Ohio PHC Contractor, 2015, Issue #2 by Blue Water Publishers, LLC

Than Ordinary Toilets

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

CONTRACTOR

CHPPHC

The Official Publication for PHCC Ohio & ACCO Ohio Contractors and Suppliers

8226 Stoney Brook Drive Chagrin Falls, OH 44023 800-686-PHCC/ 800-353-ACCO Fax: 216-393-0095 www.phccohio.org / www.accohio.org

Ohio PHC Contractor is the official publication of the Air Conditioning Contractors of Ohio and the Plumbing-Heating-Cooling Contractors of Ohio The Official Publication for PHCC Ohio & ACCO Ohio Contractors and Suppliers

ACCO MISSION Our Mission is to identify, develop, promote and provide business resources and tools that will give our members a competitive advantage in the HVACR industry.

Advertisers Index

Volume 2015 Issue 2

AB&I Foundry

Bradford White

BrassCraft 7

CONTENTS 6

A Message From ACCO President, Brian Stack

A Message From PHCC Ohio President, Ron Schmitt

Champion Pump

Legally Speaking: US Supreme Court Issues Major Rulings

FastEst, Inc.

Keeping Score: How’s Your Golf Game?

Federated Insurance

ACCO & PHCC Ohio Membership Milestones

Kolbi Pipe Markers

Common Sense Steps to Doing it Right

Liberty Pumps

Why Average Contractors Fail

ACCA Ohio Officially Becomes ACCO

Ohio PAC 892 Donation Form

Preventing Cuts and Lacerations

BWC- Group Rating Safety Accountability

PHCC Membership Drive “30 in 15”

We’ve Moved!

ACCO and PHCC Ohio Local Chapter News

Little Giant / Franklin Electric Metropolitan Industries

17-20

R. L. Deppmann

Robertson Heating Supply

2-3

Saniflo 11 See Water

Service Roundtable

Save the Date: 2016 ACCO/PHCC Ohio Convention & Expo

T&S Brass

ACCO Membership Application

PHCC Ohio Membership Application

TouchSensor Tech (LevelGuard)

ACCO & PHCC Ohio 2015-2016 Officers & Directors

Welker McKee

Test Gauge & Backflow Supply, Inc.

Ohio PHC Contractor is a news magazine produced by ACCO and PHCC Ohio. Articles published in this magazine are the views and opinions of the writers and do not necessarily reflect those of the Air Conditioning Contractors of Ohio, the Plumbing-Heating-Cooling Contractors of Ohio or the publisher, and should not be construed as an endorsement. News items or articles from ACCO and PHCC members will be considered for publication. For information on advertising, contact: Jim Aitkins, Blue Water Publishers, LLC phone: 360.805.6474 • fax: 360.805.6475 jima@bluewaterpublishers.com The publisher cannot assume responsibility for claims made by advertisers, content provided by the editor, or for the opinions expressed by contributing authors.

PHCC MISSION PHCC Ohio is committed to the continuous improvement of our industry and society’s quality of life.

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

The exclusive benefits from the Industry Partner Program provide recognition to contractors, as well as the public, as a leader in the PHC and HVACR Industry. Income from the Partnership Program makes it possible to improve the overall financial stability of PHCC and ACCO while supporting companies receive unique advertising and promotional opportunities.

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ACCO President, Brian Stack

hope everyone is having a profitable summer season so far. Hopefully we still have a few more months left of warmer weather until we need to start getting ready for winter! By now, I am hopeful that everyone has had a chance to check out our new website www.accohio.org. The site showcases our new name and brings a more professional look and feel to what the organization stands for. As a state organization, we are not only dedicated to providing the tools necessary for our fellow contractors to succeed in the HVAC industry, but also watching out for the things that they may not be aware of. Our state government advocates keep a close eye on policy and rulemaking in the State

and are our voice when we need them. Watch for upcoming information on how you can take part in a special Legislative Day in Ohio to speak directly with your State Representative. A new tool from ACCO is our successful Forum Network. The first group of non-competing contractors have had a few meetings already and are finding tremendous value in it. If you would like to form a Network of your own, please contact the association office. I am looking forward to the upcoming fall and getting out to your local meetings. Start thinking about questions or other things you may like to see happen at the state level. I am excited about working with all of the local chapters to make this the best organization in the country. We are already a role model to the rest of the country, but I know we can do better!

PHCC Ohio President, Ron Schmitt

hope everyone is having a great summer! More importantly, I hope you’re taking time from your busy schedules to spend time with your families. Here at PHCC we have also been busy. In May, PHCC members Dave Wolf, Rob Fetz, Bruce Stebbins, Executive Director, Rocco Fana, and myself attended the PHCC Legislative Conference in Washington, D.C. We met with several Congressional legislative aids and shared our concerns and positions on the proposed furnace rule (difficulties of replacing units and the additional cost to consumers) and workforce development (the importance of our industry to create good paying jobs). I believe we made a difference. Thank you to all who attended. As you may or may not know, PHCC has embarked on a year-long membership drive! We have a committee in place, are holding monthly meetings and there have been some great ideas discussed. A couple of ideas include: Associates helping with recruitment – not only in their daily contacts with contractors, but financially helping a contractor who is not in a position to join. Another idea was for local chapters to host a product/trade show and invite prospective members in ahead of time to meet with them about PHCC, then turn them loose on the product/ trade show. I encourage each chapter to have a membership chair or point person in place to attend our committee meetings and give updates at each membership meeting. As members 6

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

of the committee, they will have great ideas to share and be a valuable asset in your recruitment efforts. I know everyone is interested in residential licensing, but as of this writing, nothing is happening with our bill until after the legislature passes the budget. We are looking to hold Legislative Day in the fall, but haven’t set a date because the legislature has not yet published their schedule. When they do, we will pick a date and notify everyone as soon as we can (understand the legislature does not give much advance notice on their schedule). We hope to have a bill introduced by then and will need all hands on deck to get this through the legislature. If you have not given to the PAC fund I highly encourage you to do so (donation form is on page 23). Through our PAC fund, we are able to gain access to our elected officials and have our voice heard. Please consider a contribution of any amount. And finally, PHCC has been working with the Board of Building Standards on language for proposed code changes. It’s good that they, not only seek our input, but value our opinion as leaders in the plumbing industry. It is a true honor to be a part of an organization with so many dedicated members - not just at the state level, but at the local level as well - and not only as officers, but as members stepping up to run golf outings, seminars, and conducting charity work. Keep up the great work and have a great summer. I look forward to meeting you as I make my chapter visits in the coming months. As always, if I can do anything for you, do not hesitate to call me.

Protect your customers. Protect your reputation.

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Legally Speaking>>>

Paul Routh Dunlevey, Mahan & Furry

U.S. SUPREME COURT ISSUES TWO MAJOR RULINGS IMPACTING EMPLOYERS

- A To Do List -

he U.S. Supreme Court issued two major rulings the week of June 22, 2015 that impact personnel policies and employer sponsored benefit plans. KING V. BURWELL The Court announced the King decision on June 25. This case involved the premium subsidies under health care reform. By way of background, health care reform provides government subsidies to low and moderate income individuals who get their coverage through a health care exchange or marketplace. Congress envisioned that the states would establish and run their own exchanges or marketplaces. However, as a backstop, the law provides that the federal government would step in and run the exchange or marketplace if the state failed to establish its own exchange or marketplace. As it turned out, 36 states opted not to set up their own exchanges or marketplaces. Thus, the federal government started running the exchanges or marketplaces in those states. However, the statute clearly stated the government subsidies were only available to those who got health coverage through an exchange or marketplace established by a state. In any event, the Internal Revenue Service issued regulations saying the premium subsidies were available to individuals who got coverage through the exchange or marketplace even if that exchange or marketplace was run by the federal government. Several lawsuits were filed saying the Internal Revenue Service did not have the authority to issue regulations saying the premium subsidies were available under all of the exchanges or marketplaces (including those operated by the federal government). The Plaintiffs said the subsidies were only available if the exchange or marketplace was run by a state as opposed to being run by the federal government. The Defendant (i.e. the government) said it really didn’t matter if the exchange or marketplace was operated by the state or federal government. The federal government said the Internal Revenue Service has the right to issue regulations saying who is entitled to the premium subsidies. The Court ruled that the premium subsidies are available under both state and federally operated exchanges or marketplaces. The ruling, however, was not based on the Internal Revenue Service’s regulations. Instead, the Court ruling is based on the Court’s interpretation of the statute. That is, the Court looked at the intent of the law and decided that Congress wanted the premium subsidies to be based on the person’s

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

Bob Dunlevey Dunlevey, Mahan & Furry

income and not whether or not the person got coverage through a state or federally operated exchange or marketplace. Although the end result is the same, it is important to note the basis for the Court’s decision. If the Court had simply ruled it was within the Internal Revenue Service’s authority to issue regulations saying the premium subsidies were available to everyone, the law’s future would have remained uncertain. Based on this logic, the Internal Revenue Service, under a different administration, could change its position. However, since the Court’s decision was based on what it perceived was Congress’ intent, only Congress can change the rules. In other words, it will literally take an “act of Congress” to modify the rules governing the premium subsidies. This is a link to an article that discusses the case and explains how the Court’s decision cements health care reform’s near term future. The “take away” is that employers need to realize Obamacare is the law of the land and they must comply with the rules as they are currently written – it is not going away. http://healthaffairs.org/blog/2015/06/25/implementinghealth-reform-the-supreme-court-upholds-tax-credits-in-thefederal-exchange/ OBERGEFELL V. HODGES The second major Court decision was released the following day on June 26. In a 5-4 decision the Court held the U.S. Constitution requires all states to license and recognize same sex marriages. Note that the ruling applies to the various states and their instrumentalities but not to private employers. Nevertheless, the ruling will impact employers, especially in those states like Ohio which did not recognize same sex marriages. Employer sponsored health and welfare plans will be impacted by the Court’s ruling. The Court’s 2013 Windsor decision required federal laws (e.g. ERISA and the Internal Revenue Code) to treat same sex and opposite sex spouses the same. Since qualified retirement plans are governed by both ERISA and the Internal Revenue Code, the Obergefell ruling will have little impact on qualified retirement plans. The Obergefell ruling does not require employers to offer health coverage. In fact, health care reform specifically provides that employers need not offer health coverage to spouses. As a result, it is up to the employer whether or not to offer health coverage. However, all insured group health plans have to

comply with state insurance laws and, as previously mentioned, all states have to recognize same sex marriages. Therefore, employers sponsoring fully insured group health plans will have to check with their insurance company to determine if the applicable state law requires the carrier to provide health plans that offer spousal coverage. If that is the case, then an employer with a fully insured health plan will have to treat same sex and opposite sex spouses the same under the fully insured group health plan. If the employer is sponsoring a self-funded group health plan, ERISA preempts state law so the employer has more flexibility when setting the plan’s eligibility requirements. Many self-funded health plans simply define “spouse” based on state law. So, if the employer wants to exclude same sex spouses, the employer will have to review the self-funded health plan’s definition of spouse to ensure the plan does not define “spouse” by simply referencing state law. Even employers with self-funded health plans may be on shaky ground if they continue to exclude same sex spouses. Title VII of the Civil Rights Act does not specifically prohibit private employers from discriminating against employees based on sexual orientation or gender identity and the Obergefell decision does not broaden Title VII’s protections. But, lesbian, gay, bisexual, and transgender (“LGBT”) stereotyping may give rise to a gender discrimination claim. The Equal Employment Opportunity Commission (“EEOC”) has issued internal guidance directing its investigators to accept and pursue charges of discrimination based on sexual orientation as a form of sex discrimination. Moreover, various state and local laws specifically bar employers from discriminating against employees based on sexual orientation. It is likely the Obergefell ruling will further spur the EEOC to challenge employers who deny coverage to same sex spouses on the basis of gender bias. The proposed Employment Non-Discrimination Act would bring LGBT individuals within the protected classes of the Civil Rights laws for private employers and the possibility of enactment in the future appears enhanced by the Court’s decision and the current political environment. Federal Executive Order 11246 is being used currently to prohibit discrimination by government contractors on the basis of sexual orientation and gender identity through the OFCCP’s interpretive rules of Executive Order 13672 – Prohibiting Discrimination Based on Sexual Orientation and Gender Identity for Government Contractors and Subcontractors. The Court’s ruling will, however, make plan administration easier. Each state and municipality has its own tax laws. However, all state and city tax laws must now treat same sex and opposite sex married couples the same as do federal tax laws. As a result, the tax treatment of employee benefits will now be uniform across all levels of government. The following is an article about the Court’s Obergefell decision. http://s3-us-west-2.amazonaws.com/lockton-corporatewebsite/Compliance-Alerts/20150626_SSM_Court_Decision_ Final.pdf The Obergefell decision also validates the Department of Labor’s earlier FMLA regulations which modified the definition of “spouse” to include same sex spouse. The FMLA now clearly 10

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

applies to same sex spouses and same sex parents caring for their children. Note that the Court’s ruling has no impact on the treatment of “domestic partners.” That is, the ruling only applies to same sex individuals who are legally married and does not address same sex or opposite sex domestic partners. Employers who accord benefits for same sex unmarried domestic partners may deem the according of such to the “unmarried partner” no longer appropriate – however those partners may, of course, marry in all 50 states. No clear expression of the law on this point currently exists. This decision is too new to fully understand all of its ramifications and each employer should carefully monitor developments. EMPLOYERS TAKE ACTION NOW! • Review your HR policies, practices and benefit programs for compliance • Modify your FMLA policy to ensure coverage for same sex married couples but not necessarily unmarried domestic partners • Re-interpret your COBRA benefit continuation coverage provisions • Treat all married couples equally with respect to leave policies, retirement plans and other employer sponsored benefit programs • If any of your policies or plans specifically reference “opposite-sex marriage,” modify such • If your state’s insurance law requires employers to provide spousal coverage, make sure same sex and opposite sex spouses are treated the same • Review your pension plan’s spousal entitlement to joint and survivor annuities and your 401(k) plan default beneficiary programs • Update personnel/payroll records including W-4 withholding • Watch for further developments published by Dunlevey, Mahan & Furry and consult with your labor and employment law counsel GOVERNMENT’S JUNE 30TH DEADLINE FOR INDIVIDUAL HEALTH POLICIES We have reported before that employers may no longer pay for employees’ individual health policies on a pre-tax or post tax basis. The government gave small employers (i.e. those with less than 50 employees) until June 30, 2015 to stop that practice. See this article on the rules. https://news.leavitt.com/health-care-reform/no-penaltiesthrough-june-30-2015-for-premium-reimbursement-plans-ofsmall-employers/ The penalty for noncompliance is $100 per day (or $36,500 per year) for each employee. Dunlevey, Mahan & Furry provides comprehensive legal services to discerning businesses throughout the United States. Areas of focus include business, employment and construction law. Visit our website at www.dmfdayton.com.

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Keeping Score>>>

HOW’S YOUR GOLF GAME?

Michael Bohinc. CPA

ore and more, you’re seeing words like benchmark, metric and KPIs (Key Performance Indicators) in industry publications. Last year, I introduced you to the term benchmarking. Because this is such an important topic for business owners to understand, I’m going to revisit the topic in this issue. What is benchmarking? Benchmarking is the process of comparing your performance to that of a standard, goal or “benchmark” (number). The benchmark can be an “average” or it can be “the gold standard” (the best). Benchmarking also allows you to determine if your company is doing better, worse or staying the same. It also is the process of continually searching for the best methods, practices and processes, and either adopting or adapting them and implementing them to become the “best of the best.” One of the first companies to turn to benchmarking was Xerox (the copier company). Frankly, they were forced into it and didn’t know it’s what they were doing when they were doing it. After inventing the photocopier in 1959, they were so dominant in the market that they became a generic name for all photocopiers. They maintained that dominance for about 20 years. Then, their market share dropped to 35%. They lost high-end machine sales to IBM & Kodak. They lost low-end sales to Japanese manufacturers like Canon. They learned that the Japanese were producing, shipping and selling their copiers for what it cost Xerox to make theirs! If they were to regain their market share, they were going to have do things differently. This led them into benchmarking their business processes. There are many benchmarks that you can track in your company. We’ll delve into those a bit later on. For now, I’m going to use a sports analogy to explain benchmarking. In 1997, the Professional Golf Association (PGA) Tour was knocked back on its’ figurative heels by the performance of a 21-year old out of Stanford University at the Masters Tournament, the first of the four major golf championships of the year. Having turned professional just 8 months earlier, Eldrick Woods won the Masters tournament by 12 strokes! It’s a tournament record that still stands today. The gold standard

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

of professional golf was re-cast that Sunday evening in April and the world was introduced to Tiger Woods. By the way, the Masters Tournament is an invitational event; meaning, you have to be invited to play. The field includes the Top 50 players in the world. This 21-year old beat the best players in the world….by 12 strokes! Since then, he’s gone on to win 13 more golf “majors” and a total of 79 PGA Tour wins. He’s only 4 wins from having the most wins ever on the PGA Tour. It’s taken him 18 years to reach 79 wins. The career leader, Sam Snead, needed 30 years to reach 82 wins. So why am I sharing this with you? Well, it’s because there’s a strong correlation between benchmarking (i.e. “keeping score”) in sports and the business world. The numbers and benchmarks are different but the process is the same! When you go golfing, the golf course has an established score that is the standard for players who play the course (differing tee boxes notwithstanding). That score is called par. On most golf courses, par is a score of 72. That is a benchmark to which you can measure yourself against. After completing your round of golf, you compare your score to the benchmark established by the golf course (i.e. 72). This is just one of many benchmarks. How does your score for that round of golf compare to the others in your group? If it’s a tournament, how does it stack up against the rest of the competitors? How does it compare to the last time you played? How about the last time you played this course? These are all benchmarks. You can measure your performance against these other figures. So, how do you go about benchmarking your business’s performance? There are a lot of benchmarking models that have been developed over the years. The Benchmarking Wheel (see diagram) is a 5-stage process created by reviewing a number of other benchmarking models. The stages include:  Planning – Assembling a team, defining and documenting what you want to benchmark and then measuring it  Finding- Sources for benchmarking information (public

information, industry data, competitors)  Collecting – Determine how you’re going to collect the information and data and document the processes and benchmarks from the sources you find  Analyzing – Compare your company’s processes and data to that of the companies, sources, etc. that you found & selected to benchmark yourself against. Then, measure/ identify the gap in performance between yourself and the others as well as the reasons for it.  Improving – Have team develop, implement and monitor progress for plan for improvement on the areas being benchmarked by the company. In the next issue, we’ll look at specific areas of your business that you can benchmark as well as KPIs (Key Performance Indicators) that you should be tracking. Michael A. Bohinc is a certified public accountant in Cleveland, OH. He is an instructor for the National PHCC Educational Foundation. He is also a Consult & Coach Partner for the Service Roundtable and currently serves as the Interim Director for the Service Nation Alliance – Plumbing Group. Michael is a recipient of the Servant Leader Award. The award, rarely presented, recognizes outstanding individuals who lead through service to their industry and the people in their industry. He is the youngest to ever receive this honor. He has 27 years’ experience working on business management issues in the plumbing-heating-cooling industry. He can be reached at: 440/ 708-2583, e-mail mbohinc@keepingscorecpa.com.

Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

MEMBERSHIP MILESTONES PHCC Ohio and The Air Conditioning Contractors of Ohio would like to recognize the following companies celebrating Membership Milestones in 2015.

Thank you for your membership and continued support over the years.

PHCC Ohio 55 YEARS

The Frank Niesen Co. Portage Plumbing & Heating SLT Plumbing LLC dba Schlueter Plumbing

50 YEARS

Stebbins Plumbing & Heating

45 YEARS

Joe Schmitt & Sons Plumbing & Heating

25 YEARS

Finley Plumbing R. T. Hampton Plumbing & Heating

20 YEARS

A Plumbing Corsillo Plumbing & Sewer Cleaning Co H. E. Neumann Company Viox Services

15 YEARS

40 YEARS

G & K Plumbing Company

A. All Valley Plumbing Haberek Plumbing & Heating VIP Plumbing

35 YEARS

10 YEARS

Waker Plumbing

30 YEARS

Edwards Plumbing & Heating Johnson’s Plumbing & Heating Perry Kelly Plumbing

Feldkamp Enterprises HELP Plumbing, Heating & Cooling

1 YEAR

Case Western Reserve University DMG Contractors Fred Espenscheid Plumbing Gearhart Plumbing Korrect Plumbing, Heating & A/C

ARS Rescue Rooter C. Lee Plumbing Services Houston Plumbing & Heating Kralik Plumbing & Heating MJ Baumann Co. Terra Plumbing

ACCO 40 YEARS

Aire Flo Corp AC

35 YEARS

Wolfe & Sons Heating & Cooling

30 YEARS

Airtron, Inc. Dieter Heating & Air Conditioning Jansen AireServ Heating & Air Conditioning Lew’s Reliable Heat & Air Conditioning

25 YEARS

JonLe Heating-Cooling Ziegler Heating Co.

5 YEARS

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

20 YEARS

R N Smith Sheet Metal Shop Ray Gidich Heating & Air Conditioning

15 YEARS

Ohio Heating & Refrigeration

10 YEARS

Brandon Heating & Air Conditioning Bryan & Suns Heat and Air Conditioning Hauser Heating & Air Conditioning Howard Heating & Air Conditioning, LLC J & S Heating Luxury Heating Co. Ryan Heating and Cooling W.F. Hann & Sons

5 YEARS

Daniel’s AireServ Total Comfort Heating & Cooling

Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

Common Sense Steps to Doing it Right By Frank Besednjak

ou know just about every time I get on social media, check my email or open my regular mail, I find some sort of ad or information telling me how, with their system, I can increase my business by getting my phone to ring more with their new marketing strategy and so on. I also get bombarded with the guy telling how he can get me more sales by using certain secret tactics, word play and proven conversational sales and so on. Eventually leading the customer to buy something they don’t need or want and will regret later. But you know, you closed the deal and that is what matters right? I don’t think so! I’m a customer, and I’m not stupid. So most of these gimmicks may work short term, but you know . . . I believe in a few fairly simple, important things that will increase sales and profitability, and guess what? They always work. Here they are: 1. Location is everything! Be where the customers are. This includes social media, offering free advice. Get involved with local media outlets, churches, charities and other civic organizations. 2. Have real people who are happy answering your phone. I will hang up on a recording, but I won’t hang up on a person. 3. Always show up on time. Always follow through on what you promised. Always call people back immediately. Don’t think someone will wait three days for a call back. 4. Since you have spent all of this time, money and effort trying to get into the customer’s home then don’t be in such a big rush to get out of it. Make it worth the visit and perform whole house checks. Both you and the customer will be happy you did. 5. Don’t be afraid to make money and raise your price. Everything costs you more, doesn’t it? I meet so many contractors that are so afraid to lose business that they work for almost nothing. If you are going to make no profit, why work? Just go fishing or play golf every day, it is more fun, easier and pays about the same! 6.

It’s okay to fire a customer. Look at it this way. . For any of

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

you who have gone through divorce, I’m sure you remember it being very expensive. You know why it is so expensive? Because it was worth it, that’s why! Firing a customer is sometimes like divorce, so don’t be afraid to spend money doing it. 7. Be worth it and believe it. Customers’ measure value on the experiences encountered and promised. Just because you can do the repair with your eyes closed doesn’t mean anything to the customer. It is a combination of every interaction they have had, are having, and will have with your organization that will either add to or detract from the overall perceived value. People go to expensive restaurants not because they are hungry and need food. They go because they expect an experience that makes it worth the investment. So make the experience worth it to them. 8. Integrity . . . Be upfront and honest in everything you do. This to me is a zero tolerance rule, for you and all of your employees. 9. Work as a team. Have rules, processes, procedures and policies in place that everyone understands. Make a plan for anything that could happen and write a policy or procedure on how to handle it. Sure you can bend the rules or change them occasionally but at least you have some basic guidelines to follow. 10. Educate, train and practice. Even sports professionals educate themselves and practice regularly because they want to be the best at what they do. Don’t get left behind. And 11. Keep score and set goals. If you don’t know how you are doing, how do you know what you need to improve on? Also, if you set no goals, it is kind of like having no destination on a trip…Odds are you will never make it. Hopefully you are or are planning on implementing some of these guidelines. If you have any questions or comments, please contact me directly. I am here to help.

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OHIO PHC CONTRACTOR • Volume 2015, Issue 2

WHY AVERAGE CONTRACTORS FAIL By Joe Crisara

veryone has no doubt heard of the many behavioral conditioning experiments in which animals in a laboratory are rewarded with sugar pellets or punished with an electric shock for pushing a particular button.

a determination about what will happen if you do nothing. Is the trend going to move upward? Will you spiral downward? Will you wait too long? Being decisive is the most important element of leadership. • Sample The Information – If you have information on ways to improve your company, it’s service, sales and profit then ask yourself if you believe implementing these ideas will make a more positive impact than doing nothing. Every leader must have a vision and be able to sell this to their team. Let your people look at, discuss and comment on what you see being possible for your company, the customers and employees.

What if the animal was randomly shocked with no regard to which button was pushed? The answer is that the animal will take no action because they are not sure what will happen. Basically it becomes too risky to do anything therefore they go into a stressed out shell and wait for something to happen. Eventually the stressed out subject of this type of experiment loses the ability to think clearly due to the environment they find themselves in. Contractor Behavior Experiment This experiment is being repeated with service contractors around the country, especially in light of the poor economy. Basically the average HVAC, plumbing and electrical service contractor will not take a chance on investing in improving their team because they either don’t believe in the people, themselves or that the training will work. Limit Risk for Improvement Contractors who are treading water or losing money can find themselves in a self-defeating pattern that ends with the carnage of their family finances, loss of employees and eventually loss of their entire business. Here are three things you can do to take a risk to improve your sales and profit without laying everything on the line. •

•

Prototype the Change – Don’t jump in or try to steer your company with too sharp of a turn in direction. Employees and customers will leave if you make change too quickly. Take the person who is most passionate about succeeding and let them try the change under a controlled experiment. Basically train the employee to “try on” a new behavior for a given period of time and see if the results are worth the investment. If the new methods or ideas work, then go full tilt with a company-wide implementation plan.

One thing that is certain in business. Those who take action and keep moving toward attempting to improve themselves will be rewarded a lot more often than not. When any living creature stops moving and fails to take action for too long, the demise of that entity is not far behind. Take action, feel the fear and try it anyway. Contact Joe Crisara at 877-764-6304 or email him at joe@ contractorselling.com, and ask him how just one phone conversation with him can help you improve your sales.

Evaluate The Risk Of Doing Nothing – Look at your people, the sales revenue and your profit and make Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

ACCA Ohio Officially Becomes ACCO

n July 1, 2015, ACCA Ohio officially became the Air Conditioning Contractors of Ohio (ACCO). ACCA, at the National level, made the business decision to “dis-affiliate” all local and state chapters from ACCA. It means that your company can choose whether to join the local, state or national association individually or any combination of the three. As a member of the Air Conditioning Contractors of Ohio, you will have access to all the features of membership. Now more than ever, businesses are looking for opportunities to cut costs and reduce expenses. ACCO has several programs available only at the state level specifically designed to do just that. Many of our programs are discounted or enhanced for ACCO members only, and they provide revenue back to the association. The benefit of being a member is not just utilizing the numerous products and services we offer, which save you money. You are also underwriting the crucial work we do in Columbus and around the state to ensure favorable laws and regulations for your business and all aspects of our industry.

Your membership dues also supports professional development for emerging professionals, consumer outreach, industry promotion, and much more. Starting January, 2016, ACCO will change the membership billing process. Previously you received one invoice for your local, state and national membership on an anniversary system. Now, ACCO will send membership invoices directly from the state on an annual basis (membership year will be Jan 1 - Dec 31). The ACCO Officers and Board of Directors looks forward to continuing to provide quality services and programs and welcomes your input as the association moves through the transition process. Please contact me directly if you have any questions or concerns. Best Regards, Rocco Fana, Jr. Executive Director

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OHIO PHC CONTRACTOR • Volume 2015, Issue 2

Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

Preventing

d n a s Cuetrations Lac

ach year, millions of workers suffer workplace injuries that could have been prevented. Some of the most common and preventable injuries are cuts and lacerations. Although statistical data differs from study to study, cuts and lacerations often rank as the second or third most frequent workplace injury. Approximately 30 percent of all workplace injuries involve cuts or lacerations, and about 70 percent of those injuries are to the hands or fingers. Common cut/laceration injuries include: • Scratches and abrasions; • Minor cuts requiring first aid; • Needle sticks; • Puncture wounds; • Deep lacerations requiring medical attention, sutures; • Lacerations involving nerve and/or tendon damage; • Amputations. Typical hazards/causes of cuts and lacerations • Improper training • Lack of established safety procedures • Employees in a hurry, taking short cuts or not following safety procedures • Failure to wear cut-resistant gloves or wearing improper gloves for job • Contact with metal items such as nails, metal stock or burrs • Hand tools with blades (e.g., knives, box cutters, screwdrivers, chisels) • Improper tool for the job or tool used improperly (e.g., using a screwdriver as a pry bar) • Tools in poor condition (e.g., cracked or broken handle, dull blade, mushroomed head) • Missing or improperly adjusted guarding • Poor housekeeping, clutter, debris • Poor lighting, reduced visibility

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

One of the most common sources of cuts and lacerations is the use of knives and other cutting tools. Below are suggestions for knife and blade safety: • Wear proper safety gear; eyewear, gloves, sleeves. • Use the proper tool for the job. • Inspect tools prior to use. • Keep work area clear. • Keep tool under control at all times. • Keep the item you are cutting secured; don’t hold work in hand while cutting. • Use a sharp blade; a dull blade requires greater force, increasing potential hazards. • Replace blades when they become dull; use caution when disposing of used blades (e.g., use approved sharps container or wrap the cutting edge with heavy tape). • Stand in a well-balanced position. • Make sure the path of the cut is clear, and keep the non-cutting hand out of the path of the cut. • When cutting thick material, use several passes of the blade and apply more downward pressure with each pass. • Never use a cutting blade as a screwdriver, pry bar or chisel. • Don’t leave exposed blades unattended; use selfretracting cutting blades. • When appropriate, use rounded tip cutting blades rather than pointed tip blades. • Maintain proper storage or use a separate drawer for sharp cutting tools. • Keep cutting tools in a closed position or covered with a protective sheath. Article provided by the BWC Division of Safety & Hygiene

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Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

GROUP-RATING SAFETY ACCOUNTABILITY Dear Employers: Each year Ohio employers have the opportunity to participate in BWC’s Group-Experience-Rating Program or GroupRetrospective-Rating Program. While these programs are not required, they do provide you with an opportunity to significantly reduce your workers’ compensation premiums, while increasing your awareness of safety and risk management strategies. Workplace safety is an important component of these programs. To succeed in accident prevention, we encourage you to use the many resources available to you. We believe a group-rating program is a partnership that includes you and your employees, your sponsoring organization or third-party administrator (TPA) and BWC. Each has specific roles and responsibilities, all designed to assist in preventing workplace accidents. This letter outlines the safety services expectations you should have as an employer enrolled in a group-rating program. The employer will: • Maintain a safe workplace; • Attend safety training to enhance workplace safety; • Implement BWC’s 10-Step Business Plan for Safety and use available safety services as needed; • Attend the required two-hour training and provide proof of attendance to sponsor for claim(s) occurring within the last two years. The certified primary and affiliated sponsoring organizations will: • Communicate, educate and verify BWC’s 10-Step Business Plan for Safety to group members; • Sponsor eight hours of safety training (this may be done at one time or may be provided incrementally as long as the total is at least eight hours); • Provide information regarding safety resources to group members; • Possibly assist an employer in achieving its safety needs; • Manage employer fulfillment of the two-hour training requirement, where applicable; • Publish this letter to group members. The TPA may: • Assist sponsoring organizations with fulfilling the group-rating safety requirements; • Assist an employer with its safety needs; • Work in conjunction with sponsors to develop safety training and deliver safety resources; • Provide resources for claims handling. BWC will: • Monitor all group-rating safety activities to confirm requirements are met; • Meet at least annually with sponsoring organizations to provide recommendations for fulfilling safety requirements; • Provide safety training through Ohio’s Center for Occupational Safety & Health; • Offer on-site safety consultation (hazard assessments, air and noise monitoring, ergonomics evaluation, training) by a BWC safety professional; • Offer publications and videos for safety program support; • Conduct employer visits to confirm the employer is meeting group-rating requirements, when appropriate. The goal of this collaborative effort is to make sure all your safety needs are met. Using these resources will assist you in preventing accidents, reducing claims costs and achieving the highest discounts possible. Below you’ll find contact information for various resources. ACCO PHCC CareWorksComp Ohio BWC 26

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

www.accohio.org www.phccohio.org www.careworkscomp.com www.ohiobwc.com

Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

he PHCC “30 in 15” Membership Drive continues! Our campaign is growing PHCC membership across the state as chapters and members reach out to prospective members in their area. A goal of 30 new members has been set for the year. PHCC Ohio has been working alongside chapters to provide support and assistance. Members will be updated, like today, on the progress throughout the year. Chapters who reach their goal will receive special recognition at the 2016 Ohio Convention & Expo. PHCC members know the value of our association. PHCC continues to invest in the future of the industry and member companies through education, advocacy, networking, and much more. Now is the time to communicate with prospective members in your area. The Drive concludes in March 2016. The year-long

timeframe gives chapters and members a chance to share the advantages of PHCC in new ways with new companies.

To date we have 6 new members! If you see them, welcome them to PHCC! Neil Gearhart, Gearhart Plumbing– At-Large Fred Espenscheid, Fred Espenscheid Plumbing– CMPA John Pierce, Pierce Plumbing– CMPA Rob Heeter, Heeter Plumbing– Dayton Michael Corsillo, NCD Corsillo Plumbing– NEO Gary Klenotic / Jack Morgan, Brecks Plumbing Services– NEO Thank you for taking part in the future growth of PHCC!

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OHIO PHC CONTRACTOR • Volume 2015, Issue 2

Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

Local Association News>>> There are six local chapters affiliated with PHCC Ohio: Akron/Canton, Cincinnati, Columbus, Dayton, Eastern Ohio, and Northeast Ohio. PHCC Ohio and our local chapters are affiliated with the PlumbingHeating-Cooling Contractors National Association.

Akron/Canton President: Scott Zernechel, Zernechel Plumbing & Heating 330-492-7744 | zplumbers@aol.com Executive Secretary: Mary Williams 330-958-6302 | akroncantonphcc@gmail.com Central Ohio President: Rob Fetz, Fetz Plumbing, Heating & A/C 937-652-1136 | rfetz@ctcn.net Secretary/Treasurer: Mike Lauber 614-679-6252 | mikelauber@aol.com Cincinnati Master Plumbers President: Tom Feichtner, Feichtner Bros. Plumbing 513-242-2400 Executive Director: Joyce Frank 513-742-2672 | frank@accagc.org Dayton President: Dave Steck, Wat-Kem Mechanical 937-573-3072 | dsteck@watkem.com Executive Manager: Theresa Engler 937-298-2980 | daytonphcc@aol.com

There are six local Air Conditioning Contractors associations in Ohio: Akron/Canton, Cincinnati, Central Ohio, Cleveland, Dayton, and Northeast Ohio.

Akron/Canton President: Gary Jackson Jackson Comfort Systems 330-468-3111 | gary@jacksoncomfort.com Executive Director: Lynne Black 330-762-9951 | director@accaohio.com Central Ohio President: Cynthia Hutson Fire & Ice Heating, A/C & Electrical 614-842-2100 | cyn@indoortemp.com Executive Director: Chris Rausch 614-923-1057 | chris@acca-centralohio.com Cincinnati President: Joe Gertz, Willis One Hour Heating & A/C 513-752-2512 | joe.gertz@resservices.com Executive Director: Joyce Frank 513-651-1161 | frank@accagc.org

Dayton President: George Brockman, Wm. Brockman & Sons 937-222-8638 george@brockmanhc.com Executive Director: Ann Detmer 937-848-7084 anndetmer@gmail.com Northeast Ohio President: Bobby Thompson Kish Heating and Cooling 440-392-0900 bobbyt@kishheating.com Chapter Manager: Tim Volpone 440-969-1141 neoims@neoims.com

Cleveland President: Josh Bulloch, One Hour Heating & Cooling 440-934-9265 | Josh.Bulloch@onehourair.com Chapter Manager: Mike Mennett 330-671-2191 | accacleveland@gmail.com

Eastern Ohio President: Doug McIntire, McIntire Plumbing 330-386-5191 | mcintireplumbing@gmail.com Secretary: Greg Eisenhart, Sanford Plumbing 330-339-1539 | plumber@spii.net

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Northeast Ohio Master Plumbers President: Ed Conkey, V.A. Conkey Co. 440-269-5555 | ed@vaconkeycompany.com Executive Secretary: Debbie Tittl 440-337-4285 | neomphcc@aol.com

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MEETING SCHEDULE: Akron/Canton: Third Monday of each month/except Dec Meeting Locations Vary Central Ohio: FIrst Wednesday of each month (Berwick Party House) CMPA: Fourth Thursday each month / third Thursday in Dec.

Dayton: First Tuesday of each month (Milton Athletic Club) Eastern Ohio: Locations Vary Northeast Ohio: Second Tuesday of each month / except September

698A

OHIO PHC CONTRACTOR â&#x20AC;˘ Volume 2015, Issue 2

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Volume 2015, Issue 2 • OHIO PHC CONTRACTOR 3/12/15 10:49 AM31

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

Volume 2015, Issue 2 • OHIO PHC CONTRACTOR

ACCO/PHCC of Ohio

8226 Stoney Brook Drive Chagrin Falls, OH 44023 800-686-PHCC/ 800-353-ACCO Fax: 216-393-0095 www.phccohio.org / www.accohio.org

ACCO 2015 - 2016 LEADERSHIP PRESIDENT Brian Stack Stack Heating and Cooling 440-937-9134 1431 Lear Industrial Pkwy Avon, OH 44011 brian@stackheating.com

PRESIDENT-ELECT Kris Guzik Energy Mgmt Specialists 216-676-9045 15800 Industrial Pkwy Cleveland, OH 44135 kris@energyman.com

VICE PRESIDENT Josh Hauser Hauser Heating & A/C 513-777-7979 9114 Columbus Cincinnati Rd West Chester, OH 45069 joshhauser@hauserair.com

TREASURER Jeff Reed Custom Air 614-552-4822 935 Claycraft Rd Gahanna, OH 43230 jreed@customairco.com

2015-2016 APPOINTEE Frank Alexander Aire-Flo Corp 2587 N. High St Columbus, OH 43202 weescot@aire-flo.com / 614-267-5401

Mike Aerni Conserv-Air 4181 Rocky River Dr Cleveland, OH 44135 mike@conserv-air.com / 216-889-8800

2015-2016 APPOINTEE Mark Swepston Atlas Butler 4849 Evanswood Dr Columbus, OH 43229 MSwepston@AtlasButler.com 614-294-8600 CENTRAL OHIO Steve Alexander Aire-Flo Corp 2587 N. High St, Columbus, OH 43202 steve@aire-flo.com / 614-267-5401 Deborah Ratcliff Ratcliff’s Heat & Air PO Box 429, Hebron, OH 43025 dratcliff@columbus.rr.com 614-207-4212 CINCINNATI Joe Gertz Willis Heating & Air Conditioning 756 Cincinnati Batavia Pike Cincinnati, OH 45245 joe.gertz@resservices.com 513-752-2512

DAYTON Paul Broerman Choice Comfort Services 150 N Dixie Dr, Vandalia, OH 45377 paul@choicecomfort.com / 937-898-5252 Tom Tanner Tanner Heating & A/C 2238 E River Rd, Dayton, OH 45439 ttanner@tannerhvac.com / 937-299-2500 NORTHEAST OHIO Bobby Thompson Kish Heating & Cooling 2098 N Ridge Rd Painesville, OH 44077 bobbyt@kishheating.com / 440-392-0900 AKRON/CANTON Bruce Beckwith Beckwith Heating & Cooling 535 Wellington Ave, Akron, OH 44305 bruce@beckwithheatcool.com 330-923-1333

CLEVELAND Don Van Horn BTU Comfort Solutions 10237 Berea Rd, Unit L Cleveland, OH 44102 dvanhorn1@btucomfortsolutions.com 440-398-9415

OHIO PHC CONTRACTOR • Volume 2015, Issue 2

PHCC 2015 - 2016 LEADERSHIP PRESIDENT Ronald Schmitt Joe Schmitt & Sons Plbg & Htg 937-836-3086 Fax: 937-832-1827 500 Atla Ave; PO Box 237 Englewood, OH 45322 schmitt.ronald@gmail.com

VICE PRESIDENT Dave Wolfe Wat-Kem Mechanical 937-573-3072 2755 S County Rd, 25A Troy, OH 45373 dwolfe@watkem.com

PRESIDENT-ELECT Brian Nieman Nieman Plumbing, Inc. 513-851-5588 Fax: 513-851-9104 2030 Stapleton Ct Cincinnati, OH 45240 brian@niemanplumbing.com

TREASURER Jim Haberek Haberek Plumbing & Heating 216-433-7774 Fax: 216-433-7776 5180 W 164 St Brookpark, OH 44142 office@haberek.com

PHCC DAYTON Dave Wolfe Wat-Kem Mechanical, Inc.

EASTERN OHIO PHCC Greg Eisenhart Sanford Plbg & Supply

CINCINNATI MASTER PLUMBERS ASSN. Jeff Heger NIXCO Plumbing, Inc. 4281 U.S. 42, Mason, OH 45040 513-398-5907 jeff@nixcoplumbing.com

PAST PRESIDENTS ADVISORY COMMITTEE Bruce Stebbins Stebbins Plumbing & Heating 621 E. Dixie Dr West Carrolton, OH 45449 937-859-4534 stebplumb@gmail.com Greg Eisenhart Sanford Plbg & Supply 1725 Pennsylvania Ave East Liverpool, OH 43920 330-386-5191 plumber@spii.net

PHCC CENTRAL OHIO MASTER PLUMBERS Rodger Sweitzer Baumann Plumbing 22 Westerville Square Westerville, OH 43081 614-888-2411 baumannplumbing@ameritech.net NORTHEAST OHIO MASTER PHCC Paul Episcopo VIP Plumbing 20600 Miles Pkwy Warrensville Hts, OH 44128 216-581-5730 paul@vipplumbing.com AKRON/CANTON PHCC Rick Seifert D & A Plumbing & Heating PO Box 1017 Uniontown, OH 44685 330-499-8733 ricks@crowngroupohio.com

ACCO/PHCC OHIO MANAGEMENT TEAM Rocco Fana, Executive Director Debbie Tittl, Executive Assistant Mary Williams, Executive Assistant

Rob Fetz Fetz Plumbing-Heating & A/C PO Box 516, Urbana, OH 43078 937-652-1136 rfetz@ctcn.net PHCC NATIONAL ZONE 1 DIRECTOR Jonathon Moyer Cocalico Plbg & Htg 27 N 4th St / Denver, PA 17517 717-336-3454 jmoyer@cocalicoph.com Represents: OH, PA and WV

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