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Summer in the workplace
Warm weather! Vacation! Baseball! Cookouts! Pools and beaches! Camping!
While summer evokes different thoughts for everyone, it stands out as a unique and anticipated time of year. Summer also means different things from workplace to workplace. Some companies allow a relaxed pace during the summer months while others are full-steam-ahead since it’s their peak season.
Whatever the summer looks like to you and your employees, there are ways to celebrate the season while keeping employees focused and productive.
Weather: Summer brings warmer—sometimes extremely hot—temperatures which create opportunities, some requirements, and may require some planning: • Implement a relaxed dress code – Consider allowing employees to wear more casual and lighter-weight attire as their job duties permit. While T-shirts, athletic shorts, and flip-flops may never be appropriate, allowing Polo-style shirts, capris, dress shorts, and dress sneakers or sandals may make employees more comfortable throughout the day. For employees who work outside, lightening their attire may be required to accommodate the heat while maintaining safety standards. • Plan for extreme weather – Unfortunately, summer also brings extreme weather such as hurricanes, tornadoes, and wildfires. Companies need to plan for all situations, continually update the plan, and, equally important, communicate this plan to their employees. While federal and state regulations may impact some actions, most should be determined by the company before they are needed.
Consider: Under what circumstances will the worksite be closed? Who decides? Will employees be paid and, if so, for how long? How will employees be notified? How will operations continue? What network and other backup plans are in place? How can employees notify the company if they need help?
• Comply with heat standards – The National Institute for Occupational Safety and Health has issued a recommended standard for certain occupations with a high risk of heat stress and illness. While OSHA has several recommendations and is in the process of implementing a federal standard for certain work conditions, several states have their own laws protecting employee safety in indoor and outdoor work environments.
Vacations: School breaks and family vacations may mean employees will be absent and/or distracted more than other times of year. Strategies such as planning ahead and offering flexibility may help to keep employees more engaged while meeting performance expectations. • Allow a temporary reduced schedule – If possible, allow employees to reduce their work schedule, perhaps shortening their workday or workweek so they can spend more time with their families or start a weekend trip a little early. Require employees to give advanced notice of their time off or perhaps make it a set schedule until Labor Day. Communicate that employees must continue to meet operational and client demands, even if schedules may periodically need to be adjusted to do so. • Offer temporary flexible work arrangements – Similarly, allow employees to work from home if their duties and performance permits. This could include the occasional day or be a regularly-scheduled arrangement. Employees can be closer to their homes and families and, by eliminating commute times, can work the same amount of time. • Encourage employees to use available paid time off/ vacation – Some employees may have been holding on to paid time off until they could travel freely or in case they need it to quarantine for COVID-19. Others may (unsuccessfully) try to balance family time with work time. Remind employees that you offer paid time off so they can get away from work and recharge. If you have
Q. Do I have to pay non-exempt employees for a holiday if we are closed? Or a special rate If they work?
A. Probably not. There is no federal law to pay non-exempt employees for holidays if they do not work or to pay a premium rate if they do work. Massachusetts and Rhode Island are the only states to have holiday pay laws. However, you must follow your established company policy or, in the absence of one, your past precedent.
Many companies have a policy to pay employees their regular wages if the company is closed for a holiday.
It is also common to pay employees above their regular wages if they work on a holiday, which has the added benefit of helping to findemployees willing to staff operations on a holiday. This “extra” could be time-and-a-half their regular hourly wage or their regular wages for time worked plus the regular holiday pay.
While the above applies to non-exempt employees, salaried, exempt employees will probably need to be paid for a holiday on which the company is closed due to Federal Labor Standards Act (FLSA) rules for when an exempt employee’s salary can and cannot be reduced. However, if a salaried, exempt employee needs to work, no extra pay is required, although some companies allow them to take another paid day off in the same pay period.
One other point: Often, companies can choose which holidays they observe. While some companies only observe the most common, other companies offer benefitsfor additional holidays such as the day before or after, depending on how it falls on the calendar. Others may observe other important religious holidays besides or in addition to the more common Christian holidays of Easter and Christmas.
Regardless of what your practice, it is critical to communicate to all employees what holidays you observe, the ones you will close, and the ones where you will be open and expect employees to work. You also need to communicate if they will receive pay for those holidays and, if some will be required to work, how scheduling will be decided for fairness.
allowed employees to carry over time due to COVID, consider reversing your policy and, as allowed under state law, require employees to take some time off or lose it.
Celebrations: Summer offers several opportunities to relax with co-workers, whether celebrating a holiday or just a Friday. • Host an employee event – Give employees the chance to interact with each other in a relaxed atmosphere. Celebrate the 4th of July or Labor Day. While previous years have obligated limited people and everyone bringing their own meal, you can now host a larger event with a potluck, catered food, or a food truck (although precautions such as single servers and distancing may still be necessary depending on factors). Or plan an employee outing to go to lunch or see the latest blockbuster movie.
Making the effort to give them a small break will help build team cohesiveness while rewarding them for their hard work and dedication. • Plan a family event – Since for many summer means more family time, consider an event that includes friends and family. This could be a day at the zoo, a sporting event, or a picnic with food, games and prizes. Time it with a holiday, slow period, or back-to-school. Have several employees help with the planning to avoid burdening one person while also increasing the chances of meeting employees’ expectations. • Coordinate community service – Give employees paid time off to volunteer for a local non-profit. They can serve meals, mentor high-risk kids, or help build a house or rejuvenate a neighborhood park. Or sponsor a team to do a fundraiser walk, giving them shirts to advertise the group (and the company). • Extend discounts to employees – If employees could benefit from your products or services, consider offering them complimentary or at a discount. If not, perhaps find a way to pass along vendor discounts; for example, allow employees to order $25 worth of back-to-school supplies through your company, either for their needs or to donate.
Real life: Summer does not negate obligations or realties of current times: • Soften impacts of inflation and rising costs – Employees may need to make choices between wants and needs or luxuries and bills. Consider some little ways to show your employees you understand. Offer benefits to ease the crunch everyone is feeling such as gift cards for gas, groceries, movies or restaurants. Or perhaps allow some limited overtime to permit non-exempt employees to earn more money while increasing their productivity for the company. Or temporarily modify your policies to allow certain employees to cash out some of their paid time off in lieu of taking the time. • Comply with new regulations – While new laws usually take effect around January 1, several take effect during the summer. These summer laws, such as those impacting paid leave, marijuana legalization, employee privacy, workplace speech, and pay rules, will go into effect in different states across the country. Take time to update your policies and, when needed, post updated notices and posters. • COVID-19 – Sorry to say this but COVID-19 is still around. While hospitalizations and deaths are down, vaccination rates are up, treatments are more effective, and quarantine and isolation times are shorter, we still need to be aware of the impacts of a COVID infection since rates are expected to increase again with summer and holiday travel. Even in the best circumstances, one employee getting COVID impacts productivity and could expose a group of people to it, getting a whole department or workplace sick or needing to quarantine. Stay vigilant about PPE, social distancing, ventilation, etc. to reduce the potential rippling effects.
If you and your employees are going to take advantage of the summer months, try to take action that your employees will appreciate and value. Also, before you change a policy or give a benefit, ask your HR consultant, accountant or employment attorney to help you review the pros and cons while helping you mitigate the risks that might result from even an innocent act.
Paige McAllister, SPHR Affinity HR Group contact@affinityhrgroup.com
PWT Acquiring LP’s EWP
Pacific Woodtech Corp., Burlington, Wa., has acquired Louisiana-Pacific’s Engineered Wood Products division for $210 million.
Set to close in early August, the deal includes LP’s laminated veneer lumber and I-joist manufacturing facilities in Wilmington, N.C.; Red Bluff, Ca.; and Golden, B.C.; associated timber license assets; and the SolidStart brand.
The acquisition comes as PWT expands its North American engineered wood product offerings while maintaining its reputation as an industry leader in unrivaled customer service and dedication to innovation and quality. PWT looked to LP’s premier building solutions when identifying the ideal product mix—one that meets the evolving needs of the current building market and answers the call for more sustainable building products.
“Adding Golden, Wilmington, and Red Bluff to PWT’s existing EWP business will propel the company into new growth,” said president and CEO Jim Enright. “PWT continues to drive positive change at the cutting edge of engineered wood products, and this acquisition will provide a more streamlined and focused resource for the industry.”
PWT has experienced impressive growth since its inception in 1998, a result of its commitment to innovation and its sole focus on engineered wood products for over 20 years. Today, PWT is the only EWP supplier to offer indoor and outdoor whole home solutions.
“We believe that Pacific Woodtech is well positioned to invest in and grow the SolidStart brand, and its acquisition of LP’s EWP business marks another important step in LP’s ongoing strategic transformation,” said LP chair and CEO Brad Southern. “We will work with Pacific Woodtech to ensure a smooth transition for our EWP employees, customers and suppliers.”
Nation’s Best Acquires Central California Yards
Nation’s Best, Dallas, Tx., has entered the Golden State with its acquisition of longtime central California sister companies Calaveras Lumber, of Angels Camp, and Sonora Lumber, in Sonora.
“This part of California is steeped in history—from the early days of the Gold Rush to the origins of a classic Mark Twain story,” said Chris Miller, president and CEO of Nation’s Best. “As we establish our presence in the state, it’s an appealing area to put down our roots. Calaveras and Sonora Lumber are wellrun building material and hardware stores that are positioned for growth as they serve their communities.”
Second-generation owner Mike Fullaway will stay on with Nation’s Best, working alongside his daughter Jodie Brixey. “Our family has seen a lot of changes and growth in this business and community since my father, Wilbur Fullaway, started in 1976. We have valued the opportunity to serve our community, customers, and our employees,” said Fullaway and his wife, Diane, both of whom have been very involved in the business over the years. “Partnering with Nation’s Best is the next step in our journey. It will provide us the opportunity to grow, expand and serve the communities and people we know and love.”
As part of Nation’s Best’s strategy, Calaveras and Sonora will maintain operations under their existing names with its key leadership team overseeing company operations alongside Nation’s Best, which will provide the strategic and financial support necessary to drive optimal growth and profitability.
Westlake Ace Adding On in Northern, Southern California
Westlake Ace Hardware is in the process of adding two new branches—one in Santa Rosa and one further south in Porter Ranch, Ca.
In Santa Rosa, Westlake is acquiring the 12,000-sq. ft. Guerneville Fulton Ace Hardware. When the sale is finalized on Aug. 29, Westlake will own and operate 152 stores nationally, including 13 in California. The store will retain its name, management, store personnel, and the current product mix.
“We have been the go-to, neighborhood hardware store in northwest Santa Rosa for the last 22 years,” said Mike Bone, owner of Guerneville Fulton Ace Hardware. “We know that Guerneville Fulton Ace Hardware and our customers are in good hands.”
Separately, Westlake signed a lease agreement to open a new store in Porter Ranch. The company will begin renovating a former Toys “R” Us site this fall, with a soft opening in early 2023. Ace Hardware of Porter Ranch will feature over 29,000 sq. ft. of retail space.
NEWS Briefs
Ransom Brothers is converting its two locations in Ramona, Ca., from True Value affiliation to Ace Hardware. Related to the changeover, the hardware-only store will undergo an extensive remodeling beginning late this month.
Outdoor Supply Hardware
held a grand reopening celebration June 11 at its 14 California locations.
ABC Supply has opened new locations in Missoula, Mt. (Donnie Black, branch manager), and Hayden, Id. (Andrew Carlsen, manager).
American Wood Protection
Association’s 2022 Book of Standards has been released as a 686-page softcover book, as well as part of a subscription-based, online AWPA Standards Library.
US LBM has acquired Truss Fab Companies, a manufacturer of structural roof and floor trusses, wall panels, and supplier of lumber to customers in Arizona, California, Nevada and New Mexico.
Founded in 2005, Truss Fab serves framing and building contractors for residential, multi-family and commercial projects. In addition to manufacturing pre-assembled roof and floor wood trusses, it also provides lumber and built-to-order wall panels for tract and custom residential housing.
Truss Fab operates two locations—a lumberyard and truss plant in Glendale, Az., and an additional truss plant in Apache Junction, Az.
“We are delighted to be joining the US LBM family, one of the top companies in the building materials industry. Our fantastic team and use of innovative technology have been key to our success, and this partnership will take us to new heights, providing more value for both customers and employees,” said Truss Fab president and general manager Dean Rana, who will continue to lead day-to-day operations.
“The Truss Fab team has strong and lasting relationships with its customers, based on honest communication, exceptional customer service, and dedication to delivering quality products,” said US LBM President and CEO L.T. Gibson.
Other US LBM divisions in Arizona include R&K Building Materials, Rosen Materials and the recently acquired Crown Components.
Hardwood Dealer Expands in Arizona
Woodworkers Source, a division of the MacBeath Hardwood Co., has expanded into a new warehouse facility located west of Phoenix’s downtown district.
The 22,300-sq. ft. warehouse sits on 1.2 acres, with three dock doors as well as one grade level door. The building is suited to handle the full-service mill, which is equipped with brand new Northtech machinery and a state-of-the-art dust collection system. A 5,000-sq. ft. office will provide administration space for the division. The expansion will also serve as the distribution hub for its three retail stores, located in North Phoenix, Tempe and Tucson, Az. It will also be designated as their online fulfillment center.
“This expansion gives us the bandwidth to create a fresh, new and superior experience for our customers,” said Mark Stephens, VP and Southwest regional manager. “We’ve been successful with our ambition to help regular people build incredible projects out of wood for their home, friends and family. Now we’re set to provide more options and services faster than ever. And our employees enjoy the thrill of being part of a success story in the making.”
Woodworkers Source’s new facility went live the week of June 13. Parent company MacBeath Hardwood is headquartered in Edinburgh, In.
Kodiak Buying Oregon’s Miller Lumber
Kodiak Building Partners has agreed to purchase The Miller Lumber Co., Bend and Redmond, Or.
Established in 1911, Miller Lumber is one of the oldest businesses in central Oregon.
As third-generation owners, Charley Miller will remain president of Miller Lumber, his brother Harry Miller will continue as VP, and his sister Connie Marshall will remain the CFO. The men have also elected to become a part of the Kodiak Building Partners ownership group.
Kodiak operates 94 locations in 21 states.
Serving the Paci c Northwest for over 50 years.
NatureWood®, Advance Guard®, and FlamePro® treated wood products are registered trademarks of Koppers Performance Chemicals Inc. and are produced by independently owned and operated wood treating facilities. © 4/2022
THE POSSIBILITIES KEEP GROWING: REDWOOD
