|Exam Name||:||CA Service Desk Manager r12 Professional(R)|
|Questions and Answers||:||40 Q & A|
|Updated On||:||April 18, 2019|
|PDF Download Mirror||:||Pass4sure CAT-180 Dump|
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Jun 30 2010
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Police work was no longer an option for Orange County Sheriff’s Deputy George Kluchonic.
Kluchonic was accused in 2001 of trying to destroy evidence: patrol car videos that showed him scuffling with a 19-year-old man and accosting a pedestrian he thought was drunk.
Prosecutors labeled Kluchonic, then 43, a deputy out of control. But his trial on misdemeanor charges ended in a hung jury. Prosecutors offered Kluchonic a deal: do 80 hours of community service and we won’t re-try the case.
Kluchonic agreed – and applied for a disability retirement.
He claimed his wrists, hands, left knee, back and neck were injured in an on-duty traffic accident five years before he was charged – and that his “psyche” suffered from being criminally accused.
Kluchonic received a workers’ compensation settlement of $99,000 and an annual disability pension of $47,000 from the Orange County Employees Retirement System.
“I resigned because I couldn’t afford to defend myself and I couldn’t do the physical job anymore,” Kluchonic said last month, speaking by phone from his home in rural New York State.
Related: Tab for public safety disability leave: $10M per year
Disability retirement is intended for public safety workers with dangerous jobs who become permanently incapacitated by illness or injury. But over the years, it has also become an escape hatch for unwanted police officers and firefighters and a way to pad the pensions of those at the end of their careers, an Orange County Register investigation has found.
Medical retirements come with hefty tax breaks at a time when government is struggling with falling revenues and huge pension liabilities. Under the California Public Employees Retirement System, which covers most city police and firefighters, a disabled retiree gets at least half of his or her pension tax-free – sometimes more.
Critics of the system – including some frustrated city officials – say that many police officers and firefighters spend their careers claiming every injury or illness, so they can later make a case for a disability pension.
“You end up with officers at the end of their careers, looking at disability retirement and the benefits, and there are doctors who will facilitate that,” said John D.R. Clark, Garden Grove human resources director.
Public safety unions say the disability laws are necessary to protect employees in dangerous professions.
“It’s an incredibly stressful job … a life or death job,” said Carroll Wills, communications director for the California Professional Firefighters Association. “We think the people who put their lives on the line deserve the protection (the laws) afford.”
The Register analyzed disability retirements for police officers and firefighters across the county and found:
The Irvine Police Department has the county’s highest disability retirement rate for a large city since the department was created in 1975. Sixty of 99 officers who have retired since the department was formed claimed to be injured or ill. Crime statistics show Irvine to be one of the safest cities in the nation. Compare Irvine to Anaheim, which has more violent crime but a disability retirement rate of only 15 percent since the department joined the PERS system in 1950.
Small police departments show a higher ratio of disability retirements, in large part because they have less room to provide light duty for injured or ill workers. Buena Park police, with 93 sworn officers, had a disability ratio of 62 percent over the last 5 ½ years – five of eight officers retiring took disability. The La Habra Police Department, with 63 sworn officers, was at 47 percent for the same period – nine of 19 sought disability.
Anaheim’s police department – one of the largest in Orange County – had the lowest disability rate over the last 5 ½ years at 2 percent. Anaheim assigns injured or ill officers to permanent soft duty as a way to reduce medical retirements. Also ranking low for disability retirements was the O.C. Sheriffs Department, with 9 percent disability retirement over the last 5 ½ years. Officials said the sheriff’s agency is large enough to temporarily reassign injured workers to limited duty, such as guarding the courthouse.
Generally, fire departments had a smaller ratio of disability retirements than their counterpart police agencies over the last 5 ½ years. An exception was Santa Ana’s now-defunct fire department. With 192 firefighters, Santa Ana fire had a disability ratio of 47 percent during the last five years – the highest of any Orange County fire department. Compare that to the Orange County Fire Authority, with 1,000 firefighters, which had a disability ratio of 18 percent. Or to the city of Los Angeles, whose combined disability retirement for police and firefighters was just 20 percent.
Medical retirements appeared to be falling since 2007, as scrutiny of public safety pensions has increased. For instance, during the last 5 ½ years, Irvine’s police disability retirement rate is 32 percent compared to its rate of 60 percent for all years.
“The abuses come from both the employers and the employees. Nobody is totally guiltless,” said former Irvine police Lt. Pat Rodgers, who sat on a city retirement panel for public safety. “If a police officer becomes disenchanted with the job, and has a moderate to minor injury, he can say, ‘I’m taking a disability retirement.'”
A YEAR OFF WITH PAY
No one disagrees that police and firefighters do dangerous jobs and deserve to be compensated when they are injured at work or become ill because of their jobs. But critics say that numerous expansions of the state law, advanced with the support of public safety unions, have made it easier to abuse the system.
For instance, California Labor Code 4850 allows injured or ill police officers and firefighters to take up to a year off from work, with full pay, tax free. The legislature has expanded the law to include inspectors, investigators and detectives in any district attorney’s office, county probation officers, group counselors and juvenile services officers, lifeguards, port and airport police, and game wardens.
This benefit is not offered to civilians, who must seek paid leave through the workers’ compensation system. In contrast, workers comp is not tax free, seldom equals full salary, and typically must be reauthorized on a monthly basis, said Orange human resources director Steven Pham.
Orange County police and fire departments spend millions of dollars each year on “4850 leave” for employees who say they are too ill or injured to work. Over the last 5 ½ years, the Orange County Sheriff’s Department has paid out $15.6 million in 4850 benefits.
Critics say that 4850 benefits are often used by public safety workers to effectively start their medical retirements a year early.
“Some people linger longer than they really should, and the 4850 leave helps to facilitate that,” said Clark, the HR director.
Lawmakers have tilted the scales toward abuse in other ways. In California, as in 41 other states, some injuries and illnesses are presumed to be job-related for police and firefighters, such as some cancers, heart attacks and hernias. These “presumptive conditions” make it harder to combat disability pensions for those who might not have been stricken on the job, officials say.
California first approved these presumptive conditions in the 1930s and 1940s – when firefighting and police safety equipment was less sophisticated, according to the California Professional Firefighters Association. As years passed, more diseases and maladies were added to the list.
“(Y)ou have a substantial benefit ripe for abuse. Not everybody does (abuse the system). But enough do. We have to make sure cheaters don’t diminish the benefit,” said Dan Pellissier, president of California Pension Reform.
Tom Dominguez, president of the Association of Orange County Deputy Sheriffs, agreed the system can be abused, but said that in his experience the abuse is mostly by the county personnel officers. Dominguez accused county officials of dragging their feet on medical payments while deputies remain on paid leave, in hopes the deputies will pay their own medical costs.
“It’s beneficial for them to put deputies on a very slow boat toward getting better,” Dominguez said. “It’s cheaper just to put you on 4850 time than to give you the back surgery to go back to work.”
He said employees can get squeezed out and forced into disability retirement when they really want to work.
IRVINE’S ‘HIGH STANDARDS’
Former Irvine police officer Gregory R. Allen took a disability retirement in May 1996 after a back injury from an on-duty motorcycle crash. He gets $40,320 annually in disability retirement from Irvine.
But he didn’t stop working.
In 1998, he took a job with the Los Angeles Public Defender’s Office as an investigator. In 2006, he joined the O.C. sheriff’s department, passing all the agency’s physical tests.
Today he is a motorcycle officer in Lake Forest; the sheriff’s department pays him $114,000 per year, on top of his disability pension.
“That’s the epitome of double-dipping that makes Californians crazy,” Pellissier said. “That’s the poster child for abuse.”
Allen said he was forced to seek a disability retirement because Irvine would not release him back to his job.
“I don’t think they should have retired me to begin with. They should have given me an opportunity to heal and get back to work,” Allen said.
Rodgers, the former Irvine officer, said when he was a retirement trustee he often voted against disability retirements that he felt were unwarranted.
“Frankly there were some disability retirements that were not good,” Rodgers said. “It’s really no skin off the city’s nose to do a disability. A lot of times they use disability retirements to get rid of problem employees.”
Rodgers said he was forced to take a medical retirement after he suffered a heart attack in 2002 at the age of 60.
“I went to the doctor to get released and he wouldn’t sign the papers. The city wasn’t unhappy to see me go,” said Rodgers, who was president of the police officers’ association for 17 years.
Rodgers missed police work so much that he signed up with the U.S. Department of Justice, which sent him to Afghanistan in 2004 for seven months to train civilians in the art of law enforcement. Rodgers compared driving in Afghanistan to a demolition derby, except with guns. Many of his predecessors were killed in the bombing of a training center.
After his stint in Afghanistan, Rodgers did two tours of Iraq, teaching police tactics in Baghdad for the state department. His last trip ended early in 2011, because he had a blood condition.
Now back in O.C., Rodgers says he has proven he is healthy enough for at least police administration work and would surrender his disability retirement – about $102,000 a year – to go back to being “Lt. Pat.”
Irvine police officials say that disability retirements are not taken lightly – each case is carefully evaluated and scrutinized – but the department is not big enough to put a street officer or investigator on extended light duty.
“We have high standards,” said Police Chief Dave Maggard. “If you serve as a police officer, you must be able to perform as a police officer.”
SANTA ANA FIRE
Generally, Orange County fire agencies were in the 30 percent or lower range for disability retirements, the Register found, usually lower than the same agencies’ police departments. Six fire departments had disability ratios under 30 percent. Anaheim and Orange were just over, with disability ratios of 33 percent and 31 percent – meaning about three of every 10 retirees claims illness or injuries.
Santa Ana, which disbanded its fire department this year in order to save money, was an outlier. The Register found that Santa Ana fire – at 47 percent — had the highest ratio of disability retirements during the last 5 ½ years among Orange County fire agencies.
City records show that only 1.8 percent of the emergency calls handled by Santa Ana firefighters were for actual fires. Most were medical calls.
Edward Raya, Santa Ana personnel manager, said he couldn’t explain the high disability retirement numbers in the fire department, or why city police officers took disability retirement less than half as often as the firefighters, (Santa Ana police disability retirement is at 20 percent since 2007).
“I can’t answer that question, I really can’t,” Raya said. “We comply with all the rules and laws.”
CAUGHT ON FILM
In the smaller cities, such as La Habra and Buena Park, police disability ratios were high, partly because police departments were too small to give desk jobs to injured or ill officers. La Habra’s disability rate was 47 percent in the last 5 ½ years. Buena Park’s was 62 percent. La Habra officials said about half of their disability retirements, were due to illnesses presumed by the state to be job related.
In Garden Grove, four out of every 10 police retirees is disabled. City officials said their cops are stretched thin by budget concerns. The city has less than one officer for every 1,000 residents, which could be wearing officers out. An FBI report shows cities the size of Garden Grove typically have nearly two officers per 1,000 residents. That same FBI report shows that Garden Grove has 13 violent crimes per 10,000 residents, compared to 3 per 10,000 in Irvine.
“This isn’t Irvine where they’re breaking up teenage keggers,” said Clark.
Pham, Orange human resources director, said there is one tool for battling disability abuse that almost never fails: the video camera.
At least four times a year, Pham hires private investigators to follow and film employees who are on medical leave. About six police officers and firefighters were caught over the past few years working construction jobs, re-roofing their homes, riding bicycles and surfing when they were on disability leave. Some were forced to resign; others found a doctor to say the activity was “therapeutic,” Pham said.
Such tactics have helped Orange lower its disability ratios to 30 percent for fire and 28 percent for police during the last five years.
“But it is still a challenge, a tough fight,” Pham said.
Pham said that presumptive diseases and injuries also make it hard to fight disability retirements – and more tempting to abuse them.
“We have people going out for ridiculous things,” Pham said. “They (firefighters) put on their turncoat and then their shoulder is out of its socket. A turncoat is a lot lighter than a soldier’s backpack.”
In 2005, former sheriff’s captain Christine A. Murray faced criminal charges – 16 misdemeanor counts – for downloading a list of employee names, home addresses and telephone numbers from a department computer. She used the information to illegally solicit donations for then-sheriff Michael S. Carona. (Carona was re-elected but later convicted in federal court of witness tampering.)
Murray’s case was ultimately dropped, but it cast a shadow over her career.
In October 2009, new sheriff Sandra Hutchens laid off Murray as part of a cost-cutting measure that Hutchens said had nothing to do with job performance.
Murray applied in March 2010 for a vacant captain’s position in the department. Two months later, after she was turned down, Murray filed for a disability retirement on the premise that she could not work because of an elbow injury, sustained years earlier, which eventually required surgery.
Murray receives a disability pension of $133,677 a year – and continues to work part-time as a private investigator.
She said in an interview that finances forced her to retire after it became clear the department wouldn’t hire her back.
“I could not go work as a field officer,” Murray said, “but as a manager I could continue to work.”
Contact the writer: email@example.com
SCOTTSDALE: The Fairmont Scottsdale Princess is one of many posh resorts in the city.(Photo: John Samora/The Republic)
The following employers have been recognized by Top Companies to Work for in Arizona, a statewide program sponsored by Republic Media that aims to identify companies with commendable workplace practices and which received high scores in terms of employee engagement and satisfaction. The following entities are this year's leaders among medium-sized employers.
Small and large companies were also ranked.
(U.S. employees: 100-999)
1. Fairmont Scottsdale Princess
US/AZ Employees: 881/881.
Arizona location: Scottsdale.
Top US executive: Jack Miller, General Manager.
The resort sponsors several employee events, including a gala, a holiday kids party, a summer picnic and employee pep rallies hosted by the general manager. Employees also have opportunities to attend events such as the Waste Management Phoenix Open and the Barrett Jackson auto action. A company wellness program offers fitness classes and nutritional information, and employees can give back through the Titans Always Give program.
US/AZ Employees: 334/30.
Arizona location: Phoenix.
Top US executive: Tyler Beecher, CEO.
Full-time employees are eligible for an annual bonus program based on individual and company performance and for the SARs (Stock Appreciation Rights) program. The company’s Spiffing Program allows employees to recognize their peers for a job well done. Trace3 also holds team-building events such as game night, movie night, Top Golf outings and visits to shooting ranges. The company gives back to the community through the Adopt-a-Family program.
3. American Technologies Inc.
US/AZ Employees: 900/95.
Arizona location: Phoenix.
Top US executive: Gary Moore, President.
The company always acknowledges employee efforts and encourages team support through such events as sports games, team building and parties for workers and their families. There also is an incentive program to encourage healthy eating and exercise. ATI’s bonus structure and incentive plans inspire employees to go above and beyond throughout the year. There are internal contests with cash prizes and safety incentives such as free barbecue if 90 days pass without an accident.
4. Lovitt & Touché
Industry: Insurance (non-health care).
US/AZ Employees: 188/187.
Arizona location: Tempe.
Top US executive: Charles A. Touché, CEO.
Flexible work arrangements allow the majority of Lovitt & Touché service teams to telecommute one or two days a week. The company’s C.A.R.E.S. committee gives back to the community through Jeans Thursdays, quarterly fundraising lunches, participating in local charity walks or volunteering employee time. The annual “Maintain Don’t Gain” challenge helps employees stay within two pounds of their start weight during the Thanksgiving to New Year’s holiday season.
5. Credit Union West
US/AZ Employees: 171/171.
Arizona location: Banking.
Top US executive: Bob MacGregor, President/CEO.
Credit Union West offers annual bonuses, incentive programs and company awards based on company and employee performance. All employees, full and part time, are eligible. There also is an annual employee rally and a wellness program that includes Fitbit fitness trackers and a multitude of quarterly creative wellness challenges offered to employees and their dependents.
6. ASU Foundation for A New American University
US/AZ Employees: 177/175.
Arizona location: Tempe.
Top US executive: R.F. “Rick” Shangraw, Jr., CEO.
Employee health and wellness is a priority, with the foundation offering a private meditation room, standing workstations as a desk option, healthy snacks in the break room and free onsite yoga classes once a week. Employees get their birthdays off with pay. There also are quarterly happy hours so workers can interact with colleagues and support local businesses. Individualized development opportunities are available to high-performing employees.
7. Sentinel Technologies Inc.
US/AZ Employees: 450/40.
Arizona location: Tempe.
Top US executive: Dennis Hoelzer, CEO.
Sentinel employees can take 24 hours of paid volunteer time a year. The company sponsors biggest loser contests; charity events; health and wellness biometric screenings; healthy cooking contests; employee appreciation barbecues, breakfasts and social hours; and employee and spouse appreciation holiday parties. There also are programs designed to foster good compensation, character, mentorship of peers, teamwork and revenue generation.
8. Hyatt Regency Phoenix
US/AZ Employees: 319/319.
Arizona location: Phoenix.
Top US executive: Mark Hoplamazian, Chairman and CEO.
Hotel employees receive complimentary Hyatt room nights anywhere in the world with discounts on spa services and food during their stay. They also receive tuition reimbursements for taking classes in any subject that will help them improve personally and professionally. The employee lounge offers free breakfast, lunch or dinner, Wi-Fi, computer access, flat-screen TV’s and board games. Monthly drawings award prizes such as iPads, Keurig coffeemakers, Playstation and Xbox game consoles, bicycles and $250 gift cards.
9. New Horizons Learning Group
US/AZ Employees: 137/25.
Arizona location: Tucson.
Top US executive: Kevin Landry, CEO.
Management, instructors, support staff and supervisory personnel receive quarterly bonuses based on the profitability of the company. Bonuses of $100 are awarded to employees who exemplify the core company values of gratitude, respect, accountability, simplicity and people-first. The company provides weekly free fruit, catered lunches, Fitbit reimbursement and paid volunteer days, as well as free or discounted tickets to local family entertainment or sporting events.
10. Homeowners Financial Group USA LLC
Industry: Financial Services.
US/AZ Employees: 321/212.
Arizona location: Scottsdale.
Top US executive: William (Bill) Rogers, Founder and CEO
Employees have the option of working remotely and to volunteer with charities during work hours. Company events include casual Fridays, a holiday party, happy hours, picnics, softball games, ice skating and potlucks with catered food. All employees have a chance at winning an annual President’s Club Trip. The company Culture Committee meets once a month to decide future outings and events. Employee referral bonuses of $1,000 are offered.
11. Learning A-Z
US/AZ Employees: 241/168.
Arizona location: Tucson.
Top US executive: Bob Holl, President.
All non-commission-based employees qualify for a target bonus equal to a percentage of their salary, paid annually if the company meets specific metrics. Employee referral bonuses of up to $1,000 per referred employee are paid. Learning A-Z has created partnerships with local gyms, yoga centers and CrossFit gyms to provide discounts for employees. The company offers a holiday party, employee outings and quarterly employee meetings with lunch provided.
12. Bryan University
US/AZ Employees: 159/149.
Arizona location: Tempe.
Top US executive: Chad Evans, CEO.
Bryan University’s employee benefits include 24/7 telemedicine and matching 401(k) plans. To promote health and well being, the university offers chair massages, FUNtastic Fridays with employee-voted themed dress day, an annual company family barbecue and a wellness program with various fitness and wellness challenges throughout the year. Bryan University provides movie tickets and vending tokens to managers for use as incentives throughout the year to recognize star employees.
13. OneGuard Home Warranties
Industry: Insurance (non-health care).
US/AZ Employees: 110/110.
Arizona location: Phoenix.
Top US executive: Scott Smith, CEO.
New employees receive a week of onboarding and orientation. Once they are members of the team, they enjoy onsite training classes, peer-to-peer bonuses, profit sharing and roundtable meetings with OneGuard's president. Each trimester OneGuard typically distributes 5 to 15 percent of profits to each full-time employee when the company and the employee have achieved certain performance targets and budgets for the trimester. Team member events include movie nights, tailgating and Christmas parties.
LifeLock. (Photo: Russ Wiles/The Republic)
Industry: Identity Theft Protection.
US/AZ Employees: 829/481.
Arizona location: Tempe.
Top US executive: Hilary Schneider, CEO.
LifeLock employees receive 24 hours of paid time off a year to do volunteer work. They also receive such benefits as health care, 401(k) matches and stock options. There is an annual performance-based bonus program and a spot bonus program that provides monetary recognition for performance throughout the year. Employee recognition programs include Flash Awards and Spark Plug Awards. The company hosts a Family Fun Day, holiday parties and in-office parties and provides a fun work environment with games and Bagel Mondays.
15. George Brazil Air Conditioning & Heating
US/AZ Employees: 175/175.
Arizona location: Phoenix.
Top US executive: Jim Probst, President.
George Brazil encourages an open-door policy that allows staff to communicate any ideas, issues or questions with managers. Monthly monetary bonuses are given to sales teams, service technicians, CSR’s and quality assurance team members for quantity of positive customer reviews. Departments are often treated to breakfasts and lunches and engage in teamwork games and activities. The company gives back to the community – and has fun – through a “Dunk-A-Boss” event to benefit the Wounded Warrior Project.
16. Berkshire Hathaway HomeServices Arizona Properties
Industry: Real Estate.
US/AZ Employees: 100/32.
Arizona location: Scottsdale.
Top US executive: Mark Stark, CEO.
The company CEO calls all employees on their birthdays and provides them with gift cards. Berkshire Hathaway encourages group volunteering at local charities and food banks. Employee perks include discounts at cellphone carriers and bonuses paid for recruiting agents to the company. The employee of the year receives a gift card and a paid day off.
17. Larry H. Miller Avondale Dodge
US/AZ Employees: 134/134.
Arizona location: Avondale.
Top US executive: Dean Fitzpatrick, President.
Larry H. Miller Avondale Dodge offers a variety of employee incentive programs, including flexible work schedules and employee appreciation celebrations. All employees are eligible for a holiday bonus program and sales professionals are eligible for monthly incentive programs. Top service advisors can receive a $750 monthly bonus. The company also offers Christmas savings programs for employees, quarterly onsite blood drives and Saturday lunches.
US/AZ Employees: 501/419.
Arizona location: Scottsdale.
Top US executive: Tomas Gorny, CEO.
Nextiva offers a casual work environment and dress code. The company provides Monday catered breakfasts and Friday catered lunches to employees. To promote employee health and wellbeing, the company offers a wellness program, a biggest loser weight-loss challenge and a game lounge. The monthly employee recognition program features cash prizes and electronics such as iPads.
19. EBCO Inc. dba La-Z-Boy of Arizona
US/AZ Employees: 217/217.
Arizona location: Phoenix.
Top US executive: Ed Breunig III, Owner and CEO.
The company’s business model involves the whole team in working together for a common goal. It offers a quarterly bonus, a 75 percent 401(k) match and a $100,000 profit-sharing contribution. All-expense-paid trips are offered to employees and spouses based on performance, great ideas and those nominated for Big Top Elite Performer. There is an employee assistance fund and a volunteer “CHAIRities” committee that is active in the community with the Ronald McDonald House and water-safety events.
20. MC Residential Communities
Industry: Real Estate.
US/AZ Employees: 259/148.
Arizona location: Scottsdale.
Top US executive: Lesley Brice, President.
The company’s annual three-day Professional Development Summit focuses on both personal and professional growth based on a motivational book that everyone reads prior to the session. The corporate office game room provides employees with the chance to step away from their desks and have fun. Spontaneous field trips transform routine meetings into trips to the movies or a coffee shop. Several times throughout the year team members are encouraged to wear their PJs to work.
Industry: Health Technology.
US/AZ Employees: 439/67.
Arizona location: Scottsdale.
Top US executive: Oliver Kharraz, Founder and CEO.
Teams and departments at Zocdoc frequently plan bonding activities and after-work outings such as go-carting, bowling, spring training games, golf outings and happy hours.Office ping-pong tables and lounge spaces allow employees to connect and relax. The company provides free healthy snacks and catered lunches every day. Weekly meetings called ZocTalk are held to discuss special projects and new initiatives. Monetary referral bonuses and performance bonuses are offered. Top sales performers receive all-expenses-paid trips to exotic destinations.
22. Alliance Home Loans
US/AZ Employees: 209/181.
Arizona location: Phoenix.
Top US executive: Jamie Korus, President.
Alliance Home Loans stresses work/life balance, providing employees flexibility with scheduling and allowing children and pets at work. The company sponsors monthly catered lunches for employees and provides onsite fitness classes. Community events include an annual softball tournament for charity and employees assemble and deliver bikes to every Head Start child at Mountain View Elementary at Christmas.
23. MedAire Inc.
Industry: Global Medical and Travel Risk Management Solutions.
US/AZ Employees: 174/158.
Arizona location: Phoenix.
Top US executive: Peter Tuggey, COO.
Flexible schedules allow employees to choose a three-day workweek or to telecommute from home. MedAire offers employee-recognition programs with generous gifts and rewards. The company Pedometer Challenge and Benefits Health Fair promote health and well being, while Friday casual jeans days, happy hours, picnics, holiday parties, Halloween costume contests and multicultural Thanksgiving potlucks promote team building and camaraderie.
24. HomeSmart International
Industry: Real Estate.
US/AZ Employees: 109/70.
Arizona location: Real Estate.
Top US executive: Matt Widdows, Owner and CEO.
HomeSmart’s employee-recognition program includes “bail-out” certificates for free paid time off. Bonuses are paid based on quarterly and fiscal year performance. The company also offers paid time for employee charitable activities. The company provides food for staff lunches throughout the week, as well as birthday celebrations with cake and ice cream. There is a fully equipped gym and ultra lounge in the office.
US/AZ Employees: 935/357.
Arizona location: Phoenix.
Top US executive: Jim Swanson, CEO.
Kitchell invests in employee professional development and helps them plan for retirement. It also offers free identity theft protection to all employees. Employee-engagement events include ice cream socials, Kitchell Bash, Healthfair and onsite health screenings (flu shots, mammograms, bio-metric screenings, etc.). Sonic Boom Wellness Contests for employees and dependents provide cash rewards toward health savings accounts. The Kitchell Foundation contributes to non-profit organizations.
26. Salt River Pima-Maricopa Community Schools
US/AZ Employees: 370/370.
Arizona location: Scottsdale.
Top US executive: Greg Sackos, Superintendent of Schools.
The Salt River school system offers several levels of teacher incentive programs of up to $1,500 for highly performing teachers. Upon completion of the National Teacher Certification, individuals receive a $2,500 bonus. Ninety percent of all bonus funds are allocated to line staff as opposed to executives. There also are Employee of the Quarter and Employee of the Year awards. Employees are recognized at Board Of Education meetings.
27. First Fidelity Bank
US/AZ Employees: 359/43.
Arizona location: Phoenix.
Top US executive: Lee Symcox, President and CEO.
The bank gives back to the community through a United Way bowling tournament, and the FFB Family Foundation provides assistance to employees during catastrophic events and unexpected disasters. There is an All Colleague bonus program as well as individual bonus and incentive programs. Employees receive free banking services and reduced-rate personal loans. They also receive such benefits as free Phoenix Zoo passes, travel benefits and reduced-rate movie tickets.
28. Terraces of Phoenix
Industry: Continuing Care Retirement Community.
US/AZ Employees: 197/197.
Arizona location: Phoenix.
Top US executive: John Cochrane, CEO.
Terraces offers its employees a tuition reimbursement and scholarship program; full access to a 24-hour gym, fitness classes and discounted personal training; a Team Member Crisis Fund that provides financial assistance in times of need; and $60 quarterly wellness gift cards for employees who complete a challenge. The company’s Circle of Excellence program recognizes employees who submit cost-saving or innovative improvement ideas with cash prizes and chance to win trip to the home office in California.
29. Associated Asset Management
Industry: Homeowner Association Management.
US/AZ Employees: 521/409.
Arizona location: Tempe.
Top US executive: Laura Ziff, CEO.
Associated Asset Management, which is celebrating its 25th year in business, offers employees monthly monetary incentives toward their health insurance costs for being within healthy levels for blood pressure, glucose and waist measurements. AAM conducts an annual meeting during which employees learn about the company's yearly performance and sponsors an Employee Appreciation Day, such as Costco Day. The company also sponsors industry specific education and certification, the AAM Annual Tradeshow, the Volunteer Recognition Program and the PTO raffle.
30. DP Electric, Inc.
US/AZ Employees: 219/219.
Arizona location: Tempe.
Top US executive: Dan Puente, Founder and President.
DP Electric takes employee feedback to heart and strives to better itself, which creates an environment in which workers can complete the highest-quality work. Quarterly team-building events build unity. The company offers tuition reimbursement for apprentices and employee savings accounts that accrue a higher interest rate than at traditional institutions. Bonuses are paid based on project and department profitability.
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BRUNSWICK, Ohio -- Well, that was an adventure I would rather not have had. After my great-grandson went to the first day of school after the break, blizzard and snow day, I came home to a flooded basement. For some reason, the sump pump didn't work (maybe it froze?) and all that melting snow and rain decided to make my basement its home. Not a good thing! I hear I wasn't the only one who had the problem.
It took a couple of hours to clean up, turn on big fans, get the sump pump working, get a dehumidifier working and all that stuff. I can tell you it's no fun at any age, but at mine, it's even worse! At least we had friends and family with shop vacs, fans and big humidifiers.
She's re-certified: Bethany Dentler, executive director of the Medina County Economic Development Corp., has been awarded recertification of her Certified Economic Developer designation by the International Economic Development Council.
With 25 years of economic development experience, Dentler first achieved the CEcD designation in 2000, which involved passing a rigorous three-part, two-day examination testing her knowledge, proficiency and judgment in key areas of economic development. She meets demanding requirements for continuing education and service to the profession every three years to attain recertification.
The Medina County Economic Development Corp. serves to attract new businesses into the county, retain what is here and help business grow. MCEDC provides connections to resources, people, services and capital for companies and represents business needs in business advocacy issues. For more information on MCEDC, visit medinacounty.org/.
Free tax services at Tri-C: Cuyahoga Community College will again offer free personal income tax filing services to qualified taxpayers who are filing simple returns for 2018. The services will be offered at three locations this year, including Brunswick.
The clinics at the Brunswick University Center, 3605 Center Road, will be offered on a first-come, first-served basis from 5 to 8 p.m. Tuesdays from Feb. 5 through April 2 (closed March 12). Registration will take place in the first-floor lobby.
Returns will be prepared and filed by IRS-certified tax preparers and completed while the taxpayer waits. All returns will be screened for eligibility for the Earned Income Tax Credit and the Child Tax Credit.
The Volunteer Income Tax Assistance program at the college offers free tax help to people who generally earn $60,000 a year or less, persons with disabilities and taxpayers with limited English speaking skills who need assistance in preparing their tax returns.
Participants must bring a current photo ID; Social Security cards for each adult and child listed on the return; all 2018 tax documents, including sources of income; support for any deductions and credits being sought; healthcare verification; prior year tax returns; and bank account and routing numbers to arrange direct deposit of any refund. Those filing jointly must both be present if e-filing.
The college sites are among many in the region offering free tax preparation services. Other locations can be found at irs.treasury.gov/freetaxprep.
They are a team: The Medina Library has an official Genealogy Team. For years, Kathy Petras and Lisa Rienerth have been answering countless questions, educating scores of co-workers and assisting thousands of members with local history and genealogy questions. It's just a part of their many other duties at the Medina Reference Desk. It has never been specifically part of their job description -- until now.
When Lauren Kuntzman, the new manager of the Family History and Learning Center (coming to the Medina Library in 2019), joined the library staff, she began processing the Virginia Wheeler Martin Collection that will make the center possible. She has been sharing information with Lisa and Kathy, seeking their input and meeting unofficially with them regularly.
This past week, Assistant Director Julianne Bedel approved Lauren's request that the trio become Medina County District Library's first-ever Genealogy Team. Congratulations. I love reading their extremely interesting monthly emails.
Emily graduated: Emily Sutliff of Brunswick graduated Cum Laude from Ohio Wesleyan University in December. Sutliff earned a Bachelor of Arts degree.
Scholarships awarded: Students at the University of Findlay were awarded endowed scholarships for the 2018-2019 academic year. Colin Emert of Brunswick was awarded the David J. Faiella Sports Information Scholarship Endowment Fund and Emma Sturtecky of Hinckley was awarded Jane Eoff Burson Scholarship Endowment Fund, Harry M. Kirk Memorial Scholarship Endowment Fund and Dr. Kenneth Buchenroth Scholarship Endowment Fund.
Warming hearts: The Medina Recreation Center's Gifts from the Heart knitting and crochet group has donated over 1,200 hats, scarves, mittens, blankets and booties to those in need through Medina County Job & Family Services, Hospice of the Western Reserve, Birthcare, Marian's Closet, Oasis of Hope, Salvation Army and Society for Handicapped Citizens.
The group meets every second and fourth Thursday of the month at the Medina Community Recreation Center to work on projects for the needy. Yarn is donated by local residents.
The group heard that many students arrive at school without hats or protection for their hands, so they collected hats, mittens and gloves and donated over 130 items to Garfield, Sidney Fenn and Northrup elementary schools in Medina to be given to children who don't have them when they come to school.
"This is a dedicated group of ladies who love knitting and crochet and feel really good about using their passion to help others in our community," says Lorene Scherer, the volunteer leader of the group.
The members of Gifts from the Heart have also donated over 75 handmade washcloths to the Office for Older Adults' home-delivered meals program. And recently they held a quilt raffle that raised $290 that supported seniors in need through LOVE INC of Medina County.
All are welcome to join the group. No membership to the Medina Community Recreation Center is required. Brookdale Medina North and South provide refreshments for the group at each meeting.
Excelling at Cedarville: Cedarville University student Elizabeth Kastelein of Medina, whose major is Mechanical Engineering, and Hannah Karayan of Hinckley, whose major is Global Business, were named to the Cedarville University Dean's List for Fall 2018.
Historical Society opens: The Medina County Historical Society will hold its first open house of 2019 from 1 to 4 p.m. Sunday, Feb. 3, at the John Smart House Museum, 206 N. Elmwood, Medina.
This year, the society will focus on the passing of the Women Suffrage Act by Congress and explore the role of women in Medina County. After years of effort, women would have a vote in what was happening in the county, state and nation. The museum admission is free; donations are welcome.
Optimists salute businesses: The Brunswick Optimist Club held its first Business Appreciation Reception at Danbury, its regular meeting location. Among those who were able to attend in person, in addition to Danbury, were representatives from B&B Trophy, Home Depot, Sweet Frog, Howard Hanna, Sheetz and Applebee's.
Deb Lougheed, executive director of Danbury, was presented with a personalized flower vase with a beautiful rose arrangement that Norma Lesnak made to thank Danbury for all their support for the club's events and projects.
Baskets Galore donated a gift basket and card to the longest-running Brunswick business in attendance, B&B Trophy. We honored 39 businesses, who always give whatever they can to the club's fundraisers and support its projects in Brunswick.
Danbury catered a delicious appetizer/dessert refreshment afterward for a social hour.
Thanks to Liz Baloun for the report -- she was going through her own flooded basement problem, with roots as the cause.
Davis asks for help: The Medina Kiwanis was contacted by a former Key Club officer from the Medina County Career Center, Kristina Davis, asking for donations toward her goal of $12,000.
"I am currently in California working with Thirst Project as a Road Warrior intern. I am a little under halfway to my goals," she wrote.
Kiwanian Alan Penn notes that Kristina is a college student and was an intern with the Kiwanis organization. She is a local student who has a passion for this project. To learn more about the project or to donate, go to: thirstproject.org/.
On the dean's list: Britt Piorkowski of Medina was named to the Residential Undergraduate Program Dean's List at Ohio Christian University for the Fall 2018 semester.
Medina Chorus seeks singers: The Medina Chorus is looking forward to a new season starting Feb. 4, the second session under the direction of Jordan Saul. All singers are welcome to join the Chorus for the spring program, particularly tenor and bass voices. Weekly rehearsals are at 6:30 p.m. Mondays at Medina Presbyterian Church, 5020 Burgundy Bay Boulevard, Medina.
If you love to sing and are looking for an opportunity to perform challenging choral works under the leadership of a professional music director, come join the 75-voice Medina Chorus for the spring season. No audition is required, but some choral music experience is appreciated. For more information, visit medinachorus.com/.
Love and Logic Parenting: Today's parents face so many challenges! That's why the Love and Logic approach provides a variety of simple and effective strategies for parenting children from birth to adulthood. Learn about topics such as: Prevent Burnout with Kids, Help Underachieving Kids, Shared Control, Build Self-Efficacy, End Sibling Rivalry, Stop Bullying and Teasing, and Shared Thinking.
Everybody wins when parents develop practical skills for reinforcing the behavioral expectations their children face daily. These no-cost classes will be held in the basement of St. Patrick Episcopal Church, 146 Marks Road (lower rear entrance), at 6:30 p.m. Mondays, Feb. 4 and March 4. R.S.V.P. with number attending to 330-220-2777.
Winter fun: The St. Ambrose Parish Winter Fun Days at the Brunswick Recreation Center continue on Feb. 2 with a Preschool Carnival from 5 to 9 p.m. Bring the family for an evening of fun. The fun days events continue on Feb. 23, March 9 and March 23.
Celebrate: Have a happy Catholic Schools Week. The annual event runs Jan. 27 to Feb. 4 this year. If you get the chance, go to your local school website and check out the events all week long.
They know their geography: Congratulations to Gideon Kortan, the Geography Bee winner at Huntington Elementary school, and to runner-up Alex Rhue. Good job!
My solution: When Iran was holding our hostages many years ago and negotiations were going nowhere, I had the solution -- but no one listened. Maybe we can try it now or anytime the government is shut down: Just put the negotiators in a locked room with plenty of water and NO toilet. They get to stay locked in until they reach a solution.
Contact Boyer at firstname.lastname@example.org.
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