“20th Year Supporting Our Military Heroes and Families”
The 20th annual Military Appreciation Dinner will be held on September 29. The Chamber’s Military Committee is busy working with all branches of the service to gather awardees’ names and biographies.
The honorees are selected by their commanding officers not only for their military service, but also for their service in the local community. "There are some very impressive awardees," said Sharen Strong, Chamber staff liaison for the event. "These are not only our country's heroes, but they are community heroes and volunteers as well."
This year, the event will feature keynote speaker CAPT Chris Janke, who assumed his duty as commanding officer of Naval Base Ventura County in March of 2015.
Prior to arriving at Naval Base Ventura County Janke completed deployments to Iceland, Puerto Rico, Panama, and Italy and participated in Operation Sharp Guard. He was then selected for duty as Flag Lieutenant to Commander, Fleet Air Mediterranean/Task Force 67 in Naples, Italy, responsible for all installations and maritime patrol forces in the U.S. 6th Fleet. In June 1998 he continued his duties in Annapolis, MD upon the Admiral’s reassignment as Superintendent of the United States Naval Academy.
Janke returned to sea duty aboard USS John F. Kennedy (CV 67) and was deployed to the Arabian Gulf supporting Operation Southern Watch in which he led the ship’s largest division (V-2) in the Air Department.
Upon completion of his Department Head tour, he was assigned to the Joint Chiefs of Staff, Operations Directorate (J-3). Serving in the J-39 Reconnaissance Operations Division, he was responsible for the coordination of SecDef approval for deployment orders for DoD reconnaissance assets and charged with preparation of Sensitive Reconnaissance Operations mission packages for Presidential approval.
In July 2008, Janke was selected for command of Scientific Development Squadron (VXS) 1 onboard NAS Patuxent River, MD. Most notably VXS-1 conducted Colombia survey operations, POW/MIA recovery operations in Iraq and Counter-IED technology development in support of Operation Iraqi Freedom and New Dawn.
In May of 2012, Janke assumed duties as Chief Staff Officer for Patrol and Reconnaissance Wing 11 in Jacksonville, FL, where he directed a staff of 350 personnel conducting Man, Train and Equip tasks for eight P-3, P-8 and MQ-4C squadrons encompassing 2,700 personnel. His efforts were instrumental to the successful transition to the P-8A Poseidon and introduction of the MQ-4C Triton unmanned aircraft.
His awards include the Defense Meritorious Service Medal, Navy Meritorious Service Medal, Air Medal, Navy Commendation Medal, Iraqi Campaign Medal and various operational awards.
The Military Appreciation Dinner will be held at the Courtyard by Marriott Oxnard on Friday evening, September 29. Advance registrations are required and can be made via the Chamber's website or by calling the office at 805-983-6118. Sponsorships are also available.
The Oxnard Chamber of Commerce values its relationship with our local military installations. "We sincerely appreciate the military's defense of our free enterprise system and recognize the positive impact the local installations have on our economy," added Chamber CEO Nancy Lindholm.
Learn how to get the most out of your listing on our website. See what complimentary promotional opportunities are available to both new and veteran members. Can participation on a Chamber committee help your business?
It's all available at the August 8 New Member Mingle. "Seasoned" members are also welcome.
The Chamber's Director of Communications, Janet Pozos, will be on hand to demonstrate how easy it is to link your social media accounts to your Chamber web listing. Members can also offer discounts or coupons to fellow Chamber members or the general public.
Meet some Chamber Board members, the Chamber staff, and your fellow newbies!
The New Member Mingle is free to attend. It will be in the Chamber office (400 E. Esplanade Drive, Suite 302) on August 8 from 4:30 to 6 PM. Refreshments, wine and hors d'oeuvres will be served.
Click here to let us know you are coming!
2018 Leadership opens registration
Oxnard Leadership's 2018 program is accepting applications from those who desire to enhance their leadership potential, increase their knowledge of the community and are willing to commit their individual talents for future years toward the betterment of the community of Oxnard. A successful candidate should possess a passion for self-improvement with the goal of assisting others.
This interactive program provides a behind-the-scenes view of the issues that impact the region’s economic prosperity and quality of life while developing and refining individual skills to better serve in leadership roles within their organization or in our community.
Participants receive a comprehensive overview of the Oxnard area – its realities, opportunities and challenges. Sessions move to various locations throughout the Oxnard area and provide students with a unique opportunity to meet key business and government leaders who play integral roles in the region by way of tours, panels, and speakers. Class speakers address not only the facts, but also perspectives, challenges, and opportunities in highly interactive sessions. Oxnard Leadership extends an invitation to interested individuals who are committed to a better tomorrow and who are motivated to assume leadership roles in Oxnard today.
"I highly recommend anyone who lives and or works in our community to seriously consider going through this program. You will undoubtedly learn things about our community that you did not know before, and you will make new connections that otherwise would not have been possible."
Craig Classen, JaniTek Cleaning Solutions
2016 Oxnard Leadership Graduate
The benefits of Oxnard Leadership are multifaceted. Your participation in the program allows you, employers, and the community as a whole to reap rewards. Whether you are new to the area, or have lived here for years, this course can open new doors of opportunity. Benefits from the program include the following just to name a few:
"I highly recommend the Oxnard Leadership program, especially to younger professionals working and networking throughout Oxnard and Ventura County. Having the opportunity to sit down and speak with Representative Irwin, our Ventura County Supervisor, Ventura County CEO, Oxnard City Managers, Police & Fire Chiefs, and local business leaders was invaluable."
Thomas Buenger, Buenger Commercial Real Estate, Inc.
2016 Oxnard Leadership Graduate
Click here for more information and the application.
Whole Foods Market Donates Nearly $12,000 From June 22 Net Sales to SEEAG Agricultural Educational Programs
Whole Foods Market donated 5 percent ($11,776) of its June 22 net sales from three of its stores to Students for Eco-Education and Agriculture (SEEAG). The donation will support the organization’s agricultural education efforts.
SEEAG helps young students understand the origins of their food by providing classroom agricultural education and free field trips to farms including SEEAG’s Farm Lab at Petty Ranch in Saticoy.
“We’re honored that Whole Foods Market chose SEEAG as its ‘Community Giving Day’ recipient,” says Mary Maranville SEEAG CEO. “We believe connecting kids to the farming ‘roots,’ so to speak, of their food is crucial. Many school children will benefit from Whole Foods Market’s generosity.”
The participating Whole Foods stores are in Oxnard, Santa Barbara and San Luis Obispo. For more information about SEEAG, visit www.seeag.org.
One of the things keeping state legislators busy in Sacramento right now is a shortsighted attempt to impose on California small businesses a new, one-size-fits-all mandated leave program that threatens their ability to stay in business.
SB 63 would impose a new unmanageable mandate on small business. The bill would dictate another leave program over and above the existing pregnancy disability leave for new parents.
Small business owners want to be sensitive to the needs of new parents. But with limited resources and limited flexibility in managing their workforce, the best way for employers to meet the needs of new parents beyond what is already required in statute for pregnancy disability leave is to work out a mutually agreeable solution. This proposal is unworkable because there is no flexibility.
The cookie-cutter approach required under SB 63 would not adequately take into account the fact that in order to be profitable, a business must be responsive to its clients. The situation SB 63 would create could make this impossible.
Very troubling is the fact that the proposal would allow employees to sue their boss if the employer could not grant leave on the employee’s terms. SB 63 would put the employer in an untenable position of choosing between the threat of litigation by trial lawyers or meeting its customers’ needs.
Veto of Similar Bill
Last year, Governor Edmund G. Brown Jr. vetoed a measure that was nearly identical to SB 63, saying, “I am concerned, however, about the impact of this leave particularly on small businesses and the potential liability that could result.”
Yet the bill was reintroduced again this year without any sensitivity to either the governor’s or small businesses’ concerns. The threat of litigation under this proposal is significant. Any claim that the employer denied, interfered with, discouraged, retaliated or attempted to do any of these actions with regard to the employee’s 12-week leave could expose the employer to compensatory damages, injunctive relief, declaratory relief, punitive damages and attorney’s fees.
A 2015 study by insurance provider Hiscox regarding the cost of comparative employee lawsuits estimated that the cost for a small employer to defend and settle a single plaintiff claim was approximately $125,000. This amount is without regard to the merit of the claim and could easily put a small employer completely out of business.
The size of the employer to whom SB 63’s mandate would apply also contributes to the bill’s overreach. The practical reality of how the policy would need to be implemented makes the measure particularly onerous. While the bill purports to apply only to businesses with 20-50 employees within a 75-mile radius, it does not take into account the impact on individual locations.
Consider a scenario where a business’s individual location employs five people and three are out on mandated protected leave programs. The inflexibility of the bill means there is no opportunity to work out a mutually agreeable arrangement for the leave to make sure both the needs of the employee and employer are met.
Currently, small employers have the ability to balance the parental needs of their employees and customers, without the interference of state law. Employers can work with their employees to determine the amount of leave needed in consideration with other employees who may be out on leave as well, and how that leave can be provided while still making sure the business’s needs are addressed.
After determining an appropriate leave schedule, employees also can access and obtain wage replacement while on leave through California’s Paid Family Leave program. SB 63 eliminates this flexibility as it mandates the leave instead of allowing the employer and employee to determine a mutually agreeable arrangement.
Most small businesses do not have a dedicated human resource officer who can monitor and juggle all the various leave programs available to employees nor can small businesses absorb workload with numerous employees in one location out on simultaneous leaves. This proposal ignores the limited resources of a small business.
Proponents often emphasize the idea that SB 63 wouldn’t “cost” employers anything because it deals with “unpaid leave.” What they forget to mention is that small businesses or companies who deal with very specialized products or services cannot simply hire a temp to do the job necessary to stay profitable.
Also, under the proposal, employers are required to continue to maintain and pay for the absent employee’s health coverage during his or her leave. Additionally, the employer must either pay other employees overtime to cover the duties of the individual on leave or hire a temp, if possible, at a premium price to cover during the absence.
California is already recognized by the National Conference of State Legislatures as one of the most family-friendly states given its list of programs and protected leaves of absence, including paid sick days, school activities leave, kin care, paid family leave program and pregnancy disability leave—all of which apply to small business. This list is in addition to the leaves of absence required at the federal level.
Leave policies like the one proposed in SB 63 can overtake and strain small business employers who, ironically, are needed by families to provide the jobs, paychecks and benefits that will allow them to support their families in the future.