“The Canoga Park • West Hills Chamber is pleased to welcome all participants to the 28th Annual Memorial Day Parade. This year we bring all the tradition along with some new ideas to make the parade safe and fun as we remember those that gave their lives for our freedom.”
– Canoga Park • West Hills Board of Directors
“Saluting the Price of Freedom” Floats, Music, People & Pure Fun!
A mobile patriotic show! The Parade welcomes businesses, Chambers of Commerce, Neighborhood Councils, and Community Organizations, to enter a float. If you are a business think about reaching out to a non-profit group and sponsoring their float!
Brings a parade to life! Bands or choral groups may either march or ride. Help us with the music and reach out to your school, church, military and community organizations with bands. The music, whether vocal or instrumental, must be patriotic and consistent with the USA parade theme.
Our pride is shown with every participant. People, young and old, marching or riding in the parade, all are a fitting tribute to the families who have sacrificed their loss for our freedom! Groups will have an opportunity to do a short performance during pre-planned parade stops along the parade route.
After completing my keynote presentation at a conference last week, I stayed to listen to the next speaker on the agenda who discussed the importance of being present in the moment, living in today, rather than contemplating the future or ruminating on the past. She mentioned several times that today is all we’ve really got. I realized that this mindset is also as appropriate to our business lives as it is to our personal ones.
By the time she had finished her talk I thought about how I could translate her suggestions into a business environment when I talk to my program participants about taking action (executing) or competing successfully or leading effectively.
I came up with these 10 “today” business actions.
• Take action on at least two promises TODAY.
• Learn something new TODAY.
• Compliment an employee on something they have done well today, TODAY.
• Be positive, encouraging, motivating and patient all day TODAY
• Call two or three prospective clients TODAY.
• Call an old client to tell them you are thinking about them TODAY.
• Solve a problem you were informed about TODAY.
• Put in an extra18 minutes of productive work TODAY.
• Treat your co-workers with respect and dignity TODAY.
• Refresh, re-think, meditate for 10 minutes TODAY.
There are many, many more “today” actions we can take depending on our situation. I would be interested to hear yours.
LESSON LEARNED: “Never put off until tomorrow what you can do today.” –Sam Geist
Recent research on women at work indicate they want relationships, corporate social responsibility and flexibility.
88% of women agree that relationships with colleagues and direct supervisors (86%) have a big impact on how happy they are with their jobs.
93% of women whose employers offer a reduced schedule or flex time during the summer months say that this improves company morale and 81% agree they feel productivity increases because of it.
74% of women polled also said that it was important to them that their company invests in CSR efforts.
If they were considering taking a position with a new company:
87% of women say that a company having a good reputation among its employees as a good place to work would be important to them.
92% of women say that the company’s reputation in the community would also be important to them.
— Randstad/Ipsos Public Affairs
This survey was commisioned by Twitter to determin if SMBs (small and medium-sized businesses) benefit from being followed on Twitter. Findings include:
Followers drive sales and recommendations.
People are 72% more likely to make a future purchase from an SMB after they follow or interact with them on Twitter.
86% of respondents said they are more likely to visit an SMB if a friend recommends them.
Followers feel an emotional connection to SMBs.
63% of people follow SMBs to show support for that business.
85% of people say that they feel more connected to an SMB after they follow them.
Followers want to be in the know and offer feedback.
73% of people follow SMBs to get updates on future products.
61% want to share ideas and get feedback through interactions.
Marketing with Twitter helps you reach more customers.
34% of respondents say they have interacted with an SMB after seeing an ad that included the business’ Twitter handle.
— Twitter/Market Probe International
QuickBites by Sam Geist
Sam Geist lectures, facilitates workshops and conducts training seminars on sales & marketing, the changing marketplace, leadership, differentiation, customer service and staff motivation. His three books, “Why Should Someone Do Business With You… Rather Than Someone Else?” “Would You Work for You?” and “Execute… or Be Executed” are available in bookstores everywhere, published by Addington & Wentworth Inc.
An initiative to change the city’s laws governing changes to the general plan and development projects. Go to the polls empowered with knowledge!
Your neighborhood organizations have assembled a panel:
Offering supportive and opposing views on Ballot Measure S.
Providing answers to your questions concerning Ballot Measure S.
Measure S Town Hall (Panel Forum)
Tuesday, February 7, 2017
7:00pm – 8:30pm
Doors open at 6:30pm to submit questions
El Camino Real High School
5440 Valley Circle Blvd.
Come prepared. Ask Questions at Ballotepia: http://bit.ly/2iTLabJ
Election Date: March 7, 2017
Topic: Local zoning, land use and developement
On the ballot: Measure S: Los Angeles Changes to Laws Governing the General Plan and Development
Starting July 1, 2016, all employers in the Los Angeles area are required to pay employees a new minimum wage rate of $10.50 per hour and paid sick leave. The minimum wage rate will be adjusted every year according to the Los Angeles Minimum Wage Ordinance Section 187.02. Certain exemptions and deferrals may be available. Employers should review their pay and leave policies now in order to ensure compliance on day one.
Minimum Wage Increase
In Los Angeles, the minimum wage will increase incrementally for private sector, non-hotel industry employees as follows:
Beginning on July 1, 2016, for employers with 26 or more private sector, non-hotel industry employees the minimum wage will be $10.50 per hour, and will increase annually to $12.00 (July 1, 2017), $13.25 (July 1, 2018), $14.25 (July 1, 2019), and $15.00 by July 1, 2020. The ordinance sets a similar time schedule for private sector, non-hotel industry private employers with 25 or fewer employees, but increases will start one year later, on July 1, 2017, and will reach $15.00 per hour by July 1, 2021.
Starting on July 1, 2022, and continuing every year thereafter, the minimum wage will increase in conjunction with the Consumer Price Index, with adjusted rates announced every February 1st.
The current minimum wage in California is US$10.00 per hour. That is scheduled to increase to $11.00 per hour effective January 1, 2017, and will increase thereafter by $1.00 per year each of the next four years, resulting in a minimum wage of $15.00 per hour effective January 2, 2021.
Paid Sick Leave Increase
California’s paid sick leave law currently provides that:
Employees accrue paid sick leave at the rate of one hour per every 30 hours worked.
Employees may carry over accrued sick leave from year to year.
Employers may cap the amount of accrued sick leave at 48 hours.
Employers may limit the amount of paid sick leave used by an employee in a year to 24 hours.
Employers may provide 24 hours of available paid sick leave up front in any given year to avoid the accrual and carry-over requirements.
If the employee is rehired within one year, he or she is entitled to reinstatement of accrued but unused sick leave.
Employers are not required to pay out accrued but unused sick leave upon termination.
Notice and Posting Requirements
The Los Angeles ordinance does not have express notice or posting requirements. So employers operating in Los Angeles will need to continue following the notice and posting requirements under state law. The notice must be in English and any other language spoken by at least 5% of the employees at the employees’ job site. Employers must also retain records relating to this new law for at least three years.
Enforcement and Penalties
The Los Angeles ordinance does not have any express provisions concerning penalties or enforcement. It instead indicates the Los Angeles Office of Wage Standards of the Bureau of Contract Administration will promulgate guidelines implementing the new ordinance. Those guidelines have yet to be announced.
An employer failing to comply with the notice and posting requirements may also be subject to a civil penalty of $100 for each employee who was not given appropriate notice, up to a maximum of $2,000.
Impacted employers should immediately begin to review their current policies to ensure compliance by the anticipated effective date of July 1st by:
Reviewing and revising, if necessary, paid sick time and/or PTO policies and procedures to ensure they meet the new ordinance requirements.
Reviewing attendance and disciplinary policies to avoid potential interference and retaliation claims.
Reviewing timekeeping, payroll and benefits systems to ensure compliance with the new ordinance requirements.
Reviewing hourly rates of employees to ensure compliance with the new ordinance requirements.