Hog Production

One Farmer's Idea to Avoid Yellowstone Drama When Transferring the Family Farm

Tue, 25 Nov 2025 14:30:54 GMT

At 8 cents a pound, pigs weren’t worth much when Todd Wiley formed Interstate Swine LLC with his dad in 1998. Nobody wanted weaned pigs. Facilities quickly became available as people left the pork industry. With a sincere desire to make a living raising pigs on his family’s farm, Wiley stepped out in faith. Nearly 30 years later, this multi-generational farming endeavor in eastern Iowa has survived some of the toughest times and some of the best times.

Maybe that’s why Wiley has taken a unique approach to bringing the third generation back to the farm.

“There’s no doubt that family is important to Todd,” says Pat McGonegle, CEO of the Iowa Pork Producers Association. “He puts family first, and the farm is a part of that discussion. He manages his family members that are part of that farm in a real professional way, but also with an eye towards the legacy that he and Denise want to leave on their farm.”

Would This Be Good For My Kids?

Growing up, Wiley’s parents talked about succession planning often with their three sons. The concept of planning for the generational transfer of the family farm came naturally to Wiley.

“When we started Interstate Swine, we needed to hire employees,” he says. “One of the things I was conscientious about was making sure the employment opportunity within our business would be conducive to our children filling those roles.”

From the beginning, Wiley instituted health insurance plans, matching IRA funds, paid time off, paid vacation, and other benefits that employees would typically look for when securing a job.

“I constantly asked myself if this would this be good for my kids someday?” he says.

Wiley and his wife, Denise, have four kids: Drew, a Kansas State University animal science graduate and former K-State Football defensive tackle; Isaac, an Iowa State University agribusiness graduate now employed with Ever.Ag; Emma, owner of Auntie Em’s - Event Florist and attended Des Moines Area Community College; and Joshua, a junior at Iowa State University in animal science.

In 2017-2018, the Wileys doubled their sow farm to create more opportunities for the children to have a place on the family farm.

“It was a fairly tedious process – not only from a business standpoint, but about what the next generation was going to do,” he says. “They were all too young back then, and there was no way I could ask them for any sort of commitment to our business. But I did ask a lot of professionals. I remember asking our accountant specifically, ‘In your experience, what is the likelihood of a farm family having the next generation be involved, providing you have a viable business?’”

The accountant’s response was, “It’s pretty high.”

“Denise and I knew we needed to have some economies of scale,” Wiley explains. “There’s not much point in succession planning, if there’s nothing to succeed to or succeed with. We were mindful of that when we moved forward. Now, we have room for additional people, not only for labor, but also in management where we can utilize their skills.”

No Yellowstone Drama Here

As a family, it is easy to recognize each other’s strengths as well as quirks, he points out. But he wanted a better way to evaluate his children’s strengths and weaknesses, as well as interests, on the farm.

“I remember when a successful family in eastern Iowa, with a number of businesses, built a feed mill and elevator,” Wiley shares. “The father of this family passed away unexpectedly. Come to find out, nobody in the family had any interest in this feed mill and elevator, so they end up selling it.”

This hit Wiley hard. What would his kids say about where their farm was investing capital? That sparked the construction of a succession planning instrument for the Wiley family.

(Lori Hays)

“The first page of the instrument (an Excel document) started two years ago with a list of 35 jobs that need to be done on our farm,” Wiley says. “Most of them are pig related, but we do crop farm some. It was pretty much everything I was doing in a spreadsheet.”

Each of their children (and one daughter in-law at the time) was asked to rate those 35 jobs from one to five under this scenario: It’s 2033 and Todd and Denise are serving in an advisory role only. You choose to be an active employee of the family businesses. Please answer by circling the corresponding number that best describes your interest in the listed activity.

“It was interesting to see who had interest in what, but it also told us pretty clearly where we needed to go in the future if we wanted our children involved in our business,” Wiley says. “Initially, I think they saw it as a fun activity, just another of Dad’s crazy ideas. But I learned a lot.”

This past summer, the family completed the exercise again.

“I needed to see if the kids were drifting in their interest,” he says. “In one case, there was significant movement in what one of our kids wanted to do. It surprised me to be truthful about it. In the other three cases, they held true to what they thought two years previous. But bear in mind, our youngest was a freshman in college two years ago and a lot can change in college.”

Wiley emphasizes that nobody is required to come back and be involved in the operation. He says there are a million ways to make a living out there and he wants his kids to pursue their dreams. In the version his family filled out in the summer of 2025, he added a second page with 45 statements.

“If you’re going to work with people in a business and a family in any organization, even if you’re not related, you need to have some idea of where they’re coming from,” Wiley says. “On the second page of statements, they were asked to rank their level of agreement with the statement.”

For example, one of the statements was: No matter what I may think of a family member’s job performance, I’ll always have their back publicly.

“If you’ve ever watched Yellowstone, that show creeped me out,” Wiley says. “When I saw the family dynamic portrayed, it made me uncomfortable. We can have our disagreements. But, as a family, you better have each other’s backs out in the community, especially in the business we’re in.”

Getting Out and Getting In

This instrument has been helpful for the Wileys in many ways as they prepare to transfer more of the farm to their children.

“It sheds light on areas where their belief system parallels ours,” he says. “We have a definite place of emphasis now. Our children have a pig feeding business called Fourth Gen Hogs LLC, where they’re each 20% owners, Denise is a 10% owner, and I’m a 10% owner. It has been a great exercise in giving them the responsibility of ownership.”

He says the timing mirrors the situation he was in when Interstate Swine was formed.

“They got in about a year ago when it was pretty doom and gloom. We went to the bank with this idea, and they’re like, ‘You want to do what?’”

He believes this business venture will be the vehicle for he and his wife to exit pig ownership as their children get into ownership.

“Uncle Sam would have his way with us if we sold out all at once,” Wiley says. “But if we can gradually exit individual barns or individual parts of our production flow and have them enter into it, that’s a fairly nice segue for us to get out and them to get in.”

Wiley shares more about his mini adventure raising rabbits, opportunities for talented young people back on the farm and the message he hopes pork producers hear right now and more on The PORK Podcast. You can watch it here on YouTube or listen anywhere podcasts are found.

Watch more episodes here.

Oikonomia on the Farm: Succession Planning is About More Than Wealth

Thu, 20 Nov 2025 14:57:20 GMT

Succession planning is often treated as a legal or financial exercise — a “simple” matter of wills, taxes and transfer dates. Yet for family-owned farms and agribusinesses, it’s something deeper: the deliberate handoff of a way of life.

The ancient Greeks had a word for this kind of management, oikonomia, from which we get the term economy. Understanding what they meant by it can reorient how families think about preparing the next generation.

In classical thought, oikonomia referred to the management of the oikos, the household or estate, but it was never only about efficiency or profit. The oikonomos, or household steward, was responsible for using resources wisely so the entire household could live well and endure long into the future.

Ancient philosophers viewed resources as abundant, not scarce, so economic action was judged not by the accumulation of wealth but by whether it enabled and served a praiseworthy end. Specifically, the flourishing of the family, the land and the community.

Perspective for the Present

That older vision aligns closely with what succession planning should be for agriculture. The task is not just to pass on land and assets, but to ensure the continuity of stewardship, the ethical responsibility to care for what has been entrusted.

From an oikonomia perspective, the senior generation’s goal is to prepare successors capable of managing abundance with restraint, gratitude and wisdom. This calls attention to the education of character. The next generation must learn more than production and finance; they must learn judgment, the ability to distinguish needs from wants and to act for the common good. Mentorship, gradual transfer of responsibility, and open discussion of values all form part of this ethical training.

Perhaps most importantly, oikonomia reminds us that a farm is both a business and a household. Financial plans that ignore family dynamics or the moral vision of the enterprise risk undermining the very legacy they seek to protect.

Succession planning works best when it integrates three elements at once: the technical (who owns and manages what), the relational (how the family communicates and cooperates) and the moral (why the farm exists and whom it serves).

In that light, passing the farm to the next generation becomes not just a transaction but an act of stewardship — a modern form of oikonomia. The question is no longer only how do we divide the assets but how do we preserve the household, the land and the purpose they represent for future generations?

South Dakota Awards Reinvestment Grants to Sow Farms and Dairies

Fri, 14 Nov 2025 20:51:37 GMT

The South Dakota Governor’s Office of Economic Development (GOED), Board of Economic Development, and the Economic Development Finance Authority (EDFA) recently approved projects that are expected to contribute more than $176 million in capital expenditure and 175 full-time jobs across South Dakota.

“When businesses grow in our small towns, it creates a ripple effect that strengthens the whole community,” GOED Commissioner Bill Even said in a release . “Each of these projects represents a partnership between the state, local leaders, and business owners working together to move South Dakota forward.”

A Reinvestment Payment Program grant of up to $1.3 million was approved for Century Swine RE, LLC, under Pipestone Management, to support construction of a 12,000-head breed-to-wean sow farm in Edmunds County. GOED notes the new facility will raise piglets to be grown and marketed, creating local jobs and sourcing feed and utilities from nearby vendors.

Hord Family Farms of SD, LLC, under Pipestone Management, also received a Reinvestment Payment Program grant of up to $862,806 to support construction of an 8,773-head breed-to-wean sow farm in Miner County. The facility will enhance local agricultural output and create new employment opportunities in the region, GOED said in a release.

EDFA issued a Livestock Nutrient Management Bond of up to $12 million for Silverstreak Dairies, LLP and Warner Dairy, LLP to support solid waste disposal expenses associated with the expansion of the Warner Dairy project in Brown County. GOED says the expansion will accommodate approximately 5,100 head of wet milking cows and more than 300 head of dry cows and replacements.

A Reinvestment Payment Program grant of up to $1.99 million was approved for Whitewood Dairy, LLC to support development of a 9,500-head dairy facility in Kingsbury County. The project will include new barns and milking systems designed to improve efficiency, GOED says.

“These projects highlight what drives South Dakota’s economy – responsible growth in agriculture and manufacturing,” Governor Larry Rhoden said in a release. “Ag is king in South Dakota, and supporting producers, processors, and innovators keeps our state strong for generations to come.”

Plan for Now, Adjust Later: Create Your Estate Plan Before It's Too Late

Wed, 22 Oct 2025 17:05:38 GMT

Nobody wants to think about death, but it’s something Polly Dobbs, an estate planning and wealth transfer attorney with Dobbs Legal Group LLC, thinks about every day.

“When I was a new lawyer, I was so nervous to say dead or death,” Dobbs recalls. “I was in a meeting with a partner and his client once when I stumbled over something and said, ‘in the unfortunate event you should pass away.’ After that meeting, the partner yanked me out in the hallway and said, ‘Stop stuttering. Just say when you die. It’s not if, it’s when.’”

She’s been dealing in death ever since, but she says that perspective allows her to serve her clients better.

“What if you got hit by a bus tomorrow?” Dobbs asks. “You should have a plan in place that fits today’s circumstances. If your grandson is playing with John Deere toys in the sandbox, let’s not create a succession plan that hinges on that grandson coming back to farm. Let’s have a plan in place that fits right now, in case you die tomorrow. If you don’t die and you get to see how those grandkids turn out and which direction their lives take, you can adjust that plan.”

People often think they can figure out their estate plan later – when they are older, richer, sicker, free from debt and the list goes on.

“Too often, people don’t have a plan, and they end up dying before they’ve got it just how they want it,” Dobbs says. “Have something that fits for today and dust it off as needed.”

What Should Drive Decisions?

When it comes to estate planning, Dobbs says there is no cookie-cutter-approach.

“You can’t copy what your neighbor did,” she says. “It has to be customized for your family, your facts, your assets, your goals, your family members and your farm.”

She often challenges farmers with tough questions like should your off-farm kids get bought out?

“Should they get bought out of equipment, improvements, grain bins, shops, shed and all of the silver things that we build on top of gravel lots to use in production agriculture?” she asks. “Do you feel like your off-farm heirs are entitled to a share of these operating assets? If so, fine. If not, that’s OK, too.”

Part of what Dobbs does is give permission to people to treat their children differently and to define their children’s inheritance.

“It’s not necessarily one quick check after an auction after your funeral,” she points out. “It is absolutely fine to treat your children differently. I preach over and over again that fair does not mean equal. There is no law that says the columns for your children must tally to the penny and be exactly equal with the assets they receive at your death. You’re aiming for a fair balance, and you define what is fair.”

Ultimately, she says, it comes down to peace of mind when you lay your head on the pillow. Do you have a fair plan in place?

Talk Now, Don’t Wait

Communicating the estate plan during your lifetime is very important, but it’s often the step that farmers fail to complete. She says transparency helps avoid entitlement.

“When someone thinks they’re going to get a certain amount of the value of your assets, they’re already calculating it and counting on it,” she says. “After your death, if the plan is different, that’s when the entitlement rears its head.”

She emphasizes the details must be defined by the farmer.

“A lot of my clients would rather put their head down and have the plan unveiled after death,” Dobbs says. “I understand that’s challenging. But it’s far better to have transparency and throw everything out on the conference room table so you can shine a light on it and talk about it.”

In addition to getting all the family in the room, Dobbs believes there should be more than one adviser at the table at a time.

“This is how you get the best plan, and you will always have a better plan if your advisers speak to each other,” she adds. “There is this falsehood out there that you need to stop your lawyer from talking to your accountant because that means they’re both charging you at the same time. I promise it will always be cheaper in the end, and a better plan, if your advisers talk to each other.”

Touchy Subjects

One of the sensitive subjects many farmers are dealing with today is the issue of sweat equity and treating it like deferred compensation, she says.

“When we have a successor coming in, depending on how long that successor has been working side by side with the senior generation, they’ve earned something,” Dobbs says. “We’re not talking about giving them a handout. If we give them a discounted price, or we give them assets off the top as a part of the succession plan or part of the estate plan, that’s not a handout.”

Deferred compensation says that if a young person had gone to work in a factory right out of school, they would be earning and investing in a 401K or perhaps stock compensation. They probably would have health insurance and HSA accounts that most family farms just don’t have, she explains.

“When the senior generation is putting together their succession and estate plan, consider the benefits the successor gave up by not working off farm,” she says. “Having some sort of benefit, discounts, family-friendly terms in the succession plan and in the estate plan should be considered deferred compensation.”

Read More:
Tax Acts and Estate Plans: What You Need to Know About the Changes for 2026

One Mile at a Time: Life Lessons Learned in a Farm Truck

Mon, 13 Oct 2025 15:22:38 GMT

For a second, I wanted to close my eyes. Bouncing along the country roads of north-central Iowa with Mike Wenger took me back to riding with my grandpa when I was a kid. Our best conversations took place in his old farm truck.

I loved riding with grandpa when it was just the two of us. His truck smelled like cherry tobacco and was filled with the original fidget toys: wrenches, screws, fence testers and more. Of course, he also had candy in the seat protectors that he couldn’t resist sharing when I asked.

Those moments by his side opened the door to lessons I continue to take with me. A few came to mind recently:

1. It’s a good thing to put others first.
Riding around in his farm truck, I began to understand the important responsibility farmers take on to care for the land and livestock. Chores aren’t optional, and the livestock always come first. The selflessness my grandpa possessed helped me see the good things that can happen when you put others first — even if you can’t control all the other stuff.

2. Life is full of unexpected hardships — don’t give up.
Farming is hard. My grandpa passed away when I was 14. Though I really don’t understand firsthand what happened in the early 1980s, I remember hard days and difficult conversations that were too big for my ears. I have flashbacks of tears and sobs at the kitchen table. But oh, the farm truck. It was always there for grandpa to go take a drive in and figure out a new plan. He kept doing what he had to do in order to continue to farm.

3. Share your dreams with someone.
One of the things I loved most about riding in grandpa’s truck is telling him all about my dreams. It felt like a safe space to process my thoughts and ideas. There were no interruptions, and my quiet-natured grandpa could offer up his wisdom regarding my plans. He believed in me; and isn’t that the best gift someone can give you? I can still hear him telling me I had a good idea.

I don’t know why grandpa’s old brown Chevy truck came to mind when I jumped into Mike Wenger’s much nicer F-450 this past summer. But as I drove away from our interview, I was reminded about how much life gets lived in those trucks.

Wenger grew up riding around in a farm truck with his grandpa, too. It’s where he learned the value of hard work and sweat equity. It’s where he dreamed. It’s where he determined to create opportunities for his family.

Wenger’s story reminds me to work hard in life because it’s never too late to forge a new path. I admire his story of grit and redemption — of overcoming the mistakes of his past —to pursue his passion for the pork industry and helping farmers along the way.

Although our farm trucks might be equipped differently today, don’t miss the opportunity they present to connect with the people who mean the most to us in life. Maybe you have a rider to take along to do the chores or maybe it’s an opportunity to make a call to someone you love. Create the memories, have the conversations and find the good in the bumps ahead.

Read my 3-part series on Mike & Nick Wenger:
Grit and Redemption: How the Past Helps a Father and Son Build a Future in Pork

Remodel or Build New?

When the Part Breaks: New Warehouse is a Gamechanger for M&N Construction

Wisconsin Ag Regulators Propose Massive Livestock Fee Increases

Thu, 11 Sep 2025 19:33:29 GMT

The Wisconsin Department of Agriculture, Trade and Consumer Protection (DATCP) is proposing changes to rules, ATCP 10 and 12 , regulating animal disease and movement and animal markets, dealers and truckers.

According to the Wisconsin Farm Bureau Federation (WFBF) , these changes include massive fee increases that will be a substantial financial burden to markets, dealers and truckers that will unavoidably be passed down to farmers.

The license fee for what the DATCP calls “Animal Market Class A” would change from $420 to $7,430. A late fee for those markets would also increase by nearly 1,700% by shifting from the current price of $84 to $1,486. The registration fee paid by about 1,000 truckers transporting livestock in the state would increase 517%, from the current price of $60 to $370.

(Wisconsin Farm Bureau)

WFBF Government Relations Director Jason Mugnaini says it is important to clarify that Wisconsin’s program had historically received state funding support through DATCP, but this proposal shifts that onto industry fees.

The WFBF also reports the inspections and public health activity costs of these programs have previously been partially funded by state funding in Wisconsin, as they are in neighboring states. DATCP’s proposal shifts the full cost of these programs onto industry fees.

DATCP Secretary Randy Romanski explains the fees have not been adjusted since 2009 and the increases are needed to maintain critical animal health and transportation services.

“This program is currently in deficit because these have not been adjusted for so long,” Romanski explains. “Costs have increased during that time.”

He is transparent about the financial realities driving these increases. While the percentage increase might seem large, it reflects 17 years of accumulated cost pressures. He summarizes the goal is not to burden the industry, but to ensure the continued provision of critical animal health and movement services.

According to Sam GO, DATCP communications director, the DATCP Division of Animal Health receives federal funding through cooperative agreements for specific goals and objectives, such as animal disease surveillance and animal traceability. The cooperative agreements are separate from the programs in the proposed fee rules and do not fund the programs in the proposed fee rules.

She explains as federal funding for the cooperative agreements has decreased, those activities that are partially federally funded (such as animal disease surveillance and animal traceability) need to have a larger portion of their costs covered by the state animal health general program revenue. That means there is less state GPR remaining to cover the deficit in program revenue for the ATCP 10 and ATCP 12 programs.

The ATCP 10 fees support the following animal health programs: Certificate of Veterinary Inspection (CVI) Forms, Intermediate Handling Facilities, Disease Certifications (Brucellosis, Tuberculosis, Pseudorabies), Equine Infectious Anemia Retests, Equine Quarantine Stations, Feed Lots, Medical Separation, National Poultry Improvement Plan (NPIP), Farm-Raised Deer, and Fish Farms.

The Process

Romanski explains the administrative rule process is collaborative and takes about two and a half years. He says the process is designed to be collaborative with multiple opportunities for public input and engagement. He encourages stakeholders to not just critique the increases, but to offer constructive feedback and potential alternative solutions.

The current stage is specifically about public comment and engagement. He says the department wants to hear from industry members, producers and other stakeholders. They are actively seeking input that can help shape the final rule package.

The public can participate and provide feedback that can be considered by the department’s staff through several channels:

Attending public hearings
Submitting written comments by Oct. 15

The remaining hearings will be hosted virtually and at the Prairie Oaks State Office Building, Room 106, 2811 Agriculture Dr., Madison, WI 53708. For more information, dial-in instructions and to register for online access click on the ATCP 10 or 12.

ATCP 10:
• Monday, Sept. 15 – 1 p.m.
• Wednesday, Sept. 17 – 9 a.m.

ATCP 12 :
• Tuesday, Sept. 16 – 1 p.m.
• Wednesday, Sept. 17 – 1 p.m.

Individuals can submit written comments by Oct. 15 to: Angela.fisher1@wisconsin.gov or Angela Fisher, DATCP, P.O. Box 8911, Madison, WI 53708

Romanski explains after the public comment period, DATCP staff will review all submissions, consider suggested changes, and then present any revisions to their policy-making board. This ensures multiple layers of review and public involvement.

Neighboring State Comparisons

According to the proposal document , programs in adjacent states (Iowa, Michigan, Minnesota, Illinois) are similar to Wisconsin, as all are based on federal standards. Neighboring states primarily fund these types of programs through general program revenue; therefore, they have lower fees than Wisconsin’s current fees. While Wisconsin’s program fees are collected from a small number of licensees, these critical programs have impacts and benefits across animal health, animal industries and public health.

In Iowa, a livestock market permit is $50 per year. The livestock dealer and livestock market agent permits are $10 per year. A bull breeder license is $20 every two years. A livestock dealer or order buyer permit is $50 per year. A feeder pig dealer agent permit is $6 every two years. A pig dealer’s agent permit is $3 per year.

In Michigan, an action Class I is $400 per year. A buying station (Class II) is $250 per year. The remaining fees are waived for veterans: A dealer (Class III) is $50 per year. An agent broker (Class III) is $50 per year. A collection point (Class III) is $50 per year. A trucker (Class IV) is $25 per year.

In Minnesota, a livestock market agency and public stockyard is $300 per year. A livestock dealer is $100 per year. A livestock dealer agent is $50 per year.

In Illinois, a livestock auction market license is $200 per year. The livestock dealer license is $25 for a new license, $10 for the annual renewal, as well as $10 for each location in addition to the first location, and $5 for each employee. A feeder swine dealer license is $25, the renewal is $10, and there is a fee of $5 for each employee. There is no fee for a slaughter livestock buyer’s license, just a requirement to submit an annual report.

Industry Feedback

Both the Wisconsin Cattlemen’s Association (WCA) and WFBF have come out opposed to the fee increases.

Tressa Lacy, WCA president from Rio, Wis., voiced her concern at the first hearing on Sept. 11.

“The Wisconsin Cattlemen’s Association is in opposition to the proposed fee increases inspections and registrations related to a variety of activities by Wisconsin animal dealers, truckers and markets in ATCP 10 and 12,” she says. “I raise beef cattle with my husband and our 8-month-old in Columbia County. We both work off the farm in agriculture to financially afford our beef and hay farm operation, and I know the cost of these fees will be passed directly on to producers like us.

“The result of such significant increases will be fewer livestock marketing options, the potential for reduced disease traceability and fewer opportunities to sell livestock in the state of Wisconsin. Fewer options inevitably mean lower prices and thinner margins in an industry that is already being pushed on thin profit lines.”

She explains the inspections and animal health protections funded by these programs serve a broad public purpose — protecting animal health and consumer confidence in the meat raised in Wisconsin.

“It is fundamentally unfair to shift the entire cost onto the users as this is certainly a public food safety conversation,” Lacy adds. “I share the industry concern that these initial proposals are just the start of all programs in Wisconsin shifting to being user funded. Other states fund these programs with state support as the benefits are shared by everyone. DATCP should restore and continue the approach for these outlined programs.”

She concluded her comments saying: “WCA respectfully ask that DATCP reconsider these unreasonable fee increases and maintain a funding structure with state support that is fair, practical and supportive of both public health and Wisconsin agriculture.”

Mitch Giebel a WFBF member from Lyndon Station, Wis., also shared his thoughts on the proposed fee increases.

“I’m very concerned about the massive increases of fees being proposed,” he says. “As a young farmer, every dollar really does matter on our operation. We work hard to raise our livestock, and we already face high input costs, tight margins and unpredictability when it comes to marketing. Adding thousands of dollars in new fees, especially increases as massive as what is proposed doesn’t seem realistic. It’ll undoubtedly make it harder and tighter for the sale barns and livestock markets to survive, and unavoidably, it is probably going to be passed to us as the producers and farmers.”

He also explains programs such as animal health, disease control and traceability benefit everybody in the state, not just farmers.

“Healthy animals and safe food are the best interest for our state; other states recognize that and utilize state funding to maintain these programs and cover these costs,” he says. “Wisconsin needs to restore and maintain its state funding that has historically existed for these programs, rather than shifting a substantial burden on a small number of farmers and marketers. I am asking you to please reject these fee increases as they are written. They are too steep, too fast and out of line with our neighboring states.”

WFBF is calling on producers to share their concerns: “These unprecedented fee increases cannot move forward without your voice being heard. Share how these proposals would impact your farm, your business and Wisconsin agriculture.”

Dan Hoge Opens Up About 55-Year Career Training Future Stock Show Judges

Fri, 11 Apr 2025 20:23:52 GMT

What will the champions in the show ring look like in five years? That’s a question Dan Hoge, one of the winningest livestock judging coaches in history, thinks about constantly. Trends come and trends go. It’s not easy to stay relevant while being nimble enough to see what’s coming and evolve to get there.

But Hoge’s ability to do just that as a coach, judge and breeder for decades is what sets him apart from others, says Blake Bloomberg, professor and head livestock judging team coach at Black Hawk College East Campus.

“Dan has been at the top of his profession for over 50 years, and is still sought after for his input,” Bloomberg adds. “His impact on his students and his influence beyond the classroom is undeniable.”

Hoge says his interest and passion in the livestock industry keeps him constantly learning and searching for what’s next. He’s an avid scholar – always reading about livestock, studying photos of champions and talking about trends in the industry with people he admires.

“The miles never made any difference to me,” Hoge says. “If there was a symposium going on or if Dr. Harlan Ritchie was speaking about the cattle industry, I found a way to be there. I pay attention to what legendary breeders like Chuck Olson and Earl Cain are doing in the swine industry. Of course, there are always new breeders coming along who are going to dictate, to a necessary extent, where the industry will go next.”

At the end of the day, good livestock will always be in vogue, he says. There will be changes in priorities. Trends will shift. But the best stockmen are open-minded and always looking to see what is coming in the future. He believes the ability to evaluate livestock and read differences in phenotype is essential to it all.

What Coaching Is and What It’s Not
That’s why coaching young adults in livestock judging has been Hoge’s passion .What’s the secret to his coaching success? He says there’s no curriculum to teach you how to be a livestock judging coach, it’s a lot of learning as you go and caring about who you coach.

“Coaching is 80% what’s in your heart and 20% what’s in your mind,” Hoge says. “It’s really believing in the young people who are involved in your program. It’s reaching out and knowing their goals, interests and expectations.”

Dan Hoge’s ability to connect with every audience is one of greatest strengths.

(Jennifer Shike)

Livestock judging is a very inexact art, he points out. It is not a science, it’s a skill developed over time that is subject to the opinion of someone else.

“It’s important the student feels good about themselves at every step of their development,” he says. “It’s about inching along and making progress.”

When it comes to coaching kids to excel in livestock judging competitions, Hoge believes in helping young people finish strong.

“It’s not a question of where you start, it’s a question of where you finish,” Hoge says. “That has always been the mindset I have instilled in our student judges over the years. It’s one of the real values you can take with you in life.”

When You Step Out into the Ring
There’s no shortage of ways to use the skills developed judging livestock and describing them, Hoge adds. For many young people he mentors, their end goal is to judge a livestock show.

Dan Hoge at the Oklahoma Youth Expo

(Oklahoma Youth Expo)

“I remind young judges that every show is important, regardless of how small it may be,” Hoge says. “If there are two head of livestock at an event, that’s a livestock show. Go give it your best.”

As livestock judging has grown in popularity and more contests have popped up across the country, the level of talent has grown, too.

“I often tell our younger judging generation that, believe me, no one is interested in how smart you are and how poor their livestock are,” Hoge says. “They’re interested in your positivity, how you work with the youth, and how you make sure every youth involved in that show felt they had a fair look and an opportunity to feel good about their project and themselves. I don’t know if we have enough of that today.”

He reminds young judges to stop and take a breath before they step out of their vehicle when they arrive at a show.

“Ask yourself, ‘Why am I here?’” Hoge says. “The smartest thing you can do as a show judge at a county fair, and I’ve judged many, is study the atmosphere as you walk to the show ring. When you walk into that ring and meet the superintendents for the first time, that awareness of the atmosphere will provide a pretty good handle on what the show is going to be like.”

The most important thing a show judge brings to any event is their opinion and comfort in knowing what they are looking for in a champion. Although judges can only use what’s brought to them to evaluate, knowing where you want to finish is necessary, Hoge adds.

The little things matter, he says, from how you speak to people working in the ring to how you connect with the crowd. Judges have the opportunity to serve as another bridge between the showmen and their projects and the spectators.

“You can’t expect the urban sector to understand the care and management people put into their livestock or how great of a life their show livestock have,” Hoge says. “When you judge or show livestock, make a commitment to do things right and always be a voice of positivity in the industry. Be proud of what we do.”

Go watch The PORK Podcast Episode 17 with Dan Hoge to learn more about his perspective on the misconceptions people have about the stock show industry today, what he’s most proud of in his life, teaching students for 55 years and counting, and how he anticipates the livestock industry changing in the future.

Your Next Read: Thank You Mr. Hoge

Millennials and Protein Craze Boost Meat Sales to Record High

Wed, 26 Mar 2025 15:05:28 GMT

Despite the extreme inflationary pressure on income now, consumers continue to lean into their love for meat in 2024.

“2024 was the strongest year on record for meat, with growth for beef and chicken, pork, lamb had a really good year, bison, veal, you name it,” says Anne-Marie Roerink, owner of 210 Analytics, who conducted the 2024 Power of Meat study . “It was just an all-around fantastic year, and it really underscored that despite consumers having that pressure on income and being in the non-stop balancing act on what to spend their money on, meat won one big.”

How Did Meat Win?
When times are tough, people start to cook at home more often, Roerink says. A part of the dollar that came out of food service restaurants went into the retail grocery store space. She says part of the dollar might end up back at restaurants. But, that’s not a bad thing for the meat industry. The balance between retail and restaurants tends to be a good thing.

“For years, we worried about whether millennials were going to be meat and poultry consumers like the generations before them. The answer is a resounding yes,” Roerink says.

Millennials, especially the older half of this age group, are starting to come into their income potential.

“Many millennials now have children,” she adds. “And those children are starting to be the age where you think you go to the grocery store for the entire week, and about two days later, your pantry, fridge and freezer are empty.”

The retail meat industry sold 500 million more packages in 2024 than they did in 2023. Roerink says 62% of that 500 million-package growth was driven by millennials.

“That’s been a key finding for all of us,” she says. “Millennials do approach meat and poultry a little bit differently, so that’s going to mean more change in years to come.”

Another reason why the meat industry is doing so well is Americans’ massive focus on protein.

“If you walk around the store, from your mac and cheese to your Skippy peanut butter, protein call-outs are everywhere,” Roerink explains. “But at the same time, this is going hand in hand with some people saying, ‘I want fewer ingredients in the things that I buy. I want a more natural form of food.’ That combined focus on protein with more wholesome foods has really put meat and poultry back into driver’s seats as well.”

What Do Millennials Really Want?
Roerink says millennials are focused on convenience more than ever. This is largely attributed to their life stage – running around and balancing time between family and work like generations before them.

“They have more focus on sustainability and animal welfare,” she adds. “With their approach and values relative to meat and poultry, I think we’re going to see some different needs in terms of transparency. They truly do want to hear from the producers. They want to understand what kind of life the animal had, how you approach water management and everything else.”

She says it may sound crazy, but consumers do want to know how their food is produced. And if they don’t hear it from the producer, they may dream up their own descriptions, she points out.

“Often times when we think about our meat category, we use industry terms. We approach it from a scientific angle,” Roerink says. “This means nothing to consumers. They want to know more, but we need to speak in a language that makes sense to those consumers.”

Your Next Read: Consumer Meat Sales Are Higher Than Ever

Take the Stress Out of Social Media: Navigate Detractors

Thu, 20 Feb 2025 14:56:23 GMT

Have you ever wanted to post on social media but were worried about potential backlash? You want to share your farm, but are worried about receiving potentially negative comments about sow housing? Maybe you are worried about getting tough questions about the use of hormones or antibiotics when it comes to feeding your animals or treating them for illnesses?

Unfortunately, this scenario is all too common for farmers, veterinarians and others in the ag community advocating for animal agriculture on social media. Negative comments have the potential to steer the conversation down an unproductive path. However, if you know how to handle contentious issues online then you can help people understand the animal agriculture community’s commitment to animal care, responsible antibiotic use, sustainability and other core values.

Before deciding how (and if) to respond to comments, take a deep breath and ask yourself a few key questions:

1. Is the comment relevant or is it completely off-topic?

2. Who has made the comments? Are they genuinely curious or are they a known extreme animal rights activist?

3. Consider, “Is it possible they have a different perspective?” or “Is there something that could have shaped this person’s opinion?”

4. Will responding to the comment help other people who will read your response?

If the person has left a completely irrelevant comment, don’t feel obligated to respond. If the comment included offensive remarks, feel confident in hiding the comment or blocking the person from commenting again. Remember, your social media page is your space, and you can set community guidelines.

Depending on who has left the comment can determine how you respond. By clicking on the commentor’s profile you can quickly learn if their comments come from a place of true concern and interest, like a parent concerned about feeding his or her children safe, nutrient-dense foods, or potentially an animal rights extremist with no intention of having a productive conversation about animal agriculture.

If you have concluded that the commenter is likely not open to having a dialogue, still ask yourself if responding to the comment will help others understand your perspective. Social media is a very public space and there are many more people reading your posts and comment sections than actually engaging.

Once you have asked yourself these questions and have decided that responding is your next step, look for common ground on a related topic – such as food safety and family values. Before jumping into the safety and animal welfare benefits of using antibiotics, validate their concerns and offer empathy. Then, ask permission to share your personal experience with using antibiotics on the farm. If the conversation is going well, follow up with the science and offer resources or other people to follow on social media if they are interested in learning more.

Most importantly, know that you can always ask for help. Bring in your friends who also have experience responding to contentious issues, reach out to your local partners, or the Animal Agriculture Alliance to help you moderate difficult conversations.

This is just a preview of the content and training available in the Animal Agriculture Alliance’s Animal Ag Allies program. To sign up to become an Animal Ag Ally, go to and fill out the interest form to join our next class!

Your Next Read: Build Your Team Across the Entire Supply Chain

CoBank: Policy Will Shape Rural Economy In The Year Ahead

Fri, 13 Dec 2024 16:35:51 GMT

CoBank has released its 2025 outlook report , which outlines the key themes the organization expects to shape agriculture and the rural economy in the coming year. While there are several factors to watch, they mainly stem from one place: federal policy.

“The environment we enter in 2025 hasn’t fully defined itself yet, but many of the policies proposed by the incoming administration would likely have a negative impact on U.S. agriculture,” said Rob Fox, director of CoBank’s Knowledge Exchange. “Open access to export markets and labor availability are critically important for agricultural producers and processors. Depending on how policy plays out, those two areas could be big challenges in 2025 and beyond.”

As a new economic era begins, here are the six main forces at play:

Threat of A Trade War
A large focus of President-elect Trump’s campaign was on significant import tariffs. While we don’t know exactly what this policy would look like, it is unlikely to produce a positive outcome for crop or livestock producers.

Fox writes, “These policies could achieve some limited objectives, but it is very hard to paint them as anything but negative for the U.S. farm economy.”

If a trade war was to ensue, it could also be very costly for agriculture. A recent joint study by the national corn and soybean associations estimates the 2018-19 trade war with China cost the U.S. a total of $27 billion in agricultural sales to China over those two years.

Export Competition
Alongside the potential for a trade war, export competition from Russia and South America poses another treat.

According to the report, Russia’s currency is weakening - which is expected to anchor global wheat prices and allow Russia’s wheat to be more competitive.

At the same time, Brazil’s currency is also weakening and exports from the country will be cheaper than those from the U.S. This is coupled with the forecast of record South American corn and soybean crops.

With an abundance of soybeans globally, CoBank is anticipating many U.S. acres to shift from soybeans to corn this year as well.

Labor Challenges
Another likely outcome of the upcoming Trump administration is a decreased labor supply.

The president-elect has proposed deportation and reduced immigration, which could negatively impact the dairy, meatpacking and produce industries by causing labor shortages and driving up costs.

Livestock Sector Investment and Growth
It’s not all bad news for the dairy industry, though. According to the report, the U.S. will see an unprecedented $8 billion in new dairy processing investment through 2026 - and some of those plants will come online in 2025.

The livestock sector as a whole is benefiting from low feed costs, and specifically in the beef industry, a reduced herd size is supporting higher feeder and fed cattle values.

The USDA Economic Research Service projects per capita consumption of chicken, beef, pork and turkey to remain stable or grow up to 2% from 2024 to 2025.

It’s important to note, however, there could be retaliation from potential tariffs placed on major dairy export customers such as Mexico and China.

Tight Margins
Reduced income and tighter margins for the crop industry are expected to continue in 2025.

CoBank anticipates input decisions being driven largely by what provides the greatest return on investment, and farmers may look to switch chemicals to generics.

During this time, it will be critical for ag retailers to provide tailored agronomic advice and technical assistance.

Biofuel Uncertainty
On the biofuel front, headwinds are expected to continue into 2025 - with the Trump administration adding more regulatory uncertainty.

Projections of note include:

A modest increase in biofuel production next year, although ethanol supplies will maintain 2024 production levels of 1.05 million barrels per day, according to the Energy Information Administration.
Renewable diesel production capacity will grow just 100 million gallons from 2024 to 2025 to a total of 5.2 billion and remain steady through 2026, according to an updated analysis from University of Illinois.
Federal and state tax incentives and low carbon fuel policies will drive the future viability of sustainable aviation fuel.

To read the full report from CoBank, click here .

Kids on the Farm: Don’t Take Your Eyes Off Safety

Fri, 27 Sep 2024 01:01:32 GMT

About every three days, a child dies in an agriculture-related incident, and each day, at least 33 children are injured. During the past decade, youth worker fatalities in agriculture have exceeded all other industries combined.

Although the rate of non-fatal injuries to children in agriculture has dropped since the National Children’s Center for Rural and Agricultural Health and Safety was established in 1997, agriculture remains hazardous for children and youth, explained Barbara Lee, director of the National Children’s Center for Rural and Agricultural Health and Safety .

“We’ve come a long way,” Lee told AgriTalk’s Chip Flory. “We had really good injury data for about 12 years, and it shows the rate of injuries declined by about 60%. The rate of fatalities of children dying in farm accidents has stayed fairly steady, however, despite the decline in the number of farms and number of kids on farms. I think the most revealing thing is that for both injuries and deaths, more than half of them occur to kids who are not working – they are just bystanders in the farm environment.”

Lee said this is where the industry needs to keep its focus.

“Certainly, we want to protect the kids who are working. We believe work is good for them, inherently valuable. For kids working in agriculture, it’s really important to match the child and the child’s characteristics with the work at hand,” Lee said.

But it’s also important to keep a close eye on kids who stop by the farm or find themselves part of the farming background.

Be on Watch

“We’re entering into a dangerous time of the year for farm families,” Flory said. He asked Lee to share some of the biggest safety concerns right now.

She said the greatest number of deaths for young people are related to accidents with tractors, skid steers, moving implements and other forms of transportation.

“It’s really important that we factor in the dangers and the ability of a child to really handle machinery. I always think about when things go wrong, will the child be able to handle it? Bad weather? Equipment failure? Is the child mature enough to handle when things go wrong?”

She also encouraged parents to remember to parents first and farmers second. She said that means adopting the principles of safety for all kids.

“I can’t state it often enough about the little ones who really should not be in the work environment,” Lee said. “When you’re working, you have got to focus on the work. With nearly every child who was injured or killed on a farm, there’s an adult nearby. It’s not they aren’t supervised, but farming can get complicate and little kids are unpredictable.”

Reflecting on 25 Years

On May 19, the center will celebrate its 25th anniversary with a free webinar. Speakers will include Lee, Marsha Salzwedel, project scientist and agricultural youth safety specialist at the National Children’s Center; Marilyn Adams, founder, Farm Safety 4 Just Kids; Dennis Murphy, professor emeritus, Penn State University; and Jana Davidson, program manager, Progressive Agriculture Foundation.

“This anniversary has really given us time to reflect back at how this all got started, what has changed in our work, and what’s changed in the workers and work environment for children. There’s a lot of good things happening and a few challenges still ahead of us,” Lee said.

Learn more and sign up for the free webinar.

Read More:

One Family’s Tragedy Sparks Nationwide Farm Safety Project

The Pros and Cons of Visa Worker Programs

Tue, 19 Mar 2024 13:00:01 GMT

H-2A. J1. TN. Don’t be intimidated by this short list of visa worker programs, Dianne Bettin of Bettin Consulting said during her presentation at the Ohio Pork Congress.

Visa programs connect U.S. farms with access to “amazing people with great work ethic,” she explains.

Bettin serves the pork industry today as a consultant helping farmers understand foreign labor options and connecting foreign workers to jobs in the U.S. pork industry. She recently retired as the human resources manager at LB Pork, Inc.

She says each visa worker program offers farms with opportunities, but she also points out that the programs each have their own challenges, too. From embassy issues and politics to housing and language, the struggles are real.

“In general, foreign labor is a very reliable work force – they show up to work every day, they rarely call in sick, and there are very few ‘no shows.’ In fact, I often have to remind them ‘you can’t work so many hours,’” Bettin says.

Think About This Before You Utilize Foreign Labor

Before utilizing foreign labor on any Visa, Bettin offers these five reminders:

1. Think about how the foreign workers will fit in with your work force and consider who will help them assimilate into work and everyday life here.

2. Housing will need to be provided or assistance in locating housing before employees arrive. This is especially difficult if they want to bring their families.

3. Transportation is key. How will they get to work? How will they get groceries?

4. Remember they will need a Social Security Number (if this is their first work visa in the U.S.) and assistance in securing a bank account.

5. Most foreign workers are used to a very different situation for medical care and struggle to understand our expensive and complicated system. Be prepared to help them understand!

If you are ready to meet these needs, here are the main foreign labor options Bettin recommends, along with pros and cons of each.

3 Foreign Labor Options

● J1 program
The J1 program is a government program that requires employers to work through an agency. Bettin explains that it is considered a cultural exchange program – not a work visa. With an agency’s assistance, an employer would develop a training plan, review applications and conduct an online interview, accept a trainee and then wait for their approval at the Embassy.

“The agency generally will charge a placement fee and a monthly fee,” Bettin says. “The trainee is responsible for their own travel and insurance. You can have trainees/interns normally for up to a year. There are some exceptions to the timeline, but not many.”

With the J1 program, employers are responsible for teaching new employees about agriculture and raising pigs all while giving them opportunities to learn language and culture in the U.S.

“The biggest drawback to the program is the 1-year timeframe paired with the fact that generally the trainee cannot come back to the same farm until they have been gone two years,” Bettin says. “This is very disappointing when you find someone who is a good fit for your company.”

● H2-A Visa
The H2-A program is for seasonal ag labor. Bettin says it is a very valuable visa for crop labor, seasonal trucking and maintenance, manure hauling, etc. She points out that managing H2-A paperwork is very detailed, so producers should use an agency to manage the process. There are also additional visa fees to the Department of Homeland Security as well as the placement fee and monthly fees to the agency.

“It is difficult for pork producers to utilize for pig work since raising livestock is a year-round enterprise. The process is highly monitored by the U.S. Department of Labor and audits are not uncommon. There is pending legislation to make this visa more available for livestock farmers but it has been a struggle to get the legislature to move it forward,” Bettin says.

Although you set the time frame you would like to have workers in the application, she says when they actually arrive depends on the visa approval process in each country.

“This visa is more expensive than the J1 because you are required to pay their travel expenses, provide housing at no expense to them, and pay a designated wage,” Bettin points out. “Beginning in 2024, the DOL has separated out some of the ag categories, such as trucking, into an even higher H2-A wage rate.”

Although every visa program has challenges, she says the greatest strength of the H2-A visa is that it allows farms to bring back former workers that know their operation and that they know they can trust with their farm equipment.

TN Visa

The TN Visa is part of NAFTA (North American Free Trade Agreement) and the applicants must be professionals with a bachelor’s degree or equivalent, Bettin says. The applicant’s title must match to an occupation on the United States Citizenship and Immigration Services’ (USCIS) Designated Profession List.

“One of the big advantages of the TN Visa over J1 and H2-A is that it is good for up to three years,” she says. “You also don’t need an agency to utilize the TN visa but there are required steps and items to consider, so many choose to use an agency or consultant to cover all the bases.”

First, you need to find the candidates, Bettin explains. Then, it’s up to the consultant or employer to request a resume, set up an online interview and explain the TN visa requirements to make sure the candidate is eligible.

Once a potential employee is identified, she prepares letters and information needed for the employee’s DS160 and interview at the consulate.

“The Embassy interview is the most difficult part of the process,” Bettin says. “The applicant will meet with an Embassy employee who will decide whether or not to grant the visa. Once the applicant gets approved, they just need to wait for their passport to come back with the visa information.”

It’s important to note that the visa is to work for a specific company. Once they are there, if they wish to change companies, they must apply to USCIS for a change of company and get it changed or reapply. They cannot legally go work for anyone else until the change is approved.

“For all the visas, there are rules and fees along the way. For most, the TN visa is the easier to navigate and much less expensive than an H2-A,” Bettin adds.

Read More:

Attract and Retain Workers: What the Pork Industry Needs to Do Now

As El Niño Makes Its Grand Return, Here's What It Tells Us About Summer Weather and Corn Yields

Fri, 21 Apr 2023 18:35:26 GMT

Drought was a major storyline for U.S. crop conditions last summer. Dry conditions spurred by La Nina weighed on corn yields across areas of the Corn Belt. As La Nina fades, and El Niño starts to make a return, meteorologists say the weather shift could also signal better crop production in 2023.

El Niño is the warm phase of the El Niño–Southern Oscillation, and it’s associated with a band of warm ocean water that develops in the central and east-central equatorial Pacific. While it can bring warm temperatures around the globe, agricultural meteorologist Eric Snodgrass says it also tends to bring favorable growing conditions for crops in the Midwest.

“We do have a great suite of models that we’d like to just combine and compare, and what’s interesting about this particular year is they’re all telling the same story. And that story is that we expect most of the Corn Belt to have decent summer thunderstorm activity, decent precipitation and a lack of long duration episodes of heat,” says Snodgrass, the Principal Atmospheric Scientist with Nutrien Ag Solutions . “We always get short heat waves, but I’m talking about the long duration ones that can really go in there and destroy yields.”

Change in Pattern Hints Change in Summer Growing Conditions

He points out with most models signaling the return of El Nino, it is also a hint of what type of growing conditions crops like corn could see this summer.

“El Niño and the likelihood of it becoming a full-fledged El Niño by the time we get into summer, is pegged at about a 75% chance of occurring now,” says Snodgrass. “Should it manifest itself and be the most dominant, what we call teleconnection in the pattern, we would likely be seeing a better year overall.”

Snodgrass says his forecast for favorable growing conditions this summer is based off previous El Niño years, and particularly, El Niño summers.

“Since 1970, we’ve had 17 El Niño summers and 14 of them had trendline yields slightly above that. This means we generally think of El Niño summers of having a more juicy atmosphere, or more stuff for thunderstorms, so we’ll keep a close eye on it,” he says.

Read More: Punishing Drought Now Expected to Persist Through July Across Texas, Plains

Drought in the Plains Still a Concern

The area Snodgrass is most concerned about is the southern Plains. Growers in the area are finally seeing chances of rain, but he says considering how deep the drought is in areas of Kansas, Oklahoma and Texas, it will take above normal precipitation to eat away at the punishing drought.

“The places I’m most concerned about right now have to be the places that are already in drought because it takes so much effort to overcome the lack of soil moisture in those places,” he says.

USDA meteorologist Brad Rippey is also watching El Niño, and the more short-term need for moisture across the Plains. He says timing of those rains will be key.

“If you talked to me a month ago, I would have been talking about how we expect to see El Niño by the end of the calendar year. But all of a sudden, as we look at the how the Pacific Ocean is evolving, it seems like El Niño is more and more imminent each passing day,” says Rippey. “From a drought standpoint, that ultimately should be good news for these drought-affected areas of the Great Plains, because that should help this transition out of drought. But the big question is, will it come in time to salvage summer crop planting?”

What’s Holding You Back from Utilizing the TN Visa Program to Grow Your Team?

Thu, 02 Mar 2023 15:10:12 GMT

When it comes to looking for potential candidates from Mexico to come work on your farm, there are many things to think about and consider before you make the move. During the Ohio Pork Congress, Victor Ochoa of Swineworks answered some of the big questions on producers’ minds.

Q. What’s the most important thing you need to know before embarking on the process to hire an international employee?

A. First, you have to identify what position you want to fill. Why? There are many visa options that can bring over workers, but you need to determine what kind of position you need to fill so you can identify what type of visa you’re going to use to qualify the candidate. Then, determine how many positions you will need and how often.

Q. What makes an appealing job offer for employees from Mexico?

A. When you create a job offer, 401K programs and insurances are not top of mind for employees from Mexico. To be honest, they are not thinking about the future that much. They are thinking about work-life balance. So, when you are structuring your offer and benefit package, more time off is often a bigger benefit than a 401K program or health insurance. They’re more attracted to the wages than the benefits.

Q. Why is housing such an important consideration before bringing in employees from Mexico?

A. Remember, the majority of these potential employees won’t know anybody when they come here from Mexico. Make sure you can help them with housing for at least the first two to three months. We recommend hiring more than one employee at a time so they can share a house and don’t feel so isolated and lonely.

Q. How much should I pay a TN Visa worker?

A. Just because they have a college degree doesn’t mean you have to overpay for TN workers, my advice is always to pay the same wages you are paying your current employees, that way you create a healthy work environment for your current and new employees. In the other hand we are in a very competitive labor market so in order to compete with other industries we need to be creative not necessarily in their wage but in your benefit package for example: housing and time off is sometimes more attractive than 401 k and health insurance for some TN visa worker.

Q. What are some of the challenges this could cause your current team?

A. Keep your current crew in mind when you bring in workers on TN visas. Make sure you talk with your current crew, because they may feel threatened by these new workers if they come with more education. They will need to train new workers who don’t know how to do things at the farm. It can create some problems if you pay new workers more because they come with a TN Visa. You have to take care of all of your employees and set your expectations straight.

Q. How do dependents fit into the picture when you bring someone over on a TN visa?

A. Dependents can come over with their family member who is on a TN visa. However, with the typically lower salaries in the swine industry, it’s going to be very hard for one person to support an entire family in the U.S. Often, they leave their families in Mexico until they figure out the cost of living in the U.S. That’s another reason why time off to see family is of such great value in the job offer.

Q. What’s one of the most important lessons you’ve learned about hiring international employees?

A. Plan ahead. I always call my clients and say, ‘Hey, are you okay with staffing?’ And they say, ‘Yeah, we don’t need any more people.’ Then, they call me later to say two of their employees quit and they need someone right away. Consider your turnover rate and how many replacements you may need. Immigration can take 2-6 months to get people to the U.S. If you have a plan in place, it’s going to be easier for you to avoid being short staffed for a long time.

Read more:

7 Things You Need to Know Before Hiring Workers from Mexico

We could always use a little change.

Sun, 08 Nov 2020 17:25:47 GMT

Hi All! Thought you might enjoy the pilot episode of, Drawing Inspiration, a family friendly TV show my creative partner and I have been working on for several years which focuses on creativity, innovation, inspiration and of course, humor. And yes, for those of you who are bovine-inclined, like me, the main star is a cow! Cheers! Leigh www.RubesCartoons.com

http://www.youtube.com/watch?v=4NZyHjbbeEg

Be sure Follow Leigh on Facebook, Instagram and Twitter @RubesCartoons Event planners, when’s the last time you had a hilarious and inspirational speaker at your conference, sales meeting, banquet, etc? Hundreds of thought-provoking LOL’s guaranteed! https://www.rubescartoons.com/rit-cartoonist-in-residence.html