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June 14, 2021 | |Post a Comment

first_img SHARE Facebook Twitter Home Indiana Agriculture News Early Fall is a Good Time to Assess Pastures, Plan Improvements Previous articleField Dry Down Not Recommended This Year for Indiana CornNext articleDuPont Pioneer Agronomy Update Andy Eubank SHARE Facebook Twitter Early Fall is a Good Time to Assess Pastures, Plan Improvements October is a good month for livestock producers to look at pastures to see what’s there and what might need a boost to help improve grazing yield and quality for next year, a Purdue Extension forage specialist says.Looking at pastures early gives producers time to plan for, and implement, stand improvement and weed control.“Early fall is a wonderful time to assess perennial pastures and hay fields, because the season is about over and there are still actively growing plants,” Keith Johnson said. “It also gives us enough time to get some matters accomplished, such as making plans for soil testing and application of fertilizers or limestone.”A soil test, which gives pH and nutrient information, should be the first step. If farmers have questions about proper soil sampling procedures, they can contact a local Purdue Extension agricultural and natural resources educator or an agribusiness consultant who specializes in soil fertility.“Some people want to start with seed selection to improve a thin or unproductive forage stand,” Johnson said. “But throwing more seed on the ground will not give desired results if they haven’t taken care of the underlying problem. They need to do a soil test first if one has not been done in the last couple of years.”In addition to the soil test, he said producers should ask themselves:* What forages are in the pasture?* Are weeds increasing and desired forages decreasing?* What stresses did the stand experience this year?* Was the pasture overgrazed or has it been overgrazed for a number of years?* Did the previous fertilization program work?The answers can help determine if, how and when a pasture should be renovated.Johnson said the foundation for most pastures in Indiana and the Midwest should be cool-season grasses and legumes. But producers may have the opportunity to use warm-season perennials or annuals in individual fields.Producers should also be scouting pastures for weeds. Many weeds can be problematic, but producers need to pay special attention to poisonous weeds and perennial weeds that vegetatively propagate, which means they spread by means other than a seed.“If producers identify weeds that truly are or will be a problem in the future, then they need to get them under control,” Johnson said. “Herbicide application could still happen this fall if actively growing vegetation is present and the temperature is warm enough for translocation of the herbicide.”Producers need to look at herbicide labels for specific details and be attentive to grazing and plant-back restrictions.After soil test results have been received, Johnson said they should also consider adding recommended amendments as soon as possible.“We like to fertilize actively growing perennial plants with phosphorus and potassium before the growth cycle is done for the season, and that will come to an end soon,” he said.Applying limestone to increase soil pH is still possible this fall, and applying it now will give the soil time to adjust pH over the winter.If pastures did well this year and there’s still a lot of forage growth, Johnson recommended that farmers allow animals to graze to reduce the amount of forage present in the pasture.“Four inches or less should be left in the pasture for 2013 if overseeding in late winter occurs,” Johnson said. “We want seeds to get to the soil surface, not stuck in leftover forage.”Producers can find more information in the Forage Field Guide, ID-317, which is available in Purdue Extension’s The Education Store for $7 per copy. Source: Purdue Ag Communications By Andy Eubank – Oct 7, 2013 last_img read more

May 12, 2021 | |Post a Comment

first_imgEmployersare under pressure to introduce age discrimination policies in advance oflegislation to be introduced in 2006.Thewarning came at two separate events last week. Equal opportunities minister MargaretHodge told a CIPD meeting in London that companies must take the lead in thefight against age discrimination in the workplace.Meanwhileat the Eversheds Employers’ Convention in Brighton lawyer Martin Hopkinsstressed it was important for employers not to wait until the new law wasintroduced but to act immediately.Hesaid, “Age diversity is a critical issue and one which employers must act onnow. The population shift means that, by 2016, the largest segment of employeeswill be 45-64. We are advising employers not to wait until the introduction oflegislation in 2006 but to put in place appropriate working procedures andestablish best practice now.” Asurvey of 150 top HR professionals at the conference revealed that 11 per centconsidered their workforce as truly diverse but more than 90 per centidentified skills shortages as a problem for their business.Hopkinshighlighted Peugeot, Continental Tyres, Volvo Penta, Zanussi, B&Q andNationwide as employers which already had excellent policies to promote agediversity.Hodgewarned that new laws, which will accompany a European directive banning ageismat work, will be ineffective unless they are supported by business.Theminister blamed companies such as Ford, which favours voluntary early retirementas a way to downsize, for the lack of older people in the workforce.Shesaid, “Ford is one of the worst examples – when it says it hopes to lose 3,500people at its Dagenham plant, mainly through voluntary redundancy that isaccepted by society as being a legitimate way of reducing your workforce.” Feedbackfrom the professionPersonnelToday asked HR professionals at Eversheds’ Employers’ Convention whether theyalready had age diversity policies in place.LisaConnellen Employee relations adviser, Cap Gemini Ernst & Young– “As employers we have to take an active stance on this issue. We arecurrently looking at our recruitment, selection and training procedures. Olderpeople can work from home which matches our working patterns.”LibbyMinnihan HR Officer, Walker Food Snacks– “Is there an obligation for employers to introduce age diversitypolicies? No. Employers will do what they want. There is a recognition amongemployers that there is a shortage of skills and that if you want the businessto attract and retain that skill level you need to look at the widest poolpossible.” JohnDavidPersonnel director, Companies House– “There are enormous business benefits to employing older workers becauseof their experience, the complexity and change of pace of technology today –there is nothing to replace experience and experience balanced with theenthusiasm of younger workers is very beneficial to the workplace. We don’tspecifically recruit older workers.”CarolLowerHuman resources officer, Waveney District Council– “We take seriously the voluntary code of practice [on age] and itsmessage is cascaded throughout the organisation. We have an annual monitoringexercise of our workforce which looks at trends and issues and hopefully ourpolicies will have an effect by the time the legislation comes in.” DavidTugwellCompensation and Benefits Officer, British Alcan Rolled Products–  “Age diversity has beenhighlighted in our company as part of our flexible working practices. They haveacknowledged that the workforce is ageing and that they can’t get young peopleon board because they prefer working in the service industries. The company isleft with a fairly old workforce so they are concentrating on retaining thepeople that they’ve got by training them up and team working.”MarkFraserHR manager, Cap Gemini Ernst & Young– “We are not looking at our workforce from an age point of view. We wantpolicies in place which encourage experienced workers to stay with us. We havejust introduced a system which removes the date of birth from application formsto ensure that recruitment is free of age bias.” TinaCullHead of HR at drugs, alcohol and mental health charity Turning Point– “We would benefit from employing older workers as they are moreexperienced. We don’t have age diversity policies but we have equality policieswhich mean that we don’t discriminate on the basis of age. We do have a maximumretirement age which is something that we are looking at scrapping or extending.”ByRichard Staines Comments are closed. Related posts:No related photos. Previous Article Next Article Firms told to act now on age biasOn 27 Mar 2001 in Personnel Todaylast_img read more