By Chamber Chair Stacy Miller
Drinking establishments are not what they used to be.
In 2019, many of them, like craft breweries, seek to be family-friendly places of business. They not only serve craft beer, but also cater to families by providing a family-friendly atmosphere and activities for kids, like food trucks and board games.
This is the case with two local establishments that reached out to the City of Oxnard and the Oxnard Chamber of Commerce, requesting assistance with lifting a regulation that prohibited anyone under 21 from entering. (This applied to craft breweries without a kitchen.)
The craft brewery business-model focuses on providing a family-friendly environment where mom and dad can enjoy a cold one at the end of the day, while their children play safely nearby. Unfortunately, in Oxnard, unlike other neighboring cities, there was a regulation that prohibited people under 21 to accompany an adult to a craft brewery.
When brought to the attention of Jeff Lambert, Oxnard’s Community Development Director, he did his research and realized that the City didn’t have the authority to put such a condition on the businesses and set in motion to make a change. And it worked; the restriction was lifted.
"It’s important that we continue to look for ways to make doing business in the city of Oxnard easier,” says Lambert. “We look forward to more opportunities to streamline and reduce red tape."
How’s that for government working with local business?
This is absolutely a case of win-win-win. The City wins because it will see more revenue from the businesses; the businesses win because they are seeing more sales, and patrons win because they are no longer restricted from bringing their children with them to their favorite craft beer hangout.
The Oxnard Chamber extends its warmest thanks to the City of Oxnard for its forward-thinking approach to working with local businesses. Let’s keep this trend going!
Who are the people, businesses and organizations powering Oxnard into the future? For their final session of 2019, Oxnard Leadership Program participants spent "Energy Day" meeting with industry experts to gain a better understanding on local energy sources and how Oxnard residents and businesses will be impacted in the near future.
The day was organized by Amy Fonzo, Manager of External Relations at California Resources Corporation and an Oxnard Chamber Board Member. Joining the group throughout the day were Chamber Board Member Celina Zacarias and Justin Campbell, who graduated from the program in 2018.
Session 10 started inside the Oxnard Chamber Board Room with a webinar from Rishad Olpadwala, Vice President of Development at esVolta, to learn about the company's local energy storage project. Last year it was announced that esVolta was selected by Southern California Edison to deliver a series of lithium-ion battery energy storage systems in Riverside and Ventura Counties, slated to be in service by March 2020.
The group then traveled to Southern California Edison's Ventura Office where Government Relations Manager Rondi Guthrie gave a timely presentation on SCE’s wildfire mitigation plans.
After a delicious lunch at The Patio at Player's Casino, their next stop was the Ventura County Government Center. There, they met with Heather Allen, Program Administrator of the Ventura County Regional Energy Alliance, for an overview of their mission and goals for reducing energy demand and increasing energy efficiencies. Heather also gave the team an overview of the county’s solar carport.
Their final stop was at the California Oil Museum in Santa Paula where they met with Suzanne Noble. She is Director of Production Operations with Western States Petroleum Association (WSPA) and gave a presentation on the past, present and future of oil and gas production.
Every year, the Oxnard Leadership Program leads participants through 10 unique, day-long experiences to develop a better understanding and appreciation of the past, present and future for Oxnard and the surrounding area. Each session includes visits to multiple locations and meeting business and government leaders who play integral roles in the region.
Applications are being accepted for the Class of 2020. Learn more about the Oxnard Leadership Program and apply before November 22.
A Message From Our CEO Nancy Lindholm
The Oxnard Chamber's Board of Directors and Political Action Committee have both voted to oppose five local measures currently being circulated for signature gathering in our community. The Board believes each and every measure will have a negative impact on city operations, should voters pass them.
Here are summaries and excerpts from the proposed initiatives. This is not the exact language of each initiative.
Term Limits for the Mayor and Councilmembers; Extension of the Mayor's Term
This initiative would impose term limits on the Mayor and members of the City Council. The proposed initiative states that once a person has served as the Mayor and/or as a member of the City Council for two consecutive terms or a combination of full and partial terms totaling seven consecutive years, that person could not be elected or appointed to be the Mayor or a member of the City Council. That prohibition would remain in effect for two consecutive years before becoming eligible again. This initiative would also change the length of time of the Mayor's term from two years to four years starting on November 8, 2022.
Early Termination of Measure O Sales Tax; Extension of Measure O Sales Tax
This initiative ties the condition of the city's streets and alleys to the Measure O Sales tax. It uses the Pavement Condition Index (PCI) to measure pavement. The proposal states:
Expansion of Duties of Elected City Treasurer By Appointing the City Treasurer as Director of Finance and Giving the City Treasurer Additional Duties
City regulations currently provide for a Director of Finance to be responsible for city financial reporting, fiscal and accounting duties, budget management, grants, and risk management. The elected City Treasurer performs statutory duties assigned under state law and duties assigned by the City Manager. Under this proposed initiative, the City Treasurer's existing duties would continue and be expanded to include:
New Requirements Regarding the Way in Which City Council Meetings, Council Committees and Other City Legislative Bodies Are Run
City meetings are subject to the Brown Act. This initiative would impose specific new local regulations regarding the way in which the meetings of the city legislative bodies are run.
Expedited Processing of Certain City-Issued Development Permits
This initiative would add a new chapter to the Oxnard City Code that would set up a streamlined permit review and approval process for certain projects that meet specific criteria. The initiative calls for the city to develop a training program for specified licensed professionals (architects and civil engineers) in order to file project plans with the city.
The five ballot initiatives were drafted and brought forth by Aaron Starr, an unsuccessful candidate for city council and mayor. Mr. Starr was also the proponent of the attempted recall of the mayor and city council members that triggered a special election for Oxnard voters in 2018.
The Chamber will continue to follow the progress of these measures as they are filed with voter signatures, the signatures are verified, and (if applicable) which ballot they will appear on.
American economic growth is highly dependent on the quality and quantity of workers. Currently, the United States is facing a severe skilled and unskilled worker shortage that has long and short-term economic implications. - Global Risk Insights
By Chamber Chair Stacy Miller
My professional mentor, a long-time city manager, loved to share his favorite story about good planning. It involved “The Seven Generation Stewardship,” a concept that urges the current generation of humans to live and work for the benefit of the seventh generation (140 years) into the future. The Seven Generation Stewardship principle is believed to have originated with the Iroquois Indians and encourages this forward thinking in all decisions, resulting in a sustainable world, seven generations into the future.
I was reminded of this story during a recent presentation from Oxnard City Manager Alex Nguyen, who spoke of “Moore’s Law,” a computing term that originated around 1970. The simplified version of this law states that processor speeds, or overall processing power for computers, will double every two years.
Alex was referring to Intel’s chips which have improved performance a factor of 3,500 since they were introduced, reflecting a 90,000-times improvement in energy efficiency and at one-60,000th of the cost.
Had a 1971 Volkswagen Beetle undergone the same transformation, it would now travel at 300,000 miles per hour, achieve two million miles per gallon, and cost four cents. Wow!
Moore’s Law became a guiding light for an industry. Moore’s original article also envisioned a future for cheaper, more powerful semiconductors. He envisioned PCs, cell phones, self-driving cars and electronic wristwatches—all powered by ever-improving chips.
Both the Seven Generation Stewardship concept and Moore’s Law demonstrate the importance of true forward-planning and efficiency.
Alex’s point, however, hits a little closer to home. Like many of us, Alex is very concerned that today’s workforce is ill-prepared for tomorrow’s jobs, which as he points out, are here now.
Here in Oxnard, one of the top issues we hear from employers is a lack of trained and educated workers. There are local jobs waiting to be filled and employers are frustrated with the lack of candidates applying that just don’t meet the necessary criteria for the jobs. For the first time in our country, there are more job openings than there are eligible workers to fill them.
So how did we get here? There are several trends that have contributed to this. One of these is “The Silver Tsunami,” whereby 45% of the current workforce will be retiring and/or leaving the workforce within the next decade.
Another trend is the growth of the temporary worker. The rise of temporary workers is a workforce trend that’s here to stay and there are predictions that 40% of the workforce will be contingent on temporary workers by 2020.
According to the U.S. Bureau of Labor Statistics, temporary workers make up 19% of all new jobs in the U.S. By 2020, more than 40 percent of the U.S. workforce are expected to be temporary or contingent workers.
Just these two trends alone—people leaving the full-time workforce and the growing number of temporary workers--are big contributors to our lack of adequate, qualified employees.
According to "The Atlantic," it’s estimated that the U.S. economy will need as many as 100,000 new information technology workers every year for the next decade. By 2026, there will be 2.6 million new jobs in healthcare, one-fifth of all new jobs. The changing demand for specific skills is being felt across industries and, as a result, companies and organizations are investing in programs that empower the workforce of the future through job retraining.
So, what is being done locally and around the country?
But many workers are finding that job retraining alone is not enough. Support networks and social services are needed to support the transition to new types of work.
What else is being done here in Oxnard and Ventura County? I would love to hear from you! Please email me your thoughts and ideas at: email@example.com.
This article is republished from CalChamberAlert.com
By David Leporiere
HR Adviser, CalChamber
I just read that the Governor signed a new law that changes the timing for the new sexual harassment training. What are the new deadlines for getting my employees trained?
For many years, employers with 50 or more employees were required to provide supervisors with two hours of sexual harassment prevention training every two years. Last year, SB 1343 was signed into law that required all employers with 5 or more employees to provide the same training to supervisors and one hour of training to employees. This training had to be completed by January 1, 2020, giving employers little time to meet the new mandate.
However, on August 30 of this year, Governor Gavin Newsom signed into law SB 778, which extends this training deadline from January 1, 2020 to January 1, 2021.
Those businesses that were providing training long before SB 1343 was made law must continue to follow their two-year training cycles. So, if you trained your supervisors in 2017, then those supervisors must be retrained before January 1, 2020.
As for employees newly hired or employees newly promoted to a supervisory position, they must be trained within six months of hire or promotion, regardless of whether you fell under the old or newly enacted law.
Employer Training Deadlines
Here is a quick breakdown of training deadlines for employers who have trained employees this year or in previous years.
Year you last trained: 2019
Next required training year: 2021
Explanation: SB 778 clarifies that employers who train their employees in 2019 aren’t required to provide refresher training until two years from the time the employee was trained.
Year you last trained: 2018
Next required training year: 2020
Explanation: SB 778 allows those employers who trained employees in 2018 to maintain their two-year cycle and still comply with the new January 1, 2021, deadline.
Year you last trained: 2017
Next required training year: 2019
Explanation: Employers who trained supervisors in 2017 under prior law, known as AB 1825, should still train those employees this year in order to maintain their two-year cycle.
The Oxnard Chamber of Commerce has partnered with the California Chamber to provide easy, affordable training for workers and supervisors.
Order your online training today! You will receive a 20% discount when you purchase through this link.
You will have to create a CalChamber store account, but you are not required to become a preferred member. The Oxnard Chamber 20% discount will be applied during checkout.