WIRED ISSUE 65 / JUNE 2022
Publication of the Fencing Contractors Association of New Zealand
Let Us
introduce the SoloNet family.
Every fencing job, like every farm, presents its own unique challenges. There’s not only the terrain to deal with but also the increasing cost of labour and a shortage of skilled workers.
Kiwi farmers and contractors. With the ability
Little wonder then that the SoloNet family of payout netting systems has become an essential tool for
of professional quality fencing in less time and
to dispense up to 500m of sheep netting from either side and hydraulically clamp and strain from the driver’s seat, SoloNet allows you to fix more metres with fewer hands required.
A family with connections.
Well armed for every job.
With three mounting options to choose from, SoloNet’s equipment has mounting selections for tractors and diggers, using 3-point linkage, front loader, or a 360-digger mounted option. You can simply hook into your existing three-point linkage for stable operation from the front or rear of the tractor or for a more nimble approach, attach a self-loading unit into a digger to make short work of hard-to-reach fence lines, rugged terrain and heavy vegetation, from either side.
SoloNet machines can be fitted with 1.4m or 2.1m removable external clamps to strain into corners and does not require pulling past the strainer. The telescopic arms can be set to match the width of the tractor and folded away for easy stowing. There's also an optional arm available for dispensing rabbit netting.
"The SoloNet machine saves us a lot of time and money unrolling and straining netting. As the saying goes, time is money and this is a classic example. SoloNet is worth its weight in gold".
"The SoloNet has made our job a lot easier in a number of ways, from straining up to 800m in one pull and using the 500m rolls with no joining, it’s saved us time and money".
Nick Terry - Custom Fencing Ltd
SoloNet takes the hard slog out of fencing.
To find the right model for your fencing needs, contact the Summit team today at sales@summitsteel.co.nz or call us on 09 271 1627 and discover the difference family makes.
Available from Farmlands stores nationwide.
Bevan Jamieson – Western Fencing
In this issue
ISSUE 65 / JUNE 2022
FCNZ News 5 6 8
11
The President’s Report The Board Blog Marketing and Events update Board nomination period open
Industry & Innovation 12
15 16 18
12
PermaPine – business roadmap for the future Scenes worth sharing Traction key for winter weather fencing Postal recycling scheme
FEATURE: Succession 20 25 28 30
New venture offers new start for father and son team When succession planning is about more than just family The strength of a family enterprise Farming, fencing and family
20
Training & Events 32 35
39 42 43 44 46 49
2022 Conference and Annual General Meeting Connections and knowledge key Conference benefits How to: retaining walls
25
Qualifications back on track for 2022 Business Staples Webinar Series The importance of quotes and estimates Protecting your biggest asset Approved Career Pathway & Qualification Structure
Business, Health & Safety, Environment 51 53 56
Digital platform ignites access to mental health support Health monitoring Millennials on your team? 5 ways to keep your young staff working hard
Our People 59 61 62
Up for the challenge A Wife’s Tale Shane on the Wire
Disclaimer WIRED takes all due care in the preparation of this magazine but is not responsible or liable for any mistakes or omissions. Articles that appear in WIRED do not necessarily reflect the opinions of Fencing Contractors NZ. WIRED welcomes contributions but reserves the right to edit.
32 Editor & Advertising Heather Kawan wired@fencingcontractors.co.nz 0226 308 533
46 Subscriptions Jeanette Miller admin@fencingcontractors.co.nz 027 432 2033
Graphic Design dkdesignstudio.nz 027 405 7646
Cover photo credit: Roz Anderson Photography
WIRED MAGAZINE
ISSUE 65 / JUNE 2022
3
DESIGNED FOR DURABILITY
Our Tightlock fence was the world’s first deer fence in 1967, giving you strength through design, making this fabricated fencing solution the perfect choice for deer farming or high pressure applications for cattle, sheep and more. Kiwi trusted and built to perform. Performance meets durability. Choose fletcherwire.co.nz
President's Report I hope you all had a good Autumn with the Roar and Duck Shooting. We’re rolling into the Winter season; the hardest time of year for contractors to plan ahead, setting up jobs and keeping work ahead of the staff on wet days. Thankfully, the New Zealand Government have changed the COVID-19 framework
Phil Cornelius
and the FCNZ team are beavering away organising the 2022 Conference in Dunedin, with less restriction than first anticipated. The National Fencing Field Day will be held at the beginning of the Conference programme, so if you have anything in particular you’d like included in this day by all means make contact with Debbie or Donna on the Board to see what we can do. The 2022 Conference programme includes our Annual General Meeting. We have two Board members stepping down this year so are actively seeking nominations to fill these two Executive Board positions. Being on the Board offers you an opportunity to grow personally and professionally, while having the chance to drive and influence the decisions and directions of the Association. If you’re keen, but have some questions on the role and/or the nomination process, please get in touch with Jeanette (027 432 2033) or myself (027 274 4188). Staff shortages are still very prevalent across all industries. Working on the pathway from school to employment is very much on the radar in the training
aspect of the fencing industry and we are seeing the Level 3 courses kicking into gear around the country. The NorthTec Fencing Coordinator and Pathway Manager have been working hard to roll these out, they have had many hurdles, but are making good progress. When the Level 3 was a pilot course in 2018/19 there were 11 students in the uptake. The courses pending currently have 52 enrolled students. Maintaining and continuing these courses and the longevity of the qualification comes down to the numbers in the uptake.
FCNZ News
Welcome to the latest edition of WIRED magazine.
FCNZ has Best Practice Days booked in for September in Tauranga and Gisborne, these are another great chance to catch up with industry partners and likeminded contractors. It’s been a long time since we’ve been able to hold a Fencing Best Practice Day and our Partners are keen to connect with you all. It’d be great to see our members support these days – bring your staff for a team learning opportunity. That’s all from me for now, looking forward to seeing you at Conference, and as always, if you want to have a yarn, don’t hesitate to give me or any of the Board a call. Phil
Our Mission To increase the profile of fencing as a recognised profession and encourage a high level of workmanship through knowledge and standards. WIRED MAGAZINE
ISSUE 65 / JUNE 2022
5
The Board blog Board activity Forget Shane on a Wire, it’s Shane is on fire! Board member Shane Beets has been firing like a V8 lately bringing in some excellent results with new Partners and the opportunity to work with another like-minded organisation to provide our members with access to a whole range of employment contracts, that will be updated as legislation dictates. We welcomed Prue Younger to the Board in March and it’s been good having a pair of fresh eyes from outside the industry providing an independent viewpoint. We are working toward incorporating governance suggestions into how the Board operates.
Board nominations
The FCNZ Board has continued with physical monthly meetings in an effort to maintain connectivity. Zoom meetings in the evenings are also occurring, but there’s nothing like a good face to face. For our May meeting we returned to
Day on the Wednesday of the Conference
Auckland and our June meeting is being
fencing oriented fun competitions and
one of our Partner venues, Summit in
planned for Nelson, with Waratah as the venue host.
discussions on fencing techniques and how they apply to the regions.
Webinar Series
With the current drop in Covid-19
No matter how many years we have been
better able to plan and allow for more
learn, hence the FCNZ Business Staples
informed certainty towards events. The annual FCNZ Conference in August is
late in its planning due to the months of
uncertainty, but rest assured that Jaime now has a slick social format planned that will make the most of getting out
and about into the countryside, seeing some local work, a bit of business
upskilling and meeting a lot of old and
new acquaintances, many of whom have become friends. Following on from last
year’s Conference in the Bay of Islands it was certainly the old and new faces that helped to make it a success.
With our FCNZ Partners being starved of Field Days this year we are putting
together the FCNZ National Fencing Field
6
that will have a blend of Exhibitors,
2022 Conference & AGM restriction levels and mandates we are
ISSUE 65 / JUNE 2022
Thankfully we are all busy in our businesses but there are growing issues in the industry that can’t be ignored. It’s beneficial to take time not just for oneself and our families but also look at the wider picture and how we keep pace of and help create change within the industry. To this end we are looking for capable Board members to join up in August, so please consider putting your hand up if you want to help enable the growth of your Association.
in business there is always something to Webinar Series that we are running
monthly through into November being of
particular value for everyone. Included are legislative updates on privacy laws and
Health and Safety; the concept of credit
checks and protecting your ownership of
materials on the job once installed and an enablement of running a business in an
organised manner – especially in relation to getting paid on time and how to cost
out expenses. See page 43 for our webinar programme.
Member benefits Member benefits are always top of our
minds and the FCNZ website will now have a member’s only area for logging into for valuable resources.
Welcome to Prue Younger Following the Board Nomination process in March, we welcomed Prue Younger to the Board of Fencing Contractors NZ. Prue is the Chief Executive of the Forest Industry Contractors Association, is a Director of her own marketing and public relations firm Public Impressions Limited and has a wealth of governance experience, having been a Trustee and Chair of multiple organisations since 2006. We are delighted to have Prue on the Executive Board and look forward to her input. As Prue was appointed mid-year by the Executive Board, she will stand for formal election at the 2022 Annual General Meeting.
WIRED MAGAZINE
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Marketing and Events update 2022 Conference and Annual General Meeting
FCNZ Website Update – Members Area
We’ve been working hard on Conference planning, and we’re delighted to announce that the National Fencing Field Day is BACK on the programme! See page 32 for more Conference information.
As part of our ongoing work to support our members, we are creating a membersonly area on our website. Once logged in you will be able to find a number of resources in this space that are designed to support you to grow your career and your business within the fencing industry. Some examples of these are:
Fencing Best Practice Days
• Business Staples webinar recordings
• Templates for Employment Contracts • Articles about running your business • Partner offers All current members will soon be receiving a computer-generated email which will contain the website log-in details. If there are any issues please don’t hesitate to reach out to admin@fencingcontractors.co.nz.
These have been locked in – get them in your calendar now! It will have been 18 months since our last Fencing Best Practice Day and we’re super keen to get back on the road with our partners. • 27 September | Tauranga • 29 September | Gisborne
New membership billing cycle From 1 April 2022 the FCNZ moved to an annual membership billing cycle. This means that in April every year membership invoices will be sent out for the period 1 April - 31 March. New members joining after October will pay 50% of the annual membership fee and will be included in the invoicing
We’ll be updating this part of the website regularly with new information and updated offers from our Partners so make sure you check back regularly.
cycle in the following April. As you can appreciate, this shift has created quite a bit of admin work so we appreciate your patience as we work through the process. If you have any questions contact admin@fencingcontractors.co.nz
New Partners Over the last three months Fencing Contractors NZ has welcomed three new Partners to the FCNZ family. We look forward to working with them to grow the profile of the fencing industry and having their representatives at our various events across the country and giving our members a chance to see, feel and test their products in person.
Gold Partner
Power Farming sources leading tractor and agricultural machinery brands from around the world and distributes them through extensive dealer networks in New Zealand, Australia and America. Without exception, the brands concerned are best-in-class products incorporating the latest in technology and design. In New Zealand, the company owns, either in whole or in partnership with a local operator, an extensive nationwide network of 21 dealerships.
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ISSUE 65 / JUNE 2022
Silver Partner
Stronghold are a nationwide provider of farm gates and animal management products. The team at Stronghold prides themselves on the ability to supply the best price for quality product in the market. Stronghold products are available through merchants like Farmlands stores, Farmlands Card, PGG Wrightson, Farm Source, and Rural Co card.
Silver Partner
Fortress Trailers was born out of the desire to deliver to the market a sound solution for mobility, storage, versatility and security of tools and equipment across a wide range of trades, clubs and service providers.
Partner Upgrade
In May we welcomed Beattie Insulators as a Gold Partner of Fencing Contractors NZ. Beattie Insulators was a Silver partner from 2019 and we are thrilled that the team at Beattie Insulators have elected to invest in their partnership with FCNZ to expand their reach in Years of research and Canterbury the New Zealand market. development have gone into the Timber & Hardware design and manufacture of their Beattie Insulators supply a wide first trailer which is now available range of electric fence Insulators to the New Zealand market (the and electric fence products which ‘Tandem Axle Tool Shed’.) include Unbreakable Gate Handles and other gate accessories, Fence The high trailer specifications and Reels with unbreakable bobbins, broad range of optional extras Underground Cable, Pigtail and offers any business the ability Wire Outriggers, a large range of to multi-site their operations or HotTape, HotWire and Electric enable delivery of increased pay Bungi the original Sprong Electric loads of tools and assets, with Fence Gateway for Centre Pivots increased security. and Motorbikes.
C TH
WIRED MAGAZINE
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Board nomination period open The Executive Board of Fencing Contractors NZ (FCNZ) would like to advise members that nominations for the Executive Board are now open. The nomination period will run until Wednesday 27 July 2022. The Executive Board of FCNZ has a critical role to play in lifting the profile of the Association and the standard of fencing and fencing contractors in New Zealand. Being on the Board offers an attractive opportunity to grow personally and professionally. You’ll develop skills and gain irreplaceable experience while having the chance to drive and influence the decisions and direction of the Association. As part of the team, you’ll be happy to commit for two years to make improvements for the industry and our members. You’ll not only be aware of the ins and outs of the industry, you’ll be passionate about making it better for professional fencers. Being reasonably tech-savvy is a plus, as much of the Board’s work is carried out online. You’ll need to be happy to commit to contributing to
regular meetings, attending events and showcasing best practice. As a result of the Association’s ‘retirement by rotation’ policy, two of our elected directors will retire at the AGM and may offer themselves for re-election. Two directors have also elected to step down from the Board. FCNZ is therefore seeking nominations to fill four Executive Board positions. These positions have a tenure of two years.
THE APPLICATION PROCESS
Nominations for the Executive Board need to be completed online (fcanz. co.nz/2022-board-nomination) and submitted by Wednesday 27 July. Both the Nominee and the Proposer must be paid up members of FCNZ. The Executive Board of FCNZ has a maximum of seven elected directors and, in the event that the Association receives more nominations than there are positions available, a Board Election will be held with the AGM (4 August) whereby the members in attendance will elect the four nominees they wish to represent them on the Board. If you have any questions regarding the nomination process, or the role of a Board member, please get in touch with Jeanette Miller (027 432 2033) or FCNZ President Phil Cornelius (027 274 4188).
PermaPine – business roadmap for the future Similar to many of you we have faced many challenges over the past couple of years. In your business, like ours, we are facing stricter compliance, labour shortages, rising input costs, Covid disruptions etc.
This article will not refer to any of this, rather its about providing an update about developments at PermaPine.
Our objectives in this process were:
3 years ago we mapped out our priorities for investments we needed to make over a 5 year period to develop PermaPine and better position the business for the future.
•
•
•
• Ian Potter supervising the unloading of a new treatment cylinder
•
To reduce business risk and improve compliance To improve environmental sustainability
To lift production and improve efficiencies to allow us to better service our customers. To increase our self sufficiency
To reduce manual handling and change the way we work, this allows us to develop and recruit staff into more appealing work.
These investments often require a “leap of faith” and are challenging. Three years on, and we can look back with a lot of satisfaction on the changes we have made here at PermaPine to better position our business and progress on achieving our objectives. Here are some of the highlights:
1. Installation of a wood biomass boiler which burns post peel we generate from our production process to produce steam to dry wood prior to treatment. PermaPine are one of the only roundwood manufacturers burning wood waste, rather than fossil fuels, to produce steam. This project reduces emissions, allows us to be self sufficient for fuel, and reduces business risk.
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WIRED MAGAZINE
Automated Pointer
Here at PermaPine we’ve had an ambitious list of priorities. We can reflect back on the last 3 years with the satisfaction we have better positioned PermaPine to meet our customers future needs. PermaPine are proud to have been a Gold Partner with FCANZ for 8 years. We encourage you to specify PermaPine product with your local merchant. Article supplied by:
3. Installation of an automated post pointer, reducing manual handling. Shavings from the points are burned in the biomass boiler. 4. Commencement of a new treatment plant to allow product to be treated and wood preservative fixed into timber. This project will provide the highest levels of compliance and environmental sustainability.
WIRED MAGAZINE
Industry & Innovation
2. Automation of a post peeler (main photo) to reduce manual handling and lift production.
C T H Canterbury Timber & Hardware
Wood Biomass Boiler
ISSUE 65 / JUNE 2022
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CONSISTENT RESULTS
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ISSUE 65 / JUNE 2022
stockade.com
WIRED MAGAZINE
Scenes worth sharing – update on Stockade artwork
It’s now a whole year on since Mystery
own style that fits New Zealand’s unique
gatherings for rural New Zealand. At that
works include paintings for the likes of
Creek June 2021, one of the last mass
time Stockade was celebrating another attribute of fence building alongside
Ross Lewis, British-born internationally-
acclaimed painter and mural artist – the “art of fence building and how the fence has
helped to create and define our landscape”. Live on the Stockade site, Ross captured a quintessently New Zealand fencing
building scene on a 2.8 x 1.2m wooden
frame, drawing on general and technical advice from visitors and competitors. Landscape painting is one of Ross’s
loves and says he has developed his
landscape and light. His commissioned
actor/director Alan Rickman, Formula One Race driver Damen Hill and reality show personality Simon Cowell; as well
as recreating the murals of Pompei. Intially plans to display and auction
the painting post-2021 Fieldays were
scuppered with the various restrictions in movement.
Stockade Sales Manager Warren
McSkimming says the team is hatching new plans.
the fencing community and we want to give the rural community the best access and time to enjoy it – and then auction the piece for a rurally-connected charity. We will keep you posted.”
Industry & Innovation
A fence is a mechanism of containment and protection. That’s an interesting thought as many of us felt a little ‘fenced in’ over this last year with limits on gathering from paddock to town and town to city.
To register your interest please email info@stockade.com and or follow Stockade on social media. To check out more of Ross’s artworks see www.rosslewis.work or contact him at ross.bex@icloud.com. Article supplied by:
“We love that Ross’s artwork is has been a collaborative effort with people from
Contact your local Stockade representative for a demonstration of the ST400i or ST315i and learn how to build efficiency into your business. See how they can help you futureproof and improve your business productivity.
C T H Canterbury Timber & Hardware
WIRED MAGAZINE
ISSUE 65 / JUNE 2022
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Traction key for winter weather fencing The risks are high when you are working on steep fence lines or when it’s wet and slippery. It can mean thousands of dollars of gear sliding away, or your personal safety put in danger. One of the most effective ways to
Swansson has spikes on both of his
tractors? “Safety for family & staff”. Spikers also give you the advantage of keeping
going during winter or in steeper country, as Swansson said: “[It] gives us extra
stability and traction, on days that are a bit marginal, and allows us to keep going.”
improve your safety is the grip and
We understand that Spikers need to be
on the ground and stopping the slip. By
used regularly without too much hassle.
traction of your tractor, keeping yourself adding Steel Spike Wheels to your tractor tyres you have an extra edge, anchoring the wheels into the ground, massively improving stability.
We recently visited David Swansson
of Bang It Fencing, and owner of two sets of Spikers, to hear his thoughts
and feedback. Safety on the farm and fence line is paramount, especially
when this work is often in remote places
16
and sometimes alone. The first reason
ISSUE 65 / JUNE 2022
versatile and easy to use so they can be As Swansson says: “Spikes are with us in any situation that they are called upon”.
With Kyne Spikers you have the ability to
adjust the spikes, they can be put right in
After having Spikers on both of his Fletcher Wire Products™ | Gallagher™ tractors for a few years now, we asked Swansson whether he’d be without them, he says “I couldn’t see how I’d run my operation without them”. The small investment in adding these spikes to the wheels saves you time and money overCanterbury and over again. Safeguarding Timber & Hardware the big investment you’ve made in your tractor and all the gear in and on it, and giving you and your family peace of mind when you head out.
C TH
Listen to the full video on our website at www.kyneequipment.co.nz.
having to take them off. They also have
Call us to learn more on 0800 465 963. Make your move today, for every set of Spikers ordered in the month of June you will get a FREE Oilskin Vest!
you the flexibility in the amount of grip
Article supplied by:
when you’re not using them so you can
go down the road to the next job without a full length or half-length setting, giving you need.
WIRED MAGAZINE
| Steel & Tu
Part# BSG401
Longer Rolls, Less Joins X FENCE TM
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LEAVE NOTHING TO CHANCE Also available in 50m, 100m and 200m rolls
Postal recycling scheme – turning soft plastics into fence posts Future Post has teamed up with NZ Post and The Packaging Forum to offer New Zealanders a courier pick-up of their discarded soft plastics. Couriers will collect soft plastics for recycling into fence posts during a three-month trial by NZ Post, which started on 22 April. During the trial, consumers can buy and
With processing machinery specifically
plastics, including bread bags, courier
Wenzlick explained the soft plastic
fill a special pre-paid courier bag with soft bags, bubble wrap and dry pet food bags. A courier can then be booked for pick-up as normal.
The plastic will then be sent to Waiuku business Future Post to be made into fence posts.
“Supporting this project and making
packaging is granulated into small chips
and put through an extruder before being moulded into fence posts.
“It takes approximately 1500 bags to make one standard fence post.”
He said the factory can turn out around 800 posts a day.
it easier for Kiwis to recycle their soft
The $7 pre-paid bags would be available
own sustainable packaging goals,” NZ
Warehouse and Warehouse Stationery
plastics aligns perfectly with NZ Post's Post group sustainability manager Dawn Baggaley said.
Future Post managing director and farmer Jerome Wenzlick said the process of
turning soft plastics into fence posts was like cooking.
“There’s definitely a bit of a recipe to it, and we did a lot of homework to make sure we got the recipe right," he said.
18
designed and made in New Zealand,
ISSUE 65 / JUNE 2022
from selected NZ Post, New World, The
“
It takes approximately 1500 bags to make one standard fence post
Emissions from their collection would
also be offset, making it carbon-neutral. The courier collection will expand on
the Soft Plastic Recycling Scheme, a
voluntary product stewardship scheme operated by The Packaging Forum.
Soft Plastic Recycling Scheme manager, Lyn Mayes, said the partnership opened the scheme to communities without
access to a soft plastic recycling bin, and those who were unable to get to their
local store to drop off their soft plastics. The Warehouse Group chief sustainability
stores from April 22.
officer, David Benattar, said the service was
While the courier bags were also made
access to convenient recycling solutions.
from plastic, a lot of thought had gone into minimising their environmental impact, NZ Post said.
Each bag was made from 80% recycled
plastic and could hold up to three weeks’ worth of soft plastic waste from the average household.
a step towards giving all New Zealanders
“We’re focussed on making it as easy as possible for our customers to recycle.
Through this new initiative, anyone can
pick up a pre-paid courier bag, take them back home or to the office and fill with
their soft plastics and NZ Post will do the rest,” Benattar said.
WIRED MAGAZINE
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FEATURE SUCCESSION
FEATURE
New venture offers new start for father and son team In a family business it’s often the parent that hands the reins over to their children and brings them into the fold to teach them how to run the business. Not so with Young and Sons Fencing –
around 4 - 5 years, which is where he
The learning curve of running a business
50-year-old father Kevin had been self-
quality standards.
good at reading and writing at school
starting up in business was the first time employed during his working career and,
equally, quite a young age for 23-year-old son Quade to venture down the road of self-employment.
Kevin had fenced on farm jobs when he
was much younger for a couple of years, then his mainstay became truck driving.
Driving tankers for Fonterra for 15 years and bulk trucks, logging truck for over
5 or more years. From Ōpōtiki and living in Edgecumbe in more recent years the
Young family name has been in the area for quite some time.
Quade left school and did various work,
including about 3 months with Tight Wire Fencing in Taupō. He was employed by Stockland Fencing in Whakatāne for
20
ISSUE 65 / JUNE 2022
was taught fencing techniques and Quade left to do some motorbike
mechanic work in Taupō and admits to drifting a bit, he also missed outdoors work. Kevin had been urging Quade
to work towards self-employment and both comment that self-confidence
was lacking to go down that road. Kevin suggested that they go into business
together, and so began a real learning
curve for the first-time business owners. In 2017 Young & Sons Country Fencing
Ltd was formed. The “sons” came about in the instance that Kevin’s oldest son
might also come on board in the future
and the “Young” was based on the family
name being long associated with Ōpōtiki which might help with recognition.
begun in earnest. Kevin who was never and who left early is proud of their
achievements. “It was a big move in my
50s to start out afresh and have to learn the ropes both ‘on and in’ the fence line. Even the physicality of fencing with an
older body has had its challenges and I
do stretches every morning – I’m hoping the knees hold out.”
For their first fencing job together, both were living in Edgecumbe, but while
driving a logging truck to Huntly Kevin
noticing a big stockpile of materials on
the Station and Kevin got talking to the farmer who had visions of doing their
own fencing. After expressing an interest, they came to an arrangement that Kevin
and Quade would use the farmers tractor and post driver, supplying all their own
WIRED MAGAZINE
Photo credit: Roz Anderson Photography
SUCCESSION FEATURE tools and labour. This launched their fencing business, working on the station for about 6 months. Word of mouth got them working in Gordonton and then the Raglan area after about 12 months.
“
Their decision-making process in the business is based on equality. Kevin doesn’t play the leading role, they discuss plans and decisions and come up with solutions together. It’s certainly not the case of having one boss
Kevin had the old ‘farming” style fencing knowledge and looked to Quade who had a good foundation in fencing to learn from. Quade had been taught industry standards and Kevin looked to these learnings, then the pair set about working towards the finer details to maintain uniform standards and focus on quality, like knots being uniform, planning stays. Their decision-making process in the business is based on equality. Kevin doesn’t play the leading role, they discuss plans and decisions and come up with solutions together. It’s certainly not the case of having one boss. They decided to work as a two-man team and focused on systems to help make them effective. In setting up Kevin and Quade brought their hand tools, a post hole borer and
used Kevin’s Ute. Their next step was
buying a single cab Hilux that they set up as a dedicated fencing Ute. During those first twelve months Kevin and Quade used the farmer’s tractors and post look at buying their own machinery.
They started out working hourly, then started looking at what things were
costing them, spoke with some other
fencers about the way they were charging
“
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drivers and meanwhile built-up funds to
When you have new, or more importantly wellmaintained gear, I think it helps with making you come across as professional and know what you’re doing
out (hourly, per metre, per unit etc) and started getting a feel of what was happening elsewhere. With work on the books - both behind and in front of them - they had the confidence to set about buying new machinery. Kevin comments “we decided to buy new because of the warranty, peace of mind, less maintenance. I don’t like fixing gear and look at maintaining it from the onset knowing the machine’s history is a plus.”
Kevin and Quade Young. Photo credit: Roz Anderson Photography
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When asked what new gear might mean for a client’s perspective Kevin admits he thinks it has a bearing “when you have new, or more importantly well-maintained gear, I think it helps with making you come across as professional and know what ISSUE 65 / JUNE 2022
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FEATURE SUCCESSION you’re doing. I know in reality that this doesn’t makes you a better fencer, that’s on you and your quality and your systems, but I think it does come into play with customer perception and how they see it as in how you approach your business.” Fencing in the Raglan area for 3 ½ years the team of two has served them well and they saw no need for employees, also being cautious that being employers would put pressure on bringing in more work. They even lived together in the same house with Quade and his partner Tayla, finding that they could manage to work together and live together well.
Kevin has quickly found work is plentiful and he is grateful to retired fencer Jimmy Fisher who has gone out of his way to introduce Kevin to some of his clients that were still ringing him up. Jimmy is in his late 70’s having retired three or so years ago, having fenced for a lifetime
with a 2-wheel drive David Brown 990 tractor with duals, a belt driven post driver and a good spade. Jimmy seems impressed with Kevin’s set up and where he can get to. Young and Sons Country Fencing will continue to be run as one business with two accounts, both Kevin and Quade being responsible for their own bills etc. Quade has settled in the Raglan area and partner Tayla works in Hamilton. Kevin and Quade continue to communicate and discuss work regularly as equals, both proud of what they are achieving in their own periods of their lives.
Quade sums up the commitment that has been made and appreciates what his Dad has done for him. “Dad had a steady job and income, he put that aside to help me get on my feet and find direction. We have worked and lived closely together over these past five years and others said it wouldn’t last, especially with no time apart. But we have had little friction between, never had any major problems. I am grateful for what he has done for me and that I wouldn’t have done it without him.”
Article written by Debbie White
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Just before the end of November 2021 Kevin returned to the Ōpōtiki area and set up a second operation. He acquired the machinery over the previous 12 months, taking the existing tractor, with Quade getting a new one and Kevin buying a good quality second hand post driver from the manufacturer.
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SUCCESSION FEATURE
Succession planning is a business strategy used to pass leadership roles down to another employee or group of employees. It ensures that when important people move on to new opportunities, retire, or pass away the business will continue to run smoothly and without interruption.
For the multiple generations of family involved in Barakat Contractors Ltd,
succession planning is about much more than that. It’s also about up-skilling the team, so they have an opportunity to
progress in their own fencing careers if they choose to.
A natural progression Henry Barakat started fencing at 16 while
working on farms, so it seems only natural that he would set up his own fencing
business. Now, more than 40 years later there are 3 generations of the Barakat
family involved – with the next generation already playing with tools of the trade. In 1979, Henry’s son Dale joined the business and spent many years
working with his father as an equal business owner.
“We’ve worked together for 40 years and
never had a fight” says Dale, “Because we know when to walk away, think about the issue, and then we’ll come back and talk it through”.
It’s this level-headed approach to challenges that has seen Barakat Contractors continue to prosper.
The next generation Third-generation family member Carl
joined the business as a 20% shareholder in 2006. He then bought a further 30%
in 2018. Carl first officially started on the tools when he was at school – though (like his own sons) he’d been playing
FEATURE
When succession planning is about more than just family
with spades and other fencing tools for years. “As a 16 year old school leaver I didn’t have a plan to join the business, so I helped a family friend do some roofing. I did that for a week before Dad (Dale) rang me and said I need you back and this is when I joined the business full time and I haven’t left since”
“
We’ve worked together for 40 years and never had a fight
“Some of our foremen/supervisors are older than me but even though I was family to the bosses, I earned their respect by starting at the bottom and
Picture: Barakat staff ready for their annual fishing work do
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FEATURE SUCCESSION 40+ Years of favourite projects
Left to right: Carl, Henry and Dale Barakat
With so many years spent fencing there have been many memorable projects. For Henry it was building yards for 1600 head of cattle at Lochinver Station. “We designed and built those yards – they could fit 4 truck & trailer units at the same time. The cattle were for export and needed to be moved out of the yards quickly, so they had to be just right.” Dale has fond memories of working on Waiheke Island. They were supposed to be there for 10 days only but ended up having Barakat crews on the island off and on for over 12 years. During this time they completed many different types of work including 100+ km of conventional fencing, 10+ km of hand dug bush roadside fencing, and installation of 100-acres of vineyard post and wire grape vine runs. Installing high-security fencing at
FEATURE
working my way up.” says Carl. “They know that I can talk the talk because I know how to be on the tools - and to this day I still am” Carl goes on to say that succession planning is not just about the family but the people who work for the business too. “We hire a lot of people straight from school and help them learn the trade. They’re not just a number. They can come and talk to any one of us and we will hear them out. We often get told that people love working for us because we are good to work for and it’s not only a job we offer but the little things we help with out of hours.”
Crossing ‘t’s and dotting ‘i’s When it came time for Carl to join the business, the family contacted their accountant who talked them through the process and how best to structure the
business - not only for the new structure but in consideration for how Henry might exit the business at a later date. “So that
“
We hire a lot of people straight from school and help them learn the trade. They’re not just a number. They can come and talk to any one of us and we will hear them out
the process was fair and transparent, the business shares were appraised at market value and that is what we paid” says Emma Barakat, Carl’s wife. Following proper process is part of the Barakat way of business. Dale says that it is the “small things” that really matter such as returning voicemails, following up on emails, and fair rates. They also don’t tend to pick and choose their jobs. “We get asked ‘can you do it” a lot so we look into how to do it and get it done” Dale adds.
“We started off by fencing in the winter to keep our shearing crews employed, and it grew from there” says Henry. Now rural fencing makes up about 30% of the Barakat projects, predominantly in the Waikato region. The remaining 70% of the work is in security fencing, with the team specializing in fences for high-security facilities such as Corrections, power generation and commercial sites.
“There’s a lot of paperwork and hoops to jump through for some of those big jobs but it is worth it in the end” says Carl
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Rolleston and Tongariro prisons has been a firm favourite for Carl. “You get to meet great contractors and was a nice environment to work in.”
What’s next for the Barakat family and crew? Business as usual completing agricultural and security fencing around the country and running after the 4th generation of Barakat children plus much, much more. Barakat Contractors are always on the lookout for new people to join the team. Article written by Jaime Bigwood
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FEATURE
FEATURE SUCCESSION
The strength of a family enterprise There can’t be many fencing contractors who can thank wine for contributing to their business’s success. But such is the case for Marlborough based family business Renner Fencing Contractors. Terry Renner started fencing in 1968
the fencing business. Five years later, the
how to fence to the high standards set
a second), along with two Taege post
with Dymoke Clunies-Ross, teaching him by Dymoke.
Materials used back then were flat
business purchased one tractor (leasing drivers and started working on vineyard developments.
standards, T-irons for angles and railway
Bradley Renner was the first of Terry’s
concrete posts starting to being used on
a big fencing job up on Muller Station.
sleepers for end strain assemblies, with
the flats. Treated posts and BHP waratahs were to follow.
Shearing was Terry’s first venture into
self-employment, having learnt to shear as a young man. A shearing gang was
employed in 1989, adding to the fencing business, and taking the business
from two to 16 staff. And thus, Renner Contracting Ltd, was formed.
The shearing run was sold in 1998, with
Renner Contracting managing a farm and
sons to leave school in 1991 to help with Bradley was only 15 and not enjoying school at the time.
Michael (Mike) was pulled out of school in his 7th form year once the first XV rugby was over for the season. Both
boys worked at the local freezing works and fenced in the off season. They also dabbled in the woolsheds from time to time, picking up other skills like wool
handling, penning up and pressing the wool, and picking up the handpiece.
In 2001 Mike did what many of his peers did and took off for his OE, taking his shearing and fencing skills with him. While in Scotland he picked up some useful residential fencing knowhow and on his return to New Zealand, started up a residential fencing crew at Renner Contracting. KC Fence Systems provided
“
From two tractors, two Utes, a motor bike and two trailers, refinancing to have three tractors and buying a new Revolution Post driver followed by a second a few years later
training for the installation of their security fencing which expanded the business’s service offerings further. Mike & Bradley brought into Renner Contracting in 2008 when the freezing works closed down. The money received
Photo: Left to right, Bradley Renner, Terry Renner and Mike Renner on the tools together
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SUCCESSION FEATURE
“
I quite enjoyed the variety of keeping my hands on the tools and some paperwork. As time has gone by and with help from a business mentor, I have put down the tools to steer the ship, so to speak
Terry says of the vineyard development work, “We were doing full development, starting with laying out of the posts,
strainers and stays, driving intermediates with a subcontractor with post drivers until the diggers come on the scene. Strainers were hit in with the Taege Posts drivers and the stay done with a digger. Wire running and irrigation was run out to finish off.”
With demand for vineyard work piling up, Renner Contracting had to expand their machinery “from two tractors, two Utes, a motor bike and two trailers, refinancing to have three tractors and buying a new Revolution Post driver followed by a second a few years later” says Terry. Mike took over the quoting side of the business in 2012 and was managing it after hours, while remaining on the tools full time (a position many fencing contractors will recognise). There came a point, Mike says, where it got too much, and elected to put a day or two aside for looking at jobs and quoting. “I quite enjoyed the variety of keeping my hands on the tools and some paperwork. As time has gone by and with help from a business mentor, I have put down the tools to steer the ship, so to speak, running four fencing crews. I now meet new clients looking at jobs, quote, sort materials, assign staff the next job and invoice.” Health and Safety takes up a lot of Mike’s time, along with the daily admin of emails and phone calls. “The days have gone where the farmer calls you on the landline in the evening with a job” Mike says. “You’d turn up on the job with no phone at work, and no paperwork done. A handshake was the contract for the job.” Owning and operating a business in 2022 comes with a different set of challenges and opportunities that business owners have to acknowledge and embrace.
Dymoke le on the tr veling up the n ew stra actor dri iner and ving the Terry old pos t driver
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“We live in a paperwork and technology-run world now and if you don’t move with it, you get left behind” says Mike. Terry semi-retired in 2021 and is now paid an hourly rate for the odd hours he does running materials around and “checking in on the crews to make sure Dymoke’s high standards are kept in place and are in good health” he says.
d his farther the tractor an Terry driving ht rig his to er Charles Renn
“
The days have gone where the farmer calls you on the landline in the evening with a job. You’d turn up on the job with no phone at work, and no paperwork done. A handshake was the contract for the job
FEATURE
from their respective redundancies went towards a deposit on a new tractor and truck. Both sons received a 25% share each in the business, with Terry retaining 50%. Renner Contracting continued to specialise in vineyard development and fencing, going from 4 staff to 8 permanent and 6 casual staff.
Renner Contracting has been restructured further to recognise the wider family involvement and contribution. Terry now holds a 30% shareholding, with Mike holding 24%, Olivia Renner (Mike’s wife) owning 11%, Bradley 24% and Michelle Renner (Bradley’s wife) owning 11%. The future of Renner Contracting looks solid, with both Bradley and Mike’s sons showing an interest in fencing. And, even if they don’t end up in the family business, with Terry keeping the grandkids busy during the school holidays by working for the business, they’ll know the satisfaction of a hard day’s work and have some incredibly useful life-skills to take forward into adulthood.
Article written by Mike & Terry Renner and Heather Kawan
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FEATURE SUCCESSION
Farming, fencing and family Luke Tarson’s family had looked at a farm in South Otago when he was 12 years old. They missed out on the property – but from the first time he saw the hills and tussock, the young Cantabrian knew he would be back.
Luke and Rachael Tarson
Eighteen months ago, Luke returned with his wife Rachael. Rachael manages a farm just outside Balclutha on the BalcluthaOwaka Highway while Luke runs Tarson
FEATURE
Fencing and services a wide area from the Catlins to Teviot and West Otago. Farming and fencing provide a perfect complementary existence for Luke and Rachael.
Making the call Luke’s good fortune seemed to kick off when he made a phone call as a youngster. While still in Canterbury, Luke rang the neighbour of the Clinton farm that his Dad had looked at buying. “I was 16. The farmer said I was way too young for a job, but I could come for tea. I went to tea.” The next morning, Luke had a fulltime shepherding position. Two and a half years later, with a little more experience and a bit of money saved up, he headed to Lincoln to complete a Diploma in Farm Management. The boss on that Clinton farm was an ex-fencing contractor. He had fenced his way into farming. During the winter fencing work, the farmer noted that Luke was picking up fencing skills quite quickly. He suggested Luke “could make something of them”. “I probably didn’t give it a whole lot more thought until I was at Lincoln.”
The side hustle Luke hadn’t met Jared Alloway before he headed to Lincoln. He just made another phone call. “I told him I was getting a wee bit bored and needed something to do on the weekends.”
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“Jared was a phenomenal fencer. He wouldn’t compete because he fenced five days a week and wanted his weekends. If he did compete, he would have been quite something. One of those people who was just so efficient and with a real eye for detail. A real top fencer.”
No sooner had the pair arrived in England, Luke discovered he hated London with a passion. Rachael found a phone number on a UK job site for a fencing contractor. She made a call!
“I ended up fencing for Jared every holiday through the year, and quite a few weekends. It was then that I thought ‘fencing could be a good thing’.”
Moving North Fencing really came to the fore a few years later. Luke had met Rachael, a Southlander. They were managing a farm in Slopedown on the edge of the Catlins at a time when Luke’s parents sold the home farm in Canterbury and moved up to the Manawatu. “Dad passed away, so Rachael and I went North to develop that farm for Mum. We did about 30kms of fence line in the summers. The hill country gets too wet and slippery in the winter so we thought it would be the perfect time to do an OE.”
Residential fencing, England
Within days the pair found themselves in the Chiltern Hills with Luke fencing and Rachael managing a slew of 10-acre lifestyle blocks and their inhabitant sheep. WIRED MAGAZINE
SUCCESSION FEATURE Luke’s mother’s farm, near Woodville
There hasn’t been a spare week in the year and a half since Luke’s and Rachael’s arrival in South Otago. Business is good and now Joseph Tarbotton, Luke’s brother, has also come on board.
“I thought, maybe we might be onto something fulltime, and Tarson Fencing began!
One thing Luke loves about fencing is the flexibility. “I am my own boss so I can give Rachael a hand on the farm, and I don’t need to check with anyone if I can take time off.”
Following the heart Both Luke’s and Rachael’s hearts were anchored in South Otago. An opportunity came up for Rachael to manage a farm down South. It took a mere reassurance by the new boss that the whole country was short of fencers, and they were off. The bulk of Luke’s work is waterways, riparian, and wetlands, most through the Pomahaka Wetland Restoration project using netting and hot wire to keep sheep and cattle out. Work has flowed in. “There’s a lot to do fencing off waterways as well as replacing and rebuilding fences from the 70s and 80s development boom. Every local contractor already has an existing client base so I fill the gap for waterways fencing fairly well. Also, many contractors have waiting lists, so they have been quite happy with me taking up the slack.”
Luke says if someone enjoys variety, being outside and a bit of physical work, then fencing is a good career. “Once you start fencing it becomes a little addictive. The competitive nature of it is like shearing, you are always trying to hit more out. But it is not like shearing in that there are 50 blows on every sheep.
“
Every fence line is different, different challenges, different ground types, different farmers, different farms.” It seems incredible that it is only 13 years since a 16-year-old lad made a phone call. Now Luke and Rachael are living their dream of farming and fencing in the beautiful South Otago landscape. Their future looks bright. Luke says if you are thinking of getting into fencing “Call a fencing contractor!”
FEATURE
Not surprisingly, the couple’s skills were missed back in New Zealand. On return, Luke’s Mum’s neighbours were already lining up, ringing and asking Luke and Rachael to do their farm fences.
Article supplied by:
I am my own boss so I can give Rachael a hand on the farm, and I don’t need to check with Canterbury Timber & Hardware anyone if I can take time off
C TH
“With many good-sized jobs on the go, I thought we could get out quicker if we fire the staples in rather than putting them in by hand. I picked up a Stockade ST400i power stapler and noticed the speed straight away. All our waterways work has hot wire, and I wouldn’t be without the Stockade stapler tool for the insulators.” WIRED MAGAZINE
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2022 Conference and Annual General Meeting Wednesday 3 – Friday 5 August With so many unprecedented challenges facing the industry, employer and employee wellbeing is more important than ever. How then, does a fencing business owner in 2022 balance running a business (often on the tools) with managing their own wellbeing and that of their employees while dealing with a constantly changing commercial, regulatory, and technological environment?
The answer? Creating a sustainable work-life balance. The 15th Annual Conference & AGM of the Fencing Contractors Association New Zealand ‘Creating Work-Life Balance’ will be held at the Scenic Southern Cross Hotel in Ōtepoti (Dunedin), on 3-5 August 2022. The annual Fencing Contractors NZ national conference has established a reputation as the premier fencing industry event in New Zealand. The conference theme ‘Creating Work-Life Balance’ will investigate how fencing contractors can support their own wellbeing and provide for the wellbeing of those they work with; reaping the reward of an engaged and motivated team; and being able to confidently step away from the fence line to focus on building a stronger business. Conference 2022 will also explore tools available to the industry to simplify business processes and remove some of the daily stresses of being a fencing contractor.
Conference attendees will: •
Be enlightened by informative workshop sessions tailored for the fencing industry
•
Be informed of important changes in the industry
•
Have the opportunity to look at industry product and service offerings
•
Reacquaint themselves with old friends and colleagues and network with new ones
•
Discover a new part of our beautiful country
Wellbeing makes financial sense Wellbeing affects the bottom line – doing nothing costs you money; looking after wellbeing saves you money. 1. Every dollar spent on mental health services in New Zealand will repay the nation with $3.50 in productivity gains and other savings 2. New Zealand lost 6.6 million working days and $1.5 billion due to absence in 2016. Source: Mental Health Foundation of New Zealand, Southern Cross Healthcare Group & Deloitte.
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Conference Programme Wednesday 3 August Wednesday will see the return of the National Fencing Field Day, held at the Otago Taieri A&P Showgrounds from 10am to 3pm.
This event will be open to the public and will showcase the best products, services and equipment available to the fencing and farming communities, including tools, machinery, vehicles, clothing and personal protection equipment. The day’s programme will include competitions and product demonstrations.
Returning to the Scenic Hotel Southern Cross in central Dunedin, members will have a chance to grab their Conference packs and have a bit of downtime before joining the Board and Operations team for a Mix and Mingle evening at the Speights Ale House.
Thursday 4 August A bright and early start, with the Annual General Meeting kicking off at 8.30am, before exploring the ‘Creating Work-Life Balance’ Conference theme with the keynote speaker addressing Managing Stress in the Workplace and interactive workshops aimed at providing attendees with more tools and resources to simplify business processes and manage their own wellbeing. Thursday afternoon will see attendees join a relaxed outing to some of Dunedin’s places of interest.
On return to the Scenic Hotel Southern Cross, we’ll enjoy a welldeserved beverage before dinner. Not too many though, as you’ll want to be razor sharp for the Quiz night!
Friday offers attendees the opportunity to explore Dunedin and the wider region, with an organised tour of local interest points. Returning at around 4pm, you’ll have a bit of downtime to rest and relax before we celebrate a successful Conference with a fabulous Gala Dinner and entertainment at the historical Larnach Castle.
Location
Room type
Getting there and away
From rare wildlife and a stunning coastline to neo-Gothic architecture, contemporary arts, culture and education, a visit to the lively little city of Ōtepoti (Dunedin) is a succession of surprises. Dunedin extends around the arms of a sheltered harbour, the same stretch of waters the city’s Scottish founders first sailed up some 160 years ago, following earlier settlement by the Māori who traded across the Tasman Sea from the port of Otago.
Scenic Hotel Southern Cross
Dunedin Airport is serviced by Air New Zealand flights departing from Auckland, Wellington and Christchurch throughout the day. To book your flights go to www.airnewzealand.co.nz
Conference 2022 will be based at the Scenic Hotel Southern Cross, in the heart of Dunedin and just minutes away from the Octagon, the Speight’s Brewery, the Dunedin Railway Station and all the best attractions the city has to offer.
• Bed & Breakfast Rate (per night) • Superior Room (King or Twin)
• $199.00 single / $219.00 double
Book your accommodation now by either: • Calling the hotel direct on 0800 69 69 63 and quote the reference number # 1621663
• Emailing the hotel at southerncross@scenichotels.co.nz referencing the FCNZ Conference.
Training & Events
Friday 5 August
Dunedin Airport is 30km from the City Centre. Transport from the airport to the City is available via Dunedin Taxis, Uber, or Super Shuttle. Pre-booking is advised for the Super Shuttle.
Registration
Registration for the Conference is available now via the Fencing Contractors NZ website www.fcanz.co.nz
PRICE: $420 pp or $780 for two. Places are limited this year, so make sure you book your spot as soon as registration opens.
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“It’s a lot quicker, a lot faster” JACK LARSEN - FARMER
AVAILABLE THROUGH YOUR NEAREST DISTRIBUTOR.
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Connections and knowledge key Conference benefits FCNZ encourages all members to come along to Conference, but especially our newest members. Conference provides an opportunity for members to meet the Board and Operations team and connect with fencing contractors from across the country and key representatives from our partner organisations. There were nearly 30 new faces at the 2021 Conference held in the beautiful Bay of Islands. It was great to have their new ideas and fresh energy along to contribute to the successful event.
He enjoyed learning all the different ways and tricks of other contractors, which can help if you’re stuck in the same way of doing things.
WIRED caught up with a few of them after the event and asked them for their thoughts on their experience of being a ‘first timer’ at an FCNZ Conference and what they took away from it.
It was interesting to see how differently work is carried in the North Island, some of which wouldn’t necessarily work in the South Island.
Alec Watson – Makarora Contracting (Makarora)
He was excited to see the industry that was once seen as a “bottom of the barrel” job was lifting its game and fostering professionalism.
Quade Young – Young and Sons Country Fencing (Raglan)
Quade had been wanted to get to conference since starting up the business, but as happens in business, things kept getting in the way,’
Training & Events
Quade in hammer-throwing competition action, National Fencing Field Day, 2021 Conference
“This year we thought, bugger it, we’re going to make it happen.” Alec with his charity auction win, 2021 Conference
Alec decided to register for the conference after checking out the itinerary on the FCNZ website. Being relatively new to the industry, he felt attending the conference would be useful to him and his business. “And the Bay of Islands is always a nice spot to go to,” he added. He’s pleased he signed up, saying he enjoyed the whole thing from start to finish.
“Meeting all the other contractors was great, and getting lots of different ideas.” “It was good working out that what you’re doing and [how you’re] going about things is the right way. It’s reassuring to know that. “Everyone was pretty open and happy to talk about how they do things. They were friendly and easy to get on with.” WIRED MAGAZINE
And he’s glad he did, meeting a lot of good people in the industry and learning a whole lot while there.
“It was mainly just a learning experience for us. Even if I could’ve walked away with one piece of knowledge if would be worth it, but I got a whole lot of new knowledge.” He enjoyed talking to other contractors and hearing the different styles of fencing, particularly depending on ground conditions, but also getting plenty of tips and tricks. Everyone had been friendly and easy-going and it was a great social occasion. “Everyone was an open book – it was a really easy and friendly place.” The trade day was great for breaking up the conference for some hands-on fun. “I really enjoyed that. I had a lot of fun doing the activities. I thought it was a good balance of new products on display as well as things to do. You could actually get your hands dirty.” ISSUE 65 / JUNE 2022
35
He has already told contractor mates to sign up for the 2022 Conference, and encouraged any others to do so. “Just come to at least one to make a decision there. “The knowledge that you gain and connections you make I believe will translate into more profit down the track. I’ll definitely be pushing people to come along.”
Henry Watson – Three Rivers Fencing (Methven)
Henry firstly found the conference a great excuse for a trip to the Bay of Islands. But he was also keen to meet others in the industry. “I thought that it would be a great opportunity to compare what I am doing to what other leading contractors are doing.” “I wanted to see what the conferences are all about, and I was encouraged by other fencing contractors to come along.” He found the networking to be very hugely beneficial. “I got to put some faces to businesses that I had followed and heard about. It was a chance to spend some time with the people you would normally only see on the fence line, and be away from the expectations and obligations of daily life.” It was also great to see some “cool toys” at the trade day. “There’s no downside to going. It’s not that much time off work really compared to the advantages of meeting people and networking.
“I feel like now I could pick up the phone and call people I met and share ideas or work together.”
Henry & Rosa Watson at Haruru Falls, Bay of Islands
Registration for the 2022 Conference is available now via the Fencing Contractors NZ website www.fcanz.co.nz Keep an eye out on social media and the FCNZ e-newsletter for more information.
For ALL your fencing supplies including poles, posts, strainers & fencing hardware. Also residential fencing including posts, palings, rails & landscapping timber.
0800 POKAKA (765252) | sales@mtpokaka.co.nz
www.mtpokaka.co.nz 36
ISSUE 65 / JUNE 2022
WIRED MAGAZINE
NORTH ISLAND
Fencing Best Practice Days Increasing the profile of fencing as a recognised profession and encouraging high levels of workmanship through knowledge and standards.
Tauranga Gisborne
WHEN & WHERE Tauranga | Tuesday 27 September | 9am-4pm
Gisborne | Thursday 29 September | 9am-4pm Enjoy a day out with Fencing Contractors NZ and see best practice fencing techniques showcased in practical demonstrations throughout the day.
Fencing Best Practice Trade Days are a great opportunity to learn new skills, see the latest fencing gear and meet like-minded fencing contractors in your region. WHO YOU WILL MEET? Industry Partners, Fencing Contractors NZ Board members, Health & Safety advisors; Tertiary Education providers and Fencing Contractors from across the region. WHO SHOULD ATTEND? Fencing Contractors, Fencer Generals, Horticulture workers, Farmers and those starting or interested in a career in a fast-growing industry. COST? (includes catered lunch) Non-Members: $40
FCNZ Members: $20
FCNZ Employee Members: $10
C T H Canterbury Timber & Hardware
C T H Canterbury Timber & Hardware C T H Canterbury Timber & Hardware
C T H Canterbury Timber & Hardware C T H Canterbury Timber & Hardware
C T H Canterbury Timber & Hardware C T H Canterbury Timber & Hardware
C T H Canterbury Timber & Hardware C T H Canterbury Timber & Hardware
Pre-register by Tuesday 20 September
C T H Canterbury Timber & Hardware
C T H Canterbury Timber & Hardware
C T H Timber & Hardware Text: 027 432 2033 | Call: 0508 432 269 | Email: info@fencingcontractors.co.nz | fencingcontractors.co.nz Canterbury
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How to: retaining walls I have often been asked, “what made
what work was involved. I would then
and so they also picked up the knowledge
So let me go back to 1987. Many of you
prices to the main tenderers.
have to do it. As most of my staff only has
you turn to constructing retaining walls?” readers would not have been born then. Yes, I know what you are thinking: ‘what has the All Blacks winning the first
world cup got to do with me doing retaining walls?’
October of that year was a bleak time which is now remembered as the
share market crash of 1987. People
lost a lifetime’s savings overnight and
properties plummeted in value, billions
of dollars were lost and unfortunately so were many lives (through suicide). So,
with that in mind, you can imagine what us contractors were faced with. The
work-book became very thin overnight and with three post drivers and a solid
work force, I had to think ‘majorly outside the square’.
As my staff were all experienced, I worked tirelessly to find work. I chased any
tender imaginable. I would see a roading
price the required work and send my
I would even price work beyond fencing
on these contracts, e.g., Retaining walls, Concrete Inlets, Pipe Bridges, Foot Bridges and Guard Railings.
This went on for quite some time as
- which meant long term that I did not
the basics of schooling, I have also taught them how to calculate concrete volumes into holes and square slabs, and how
to make a 90-degree angle – plus many other skills.
many contractors were also bidding for
The further training has mainly been
eventually, some of the main contractors
environmental issues, as well as traffic
these jobs due to the quiet market. But, I was providing pricing to started to win
work – which in turn gave us work. And so, the civil arm of my business was born. As time went on, we learned lots regarding pricing, contractual and environmental issues, Health and Safety etc. The
in the area of Health and Safety,
control. We have to abide by these
regulations 100%, because if they are
breached, the authorities have the power to close the job down until the issues are brought up to standard.
upskilling and training were all part of the
Consequently, we hold tickets for: •
Site Safe Passport
There are jobs that didn’t require much
•
Site Induction Tickets
•
Powder Activated Gun Tickets
•
Excavator License
•
Registration of all electrical tools
learning curve.
added knowledge, e.g., Retaining Walls and Pipe Bridges which are basically
placing poles in holes in a straight line which us fencers are good at.
and leads which have all been tested
contract for tender and would contact
The most crucial part of any construction
the Council requesting the names of the
the required levels. For quite some time
Another issue was tools and machinery.
levels with my men working alongside me
excavators to do work for us until we
Transit (now known as Land Transport) or tenderers. I would even have procured a
set of tender documents before knowing WIRED MAGAZINE
job is the set out and establishment of
I was involved in profiling and shooting
Training & Events
Over the next few issues of WIRED, Nick Liefting will be talking us through the complexities of Retaining Walls, starting with this introduction and navigating on through from basic walls to some of the more elaborate and complex.
and tagged
In the early days we hired people with
ISSUE 65 / JUNE 2022
39
slowly built up a collection of tools
ourselves, e.g., generators, concrete saws and drills, vibrators, pumps, laser levels,
etc. It was not long before we purchased
our own excavator and drilling equipment which is far more convenient.
History of retaining walls
The four W’s of retaining walls: Why
As explained earlier, there are many reasons for the requirement of a retaining wall. To name a few: • • •
Stop potential erosion and land subsidence
• •
This is the most common type of wall with poles embedded into the ground Often used with favourable drilling conditions and firm ground
Gravity Wall
Create flat land for extra dwelling or outdoor recreation areas For landscaping, garden beds, walkways, etc
Where
To define where a retaining wall is to be built is not an exacting science, however, requires careful planning and liaison with neighbours and anyone else concerned. A retaining wall in the wrong place is no fun – it hasn’t happened to me, but I know those it has happened to.
The construction of retaining walls goes back to the advent of civilisation, where back in ancient Egypt they were used
to harness the great power of the Nile
River. Tired of flooding and soil erosion, Egyptians built Gabion style retaining walls from reeds to divert the flow of
water from the Nile into reservoirs as well as fields for farming purposes.
While modern times have seen
innovations in the materials used to build
retaining walls, retaining wall applications have largely remained the same,
preventing soil erosion, creating space and diverting water.
Earlier walls were primarily constructed
When a fence is in the wrong place it is easy to shift, but try moving a timber or
steel pole embedded 2.50m in concrete retaining wall. (Yes, we have done just that when a surveyor has made a mistake.)
Which
There are numerous types of retaining walls which fall into four main categories: •
Cantilever
•
Tie Back
•
machinery that we have now become
•
accustomed to, was not available.
The demand for retaining walls now has
become higher than ever before, due to a number of factors: •
Demand for housing
•
Land in short supply which is causing
This is often used where a cantilever wall cannot be, due to obstructions underground – for example, solid rock, loose rock, etc
Tie Back (Anchored) Wall
I have often been asked, where does a retaining wall sit on a boundary? The answer is simple. The person whose land is being retained is fully responsible for the cost and maintenance of the said wall. It is also common for the concrete encasement at the bottom of the pole embedment (bearing in mind there is a lean back) to be inside the boundary line.
as gravity walls, as labour was plentiful and cheap, and the materials plus
•
•
Gravity
This is mainly used in conjunction with a Cantilever wall where the wall has a higher-than-normal surcharge, and ground strength is not up to it.
Piling/Post
These will be explained in detail further on, but we must first ascertain which of these categories our wall will be in. Cantilever Wall
developers and private land owners to develop existing residential sites
•
New subdivisions tend to develop
house lots as level, which means lots of retaining walls. It is much easier to build a house on a level site.
•
With the price of land in Auckland now almost on a par with the m2 rate to
build a house, the cost of a retaining
wall is now insignificant in comparison
40
ISSUE 65 / JUNE 2022
Piling / Post Wall •
This uses long posts or piles that go into the ground and the wall is then held by the soil. Generally, piles go down as deep as the wall’s height. But once over 1.5 metres high, things change and it also requires a building consent. WIRED MAGAZINE
We are all conscious of costs, and
building a retaining wall is no different.
The cost spectrum is huge, as you can imagine, the higher the wall the higher
the m2 costs. There are many walls built
Responsibilities As with most construction projects,
there is usually a process to follow and retaining walls are no different. •
Cross Lease Sites
under spec and on the road to failure. We
As with most activities on this type
them) and you can imagine the cost, as
landowners on the same cross lease
of property, consents from other
have replaced many (you can’t simply fix
site must be made aware, and then be
often there is also access issues.
As most Councils have a no consent
ruling up to 1.50m high (with exceptions
in agreeance. •
Consent
as explained later), many walls are
Most Councils have a non-consent
detriment of future property owners.
under certain circumstances a
constructed as cheap as possible to the •
Many potential clients have asked me,
“Will the wall fall over”? Normally I can assure them that they won’t wake up in the morning and see the retaining wall on the ground – it will just get
•
rating up to 1.50m high, however,
consent must be applied for due to the surcharging component, and
these are (and this is for any height up to 1.50m and obviously beyond): - Driveways
worse and worse slowly.
- Building
and puts horizontal pressure on the
- Back Slope
When the ground is wet, it expands
wall, and if the wall is under spec it will move, then summer comes along and the ground dries out and of course,
a void is created so the ground sinks
– winter comes along again to repeat the process.
- Swimming Pool - On a rural property, a retaining wall is consent free up to 3.0m high
and must also be surcharge free, plus is at least the height of the
wall from a legal boundary and/or existing building.
Glossary: Embedment
Depth of pole in the ground
Plumb
Level
BED
Big end diameter
Lean back or rake back SED
Bore Log
Toe Slope
Back Slope Punch Pad Surcharge Walling
Front of Wall Back of Wall
WIRED MAGAZINE
•
Consent Process
Once it has been ascertained that a consent is required, the most hasslefree process is to contact a Structural Engineer or Structural Engineering firm and they will take the process through to consent for you. They will come to site and assess what is required. Contact a Geotech company to take bore log samples, then design the retaining wall based on the integral nature of the ground and ultimate surcharges. They will fill out the Council consent forms and armed with the plans proceed to lodge the consent. The benefit of getting the Geotech company to do the lodging, is that they know all the correct ‘boxes to tick’. I have done this process for one of my own developments – it is so much easier to get the professionals in. Also, if you lodge the consent yourself (which you are perfectly allowed to do) if something is missing or incorrect, the Council consenting team will then come back to you for more information or clarification on any issue or issues, elongating the process (and potentially increasing the cost).
Training & Events
Worth
Lean back of wall into the bank, either given in mm over a metre or degrees Small end diameter An indication of the type of ground at various depths Degrees of slope of ground at front base of wall
Article provided by:
Nick Liefting Nick Liefting Contractors Ltd nlcontractors.co.nz
Degrees of slope of ground behind top of wall
The concrete pad under the pole, usually 100mm
Any loading behind wall at ground level, e.g., driveway The rails attached to the poles, often called lagging The area of the wall you still see, being the face The area of the wall where the back fill is
ISSUE 65 / JUNE 2022
41
Qualifications back on track for 2022 The delivery of the NZ Certificate in Fencing Level 3 was hit badly with the various Covid response mechanisms employed over the last 12 months. However, the situation has improved with the orange light setting, so we’re planning on completing any overdue work over the next 6 months. Industry training is not always as easy as it sounds. One of the things we must constantly do as trainers is learn from our experience and strive for improvement. Below are some of our recent improvements to the training. 1. Assessment needed to focus on capturing naturally occurring evidence, so we can be certain standards are consistent across a range of job environments.
A digital portfolio using trainees own mobile phone has been created, which should make this easy. Most contractors and their staff capture their work on social media platform’s already, so this serves to capture the same.
2. Communication with learners and employers.
A dedicated coordinator is now onboard to allow a single point of contact for tutors, learners, and employers.
3. Trainees need to keep engaged in their own learning and development.
Future courses will have more time allocated for trainers to run short online sessions, to help trainees keep up with their program and form stronger trainer/ trainee relationships.
4. Trainers will plan their site visits shortly after block course days to help maintain training momentum and identify specific needs of individuals sooner.
The overall enrolment for the courses has grown from 11 in 2018 pilot to over 50 in the courses that are being coordinated at present. Having the support from the industry, three-way communication between trainers, trainees and coordinators, will keep the momentum going. Remember, if you’re wanting Level 3 courses to be held in specific areas, we can arrange that to happen, as long as we have a minimum of 10 students to make the courses viable.
Contact Course Co-ordinator: Donna Upton at dupton@northtec.ac.nz to discuss.
Learners with exceptional skills can be recognized early on.
With the best gear you can fence anywhere The rig in the photo is the FENCEPRO Ultra G4 on the RB800 180 Degree Rotating Base. The hydraulic legs and swinging counterweight ensure the rammer is always balanced, and the Ultraglide slides operate super smoothly for fast and accurate post placement in all conditions. The combination of the rock spike extractor and rock drill tackle any substrate so you get more posts in every day. Give Tobi a call for more information.
CALL US TODAY ON 06 777 5366 www.fencepro.co.nz
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ISSUE 65 / JUNE 2022
FENCEPRO Tough • User-Friendly • Versatile
WIRED MAGAZINE
BUSINESS STAPLES
Webinar Series Proposed webinar topics for discussion include: 21 Jun
28 Jun
Working out operating costs (Part A)
• Labour • Base rate / holiday pay / public holidays / sick pay / ACC / Kiwsaver / super / domestic / bereavement = actual cost
Working out operating costs (Part B)
• • • • • • • • • • •
Employing Staff
• Employment contracts & what’s legal • Full time / Part time / Casual • Annual leave / Holiday entitlements / sick leave/ bereavement leave, Domestic abuse leave • Subcontractor • Agreements • Who’s responsible for what • Good worker management • Employer/Worker rights • Performance issues • How to manage • Dismissal • Employment court
Account-ability
• • • • • • •
Entity options and accounting / tax advantages Business structure resources Simplifying your systems Xero / MYOB etc Tradify and other apps Benefits of a good accountant Presenting a good front – marketing your company
Health & Safety
• • • • • • • • •
Health & Safety at Work Act 2015 The value of an industry specific Health & Safety Policy Worker involvement Identifying hazards Incident / accident reporting Importance of investigation Serious Injury / WorkSafe Steps to take Working with WorkSafe
Understanding ACC
• • • •
The claims journey (for the employer and employee) Recovery at work (getting back on the tools) How to use My ACC For Business Understanding your invoice
Workplace Wellbeing
• How to handle the stresses that come with the uncertainties of owning a business • How to help your employees look after their own wellbeing • Where to go to find resources to help with this (links to online resources)
Each webinar is at 7.30pm and is 45 minutes long – with a 15-minute Q&A session at the end.
Head to the events section of the website (www.fcanz.co.nz) or our Facebook page to register.
19 Jul
Missed a webinar? You’ll find it in the Members Area of the website.
23 Aug
NOTE: Dates are subject to change, please refer to the FCNZ website for details. Special thanks to Bayonet® and WIREMARK® in assisting FCNZ to deliver these webinars.
Sep
Oct
22 Nov
WIRED MAGAZINE
Machinery – factoring operating costs Purchase price Financing options Upkeep – fuel / maintenance / depreciation Factoring operating cost Charging out machinery Tractor / post driver Ute costs and travel Chainsaw and power tools Posting / battening gun Charging out plant for hourly work
ISSUE 65 / JUNE 2022
Training & Events
Throughout 2022 FCNZ are delivering a series of online professional development topics aimed at improving the industry knowledge base. Open to current FCNZ members (and our Partners), the Association has sourced knowledgeable speakers to present on key topics for business owners in the fencing industry.
43
BUSINESS STAPLES WEBINAR SERIES
The importance of quotes and estimates The first webinar in the Business Staples series was held on Tuesday 22 March and presented by Graeme Bratty of BizAssist. The insightful session provided practical tips and guidance for fencing contractors to improve their chances of getting paid.
Quotes and estimates are an essential but often under-utilised business tool
that provide business owners and their
customers with peace of mind. They are
the template by which a job is completed – and go a long way to ensuring that the
An estimate is not a set price. An estimate is roughly how much the contractor
thinks the job will cost, based on skill and past experience.
customer is happy that you delivered
An estimate can be verbal or in writing
reducing your chances of not getting
a written or verbal estimate. It’s a best
what they asked for, thereby drastically paid. Where cashflow is king, quotes are
the royal advisors that get the work done!
What’s the difference? The terms quotes and estimates are often used interchangeably but in actuality
they are very different. They both hold
a different legal definition which means
that it is incredibly important that the right phrase and documentation are used.
The definitions as per NZ Government
website consumerprotection.govt.nz are:
44
Estimate
ISSUE 65 / JUNE 2022
– there’s no legal difference between
guess. The actual price may be more or
less, but it is commonly expected that it
should be within 10 to 15 percent of the final cost.
Quote A quote is an offer to do a job for an
exact price. Once you accept a quote, the contractor can’t charge you more
than the agreed price unless you agree
Be very careful that you are using the correct wording for any information sent through about a potential job – especially if you use the word “quote” on what is essentially an “estimate”.
Why quote? Always provide a quote on every job – whether it is for new or existing customers. Providing a quote to customers assures them that you are a reputable business and it helps protect you if the customer doesn’t pay. It not only locks in the scope of the work but it also gives you the opportunity to advise existing customers of any price increases and potential changes to terms of trade including payment terms.
to extra work, or the scope of the job
changes while it is underway. Legally, this is known as a variation to your contract.
WIRED MAGAZINE
1. Provide the quote in writing
According to the Commerce
Commission, there is no distinction
in the law between an oral or written quote or estimate. For your own
protection providing a written quote
allows you to go back to the customer to discuss the quote should any
variations or questions arise. When talking with a customer on-site let them know that you’ll be sending
them a written quote. This is known in many business circles as C.Y.A (cover your a%$&).
2. Include enough detail
While every job and customer need
will differ, you should consider
providing enough detail to be able to discern when the scope has moved and a variation may be
required, yet not so much that you are hamstrung by the commitment. Your quote may include: •
a breakdown of labour and
•
dates the work needs to be
• •
material costs
started or completed
the type of contract (full, labouronly, or managed labour-only) deposit requirements
3. Specify the Scope of Works When providing a quote to a
customer, clarity around the wording
4. Include an expiry date
With supply chain issues and
unprecedented price fluctuations it
is well worth including an expiry date in your quote. This helps to manage the customer’s cost and timing
expectations and provides you with
the security of knowing that you won’t be present with a quote that is many years out of date. This “valid until”
date is arbitrary so set it based on
your business needs – many opt for 60 or 90 days.
5. Attach your Terms of Trade
Often called T’s & C’s or Terms of
Engagement, Terms of trade are as important to your business as any
other document. The Terms set out
the key components or trading with your business such as payment terms, conditions, limitations,
liabilities, obligations etc. They should also specify how variations might
be handled. When terms are agreed upfront it is less likely there will be a dispute later on.
6. Get it accepted in writing
Ensure your customer accepts both the quote and your Terms of Trade in writing. This can be as formal as having them sign the document/s and send them back to you or
confirming by email that they accept
both. An example of the email wording could be:
of the scope of work is incredibly
Please find attached the quote and
the contract with the client. Should
ou don’t need to countersign this,
important as it forms a large part of there be any queries (from either
side) then the scope is the part of the document that is most valuable.
terms of trade for the above work. Y just confirm acceptance by return email. Do let me know if you have any questions.
How to handle variations A variation is when the scope of work is altered from the original quote. This is most often due to the customer changing design and/or material requirements. Your terms of trade should cover how variations will be handled. The simplest way to handle a variation is to carry a variation book with you. Take notes while you are with the customer and have them sign it straight away. Follow up with an email and use a tweaked version of the suggested email above. If you are not with the customer or don’t have a variation book, email the details of the variation to the customer including the time and cost implications. This could be in an email or a branded company document if you prefer. If possible, don’t begin work on the variation until it has been accepted in writing.
Quote Tools There are a number of tools available for the creation of quotes. You will usually find quote templates built into accounting tools such as MYOB and Xero. Alternatively, a Word or Excel template can work just as well. Try to use the same tool for your quotes as you do for your invoices. TIP: always send documentation through as a PDF not Word or Excel. Not sure how to do that? Save as PDF should be one of your print options.
When should I send an estimate? Estimates are particularly useful as a “ball-park” figure for a job. They allow the customer to go away and finalise the details of their project before coming back to you. Often in the early phases of project planning, customers will look to an estimate to form their decision making. Estimates are much quicker to prepare than quotes due to the reduced level of information contained.
Training & Events
Providing Quotes – best practice
Communicate, communicate, communicate The most fundamentally important behaviour for running a successful business is regular communication with your customers and suppliers. Sending quotes, terms of trade and variations are simply another form of communicating with your customer. Great communication in the early stages, and throughout the project means that potentially awkward conversations later are much less likely to happen. WIRED MAGAZINE
ISSUE 65 / JUNE 2022
45
BUSINESS STAPLES WEBINAR SERIES
Protecting your biggest asset The second of FCNZ’s Business Staples webinars was hosted by Stephen Conti of New Zealand Business Tools (NZBT) , and focused on the importance of Terms and Conditions for protecting your business. Terms and Conditions of Trade, Terms of Trade or just ‘Ts & Cs’ (‘Terms and Conditions’ for the purpose of this article) are a critical part of any business and they form the basis of a healthy relationship between you and your customers. Having robust Terms and Conditions can save you a lot of money by addressing any potential future issues with new clients, from the start of your relationship. When written specifically for your business they can help mitigate any problems or contentious areas, and also give you an opportunity to set payment terms in your favour, along with providing a clear recourse action, should nonpayment occur. Your Terms and Conditions is the contract document that sets out the terms and
46
ISSUE 65 / JUNE 2022
conditions that apply to the sale or supply of your goods or services. It is recommended you do not copy Terms and Conditions from another business as no two businesses are exactly the same and there is no guarantee that the original Terms and Conditions you might copy are actually effective. Terms and Conditions can be crucial to your business as they greatly affect your contractual obligations, payment terms, debt collection, liability exposure
and other fundamental factors which can influence whether your business succeeds or fails. Terms and Conditions are vital to any well managed business and a business without them is vulnerable to a range of problems. Add to your business’s competitive advantage by ensuring you have the right Terms of Trade for your business. It’s always better to be ahead of the pack. Many small businesses do not have written Terms and Conditions, often instead relying on a handshake or a basic written quote. And if they do have Terms and Conditions, they (unknowingly) are often not legally enforceable because they are not effectively included
“
People can use Ignite to book an appointment at a time that suits them and with a provider they choose, no matter where they live in Aotearoa
in contracts with customers and therefore do not bind the customer. This unenforceability may only come to light when the business owner seeks to recover an overdue debt from a customer, but by then it’s too late.
The importance of getting your Terms and Conditions accepted Many businesses work on the assumption that it is enough to include their Terms and Conditions on the back of an invoice or even just on their website. This approach does not allow you to prove that your customer agreed to your terms, especially if your terms are on the back of an invoice. In fact, the contract with your customer is normally deemed to have been formed long prior to an WIRED MAGAZINE
invoice being issued. The best most
robust ways to get your terms accepted are to get your customer to: • •
Sign a copy of the terms
Click a box on your website when
they place an order
When drafted correctly, Terms and Conditions: • •
are legally binding
outline the rights and obligations
(for you and your customers), relating to the sale of products or provision
•
•
of services
set out what customers can expect
when dealing with your business and how disputes will be dealt with
specify how and when goods and
services should be paid for, and what the consequences are if payment is
•
allow you to undertake credit checks
and assess the Credit Risk before you start work or issue an invoice
allow you to register a financing
statement on the Personal Properties
Security Register (PPSR) to become a • •
secured creditor
help protect your business and may
limit your liability
recover or pass on any collection
One of the easiest ways to get your Terms and Conditions accepted is to include them on the back of a customer information form, which you would give to a customer when you first meet them
costs in the event an invoice is not paid on time and is referred to a
•
“
collection agency
allow you to collect and use your
customers Personal Information
One of the easiest ways to get your
Terms and Conditions accepted is to
include them on the back of a customer information form, which you would
give to a customer when you first meet them. This allows you to record all the information for quoting and/or billing purposes and allows you to get your
Terms and Conditions accepted at the
same time before any discussion about
the price is started. You will always need this information and it is good practice to form this habit. Good habits make successful businesses.
Overcoming objections Terms and Conditions are intended to
be fair and reasonable to both parties, and it is not normal for a customer to
object to signing them. In effect if your
customer refuses to sign your Terms and Conditions then we strongly suggest
you do not continue to do business with WIRED MAGAZINE
them. Having your Terms and Conditions signed is one of the most effective ways of ensuring that you get paid and for a customer to refuse to sign them is a good indication of how they will treat your invoice when work is completed. If a customer is uncertain about what they are signing, then seek feedback about what they are not happy with.
Payment terms Setting appropriate payment terms is an important part of ensuring your business has sufficient cashflow to meet your obligations to staff, suppliers, and yourself. Many businesses default expecting payment on the 20th of the month after the invoice is issued. This does not need to be a default position and just by changing payment terms
to; on completion, 7 days, 20 days, significant improvements to your cashflow can be made. Having a clause within your Terms and Conditions to specifically address this allows you the flexibility to set the payment terms and take advantage of the improved cashflow.
What if I do not issue invoices Even if your customers pay for everything in advance you should still get your Terms and Conditions signed as this helps to resolve and disputes that may arise during a project. For example, if you are working on a boundary fence and require access from a neighboring property but this is not granted then the project may be delayed or cost more because alternative access needs to be arranged. Similarly if you intend to use equipment onsite but access is restricted due to weather conditions or other unplanned events. The responsibility for who has to provide access or obtain permission to access a site is just one area that can be easily addressed in the Terms and Conditions and though it might seem trivial, it can easily solve arguments that are presented to you later by a client.
“
Training & Events
•
not made in line with the contract
Many businesses default expecting payment on the 20th of the month after the invoice is issued. This does not need to be a default position and just by changing payment terms to; on completion, 7 days, 20 days, significant improvements to your cashflow can be made
ISSUE 65 / JUNE 2022
47
Know your customers Covid has caused a multitude of disruptions to all of our businesses, had a large impact on the economic environment. It is now more important than ever to evaluate your customer’s ability to pay before you start work and also to take advantage of the added security that being a secured creditor brings. These are both important elements that are dependent on what has been included in your Terms and Conditions. Drafted correctly they should allow you to undertake a range of credit checks and also to register a security on the Personal Property Securities Register (PPSR). These steps allow you to make informed decisions about a potential customer’s ability to pay and also allow you to further protect yourself by becoming a secured creditor which becomes important if your customer becomes insolvent. Sadly this is becoming more common and this trend is expected to continue for the next 1824 months.
“
Following some basic steps before starting any work and if any variations or changes occur along the way, goes a long way to eliminating any disputes at the end of a job
Getting paid should not be an arm wrestle. Following some basic steps before starting any work and if any variations or changes occur along the way, goes a long way to eliminating any disputes at the end of a job. There is always the chance that once you have finished the work your client might admit they have no money to pay. Again
some simple steps taken before work commences can identify this issue and also highlight any previous history of nonpayment etc.
Establishing a Terms and Conditions document specifically for your business is a worthy investment to increase the likelihood of payment, to minimise and prevent bad debt, and to mitigate risk. More often than not, people or businesses who supply goods or services without Terms and Conditions regret not drafting one once unfortunate circumstances arise that eventually lead to disputes. The best time to start using Terms and Conditions was when you started your business. The second best time is now. Please feel free to contact New Zealand Business Tools if you’d like to review your Terms and Conditions to ensure your business is protected.
Article provided by Stephen Conti
steve@nzbt.co.nz New Zealand Business Tools nzbt.co.nz
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ISSUE 65 / JUNE 2022
WIRED MAGAZINE
Approved Career Pathway and Qualification Structure The below Fencing Career Pathway and Qualification structure has been approved by the Board of Fencing Contractors NZ, following consultation with members.
Master Fencer Details • •
Proposed – for future use FCNZ has permission to use via Fletcher Steel Limited New Zealand
Mast er Fencer Regi g stere d Fencin Cont r actor
Care ers & raining T Registered Fencing Contractor
Certified Fencer
Details
Details
• • • •
Business Entity qualification Subject to five-year renewal audit Not transferable on sale of the business Application process – refer to criteria list below
• •
FCNZ current member One of the ‘Principals’ of the business must have NZQA National Certificate in Fencing Level 4 Three client testimonials (including contact details) Signed declaration and agreement to comply with the Registered Fencing Contractor programme, FCNZ Rules and Standards Professional Development: Attendance at two FCNZ Best Practice Days and one FCNZ Conference over five year period (evidence required for renewal) Must provide evidence of: - A minimum of three years in business - A current First Aid Certificate - A working health and safety manual audited by an External Auditor, OR, a Health and Safety external Prequalification - Employment Contracts - Sub-contractor Contracts (if used) - Public Liability Insurance (minimum $1 Million)
• • •
Requirements
• • • •
WIRED MAGAZINE
Individual qualification – Foreman level or business owner Annual Certificate Renewed annually
Training & Events
Cert ified encer F
Requirements • • •
FCNZ current member and employed in the industry
NZQA National Certificate in Fencing Level 4
Employer verification confirming that the fencer is a foreman or capable of running a job
Careers & Training Details • • •
Worker level qualification NZQA National Certificate in Fencing Level 3 Apprenticeship – being explored
ISSUE 65 / JUNE 2022
49
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WIRED MAGAZINE
Digital platform ignites access to mental health support With an increasing number of people facing long wait times to access mental health support, an innovative digital platform providing a fast response, funded by employers within workplaces, is delivering flexible access to support both in person and virtually.
New Zealand’s largest non-government health and social service providers, the Ignite Aotearoa platform provides an important alternative to traditional ways of accessing psychosocial support through workplaces. In the 18 months since it was launched, it has been used by 3000 people who have been able to quickly access qualified
mental health practitioners, therapists, coaches and mentors across the country. Eighty per cent of users have said their wellbeing has improved following a support session. Ignite Head of Delivery Gina Nonumalo says they have been blown away by the success of the platform, delivering an important avenue for people to access the services they need quickly. “Instead of someone waiting up to several months for an appointment with a support provider or to get support through traditional mental health and addiction services, people can use Ignite to book an appointment at a time that suits them and with a provider they choose, no matter where they live in Aotearoa.” “We have heard some great feedback. For example, one user told us that her GP had made a referral but it was going to take seven weeks for her to be seen. Within 48 hours, she had organised an appointment through Ignite. It has been incredible to make this sort of impact on people’s lives.”
WIRED MAGAZINE
Ignite was established
following the 2018 Mental Health and Addiction Inquiry that found that current mental health support models were too restrictive, expensive and put intense pressure on the public health system. The World Health Organisation had also predicted that mental illness would be the leading cause of disability and absence in the workplace by 2030, if it wasn’t proactively addressed.
“
Eighty per cent of users have said their wellbeing has improved following a support session
Ignite is currently offering services to workplaces, with employers purchasing subscriptions for their staff to use the platform. As soon as they login, they can access practical wellbeing resources, book confidential support sessions with professionals, and proactively manage their mental health and wellbeing using the online tools. Ignite offers a full Employee Assistance Programme, regular wellbeing workshops, and a choice of subscription packages where workplaces can extend support sessions and provide access to the platform for their employees’ whānau.
“
People can use Ignite to book an appointment at a time that suits them and with a provider they choose, no matter where they live in Aotearoa
“We know how inter-connected work and family life is to wellbeing,” Gina says. “We’re able to offer something holistic and flexible for the whole whānau, and we hope this can make a big difference in improving mental health and wellbeing outcomes in Aotearoa.”
“It’s becoming critical for employers to support the mental health of their teams, particularly as many people beginning to return to workplaces following the COVID-19 pandemic may be struggling with higher levels of burnout and anxiety.”
Article republished with permission from Ignite Aotearoa | ignite.org.nz
ISSUE 65 / JUNE 2022
Business, Health & Safety and Environment
Developed by Emerge Aotearoa, one of
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Health monitoring
Increasingly we are seeing information released and requirements to undertake health monitoring as part of a business wellness plan or safety prequal. Failing to monitor wellness in the workplace may have consequences in the long term to employees and business even prosecution.
What is exposure monitoring? Exposure monitoring:
(a) means the measurement and evaluation of exposure to a health hazard experienced by a person; and
(b) includes – (i) monitoring of the conditions at the workplace; and (ii) biological monitoring of people at the workplace (GRWM Regulations). Exposure monitoring can be used to find out if workers are potentially being exposed to a hazard at harmful levels or if the measures in place to control exposure to that hazard are working.
Monitoring does not replace the need for control measures to reduce exposure.
Exposure monitoring is done by having workers wear personal monitoring
equipment as they do their job. It can also be done periodically or without having workers wear monitoring equipment
under some circumstances (eg to test the effectiveness of controls).
Your business must manage the risks to your employees’ health from the work
they do. You could use monitoring to help you do this. The type of monitoring will depend on the kind of work involved.
Here is some useful information from WorkSafe NZ to consider for your workplace compliance in this area. What does your business currently have in place to measure acceptable workplace exposure to Noise, Dust, Skin, Vibration, inhalation of substances for example? Exposure monitoring must be carried out if the PCBU is not certain on reasonable grounds whether the concentration of a substance hazardous to health at the workplace exceeds its relevant prescribed exposure standard.
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Business, Health & Safety and Environment
When must a PCBU carry out the monitoring described in the Health and Safety at Work (General Risk and Workplace Management) Regulations 2016 (GRWM Regulations)?
53
Things to know about monitoring
Exposure monitoring What to consider
Exposure monitoring measures what workers are being exposed to at work. This could involve workers wearing a monitoring device while at work to measure things like: • the level of noise
• the amount of a chemical in the air
• the amount of vibration in hands and arms, or whole-body experiences. Biological exposure monitoring is another type of exposure monitoring. It usually involves taking blood or urine samples to test for any substances worker’s handle.
Health monitoring Health monitoring checks if an employee’s health is being harmed because of their work. Examples of this:
• having their hearing checked
• checking for damage to their skin after handling chemicals • checking for damage to their hands and arms after using vibrating tools
• checking for damage to their lungs from working in a dusty environment. More information can be found on monitoring information at worksafe.govt.nz
1. You must discuss the proposed monitoring with your employees (such as what it will involve, when and where it will take place and how often, and how it will benefit them). Employees should be given information and training about the monitoring in a way they can understand and in a timely manner.
2. Employees must comply with reasonable instructions from the business so that they can meet their health and safety obligations. However, for health monitoring or biological exposure monitoring, employees must give their written informed consent.
Employees can say no to monitoring or change their mind at any time. For more information about this, see: http://hdc.org.nz/your-rights/thecode-and-your-rights
3. Your business should pay for the monitoring including any travel costs.
If the monitoring takes place outside your normal business hours, discuss with your employee other options. For example, could they be compensated?
4. Exposure monitoring should be carried out by someone with the right knowledge, skills, training and experience like an Occupational Hygienist.
Health monitoring should be carried out by qualified, trained and experienced health practitioners. For example, an Occupational Health Nurse could carry out initial health screening. If needed, employees could be sent (referred) to another health practitioner for a medical assessment/ formal diagnosis. If body samples are required (for example, blood), a suitably qualified health practitioner should take or supervise the taking of these samples.
“ 54
5. Your business must keep employee’s personal information secure and confidential and use it to manage health risks.
Health monitoring should be carried out by qualified, trained and experienced health practitioners
ISSUE 65 / JUNE 2022
You may want to share monitoring results (for example, with other workers, or other businesses you share duties with). Before you do this, the business must comply with Privacy Act 2020 requirements. For more information: The Privacy Act 2020 principles
6. The findings should be used to improve how well your business is managing health risks.
7. If the findings indicate that employees are being harmed – or could be harmed – you must act immediately to deal with the health risk.
When must a PCBU review their control measures in light of this exposure monitoring? The PCBU must review and, as necessary, revise control measures if the exposure monitoring determines that the concentration of a substance hazardous to health at the workplace exceeds its relevant prescribed exposure standard.
Who must have access to monitoring records? The PCBU must make monitoring records readily accessible to persons at the workplace who may be, or have been, exposed to the health hazard.
If monitoring results are to be provided to anyone, any information which identifies or discloses anything about another individual must be removed beforehand.
How long must monitoring records be kept? Type of monitoring
Time the monitoring record must be kept from date record made
Monitoring undertaken in relation to asbestos
40 years
All other monitoring
30 years
WorkSafe recommends that workers be given copies of monitoring records relevant to them when they leave the business or undertaking. This includes when the business or undertaking is closing or ending. Look at what is reasonably practicable within the business for wellness and testing annual health checks are good business. Use the WorkSafe Noise Hazard Identification Checklist on the following page to assess how well your business is identifying noise. Stay safe out on the line. Deb and the RuralSafe team.
www.ruralsafe.co.nz WIRED MAGAZINE
Activities at workstation:
NOISE HAZARD IDENTIFICATION CHECKLIST
Assessed by:
Date:
DD
/
Description of work location: MM / YEAR
es’ to any of the following indicates the need to carry out a noise assessment if exposure to the noise Activities at workstation: nnot be immediately controlled.
AZARD IDENTIFICATION QUESTIONS
by: voice to communicate with someone about one Do you needAssessed to raise your yes no metre away? Date: DD / MM / YEAR . Do your workers notice a reduction in hearing over the course of the day? (This may only afterindicates work, forthe example, to aturn yes noto the noise ‘Yes’ become to any ofnoticeable the following need toneeding carry out noise assessment if exposure up the radio on the way home) cannot be immediately controlled. yes
no
. Are there noises due to impacts (such as hammering, pneumatic impact 1. Do you need to raise your voice to communicate with someone about one yes tools) or explosive sources (such as explosive powered tools, detonators)? metre away?
no
HAZARD IDENTIFICATION QUESTIONS
yes
no
yes
no
yes
no
yes
no
yes
no
yes
no
yes
no
yes
no
yes
no
yes
no
yes
no
11. Do the results of audiometry tests indicate that past or present workers have hearing loss?
yes
no
12. Are any workers exposed to noise and ototoxins in the workplace?
yes
no
13. Are any workers exposed to noise and hand-arm vibration?
yes
no
. Are personal hearing protectors used for some work? 2. Do your workers notice a reduction in hearing over the course of the day? yes (This may only become noticeable after work, for example, needing to turn . Do your workers complain that there is too much noise or that they can’t up the radio on the way home) yes clearly hear instructions or warning signals?
3. Are your workers using noisy powered tools or machinery? Do your workers experience ringing in the ears or a noise sounding yes different in each ear? 4. Are there noises due to impacts (such as hammering, pneumatic impact tools) or explosive sources (such as explosive powered tools, detonators)? . Do any long-term workers appear to be hard of hearing? yes
.
5. Are protectors used for some work? . Have there been anypersonal workers’hearing compensation claims for noise-induced hearing loss? 6. Do your workers complain that there is too much noise or that they can’t clearlyhave hearmanufacturer’s instructions orinformation warning signals? 0. Does any equipment (including labels) indicating noise levels equal or greater than any of the following: 7. Do your workers experience ringing in the ears or a noise sounding a. 85 dB(A) lAeq,T (T= time period over which noise is measured)? different in each ear? b. 130 dB(C) peak noise level? 8. Do any long-term workers appear to be hard of hearing? 1. Do the results of audiometry tests indicate that past or present workers Have there been any workers’ compensation claims for noise-induced have hearing9.loss? hearing loss? 2. Are any workers exposed to noise and ototoxins in the workplace? 10. Does any equipment have manufacturer’s information (including labels) noise levels or greater than any of the following: 3. Are any workersindicating exposed to noise andequal hand-arm vibration? a. 85 dB(A) lAeq,T (T= time period over which noise is measured)? b. 130 dB(C) peak noise level?
yes
no no no no no
yes
no
yes
no
yes
no
yes
no
yes
no
worksafe.govt.nz 0800 030 040 WIRED MAGAZINE
ISSUE 65 / JUNE 2022
Business, Health & Safety and Environment
. Are your workers using noisy powered tools or machinery?
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Millennials on your team? 5 ways to keep your young staff working hard Business Coach Daniel Fitzpatrick shares ways to build work ethic and commitment when working with 26 to 40 year olds (Millennials) and under 25’s (Gen Z). If you’ve been in business for any length of time, you’ve probably had a few bad experiences with younger staff… They can sometimes be lazy, entitled, or even self-absorbed. Not wanting to work hard – but wanting to be paid top dollar. There are those that want too many days off. Or worse, the ones that don’t even turn up (and your call goes straight to voicemail…!) When staff are unreliable, it wrecks your schedule. It’s time consuming. And it costs you money. You feel disrespected. Frustrated. Justifiably so. Generational differences are nothing new. But that doesn’t mean they’re easy to navigate.
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ISSUE 65 / JUNE 2022
Here are a few tips that will help you draw the best out of your younger team members:
1. Keep the faith – there are good ones out there Keep in mind that young staff are a bit like referees. You hear more about the bad ones than the good. However, it’s inevitable that millennials will be part of your team. When it comes time to hire, here’s how to sort the good from the bad: Good young staff are enthusiastic. Look for this when you interview so you know they’re motivated from the outset. Uncover their patterns of behaviour. You’re looking for signs of work ethic and commitment. How long were they at their last job? Why did they leave? If they’re fresh out of school, look for something they’ve shown commitment to in the past (like a sports team). If you can reveal their attitude early, you won’t find yourself regretting hiring them after their first week.
“
If they’re fresh out of school, look for something they’ve shown commitment to in the past (like a sports team)
If you’ve got great young staff already (or you know someone that does) ask them if they’ve got mates looking for work. Like attracts like. Consider a referral bonus to add a little motivation. If they introduce you to someone you end up hiring, give them a $500 bonus. Most importantly, don’t settle. Finding good staff is not easy, but hiring someone who brings the whole team down will cost you massively. Hot tip: make sure your website is up to date and your company uses digital tools. If you’re still relying on paper trails, the good millennials may think you’re stuck in a time lapse. WIRED MAGAZINE
We all know how much today’s young staff love being on their devices. It’s no doubt caused you a few headaches. But what if their love of tech could benefit the business? Try asking them to take site photos for your social media. They know how to take a good photo and what content works. Plus, it’s one less thing you need to worry about. If you’re looking for a good piece of software, consider involving a young team member. Have someone explain to them what’s needed and let them do the research for you.
“
Think back to when you started out in the trades. How did your first boss teach you? They probably fast-tracked your learning by dropping you in the deep end and hoping you’d swim
Showing one of your team members how to do something? Ask another to video it. You’ll start documenting your training processes. This way you can start to systemise, and don’t end up having to explain the same thing every time you hire. While using their love for tech is good – it still doesn’t solve the productivity problem. Set things up so phones can only be used in breaks (or for work purposes of course). Make the most of the first digital generation and use their tech skills to help your business.
3. Be frequent with your feedback Think back to when you started out in the trades. How did your first boss teach you? They probably fasttracked your learning by dropping you in the deep end and hoping you’d swim. That was how you were led. Keep in mind your younger staff have grown up in a world of instant gratification. They’re used to everything happening fast, so can struggle with things that take time. WIRED MAGAZINE
It’s up to us to help them build confidence and learn patience. This just means leading them differently. They want to know where they stand, and thrive off more frequent feedback. They’ll learn faster, and you get a happier team member turning up to work each morning. A quality of a good leader is changing the way you communicate to serve the people you lead. Use things like the 5min chats before meetings, the one-liners of recognition or the ‘hey good job, have you thought of trying it this way’ coaching as quick ways of giving feedback. It’s easy for you and meaningful to them, so they’ll keep working hard. It’ll probably feel different to how you were led. But it shows them you’re
interested in them. Meaning they’ll invest more in you and your business. Small, consistent wins will add up to big triumphs.
4. Everyone will work hard for something Your first job was a measure of security. It was your escape from the academic system that didn’t suit you, and finding another one would’ve been difficult. So you worked hard to make sure you kept it. But millennials want a job that helps them see their future. If they can’t see their next step with you, they are more willing to find it elsewhere. Studies show that 25% of millennials will have worked 5 jobs by their 35th birthday. They want to level up in life and aren’t afraid to jump ship if they need to. So show them what they can achieve with you. This might be completing their apprenticeship, reaching a certain pay rate, saving for a house or escaping from living pay-cheque to paycheque. They’ll work harder with a target in mind. Tell them about the levels they can achieve within your business and the timeframes they can achieve it in. It shows them why they should stick with you, so you end up with loyal employees.
“
Tell them about the levels they can achieve within your business and the timeframes they can achieve it in. It shows them why they should stick with you, so you end up with loyal employees
mistakes, train them how to do it right. Most importantly, teach them what matters most – learning from it. This way they’ll improve and you won’t have to go back and fix things next time. Help them enjoy their job by being approachable. If you work hard, help your team out and can have a laugh at the same time as doing your job, chances are you’ll see the same in your team.
5. Where are you at as a leader? If you want your staff to perform, they’ll always need nurturing (regardless of their generation). It’s easy to sit back and blame young people for underperforming. Reality is, as a business owner, the more you take responsibility for building your team, the better the results. Yes, millennials have their generational challenges. But so does every generation. Let’s face it: Good leaders adapt. How are you leading your team – the way you were led, or how they need to be? Getting the best out of them means meeting them at their level first. Then fueling them to deliver on what you need.
Need a plan to move your business forward with confidence? Book a free strategy chat with me here: www.nextleveltradie.co.nz/nextstep Daniel Fitzpatrick
Learning is an important part of levelling up. When they make ISSUE 65 / JUNE 2022
Business, Health & Safety and Environment
2. Use their love of tech to your advantage
57
Up for the challenge
When a unique pest-proofing job near Lake Te Anau in Southland presented itself, Winton-based contractor Stephen Mee jumped at the challenge. Stage 1 of the development project is a
5km boundary fenceline at a large-scale organic farm, deep in the Te Anau basin
and is not like anything Stephen’s done in his 30-odd years contracting.
“Nothing like a challenge,” Stephen told WIRED Magazine.
The project is to keep out a number of
pests such as deer, pigs, possums, stoats and rabbits. At the start of May this year
they were over a third of the way through the first stage of the project, with four staff on the job.
With no pest eradication carried out on the property, it was being eaten out of “house and home”, Stephen says.
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ISSUE 65 / JUNE 2022
He was approached by Waratah about doing the job early this year. “The fencelines were bulldozed and ready to put a price on.” Gear required for the job included Waratahs, wire, netting, outriggers, a compressor, bolts and clips, and clip guns, which Stephen said had been a “lifesaver”. It was hard to price such an unusual job, but after doing a “fair bit of research” he was able to get to one.
“
I didn’t anticipate having to contend with wild deer. If you leave something out overnight, they’ll get caught up in it. So, we have to be quite careful about what we leave unstrained
“It’s difficult to price something off a plan because the best-laid intentions to the
plans have changed about three times.” Materials were carefully chosen and
consist of 9-foot Jio Maxy Waratahs with 9 lines of 3.15mm HT Longlife Blue wire, one of 2.5mm HT, floppy top outriggers
and then rabbit netting to cover a 400mm ground apron, the 1900mm high fence and the 600mm floppy top.
Steel strainers and Adjusta stays were
also used. The 100 per cent steel system was chosen for a number of reasons, including freight cost to the remote
location and less ongoing maintenance. The terrain posed some issues for the
gang – “dream on – it’s too hard and too stony,” – and the rattler was not able to bang in the waratahs.
A Taege side mount post driver was
brought in by fellow contractor Jake Burns, and Stephen strained it up.
WIRED MAGAZINE
Another challenge was wild deer on the neighboring property. “I didn’t anticipate having to contend with wild deer. If you leave something out overnight, they’ll get caught up in it. So, we have to be quite careful about what we leave unstrained.” Installing the floppy top had been “quite the exercise.” “You’ve got to put the outrigger on before you put the netting up. It can be a bit awkward, but we’ve found a way around it. It’s called brute force and ignorance!” Labour content for the job was huge. Clipping alone required two full-time staff. “It’s by far the most labour-intensive job I’ve done for a while.”
His staff – locals that he found through word of mouth and knowing people in the area – were working hard.
It’s difficult to price something off a plan because the best-laid intentions to the plans have changed about three times
“They like to get on with the job.”
“ There are three tractors on the job– a Veltra with a post driver unit, a John Deere 6510, and a John Deere 6534 with a Taege post driver. The job required a large amount of netting. “At the moment we’re running the netting out. They wanted netting on the outside, so we’re working on a bulldozed side ... there’s a limited amount of room. There was quite a bit of work in preparing the fenceline.” Stephen said he was tackling the job “piece by piece”. “We just work it out bit by bit. First the strainers, then bulldoze the lines and put posts in. We broke the fence down to the wire, to the netting and then to the floppy top.” An added bonus was it was one of the more picturesque jobs he’d done.
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We just work it out bit by bit. First the strainers, then bulldoze the lines and put posts in. We broke the fence down to the wire, to the netting and then to the floppy top
The fenceline had already proved to be working well. “We’ve been watching. We watched a hedgehog the other day and even that couldn’t get through it. “A 12-point stag was running up and down the line, and even he wouldn’t have a go at it.” The job would stand out in his long and established career that had included working in Canada, Australia and the USA. “I’ve been fencing for 30-odd years on and off, and I’ve done some pretty interesting jobs in my time, and this one’s right up there with them.”
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“We’ve got views of Lake Te Anau and the mountains in the background.
Stephen Mee
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Helping grow the country WIRED MAGAZINE
A Wife’s Tale When we came out of the first lockdown in May 2020 and started back up in Level 3 we took a very unconventional approach to solving a business problem. And when I say we, I mean me.
However, during the first few weeks back, the phone was ringing non-stop and jobs started pouring in. It was like Xmas when you’re three years old. (Yay! What else did you get me!) Now, you’d think this would’ve eased Shaun’s anxiety (“This is great! We are going to be fine! I’ll be able to afford sexy lingerie for my wife!”) But it wasn’t. One cold autumn morning when I was in the office he stomped in and made an announcement. “We are f#cked.” I swung my chair around to see if he was joking. The redness of his face and slight hand tremor as he rolled his cigarette confirmed he wasn’t. The issue of doing the work was cause for more anxiety. We needed more than the 10 guys we had, but couldn’t afford the cost or time to recruit. The urgency of getting the work done yesterday hung heavy. We had four weeks of lost income and the expense of topping up wages to replace. What a conflicting problem to have. After three cigarettes (him) and a tidy of the kitchen (me) we had calmed down enough to think creatively. We had paid the guy’s wages during lockdown and they still had a job, which was more than some other tradies in our area. Many of our guys felt a deep sense of appreciation for this. “Why don’t we ask the guys if they will work an extra hour a day?” I suggested “Just until we get back on our feet with cashflow.”
“Can’t ask that” he mumbled at me. “But if 10 guys work one extra hour a day that’s ten hours extra a day and fifty extra hours a week. Will that help?” I tentatively asked as my arm slid around his waist. Physical touch always seems to help his brain relax enough to take in new information – amongst other things. We talked at length around the issue, trying to come up with other solutions, always coming back to this one. He seemed so reluctant to ask for support from his team, yet when the shoe is on the other foot… “What if I offered to make the guys’ lunch once a week, as an incentive?” And so, this is what we did. It took a lot of courage for Shaun to ask for support and was humbling to
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As a husband-and-wife team this is just what I did. I helped out wherever I could, and did whatever it took to make it work
hear their yip’s, yes’s and sweet as, no worries as they contributed their time for the good of the whole. It was a pure testament to the culture of closeness and mate-man-ship that we had spent years establishing. Mates support mates, even when your mate is your boss. And so began my Wednesday lunches. Starting on a Tuesday, shopping for the ingredients was a trolley load, prepping it all (boiling eggs, grating carrots, slicing avocados, buttering three loaves of bread) took a couple of hours. Then on Wednesdays at 5am I was in my dressing gown flapping and flying around the kitchen – the production line took up my whole kitchen bench and dining table. Relish, ham or chicken, prepped veggies,
Angelena Davies is a wife and mum who happens to have a Masters degree in Social Sciences. Alongside running Davies Fencing she is also a coach, facilitator and author helping children and adults to access “flow” so their lives are easier and more fun.
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mayo. Glad wrapping was a bitch, but Shaun would often come and help me by then. Sometimes for diversity (wouldn’t want my guys getting bored,) I’d do BLAT’s or bacon and egg pies which were a winner on a cold winter’s day. As a husband-and-wife team this is just what I did. I helped out wherever I could, and did whatever it took to make it work. With no defined role in Davies Fencing, or objectives to fulfil I was able to ‘mother’ the guys in this way, (food is nourishment in so many ways isn’t it?) It was incredibly hard for Shaun to
receive that amount of support from our guys (pride does that), but my weekly unconventional contribution to our problem made it somewhat easier for him to receive. Plus, he got his lunch made for him so, yeah, winning. Epilogue: •
We stopped after about 6 weeks, back on track with cashflow, forever grateful to our guys.
•
Bacon and egg pies became a regular occurrence.
•
We still haven’t caught up with our workload…
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Remember the anxiety of lockdown? Inability to sit still yet bone tired, difficulty concentrating, snapping at people you love? We also felt so uncertain about the future. What would business be like? Would we make it?
Angelena Davies
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Shane on the Wire What If… Once again, I find myself working on a weekend. I know other fencers that work weekends and I chastise them for not having a life. They generally reply with something along the lines of “if I don’t do it now then I will get too old”. Well, I have news for them. We all get too old.
Before I started building fences commercially, we milked cows for a long 25 odd years. As a farm worker back in the day, we weren’t allowed weekends off from July to Xmas as there was too much work to do. I figured that once I went to managing and then sharemilking, I would get some weekends off. My advice to myself should have been “you keep telling yourself that bro”.
Of course, the labour laws changed and what my bosses got away with, I couldn’t, so by the time the junior staff got their time off another month had past and so on.
After a short winter break if we could afford it, ‘No milking the cows equals no money coming in’, calving started. That leads straight into mating, cropping and silage making. These days you get contractors for much of that work, but back in the day farmers did everything themselves and we were no different. Haymaking would start around Xmas. I got threatened with both murder and divorce if I even suggested mowing hay on Xmas day. It almost became a blood sport especially if we were having visitors for the afternoon, bearing in mind that we still had cows to milk in the afternoon. Whoever hasn’t, I suggest you try milking cows with a belly full of food that you wouldn’t normally eat, watered down with far too much alcohol, temperatures in the high 30’s, loudly mooing cows, intrigued townie visitors in for a look causing tails to lift everywhere. When really all that you want is to escape to the bedroom to sleep it off. So, when we finally quit farming for good, we promised ourselves that there would be no weekend work.
Sadly, we are from the generation that never keeps the promise to look after oneself, when there is work to be done, you just do it, and holidays are for town folk.
For me, weekends are supposed to be “taking wife shopping”, oh yay, “going fishing”, oh yeah and visiting family and friends that we never got time for when we were in the cowshed.
But I have been a bad boy. I have let a few things slip into the weekends. Like client quotes, “because they work during the week”, tractor and machinery maintenance, because it needs fixing, getting gear out to the next job, “like I am this weekend”, and I’m also writing this, a few days past the deadline again. Angelina reckons I need to give something up. I suggested giving her up and almost got a punch to the head. And all the while my boat sits forlornly on its trailer in the driveway, unused! But I have a solution.
I was out there working away, as you do, the other day. Thinking to myself, how can I get my weekends back, when I came up with a very clever idea. If we have two weekends each week, then if we accidentally work one weekend, then we can still have the other one off. The staff will love the idea because they seem to love weekends and refuse to work them so I reckon a couple of extra days will make them very happy plus it will reduce the wage bill as we will only have to pay them for 3 days a week. Angelina will be stoked that I will get to take her out and my boat might get its feet wet, finally.
If the government can add extra stat days, then we need to get with the program. Shane Beets co-owns Call A Farmer and builds fences in ‘Northland’.
So, my final words on the matter, lets add another weekend to the week. Shane
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Fencing Contractors NZ Certified Fencers Barakat Contractors Ltd (Te Kauwhata) Dale & Carl Barakat t. 07 826 4461 m. 027 473 5513 e. dale@barakatcontractors.co.nz w. barakatcontractors.co.nz Ben Haugh Fencing (Geraldine) Ben Haugh t. 03 693 8088 m. 021 523 291 e. info@bhfencing.nz Call A Farmer (Wellsford) Shane Beets t. 09 423 7585 m. 027 625 5383 e. info@callafarmer.co.nz w. callafarmer.kiwi Central Fencing (Canterbury) Nigel Broadbridge t. 021 433 623 e. nigel@centralfencing.co.nz w. centralfencing.co.nz CPC Fencing Ltd (Northland) Phil Cornelius t. 09 4332644 m. 027 274 4188 e. cpc.fencing@yahoo.co.nz Custom Fencing Ltd (Waikouaiti) Nick Terry t. 03 465 7212 m. 021 614 100 e. nickterryfencing@xtra.co.nz Ewing Fencing Contractors (Oamaru) Mark Ewing t. 03 431 3864 m. 027 498 4049 e. mark@ewingfencing.co.nz Fencing Solutions Waikato (Morrinsville) Todd Sherburd t. 07 887 5549 m. 0274 927 337 e. todd@fsw.co.nz w. fsw.co.nz
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Fencetec 2015 Ltd (Te Anau / Northern Southland) Steve Daley m. 027 2497852 e. stephendaley03@gmail.com Fensin Neil & Raymond Roberston (Taupō) Neil & Raymond Robertson t. 07 825 5747 m. 027 474 6335 e. robertson.nd@xtra.co.nz Golden Bay Fencing (Takaka) David Jacobson m. 027 266 7335 e. fourjake1@gmail.com Grant Macdonald Fencing Service (Tauranga) Grant Macdonald t. 07 543 3486 m. 027 494 2251 e. grantmacdonald@mclarenfalls.co.nz Grant Scott Fencing Ltd (Te Awamutu) Grant Scott t. 07 870 6541 e. g.scottfencing@gmail.com Greg Burton Fencing (Cambridge) Greg Burton t. 07 827 8765 m. 027 427 8765 e. mazgreg@xtra.co.nz Ground Up Services Ltd (Tauranga) Darryn Astill m. 027 586 9227 e. darryn@groundupservices.co.nz Ground Up Solutions (New Plymouth) Clayton & Sue Horton t. 06 758 2217 m. 021 710 712 e. info@groundupsolutions.co.nz w. groundupsolutions.co.nz
Higgins Fencing Contractors (Wakefield) Philip Higgins t. 03 541 9292 m. 021 222 5033 e. info@higginsfencing.co.nz w. higginsfencing.co.nz High Country Fencing Ltd (Darfield) Geoff Rogers t. 03 317 8028 m. 021 640 748 e. info@highcountryfencing.co.nz w. highcountryfencing.co.nz Jeff Joines Fencing Contractor Ltd (Kāpiti) Jeff Joines t. 06 364 2510 m. 027 484 4481 w. jeffjoinesfencing@gmail.com John Baldock Fencing Ltd (Katikati) John Baldock t. 07 552 0763 m. 021 176 4719 e. john@johnbaldockfencing.co.nz w. johnbaldockfencing.co.nz Lake Contracting (Omakau) Ken Lake t. 03 447 4031 m. 027 224 0302 e. kenthomaslake@icloud.com Landwork Solutions (Ōtaki) Brad Joines m. 0274955693 e. office@landworksolutions.co.nz Meersbrooke Fencing (Palmerston North) Alan Rennie m. 027 450 6420 e. meersbrooke@hotmail.com Noksee Fencing (Motueka) John Noakes t. 03 5286388 m. 027 446 4413 e. noakesjc@gmail.com
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Renner Contracting Ltd (Seddon) Mike & Brad Renner t. 03 577 6615 m. 021 416 798 e. rennerfencing@hotmail.com w. rennerfencing.co.nz
West Otago Fencing Ltd (Tapanui) Grant & Wendy Harris t. 03 204 8285 m. 0272 866 576 e. harris29@xtra.co.nz
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Fencing Contractors NZ Board
PHIL CORNELIUS
DEBBIE WHITE
SHANE BEETS
m. 027 274 4188 e. phil@fencingcontractors.co.nz
m. 027 495 7033 e. debbie@fencingcontractors.co.nz
m. 027 625 5383 e. shane@fencingcontractors.co.nz
(PRESIDENT)
(VICE-PRESIDENT)
MIKE RENNER
DONNA UPTON
MAX WALTON
PRUE YOUNGER
m. 021 416 798 e. mike@fencingcontractors.co.nz
m. 027 240 1100 e. max@fencingcontractors.co.nz
(TREASURER)
m. 021 761 022 e. donna@fencingcontractors.co.nz
m. 021 276 5484 e. prue@fencingcontractors.co.nz
Fencing Contractors NZ Team
JAIME BIGWOOD
Communications and Marketing Manager m. 022 317 7118 e: communications@fencingcontractors.co.nz
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JEANETTE MILLER
Administration Manager t. 0508 432 269 m. 027 432 2033 e: admin@fencingcontractors.co.nz
HEATHER KAWAN
WIRED Editor m: 022 630 8533 e: wired@fencingcontractors.co.nz
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