Volume 22, Number 2 • March/April 1992

President’s Message

Environmental
Checklist
Is Tour Operation Safe and Sound?
elcome back from what was
hopefully a relaxing—and pro­
ductive—off-season. Probably
one o f the most productive off­
season activities for me was attending
the national convention. As always, the
latest in equipment and maintenance
products were on display, while the talks
and seminars touched on hot topics
affecting golf course superintendents—
not the least o f which was our responsi­
bility to the environment.
The 1990s promises to be a challeng­
ing decade for all o f us. With growing
public concern over pesticide applica­
tion, storage, and disposal; groundwater
protection; water conservation; noise
pollution; and worker safety, you can
count on government regulations
becoming increasingly restrictive.
But you can weather the storm o f
new rules and regulations by anticipat­
ing future restrictions and taking steps
now to ensure your maintenance
operation is environmentally safe and
sound.
Here’s a checklist I’ve assembled
from reading and coursework. It in­
cludes questions we should be asking
ourselves today to avoid legal tangles
tomorrow. Many o f them will be
familiar to you. Some you may have
already addressed. In either case, they
bear repeating. I f nothing else, they’ll
serve as confirmation that your practices
are on course, (continued on page 3)

W

Special Feature

Addiction in the Workplace
How to Recognize—and Confront—a Substance Abuser
On Tour Staff
f you’ve noticed someone on your
crew is less productive, has been
out o f work more than usual, or
seems to be behaving uncharacter­
istically, the worst thing you can do is
look the other way and hope the situa­
tion will improve. Chances are it won’t.
In 65 to 70 percent o f the cases
where an employee has severe perfor­
mance problems, substance abuse is the
major cause. Statistics show, in fact,
that one in five workers ages 18 to 25
have a drug or alcohol problem. And
the consequences o f doing nothing
about these “ troubled employees” are
almost incomprehensibly severe.
According to data from the Depart­
ment o f Health and Human Services,
substance abusers are:
• four times as likely to have accidents
• late to work more than three times
as often as nonabusing employees
• forced to use three times the usual
level o f health benefits
• five times more likely to file a Work­
ers’ Compensation claim
But these numbers don’t even begin

I

to dramatize the toll addiction takes on
the individual sufferer. Nor do the
statistics take into account the psycho­
logical effects an employee’s addiction
can have on the rest o f your crew.
Though confronting an employee
who you suspect has a drug or alcohol
problem is never easy, there are compas­
sionate—and legally defensible—mea­
sures you can take. Here’s a step-bystep approach recommended by drug
and alcohol treatment authorities
Marilyn Graham and Drusilla Campbell
in their book Drugs and Alcohol in the
Workplace (Facts on File, © 1988).
First Step: Documentation

The process begins with documentation
o f poor performance: too many late
days, long lunches and coffee breaks,
forgotten job assignments, excessive
absences, or other behavior or personal­
ity changes that are impairing job per­
formance. Generally, four to six weeks
is sufficient time to observe and docu­
ment this type o f pattern.
There are many (continued on page 4)

Also in This Issue
( 2) Spotlight on April Meeting Host
Gregg Stanley

( 7 ) Upcoming Events and Meeting
Schedule Updates

(D

( 7 ) Congratulatory Notes

Calling for Reid Award Nominations

( 4 ) How to Find Counseling for
“Troubled” Employees

SPECIAL BINDER-READY INSERT: Forms for
Handling “Troubled” Employees— Legally

Spotlight

Rockrimmon’s Gregg Stanley Hosts
the Season’s First G olf Meeting

T

he 1992 go lf season kicks o ff with
the April 27 M etGCSA meeting at
Rockrimmon Country Club in
Stamford, CT. Hosting the event
is the course’s superintendent o f three
and a half years, Gregg Stanley.
Gregg modestly describes Rockrim­
mon as a “ reasonable, membership-type
golf course with greens at a conservative
speed.” But those who have played it
tout it as a meticulously manicured play­
ing field with beautifully maintained
flower gardens and plantings.
Around since the 1940s, the course’s
front nine was designed by famed G olf
Course Architect Robert Trent Jones Sr.
A decade later, the back nine was com­
pleted by a second architect, Orrin
Smith, who according to Gregg, did a
masterful job o f picking up where Trent
Jones left off. “ I was surprised,” says
Gregg, “ at the continuity o f the entire
layout, considering the course was de­
signed by two different architects— 10
years apart.”
Because there’s little need to tamper
with success, the original designs are still
intact, with only minor modifications.
Among the changes Gregg has initiated
in his tenure are a tee box enlargement
program and the renovation o f all the
course’s bunkers. By the time o f the
outing, you’ll see his handiwork—and
his crew’s—on 35 o f the course’s 55
bunkers. All bunker work has been
done “ in-house.”
Born and raised in Saratoga Springs,
NY, Gregg grew up under the influence
o f an avid golfer—his father. The family
belonged to the local Ballston Spa G olf
Club, where G regg’s father served eight

years as green chairman, giving Gregg a
preview o f what a green chairman-super­
intendent relationship was all about.
After working several seasons part
time, both in Ballston’s Club Room and
on the grounds crew, Gregg got hooked
—on golf and golf course management.
When he graduated high school in
1983, he decided to pursue formal
training in turfgrass management, first at
Catawba Community College in North
Carolina and then at Lake City Com m u­
nity College in Florida, where he com­
pleted an associate’s degree in golf
course operations.
During his college years, he gained
valuable experience working at the G olf
and Polo Club o f Saratoga and The
Sagamore Club— both in upstate New
York—and at the Tournament Players
Club at Sawgrass in Ponte Vedra, FL.
After graduating, he accepted his first
assistant superintendent’s position at
Siwanoy Country Club in Bronxville,
NY. Two years later, Gregg moved on
to Woodway Country Club in Darien,
CT, and then to his first superinten­
dent’s position at Rockrimmon in
October ’88.
Though the meeting is scheduled too
early in the season to see the course in
all its flowering splendor, Gregg does
hope to employ summer rules for those
playing golf.
When he’s not hard at work on the
course, Gregg says he enjoys a good
round o f golf and spending time with
his wife, Patti. The two live on club
grounds.
D E N N IS PET R U Z Z ELLI
Lakeover Country Club

Board of Directors

President
TIMOTHY O'NEILL, CGCS
Country Club of Darien

Vice President
JOSEPH AL0NZI, CGCS
Fenway Golf Club

Secretary
JOHN O'KEEFE, CGCS
Preakness Hills Country Club

Treasurer
EARL MILLETT
Ridgeway Country Club

Past President
LAWRENCE PAKKALA, CGCS
Woodway Country Club
JOHN CARL0NE
Middle Bay Country Club
MATTHEW CEPL0
Westchester Hills Golf Club
WILLIAM HEINTZ
Hampshire Country Club
MICHAEL M 0N G 0N
Areola Country Club
TIMOTHY MOORE
Knollwood Country Club
JEFFREY S C O n , CGCS
Apawamis Club
STEVEN SWEET
Westchester Country Club
ALLAN TRETERA
Turf Products Corp.

Executive Secretary
JAN RUSSO

Too to Green Staff
Editors
TIM MOORE

MIKE M 0NG0N

914- 592-7829

201 - 843-6960
Managing Editor

PANDORA C. W0JICK

Info Alert

Editorial Committee

Calling for Reid Award Nominations

TONY BAVIELL0
MATT CEPL0

LARRY PAKKALA
DENNIS PETRUZZELLI
STEVE SWEET

Advertising Manager
MIKE M 0N G 0N

N

ow’s the time to submit your
nominations for the 1992 John
Reid Lifetime Achievement
Award. Keep in mind the recipi­
ent should be someone who “ has
demonstrated a knowledge of—and
0

Tee to Green

March/April 1992

commitment to— the game o f golf and
the science o f golf course management.
Please send or call in your nomi­
nations to Larry Pakkala, Woodway
Country Club, 412 Hoyt Street,
Darien, C T 06820, 203-329-8257.

201 - 843-6960
Photographer
DOMINIC RICHICHI
TEE TO GREEN is published eight times ayear. Copyright ©
1992 the M etro polian Golf Course Superintendents Association.
ADDRESS: P.0. Box 396, Mamaroneck, N Y 10543.

President's Message (cont. Irom pg. 1)

Environmental Checklist
Pesticides

□ Have you adopted any of the principles
of integrated pest management (IPM )?
This includes using new technologies
for monitoring pests, predicting out­
breaks, and justifying applications o f
pesticides—and water. Among the
tools available: diagnostic and forecast­
ing kits, computer integrated pest fore­
casting equipment, soil temperature and
moisture monitoring devices.
For more on IPM, contact the
GCSAA, 800-472-7878, for a copy o f
Integrated Pest Management fo r Turfgrass and Ornamentals. Compiled in
conjunction with the EPA, this manual
offers a compendium o f IPM articles to
help turfgrass managers avoid the unne­
cessary use o f chemicals. The cost: $10.
□ Are you supporting new research? We
all should be responsive to research that
improves our understanding o f turfgrass
pests and stresses, that seeks to develop
new pest control measures that are
environmentally acceptable, or that aims
to develop pest-resistant and low-wateruse grasses for golf.
□ Are you handling pesticides responsi­
bly? It’s critical that we strictly adhere
to regulations for applying (D o you
heed state posting laws?), storing (Is
your pesticide storage area up to code?),
and disposing o f pesticides, residues,
and containers (Is your pesticide rinsate
adequately contained?). Pesticide mis­
use, overuse, or accidents are guaran­
teed to hasten pesticide restrictions, if
not their removal from the market.
□ Do you communicate the pros of pes­
ticide use—and the consequences of lowto-no pesticide use—to your membership ?
Educate members about the benefits o f
pesticides and how they’re used safely
on golf courses. For every study that
attempts to knock pesticides, present
one that supports them. The GCSAA’s
—and our own— Government Relations
Committee are great sources for this
type o f good press.
You might also consider showing
members the GCSAA’s video Links
With Nature. This 14-minute tape ex­
plains how golf course superintendents
work in concert with the environment.
Borrow a copy through the GCSAA’s

lending library or through our own
association by contacting our Govern­
ment Relations Chairman, Joe Alonzi,
914-472-1467. You can also purchase
a copy for $20 through the GCSAA.
Finally, be sure to point out that a
pesticide-free maintenance program
won’t keep a course entirely fee o f pest
damage—at least not in the near future.
The result: Members will have to accept
less-than-perfect playing conditions.
Water Conservation

□ Are you making a conscientious effort
to conserve water? We shouldn’t wait
for a drought emergency to handle
water responsibly.
□ Is your irrigation system operating
efficiently? Be sure that leaks and
clogged nozzles are repaired and that
automatic irrigation timers are func­
tioning properly.
□ Do you have a contingency plan for
dealing with water restrictions? Now’s
the time to formulate a contingency
plan—not during a water shortage. For
help, you might speak to Joe Alonzi,
914-472-1467. As a representative on
the New York Drought Task Force,
he’s been closely involved in the devel­
opment o f a drought emergency con­
tingency plan.
Groundwater Protection

□ Are you conscientious about disposing
of any hazardous substances—eg., an ti­
freeze, gas, oil, or unused chemicals,
whether in a spray tank or container—
according to regulations?
D Are you complying with underground
storage tank regulations? Tank failures,
as you know, can put our groundwater
in jeopardy and result in costly cleanup
bills. So it’s wise to replace old tanks
before there’s a problem. Your first
step would be to speak to your local fire
marshal. That’s the person who’s up
on all the local regulations, which take
precedence over state and federal laws.
Noise Pollution

□ Are you adhering to local noise ordi­
nances that govern the hours in which you
can operate your equipment?
□ Do you communicate with concerned

neighbors? First, it’s important that you
show neighbors that their concerns do
matter. Second, it’s helpful to inform
them o f the problems the noise ordi­
nance presents for you—e.g., not being
able to complete your work before the
course opens to golfers.
□ Have you tried to rethink your mainte­
nance practices to accommodate neighbors’
concerns? For instance, you might alter
your mowing practices by starting on
areas o f the course that aren’t bordered
by homes—even if the mowing sequence
isn’t the most logical.
Worker Safety

□ Do you have a safety and training
program in place fo r your crew? D on’t
wait for an accident to happen. Offer
employees proper job-specific training.
You might start by showing training
videos available through your equipment
manufacturers or through the GCSAA,
USGA, and National G olf Foundation.
Among the topics you might want to
cover: operation o f powered mainte­
nance equipment and tools; mowing
equipment; tractors, loaders, and backhoes; pesticide safety; fire safety and
prevention; tree maintenance; first-aid.
□ Is your equipment in good working
order?
□ Is your machinery equipped with up-todate safety features? Example: rollover
bars for your tractors and mowers.
□ Do you have proper safety apparel
available to employees? Examples: respir­
ators, eye guards, gloves, ear protection,
hard hats.
□ Do you have right-to-know stations
where employees have easy access to MSDS
sheets?
Completing this checklist is probably
one o f the most important priorities we
have right now. Ensuring that our
maintenance operations are environmen­
tally sound could only help the turfgrass
industry—by building our credibility
among environmental groups and
regulatory agencies as responsible pro­
fessionals with the environment’s best
interest at heart.
TIM O ’N E IL L , C G C S
President
Tee to Green

March/April 1992 ( 3 )

Special Feature (coni. Iront pg. 1)

Addiction in the Workplace
again, recommend that the employee
seek counseling.
At the end o f the review, you and the
employee should work out an agreement
to improve performance. Put the agree­
ment in writing (see sample on blue
insert), and have the employee sign it.
Be sure the employee understands that
Third Step: A Formal Performance Review
the agreement will become part o f his or
I f the employee’s performance hasn’t
improved in four to six weeks, conduct a her permanent work record and that the
employee’s job is at risk if he or she fails
Second Step: An Informal Performance Review second, this time formal, performance
to live up to this agreement. Set specific
review. At this point, make it clear the
The first performance review should be
dates
for future progress reviews.
employee is being called on the carpet.
as nonconfrontational as possible. The
H
ere’s
how a form al performance
If you’re a union shop, it’s a good
objective is to allow the employee to
review
might
be conducted:
idea to inform the employee’s union
correct the problem with little fuss.
Take the employee aside and mention representative that the meeting will take Superintendent: Bill, you’ve been with the
that he or she has been observed coming place, and if appropriate, give the rep
club a long time, and I value your work.
the chance to be present.
in late, taking extended breaks—or
But over the past two months, your job
Sit the employee down and review
whatever the problem might be. At this
performance hasn’t been satifactory. We
your documentation o f his or her im­
point, don’t pull out any documenta­
talked about this last month, and I hoped
paired work performance.
tion. Allow the employee to make ex­
that would be enough. But as f a r a I can
Never mention ojf-the-job incidents or see, exceptfor a day or two after our
cuses but offer no solutions. And resist
suggest
the employee might have a drug or conversation, there hasn’t been any
the temptation to behave as a counselor.
alcohol
problem.
Stick to what you’re
Focus only on job performance. It is,
improvement.
best
qualified
to
judge:
the worker’s
however, appropriate to mention coun­
Bill: Well, I ’ve had a lot of things going on
deteriorating job performance.
seling centers (see “ Treatment Pro­
a t home and the kids and a l l . . .
Feel free, however, to emphasize the
grams” piece below, right) available to
Superintendent: Look, Bill, I ’ve been
possibility o f a “ personal problem,” and keeping count of the days you’ve been late
troubled employees and to reassure the
worker about confidentiality and job
or absent. Tou’ve been late to work 28
security if help is sought.
times in two months.
Here’s how your first encounter
Bill: A few minutes here and there. . .
might go:
C an ’t a guy punch in late now and then?

; forms you can use to document unsatis­
factory work performance. We’ve in­
cluded a sample (see blue insert) that’s
both detailed and precise, leaving little
room for interpretation or debate. This
is particularly useful when dealing with
an employee who resists “ facing the
facts” or if you ever have to justify your
actions in court.

and note that you recommended the
employee get help if needed. That way,
if the pattern o f unsatisfactory perfor­
mance continues or if it reappears after a
period o f good performance, you’ll have
the earlier record to refer to.

Treatment Programs

Superintendent: Bill, you’ve been the m ain­ How to Find Counseling fo r “Troubled”

stay of the crew fo r five years, but recently
you’ve been late to work a lot, and you’ve
been hanging around too long on breaks.
Bill: Last week my car broke down and my
wife couldn’t drive me because she had to
be at the kids’ school.
Superintendent: A nd the guys have been
complaining that you’ve been difficult to
work with.
Bill: Who told you that? John? Joe? Tou
know they both have it in fo r me.
Superintendent: Tou know, Bill, i f you feel
there’s a personal problem that’s affecting
your work, I can suggest a few places to
call to get confidential help.
Bill: No, there’s nothing bothering me.
I ’m fine. I ’ll be on time. No sweat.

Employees

T

o find the names o f drug and alco­
hol treatment programs in your
area, all you need is a phone book
and telephone. Check the classifieds
under the headings Alcohol, Alcohol­
ism, Drugs, Drugs and Alcoholism,
Hospitals. You might also phone your
county’s health or mental health de­
partment for this information.
National Help Lines that might pro­
vide assistance are:
• 1-800-A LCO H O L (800-252-6465)
• 1-800-CO CAINE (800-262-2463)
• Drugs Anonymous, 212-874-0700
• Narcotics Anonymous, 818-780-3951
• National Institute o f Drug Abuse,
Following this informal review, you
1-800-622-H ELP
should write a brief report on the meet­
•
PRID
E Drug Information System,
ing and attach it to your documentation.
1-800-241-7946
Include the date and time o f the review,

( 4)

Tee to Green

March/April 1992

Superintendent: On one occasion—the 20th

of last month—you came in 15 minutes
late for work. The next day you came in
13 minutes late. Two days later you were
almost 30 minutes late.
Bill: Yeah, and I made it up after work,
didn’t I?
Without responding to Bill’s hostility,
the superintendent goes on, citing more
specifics o f poor performance. Eventu­
ally, under the weight o f accumulated
evidence, Bill runs out o f excuses.
Superintendent: It’s not ju st absences and

tardiness, Bill. As I mentioned when we
met last, I ’m getting complaints from the
other guys. Two guys came to me last week
and said they wouldn’t work with you on
that drainage project. They say you don’t
pull your weight anymore.
Bill: I f you’re going to listen to that stuff,
I ’m going straight to the union.

Documentation o f Unsatisfactory Job Performance
Employee’s Name

Tide

Check the phrase or phrases that best describe the current situation. Jot down specific details, where appropriate, in the space
provided beneath each entry. (See Special Feature, page l,fo r explanation of this and other sample forms on this sheet.)
General Appearance

Job Performance

Absenteeism

□ Significant inappropriate appearance

□ Forgets instructions, procedures,
corrections, etc.

□ Excessive absences
□ Improbable excuses for absences

□ Significant lack o f hygiene
□ Other unusual memory loss
□ Other

□ Frequent unscheduled absences
□ Working abnormally slowly
□ Absences follow a pattern

Workplace Behavior

□ Erratic (high-low) productivity

□ Talks excessively

□ Excessive tardiness
□ Poor judgment

□ Exaggerates self-importance
□ Excessive complaints about job

□ Excessive trips to car, water
fountain, restroom, etc.

□ Intoxicated on the job

□ Excessively long coffee breaks

□ Other

□ Excessive sick leave

□ Inflexible about procedures
□ Argumentative
□ Inappropriate emotional outbursts
□ Other
□ Excessive use o f telephone

Relationship With Coworkers

□ Abnormal reaction to criticism
□ Physically threatening

Accidents

□ Borrows money from coworkers

□ Failure to wear safety gear

□ Resents other workers

□ Abnormally casual about safety
procedures

□ Other

Temperament at Work

□ Withdrawn
□ Suspicious

□ Has unrealistic expectations (for
salary, promotion, etc.)

□ Complaints from coworkers about
employee’s safety standards

□ Imagines criticism where there is
none

□ Near-accidents on the job

□ Receives complaints from coworkers

□ Accidents on the job

□ Receives complaints from members

□ Other

□ Feelings easily hurt
□ Agitated, edgy
□ Extreme m ood swings
□ Other

□ Receives complaints from
community

Further Observations Regarding Unusual
Employee Behaviors:

□ Other

A dapted from D ru g s an d A lc o h o l in th e W o rk p la c e , Facts on File © 1988 .

Documentation Form continues O

Documentation o f Tardiness, Absences, Requests for Leave
Employee’s N am e______________________________________ T itle_____________________________

Dates of Tardiness (over_____ minutes) and Excuse Given:

Dates of Sick Leave Requested and Reasons Given:

Dates of Absence and Excuse Given:

Dates of Personal Leave and Reasons Given:

Further Observations Regarding Employee Tardiness, Absence, and Leaves:

Agreement to Improve
Job Performance
This agreement is made between [employee’s name] and
[your name].
I have advised [employee’s name] o f the following matters
that need correction: [Supply list.]
I have also informed [employee’s name] that assistance is
available through [whichever counseling services you sug­
gested].
[Employee’s name] agrees that the following corrective
action will be taken: [Employee fills in steps agreed on.]
A review o f this plan will be made on [date and time].
I f at that time, these matters are settled as planned,
this will be noted. I f work performance continues to be
unsatisfactory, this agreement will be used as part o f any
disciplinary or corrective action necessary.
Sign ed:_______________________
[Employee]

D a te :______________

Sign ed:_______________________
[Superintendent]

D a te :______________

Adapted from D ru g s an d A lc o h o l in th e W o rk p la c e , Facts on File © 1988.

Sample Letter o f Reprimand
Dear [employee’s name],
On [month, day, year], we discussed the continuing prob­
lem o f your [note specific problems]. You were told at that
time that your job performance was unsatisfactory. We
agreed (copy o f agreement to improve job performance
attached) that you would correct the following: [list items].
However, the problems have continued [list particulars].
Persistent work problems, such as those you are expe­
riencing, are the result o f personal problems. In recogni­
tion o f this fact, I strongly suggest you contact [list outside
counseling centers] in an effort to clear up these problems.
Unless your job performance shows substantial im­
provement within the next [week, month], I will have no
choice but to recommend that formal disciplinary action be
taken against you.
Sign ed:____________________________________
[Superintendent]

Superintendent: I ’ve already spoken to your for sure what happened in this meeting.

union rep, Bill. He’s as concerned as I am
that something’s bothering you and mak­
ing it hard to put in a good day’s work.
He knows about this meeting, and I ’ve
promised him a complete report when
we’re finished.
Neither one of us wants to see a good
man lose his job—especially when there are
so many ways toget help. Here are the
numbers you can call fo r counseling. I
don’t want to have to let you go, but un­
less your performance improves and stays
improved, I ’m going to have to.
Bill: Okay, okay.
Superintendent: I ’ve got a form here I ’d
like you to look a t and sign. It says that
you and I have talked this over and that
you’ve agreed to correct the problems we
spoke about. It says here that I ’ve advised
you of certain problems like tardiness and
not getting along with others on the crew.
Now, I ’d like you to fill in the lines about
corrective action. This way we both know

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A nd let’s set a date now to review your
progress.
Fourth Step: A Letter of Reprimand

I f the subsequent review shows that the
employee’s performance has not im­
proved according to the terms o f the
signed agreement, your next step is to
write a letter o f reprimand. Include in
this letter (see sample on blue insert)
the date and times o f previous reviews,
notes o f the employee’s failure to keep
his or her performance commitment,
dates and times o f continued impaired
performance, and a threat o f specific
disciplinary action, whether it’s demo­
tion, suspension, or termination.
Finally, the letter should strongly
suggest that the employee seek assis­
tance. Copies o f this letter should go
into the employee’s file and to the
employee, club manager, and union
representative.

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Last Step: Disciplinary Action

At this point, you have a legally defen­
sible right to discipline—demote, sus­
pend, or terminate—an impaired em­
ployee who refuses to get the help that
is available, offered, and badly needed.
Final Word

If this process seems like more trouble
than it’s worth, keep this in mind:
Studies show that if a drug- or alcoholaddicted person can get help early in
the disease, chances o f recovery are far
greater. Furthermore, early interven­
tions generally translate into shorter
periods o f treatment—which represents
fewer insurance payments and days away
from work.
Handled well, intervention can re­
present a win-win situation— for both
you and your employee.
Special thanks to Alpine Tree Care's Director of
Safety, Mike Cook, for givin g as this article idea
and providing our introductory statistics.

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/n ^ B

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Keeping the golf world greener:M

FREE DELIVERY
Tee to Green

March/April 1992 (J5)

RUBIGAN
IS TH E ONLY
FUNGICIDE
GUARANTEED
FO R TH E
PR EVEN TIO N OF:

WHEN THE GROWING GETS TOUGH
THE TURF KEEPS GROWING!
For a HEALTHY ADVANTAGE over SEASONAL
PROBLEMS WE OFFER a WINNING LINE UP:
NATURAL ORGANIC

M ilorganite

Emerald
Isle, Ltd.
1-800-628-GROW
*'• Effective
<* Organic
* Safe

• Summer Patch
• Necrotic Ring Spot
• Fusarium Blight

BOB SCOTT

(2 0 1 ) 3 7 6 -7 2 9 0
Elanco
Area Representative
Elanco Products Company

Indianapolis, IN

#1 RATED PANASEA PLUS and PANASEA
the UNBEATABLE BIOSTIMULANTS for
INCREASED ROOT GROWTH, LESS
THATCH, and SUPERIOR STRESS TOLRANCE. SAND-AID GRANULAR SEA
PLANT MEAL, the OPTIMAL ORGANIC
CONSTITUENT. SCIENTIFICALLY TEST­
ED, PROVEN, and TOP RANKED BY SEV­
ERAL LEADING UNIVERSITIES
STERILIZED TOP DRESSING FORMU­
LATED ESPECIALLY to the SPECIFICA­
TIONS RECOMMENDED by LEADING
UNIVERSITIES and TESTING LABORA­
TORIES. COMPUTERIZED BLENDING OF
SOIL MIXTURES FOR a SUPERIOR
GROWING MEDIUM. CUSTOM ON-SITE
SOIL BLENDING and TESTING with
PORTABLE COMPUTERIZED BLENDER to
MEET YOUR SPECIFICATIONS.
P R O FESSIO N A L ORGANIC SLOW
RELEASE LIQUID FERTILIZERS and
MICRONUTRIENTS MADE WITH ONLY
the PUREST and MOST SOLUBLE FORM
of RAW MATERIALS. The RESULTS
TRANSLATE into ADDED BENEFITS for
YOU of NO MIXING, NO AGITATION. NO
CLOGGING and ESPECIALLY NO INSOL­
UBLE DEBRIS. ALSO, OUR UNIQUE CHE­
LATION PROCESS RESULTS in a COM­
PLETELY SOLUBLE FORM OF IRON with
NO INSOLUBLE WASTE.

See your local
Elanco
Distributor
for details or call

Rick Apgar

Scott Apgar

Metro Milorganite !nc.
DEPEND ON US FOR FOUR SEASON SOLUTIONS
(914) 666-3171 Fax (914) 666-9183
365 Adams Street, Bedford Hills, NY 10507

SAVA TEE
Our trained crews are careful
on a golf course. We treat tees like
greens and greens like gold. That
is one reason five of this areas
most prestigious clubs are already
our clients.
The other reasons? We prune
judiciously using state-of-the-art
techniques. We deep-root feed
with our own organic blend. We
cable and brace with future
growth in mind. And, we will
work with your crews to be most
cost effective.
If you want a tree company
that consistently beats par, call us.

RANSOMES

100% NATURAL ORGANIC, SAFE, NON­
BURNING, BOASTING 4% IRON and an
ABUNDANCE of TRACE ELEMENTS. The
BIGGEST NAME in NATURAL ORGANICS
SINCE 1926

MOTOR 3 5 0 D
* ALL HYDRAULIC FIVE
GANG
* KUBOTA 38 HP DIESEL
* 8 or 11 BLADE FULL
FLOATING HEADS
* GRASS CATCHERS
STEVEN WILLAND INC.

(201) 579-5656

WckmW
rf
7 Cottage Street
Port Chester, NY 10573

P EN N C R O SS BEN T G R A SS
3/ i *" o r 7 « "
grow n on san d y so ils
W ASHING AVAILABLE
HIGH FE SC U E BLEN D S

•
•
•
•

TRAP SAND
PARTAC TOPDRESSING
SCREENED TOP SOIL
SCREENED CLAY
FOR TENNIS COURTS
& BASEBALL DIAMONDS
• SAND FOR BUILDING
& CONSTRUCTION
• TRAP ROCK
• GRAVEL

BLUE • FESCUE • RYE BLEND
Low Cut Bluegrass Under 1"
Pallet Sod or Big Rolls
Custom Growing Available

BU LK BA RK MULCH

SavaI r e e

COMPLETE TREE AND SHRUB CARE, NATURALLY

360 Adams Street, Bedford Hills, NY 10507
(914)666-8202 • (203)661-6755

(? )

Tee to Green

March/Aprit 1992

(914) 937-5479
(914) 937-2136

1-800-243-7582
Connecticut and Rhode Island

Skip Deubel

Upcoming Events

Notable Notes

Monthly Meeting Calendar Changes

Congratulations

Golf Meeting

H o s t s u p e rin te n d e n t: C h u c k M a rtin e a u .

M o nday, June 1
W h ip p o o rw ill C lu b , A rm o n k , N Y

Golf Meeting

H o s t s u p e rin te n d e n t: D ave K err.

M o n d a y , S e p te m b e r 21
R id g e w o o d C o u n try C lu b , D a n b u ry , C T

MGA Green Chairmen Educational Series
Part 2: Green Speed

T h is is th e se c o n d in a th re e -p a rt e d u c a tio n a l se ries
d e s ig n e d to fo c u s on th e role of th e g re e n c h a irm a n
an d his w o rk in g re la tio n s h ip w ith th e g o lf c o u rs e
s u p e rin te n d e n t. For fu rth e r in fo rm a tio n , c o n ta c t
th e M G A , 9 1 4 - 6 9 8 - 0 3 9 0 .

T h u rs d a y , J u n e 2 5
7 p .m . to 9 p .m .
R id g e w o o d C o u n try C lu b
R id g e w o o d , NJ

Turfgrass Field Day

A field o f nearly 400 golfers competed
for the 1992 GCSAA G olf Champion­
ship title.
Though the grand winner—Gary
Bennett o f Crickentree Golf Club in
South Carolina—isn’t a MetGCSA
member, three entrants from the asso­
ciation made the “winner’s circle.”
Let’s give ’em a round o f applause.
Third Flight (19-24) Net Winner

Ted Maddocks, superintendent, Coun­
try Club o f Fairfield, Fairfield, CT.
Senior I (50-56 years) Net Winner

1992 Cornell Turfgrass Field Day

T h e latest C o rn e ll tu rf res earc h w ill be p re s e n te d ,
as w e ll as d e m o n s tra tio n s of sod p ro d u c tio n , sod
in s ta lla tio n , a n d IP M m e th o d s . T h e e d u c a tio n a l
s e s s io n s w ill be c o m p le m e n te d by a tra d e s h o w th a t
w ill fe a tu re th e la test in tu rf e q u ip m e n t an d su p p lie s .
For fu r th e r in fo rm a tio n , call C o rn e ll C o o p e ra tiv e
E xte n sio n of O ra n g e C ounty: 9 1 4 - 3 4 3 - 1 1 0 5 o r 3 4 4 1 2 3 4 , or N Y S T A : 8 0 0 -8 7 3 -T U R F o r 5 1 8 - 7 8 3 - 1 2 2 9 .

W e d n e s d a y , J u ly 1
P ine Is la n d , N Y

Todd Polidor, superintendent, Heritage
Hills o f Westchester, Somers, NY.
Affiliate Net Winner

John Callahan, The Cardinals, Inc.,
Unionville, CT

Westchester Ford Tractor, Inc.
Meadow St.
Goldens Bridge, NY 10526
Phone #: 914-232-7746

The Premier Choice O f Golf Course Maintenance Pro's.
BUNTON 22" and 26"
GREENSMOWERS

When it comes to greens mainte­
nance, the Bunton 22" and 26" walkbehind greensmowers are rapidly
becoming the industry standard.

B U N T O N B T74
L IG H T W E IG H T
TURF M OW ER
Golf courses, country clubs,
schools, parks, airports, sport
complexes are just a few of the
challengers thatthe Bunton BT74
will easily take on. This rugged,
precision-built reel mower is ver­
satile, durable, and provides a
superb, quality cut that you ex­
pect from a Bunton.

1

BUNTON 5-GANG
FAIRWAY MOWER
Give all your fairways the look of
a professionally manicured golf
course with the Bunton light­
weight 5-Gang Fairway Mower.

Tee to Green

March/April 1992 Q )

Pf l TROND IREGT ORY
Patrons listed on this page are supporting our association. You are encouraged to support them.
Abbey Lane Landscaping Corp.
Brent J.C. Roubos
RT 123, Box 27, South Salem, NY 10590
914-533-2382
f t Alpine Tree Care, Inc.
Robert Mullane - Ken Clear
44 Slocum St., Norwalk, CT 06851
CT: 203-847-1855 NY: 914-948-0101

f t Grass Roots T u rf Products Inc.
Bert Jones: 201-686-8709
KenKubik: 201-361-5943
P.O. Box 336, Mt. Freedom, N J 07970

Shemin Nurseries Inc.
Horticultural-Irrigation Supplies
Jim Hespe: 203-531-7352
1081 King St., Greenwich, CT 06831

f t Growth Products, Ltd.
Clare Reinbergen/Joe Stahl
P.O. Box 1259, White Plains, NY 10602
914-428-1316

A1 Preston’s Garage
Massey Ferguson, Sales & Service
Shelton, CT 06484
203-924-1747

f t Hawthorne Bros. Tree Service Inc.
Charles Siemers
5 Center St., Bedford Hills, NY 10507
800-235-7035

Argento’s And Sons Inc.
Turf Equipment: Parts and Service
Louis Argento: 914-949-1152
1 Prospect Ave., White Plains, NY 10607

f t Irrigation Systems Incorporated
Installation, Service, & GC System Design
P.O. Box 66, Windsor, CT 06095
203-727-9227

Atlantic Irrigation
Ed Santalone
620 Commerce St., Thornwood, NY 10594
800-878-TURF

f t SAV-A-TREE
Complete Tree & Shrub Care, Naturally
Westchester: 914-666-8202
NJ: 201-891-5379 CT: 203-661-6755

James Barrett Associates, Inc.
Golf Course Irrigation Design & Consulting
Jim Barrett
201-744-8237

f t Blue Ridge Peat Farms Inc.
Topdressing, Peat, Humus, & Potting Soil
Gene Evans
717-443-9596

f t James Carriere & Sons, Inc.
Bill Carriere
7 Cottage St., Port Chester, NY 10573
914-937-2136

f t Dar Par Sales
Golf Course & Tennis Supplies
Outdoor Furniture Dominic A. Richichi
914-946-1743, FAX 914-946-0796

f t L E SC O , Inc.
Seed, Fertilizer, Control Products, Equipment
Greg Moran: 914-838-1650
800-321-5325

ft D & S
Floratine Products, Reveal Test Kits,
Precision Small Engine Co., Flymo
Dave Basconi: 203-250-TURF

f t Lofts Seed Inc.
John Morrissey
P.O. Box 146, Chimney Rock Rd.
Bound Brook, N J 08805,908-356-8700

f t Stephen Kay, G olf Course Architects
Renovation, Master Planning, New Golf Courses
495 New Rochelle Rd., Office 2B
Bronxville, NY 10708, 914-699-4437
Steven Will and, Inc.
Turf Equipment
P.O. Box 9, RT 206, Augusta, N J 07822
201-579-5656
f t Tee And Green Sod Inc.
Bluegrass, Bentgrass, 8c Blue/Fescue Sods
P.O. Box 418, Exeter, RI 02822
David Wallace: 401-789-8177
The Scotts Company
Area Technical Representatives
NY: Frank Marra, 516-286-7712
CT: Steve DeVito, 203-723-4190
f t The Terre Company o f N J, Inc.
Byron Johnson Jr.
206 Delawanna Ave., Clifton, N J 07014
Office: 201-473-3393 Home: 203-748-5069
TBS Maintenance 8c Improvement
Tony Bettino
102 Fulton St., White Plains, NY 10606
914-949-3362
T L C Security Systems
Electronic Surveillance, Card Keys, Door Hardware
620 Mamaroneck Ave., Mamaroneck, NY 10543
Bob Thompson: 914-698-8382

M agovem Co.
DeBuck Sod Farm
Peter M. Moran/Bill Perry
For De-Best in Quality Turfgrass Sod
Fine Turf-Type Tall Fescues, Kentucky Blue Blends Windsor Locks, CT
800-243-7718
914-258-4131
DeLea Sod Farms
Vinnie Sasso/Joel Miller
444 Elwood Rd., East North port, NY 11731
800-244-SODS/516-368-8022

Metro Milorganite Inc.
Rick Apgar 8c Scott Apgar
365 Adams St., Bedford Hills, NY 10507
914-666-3171

f t Tuckahoe T u rf Farms, Inc.
Fine Fescue, Ryegrass, Bluegrass, Tall Fescue
3/ l 6 " or V 4 " Bentgrass, Washing Available
Skip Deubel, 800-243-7582

f t D .J. Callahan Inc.
Dennis Callahan, Golf Course Renovation
P.O. Box 1435, Saratoga Springs, NY 12866
518-584-7080

ft
Montco / S urf-S ide/Z ap !
Surfactants-Defoame rs
Box 404, Amber, PA 19002
Robert Oeschle: 215-836-4992/215-628-3144

f t Eastern Land Management Inc.
Golf Course Restoration & Renovation
113 Canal St., Shelton, CT 06484
Bruce Moore: 203-924-7272

Nor-Am Chemical Company
David J. Sylvester
311 Carriage Dr., Kensington, CT 06037
203-828-8905

f t T u rf Products Corporation
Ernie Rizzio - Larry Rizzio
P.O. Box 296, Mountain Lakes, N J 07046
201-263-1234

Partac G olf Course Top-Dressing
Kelsey Park, Great Meadows, N J 07838
Jim Kelsey: 800-247-2326
Bill 8c Joe Carriere: 914-937-2136

f t Valley View Greenhouse
Frank Amodio
RT 123, RR 2, Box 27, So. Salem, NY 10590
914-533-2504/914-533-2526

f t Emerald Isle, Ltd.
Bill Middleton
2153 Newport Rd., Ann Arbor, MI 48103
800-628-GROW

Pipe 8c Irrigation Equipment Supply Co.
Jay Anderson/Steve Smith
P.O. Box 3049, Milford, CT 06460
203-878-0658

f t W.A. Cleary Chemical Co.
Robert Leslie: 201-746-6734
1049 Somerset St., Somerset, N J 08873
908-247-8000/800-524-1662

f t Fleet Pump & Service Group
Donald Tiedemann
100 Calvert St., Harrison, NY 10512
914-835-3801

Proform H igh Performance T u rf Products
Turf Seeds, Fertilizer, Control Products
NE, NY, LI: JefFKircher, 516-753-6506
N J 8c South: Dave Jackson, 800-435-5296

f t Westchester T u rf Supply, Inc.
Serving the Fine Turf Profession
P.O. Box 198, Lincolndale, NY 10540
Bob Lippman: 914-248-7476

Egypt Farms, Inc.
Green Topdressing, Sand, Construction Mixes
White Marsh, MD 21162
800-899-SOIL

f t Glenmore Landscape Service
Glenn S. Moore
RR 3, Box 285, Hackgreen Rd.
Pound Ridge, NY 10576, 914-764-4348

f t Pro-Lawn Products, Inc.
Stephen M. Kotowicz
30 Nashville Rd., Bethel, CT 06801
203-792-3032

T u rf Products C orp ./T O R O
George Gorton, Irrigation/Al Tretera, Equipment
157 Moody Rd., Box 2576, Enfield, CT 06082
800-243-4355/203-763-3581

f t Wilfred MacDonald, Inc.
Dennis DeSanctis
340 Main Ave., Clifton, N J 07014
201-365-6801
f t Denotes MetGCSA member

(8 )

Tee to Green

March/April 1992