Maryland PHCC Contractor, Fall 2014 by Blue Water Publishers, LLC

maryland

FALL 2014

PHCC CONTRACTOR MAGAZINE

The Official Magazine of The Maryland Plumbing-Heating-Cooling Contractors Association

Storm Season Ahead: Lightning Safety Tips Why Would A 20 Year-Old Want To Work For You? The Skills Gap: Rebuilding the PHCC Workforce PHCC Helps You Keep Up With the Latest Technologies and Standards Fall 2014 | Maryland PHCC Contractor

[1]

Macerating Toilet Systems

SMARTER FASTER CLEANER

¾” DISCHARGE

1VENT TOILET CONNECTION

15 ft. 150 ft.

2” INLET

Scan this tag to see how this product works

Install a bathroom anywhere without having to break the concrete! Complete range of macerators for half and full bathroom applications.

SANITOP

1-800-571-8191 [2]

Maryland PHCC Contractor | Fall 2014

SANICOMPACT

SANIACCESS3

A pump company since 1958

SANIPLUS

saniflo.com

maryland

MD PHCC - NEW MEMBERS........

PHCC CONTRACTOR MAGAZINE

Fall 2014

Gary D. Haines Clarksburg Plumbing, LLC Clarksburg, MD

Dean Steinacker Dean’s Right Time Plumbing Columbia, MD

ADVERTISER SUPPORT..... American Apartment Owners Page 11 Apple Ford 9 Bradford White 15 BrassCraft 7 Cummins-Wagner 13 FastEst 12

Senior Editor - Diane P. Kastner Maryland PHCC Contractor Magazine is the official magazine of The Maryland Plumbing-Heating-Cooling Contractors and is published four times annually. The Maryland PHCC does not necessarily endorse any of the companies advertising in this publication or the views of its writers.

Kolbi Pipe Marker 11 Liberty Pumps 16 Saniflo 2 Slant Fin 14 SureSeal 5 T&S Brass 9

CONTENTS ..........

Maryland PHCC Contractor Magazine is designed and published by Blue Water Publishers, LLC. Articles and information published in this magazine may not be reproduced without written consent of The Maryland PHCC or Blue Water Publishers, LLC. The publisher cannot assume responsibility for claims made by advertisers and is not responsible for the opinions expressed by contributing authors.

The Skills Gap: We Can Win This! We Have To! - Mark Riso, PHCC National, Director of Government Relations

Compressed Gas Cylinders 6 PHCC Helps You Keep Up With the Latest Technologies and Standards

For more information on advertising, contact Jim Aitkins Blue Water Publishers, LLC 22727 - 161st Avenue SE, Monroe, WA 98272 360-805-6474 / fax: 360-805-6475 jima@bluewaterpublishers.com

Why Would a 20 Year-Old Want to Work for You?

Instructors Wanted

Lightning Safety

Time to Fine-Tune Your Production

OFFICERS 2014 ................... PRESIDENT THOMAS KELLER ELLICOTT CITY, MD (410) 203-1741 (410) 203-2638 FAX

DIRECTORS BRUCE J. SOLOMON REISTERSTOWN, MD (410) 833- 2188 (410) 833-9023 FAX

VICE PRESIDENT STEVEN M. SCHAEFER WESTMINSTER, MD (410) 876-6825 (410) 857-0011 FAX

JIM BERNDT BALTIMORE, MD (410) 254-7473 (410) 256-4787 FAX

SECRETARY FREDERICK WOLF BALTIMORE, MD (410) 327-4750 (410) 563-1611 FAX TREASURER TIMOTHY FELDMAN ELKRIDGE, MD (410) 536-5700 (410) 536-5705 FAX SERGEANT AT ARMS KATHARINE K. STRADLEY ELLICOTT CITY, MD (410) 442-2221 (410) 442-7626 FAX

RONALD MCBEE, SR. BALTIMORE, MD (410) 444-5448 (410) 426-5440 FAX RONALD STIEGLER ELDERSBURG, MD (410) 876-6825

APPRENTICESHIP EDUCATION COUNCIL MEMBERS STEVEN M. SCHAEFER ADMINISTRATIVE CHAIR WESTMINSTER, MD (410) 876-6825 (410) 857-0011 FAX JIM BERNDT BALTIMORE, MD (410) 254-7373 (410) 256-4787 FAX

RONALD LLOYD COLUMBIA, MD 21046 (410)-203-2720 (410) 203-1866 FAX EDGAR W. ZEPP, IV CLARKSVILLE, MD (410) 531-6712 (410) 531-5812 FAX

VERNON L. GAUSS, JR. KINGSVILLE, MD RONALD STIEGLER ELDERSBURG, MD (410) 876-6825 KATHARINE K. STRADLEY ELLICOTT CITY, MD (410) 442-2221

HONORARY LIFE MEMBERS WALTER L. BREWER TIMONIUM, MD

THOMAS N. EARP HANOVER, MD

PAUL F. GOEDEKE BALTIMORE, MD

Fall 2014 | Maryland PHCC Contractor

[3]

! s i THE SKILLS GAP h T n i W! n a C ve to a e h e w W ly,

ual t c a …

The critical need for career & technical education and professional development

By Mark Riso Director of Government Relations PHCC National Association

drove from Washington, D.C. to New York recently. It’s a very easy 4.5-hour drive. As I approached New York, the gasoline light in my car lit up indicating that in order for me to reach my destination, I would need to• Trust the light is accurate; • Acknowledge that my car needed gas; and • Take the steps necessary to ensure the car received the gas it requires Well…the United States is on a journey, too. We as a nation are driving toward a destination. Just as the gasoline indicator in my car came on…the nation’s skills gap light has been activated, warning us that we need fuel for future career & technical education and professional development. In order for the nation to reach its destination, we need to sincerely recognize and acknowledge the critical need for career and technical education and professional development and take the steps necessary to resolve the problem quickly or we will run out of skilled workers. The concept as well as the issues involved in the “skills gap” are not hard to understand…in fact, statistically they are quite simple. The nation suffers from chronic unemployment…11 million unemployed with four million jobs sitting unfilled. The nation simply does not have the skilled workers to fill the demand. However, that’s where the simplicities end and the complexities begin. Add to the equation a constant shift in the nation’s labor markets and a sluggish economy that is in a perpetually defensive mode, and the issues of the skills gap begins to take on many, many moving parts. I would argue that at the heart of the problem (and perhaps the chief culprit), is a sense of national unawareness and a lack of national focus and game plan. As an industry, many of the issues we deal with have built-in support and/or opposition…we either favor something or we don’t…we either agree with something or we don’t… we either have friends or enemies. But, when it comes to our concern about training and finding qualified workers, there is no opposition. Again, at the heart of the problem is a sense of national unawareness and a lack of national focus and game plan. The skills gap is a result of many factors including: • a lack of foundational skills in science, technology, engineering and mathematics • unemployed older workers • lack of job training, and • poor career credentialing An overall national game plan to address the skills gap is crucial. [4]

Maryland PHCC Contractor | Fall 2014

The good news is that there is an answer and the beauty of it is that the members of PHCC as well as the entire plumbing, heating, cooling industry will be part of the solution and will offer an important component to resolve the issue. PHCC, as well as a myriad of industries, are structuring a comprehensive national educational campaign on the skills gap for Congress. There is no overnight fix to this issue but we began to take the first right step in the first right direction at the recent PHCC 2014 Legislative Conference. PHCC’s support for the Carl D. Perkins Act (a program to support the development of academic and career technical skills among secondary and postsecondary education students who elect to enroll in career and technical education programs) was a strategic action which plays into a building national effort to address the many components of the skills gap. As we’ve said many times before, the plumbing, heating, cooling industry has a beautiful story to tell in terms of its great contributions to communities, consumers, local/state/national economies, and the job markets. The fact is that this industry has the ability to not just offer jobs, but careers. This is exactly what is needed to close the gap between skills and demand and is exactly what the skills gap is looking for. We are at the beginning of a national push to educate lawmakers, policy decision makers, business professionals, as well as the American people on the career opportunities of this industry and the ways in which it directly impacts the skills gap. A growing national awareness is beginning as indicated from•

• •

The Administration’s announcement that it will invest in grant programs to bring academic institutions and businesses closer together to help prepare the American workforce for jobs that may otherwise go unfilled; Legislation to offer tax credits to employers encouraging them to hire apprentices; and Continued funding for secondary and postsecondary education for career and technical education.

In addition, PHCC is active within the industry with various programs to help us rebuild the workforce we need to continue to provide safe and efficient plumbing and HVACR services for our country. As one example, PHCC’s involvement with the HVACR Workforce Development Foundation supports projects, programs and partnerships that support the recruitment of the next generation of skilled workers. And, a special PHCC task force will begin work soon on workforce development planning to attract qualified workers to our industry. The skills gap is an extremely complex issue with many moving parts. However, we are moving in the right direction as an industry, and the right direction as a nation.

Fall 2014 | Maryland PHCC Contractor

[5]

Compressed Gas Cylinders

he use, storage and handling of compressed gas cylinders presents two types of hazards. First is the chemical hazard associated with the cylinder contents (corrosive, toxic, flammable, etc). Second is the physical hazard represented by the cylinder being under pressure. Mishandled cylinders may rupture violently, release their hazardous contents or become dangerous projectiles. The following paragraph illustrates the deadly nature of compressed gas cylinders. An industrial explosion which killed three people and injured thirty others involved a single oxygen bottle. The top of the bottle was found high in one of their structures, the bottom buried deep in the ground, and the center portion disintegrated in the form of shrapnel, blowing off arms, legs and decapitating one of the victims. No one could imagine a single oxygen bottle doing this much damage. To use, handle, and store cylinders, it is important to know and follow these safety steps: • read the cylinder label to identify the contents - the color of the cylinder is not always an identifying factor; • read the Material Safety Data Sheet (MSDS) and know the safety and first-aid requirements; • identify the hazards associated with the contents and take the precautions listed on the label/MSDS; • report unlabeled cylinders to a supervisor so that the supplier can be contacted to provide the correct information or pick up the cylinder; • never expose a cylinder to spark-producing electrical tools, cigarettes, or open flames; • cylinders must be secured at all times to prevent falling over (chain, plastic coated wire cable, commercial cylinder strap); • never attempt to make repairs to cylinders or valves; • do not use cylinders as rollers; • do not drop cylinders or allow them to bump violently against each other; • do not permit cylinders to become part of an electrical circuit; • never accept cylinders if they have an expired hydrostatic pressure test date; • do not use grease or oil on oxygen cylinders - do not use greasy or oily gloves on oxygen cylinders; • do not use cylinders that are dented, cracked, or have other visible damage; • always move cylinders with a suitable hand truck;

[6]

Maryland PHCC Contractor | Fall 2014

•

• • • • • • • • •

always store cylinders in an upright, secured position, and in an adequately ventilated area; cylinder caps should be secured, straight, and hand tight, whether the cylinder is full or empty; never store a cylinder near an actual or potential source of heat; never store a cylinder where it will be exposed to weather extremes; never store cylinders where heavy objects could fall on them; never store acetylene or flammable gas cylinders on their sides (upright only); do not store oxygen cylinders within 20 feet of fuel gas cylinders or highly combustible materials; and do not store cylinders containing flammable gases such as hydrogen or acetylene in close proximity to open flames or other ignition sources.

Empty cylinders should be: • labeled as empty; • stored with valve closed and cylinder cap secured; • stored separately from full cylinders; and • returned with all original accessories. This information has been taken from the Texas Department of Insurance Division of Workers

better. together. In our industry everyone knows that when you find something that works, you stick with it. Since 1946 our products have been Designed, Machined and Assembled in the USA to help you get the job done right. It’s pretty simple: when you put BrassCraft Manufacturing parts on the job with hard-working plumbers, we’re always better together.

www.brasscraft.com

Scan for more information

PHCC Helps You Keep Up with the LATEST

TECHNOLOGIES AND STANDARDS

o be the contractor of choice in your area, you have to stay on top of the latest trends, installation technology, and relevant product standards and code. As if that’s not hard enough, the issues that can affect your bottom line include not only local ones, but also national and even international ones. Considering that you also have a business to run, that’s a lot on your plate. Fortunately, PHCC—National Association has your back — serving as your resource for the latest installation technology, product standards and code interpretations. Minimizing Surprises We’re working hard to make sure you don’t get blind-sided by new or confusing regulations. For example, we have an expert available to answer your code and technical questions so that you can stay in compliance — and avoid delays, extra costs and even fines. Recently, we’ve been able to help members figure out requirements for fixture counts, water heater installations, drinking water facilities and occupancy standards. We also have reviewed listed standards to help contractors determine the acceptable materials they can use on a job. If you have a technical or code question, email techline@naphcc.org. Taking Action on Regulations When it comes to important issues affecting the p-h-c industry, PHCC represents your interests like no one else can. In the past few months, we were “at the table” on important topics like the future of refrigerants, boiler efficiencies, sustainable codes and tax regulations. Check out what we’ve been doing on your behalf below! •

[8]

In August, a PHCC representative began serving on a U.S. Dept. of Energy working group that will be negotiating proposed energy efficiency standards for the Final Furnace, Air Conditioner, and Heat Pump Rule. As the only contractor in this group, we’ll have the opportunity to present the

Maryland PHCC Contractor | Fall 2014

practical concerns of the contractors who install and maintain these appliances every day. •

In late June, we participated in an industry consortium to consider technical guidance to the U.S. Dept. of Energy in its plans to increase residential boiler efficiencies. We’re working to set attainable efficiency levels that make sense — minimizing consumers’ energy demands and maximizing comfort.

•

We’re educating members about the new water heater regulations that go into effect April 16, 2015. Watch your mail in the new few weeks for comprehensive resources on what you need to know and how to prepare!

We’re also staying on top of important regulatory changes that could affect you, including: •

The Final Furnace, Air Conditioner, and Heat Pump Rule

•

Potential extensions of Section 179D of the IRS code and 25C tax credits

•

Expansion of lead in paint regulations to commercial and public buildings

Preparing for the Future Plus, we were active in several important industry meetings and initiatives to advance the industry, including the 4th annual International Emerging Technology Symposium; the USA Science and Engineering Festival; and the Global Training and Education Symposium. We’re also developing the 2015 Edition of the National Standard Plumbing Code. For more information on how PHCC helps you stay a step ahead of the competition, visit the PHCC website at www .phccweb.org.

w w w. t s bras s. co m 800.476.4103

LEAD-FREE. WORRY-FREE. HASSLE-FREE.

With new national lead-free legislation, there’s been a lot of talk about making the switch. Here’s the truth: T&S was the first fixture, faucet and fitting manufacturer to convert its entire line to lead-free alloys back in 2010. So when you purchase a T&S faucet, the peace of mind that comes with lead-free compliance is built right in. No worries. No hassle. Visit tsbrass.com/literature to download a free brochure about our lead-free products, or contact your local T&S rep for more information.

T&S plumbing products represented in Maryland by: S.E. Taylor & Associates - 410-255-7620

APPLE FORD Your Commercial Truck Headquarters

TSB-615 2014 Lead-Free PHCC Pubs.indd 6

1/28/14 12:14 PM

Md’s LARGEST stock of Commercial Trucks SEAN BROWN

- 539 -1266 443_____________ KylE ROBSON

443-539-1203

F SERIES up to F-750 33,000 GVW E SERIES TRANSIT CONNECT

• Full Service Commercial Vehicle Truck Shop with 4 Master Certified Techs! • Free Customer for Life Program* • Free Delivery to your office w/in 50 miles. • Ask us About Additional Organization Incentives! American Standard/Trane Residential, Carrier Dealer, Roto Rooter & Nexstar *Please contact dealer for program stipulations.

8800 Stanford Blvd

Across from the new Wegmans Off Rte 175 & Snowden River Pkwy in Columbia

Fall 2014 | Maryland PHCC Contractor

[9]

Why Would a 20 Year-Old Want to Work for You? MANAGING A ND MOTIVATIN G MILLENNIALS Prepared for the PHCC Educational Foundation by TPO, Inc.

f your only answer to that question is “a steady job and a paycheck,” then think again and make it fast! What motivates employees in their 20’s is very different than what motivates you. Twenty year-olds are part of the millennial generation and they have been studied widely. Why? This generation, also known as Generation Y, spans the ages of roughly 20 to the early 30’s and will soon represent the biggest chunk of the American workforce. As sobering as it is, between 2010 and 2025, up to 95 million Baby Boomers will leave the U.S. workforce or change work focus, but only 40 million workers will be available to replace them. The plumbing, heating, cooling industry is struggling and will continue to battle to find younger workers who have the skills and motivation to fill these positions. The good news is that there is a strong correlation between what millennials want and what you have to offer. SO WHAT DO EMPLOYEES IN THEIR 20’S WANT? An abundance of studies have found that millennials want: • To make the world a better place.

•

To be their own boss. But if they do have to work for a boss, they want that boss to serve more as a coach or mentor.

•

A collaborative work-culture rather than a competitive one.

•

Flexible work schedules.

•

Work-life integration, which isn’t the same as work-life balance, since work and life now blend together.

Millennials are discerning; they are looking strategically at opportunities to invest in a place where they can make a difference, preferably an organization that itself makes a difference. Before you turn a blind eye, dismissing what millennials desire as wishful thinking; let’s check their “wants” against what you can offer. [ 10 ]

Maryland PHCC Contractor | Fall 2014

Make the world a better place – Check Your industry is full of companies that are focused on better products and services – those that are more energy efficient, capture and reuse water efficiently, are environmentally friendly, and leverage technology in ways that save the earth and consumers pocketbooks. Be their own boss, or work for a boss that is more of a coach – Check Few industries offer a faster track to becoming your own boss or are as dominated by small entrepreneurs. Apprentice programs that pave the way to entrepreneurship are the embodiment of working with a coach and mentor. They are paid learning experiences that are designed to build skills by working side by side with experienced trades men and women at actual job sites – what could be a better example of working for a mentor rather than a typical corporate boss? Collaborative work-culture rather than a competitive one – Check The plumbing, heating, and cooling industry relies on collaboration and partnerships – with suppliers, vendors, customers, etc. The biggest competition you have is for customers. Flexible work schedules – Check You can offer flexibility to the extent that you can meet your customer’s needs. The possibilities for creating flexible work arrangements are limited only by your creativity. Work-life integration – Check The type of work that your skilled workers do lends itself to work-life integration. Unlike jobs that require being tied to a desk or an office, a field employee’s work can vary widely from day to day. With some planning and up-front agreements between employer & employee, that variable work schedule can allow for breaks in schedules to manage “life.”

INSTRUCTORS WANTED Maryland Plumbing-Heating-Cooling Contractors Education Council is now accepting applications for Instructors for our Plumbing Apprenticeship Program. Course information: The course is 165 hours and classes are held two nights a week from 6:00 p.m. – 9:00 p.m. Anne Arundel County --- Classes held at the Center of Applied Technology, North, 800 Stevenson Road, Severn, MD. Classes at this location are held on Monday and Wednesday evenings. Position open for the 2014 semester for a third year Instructor. Baltimore County --- Classes held at the Essex Community College, 7201 Rossville Blvd., Baltimore, MD. Tuesday Classes at this location are held on Tuesday and Thursday evenings. Position open for the 2014 semester for a fourth year Instructor. Qualifications: • Prior teaching experience is preferred, but not required. • A Master Plumber/Master Inspector or Journey License is essential. • Four years trade experience is acceptable, yet a minimum of six years is preferred. • Instructor Contracts are based on 165 hours per year • Instructors are paid by the hour. If you are interested and you would like to apply call the PHCC office (410) 4615977 or fax your resume to (410) 750-2507 or by e-mail phccmd@aol.com.

You are only one step away from getting

Income property owners, landlords, property managers, and real estate agents from around the country use the American Apartment Owners Association Vendor Directory…AND THEY WANT TO GIVE YOU BUSINESS! Our loyal AAOA members give repeat business to professional vendors just like you. Discover new business and get your piece of the multi-billion dollar apartment and rental housing industry.

Get More Business Now! Get Listed Today! Visit: www.AAOA.com/getlisted

Fall 2014 | Maryland PHCC Contractor

[ 11 ]

You just scored five out of five. There should be no doubt in your mind whether a 20 year old will want to work for you. Lets’ move on to some practical tips for managing and motivating millennials. WHAT DO YOU NEED TO DO TO MANAGE AND MOTIVATE MILLENNIALS? Don’t expect them to read your mind Skills and habits that may seem obvious to you are sometimes not obvious to millennials, simply because they were born and raised in a completely different era. Tell them what you need, how you need it, when you need it and why you need it. Spelling it out will take time but will save you time in the end. Set boundaries from the top and with respect It’s not the job of employees to figure out what is expected of them or what the boundaries are in their new job – boundaries need to be set and communicated from the top-down. Be clear about your boundaries, what you need from your team, what rewards they will receive for work well done and also any consequences if job expectations are not met. As long as you’re clear, and your expectations are reasonable and spoken in a tone of respect, millennials will step up! Listen, challenge and give feedback Millennials have grown up with loving, attentive parents who value their opinions and input. As a result, they have been encouraged to think differently and bring confidence and a fresh perspective to the workplace. Providing challenges will not only help get more work done, but will motivate them to stay engaged and plugged into your company. Give them regular and immediate feedback – informal is best. Let them know what they are doing that is good, as well as areas that need work. They want to excel, and the more they know how they are measuring up to your standards, the better. Ask their expectations Take time to find out what their ambitions are. If they seem unrealistic to you, use a tone of respect and be honest with what you think more realistic expectations would be. Share your wisdom about what they can do practically to achieve these goals. Increase responsibility Millennials thrive when given responsibility. It gives them a sense of ownership while making them feel connected and valued by the organization. Help them see the big picture, then let them run with it. Be a mentor If you want to get the best out of millennials, you have to invest in them. They have grown up with an abundance of role models who have worked hard to teach them how to steer their worlds – they will expect you to help them navigate the “adult world.” Acknowledge accomplishment Millennials grew up on a reward-based system and are used to being recognized for hard work and achievement. They value speed, efficiency, gratification – give it to them. Remember the Golden Rule Treat others as you want to be treated. Respect is a two-way street and millennials will contribute more time and effort when [ 12 ]

Maryland PHCC Contractor | Fall 2014

they feel they are respected. Even though they have not been in the work force as long, they want their results to be appreciated and ideas valued – they want a voice. Have fun Millennials believe that life is too short to take too much too seriously, so provide a fun, employee centered workplace. This generation wants to make friends in their workplace. Worry if your millennial employees aren’t laughing – their energy just might be contagious! By 2020 millennials will represent a full 40% of the total working population. It is in your best interest to start now to distinguish yourself as the kind of employer who knows how to attract, reach, and motive this crucial group of the labor pool. This content was developed for the PHCC Educational Foundation by TPO, Inc. (www.tpo-inc.com). Please consult your HR professional or attorney for further advice, as laws may differ in each state. Laws continue to evolve; the information presented is as of February, 2014. Any omission or inclusion of incorrect data is unintentional. Please note this article is not intended to provide legal advice or to substitute for supervisor employment law training. The PHCC Educational Foundation, a partnership of contractors, manufacturers and wholesalers was founded in 1987 to serve the plumbing-heating-cooling industry by preparing contractors and their employees to meet the challenges of a constantly changing marketplace. If you found this article helpful, please consider supporting the Foundation by making a contribution at http://www.phccfoundation.org.

Lightning Safety

ightning causes more deaths in the United States than hurricanes or tornadoes. In fact, lightning is the number two storm-related killer, surpassed only by flooding. Lightning also causes about $5 billion in U.S. economic losses annually. Only about 10 percent of those struck by lightning are killed. Of the 90 percent who survive a lightning strike, the majority suffer life-long severe injury. Those injuries are primarily neurological, with a wide range of symptoms, and are difficult to diagnose. But the real tragedy of lightning’s devastation is that protecting yourself is easy, although the simple safety precautions are sometimes inconvenient. It requires diligence and continual reinforcement and encouragement. Lightning safety is a multi-step process, with each step providing a decreasing level of protection plan around the weather, and has a lightning safety plan. 30-30 Rule If you are planning to be outside, watch the weather forecast and know your local weather patterns. Make plans around the weather to avoid a lightning hazard. If you are outside when a storm approaches, stay near proper shelter and use the ‘30-30 Rule’ to know when to seek proper shelter. When you see lightning, count the time until you hear thunder. If you count 30 seconds or less, seek proper shelter. If you can’t see the lightning, wait 30 minutes or more after last hearing thunder before you leave shelter. Shelter from Lightning The best shelter commonly available against lightning is a large fully enclosed, substantially constructed building, e.g., your typical house. Substantially constructed means it has wiring and

plumbing in the walls. Once inside, stay away from any conducting path to the outside. Stay off the corded telephone. Stay away from electrical appliances, lighting, and electric sockets. Stay away from plumbing. Don’t watch lightning from windows or doorways. Inner rooms are generally safer. If you can’t get to a house, a vehicle with a solid metal roof and metal sides is a reasonable second choice. As with a house, avoid contact with conducting paths going outside: close the windows, lean away from the door, put your hands in your lap, and don’t touch the steering wheel, ignition, gear shifter, or radio. Convertibles, cars with fiberglass or plastic shells, and open framed vehicles don’t count as lightning shelters. Myth Cars are safe because the rubber tires insulate them from the ground. Truth Cars are safe because of their metal shell. Places to Avoid If you can’t get to proper lightning shelter, at least avoid the most dangerous locations and activities. Those are: • Higher elevations • Wide-open areas including sports fields • Tall isolated objects like trees, poles, and light posts • Water-related activities: boating, swimming (includes indoor pools), and fishing. • Golfing

Ecocirc XL High Efficiency Large Wet Rotor Pump Energy-Efficient Water Heaters, Boilers, Storage Tanks Packaged Grinder Systems

Ecocirc Wireless Potable Hot Water Recirc Kit

Impact Series Submersible Self Cleaning Sewage Pumps

TechnoForce CS and VS Pressure Boosting Package

AquaBoost Fixed & Variable Speed Booster Packages

Fall 2014 | Maryland PHCC Contractor

[ 13 ]

By Bill Harrison

Time to Fine Tune Your

PRODUCTION

herever I go, everyone is on the cost reduction warpath. Folks are looking at every possible way to reduce costs and expenses. There are major efforts to reduce what is being spent – for materials, cell phone usage, insurance, salaries/wages, supplies, etc. These efforts are worthwhile and I have encouraged such activities. But are you focused like a laser on your major cost/expense – mediocre or poor production? That is correct, your greatest hit to the bottom line comes from poor or mediocre production – nothing else comes near. Don’t believe it? Just visit a job site or your office operations and look carefully – loss of production will be very obvious. Then calculate the salaries/wages involved, and the time, and total up the cost. Or, calculate the total cost of your last production mistake; some are being covered up – guaranteed. We permitted lots of bad habits during “the good times”; now it is essential to change those habits. We have no other alternatives. Start with the plans; expect to find errors. Make certain the foreman, superintendent, PM and any other plans whiz you can find knows the plans – cold! the time PHCC_814_Layout 1 8/7/14 2:41Make PM Page 1 to get the plans

scrutinized and get your RFIs in early; before the job starts. Don’t just get the schedule and put it in a drawer; know it and figure out how to meet it. Of course it is difficult to do that, but it must be done. You must know when a delay claim is appropriate and justified. Get the right field supervision and office management on the job. Most folks fail because they are in over their head and afraid to ask for help. Get folks experienced with the work they are being asked to do or monitor them daily. Forget about bodies to man the job; know what skill sets are essential. Not every mechanic is equal in talent. Most crew mixes are abysmal, just numbers of people. Throwing more bodies at it doesn’t cut it. Insist on “A or B player” performance from everyone – and I mean everyone! If you are not getting it; let them know exactly what you need and when it needs to kick in. Anyone not getting it becomes a free agent; even relatives. This information is brought to you by the PHCC Educational Foundation. Support the Foundation by making a contribution. The Phoenix Leadership Institute, Inc. P. O. Box 1403, Centreville, VA 20122 Tel: 703-909-8230, Fax: 703-743-1644, e-mail: wiharrison@comcast.net

its. boiler control un y. ctor), checking y leave our factor ty Control Inspe the e ali for Qu be s ar gh ye ou (5 thr n go so rs Ma ile L. bo p r ili ou Ph ecks safety quality ch Just one of the

www.slantfin.com

. t s u r T d l i u B We

Since 1949, Slant/Fin has been focused on manufacturing the best quality home heating products. Building trust and confidence is the cornerstone of what Slant/Fin is all about.

[ 14 ]

Maryland PHCC Contractor | Fall 2014

Proudly Represented by:

1-800-441-8188

A COMMITMENT TO YOU At Bradford White, our business

helping to create more jobs for the

We truly appreciate and depend

philosophy is very simple. We sell

American worker. We believe that’s

upon the loyalty of the plumbing

our products to the trade through

something to feel good about.

and heating professionals.

wholesale distribution. That’s it.

Your commitment to support this

Bradford White water heaters are

American company and Wholesale

built in Middleville, MI by a highly

Only brand has brought on the

skilled and experienced workforce.

greatest era of growth in our history

When you support Bradford White with your purchase decision, you’re

and allowed us to expand our production capabilities and product

And, you can depend upon Bradford White for the high-quality, ruggedly-built, and technologically-innovative products you need for your business.

offerings.

Official Water Heater of the PHCC

Fall 2014 | Maryland PHCC Contractor

[ 15 ]