Generation Z - The Ice Sports Industry
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INTRODUCING
Generation Z
WINTER 2016
MANAGING YOUR
Multi-Generational Staff
2017 ISI/MIAMA
Conference & Trade Show Preview
COMPETITORS COLLABORATE FOR SUCCESS
Floyd Hall Arena and Ice Vault Arena
EMPLOYMENT ISSUES
Minimum Wage Increase & Overtime Rule
GR88 SK8
SK8 TIPS
TIPS
M OND A Y, N O VE MBE R 2 8
CYBER MONDAY
SALE!
$ 395 Full Conference Registration SAVE $130!
Online registration only. Offer ends at midnight Monday, Nov. 28.
Available to ISI member attendees only.
DoubleTree by Hilton
Bloomington - Minneapolis South
May 30 - June 2
Skateisi.org/conference
IN THIS ISSUE Volume 19, No.2
Winter 2016
ICE SKATING INSTITUTE
6000 Custer Rd., Bldg. 9
Plano, TX 75023
Phone: 972-735-8800
22
Fax: 972-735-8815
email: isi@skateisi.org
website: skateisi.org
PUBLISHER
Ice Skating Institute
EDITOR
12
Eileen Viglione Minimum
Wage Hike Social Media Buzz
EDITORIAL ADVISORS
Kim Hansen
30
Liz Mangelsdorf
Multi-Generational Coaches’ Corner
ADVERTISING/ Staff
TRADE SHOW DIRECTOR
Carol Jackson
GRAPHIC DESIGNER
Selma Filipovic
CONTRIBUTORS
Shelly Bressler
Kevin McCormack
18
Catherine Mitchell
Dean Mulso
2017 ISI/MIAMA Ice Arena Conference & Trade Show Preview . . . . . . . . . . . . . . . . . . . .4
Neighboring Arenas Prosper with Collaboration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6
Kevin McCormack
The ISI EDGE (USPS 017-078, ISSN Minimum Wage Hike/New Overtime Pay Rule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12
1522-4651) is published quarterly
(Fall, Winter, Spring, Summer) by the Managing Your Multi-Generational Staff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18
Ice Skating Institute, 6000 Custer
Road, Building 9, Plano, TX 75023. Eileen Viglione
Periodicals postage paid at Plano, TX,
and at additional mailing offices.
How to Generate Social Media Buzz . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
POSTMASTER NOTE: Send address Catherine Mitchell
changes to ISI EDGE, c/o The Ice
Skating Institute, 6000 Custer Road,
Building 9, Plano, TX 75023. Printed It’s an Augmented World! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26
in the U.S.A. Catherine Mitchell
Subscriptions available through
membership only.
Coach Celebrates 40 Years with ISI . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28
©2016 by the Ice Skating Institute. Shelly Bressler
Reproduction in whole or in part
is prohibited unless expressly
authorized in writing by publisher. All Coaches’ Corner . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
rights reserved. Opinions expressed
by contributors do not necessarily
represent the views of the Ice District & Association Updates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32
Skating Institute, the publisher or
the advertisers. Submissions of Calendar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36
manuscripts, materials, photographs,
and artwork are made at mailer’s
risk and must include self-addressed SnapShot. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38
envelope with sufficient postage
for return. No responsibility will be
assumed for unsolicited materials.
ISI reserves the right to edit material
submitted for content and space
consideration.
Dedicated to providing leadership, education
and services to the ice skating industry. Annual Conference & Trade
ISI INTERNATIONAL In 2017, the ISI unites with the Minnesota Ice Arena Manager’s Association
HEADQUARTERS
(MIAMA) to serve up an exceptional joint conference and trade show in
MANAGING DIRECTOR
Minneapolis. Scheduled May 30 – June 2, this event will take place at the
Liz Mangelsdorf DoubleTree by Hilton Bloomington – Minneapolis South.
CONTROLLER
Elizabeth Kibat
Located just minutes from the Minneapolis – in the ice sports industry, from ice arena operators
MEMBERSHIP COORDINATOR St. Paul International Airport and the world- to skating coaches.
Sandey Carlsen
renowned Mall of America, the DoubleTree is Three iAIM track offerings, plus the new Advanced
NATIONAL SKATING PROGRAMS & centrally located within close proximity to the Twin
EVENTS DIRECTOR Skating Director course, will be available, as well
Kim Hansen Cities’ many attractions, including Target Field as a one-day certificate course for managers/
COMMUNICATIONS MANAGER/EDITOR
(home of the Minnesota Twins), the Minnesota operators. A special weSKATE Instructor training
Eileen Viglione Zoo, numerous golf courses, theaters, restaurants, will be offered in which coaches will be able to
ADVERTISING/TRADE SHOW DIRECTOR clubs and shops. The nearby historic Mill District, gain certification for levels Freestyle 1-10. On-ice
Carol Jackson one of the oldest areas of Minneapolis, offers sessions will take place at Bloomington Ice Garden.
OPERATIONS DIRECTOR museums, parks and walking tours of the riverfront.
Jeff Anderson Watch for more information at skateisi.org/
The ISI/MIAMA Ice Arena Conference & Trade conference, in ISI email and in the 2017
ADMINISTRATIVE ASSISTANT
Angela Tooley Show promises to deliver rewarding professional Conference & Trade Show prospectus in the next
development opportunities for all those who work issue of EDGE.
MEMBERSHIP SERVICES
Jennifer Carlsen
Carla Murrell
Wendi Osterheldt
Shirley Rothrock
ACCOUNTING ASSISTANT
Devan Zimmerman
ISI OFFICERS
President Rob McBride
1st Vice President Janice Forbes
2nd Vice President Lisa Fedick
Treasurer Kevin McCormack
Secretary Margy Bennett Session Highlights
Immediate Past President Jim Hartnett
Past President Jim Lange
• Arena Programming • Indoor Air Quality
DIRECTORS • Business Plan Development • Dehumidification
• Program Budgeting • Equipment Maintenance
District 1 Alane Swiderski
District 2 Robyn Bentley
• Managing Public Sessions • Technology
District 3 Tiesha DiMaggio • Risk Management • Retail Sales
District 4 Christine Wilson Brinton
District 5 Larry LaBorde
• Ethics & Creating a Professional Culture • Ice, Dasherboard & Glass Maintenance
District 6 Julie Goddard • Human Resources • Hockey Tournaments, Leagues, Schools
District 7 Cassandra MacDonald
• Ice Maintenance • Ice Installation
District 8 Vicky Klinko-Osseland
District 9 Rachel Bruemmer • Program Retention • Skating Shows/Recitals
District 10 Jane Schaber • Customer Service • Skating Competitions
District 11 Caroline Baker
District 12 Debbie Lane • Marketing • Figure Skating Programs
District 13 • Social Media • Skater Development Model
District 14 Paige Scott
• Sponsorships • Synchronized Skating Teams
District 15 Randy Winship
District 16 Cindy Solberg • Website Development • Theater on Ice & Collegiate Teams
District 18 Glyn Jones
Builders & Suppliers Doug Peters
Instructors David Santee
iAIM Certification Courses
Commercial Facilities Scott McCoy
Public/Not-for-Profit Facilities Ed Peduto • Certificate of Arena Operations Part 1 • Certificate of Arena Management Part 3
Schools/Colleges/Universities Jamie Baringer • Certificate of Arena Programming Part 1 • Advanced Skating Director Course
PSA Representative Gerry Lane
ISIAsia Representative Harry Janto Leo
PPIRMC Representative Ryan Shaffer Networking Opportunities
MIAMA Representative Troy Ciernia
MIRMA Representative Judy Sniffen • Section Meetings • Annual Awards Luncheon
Education Foundation Don Bartelson
Lifetime Honorary Member Carol Zdziebko
• Joint Presidents’ Reception • Trade Show and Cocktail Reception
• Breakfast Roundtables
4 I S I E D G E W I N T E R 2 016
Show Heads Up North
Keynote Speaker Heard on ‘Laugh USA’
Steve Gilliland, featured regularly on SiriusXM Radio’s “Laugh
USA,” will headline the opening of the 2017 ISI/MIAMA Ice Arena
Conference & Trade Show on Tuesday, May 30. Recognized as a
master storyteller and brilliant comedian, Gilliland is a member of
the Speaker Hall of Fame and author of several books. He shows
audiences how to open doors to success in their careers, their
relationships and their lives.
TENTATIVE SCHEDULE
Don’t miss our Cyber Monday deal on Monday, Nov. 28. Tuesday, May 30
CYBER Register online and save $130! Full conference
• iAIM/General Sessions
MONDAY registration: $395. Offer valid through midnight CST
• Buffet Lunch sponsored by MIAMA
SALE for ISI Administrative and Professional member
• Conference Opening & Keynote Speaker
attendees only. Online registration only.
• District Meetings
Wednesday, May 31
Attendee Conference Registration
• Breakfast Roundtables
Full registration includes all presentations, awards luncheon, trade show and presidents’ reception. • General Sessions
Daily registration includes presentations and activities for that day only. • Section Meetings
Full Registration* Prof/Admin Member Non-Member • ISI Awards Luncheon
Cyber Monday (For members only. Must be done online.) $395 • “Suite Night” by the Pool
(Social event sponsored by MIAMA)
Early Bird Deadline: Feb. 1 $425 $525
Advance Deadline: April 15 $475 $575 Thursday, June 1
Standard Deadline: After April 15 $525 $625
Thursday Only $149 $249 • On-Ice Sessions at Bloomington Ice Garden
• iAIM Courses and General Sessions
Daily Registration
• weSKATE Intermediate/High Level Combo
Tuesday, Wednesday $200/day $300/day Certification Course (Freestyle 1-10)
Friday $50 $150 • Trade Show and Cocktail Reception
Registration must be postmarked by the deadline dates to receive Early Bird and Advance rates.
*
Friday, June 2
• CAE Course
Hotel Amenities • iAIM Study Sessions, Exams and
Graduation Ceremony
DoubleTree by Hilton • Complimentary parking & shuttle to
Bloomington-Minneapolis South Minneapolis — St. Paul International • General Sessions
7800 Normandale Blvd., Minneapolis 55439 Airport and Mall of America • Trade Show and Buffet Lunch
Group Rate Per Night: $114, plus tax • On-site dining and full bar at
The weSKATE National Instructor Training
Crescent Kitchen
Group Code: ICE Program is designed to educate and train
• Fitness center instructors in consistent techniques, standards
Group Rate Deadline: April 25
• Indoor swimming pool and whirlpool and professional requirements of teaching the
Reservations: 1-800-222-TREE or weSKATE program.
skateisi.org/hotel • Complimentary Wi-Fi in all guestrooms
I S I E D G E W I N T E R 2 016 5
NEIGHBORING ARENAS PROSPER WITH COLLABORATION
“C” stands for Cooperation, not Competition!
by Kevin McCormack
ick up the newspaper or watch the news today and you’ll arenas, a mere seven miles apart, are proving that not only can
P find a divided country. No matter what your affiliation
— Democrat or Republican, Jew or Gentile, rich or poor
— there is rarely agreement on the issues facing our nation and
two competitors work together, they can cooperate, grow hockey
and ice skating and prosper while doing so.
In spring 1998, Floyd Hall Arena opened on the Montclair
the world, much less the solutions. And compromise does not State University campus in Little Falls, N.J. Born out of a unique
appear to be an option. We move further apart politically and public/private partnership, Floyd Hall Arena and Yogi Berra
ideologically every day. Perhaps though, there is a little bit of Stadium were built through the foresight of businessman Floyd
hope in Northern New Jersey where two privately owned ice Hall and through his generous donation to Montclair State
University. Floyd Hall Arena grew over its first few years into
a premier hockey and skating facility teaching thousands of
people how to skate and play hockey, serving as the home ice
Floyd Hall Arena and Ice Vault
for up to eight high schools and providing ice for many area
have been able to work together, travel programs.
cooperate and prosper, because Between 2002-06, 10 new sheets of ice were built within 15
miles of Floyd Hall Arena. Most of the ice sheets were at new,
both have the same goals: to grow privately owned facilities, and apparently many owners thought,
the sports of ice hockey and skating, “If you build it, they will come.” The fact was, however, that
and to have the best hockey and many of the arenas did nothing except divide up a fairly small
pie of business and take from existing facilities. The supply far
skating programs in the area. outweighed the demand. Several of these arenas have closed
their doors, changed ownership or have not prospered.
Floyd Hall Arena staff
6 I S I E D G E W I N T E R 2 016
Several members
of the Ice Vault
Arena staff
“Working closely with Floyd Hall Arena
has provided a healthy rivalry rooted not
in animosity but in mutual respect.”
— Jimmy Hunt
Vault Arena Vice President of Hockey Operations
MUTUAL GOALS together, cooperate and prosper, because we both have the same
One of the new arenas that was built, just minutes from Floyd goals: to grow the sports of ice hockey and skating, and to have
Hall Arena, is the Ice Vault Arena in Wayne, N.J. With the the best hockey and skating programs in the area.
close proximity of the two arenas, inevitably competition for “Working closely with Floyd Hall Arena has provided a healthy
customers would develop. From day one, though, other than a rivalry rooted not in animosity but in mutual respect,” says Ice
few logical switches like a high school changing arenas because it Vault Arena Vice President of Hockey Operations Jimmy Hunt.
was basically next door to Ice Vault Arena, there has rarely been “Parents and players have seen ownership and management
a conflict or “theft” of a customer. Yes, some figure skaters and work side by side on projects that have provided both sets
adult league teams went searching for better ice times or better of customers enjoyable experiences. I find that this type of
ice prices, but overall there was minimal switching. By the fall cooperative leadership sets a positive tone rooted in a sense of
of Ice Vault’s second year, Floyd Hall Arena and Ice Vault were trust and familiarity that trickles down to the customers.”
working together on a middle school league, cooperating on Each arena has its own way of building and growing. Ice Vault
ways to grow skating and hockey in New Jersey and eventually leans toward the foundation of USA Hockey by having strong
co-hosting USA Hockey Nationals. We have been able to work high quality travel programs and the U.S. Figure Skating Basic
Skills Program. Ice Vault has revolutionized how travel hockey
8 I S I E D G E W I N T E R 2 016
BENEFITS OF WORKING TOGETHER
What can other arenas learn from the collaborative relationship between
neighboring New Jersey rinks, Floyd Hall Arena and Ice Vault Arena?
“Competition is healthy, and like winning and “There is strength in numbers. The sharing of knowledge and
losing games, it can either be done well or information can lead to positive growth for all parties. Knowledge
poorly. The collaboration and rapport we and sharing will lead to mutual respect and allow for participating
have developed with FHA has become an businesses to think outside their physical box. To be able to rely
asset to our culture and our brand.” upon others at times of need is not a weakness but a strength in
— Jimmy Hunt one’s confidence in their abilities. There is nothing that any of our
Ice Vault Arena vice president of hockey operations facilities do that is rocket science. The sharing of information will
lead to those parties having a more successful business.”
— Bobby Reiss
Ice Vault Arena owner
“I think other arenas can learn that promoting our sport is one of the
best ways to grow our sport and our industry. Hosting tournaments
in both rinks gives customers who may not visit this arena a way to “We want to promote ice skating and hockey,
be exposed to our facility. Working together to grow our sport will and it’s better to do so with a partner than
in return grow our business.” alone on an island!”
— Andrea Astorga — Nancy Hughes
Floyd Hall Arena assistant general manager Ice Vault Arena administrative hockey director
“Other arenas have to keep their minds “Competition does not always have to be negative. You cannot
open to win-win situations even with their change who builds a similar business near you, but you do have
competitors. This can only occur if arenas control over the impact it has on you and your customers. Sure,
have a relationship with their competitors.” skaters and players in our area have a choice when it comes to
— Larry Hall where they should go to participate in learn to skate, or seeing
Floyd Hall Arena owner which local travel team they have a better chance at making, but
dominating the market is rarely the answer to everything because
then the quality of the product you offer can suffer.
“Arenas that are very close in proximity “We offer the best product we can and having a positive relationship
(Floyd Hall and Ice Vault) need to support with another nearby rink allows us to offer our customers even
one another, even though they are in more — it means having access to a pool of additional ice time
competition with each other. Both facilities only a short drive away when you receive more entries for your
are very busy throughout the year, and with hockey tournament than you thought you were going to have. It
the high demand for ice and the growth means sharing employees, who then receive experience in a wider
of the sport of hockey, arenas must utilize array of areas and issues than you alone can offer, which ultimately
their partnership to accommodate big makes them better employees. It also means having the ability to
tournaments or skating venues. This will not share resources when you realize at 1 a.m. that you do not have the
only help each facility financially, but it will materials necessary to hang the local high school hockey team’s
also gain respect and trust from customers banner in the rink. Floyd Hall Arena and Ice Vault work well together
who recognize the positive relationship despite being competitors, and I honestly believe that both arenas
between the facilities.” are better because of it.”
— Jourdan Ozga — Megan Ripley
Floyd Hall Arena hockey director Floyd Hall Arena assistant manager
I S I E D G E W I N T E R 2 016 9
“We forced each other to raise the bar
and improve the quality and variety
of programs and services we offer,
because that is the only way to survive.”
— Kevin McCormack
Floyd Hall Arena, Vice President of Arena Operations
organizations operate in this area. By offering one price, high-
level training year round, included in player tuition fees, they
have made their arena a year-round destination for travel hockey.
On the other hand, Floyd Hall Arena has its roots in the ISI
philosophy of “participation, not elimination.” With a great
variety of hockey and skating programs for skaters and players
ARID-Ice scores ™ of all ages and abilities, the arena has grown not only the house
league hockey player or recreational skater who may only desire
to skate once a week, but also the elite athlete.
with a fog, condensation, mold and Our differing philosophies have made each other better. We
have copied some of each other’s ideas, but more importantly
drip free environment for over 400 we forced each other to raise the bar and improve the quality
NHL,Triple A, Double A, Collegiate, and variety of programs and services we offer, because that is
the only way to survive. This cooperation has led to success in
Recreational Ice Rinks and Curling many ways. By working together with us, Ice Vault was able to
Clubs Across North America. win the bid for USA Hockey Nationals four times in the last eight
years. Floyd Hall Arena has been able to take more teams in our
These facilities benefit from ARID-Ice desiccant tournaments, because we can lease ice at Ice Vault.
dehumidification for full capacity enhanced humidity Perhaps there is something to be learned here for all of us. While
control while maintaining automatic indoor air quality. we may do things differently and have contrasting opinions and
philosophies, we have a common goal: to put more people on the
ARID-Ice by Controlled Dehumidification has provided
ice, teach them to skate and make them lifelong customers. In the
humidity and indoor air quality control technology to
big picture, maybe the politicians, the members of our industry
the Pittsburgh Penguins, New Jersey Devils, Jacksonville
and the people of this country can learn that we are stronger and
Barracudas, Florida Panthers, Houston Aero’s, University of
better when we work together, cooperate and pull in the same
Notre Dame and Penn State University just to name a few.
direction rather than when we do not listen, talk over each other,
Contact our application specialists to learn show disrespect and demean one another, or point ourselves in the
opposite direction and work against each other. Each individual
how your arena can benefit from ARID-Ice skater, hockey or skating program, governing body, trade association
technology. Call 810-229-7900 today. and arena bring value to this industry. All of us work to increase
participation and help athletes grow in the sport and as people. It is
not the “ISI way,” the “USA Hockey way” or the “U.S. Figure Skating
way.” As long as more people are skating, playing hockey, having fun
Controlled Dehumidification and learning, our industry will achieve greater success.
ctrdh.com We would like to hear your stories of working together and
cooperating with other rinks, other businesses and other
industries. Reaching out and changing the dynamic starts with
you! Please send to editor@skateisi.org.
Kevin McCormack, CAO, CADCR, is the vice
president of arena operations at Floyd Hall
Arena in Little Falls, N.J., and Danbury Ice
Arena in Danbury, Conn. He serves as
treasurer on the executive committee of
the ISI board of directors. He is also the
vice president of the Metropolitan Ice Rink
Manager’s Association. He can be reached
at kmccormack@floydhallarena.com
10 I S I E D G E W I N T E R 2 016One Size Fits All??
When it comes to outfitting skaters, is it one size fits all?? Of course not! The
wrong fit will make even the easiest moves difficult. In fact, it could be dangerous.
So it is with rink management and insurance. Are you covered sufficiently? At
the best price and service level? Does your insurance plan fit your business
model? If not, you could be headed for a fall.
Our I.C.E. (Ice Center Evaluation) Program is designed specifically with the rink
owner in mind. Call us to get a free evaluation and benefit from our 100+ years
of combined insurance experience.
Let us help you get the right insurance fit. Then you can focus on your business.
AmericanInsurance
The Right Fit
--
Rink Insurance Program underwritten by an A+ Insurance CompanyMINIMUM WAGE HIKE
How Will it Impact
Business?
n July, U.S. cities, states and counties, plus the District of
I Columbia, raised their minimum wage mirroring the legislative
initiative to increase the minimum wage across the country.
The minimum wage was increased in 15 places: two states — Maryland
and Oregon, plus Washington, D.C., Los Angeles County, Calif., and 11
cities (including Chicago, eight cities in California and two in Kentucky),
according to the The Wall Street Journal.
At the federal level, the Obama Administration has expressed support for
raising the minimum wage from $7.25 to $12 per hour by 2020.
We polled arenas across the country, asking: “How will an increase in minimum
wage affect your business?” Their responses are as follows:
“We’re at $9.75 per hour right now and to see a three-tier minimum wage that lost revenue that we would have been
headed to $11.25 per hour next July. perhaps sets the wage lower for a 16 to spending on infrastructure. We expect
We’ll raise prices to cover the additional 20 year old, with little to no experience, locations to start suffering.
cost. This won’t matter much in the who is working a part-time job.
“We would love to hear how the industry
long run. Portland is in a long period
“Over time we will have to adjust. is going to turn this negative attitude
of growth due to increasing population,
Between the minimum wage and the around and help us see a positive
and the influx of Californians.”
new salary level for exempt employees, business model ahead.”
Don Baldwin we will have to consider different ways
Regional and General Manager Philip Linssen
to run our business, price increases and
Lloyd Center Ice Rink, Portland, Ore. Chief Executive Officer
possibly trying to do more with less staff. San Diego Ice Arena, San Diego, Calif.
___________________________________________ Time will tell.”
___________________________________________
“Raising the minimum wage to $12 to $15 Kevin McCormack
an hour will have the greatest impact on “We project that our labor costs will
Arena Operations Vice President
our business. This alone will increase Floyd Hall Arena, Little Falls, N.J. increase by approximately $750,000
our payroll cost by 20 to 30 percent. In ___________________________________________ annually by 2022 when minimum
a business that is very labor intensive, wage reaches $15 per hour. We need to
“Due to the way SDIA runs its programs, increase wages across the board, not just
this will hurt us drastically. The bigger
similar to Skate Town, we staff a large for those that make minimum wage as
impact will be in other employee
amount of base-pay employees (kids it’s not fair to pay someone who has been
pay classes. Skating coaches, hockey
between 14 to 20 years old). In San here for a while the same wage as a new
coaches and ice resurfacer drivers will
Diego, we now have to pay $10.50 employee. We have started increasing
now all look to be paid more.
per hour and it’s going up to $11.50 prices already to attempt to compensate
“We can easily see a $15 minimum wage in January. Our nearest competitor is for this increase in labor costs and we’re
increase in our total payroll by hundreds Poway Ice, four miles from us, but in already feeling the impact.
of thousands of dollars per year. We another city, thus their base wage will
cannot raise prices enough to keep pace stay at federal levels, $10 per hour — “When the minimum wage was increased,
with that. I would have to imagine that a large differential in labor costs. we were told that we would have to
this increase would impact our bottom increase prices and/or change our
“Also, I believe it’s unfair to pay this high
line directly for the foreseeable future. It business model. We plan to do both. We
wage to kids who we have to invest a
will also hurt the workforce of the future, are investigating using touch screen
large amount of time to manage. We
because we will not be able to afford to kiosks to sell admission stickers rather
expect the labor costs of the rink to
hire high school and college students with than have a cashier on duty. We may
increase by at least $1 million this next
little or no work experience at $15 per hour. eliminate our café and use vending
year, an enormous amount to recover
machines instead. Functions with
“We anticipate the wages in our area to in my market where we are overbuilt.
marginal income contribution will need
go to $15 per hour due to the cost of We will start by redesigning our labor
to be eliminated.
living and the fact that New York State business model and deduce labor, thus
has already passed this law. This will service to the customers will be reduced, Our business model has much higher
hurt our business. We would have liked causing customer dissatisfaction and labor costs than most ice arenas as we
12 I S I E D G E W I N T E R 2 016fit all our public session guests with
skates and strive to keep our facility
immaculate and in top condition. We
may have to eliminate fitting guests
2016 State Minimum Wage Highlights
with skates, compromise on keeping
our facility as clean and well maintained, • New York became the second state to pass a new law that would raise
reduce our frequency of sharpening the minimum wage in New York City to $15 per hour by the end of 2018.
skates, etc. If those measures don’t Washington D.C. followed suit, enacting a law to raise the minimum wage
enable us to remain solvent, we will
in the district to $15 per hour by July 1, 2020.
likely go the way of the dinosaurs. I don’t
think that the consumer is ready to pay • The new law in California increases the minimum wage to $15 per hour
$20 to go skating or $15 for a foot-long by Jan. 1, 2022, for employers with 26 or more employees. For employers
sandwich!”
with 25 or fewer employees, the minimum wage will reach $15 per hour
Scott Slavensky by Jan. 1, 2023. Beginning the first Jan. 1 after the minimum reaches $15
General Manager
Skatetown Ice Arena, Roseville, Calif.
per hour for smaller employers, the minimum wage is indexed annually
___________________________________________ for inflation.
“It will affect our bottom line but not • Oregon established a series of annual minimum wage increases from July 1,
significantly. Our concession stand will 2016, through July 1, 2022. Beginning July 1, 2023, the minimum wage
see the major hit in loss of profits. The rate will be indexed to inflation based on the Consumer Price Index.
price point threshold for the customers
versus the cost of product and labor will • Fourteen states began 2016 with higher minimum wages. Of those,
make it very hard to sell products at a 12 states increased their rates through legislation passed in the 2014 or
40 to 100 percent profit margin. Overall, 2015 sessions, while two states automatically increased their rates based
we have adjusted our main source of
on the cost of living.
revenue (ice rate) by increasing it by $5
an hour. We will be at $225 an hour as of • Of the 11 states that tie increases to the cost of living, eight did not
September 2017. I believe this will be the increase their minimum wage rates for 2016. Colorado provided for an
main increase we will see in many cases
in Minnesota facilities.”
8-percent increase and South Dakota granted a 5-cent increase per hour.
Increases in Nevada took place in July.
Dean Mulso
Recreational Facilities Manager Source: National Conference of State Legislatives (ncsl.org)
City of Burnsville, Minn.
___________________________________________
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I S I E D G E W I N T E R 2 016 13Minimum Wage by State
“… I believe it’s unfair to pay this high wage to kids
*Effective as of Aug. 1, 2016
who we have to invest a large amount of time to manage.
We expect the labor costs of the rink to increase by
at least $1 million this next year, an enormous amount to
recover in my market where we are overbuilt.”
— Philip Linssen, San Diego Ice Arena
States with minimum wage rates
higher than the federal
States with minimum wage rates
the same as the federal
States with no minimum wage law
(federal minimum wage rate applies)
States with minimum wage rates lower than the
federal (federal minimum wage rate applies)
› Alabama: No state minimum wage. › Iowa: $7.25 › Nevada: $8.25 (with no health 2017; $10.75 effective July 1, 2018;
› Alaska: $9.75 › Kansas: $7.25 insurance benefits provided by $11.25 effective July 1, 2019; $12
employer); $7.25 (with health insurance effective July 1, 2020; $12.75 effective
› Arizona: $8.05 › Kentucky: $7.25 benefits provided by employer and
July 1, 2021; $13.50 effective July 1,
› Arkansas: $8 ($8.50 effective Jan. 1, › Louisiana: No state minimum wage. received by employee.)
2017) 2022)
› Maine: $7.50 › New Hampshire: $7.25
› California: $10 ($15 effective Jan. 1, › Pennsylvania: $7.25
› Maryland: $8.75 ($9.25 effective July 1, › New Jersey: $8.38
2022) 2017; $10.10 effective July 1, 2018) › Rhode Island: $9.60
› New Mexico: $7.50
› Colorado: $8.31 › Massachusetts: $10 ($11 effective › South Carolina: No state minimum
› New York: $9 ($15 effective Dec. 31,
› Connecticut: $9.60 ($10.10 effective Jan. 1, 2017) 2018) wage.
Jan. 1, 2017) › Michigan: $8.50 (Applicable to › North Carolina: $7.25 › South Dakota: $8.55
› Delaware: $8.25 employers of two or more employees.
$8.90 effective Jan. 1, 2017; $9.25 › North Dakota: $7.25 › Tennessee: No state minimum wage.
› District of Columbia: $11.50 ($12.50
effective Jan. 1, 2018) › Ohio: $8.10 (Employers with annual › Texas: $7.25
effective July 1, 2017; $13.25 effective
› Minnesota: $9.50 (Large employer gross receipts of $297,000 or more.);
July 1, 2018; $14 effective July 1, 2019; › Utah: $7.25
–enterprise with annual receipts $7.25 (Employers with annual gross
$15 effective July 1, 2020)
of $500,000 or more.) $7.75 (Small receipts under $297,000.) › Vermont: $9.60 ($10 effective Jan. 1,
› Florida: $8.05
employer – enterprise with annual › Oklahoma: $7.25 (Employers of 10 or 2017; $10.50 effective Jan. 1, 2018)
› Georgia: $5.15 (Applicable to receipts of less than $500,000.) more full-time employees at any one
employers of six or more employees.) location and employers with annual › Virginia: $7.25 (Applicable to employers
› Mississippi: No state minimum wage.
› Hawaii: $8.50 ($9.25 effective Jan. 1, gross sales of $100,000 irrespective of of four or more employees.)
› Missouri: $7.65 number of full-time employees.); $2
2017; $10.10 effective Jan. 1, 2018) › Washington: $9.47
› Montana $8.05 (Business with gross (All other employees.)
› Idaho: $7.25 annual sales of more than $110,000); *The Oklahoma state minimum › West Virginia: $8.75
› Illinois: $8.25 (Applicable to employers $4 (Business not covered by the Fair wage does not contain current › Wisconsin: $7.25
of four or more employees, excluding Labor Standards Act with gross annual dollar minimums. Instead, the state
family members.) sales of $110,000 or less.) adopts the federal minimum wage by › Wyoming: $5.15
› Indiana: $7.25 (Applicable to employers › Nebraska: $9 (Applicable to employers reference.
of two or more employees.) of four or more employees.) › Oregon: $9.75 ($10.25 effective July 1, Source: United States Department of Labor
14 I S I E D G E W I N T E R 2 016INSURANCE As a trusted provider of sports and recreation insurance, K&K is committed to helping you succeed by offering quality coverage and services designed for your organization. K&K’s expertise is respected throughout the industry; we are your solution for affordable insurance coverage. It’s easy to work with K&K—visit our website now for more information. • Over 60 years of insurance and claims experience • Competitive rates and coverage K&K Insurance Group, Inc. is a licensed insurance producer in all states (TX license #13924); operating in CA, NY and MI as K&K Insurance Agency (CA license #0334819)
Prepared for New Overtime Pay Rule?
The new overtime pay regulation, part-time people to cover hours or change be with their kids three days a week;
established by the U.S. Department of the way we do business. We may have divorced employees especially suffer.”
to raise prices, which is not the best idea
Labor, is set to go into effect on December 1. Philip Linssen
as we have raised some prices over the Chief Executive Officer
Under this new mandate, salaried last few years. In our whole company, as San Diego Ice Arena, San Diego, Calif.
employees making less than $47,476 per many as 15 employees may be affected.” ___________________________________________
year (or $913 per week) must be paid
Kevin McCormack “We converted all employees who were
for overtime, regardless of their title, job Arena Operations Vice President previously treated as exempt to hourly
description, or managerial status. The main Floyd Hall Arena, Little Falls, N.J. even though they met the Department of
exceptions are those who aren’t covered by ___________________________________________ Labor minimum weekly salary threshold.
the Fair Labor Standards Act (FLSA). “We run with seven full-time staff and This affected around eight management
In response to the new overtime rule, limited part-time staff so overtime for employees. Our management costs have
any of our staff is limited — less than increased as we now have to pay these
employers can: employees overtime any time they exceed
$2,000 annually.”
• Pay time-and-a-half for overtime work. eight hours in a day or 40 hours in a
• Raiser workers’ salaries above the new Dean Mulso week. It was demeaning to the employees
Recreational Facilities Manager and expensive for us. While this change
threshold.
City of Burnsville, Minn. was intended to benefit the employees,
• Limit workers’ hours to 40 hours per week.
___________________________________________ none of our employees are happy about
• Some combination of the above.
“This new rule won’t affect us. We only this change. We will no longer be able
Source: U.S. Department of Labor
have one salaried individual at this location.” to compensate management for going
We polled arena operators across the ‘above and beyond’ as they no longer ‘go
Don Baldwin the extra mile’ without authorization to
country, asking them how, or if, this new Regional and General Manager work overtime. Instead, they will either
rule would affect their business. Their Lloyd Center Ice Rink, Portland, Ore.
go home when the clock strikes 5 p.m.
comments are as follows: ___________________________________________ regardless of the need to work extra, or
“We will have to make some decisions on “We have no exempt employees. We we will be writing them up for excessive
this. Almost all of our full-time employees don’t allow a 4x10-hour schedule due overtime. This is a recipe for disaster! Talk
make under $47,500 and work well more to California’s overtime after eight-hour about unintended consequences!”
than 40 hours a week. Raising them to rule, so everyone is on the 5x8-hour Scott Slavensky
$47,500 to make them exempt is not day schedule, which some female General Manager
an option. We will probably have to go employees hate, as they would rather Skatetown Ice Arena, Roseville, Calif.
the hourly route and hire more full- or work less days longer so that they can ___________________________________________
16 I S I E D G E W I N T E R 2 016The Eco-Friendly Ice Rink System
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www.cimcorefrigeration.com around the world!Managing
Your Multi-
Generational
Staff
Introducing Generation Z
by Eileen Viglione
n your arena, you’ll probably find everything, from their relationships and Is distracted by social media. Gen
I
•
five diverse generations working side how they learn to virtual reality training Z is somewhat more likely than their
by side. Have you noticed that each and problem solving.” Millennial co-workers to blame social
generation operates with their own set Gen Z is a highly educated bunch, with media for distracting them during the
of attributes, principles and attitudes? a large number graduating from college — workday, according to a recent Time
These are shaped by their life experiences. more than any previous generation. They magazine article.
In order to have a successful team, are well versed at gathering research
managers must create a work culture that online and often educate themselves by • Wants to work in a workplace setting,
embraces these differences. This will help watching YouTube tutorials/videos. They rather than from a home office.
to retain employees. literally have digital appendages that • Desires to be mentored. Nearly half of
First, let’s take a look at America’s allow them to acquire what they want Gen Z says they want to be mentored
youngest workers: Gen Z, also known immediately without having to work as by their bosses.
as iGen — because their world is hard at gaining knowledge. Naturally,
“iEverything” mobile devices. Born after they are considered the most influential • Values traditional benefits. While
1995, the oldest members of this group group of technology trendsetters — the office perks such as free snacks and
are age 20, and you probably have quite a true digital natives of our world. a Ping-Pong table are attractive to
few working in your arena. As the most diverse generation in U.S. these younger workers, Gen Z desires
history, Gen Z does not recognize diversity, work that provides traditional benefits,
Gen Z/iGen unless it’s absent, according to Jason including healthcare and a competitive
(Born after 1995) Dorsey, Gen Z expert and co-founder salary. In fact, according to CNBC,
of The Center for Generational Kinetics. Gen Z is more willing than previous
Currently numbering 23 million, this They will never remember a time generations to relocate or work nights
group is expected to become the fastest- before an African American president, and weekends to secure a job with a
growing generation in the workplace and the legalization of gay marriage and competitive salary.
marketplace over the next five years. 20-something billionaires.
• Is self-motivated. The CNBC article
What are the most defining
Gen Z/iGen at Work found that 76 percent of Gen Z see
characteristics of Gen Z? While members
So what can you expect from Gen Z in themselves as in control of shaping their
are mostly adolescents and kids at this
the workplace? Aside from being tethered own career paths, and nearly half of
time, early indicators predict that they
to their smartphones, this pragmatic respondents said they have their own
are self aware, self-reliant, innovative
generation, according to The Center for businesses, compared to 32 percent
and goal-oriented, according to The
Generational Kinetics: across all working generations.
Center for Generational Kinetics. “Most
members don’t remember a time before • Prefers face to face conversations.
social media. As a result, they tend to live Based on a recent survey conducted The center is exploring whether or not
much more of their entire lives — from by Future Workplace and Randstad, Gen Z’s pragmatism will carry over into
interacting with friends and family to 39 percent of Gen Z prefer in-person the workplace. Will they accept lower-
making major purchases — online and communication to digital alternatives, paying jobs to gain entry into a career or
via their smartphones,” says the center. such as email, social networking and hold out hoping for something better to
“This could have profound implications for video conferencing come along?
18 I S I E D G E W I N T E R 2 016How do you hire these workers? Now let’s take a look at the other group and blames them for giving their You guessed it, online. They consult generations: generation the bad rap of acting entitled. various job sources and react favorable The first generation of children to grow to brief job descriptions. An ideal way Millennials/Gen Y up with busy schedules, Millennials are to capture their fleeting attention is to (Born 1977-1995) multi-taskers, technologically dependent create a video depicting what life is like and active in social and environmental at your workplace, according to a recent Millennials, also known as Gen Y, have causes. Due to their social nature, they enjoy article, “Gen Z — Manage, Reward, and surpassed Baby Boomers as the nation’s working in teams and want to understand Recognize this Youngest Generation,” by largest living generation at 74.9 million, their company’s mission or purpose. Gordon Food Service. according to Pew Research Center. How can you best engage Millennnials “Your training must include They will comprise 75 percent of the in your arena? Make them feel constructive criticism — correcting their workforce by 2025, according to Forbes valued, develop their leadership skills, mistakes, shaping their skills and building magazine. create an atmosphere based on open confidence,” says Ken Wasco, Gordon Individuals in this group are communication and allow a more relaxed, Food Service customer effectiveness undergoing various life transitions flexible work environment. manager. “And that plays right into their such as graduating from college, living In addition to educating them on sense of entitlement. Because Gen Z is independently or with roommates, the company mission and making it often educated, confident, and connected, buying a house, getting married and central to the working process, remind they’re eager to prove themselves. It’s up becoming a parent. According to the Millennial employees of their purpose, by to you to show them how their work has Center for Generational Kinetics, this offering recognition, according to a recent meaning and fits into the bigger picture.” group appears to be splitting into two Entrepreneur article, “This is How You’re Gen Z will want to be challenged different subsets, with one achieving Failing Millennials in the Workplace.” and recognized for their achievements, the traditional milestones of adulthood “After all, a recent survey conducted whether it is with a slight pay increase or and the other “floundering” — moving by Globoforce found that 70 percent time off. They will appreciate an employer in with their parents and struggling to of employees surveyed said they had a who is invested in their professional achieve financial independence. The greater emotional connection to their job development. first group can’t relate to the second when they were recognized for their work.” I S I E D G E W I N T E R 2 016 19
Generation X
(Born 1965-1980)
“ … If management only communicates one way, it
Known as the “Latchkey Generation,” many
Gen Xers grew up with parents working
risks creating tension and stress between
full time, or divorced, thus they are self- generations, resulting in difficulties working
reliant. On the job, they enjoy working together and ultimately a less efficient workplace.”
independently and do not like to be
micro-managed. They also desire a work/
life balance in order to enjoy family time
and attend their children’s extracurricular leadership styles, communication and • Be flexible in how you communicate
activities and school functions. scheduling, according to “Managing to employees. Discuss their preferred
Five Generations in the Workplace,” communication styles and engage in
Baby Boomers by The Rocky Mountain Explorer. a variety of ways to get your messages
(Born 1946-1964) Traditionalists and Boomers typically across. (For example, face-to-face
prefer receiving communication face-to- meeting with a Traditional or Baby
Baby Boomers were born after World face, via phone, or written memoranda, Boomer versus an email or Skype video
War II and grew up during the civil rights while Millennials generally prefer to with a group of Millennials and/or
movement and the Vietnam War. Highly communicate via instant message, text Generation Xers. )
educated, many were politically active and email. Gen Z, on the other hand,
during the 60s and 70s. Teamwork and • Encourage Mentoring Programs.
longs for old-fashioned, in-person
relationship building are important to this Pair older and younger employees
communication from supervisors. “If
group, as is a flexible work environment together so they can share their skills
management only communicates one
that affords them the opportunity to way, it risks creating tension and and knowledge. Younger generations
spend time with family, especially their stress between generations, resulting can teach older generations newer
grandchildren. Leaders who strive to get in difficulties working together and technologies and older generations can
them involved will motivate them. ultimately a less efficient workplace.” share industry and company knowledge.
Companies that are not willing to be • Train managers and employees
Traditionalists/Silents flexible with scheduling and benefits may regarding generational differences.
(Born before 1945) risk alienating some of their staff. For This helps managers adapt their styles to
instance, Traditionalists and Boomers bring out the potential in each of their
Traditionalists — also referred to as the
value retirement and healthcare benefits employees, and it creates harmony in
“Silent Generation” because children of
as well as part-time hours as they near the workplace.
this era were expected to be seen and not
retirement. Gen Xers prefer flexible
heard — are in their 70s or older. While • Leverage each individual’s strengths.
schedules to manage around their kids’
many have retired, there may be several in Each employee brings something
events and/or schedules, but they also
your organization. They are devoted to a unique to your organization, including
want increasing compensation. Gen Z
single employer, often willing to sacrifice their past experiences which bring
and Millennials, on the other hand, are
their personal life for their career. They are not as concerned about compensation, learning opportunities for all employees.
dependable, respectful and loyal workers. but instead desire flexible schedules and Do you have tips on how to successfully
In return, they expect to be appreciated perks such as a company phone. lead a multi-generational staff at your
and respected by their employer. Most Managerial styles may also produce arena? If so, we’d love to share them in
are “Type A” personalities and may need conflict since each generation has different a future issue. Please send to editor@
coaching on their communication and expectations. While Traditionalists, skateisi.org.
people skills. They are also slow to adapt Boomers, and Xers prefer feedback during
to change, so keep in mind that gradual their annual review, Millennials and Gen
changes work best for this hardworking Z tend to need ongoing feedback and Sources: “Bridging the Generation Gap: How to Get
Employees Working Together Effectively,” Chief
generation. recognition. Without it, they may become Executive magazine; “Generations in the Workplace,”
The Rocky Mountain Employer; “Generations Working
resentful, disconnected and unmotivated,
Managing the which results in declining productivity
Together,” Northern Nevada Business Weekly; “Manage
Multiple Generations More Effectively” and “Gen
Multi-Generational Staff and a negative work environment. Z — Manage, Reward, Recognize this Youngest
Generation,” Gordon Food Service; “How to Engage
As you can see, managing a multi- How can you effectively manage Your Youngest Workers,” Randstad USA; “Leading the
Four Generations at Work,” American Management
generational staff can pose some multiple generations in your rink and
Association; “How to Manage Your Small Business’
challenges especially when it comes to help them collaborate? Traditionalist Workforce,” MJ Management Solutions, Inc.
20 I S I E D G E W I N T E R 2 016AT WORK: Generations at a Glance
(Born after 1995) (Born 1977-95) (Born 1965-80) (Born 1946-64) (Born before 1945)
iGen/Gen Z Millennials Generation X BABY TRADITIONALISTS
GEN Y Boomers
They prefer: They want to: They enjoy: They: They want:
Instant feedback Feel valued Work-life balance Value teamwork Respect for
Mentoring Receive regular Regular feedback Desire to make a experience
Personalized assurance Working contribution Private
workspace Enjoy their work independently Need flexibility recognition
Traditional Understand Flexible schedule Like public Clear rules
benefits company’s recognition Loyalty from
mission company
Communication Communication Communication Communication Communication
Style (with manager): Style (with manager): Style (with manager): Style (with manager): Style (with manager):
In-person Email, text Email, phone Face-to-face, Face-to-face, printed
(yes, surprise!) meetings agenda/memorandum
Laser control systems
for leveling ice
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Contact us today
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I S I E D G E W I N T E R 2 016 21How to Generate
Social Media
Buzz without
Going Berserk
Get noticed on Instagram
and Snapchat
by Catherine Mitchell
p!
na
S Are there Snapchatters in your life? You
know, that funny yellow icon with the polka
dots, where people draw on photographs
of their faces or add silly artwork?
f you’re not using Snapchat, chances are you’re a bit over MESSAGING APPS ON THE RISE
I 30. But for the under-30 crowd, it’s the latest and greatest.
And Instagram? No, not Pinterest – that’s different.
Instagram is a photo and video sharing app, also popular with
Let’s look at these two platforms that have been growing steadily
for the past few years: Instagram and Snapchat, both highly
popular with Millennials (18 to 34 year olds), but also seeing an
those under 30, but seeing growth in the over-30 group. Add a
uptick with other demographics.
photo and make it special with a variety of filters. Now, you can
post a video on Instagram too. Since Facebook launched social media in 2004, it’s remained
If it’s not yet clear, these two newest darlings of social media a top platform and reaches several key demographics. For
are important to any business with an interest in the under-30 example, it’s still the top choice of 82 percent of 18 to 29 year
set. And good news — they are evolving and creating ways for olds, according to a 2015 study by the Pew Research Center.
users and businesses to connect. For the 13 to 17 demographic in the U.S., however, the most
Maybe not such good news, if you’re not sure how to play with popular platforms after Facebook are Instagram and Snapchat.
these new tools. But if creating a good flow of students and visitors For 16 to 19 year olds, Instagram and Snapchat are used for
is key to the health and growth of your business, then pay attention. messaging 47 percent of the time, while Facebook Messenger
New social media platforms can help, but you want to make smart is used 50 percent of the time, according to a recent study by
choices about where you dedicate your time and resources. Refuel Agency on the habits of Digital Millennial Teens.
22 I S I E D G E W I N T E R 2 016Considering that these two platforms have only been
around a few years, compared to over a decade for Facebook
and Twitter, those are impressive usage numbers. Facebook
even purchased Instagram in 2012, deemed a wise buy as
the newer platform outperformed Facebook with 20 percent
more growth the following year.
Originally designed as mobile platforms for messaging,
Instagram and Snapchat have quickly developed interesting
ways for brands and businesses to engage users. Both
Snapchat and Instagram take messaging a bit further,
focusing on visuals in ways that are challenging Facebook
and Twitter.
With their growing user bases of young and engaged
digital teens, Snapchat and Instagram attract businesses that
focus on this demographic. And both are making it easier for
small businesses to create great content and generate a return
on the investment in time and resources.
So, what are the key features of Instagram and
Snapchat? Let’s break it down.
Snapchat Instagram
Primarily a visual messaging Primarily a photo-sharing
service, using Snaps service
Reaches 41 percent of 18 to 32 36 percent of U.S. users are
Minneapolis/St Paul
in the U.S. 13 to 29 (57 million)
Can hashtag photos and
Can add location-based search for hashtags in the
geofilter, a graphic that the Explore feature; allows
user places on a photo geotagging (adding latitude
and longitude) to photos
Images and videos last 24 Can share and edit videos
hours, then disappear of up to 60 seconds in length
Metrics must be inferred
(upticks in website visits), Can track metrics and
but you can track Views and engagement using Insights
Screenshots in the app
Offers paid options for Offers paid options for
businesses businesses
Best Way to Spend $$
Promoted Posts:
On-Demand Geofilters:
you set the budget, targets
$5 and up, easy to design,
(by interests, location), and
schedule, and purchase at
timeframe in app similar to
snapchat.com/on-demand
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I S I E D G E W I N T E R 2 016 23You can also read
