Save the Date: Celebrate Northern Water’s New Headquarters

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Hispanic Heritage Month Sept. 15 - Oct. 15

Bill does not ban ornamental grasses

Rare insects are now being spotted in Colorado

1. Mimosa Webworm - Mature caterpillars are up to 1 inch (25 mm) long, grayish to dark brown and have five white stripes running the length of the body. During summer, large loose tents produced by the fall webworm (Hyphantria cunea) are seen on the branches of cottonwoods, chokecherry, and many other plants. Occasionally early spring outbreaks of caterpillars of the tiger moth (Lophocampa species) attract attention. Four species of tent caterpillars occur in Colorado. 

2. Douglas fir Tussock Moth - In Colorado, isolated outbreaks tend to be cyclic in nature and may occur in intervals of seven to 10 years across the state. Adult male moths are a non-descript, gray-brown moths with feathery antennae and a wingspread of 1-1 1/4 inches (25-32 mm). The female is flightless and notably different from the male in that it has rudimentary wings and a large abdomen, usually about 3/4 inch (19 mm) long. Young larvae possess fine hairs; older larvae have two tufts behind the head, one posterior tuft, and four dense tussocks located along the back. Larvae grow up to 1 1/4 inches (32 mm). Eggs are laid in a mass on top of the cocoon from which the female moth emerges.

Control of both insects is relatively easy. However, they produce hundreds of eggs and can spread quickly!

Homadaula anisocentra, also known as the mimosa webworm, is a species of moth in the family Galacticidae. It is considered a pest of ornamental plants. They attack the leaves of mimosa and honey locust. This species was introduced into the United States from China in the 1940s.

Mimosa webworms attack both mimosa and honey locust trees. Widespread use of thornless honey locusts as ornamentals has heightened interest in the control of this insect because all varieties of the tree are susceptible to attack.

Damage is done by webworm caterpillars, which web foliage together and skeletonize leaflets. The insect has two generations each year. However, injury is most noticeable by August when second-generation larvae are at the peak of activity. Continued feeding may cause infested trees to turn brown as if scorched by fire.

DESCRIPTION AND LIFE HISTORY

Adult mimosa webworms are small, silvery-gray moths which have wings stippled with black dots. Moths of the first generation appear in early June, while those of the second generation are seen in late July and early August. Adults lay eggs on foliage and in old webbing. Eggs are tiny, oval, and at first pearly-white, but turn pink as hatching time nears. Full-grown caterpillars are about 1 inch long and grayish brown in color with five lime green stripes running lengthwise down the body. They have a dark head, and the body is sometimes tinged with pink.

First-generation caterpillars spin their cocoons between the folded leaves that they have webbed together. Second-generation caterpillars leave the tree canopy to find a site where they can spend the winter in cocoons protected from cold temperatures. In urban areas, this is often on tree trunks near buildings and paved areas or on the buildings themselves. The white cocoons resemble puffed rice and are often found in groups.

SUSCEPTIBILITY OF HONEYLOCUST

Due to their inability to survive cold temperatures, mimosa webworm tends to be a problem in urban areas. Of all thornless honey locust clones, Sunburst seems to be the most susceptible to webworm attack. Other varieties including Shade master, Skyline, Moraine and Imperial are less susceptible but still subject to severe injury. Mass plantings of ANY of the thornless varieties should be avoided unless the trees can be sprayed.

CONTROL RECOMMENDATIONS

In the absence of pesticide use, mimosa webworm problems occur in sheltered urban areas or along roadsides. The many insects and birds that feed on the caterpillars are likely to prevent the injury from harming tree health. To prevent unsightly amounts of webbing, trees can be sprayed with insecticides that target young caterpillars in mid-late June and in late July to early August.

The Douglas-fir tussock moth is a common defoliator of Douglas-fir and true firs. 

Hosts—In forested settings, the Douglas-fir tussock moth prefers Douglas fir. It is also occasionally found on true firs or spruce. Forest infestations can be intense, and other species of conifers surrounding Douglas-fir trees are often also defoliated. In urban settings, blue spruce is attacked. Urban infestations are often confined to individual trees, and the same trees may be attacked year after year, which can cause considerable damage or mortality.

Life Cycle—Douglas-fir tussock moth has a 1-year life cycle and overwinters as eggs. Egg hatch coincides with bud burst. Larvae pass through four to six molts. Pupation occurs anytime from late July to the end of August inside a thin cocoon of silken webbing mixed with larval hairs. Adults appear from late July into November, depending on the location. The female moth emits a sex pheromone that attracts males. Damage—The first sign of attack appears in late spring as young larvae feed on current year’s foliage, causing it to shrivel and turn reddish brown. As larvae mature, they feed on older needles. Defoliation occurs first at tops of trees and outer branches and then, as the season progresses, on lower crowns and inner branches of the host tree. During a severe defoliation event, trees will appear as skeletons once the damaged needles have fallen off, and cocoons and egg masses will be visible year-round in the lower tree canopy. Damage from severe defoliation can lead to tree death or predispose trees to subsequent bark beetle attacks. Douglas-fir tussock moth can be one of the most damaging of western defoliators.

Management—Natural controls, including predators, parasitoids, and a nuclear polyhedrosis virus (NPV), keep the tussock moth populations low most of the time. The natural controls, especially the NPV, also act to bring populations back under control during an outbreak. Douglas-fir tussock moth populations seem to follow a cyclical outbreak pattern, with outbreaks occurring every 8-12 years and lasting for 2-4 years. If applied control is desired, there are registered insecticides that might be used to reduce outbreak populations. The NPV has been made into a biocontrol (under the name TM-Biocontrol) and has been used in areas where rare Lepidoptera co-occurs with the tussock moth. The microbial pesticide Bacillus thuringiensis var. kurstaki (B.t.k.) is not hazardous to most beneficial insects, birds, small mammals, and aquatic systems. However, B.t.k. results against the tussock moth have not been consistent. Other contact chemical insecticides are also available for tussock moth management. Tussockosis—Hairs on the tussock moth larvae can cause an allergic reaction in humans. The most common reaction is skin irritation. Rashes, watery eyes, and sneezing are common symptoms. Avoid handling the larvae, and wash after exposure.

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Jim Borland 1946-2024

Yellow Wax Bells - Bold Heft in the Shade

Relying on hostas and ferns in the shadier garden is still a successful approach to addressing color and texture in those low light conditions. While there are also a wide range of other herbaceous treasures for the shade, including sedges, hellebores, lungwort's and barrenworts, having additional large and bold plants in the design is warranted. Yellow wax bells have an increasing popularity and availability, they are indispensable for color and texture and are a favorite among gardeners. They are graceful additions to shadier gardens with their bold, maple-like foliage and yellow summer flowers.

 Native to mountainous area, this member of the Hydrangeaceae family is a clump-forming plant, with large, palmate, deeply lobed and coarsely toothed leaves that really catch the eye. The exotic leaves have a nice gold fall color as well. This, bold, herbaceous plant will quickly grow to the shrub-like proportions of 4' tall and wide on average. The stems are solidly sturdy and have a purplish tint. Preferring part shard or shade, yellow wax bells does need moisture and will exhibit more flowering in brighter locations. This plant has no significant pest of disease issues and is deer resistant.

The dramatic backdrop first-rate foliage becomes the foil for pale, buttery yellow and pendulous blooms (1.5" long) held in clusters of 3-5 flowers. The flowers start as spherical buds on branched structures in mid-summer and the tubular flowers partially open to feature five petals with pointed tips turned outwards. It's interesting that visually, the flowers don't truly open all the way up. The flowers last for many weeks in the head of summer, blooming early with flowers held a bit more open and upright. 

The long-lasting flowers of yellow wax bells are certainly noteworthy, but the foliage contributions of this perennial are significant from spring emergence until hard frost. The late season fruiting structures are a unique, horned fruit with three "horns" protruding from a swollen capsule. Having another textural marvel for the shade that will achieve shrub-size proportions should be on everyone's design radar.

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Jim Borland 1946-2024

DEFOLIATING insects in CO- if left uncontrolled, will kill the trees

Though a Denver Post article suggested otherwise, the Colorado Legislature did not ban ornamental grasses during its last session. Legislators did pass a bill specifically targeting non-functional turf grass, artificial turf, and invasive species. This bill will be prohibiting their installation on most commercial, industrial, and state government properties, including medians, parking lots and roadways. Residential properties, except for those managed by homeowners’ associations, are generally exempt.

The bill does not address plants like ‘Karl Foerster’ feather reed grass, blue fescue grass, blue avena grass and maiden grass, known for their low water requirements and drought tolerance. It’s important to note that the bill never mentions the term “ornamental.” This misconception stemmed from the Denver Post article, causing confusion among landscapers and nurseries.

Colorado Nursery & Greenhouse Association alerted the Post to the miswording, and the newspaper pledged to clarify the story.

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Celebrate Northern Water’s New Headquarters

Hispanic Heritage Month Sept. 15 - Oct. 15

For more than 50 years Hispanic Heritage Month has been celebrated from September 15 to October 15. The month is a time to celebrate the history, culture, and achievements of Hispanic and Latinx people. It also recognizes the contributions of these groups to American society, art, culture, and the economy. The theme for Hispanic Heritage Month in 2024 is “Pioneers of Change: Shaping the Future Together”. The theme is meant to capture the spirit of unity, resilience, and innovation.

To show your companies appreciation, consider organizing events or gestures highlighting their contributions—such as a special lunch, personalized thank-you notes, or sharing stories of their impact in company communications. These actions not only honor their hard work but also foster a more inclusive and supportive work environment.

Hispanic Heritage Month Facts

Each year, the United States observes National Hispanic Heritage Month.  But how long has the U.S. been doing this?  Was it always a month?  Why does it begin in the middle of September?

1. National Hispanic Heritage Month is celebrated from September 15 to October 15
2. National Hispanic Heritage Month celebrates the histories, cultures and contributions of American citizens whose ancestors came from Spain, Mexico, the Caribbean and Central and South America
3. The observation started in 1968 as Hispanic Heritage Week under President Lyndon Johnson
4. It was expanded by President Ronald Reagan in 1988 to cover a 30-day period
5. It was enacted into law on August 17, 1988
6. The day of September 15 is significant because it is the anniversary of independence for Latin American countries Costa Rica, El Salvador, Guatemala, Honduras and Nicaragua
7. In addition, Mexico and Chile celebrate their independence days on September 16 and September 18, respectively
8. Also, Columbus Day or Día de la Raza, which is October 12, falls within this 30-day period
9. The Law Library of Congress has compiled guides to commemorative observations, including a comprehensive inventory of the Public Laws, Presidential Proclamations and congressional resolutions related to National Hispanic Heritage Month
10. Images, photos and teachers’ resources about National Hispanic Heritage Month are available at https://www.hispanicheritagemonth.gov/

For a list of Hispanic Heritage Celebrations happening in Denver click here.

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Celebrate Northern Water’s New Headquarters

Bill does not ban ornamental grasses

Read more in this issue of Colorado Green Now: 

Yellow Wax Bells - Bold Heft in the Shade

DEFOLIATING insects in CO- if left uncontrolled, will kill the trees

The U.S. Department of Labor has revised the overtime exemption regulations under the Federal Fair Labor Standards Act (FLSA). Effective July 1, 2024, fewer employees qualify for overtime exemptions, which may increase labor costs.

Overview of Overtime

Employees may be paid overtime regardless of whether they are paid on an hourly or salary basis. An employee is not entitled to overtime when they fall within an FLSA exemption. Regular overtime pay is 1.5 times the normal pay rate and kicks in after 40 hours of work have been performed that week. Whether the employee qualifies as exempt hinges on both the nature of the job duties and the amount of compensation.

Nature of Job Duties

The recent revision to the FLSA does not directly change the standing exemptions. Individuals who are not exempt include those who perform manual labor such as construction work, manufacturing, or driving vehicles. If an employee is a manager or office worker, they may fall within the exemptions. The three main overtime exemptions are managerial, administrative, and professional.

(a)    Managerial Exemption: Employees primarily overseeing company departments or subdivisions, managing at least two full-time employees, and earning above the standard salary level (SSL).

(b)    Administrative Exemption: Employees primarily engage in nonmanual work related to business operations, exercising discretion and independent judgment, and earning above the SSL.

(c)    Professional Exemption: Employees performing work necessitating advanced knowledge or creativity in a recognized field and earning above the SSL.

Please keep in mind that team leaders, foremen, crew leads, and other workers who work on job sites or in the field do NOT qualify for any salary exemption.

AMENDMENT: Adjusted Minimum Compensation Threshold

Employees who earn below the standard salary level (SSL) are not eligible for overtime exemption, regardless of the duties their job entails. On July 1, 2024, the SSL increased from $684 per week to $844 per week. So, if an employee makes less than $844 per week, or $43,888 annually for a year-round worker, then the employee may not be exempt from overtime, even if they would otherwise have qualified under an exemption. The weekly salary will rise again, on January 1, 2025, to $1,128 per week or $58,656 per year. Every three years, beginning January 1, 2025, these standard salary level thresholds will adjust to align with changes in worker salaries to facilitate a smoother adaptation for employees.

Revised Highly Compensated Employee (HCE) Threshold

If an employee is highly compensated, then the FLSA allows some employers to avoid paying overtime. Employees who fit within the Highly Compensated Employees (HCE) exemption are those who earn more than the HCE exemption level, do not perform manual labor duties, and regularly perform either executive, administrative, and/or professional duties. The revision that took place on July 1, 2024, increased the HCE exemption from $107,432 annum to $132,964 an annum. This will increase again on January 1, 2025, to $151,164.

Potential Legal Challenges

While the U.S. Department of Labor has approved this rule, legal challenges could impede its implementation. Stay updated on any developments regarding legal challenges and their potential impact on the enforcement of the rules. Overtime Pay | U.S. Department of Labor (dol.gov)

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The power of team meetings

JLS Landscape & Sprinkler celebrates multiple generations of leadership as it approaches 50th anniversary

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U.S Department of Labor Announces Updated Overtime Rule

JLS Landscape & Sprinkler celebrates multiple generations of leadership as it approaches 50th anniversary

Over the years, the “JLS” in JLS Landscape & Sprinkler has represented different stages for the company.

In 1975, when John Reffel Jr. and his son, John Reffel III, decided to start their own residential lawn sprinkler company after working together at Keesen Lawn Sprinkler, it was named John’s Lawn Sprinkler.

JLS became an acronym for John’s Lawn Sprinkler as the business expanded and John IV and Jeremy joined the team. In 2001, John III’s wife, Linda, took over the company’s administrative and bookkeeping responsibilities. Family members joked that JLS stood for John, Linda and Sons.

Now, as John III and Linda step down and pass the business to John IV and his younger brother, Jeremy, John IV’s teenage daughter Sabrina is pondering whether the “S” in JLS could stand for Sabrina.

But as much as the JLS name evolves, one thing is certain: As it approaches its 50th anniversary, this family-owned company still prides itself on communication, honesty, integrity, giving back to its employees and the community, and, as Linda puts it, “setting good goals.”

The JLS evolution 

For its first quarter century of existence, JLS specialized in residential irrigation installation, repair and snow services. In 1999, the company made several changes by focusing on commercial clients and phased out its residential clients over an 18-month period so it could provide focused and higher quality services to commercial clients. Today, JLS provides landscape and snow-management services to office, retail and industrial clients.

“There can be more consistency with commercial clients,” John IV says, noting that compared to residential clients, commercial property managers may better understand how prices are determined. “Services and readiness come with a cost, and professionalism and years of experience are factored in.”

JLS has long prided itself on its certifications and involvement in professional organizations. John III helped write the first training manuals for ALCC’s Certified Landscape Technician (CLT), currently known as the Landscape Industry Certified Technician (LICT), test. At the time, John IV was the youngest person to become a triple CLT: maintenance, installation and irrigation. Jeremy is also LICT certified. Both sons speak Spanish, and John IV was involved with creating the LICT Spanish standards.

John III is a LEED (Leadership in Energy & Environmental Design) Accredited Professional, John IV is a LEED Green Associate, and Jeremy is a licensed pesticide applicator. A growing number of JLS’ clients ask for ecologically friendly services like xeriscaping, green roofs, minimal pesticide use, composting and recycling of all jobsite waste, and irrigation system water conservation. JLS prides itself on keeping up with and supporting sustainable practices.

“One of our main goals was to be able to keep our employees through the winter and have a year-round workforce,” John IV says. While JLS utilizes guest worker programs, replacing seasonal workers with full-time employees helps ensure the consistency and family feeling that’s important to the Reffels.

Today, JLS’ business is 60 percent “white side,” or winter-based, and 40 percent “green side,” or landscape based. The majority of its work year-round.

The family tradition

Just as John III started out in lawn sprinklers working with his father, John IV and Jeremy joined the family business at young ages. “When we were kids, maybe 10 or 12, we would come down to the shop, and my dad would pay us to sweep out trailers and clean trucks,” John IV remembers. “Dad encouraged us to get our CLT certifications early on.”

But as the boss’ sons, the lawn was not necessarily greener. “I started running installation maintenance crews at age 17 or 18, and it was very intimidating to manage guys much older than me,” John IV recalls. “I had to stay confident in myself and my abilities, but also ask for other people’s thoughts and ideas. Our parents instilled in us at an early age the value of family, honesty and hard work.”

When the company’s transition between the generations is official this summer, John IV will serve as CEO and Jeremy will be COO. Linda will stay on for a while to oversee financial management, human resources and legal duties. In preparation for the transition, JLS hired an office manager, Erin Duran.

And John III? “We’re trying to get him to step away, but I imagine The Third is going to want to pop in and drink his coffee and check in some mornings,” John IV says. “He will always be available for advice if needed.”

The JLS future

Like her father, John IV, Sabrina Reffel is showing interest in learning the family business at a young age. “About three years ago, when she was 14, she saw me using my person al compressor to blow out our home irrigation system,” John IV says. “She asked if she could borrow my compressor and wheelbarrow and started knocking on neighbors’ doors, asking to do their sprinkler blowouts.”

Whether or not JLS will soon stand for John, Little brother Jeremy and Sabrina, the current management team has plenty of plans for the future.

The Sedalia-based company services customers from Firestone to Monument and Evergreen to Denver International Airport. Eventually, John IV says they’d like JLS to expand to the Western Slope.

The company is also embracing technology. JLS debuted two robotic mowers in May and is looking at autonomous sidewalk snowplows and de-icing machines.

“There are opportunities out there for everybody,” John IV says. “Hopefully, we can double or triple size in next 10 to 20 years."

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The power of team meetings

U.S Department of Labor Announces Updated Overtime Rule

As the headwaters state of the West, Colorado’s identity is deeply tied to its landscape and especially to its water. Its snowy peaks serve as the beginning of a water supply sustaining life for over 40 million people across seven states. The winter snowpack tests skiers’ skills, and spring’s rushing rapids thrill boats full of excited rafters. In summer, meandering streams hide trout in the shadows, and numerous lakes and reservoirs draw campers, hikers, bikers and boaters.

In our cities, water is the lifeblood of schools, restaurants, parks, homes, hotels, industry and, importantly, our public and private landscapes. On the eastern plains, Colorado’s farms raise crops, cattle and other animals of nationally significant value, sustaining rural economies and communities while providing local food to the West.

Colorado’s water offers beauty, recreation, economy, solace, food and life. These vast benefits draw people to visit, relocate here and start new businesses. As a result, we are blessed with a bustling economy, abundant recreational opportunities and a high quality of life. And as an increasing population demands more water, a changing climate is stressing the supplies that we and all other Western states rely on. How do we address this quandary?

A rich water history 

The water industry in Colorado is robust and laser-focused on wise management. For educational institutions, entrepreneurs, scientists, landscape companies and all of those who use water, it is an exciting time as new options move the market by offering more choices and opportunities. Federal, state and local entities, often partnering with nonprofits, invest significantly in new supplies while concurrently protecting and ensuring maximum efficiency of those that already exist. 

Advancing water security

For decades, Colorado’s landscape industry, water providers, universities and policy makers have been collaborating on how to do more with less. We are leaders in creative new ideas and economies to help ensure sustainable use for those who are here now and those who will be in the future. Examples include delivering new plants, trees, turfgrasses, landscape designs, and irrigation products and practices that minimize water use and precisely deliver and monitor it.

Creating the future

A few of our many successes include the Plant Select program, Rachio controllers, DogTuff Grass, new social constructs such as xeriscape in the 1980s and Coloradoscape today. Innovations such as urban native grass transitions, water budgeting, turf-free front yards, and integrating water efficiency into land use planning are ongoing.

Communicating conservation

People relocating to Colorado are often from areas with different climatic conditions and water supply portfolios. As the top of the Western watershed, we have a responsibility to manage our variable water supplies and to help our users be successful in their water demands.

To accomplish this, municipalities coordinate with the Colorado Water Conservation Board to measure water use and pursue ways to manage it across their customers through Water Use Efficiency Plans. To better understand use, metering companies have i proved measuring and communication tools across commercial and residential users. New water-delivery technologies offer fine-grained insight and oversight, giving the ability to de fine and fix leaks, and determine and deliver optimal water use. Examples include controllers, flow sensors, master meters, weather networks, home devices and software portals al lowing water providers, users and contractors to reduce waste and plan for the right amount of water use and investment.

Mailers from local water providers provide water-use metrics and comparisons to nearby efficient users, and other bill mailers share available resources such as rebates, irrigation audits, free retrofits and garden discounts. These examples are common measures used in Colorado, especially along the Front Range. EPA’s WaterSense programs commonly bolster this messaging for water users across the country, making participation easy through manufacturers, retailers and industry organizations.

Outreach, education and training

A bright spot in Colorado’s water efficiency evolution is the collaboration across industries. In the commercial segment, certifications are a path to enhance water efficiency capabilities, and many water providers partner with different organizations to help new and experienced practitioners learn new skills. Hosting classes from the Irrigation Association is a popular way to facilitate maximum irrigation efficiency, while others offer the Qualified Water Efficiency Landscaper program. ALCC’s Sustainable Landscape Water Management is a successful format to deliver holistic plant, soil and water health relationships.

For residential and HOA audiences, many water providers offer continuous outreach to engage users in their home and landscape water use. This occurs through classes, tours of conservation gardens, online webinars, hosting booths at public events, and small group consultations.

What does the future hold?

To face this challenging future, Colorado’s water community is actively creating a new water ethic. This vision will require everyone— landscape contractors, water providers, product manufacturers, landscape architects, plant propagators, non-government and government entities, and an engaged and informed user base—to get involved.

Together, we can create this new landscape language that keeps Colorado the amazing place we all love.

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Hot and dry conditions the summer could push the state to drought status

Colorado Water Plan initiatives are making water-wise landscapes a reality