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Jacquelyn Nooney Landscape

jnlinc.com

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Acquired | Acquired

About Jacquelyn Nooney Landscape

Jacquelyn Nooney Landscape Inc works with clients designing, building, and maintaining commercial and residential landscapes.On January 14th, 2021, Jacquelyn Nooney Landscape was acquired by Piscataqua Landscaping & Tree Service. The terms of the transaction were not disclosed.

Headquarters Location

483 Harold L. Dow Highway (RT 236)

Eliot, Maine, 03903,

United States

207-439-6075

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Latest Jacquelyn Nooney Landscape News

Piscataqua Landscaping acquires Jacquelyn Nooney Landscape

Jan 14, 2021

Piscataqua Landscaping acquires Jacquelyn Nooney Landscape Owner Jackie Nooney, who has worked in the industry for 38 years, is retiring. Owner Jackie Nooney, who has worked in the industry for 38 years, is retiring, coinciding with the sale of her company. Since January began, JNL has been transitioning most of its staff over to Piscataqua to keep the teams in place for the existing JNL clientele. “We have worked in the same neighborhoods and with some of the same clients as Jackie has over the years and this was an opportunity that is very aligned with our commitment to excellence when it comes to providing landscaping, tree care, and snow management services throughout the Seacoast," said President and CEO of Piscataqua Landscaping & Tree Service Justin Gamester. "It’s an honor for us to continue the fine work the JNL team has become known for over these past four decades and we plan to carry that commitment forward for many more years to come.”   LEBANON, Ohio – Fecon has announced the promotion of Mark Middendorf to senior VP of sales. In his new role, Middendorf oversees the global sales effort for all Fecon products. He has been with the company since 2012 serving first as president of SWX Group, a Fecon subsidiary, VP of sales and currently Senior VP. He gained extensive equipment sales and dealer management experience while working for Toro as national sales manager and Finn Corporation, ultimately becoming a senior VP. He holds a BS in communication from the University of Cincinnati. “Mark is a great communicator and consensus builder and has proven to be a valuable member of the sales team,” said CEO Bob Dieckman. “As a senior VP of sales, he’ll continue to work with sales channel partners and customers throughout the world, helping then to acquire and best utilize their Fecon equipment.” Established in 1992 near Cincinnati, Fecon manufactures the Bull Hog forestry mulcher. They also manufacture tracked carriers and tractors, as well as a full range of attachments and other equipment for vegetation management. Their products are sold through equipment dealers and distributors worldwide. For more information on Fecon products, visit   www.Fecon.com . “Thanks” IS Needed While seeking ways to a boost positivity and productivity, don’t underestimate the power of a simple "thank you." Here are seven way to thank your team for their hard work. Your employees are essential. They keep business humming along at a time when so many others are going under due to challenging business conditions and the ongoing global pandemic. Likewise, employees are struggling, as well. They’re working long hours. They worry about health risks. And they may be coping with a home life that’s been disrupted in some way. In other words, stress is at an all-time high. And while you may not be able to change their day-to-day reality, you can change the way they experience their work life. Saying thank you isn’t just a nice thing to do. It’s smart business. It positively impacts everything from employee well-being to job satisfaction to motivation to productivity. It’s a powerhouse tool for building engagement. Infusing gratitude into the workplace may even be a pathway to building a more empathetic and emotionally intelligent workplace. When a leader begins saying thank you on a regular basis, it truly can boost positive emotions throughout the workforce. In fact, it can unleash a chain reaction of gratitude in which everyone becomes more appreciative of each other. And in hard times, this can do amazing things for morale and make your team unstoppable, even in a pandemic. And saying thank you feels good. It rewards the giver as much as it rewards the recipient. Here are some simple and creative tips for thanking your employees. Recognize and celebrate your team members’ accomplishments For employees working on site, you might hold a socially distanced pizza party, for instance. And don’t forget remote employees. For example, on a Friday, request that everyone finish up half an hour early and host a Zoom happy hour. While everyone is enjoying their snacks, sodas, or beverages of choice, take a few minutes to say thank you to each employee. Get specific about how their hard work has helped the company and share a few things you have noticed they do especially well. Then open it up for employees to thank and complement one another. It’s a great way to create a sense of unity and camaraderie while people are physically separated. Put your “thank-you” on paper The uniqueness of a handwritten note -- especially in this age of emails, Facebook posts, and tweets -- does not go unnoticed. Pick up some cards and write a heartfelt letter of thanks to your employees. There doesn’t have to be an occasion. Simple words of gratitude and encouragement are always uplifting. Of course, if you want to call out someone’s exceptional performance on a recent project, it will be greatly appreciated. As Paul Spiegelman, co-founder of the Small Giants Community, shared, “That note you can get from someone…that says, ‘thank you, you’ve changed my life’…is much more powerful, much more valuable, than any amount of money I could have in the bank.” Extend the gratitude to family members, as well The simple act of sending a special thank-you note to an employee’s spouse, parent, or child can have an exponential impact. (After months of Zoom meetings, you may already be on a first name basis with them as well!) This thank-you can help strengthen the high performer’s personal life, especially when his/her partner or other family member may have felt he/she, too, had sacrificed—from family time lost—as a result of the dedicated effort extended by this hardworking relation. Name an “employee of the week” Each week find someone who is giving their all and name that person employee of the week. You might even drop off a fun certificate to their home along with a crisp $20 bill or a gift card. In difficult times, even a modest gesture means a lot. Get original For example, if you know a team member will be stopping into the office to pick up some more supplies, leave a box of their favorite cookies on their desk for them to see. Mail everyone a $15 gift certificate to a local restaurant to treat all to lunch (and help out a small business in the process). Send everyone company merchandise like pens, tee shirts, or hats. Be generous with flex time… When everyone is stressed and overworked, giving people some freedom with their work schedule helps them stay sane. If someone’s life can be made easier by working a half-day in the morning and finishing their work in the evening, be as accommodating as possible. Also try to make yourself available to them on their schedule if you can. This is a big way to let them know you care. …And encourage time off Say thank you by encouraging people to take mental health days from time to time, as well as their regular vacation days. Also, periodically, dismiss your team early or tell them to come in late the following day. During periods of remote work, employees need reminders that they can make time to recharge and take breaks. Deb Boelkes helps clients create best places to work. She is the award-winning author of The WOW Factor Workplace: How to Create a Best Place to Work Culture and Heartfelt Leadership: How to Capture the Top Spot and Keep on Soaring. Got Salt? If your bins and hoppers are low it may not be the result of a salt shortage, but rather transporting enough material to replenish snow professionals in active markets. Winter 2020-21 is underway and snow professionals in some markets are sounding the alarm bell that salt supplies are becoming strained. For example, snow pros out of the Quad Cities -- a region of five cities including Davenport and Bettendorf in southeastern Iowa, and Rock Island, Moline, and East Moline in northwestern Illinois – recently reported to their local media that their salt bins were becoming bare. So, is this the beginning of a salt shortage for the professional snow and ice management industry? Heading into Winter 2020-21 most contractors were sitting pretty on salt stockpiles leftover from the previous lackluster winter. In some instances, this may have included remnants of salt purchased as far back as Winter 2018-19. According to data compiled in Snow Magazine's 2020 State of the Industry , most snow professionals (39 percent) categorized salt supply and availability as a non-issue this fall. Likewise, 41 percent ranked cost per ton as a low-priority business issue heading into the 2020-21 season. Rob English, Snow Magazine's resident salt industry insider who frequently contributes articles addressing deicing materials, says product availability can be a complex and critical issue for professional snow and ice management contractors. In the Northeast, where Rob is based and serves as president of Chemical Solutions Inc., despite recording 14 inches of snow in December, recent weather trends have called for rain. He hasn’t heard any indicators of salt supply strain in that market. However, Rob says regional supply problems do result from heavy and frequent snow and ice events. So, for a market like the Quad Cities region, which has been the frequent recipient of lake-effect weather this winter, supplies can become strained because it’s difficult to get enough replacement product into those areas. “The shortage is regional and illustrates the need for the end user to take more risk and carry heavier inventory to avoid being caught like this,” he says. “Again, the problem is not having salt, rather It’s getting it to the areas in need and that’s a storage and transportation problem driven by a market that thinks just-in-time inventory is bottomless.” The farther the region is located from a major source of resupply -- such as a salt mine or stockpile -- the more likely the problem will persist until either the weather abates or resupplies arrive. Waterborne and rail deliveries are usually impeded by the same ice and winter conditions further delaying relief. Further exasperating supply shortages for commercial snow contractors, local governments have the ability to commandeer available supplier stockpiles in the interest of public safety. Rob suggests snow pros take a page out of the municipal government supply playbook, maintaining a minimum of five to seven “storms” (treatments) of inventory at all times. This helps alleviate any potential supply threat. "If the snow management contractor is unable to store those kinds of quantities, then they will be at the highest risk in shortages," he says. When winter gets really bad supply issues can quickly get a lot worse for snow professionals, forcing them to seek salt from a supplier in an unaffected region that has ample inventory to help out – but at a cost. “In 2015, we were shipping bulk salt trucks many hundreds of miles which is normally not economically feasible,” he says. Rob’s sentiments were echoed in his recent appearance on The Snow Magazine Podcast when he discussed factors could impact salt and deicing supply to North America’s professional snow and ice management market. CLICK HERE to listen to that episode of the podcast. Mike Zawacki is editor of Snow Magazine. Get A Handle On Your Handbook A solid employee handbook creates the least amount of risk for yourself. Learn how to reduce your chances of being sued over or having to defend against a workplace issue. As a business owner, consider an employee handbook as creating the least amount of risk for yourself, and as a way of reducing your chances of being sued over and having to defend against a workplace issue. One of the biggest issues employers without handbooks have to contend with is inadvertently creating an arbitrary approach to things in the workplace where you allow one person to do one thing, but another person is prohibited, says Justine Baackman, an attorney with the Philadelphia office of Freeman, Mathis and Gary. This leaves an employer vulnerable to an employee’s claim of discrimination. For example, he or she perceives they are not permitted something due to gender, or a disability, or a plethora of other things. “You, as the business owner, may have a very good reason for why you allowed one person to do one thing and another person to do something else,” Baakman says. “But from someone looking at this as potential litigation, you want to be able to say you have a policy and procedure in place that is documented, and everyone is treated the same way. “And as a business owner, you need to look at [an employee handbook] as creating the least amount of risk for yourself, and a way of reducing your chances of being sued over and defend against a workplace issue,” she adds. “And not only is it important to document that new employees have read your company’s handbook, but anytime it’s updated employees should acknowledge they’ve read the update and understand it, as well.” A good starting point is to reach out to your legal counsel, who will have a template of an employee handbook document that can serve as a starting point for your company’s own document. In fact, it’s very easy to remove and add particular sections that fit they type of business you’re operating and based on the overall nature of your business. In fact, a number of recent issues have created circumstances to either update existing handbooks or create an all new up-to-date and all-encompassing employee document. First, your handbook should include a policy related to the COVID pandemic that address a number of issues. For example: Are you requesting your employees have their temperatures checked every day? Are you going to have them certify when they arrive every day that they haven’t experienced certain symptoms related to COVID, such as a cough or fever? Are you going to have a policy that says if a worker is exposed to someone who is COVID positive, then at what point do they need to report that to you, the employer? “There are the types of questions COVID has forced employers to deal with, and they need to set policy to deal with them,” Baakman says. “With snow and ice management, you may have people who are working in close proximity to one another throughout the day. Obviously, if they’re working outside, then they can hopefully socially distance. But when they are traveling from site to site in vehicles together, presumably they’re not going to be able to six feet apart. “So, it’s important to assess and determine what types of policies do you want to have in place to address these issues and to guide employees on what they need to report back to you,” she adds. The bottom line is you need to have these policies and procedures in place and to be certain that your workforce knows what they are, whether that’s through an email that documents your policies related to COVID and what your require of them whether they end up being positive or someone else in their household tests positive. In addition, if you have an employee tests positive for COVID, Baakman says the handbook should address the police with regard to notifying others they’ve worked with that they may have potentially been exposed. However, this is considered sensitive medical information, and there is only so much HIPA-related information you can tell your employees about an individual with a positive COVID test. “The laws are constantly changing about COVID policy and we’re constant learning new things about this virus,” she says. “That’s why it is so important to consult with your legal counsel before you start creating workplace policies on your own about what should be done.” In addition, a lot of attention has been given to addressing appropriate behavior in the workplace environment, and this is another place that needs to be addressed and updated in your employee handbook. “There’s a fine line you can walk between how much you want to regulate and what you can not regulate with regard to what your employees say inside and outside of work,” Baakman says. “Something I’ve seen a lot of clients do is to begin a dialogue with employees about what’s appropriate and what’s not appropriate language and behavior in the workplace and establish policy around that. So, someone has overheard another worker say something racial insensitive, then who can they go and talk to about that, whether it’s HR or a manager they can go and talk to. “You want to make sure employees feel they are in an environment where they can go to talk to someone and it’s not necessarily the same person who said the questionable or offensive thing,” she adds. This is also a prime opportunity to engage in training around these issues, Baakman says. “If you are faced with downtime, then this is a great place to provide some valuable training, whether it deals with sexual harassment and social justice all the way to workplace cyber security,” she adds. “Employees appreciate an employer who understands that the state of the world right now is so much different than it was in February and March of 2020 and this recognizes that. It certainly goes a long way to recognizing low morale in the workplace and can end up being a motivating and uplifting exercise for your employees.” Mike Zawacki is editor of Snow Magazine

Jacquelyn Nooney Landscape Frequently Asked Questions (FAQ)

  • Where is Jacquelyn Nooney Landscape's headquarters?

    Jacquelyn Nooney Landscape's headquarters is located at 483 Harold L. Dow Highway (RT 236), Eliot.

  • What is Jacquelyn Nooney Landscape's latest funding round?

    Jacquelyn Nooney Landscape's latest funding round is Acquired.

  • Who are the investors of Jacquelyn Nooney Landscape?

    Investors of Jacquelyn Nooney Landscape include Piscataqua Landscaping & Tree Service.

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