Maryland PHCC Contractor, Fall 2015

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FALL 2015

PHCC CONTRACTOR MAGAZINE

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

2015 Trade Show Exhibitors and Photo Recap Onboarding: The Millennial Edition Multi-Tasking: An Impossible Skill Termination Requirements for Employees Over the Age of 40

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Maryland PHCC Contractor | Fall 2015

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

Donald Albright, Jr. Albright’s Mechanical Services, Inc. Baltimore, MD

PHCC CONTRACTOR MAGAZINE

CONTENTS ..........

PHCC Pushes Regulators to Look At Reality 6 - Gerry Kennedy, PHCC National, Executive Vice President Never a Dull Moment 8

- Mark Riso, PHCC National, Director of Government Relations An Impossible Skill - Multitasking is a Mythical Activity 10 Termination, Discharge: What Are the Requirements for Notice to 12

Employees Over the Age of 40 Onboarding: The Millennial Edition 17 2015 Trade Show Exhibitors and Photo Recap 20-22 Maryland PHCC Selects Worldpay 24 Maryland PHCC Calendar of Events 26

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.

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, content provided by the editor, or for the opinions expressed by contributing authors.

ADVERTISER SUPPORT.....

Aireco Supply 7 Bradford White 2 BrassCraft 3 Charlotte Pipe & Foundry 23 Cummins-Wagner 26 FastEst 12 Kolbi Pipe Marker 7 Liberty Pumps 28

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Metropolitan Industries 13-16 Quality Service Contractors 18 Rheem 27 Saniflo 5 Service Roundtable 9 T&S Brass 19 Woodford Manufacturing 11

Cover photo by Kathy Stradley

OFFICERS 2015 ...................

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

DIRECTORS THOMAS KELLER ELLICOTT CITY, MD (410) 203-1741 (410) 203-2638 FAX

SECRETARY KATHARINE K. STRADLEY ELLICOTT CITY, MD (410) 442-2221 (410) 442-7626 FAX

TIMOTHY FELDMAN ELKRIDGE, MD (410) 536-5700 (410) 536-5705 FAX

TREASURER FREDERICK WOLF BALTIMORE, MD (410) 327-4750 (410) 563-1611 FAX SERGEANT AT ARMS RONALD LLOYD COLUMBIA, MD 21046 (410) 203-2720 (410) 203-1866 FAX

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GARLAND LEE HARDY HAMPSTEAD, MD (410) 925-9551 (410) 507-0198 FAX JIM BERNDT BALTIMORE, MD (410) 254-7473 (410) 256-4787 FAX EDGAR W. ZEPP, IV CLARKSVILLE, MD (410) 531-6712 (410) 531-5812 FAX

Maryland PHCC Contractor | Fall 2015

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 VERNON L. GAUSS, JR. KINGSVILLE, MD

RONALD STIEGLER ELDERSBURG, MD (410) 876-6825 KATHARINE K. STRADLEY ELLICOTT CITY, MD (410) 442-2221 EDGAR W. ZEPP, IV CLARKSVILLE, MD (410) 531-6712 (410) 531-5812 FAX

HONORARY LIFE MEMBERS WALTER L. BREWER TIMONIUM, MD

PAUL F. GOEDEKE BALTIMORE, MD

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It may sound good in theory …

PHCC Pushes Regulators to Look at Reality

N

o doubt about it, environmental concerns are front and center these days, and PHCC takes pride in the fact that our member contractors are the first line of defense in safeguarding our precious natural resources. In fact, protecting the environment is part of PHCC’s mission.

With extreme focus on energy conservation, though, new and proposed regulations seem to be hitting in rapid succession. Big decisions affecting p-h-c contractors lately include: • The Dept. of Energy’s (DOE’s) proposed residential boiler AFUE changes.

•

The DOE’s residential furnace standards.

•

The Environmental Protection Agency’s (EPA’s) redefinition of the Clean Water Rule.

•

The EPA’s Residential Lead Renovation, Repair and Painting Rule.

The good news is that PHCC not only is tracking these regulatory programs and communicating their implications to our members, but – more importantly – we literally have a place at the table on many of these decisions, attending hearings and meetings to serve as the “voice of the contractor” so that we can protect our members’ rights and interests … and those of their customers. On the Lead Renovation, Repair and Painting Rule, for example, PHCC is working to educate renovation contractors and remind them to be certified and compliant. Though the accuracy of the lead test kit is still in question, the law requires that a test for lead paint is conducted, and EPA could enforce this retroactively.

PHCC is making sure our members are prepared!

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Maryland PHCC Contractor | Fall 2015

By Gerry Kennedy PHCC National Association Executive Vice President

Why is our voice necessary?

Well, many times these new standards sound good in theory, but they don’t work in the field. The proposed residential boiler AFUE changes, for example, may result in higher efficiency products, but PHCC is concerned that condensation may be produced in either the boiler or in the vent system, degrading the useful life of the product. Clearly, it’s crucial for us to be involved in the development and enforcement process so that we can relay contractors’ hands-on experiences and ensure that real-life situations are considered.

Likewise, in theory, EPA’s Clean Water Rule aims to more precisely define waters protected under the Clean Water Act, but the regulatory process behind it was flawed. PHCC and many other stakeholders were opposed to this expanded federal jurisdiction, which will require those in construction to obtain more permits and environmental reviews, possibly creating project delays, or even killing a project, and resulting in increased project costs.

The point of diminishing returns.

The p-h-c industry is the not the only one feeling the sting of federal regulations lately. Appliance manufacturers are fighting DOE’s new energy and water efficiency regulations for dishwashers, claiming that the performance of the dishwashers meeting the higher efficiency standards will be so unacceptable to consumers that it will “essentially turn back the clock to the days of hand-washing dishes.” In addition, the Association of Home Appliance Manufacturers argues that it will take 20 years for a consumer to recover the additional cost of such a unit, “longer than most consumers live in their homes and longer than the expected life of the dishwasher.”

The bottom line is we’re reaching a point where some new requirements are impossible or too costly to deliver. In the p-h-c arena, manufacturers are telling us that some of these federal regulations are resulting in diminishing returns on the initial cost of product. This ultimately ends up negatively affecting p-h-c contractors and their customers.

“A Total Customer Solution”

Staying informed.

Be the voice that gets involved in regulatory decisions before they negatively impact your business. Take part in PHCC’s letter-writing campaigns and participate in the annual Legislative Conference. In the meantime, PHCC continues to update members regularly on these important issues. Plus, we’re currently planning two special legislative/ regulatory briefings: a webinar for state and local chapter executives and a comprehensive update at CONNECT 2015. Stay tuned to PHCC Online and other PHCC communications for the latest news on how regulatory changes will impact your business.

For more information on PHCC’s programs and opportunities, visit www.phccweb.org or call (800) 533-7694.

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[7]

Never a Dull Moment

By Mark Riso Director of Government Relations PHCC National Association

I

don’t know who first said “never a dull moment” but I’d be willing to bet that person lived (and more than likely worked) in Washington, D.C. 2015 in our nation’s capital has been a reporter’s dream…and we are only half way through the year. I, for one, was excited entering into 2015 as I fully expected high activity, but I never predicted this (and for some reason – it seems like each day someone is jumping the fence at the White House). I began to write a wrap-up of the first half year of the 114th Congress but there is no way what has transpired could be edited down to an article.

Growing up, I was never much of a science student, but I do remember a factoid from an 8th grade earth science class (somewhere my Scarsdale High School earth science teacher – Mr. Brody - is smiling): “Approximately 90% of an iceberg is submerged – in other words, we only see 10%.” Washington, D.C. (or at least what happens here) is a lot like an iceberg. What is seen doesn’t reflect all that really exists.

From Capitol Hill to the Supreme Court to federal agencies to the Administration, 2015 has (to date) been an extremely busy (and historic) year in national public policy.

The House opened up the legislative session with a flurry of activity with votes covering a myriad of pro-business (including pro-small business) initiatives. From regulatory relief, to redefining the definition of “full-time” employment, to the transportation funding bill, to the Keystone Pipeline, to immigration reform, to accelerated business expensing. The House passed these initiatives and sent them over to the Senate. The strategy was to pass as much as possible and to have it all considered as the House and Senate undertake a massive tax reform package (soon to be released). The package is currently being hammered out by both chambers and its release will bring about a tremendous amount of national news soon. Oh…did I mention the federal budget?

Not to be outdone, the Supreme Court has taken on an array of issues from same sex marriages, to health care [8]

Maryland PHCC Contractor | Fall 2015

tax credits (state v. federal insurance exchanges), to lethal injection, to pollution limits, to partisanship and redistricting, to housing discrimination, to religious signs and free speech, to confederate flag and free speech, to separation of powers in foreign affairs, to social media free speech, to employment discrimination, to judicial elections and free speech, to race and redistricting.

Again, not to be out done by the Hill or the Supreme Court, the federal agencies are actively working on a long list of regulatory initiatives, from the Final Furnace, Air Conditioner, and Heat Pump Rule, to the expansion of the lead paint rule (commercial and public buildings), to water heaters and boilers, to expansion of the Clean Water Act (Waters of the U.S).

And by the way, we now have an extremely large class of Republican presidential hopefuls one of whom will more than likely face Hillary Clinton in next year’s Presidential election. It’s an extremely diverse class of Republicans, and it will be fascinating to watch the nominee debates.

Next year is also a Congressional election year (a third of the Senate and the entire House). Though the Republicans will retain control of the House, they are vulnerable in the Senate. Of all the dynamics in politics, I mostly enjoy the strategy of elections and the mastery of the legislative process.

As we continue to go through 2015, please be sure to read PHCC National’s Online email newsletter and Weekly Reports. These are the sources of the most current news coming from Washington and offer analysis of how the issues impact PHCC members. Also be sure to keep an eye open for next year’s Legislative Conference. Coming to Washington, DC to meet with your respective Member(s) of Congress is the most powerful way to communicate our message.

Thanks Mr. Brody for teaching me something that I could conceptually carry the rest of my life…but I deserved an “A” not a “B.”

Fall 2015 | Maryland PHCC Contractor

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An IMPOSSIBLE SKILL Multitasking is a mythical activity in which people believe they can perform two or more tasks simultaneously. 2

A

s you’re reading this article, are you doing something else at the same time? Maybe you’re eating, listening to the radio, or even planning your day. You might think you’re multitasking, but—and this may come as a surprise— you’re not. Scientists have learned that our brains don’t process more than one stream of information at a time.1 When you read, your brain absorbs the information it receives through the act of reading. You may be conscious of the radio in the background, but, to be fully aware of the song that’s playing, your brain drifts to the music for a few seconds.

When that happens, you no longer comprehend the words on the page. The time “away” is so fleeting that you may not realize you’re not fully focused on the original task of reading, leading you to believe you’re multitasking.

Knowing what you know now about your brain’s inability to process simultaneous activities, do you still think you can multitask behind the wheel? Keep in mind that, during the time your mind wanders from focusing on driving to focusing on a distraction, your vehicle may have traveled hundreds of feet. And, depending on the duration of the distraction, the trip could involve events much more disastrous than just “unconscious” driving.

Employers whose employees drive on behalf of the company have a responsibility of ensuring their employees are safe drivers. They need to understand the gravity of a distracted driving incident, and the potential risk to others, themselves, and their employer—and possibly their job.

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Maryland PHCC Contractor | Fall 2015

Explain the three kinds of distractions to your employee drivers, then work together to devise ways to avoid them.

• Visual – anything that takes your eyes off the road, both inside and outside the car.

• Manual – anything that takes your hands off the wheel. Two hands are much better than one for making corrective maneuvers.

• Cognitive – anything that takes your mind off driving. This is known as inattentive blindness. It’s often what happens when you drive somewhere and don’t remember the drive itself.

As much as we’d all like to believe we can multitask, our brains simply are not wired to do so. Being distracted while reading is relatively harmless; being distracted while driving is not. When you’re focused on driving, it could help you avoid the guy in the next lane who isn’t.

1 http://www.forbes.com/sites/carolkinseygoman/2011/04/26/the-myth-ofmultitasking/; contributed by Carol Kinsey Goman 2 “The Myth of Multitasking” by Christine Rosen, The New Atlantis, 2008 http://www.thenewatlantis.com/docLib/20080605_TNA20Rosen.pdf This article is intended to provide general information and recommendations regarding risk prevention only. The recommendations do not guarantee reduced losses, lower premiums, or lower experience modification factors. The content provided is accurate as of February 2015 and is subject to change. This information may be subject to regulations and restrictions in your state and should not be considered legal advice.

Qualified counsel should be sought regarding questions specific to your circumstances and applicable state laws. © 2015 Federated Mutual Insurance Company.

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TERMINATION, DISCHARGE: What are the requirements for notice to employees over the age of 40?

Question: We have a current employee who has been with the company for 8 years in a Director role. We are considering outsourcing the work he does along with all IT work. I know we can go ahead and lay him off due to these business decisions and we would be putting together a separation agreement. My concern is that I read recently that anyone over the age of 40 is to be given the separation agreement at least 21 days in advance of the separation.

True? We are concerned because he does have security controls, etc. and if we give him this advance notice - we are not sure what damage he might do to the company.

Response: If an employee is 40 years of age or older, any separation agreement that seeks to release claims under the Age Discrimination in Employment Act (ADEA) must contain specific language as required by the Older Workers Benefit Protection Act (OWBPA) in order to be a proper, valid and enforceable release (see http://www.eeoc.gov/policy/docs/ qanda_severance-agreements.html for specific guidance).

You are correct that an employee age 40 and older must be given 21 days to consider a waiver and release agreement, and then an additional seven days once signed (if signed within that time period), to revoke his or her signature and thus the contract itself. There are other requirements that must be satisfied when more than one employee is separating from employment (such as providing information about the ages and positions of employees impacted by a layoff and not impacted by the termination decisions, and a 45-day consideration period), but we assume from the inquiry that only one employee is at issue here (the Director).

Note that employers are not required to provide employees under 40 with a specific amount of time to sign a separation agreement and there is no revocation period required in that situation.

As to your concern regarding providing “advance notice” to the subject employee, the 21-day waiting period is solely for purposes of the employee executing the separation agreement. In other words, the employer does not need to give an employee advanced notice as to his or her last day of work. Indeed, the employer can include in the separation agreement that the last day of work is effective immediately requiring him to return all company property, etc. (assuming employment is at-will and no other contract governs the issue) and the employee could still have the 21-day [ 12 ]

Maryland PHCC Contractor | Fall 2015

consideration period to decide whether to accept the terms of the separation agreement (albeit the employee would spend this consideration period at home or away from work as he would no longer be employed).

For more information on obligations under the OWBPA in severance agreements, please see http://www.eeoc.gov/policy/docs/qanda_severance-agreements.html and we also recommend that the employer consult with local counsel for guidance in drafting a separation agreement (or to at least review what the employer has endeavored to draft itself) to ensure it meets the employer’s objectives while remaining compliant with applicable laws. © 2014 Advisors Law Group, All Rights Reserved To learn more about the Federated Employment Practices NetworkSM, contact your local Federated Marketing Representative, or visit www. federatedinsurance.com.

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Maryland PHCC Contractor | Fall 2015

ONBOARDING: The Millennial Edition

Prepared for the PHCC Educational Foundation by TPO, Inc.

W

hen you hire employees in their 20s and 30s, the next step -- as with any other group of employees -- is onboarding. Onboarding happens in the few months after hiring and extends beyond first-day orientation. Effective onboarding can help your employees be productive sooner, and the more they understand your company’s culture, how to do their jobs, and what’s expected of them, the more likely they are to stay with the company.

There are generally four steps to onboarding: 1. Introduce your new hires to your company’s culture 2. Train them 3. Set expectations for your new hires and clarify them along the way 4. Evaluate your new hires’ progress and provide feedback Now let’s see how these ideas can be applied to millennials.

THE MILLENNIAL GENERATION Millennials were born between 1979 and 1999. They are a growing part of the workforce.

Today, millennials account for about 25 percent of the workforce, and by 2020, they will constitute 46 percent. They will need to be an increasing part of your company’s new hires in the future and will eventually start to take over leadership roles.

As if that’s not reason enough to focus on this group of employees, millennials bring many positive attributes to the workplace. This group has been identified as collaborative, resourceful, innovative, driven to learn, and excellent at communication.

Just like other generations, millennials have particular needs and wants in the workplace. By recognizing what distinguishes these workers, you can better onboard them and improve your chances of retaining them.

Fall 2015 | Maryland PHCC Contractor

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HOW TO LEVERAGE THE CHARACTERISTICS OF MILLENNIALS TO EFFECTIVELY ONBOARD THEM Introduce your new hires to your company’s culture.

Considerations: Millennials look for the following in a company’s culture: making the world a better place, collaboration, working with more of a coach than a boss, challenging work, a flexible schedule, work-life integration, a fun environment, and a sense of community.

Applications to Onboarding: Emphasize these aspects of your company in the onboarding process. For example, highlight that your company provides better products and services that are environmentally friendly and help save customers money; that employees learn via apprenticeship, so training is more collaborative; that employees can continue to learn about new technologies and techniques; that the work schedule can be flexible depending on customer needs; and that employees are encouraged to learn from and support each other in the course of work operations.

TRAIN YOUR NEW HIRES Considerations: When training millennials, keep in mind that: • They have been surrounded by constant communication – whether in person, via text message, or through social media.

Development

•

They appreciate structure.

•

They are used to having adult role models and adults’ help in navigating the world.

•

As mentioned above, they want bosses who will be their coaches and mentors.

•

They are committed to learning, want to learn quickly, and will ask a lot of questions.

•

They want to continue learning, even if their initial training has ended.

Applications to Onboarding: • Emphasize communication. Spell out the exact details of what the employees’ jobs entail and lay out the steps they need to take to be successful.

•

Don’t assume knowledge of job requirements; aspects of a position might not be as clear-cut to millennials as to workers of different generations because these younger employees grew up at a different time. A position at your company might very well be a millennial’s first job.

•

Apprenticeships will help millennials learn on the job and work with their supervisor as more of a mentor than a boss. They will be able to ask questions and absorb the training more effectively in the environment where they will actually do their jobs. Also, as

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mentioned above, millennials thrive in collaborative and team environments, and working with a mentor will play into that characteristic.

•

Keep open the lines of communication between millennials and their mentors even after an apprenticeship period has ended. Also, tap into any training resources available to your company, for example, through PHCC.

SET EXPECTATIONS FOR YOUR NEW HIRES AND CLARIFY THEM ALONG THE WAY. Considerations: Millennials need and want to know what’s expected of them, are goal-oriented, and want to have a voice in the terms of their jobs.

Applications to Onboarding: Transparency is crucial.

Clearly set the boundaries: what you need from your team, what the rewards are for good performance, and what the consequences are for poor performance.

Make setting expectations a two-way street. Ask your new hires what their expectations are and be realistic, honest, and respectful in response.

EVALUATE YOUR NEW HIRES’ PROGRESS AND PROVIDE FEEDBACK. Considerations: Millennials in general grew up with parents

who sought their input and with a reward-based system, so they value feedback and praise. They want to excel.

Applications to Onboarding: Communication is crucial: Give millennials immediate and regular feedback on what they need to work on and what they’ve done well. Recognition for a job well done will give them a sense of accomplishment and make them feel appreciated.

Also, inviting these employees to share their ideas during the assessment process will give them the sense that your company values their input.

Millennials are a crucial and growing part of the workforce.

With proper onboarding reinforced by a clear structure, collaboration, and communication to integrate them into your company’s culture and get them off on the right foot, these young workers can bring their creativity and drive to your company and thrive there.

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 March 2015. 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.

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12/18/14 10:44 AM

2015 TRADE SHOW EXHIBITORS We wish to say “thank you� to the firms who exhibited at our recent trade show held on March 19, 2015 at the M & T Bank Stadium.

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Atlantic Recycling Group 15000 Southlawn Lane Rockville, MD 20850 (301) 424-3000 atompkins@scrapARG.com

Glentronics 645 Heathrow Drive Lincolnshire, IL 60069 (800) 991-0466 Jerry@Glentronis.com

Pasco 7529 Perryman Court Curtis Bay, MD 21226 (410) 360-5010 pascotk@aol.com

The Joyce Agency, Inc. 3933 Avion Park Ct., B102B Chantilly, VA 20151 (703) 866-3111 Troy@thejoyceagency.com

Barger & Associates 101 Production Dr, Suite 104 Yorktown, MD 23693 (443) 610-6429 Justinc@barger-Assoc.com

M & T Bank 170 Jennifer Road, Ste. 300 Annapolis, MD 21401 (410) 280-5751 jamesgorman@mtb.com

Parts Unlimited 8517 Phoenix Drive Manassas, VA 20110 (301) 922-2851 dsimmons@partsuinc.com

Thompson Crysler Dodge Jeep Ram 124 N. Point Blvd.

Baltimore, MD 21224 (410) 288-3100 Kevinswink1@gmail.com

Cathell & Associates 45681 Oakbrook Ct. #113-A Sterling, VA 20166 (571) 313-1390 accounts@cathell.com

Milby Company 6201 South Hanover Road Elkridge, MD 21075 (410) 996-7700 Lpintor@milbyco.com

John Stack Sales Co. 575 Wyoming Ave., Ste.A Wyoming, PA 18644 (888) 466-4328 BJ@stacksales.com

Cummins-Wagner Co. 10901 Pump House Road Annapolis Junction, MD 20701 (410) 792-4230 bkirby@cummins-wagner.com

Miss Utility 100 Painters Mill RD, Ste 600 Owings Mills, MD 21117 (410) 902-5054 emeier@mgnus.com

R. E. Michel Company One R. E. Michel Drive Glen Burnie, MD 21060 (443) 392-6826 Steve.blucher@remichel.com

Dejana Truck & Utility Equipment Co. 7655 Pulaski Hgwy.

Baltimore, MD 212337 (203) 241-0873 Ktrainor@dejana.com

Moen, Inc. 25300 Al Moen Drive North Olmsted, OH 44070 (443) 605-7714 David.Jones@moen.com

R. G. Marketing 1916 Crain Hwy.,South #20 Glen Burnie, MD 21061 (410) 787-8744 rgmgroup@rgmgi.com

Federated Insurance 121 East Park Square Owatonna, MN55060 (800) 533-0472 kddeason@fedins.com

N. H. Yates & Co. 117 C Church Lane Cockeysville, MD 21030 (443) 589-1620 Jon.thomas@NHYates.com

ROI Marketing 733 Generals Highway Millersville, MD 21108 (800) 441-8188 bbartholomew@roimkt.com

Ferguson Enterprise 4501 Hollins Ferry Road Baltimore, MD 2122 (443) 543-1300 Justin.barnettr@ferguson.com

NIBCO, Inc. 1516 Middlebury St. Elkhart, IN 46516 (302) 740-1202 lazeard@nibco.com

Spartan Tool 1506 W. Division Street Mendota, IL 61342 (815) 539-7411 bgriffith@spartantool.com

Gerber & Danze 4 Brenda Court Severna Park, MD 21146 (443) 324-5132 Stacey.lyon@globeunion.com

Northeastern Supply 8323 Pulaski Highway Rosedale, MD 21237 (443) 865-7767 acow@northeastern.com

Taze & Hewitt 7400 Coca Cola Drive Hanover, MD 21076 (443) 561-1696 drhodes@tazeandhewitt.com

Maryland PHCC Contractor | Fall 2015

Thos. Somerville Co. 16155 Trade Zone Ave. Upper Marlboro, MD 20774 (301) 430-2999 MHolmes@tsomerville.com Trade Wraps 9014 Hornbaker Road Manassa, VA 20109 (703) 659-6200 brapane@tradewraps.com Viega, LLC 100 N. Broadway, 6th Floor Wichita, KS 67202 (443) 391-6866 Zach.Young@Viega.us Virginia Marketing 7631 Overlook Drive Boonsboro, MD 21713 (301) 432-5028 JCVAmarketing@verizon.net Wolverine Brass 2951 Hgw. 501 E Conway, SC 29526 (843) 347-3121 Carroll.Breizendine@wolverinebrass.com Please keep our exhibitors in mind when you place your next material order!

Fall 2015 | Maryland PHCC Contractor

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Maryland PHCC Contractor | Fall 2015

HOW VALUE ENGINEERING AFFECTED A HEALTHCARE FACILITY IN THE SOUTHEAST. John Neal was the plumbing designer on the project. Six months after the owners move in, he got a phone call letting him know the floor in the hospital’s kitchen is collapsing. Turns out the contractor went against the engineer’s specs and connected PVC to a 190° commercial dishwasher. Now the owners are going to have to dig up the floor and replace it with cast iron. All because they didn’t follow the engineer’s specifications. To learn more about this story and the dangers of value engineering, visit charlottepipe.com/VE.

YOU CAN’T BEAT THE SYSTEM.® Fall 2015 | Maryland PHCC Contractor

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2015 CALENDAR OF EVENTS Board of Directors’ Meeting 1st Tuesday of the Month General Membership Meeting 2nd Thursday of the Month 32 HR Backflow Course Thos. Somerville Co. 1510 Tilco Drive Frederick, MD September 11, 12, 13, 2015 October 9, 10, 11, 2015 November 6, 7, 8, 2015

8 HR Backflow Re-Certification Course Thos. Somerville Co. 1510 Tilco Drive Frederick, MD September 12, 2015 October 10, 2015 November 7, 2015

8 HR Backflow Re-Certification Course Dundalk Community College 7200 Sollers Point Road Baltimore, MD September 26, 2015 October 24, 2015 November 21, 2015

32 HR Backflow Certification Course Dundalk Community College 7200 Sollers Point Road Baltimore, MD September 25, 26, 27, 2015 October 23, 24, 25, 2015 November 20k, 21, 22, 2015

Gas Fitters Training Course and Plumbing Code Review Course For additional course information please call the Maryland PHCC office (410) 461-5977.

SF_CUMMINS-WAGNER MDPHCC_7.675x4.9_Layout 1 4/30/15 11:36 AM Page 1

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Maryland PHCC Contractor | Fall 2015

MINIMUM FOOTPRINT

MAXIMUM PERFORMANCE

Power, efficiency and performance included.

The Ruud® Achiever Plus™ Series Induced Draft Water Heater delivers built-in, not added-on, enhancements. Its small footprint, lightweight design and high-performance features make it your best choice for new construction and for fast replacement of existing 30-, 40- and 50-gallon models. Hands-down, it's got everything to provide homeowners with more hot water, faster, and at a lower cost. Reliable solutions—all included to meet your customers' needs—and yours. That's why you can Rely on Ruud.™

• Small, Yet Powerful—29-gallon unit with 61 GPH recovery rate outperforms standard 50–gallon models* by 49% • Efficient, Low-Emission Design—Features up to 0.70 EF and eco-friendly, low-NOx burner • Lasting Performance & Peace-of-Mind—Guardian System® & Sensor, the industry’s best FVIR system, featuring exclusive air/fuel shutoff and maintenance free design • Perfect for Replacement—17-3/4" diameter for a small footprint in a post-NAECA market

*Atmospherically vented 50-gallon, 40k Btu/h gas water heater with 0.60 EF and 38.4 GPH recovery rate

ACHIEVER PLUS™ SERIES INDUCED DRAFT WATER HEATER

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