MINNEAPOLIS, MN, FEBRUARY 10, 2021— The Marine Retailers Association of the Americas is pleased to announce and celebrate the 10 dealership locations that achieved Marine Industry Certified Dealership status in 2020.
The Marine Industry Certified Dealership Program provides marine retailers with a customizable blueprint to help establish efficient and effective processes. The program not only brings accountability to marine dealership across North America, but it also provides retailers with the processes to maintain the practices needed to deliver a world-class retail experience to today’s boaters.
“These dealers have committed to improving their customer experience, employee engagement and dealership operations,” said Liz Keener, MRAA Certification Manager. “They put a huge effort into improvement in 2020 by getting Certified and will continue to learn and grow through the Continuous Certification program.”
Dealership locations that achieved Certified Dealer status in 2020 include:
·Port of Egypt Marine, Southold, New York
·Union Marine — Pacific Nautiques, Pacific, Washington
·Strong’s Marine — Southampton, Southampton, New York
·Strong’s Marine — Yacht Center, Mattituck, New York
·Strong’s Marine — Water Club, Mattituck, New York
·Eric’s Outboard Marine Service, Miami, Florida
·SkipperBud’s — Madison, Madison, Wisconsin
·Watercraft Sales, Three Lakes, Wisconsin
·Manitowoc Marina, Manitowoc, Wisconsin
·Norfolk Marine, Norfolk, Virginia
They join more than 300 other dealership locations across North America that have already been Certified.
In order to maintain their Certification status, Certified Dealers must complete and pass an annual Continuous Certification curriculum. This year-long education program teaches marine professionals how to improve upon their already premier operations. Continuous Certification delivers relevant, timely, high-impact, in-depth education customized exclusively for those who have been through the initial MICD program.
Enrollment for the 2021 Continuous Certification Program is now open for Marine Industry Certified Dealers. For more information on Continuous Certification or the MICD programs, contact MRAA Certification Manager, Liz Keener at lizk@mraa.com.
About the Marine Retailers Association of the Americas At the Marine Retailers Association of the Americas, we believe that for the marine industry to thrive, the retail organizations that interact with the boaters in their community must thrive. With that in mind, MRAA works to create a strong and healthy boating industry by uniting those retailers, providing them with opportunities for improvement and growth, and representing them with a powerful voice. For more information, visit MRAA.com or contact us at 763-315-8043.
Paycheck Protection Program (PPP) forgivable loans, which were used by nearly 90 percent of recreational boat dealerships for support during the shutdowns caused by the pandemic, are at risk of being included as income by some state governments, possibly making the forgiven portions taxable.
Passed in the Coronavirus Aid, Relief, and Economic Security (CARES) Act in March 2020, the U.S. Government distributed more than $500 billion in PPP loans to qualifying small businesses last year. Guidance on the program has changed several times since it was first passed, most recently in the $1.4 trillion omnibus/COVID-19 spending package, which clarified the original intent of PPP with the Internal Revenue Service to ensure that forgiven PPP loans were not included as taxable income at the federal level, and that businesses can claim normal tax deductions for business expenses paid for with forgiven portions of PPP loans.
Here’s where things get tricky.
Each state implements its own income tax structure that has some degree of conformity with the federal Internal Revenue Code. Twenty-one states and the District of Columbia automatically adopt any changes made at the federal level through what’s called “rolling conformity,” meaning that boat dealers in these states with forgiven PPP loans likely won’t pay taxes on the proceeds of the loan. The Tax Foundation, a Washington, D.C.-based think tank that publishes data and research studies on U.S. tax policies at both the federal and state levels, argues that states could choose to not comply with the guidance provided in the recent omnibus package, since it did not expressly modify the tax code. Consider rolling conformity states as “opt-in” states, where lawmakers or state revenue officers would need to opt-in to taxing PPP as income.
In 19 other states, lawmakers must vote to conform to any changes in the tax code, which in this case, excludes PPP from taxable income. This is called “static conformity.” This is an “opt-out” method, where state lawmakers would likely tax forgiven PPP loans unless specific guidance is given stating otherwise, or legislation is passed to exempt forgiven PPP loans from state taxable income.
Yes, it’s confusing, and it doesn’t end there: Five states have “selective tax conformity,” which, according to The Tax Foundation, means that they “may incorporate certain federal provisions or definitions by reference, but omitting large swaths of the federal tax code and forgoing the use of federal definitions of income as their own starting points for calculation.”
Five other states do not tax income. Meanwhile, Pennsylvania and Massachusetts have rolling tax conformity for corporate income taxes, but have static/selective conformity for individual income taxes.
In the Tax Foundation chart on the left below, states with static conformity are highlighted in yellow. You’ll notice when comparing it to MRAA’s chart (right), that some of those states (i.e. California, Hawaii, Indiana, Kentucky, North Carolina, Ohio, Oregon, South Carolina, etc.), which are highlighted in green, already passed legislation or issued guidance clarifying that forgiven PPP loans will not be included as taxable income; other states highlighted in green have rolling tax conformity. States highlighted in blue on the right have not yet issued clarifying language or legislation at the time this article was written; while, states in red have indicated that they will tax forgiven PPP loan proceeds.
South Dakota and Wyoming do not impose corporate or personal income taxes. Nevada does not impose a personal income tax and only imposes gross receipt taxes, in lieu of corporate income taxes. These three states are striped for these reasons.
Newly introduced legislation in Maine (also striped) proposes to not tax the first $1 million of forgiven PPP loans a business received. Massachusetts, New Jersey and Wisconsin legislatures have introduced bills explicitly seeking to exclude forgiven PPP loans from taxable income.
The Marine Retailers Association of the Americas is monitoring this situation closely, and working with MRAA members and partners in each state in an effort to ensure that states comply with PPP tax forgiveness, as was originally intended. When state governments don’t conform with the recent omnibus guidance and exclude forgiven PPP loans from income, dealers face more complicated and costly tax burdens, effectively undermining a program that was intended to help keep their businesses open through the pandemic.
Many states have not announced how they will proceed with this matter, but there is concern and speculation that many state governments may tax forgiven PPP loans to help make up for a collective $121 billion revenue shortfall over the next two years. But the conversations around this topic are gaining steam.
MRAA will continue to update you on these matters, but in the meantime, you can see how your state is treating forgiven PPP loans, or if your state allows deductibility of expenses paid with PPP loans, by reviewing the table below.
SPRINGFIELD, Missouri – Bass Pro Shops and Cabela’s, North America’s premier outdoor and conservation company, today unveiled its first-ever Super Bowl commercial, a heartfelt message about nature’s healing power. With stunning cinematography, evocative music and a genuine tone filled with hope, the 60-second commercial, titled “Get Back to Nature,” features people everywhere returning to adventure in the great outdoors. Messaging reminds viewers that, “the great outdoors are wide open,” and “to get back to nature” and “connect with the ones we love the most.”
“In times like these, we need nature more than ever. If there is a bright spot in these challenging times, it’s that’s more families are discovering the outdoors than ever before. Casting a line on the water, hiking in the woods and camping out under the stars provide us all with much more than social distancing,” said noted conservationist and Bass Pro Shops founder Johnny Morris.
Bass Pro Shops is especially excited to be part of this year’s supercharged Super Bowl. It’s a legendary matchup featuring Patrick Mahomes and Bass Pro’s home state’s Kansas City Chiefs against Tom Brady and the Buccaneers just down the road from its Tampa destination store in the heart of great fishing. Celebrating 50 years as the World’s Leader in the Great Outdoors
“On the eve of the 50th anniversary of Bass Pro Shops, in addition to providing added inspiration for families to get out in nature together, we wanted to celebrate and say thank you to our incredibly talented and passionate team members at Bass Pro Shops and Cabela’s stores across North America who have very deservingly earned the reputation as, ‘The World’s Foremost Outfitters,’” Morris added.
Fifty years ago, as an avid young angler Johnny Morris founded Bass Pro Shops in the back of his father’s liquor store in Springfield, Missouri, the company’s sole location for its first 13 years. Over the course of the years that followed, the outdoor retailer has established itself as one of America’s most beloved brands. Last year, Bass Pro Shops was recognized as the #3 Most Reputable Retailer in America by Reputation.com. The company manufactures Tracker Boats and ATVs as well as Ascend kayaks that also are proudly showcased in the outdoor-themed message.
At the heart of Bass Pro Shops and Cabela’s is a deep and unrivaled passion for conservation Conservation requires engagement: Bass Pro Shops and Cabela’s help connect countless young people to the outdoors every year. The company and its people have a proud heritage of supporting numerous conservation organizations. Johnny Morris is one of the most awarded and recognized conservationists in the U.S., and, in 2019, he was the recipient of the prestigious Audubon Medal for his lifetime commitment to conservation. “Get Back to Nature” was originally envisioned by Johnny Morris and produced inhouse with creative support from Dave Swaine at St. Louis-based Kuhl-Swaine.
About Bass Pro Shops and Cabela’s
Bass Pro Shops is North America’s premier outdoor and conservation company. Founded in 1972 when avid young angler Johnny Morris began selling tackle out of his father’s liquor store in Springfield, Missouri, today the company provides customers with unmatched offerings spanning premier destination retail, outdoor equipment manufacturing, world-class resort destinations and more. In 2017 Bass Pro Shops acquired Cabela’s to create a “best-of-the-best” experience with superior products, dynamic locations and outstanding customer service. Bass Pro Shops also operates White River Marine Group, offering an unsurpassed collection of industry-leading boat brands, and Big Cedar Lodge, America’s Premier Wilderness Resort. Under the visionary conservation leadership of Johnny Morris, Bass Pro Shops is a national leader in protecting habitat and introducing families to the outdoors and has been named by Forbes as “one of America’s Best Employers.”
How becoming a dedicated monthly bookworm can change your life
Within his “How to Thrive on the Other Side of 2020” session at the Marine Retailers Association of the America’s Dealer Week conference and expo last December, speaker and educator John Spence shared with us some critical information about the importance of reading books. Spence, a global business expert, executive coach, author, strategic planner and thought leader, shared that if you read one book every other month, or six a year, you would be in the top 1 percent in the U.S. If you double that figure to 12 books a year, you would be in the top 1 percent of book readers in the world!
Think about that for a second. The top 1 percent in the entire world! And I’m not talking romance novels, comic books or Harry Potter (though incorporating a fiction book is healthy, too, and also a fun activity to do with your kids). Spence is talking about skills-based books. Can you count on one hand how many of these improvement-based books you’ve read in the last month or calendar year? How about two hands? Now include your toes! BTW, let me know the number you land on when you’re done counting (jerrod@mraa.com).
MRAA President Matt Gruhn is participating in this friendly reading foray as well. He told me he’s already completed six books in 2021. Honestly, I’m still only on one hand and I find that somewhat dispiriting. You see, when I first started at the MRAA in August, I was given the go-ahead to order some skills-based books that were meant to help educate and encourage me, not add more to my plate. So far, I’ve tackled Building a Story Brand by Donald Miller and They Ask You Answer by Marcus Sheridan. However, I’ve also added daily reads of Soul Fuel by Bear Grylls and two podcasts over the last month, which Spence says counts as long as they are skills-based and for growth.
In fact, one podcast I’m enjoying is Rob Dial’s “Mindset Mentor” series. The episode titled “9 Habits of Successful People” listed the No. 5 habit as “read often.” Coincidentally, this is an excerpt from a BOOK titled Hack Your Goals: The Step-by-Step Guide to Achieving Success that Dial co-authored with Dean DeVries. The podcast shared that the average CEO reads 60 books a year. Not six or even 12, but 60! That’s FIVE books a month. Some of the most successful people on earth read five times the amount of books Spence informed us would place you in the top one percent. That’s extraordinary!
Spence added in his Dealer Week session — BTW, you can register and watch it today along with the other training courses from the MRAA conference! — that the average college graduate reads half a book a year (on skills). And now we’ve found practically the opposite end of the spectrum compared to the CEOs Dial spoke about. Wow! I don’t know about you, but I’m diligently trying to improve at this personal dedication to increase my reading frequency and book totals.
Will you take Spence’s challenge with me? It is this: Invest in 15 minutes a day (5 hours a month) to study and learn by reading or listening to a book. YES, audiobooks count as well, and are ideal for those of you who spend a lot of time alone driving or traveling. Spence says, “if you did this consistently, you’d be in the top 1 percent in the world, and in three or four years, you would see a huge positive impact in your life and your career.” Making the commitment to create a huge win in your life and career seems like a no brainer to me.
I’ve created my own list of reasons for going all in when it comes to book reading that could entice you even more. There are literally dozens of reasons why you should read more and do less of other mindless things. I’ve only listed a few.
10 Reasons Why You Need to Read 1. Read for personal growth.
2. Read for professional knowledge and career goals.
3. Read for team building / bonding.
4. Read to replace hours spent surfing on social channels.
5. Read for your family, extended family and neighbors.
6. Read instead of binge-watching shows and gaming.
7. Read for cultural awareness.
8. Read for your health: (mental, nutritional and physical)
9. Read to avoid the notion that you’re too busy.
10. Read to show your children that reading is a valuable tool and a path-builder to success.
And finally, I’ll leave you with a place to start your own personal and professional library. You could begin with one of the books I’ve listed already above or select a few from a peer-to-peer book recommendations list I constructed from the conversations during Spence’s session at MRAA’s Dealer Week 2020 virtual conference and expo. Dealers, you can generate ideas for starting in-house book clubs or competitions to improve teamwork and staff IQ/EQ/AQ. It can be a way to enhance onboarding of new employees or be incorporated into your existing continuous training plans. It’s really up to you to take this information and challenge and run with it. Also, let me know (send me an email: jerrod@mraa.com) if you’ve read any of these books already or have a recommended book that has changed your life, attitude or approach.
18 Peer-to-Peer Book Recommendations from MRAA’s Dealer Week session “How to Thrive on the Other Side of 2020” with John Spence
1. You are a Badass by Jen Sincero
2. The SPEED of Trust: The One Thing that Changes Everything by Stephen M.R. Covey
3. The Anatomy of Peace: Resolving the Heart of Conflict by The Arbinger Institute
4. Leadership and Self-Deception: Getting out of the Box by The Arbinger Institute
5. The Power of Now: A Guide to Spiritual Enlightenment by Eckhart Tolle
6. Extreme Ownership: How U.S. Navy SEALs Lead and Win by Jocko Willink
7. Leadership Strategy and Tactics: Field Manual by Jocko Willink
8. Who Moved My Cheese?: An A-Mazing Way to Deal with Change in Your Work and in Your Life by Spencer Johnson
9. The New One Minute Manager by Ken Blanchard
10. Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time by Susan Scott
11. Start with Why series by Simon Sinek
12. The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People 1st by Gary Chapman
13. Leadership Lessons from a UPS Driver: Delivering a Culture of We, Not Me by Ron Wallace
14. Boyd: The Fighter Pilot Who Changed the Art of War by Robert Coram
15. The Power of Moments: Why Certain Experiences Have Extraordinary Impact by Chip Heath and Dan Heath
16. If Aristotle Ran General Motors by Tom Morris
17. The Starbucks Experience: 5 Principles for Turning Ordinary Into Extraordinary by Joseph Michelli
18. Straight Up: Honest, Unfiltered, As-Real-As-I-Can-Put-It Advice for Life’s Biggest Challenges by Trent Shelton
The Direct Enhancement of Snapper Conservation and the Economy through Novel Devices Act of 2020 (DESCEND Act) (H.R. 5126/S. 2960) was signed into law January 13. The bipartisan law requires recreational (including charter boats) and commercial fishermen to have on board a venting tool or descending device that is rigged and ready for use while fishing for reef fish in Gulf of Mexico federal waters.
The recreational fishing and boating community strongly supports the DESCEND Act, which was led in the House by Congressmen Garret Graves (R-La.), Jared Huffman (D-Calif.) and Steve Palazzo (R-Miss.), and in the Senate by Senators Bill Cassidy (R-La.), Doug Jones (D-Ala.) and John Cornyn (R-Texas). As anglers use these devices to return more fish to the deep, we will see conservation gains for Gulf of Mexico reef fish for many years to come.
“Reef fish in the Gulf of Mexico are economically and culturally important to the region, and we are thrilled that the DESCEND Act has been signed into law to tackle wanton waste of these prized fish,” said Jeff Angers, President, Center for Sportfishing Policy. “The future of recreational fishing and America’s blue economy depends on an abundance of fish and the opportunity to catch them. The DESCEND Act supports both of these goals.”
Red snapper and other reef fish are often returned to the water for a variety of reasons (e.g., being caught out of season, under the size limit or over the bag limit). Due to the rapid change in pressure from being brought to the surface from depth, many of these fish experience barotrauma – a condition where a buildup of gas pressure in their bodies makes it difficult or impossible to swim back down. Consequently, countless fish returned to the water can die at the surface or fall victim to opportunistic predators.
A descending device is a weighted hook, lip clamp or box that will hold the fish while it is lowered to a sufficient depth to recover from the effects of barotrauma and release the fish. A venting tool is a sharpened, hollow device capable of penetrating the abdomen of a fish to release the excess gas pressure in the body cavity when a fish is retrieved from depth.
“The signing of the DESCEND Act is a culmination of a multi-year effort by the recreational fishing community and our champions in Congress to further demonstrate our commitment to marine resource conservation,” said Mike Leonard, Vice President of Government Affairs, American Sportfishing Association. “This effort will result in saving hundreds of thousands of red snapper annually, promoting a healthier resource and improving fishing opportunities in the future.”
“Considering that a significant percentage of recreational fish are caught and released alive, the use of descending gear will increase the number of fish that survive to be caught again at a larger size or later when in-season,” said Ted Venker, Conservation Director, Coastal Conservation Association. “This conservation-minded law is an important piece of our overall efforts to reduce all sources of discard and bycatch mortality, and ensure marine resources are healthy now and in the future.”
“Requiring descending devices for both commercial fishermen and recreational anglers fishing for reef fish in the Gulf of Mexico is an important first step,” said Chris Horton, Senior Director of Fisheries Policy, Congressional Sportsmen’s Foundation. “We look forward to working with the Gulf of Mexico Fishery Management Council on the implementation of the requirement, as well as encouraging their use, so that we can realize the full benefit for reef fish conservation.”
As state legislatures begin their new sessions in the coming weeks, the Marine Retailers Association of the Americas (MRAA), National Marine Manufacturers Association (NMMA) and the Water Sports Industry Association (WSIA), are engaging with policy makers on key issues including wake surfing access. There have been four states that have proposed legislation that would restrict wake surfing, and more are expected to in the coming weeks and months.
For more information, please contact MRAA’s government relations manager, Adam Fortier-Brown at adam@mraa.com or NMMA manager of Great Lakes policy and engagement, Jill Sims at jsims@nmma.org.
Active Wake Surfing Legislation
Indiana (HB 1098)
HB 1098 – Defines wakeboarding and wake surfing; prohibits night wakeboarding/wake surfing; establishes process for lakes to petition NRC for restrictions and includes safety requirements for the watercraft.
New Hampshire (HB 229 and HB 115)
HB 229 – “Wake boat” means any boat that is equipped with ballast tanks, bags, compartments, containers, plumbing or similar devices or systems that are designed to alter or enhance the characteristics of the boat’s wake, and is also known as a “ballast boat.”
HB 115 – Requires wake surfers to wear life jackets, bans nighttime wake surfing, and requires the tow boat to be designed by the manufacturer for wake surfing.
Oregon (HB 2555, HB 2725, and HB 2734)
HB 2555 and HB 2725 – Provides that maximum loading weight of motorboat must be less than 4,000 pounds to obtain towed watersports motorboat certificate.
HB 2734 – Directs State Marine Board to study and make recommendations for legislation to impose excise tax on wake boat sales.
Virginia (HB 2083)
HB 2083 – Prohibits a person within 200 feet of a dock, pier, boathouse, boat ramp, shoreline or other person in the water from operating a vessel on any inland lake that is more than 500 feet above sea level and of 20,000 acres or more in size, and wholly located within the Commonwealth (Smith Mountain Lake), while accompanied by a person or persons engaged in wake surfing.
MINNEAPOLIS —Feb. 1 — The Marine Retailers Association of the Americas announces Level 5 has become a Platinum Partner Member.
Level 5, headquartered in Herndon, Va., is a full-service advertising agency offering marine dealerships and retailers marketing strategies, consistent branding tactics and best practices for developing its clients’ voices, missions and values. With Compass®, its technology-driven platform, and website proficiency, Level 5 enables and empowers its clients to achieve intelligent marketing both online and offline. Its amicable and thorough approach delivers an efficient and frictionless consumer experience, while also cultivating brand recognition and intense customer loyalty for its clients.
“We have felt so honored to get the opportunity to become a Platinum Partner and join our great marine clients that are members with MRAA,” said Todd Wilkins, CBO, Level 5. “We believe in getting the marine industry to the highest levels of great frictionless client experiences one boat family at a time!”
Through Partner Membership, marine manufacturers, suppliers and service providers commit to aligning their brands with the programs and opportunities that MRAA works to provide the dealer body in order to help fuel the success of the industry. Support from Partners allows the Association to expand its offerings and create a positive, long-term impact in the business of MRAA members.
“We welcome Level 5 as a Platinum Partner Members with the MRAA,” said Allison Gruhn, Director of Business Development. “Adding an organization with superb knowledge, dynamic technology and a strategic focus on the customer experience will certainly benefit MRAA members. We welcome their support for the association, as it energizes our mission to supply today’s boat and engine dealers with prominent tools, resources and educational programming.”
About the Marine Retailers Association of the Americas At the Marine Retailers Association of the Americas, we believe that for the marine industry to thrive, the retail organizations that interact with the boaters in their community must thrive. With that in mind, MRAA works to create a strong and healthy boating industry by uniting those retailers, providing them with opportunities for improvement and growth, and representing them with a powerful voice. For more information, visit MRAA.com or contact us at 763-315-8043.
About Level 5
At Level 5 we believe there is a better way to capture your customer’s needs instantly while delivering a frictionless experience that converts leads quickly without the hassle of endlessly checking your email or phone messages. We put it all together for you in one place, no hassle, no fuss, so you can spend more time building customer relationships. We are obsessively passionate about bringing the best experience to both your dealership team and your customer. The fastest growing Marine Agency in the world! Let’s #rowtheboat together! www.level5advertising.com/
MRAA today released its Annual Impact Report, which shows that dealer engagement with the association rose to record levels during 2020.
“Being there for dealers in a year like 2020 is exactly why MRAA exists,” said Mike Davin, Brand Director at MRAA. “When we reviewed MRAA’s engagement numbers, we were really honored how many dealers turned to the association as a trusted resource during such a difficult year.”
The MRAA releases an Impact Report each year to show how its initiatives have benefited members, partners and the industry at large. In 2020, highlights included increased legislative advocacy work, a rapid response to Covid-19 in the spring and the successful launch of a virtual Dealer Week. As a result, MRAA increased membership, conference attendance and unique BoatPAC donors.
Compliance Preparation and Compliance Certification Program offers Marine, RV, Powersports Dealers with ability to demonstrate “good faith” compliance effort
ATHENS, GEORGIA, USA, February 1, 2021 /EINPresswire.com/ — “Compliance, when it comes to identifying and protecting against identity theft, protecting against any form of trafficking with terrorists, terrorist organizations, and sympathizers, and protecting against any form of entanglement with money laundering activities, is always important for dealers – and it is also hard to manage correctly,” states Myril Shaw, COO of Dealer Profit Services. “We developed our Compliance Preparation and Compliance Certification Program to make compliance a ‘no-brainer’. It is on-demand. It is available when and as needed. It is comprehensive. It is easy!”
With the newly released Compliance Preparation and Compliance Certification Program (CPCPP) annual subscription, Dealer Profit Services (DPS) provides all Marine, RV, and Powersports dealers with the following tools, capabilities, and content:
• Complete Compliance Documents available whenever and as often as needed and fully branded for the Dealership including:
o Red Flags Rule – Policy and Procedure Manual
o Disposal Policies and Procedures
o OFAC Policy and Procedure Manual
o Safeguards Rule Policies and Procedure Manual
o USA Patriot Act Policy and Procedure Manual
• Full Compliance Training via video content available whenever, as often as needed, and to as many dealer personnel as required – content is comprised of seven distinct video units in lengths ranging from 20 minutes to 45 minutes which may be watched on-demand and at the convenience of the viewer, with the ability to pause and return to the viewing at a later time – on completion a document in the name of the viewer is produced and made available to the dealership showing when the videos were watched by each viewer and suitable for inclusion in both the personnel file and with the Compliance Documents • Compliance Certification Exam to be completed by those who have completed the Compliance Training made available as a 20-question multiple-choice exam the results of which will be made available to the dealership showing the exam results, including the score and whether the exam was passed or failed, and suitable for inclusion in both the personnel file and with the Compliance Documents • Compliance Checklist suitable for use by the Compliance Officer and other Dealership management and designated personnel to ensure that best efforts are being made to demonstrate “good-faith” efforts in meeting Compliance rules and regulations as they pertain to protecting against and identifying Identity Theft, protecting against any form of trafficking with terrorists, terrorist organizations, and sympathizers, and protecting against any form of entanglement with money laundering activities • Supplemental Compliance Training Slide Deck for use as and where desired to reinforce compliance training principles • Social Security Area Information which helps dealer personnel identify potential identity theft through casual conversation by referring a customer’s place of birth or residence based on the Social Security Number • Compliance “Hot Line” Email available to any Dealership personnel for compliance or program-related questions or suggestions – note that there will be no legal advice provided
During the period of the subscription any or all CPCPP is available on-demand and as frequently, as often as desired at the complete convenience of the Dealership and personnel.
Pricing starts at $1,999.00 for the first year and $999.00 for subsequent years with discounts available for multi-location dealerships, 20 Group participants and DPS Financial Services customers.
Additional pricing information, as well as sign-up information, is available by clicking CPCPP-DPS.
Questions may be directed to: compliance@dealerprofit.com. Myril Shaw Dealer Profit Services, LLC +1 678-641-8419
WASHINGTON, D.C. — January 29, 2021 — In response to President Joe Biden’s January 21 executive order on worker health and safety, the Occupational Safety and Health Administration (OSHA) issued new recommendations and mandatory safety and health standards for employers. These recommendations create no new legal obligations for employers. The executive order also tasks OSHA to review whether it should issue nationwide workplace standards which would carry legal obligations for employers. This would be due by March 15.
The guidance states that every employer should implement a COVID-19 prevention program. The 15 suggested instructions, including assessing your business for potential hazards, isolating workers, and cleaning and disinfecting workplaces, are copied below. The release in its entirety can be reached here. Please reach out to MRAA’s government relations manager, Adam Fortier-Brown, at adam@mraa.com with any questions.
“The Roles of Employers and Workers in Responding to COVID-19
Implementing a workplace COVID-19 prevention program is the most effective way to mitigate the spread of COVID-19 at work.
The most effective COVID-19 prevention programs engage workers and their representatives in the program’s development and implementation at every step, and include the following elements:
Assignment of a workplace coordinator who will be responsible for COVID-19 issues on the employer’s behalf.
Identification of where and how workers might be exposed to COVID-19 at work. This includes a thorough hazard assessment to identify potential workplace hazards related to COVID-19. This assessment will be most effective if it involves workers (and their representatives) because they are often the people most familiar with the conditions they face.
Identification of a combination of measures that will limit the spread of COVID-19 in the workplace, in line with the principles of thehierarchy of controls.This should include a combination of eliminating the hazard, engineering controls, workplace administrative policies, personal protective equipment (PPE), and other measures, prioritizing controls from most to least effective, to protect workers from COVID-19 hazards.
Consideration of protections for workers at higher risk for severe illness through supportive policies and practices. Older adults and people of any age who have serious underlying medical conditions are at higher risk for severe illness from COVID-19. Workers with disabilities may be legally entitled to “reasonable accommodations” that protect them from the risk of contracting COVID-19. Where feasible, employers should consider reasonable modifications for workers identified as high-risk who can do some or all of their work at home (part or full-time), or in less densely-occupied, better-ventilated alternate facilities or offices.
Establishment of a system for communicating effectively with workers and in a language they understand. Ask workers to report to the employer, without fear of reprisal (see 12 below), COVID-19 symptoms, possible COVID-19 exposures, and possible COVID-19 hazards at the workplace. Communicate to workers, in a language they can understand and in a manner accessible to individuals with disabilities, all policies and procedures implemented for responding to sick and exposed workers in the workplace. See below for additional elements involving educating and training workers of COVID-19 procedure
In addition, a best practice is to create and test two-way communication systems that workers can use to self-report if they are sick or have been exposed, and that employers can use to notify workers of exposures and closures, respectively.
Educate and train workers on your COVID-19 policies and procedures using accessible formats and in a language they understand. Communicate supportive workplace policies clearly, frequently, in plain language that workers understand (including non-English languages, and American Sign Language or other accessible communication methods, if applicable), and in a manner accessible to individuals with disabilities, and via multiple methods to employees, contractors, and any other individuals on site, as appropriate, to promote a safe and healthy workplace. Communications should include:
In addition, ensure that workers understand their rights to a safe and healthful work environment, whom to contact with questions or concerns about workplace safety and health, and their right to raise workplace safety and health concerns free of retaliation. This information should also be provided in a language that workers understand. (See Implementing Protections from Retaliation, below.) Ensure supervisors are familiar with workplace flexibilities and other human resources policies and procedures.
Instruct workers who are infected or potentially infected to stay home and isolate or quarantine to prevent or reduce the risk of transmission of COVID-19. Ensure that absence policies are non-punitive. Policies that encourage workers to come to work sick or when they have been exposed to COVID-19 are disfavored. See below for additional guidance involving eliminating the hazard.
Minimize the negative impact of quarantine and isolation on workers. When possible, allow them to telework, or work in an area isolated from others. If those are not possible, allow workers to use paid sick leave, if available, or consider implementing paid leave policies to reduce risk for everyone at the workplace. The Families First Coronavirus Response Act provides certain employers 100% reimbursement through tax credits to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19 through March 31, 2021.
Isolating workers who show symptoms at work. Workers who appear to have symptoms upon arrival at work or who develop symptoms during their work shift should immediately be separated from other workers, customers, and visitors, sent home, and encouraged to seek medical attention. See below for additional elements involving screening and testing.
Once the area has been appropriately disinfected, it can be opened for use. Workers without close contact with the potentially infected person can return to the area immediately after disinfection.
If it is more than 7 days since the infected person visited or used the facility, additional cleaning and disinfection is not necessary. Continue routine cleaning and disinfection, described below.
Providing guidance on screening and testing: Follow state or local guidance and priorities for screening and viral testing in workplaces. Testing in the workplace may be arranged through a company’s occupational health provider or in consultation with the local or state health department. Employers should inform workers of employer testing requirements, if any, and availability of testing options. CDC has published strategies for consideration of incorporating viral testing for SARS-CoV-2, the virus that causes COVID-19, into workplace COVID-19 preparedness, response, and control plans. (See below for more on the use of testing to determine when a worker may return to work after illness or exposure.)
Note: Performing screening or health checks is not a replacement for other protective measures such as face coverings and physical distancing. Asymptomatic individuals or individuals with mild non-specific symptoms may not realize they are infected and may not be detected during through screening.
Recording and reporting COVID-19 infections and deaths: Employers are responsible for recording work-related cases of COVID-19 illness on their Form 300 logs if the following requirements are met: (1) the case is a confirmed case of COVID-19; (2) the case is work-related (as defined by 29 CFR 1904.5); and (3) the case involves one or more relevant recording criteria (set forth in 29 CFR 1904.7) (e.g., medical treatment, days away from work). Employers must follow the requirements in 29 CFR 1904 when reporting COVID-19 fatalities and hospitalizations to OSHA. More information is available on OSHA’s website. Employers should also report outbreaks to health departments as required and support their contact tracing efforts.
In addition, employers should be aware that reprisal or discrimination against an employee for speaking out about unsafe working conditions or reporting an infection or exposure to COVID-19 to an employer or OSHA would constitute a violation of Section 11(c) of the Act. In addition, 29 CFR 1904.35(b) also prohibits discrimination against an employee for reporting a work-related illness.
Implementing protections from retaliation and setting up an anonymous process for workers to voice concerns about COVID-19-related hazards:Section 11(c) of the OSH Act prohibits discharging or in any other way discriminating against an employee for engaging in various occupational safety and health activities. For example, employers may not discriminate against employees for raising a reasonable concern about infection control related to COVID-19 to the employer, the employer’s agent, other employees, a government agency, or to the public, such as through print, online, social, or any other media; or against an employee for voluntarily providing and wearing their own personal protective equipment, such as a respirator, face shield, gloves, or surgical mask.
In addition to notifying workers of their rights to a safe and healthful work environment, ensure that workers know whom to contact with questions or concerns about workplace safety and health, and that there are prohibitions against retaliation for raising workplace safety and health concerns or engaging in other protected occupational safety and health activities (see educating and training workers about COVID-19 policies and procedures, above); also consider using a hotline or other method for workers to voice concerns anonymously.
Making a COVID-19 vaccine or vaccination series available at no cost to all eligible employees. Provide information and training on the benefits and safety of vaccinations.
Not distinguishing between workers who are vaccinated and those who are not: Workers who are vaccinated must continue to follow protective measures, such as wearing a face covering and remaining physically distant, because at this time, there is not evidence that COVID-19 vaccines prevent transmission of the virus from person-to-person. The CDC explains that experts need to understand more about the protection that COVID-19 vaccines provide before deciding to change recommendations on steps everyone should take to slow the spread of the virus that causes COVID-19.”
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