adult?  What do state and federal child labor laws say about youth employed in agriculture?

Determine Your Needs

• What jobs do you have available?
• Are there livestock tasks that need performed?
• What cropping tasks need completed?
• For how many hours do you need an employee?
• Are there special requirements you must be aware of when employing minors?

Tasks Defined as Hazardous

It’s not surprising that there are certain tasks in agriculture that have been identified as “hazardous” by the federal government. Ohio has adopted the same list.  What’s included on this list?

• Operating a tractor of over 20 PTO horsepower, or connecting or disconnecting an implement or any of its parts to or from such a tractor;
• Operating or working with a corn picker, grain combine, hay mower, forage harvester, hay baler, potato digger, mobile pea viner, feed grinder, crop dryer, forage blower, auger conveyer, unloading mechanism of a non-gravity type self-unloading wagon or trailer, power post hole digger, power post driver, or non-walking type rotary tiller;
• Operating or working with a trencher or earthmoving equipment, fork lift, potato combine, or power driven circular, band, or chain saw;
• Working in a yard, stall, or pen occupied by a bull, boar, or stud horse maintained for breeding purposes; a sow with suckling pigs; or a cow with a newborn calf (with umbilical cord present);
• Felling, buckling, skidding, loading, or unloading timber with a butt diameter of greater than six inches;
• Working from a ladder or scaffold at a height of over 20 feet;
• Driving a bus, truck, or automobile to transport passengers, or riding on a tractor as a passenger or helper;
• Working inside: a fruit, forage, or grain storage designed to retain an oxygen-deficient or toxic atmosphere; an upright silo within two weeks after silage has been added or when a top unloading device is in operating position; a manure pit; or a horizontal silo while operating a tractor for packing purposes;
• Handling or applying toxic agricultural chemicals identified by the words “danger,” “poison,” or “warning” or a skull and crossbones on the label;
• Handling or transporting explosives;
• Transporting, transferring, or applying anhydrous ammonia

The prohibition of employment in hazardous occupations does not apply to youths employed on farms owned or operated by their parents. In addition, there are some exemptions from this prohibition:

• 14 & 15 year old students enrolled in vocational agriculture programs are exempt from certain hazardous occupations when certain requirements are met; and
• Minors aged 14 & 15 who hold certificates of completion of training under a 4-H or vocational agriculture training program may work outside school hours on certain equipment for which they have been trained

Minimum Age Standards for Agricultural Employment

• Youths ages 16 & above may work in any farm job at any time
• Youths age 14 & 15 may work outside school hours in jobs NOT declared hazardous by the Secretary of Labor, unless the minor holds a 4-H or vocational agriculture tractor operation or machinery operation certificate. The certificate must be kept on file by the employer.
• Youths 12 & 13 years of age may work outside of school hours in non-hazardous jobs on farms that also employ their parent(s) or with written parental consent
• Youth under 12 years of age may work outside of school hours in non-hazardous jobs with parental consent, but only on farms where none of the employees are subject to the minimum wage requirements of the Fair Labor Standards Act (FLSA)
• Youths 10 &11 years old may hand harvest short-season crops outside school hours for no more than eight weeks between June 1 & October 15 if their employers have obtained special waivers from the Secretary of Labor
• Youths of any age may work at any time in any job on a farm owned or operated by their parents

Who Enforces the Laws and What are the Penalties?

Investigators of the Wage and Hour Division enforce youth employment provisions of the FLSA. They have full authority to conduct investigations, gather date, and assess compliance with the laws.

An employer that violates the youth employment provisions may be subject to civil money penalties (CMPs). The amount of the CMP assessment depends upon the application of statutory and regulatory factors to the specific circumstances of the case.

Generally speaking, child labor CMP assessments will be higher if the violation contributed to the injury or death of the youth involved. The severity of any such injury will be taken into account in determining the amount of a CMP.  A CMP assessment may be decreased based on the size of the farm business.  Also, CMP assessments will reflect the gravity of the violation and may be doubled if the violation is determined to be willful or repeated.

A CMP assessment for a violation that causes death or serious injury of a minor is subject to a higher statutory cap. An injury qualifies as a “serious injury” for this purpose if it involves permanent or substantial harm.  Both the significance of the injury and duration of recovery are relevant in determining whether an injury is serious.  If more than one violation caused a single death or serious injury, more than one CMP may be assessed.  Finally, CMP assessments based on the death or serious injury of a minor may be doubled to a higher statutory cap if the violation is determined to be willful or repeated.

How to Comply with the Law

To be certain you are in compliance with the laws regulating the employment of minors in agriculture, take a few precautions to protect everyone involved.

• Verify the child’s age and keep records
• Review and understand the list of agricultural work considered hazardous
• Remember that only your children and grandchildren are exempt from hazardous jobs
• Instruct minor employees about the jobs they may not perform
• Review safety procedures with employees
• For 14 and 15 year olds who have completed a 4-H or vocational agriculture tractor or machinery operation course, retain a copy of the certificate.

A job on a farm is a great opportunity for young people to learn about agriculture. It’s also a good way for them to earn money toward a vehicle or furthering their education. View your farm operation as a way to provide opportunities for young people, but make certain you understand and follow the law.

Sources

U.S. Department of Labor, Wage & Hour Division, http://www.wagehour.dol.gov

Peggy Hall and Catharine Daniels, Ohio Agricultural Law Blog, June 10, 2013, https://ohioaglaw.wordpress.com/tag/employing-minors-on-farms/