North American Sweeper - November 2022

2005-2022

NOVEMBER 2022

I NSI DE 9 TIPS FOR MANAGING WORKPLACE CONFLICT p.18 BUILDING A RESILIENT BUSINESS IN A RECESSION p.26 LEADERS: READY FOR A BOLD ANSWER TO SERVICE FATIGUE? p.30

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N O V E M B E R 2 0 2 2 N O RT H A M E RI C AN SWEEPER 3

NOVEMBER 2022 | VOLUME 17 | ISSUE 11

CONTENTS

F E AT U R E S 8

Oklahoma Facility Services

18 9 Tips for Managing Workplace Conflict 26 Building a Resilient Business in a Recession 30 Leaders: Ready for a Bold Answer to Service Fatigue?

34 Index of Advertisers/Classifieds

CEO & PUBLISHER Gideon W. Smith

CREATIVE DIRECTOR Melissa Kennelly

SENIOR EDITOR Katherine Nolan

EDITORIAL MANAGER Heidi Karpinich

ADVERTISING Tracy Rodean

CIRCULATION Noah Aiden

Phoenix Global Media Inc. P.O. Box 235, Stockton New Jersey 08559 866-418-4400 phone 973-532-0319 fax sales@nasweeper.com North American Sweeper Magazine is published by Phoenix Global Media Inc. Copyright 2020 by Phoenix Global Media Inc. All rights reserved.

SUBSCRIPTIONS $15.00 per year, or by eligible request.

POSTMASTER: Please send changes to North American Sweeper Magazine P.O. Box 235, Stockton New Jersey 08559

Opinions expressed in editorial submissions contributed to North American Sweeper Magazine are those of the individual authors exclusively and do not necessarily reflect the opinions of North American Sweeper Magazine, its staff, its advertisers, or its readership. North American Sweeper Magazine assumes no liability or responsibility toward independently contributed editorial submissions or any typographical errors, mistakes, misprints, or missing information within advertising copy.

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SPOTLIGHT

INDEX

OKLAHOMA FACILITY SERVICES

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Y

ou’ve heard of landscaping business and street sweeping business. But there’s a

good chance that you’ve never heard of a company that combines the two as well as Oklahoma Facility Services (OFS), and that is also what sets them apart from any company that does either of the two above-mentioned services.

...there’s a good chance that you’ve never heard of a company that combines the two as well as Oklahoma Facility Services (OFS), and that is also what sets them apart from any company that does either of the two above-mentioned services.

In today’s brick and mortar business world, curb appeal means everything. The same is true for any kind of business you can think of with few exceptions.

Take legal representation as an example. Imagine continued on page 10

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SPOTLIGHT

INDEX

competitive business, even if customers don’t interact with or see the facility or office directly - a clean building can mean the difference between securing the help of investors and getting turned down.

The same is true of private homes, which OFS also serves. That’s why on the landing page for their website, they use the words “curb appeal”early and often. If you’re a homeowner who knows you will want to sell your home eventually, then you will realize the value of keeping your property looking good. After all, most people who buy homes buy homes that they walking into a law office that had overgrown hedges

have seen in their daily routine. The dirty-looking

and a layer of dust on the front door. The first thing

house down on such-and-such street is unlikely

you would think is, “Why don’t they get someone to

to shed its dirty reputation, even after a quick

clean up?” The answer, inevitably, is either they don’t

clean-up job.

care or they can’t afford it. Either way, you are likely to take your business elsewhere. This goes for any

If you see a listing for a home that has always looked run-down and dirty, you’re not likely to call the continued on page 12

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SPOTLIGHT

INDEX

Realtor for an appointment. For this reason, OFS serves homeowners who understand the value of persistent curb appeal and real estate companies, as well as retail, manufacturing, hospitality, government facilities, and many other types of customers.

For property management companies that owe their renters a clean and comfortable living environment, the need for curb appeal goes double. Not only is working with OFS part of good customer service, but it also helps draw in the attention of potential renters in the future.

OKLAHOMA FACILITY SERVICES SERVICE LIST

OFS has easily the longest list of services we’ve ever seen in a street sweeping company. Their service list includes, but is not limited to; 4 Fall Services: At the end of the summer, people

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start spending more time at home, which makes the exteriors all the more important. Fall is also a time to get houses ready for holiday guests.

4 Holiday Light Installation: Putting up holiday lighting can be a tough job, and a dangerous one too. OFS delivers safe and reliable light installation, helping homeowners get the best light display in the neighborhood. They are the only street sweeping service in the country that provides this service, as far as we know.

4 Leaf Removal: When the leaves pile up, they’re only good for jumping in until they get wet. OFS cleans them up before that happens.

4 Landscaping: Of course, one of the most important

Putting up holiday lighting can be a tough job, and a dangerous one too. OFS delivers safe and reliable light installation, helping homeowners get the best light display in the neighborhood.

aspects of a good-looking exterior, is well kept continued on page 14

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SPOTLIGHT

INDEX

landscaping. OFS offers a complete list of

OFS doesn’t consider their job done until pressure

landscaping services.

washing is complete.

4 Street Sweeping: The core of their business, OFS

4 Snow and Ice Removal: This is a relatively common

offers street sweeping just as an introductory

service for street sweeping companies, but many

service.

simply don’t do it. OFS operates in areas where

4 Structural Pest Control: Pest control is important not only for the appearance of a building but also for its safety and maintenance. OFS does what many pest control companies specialize in.

4 Pressure Washing: This service is common to street sweeping companies, and it’s a very important one. It is common for the dust to form a layer on building exteriors after a street sweeping, and

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snow and ice are a concern, making snow and ice removal necessary for, many of the customers.

At the end of the day, there are few street sweeping companies that do as much as Oklahoma Facility Services. In fact, we’ve never seen a service list as comprehensive or as complete as theirs is.

Sources https://www.oklahomafacilityservices.com/

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N O V E M B E R 2 0 2 2 N O RT H A M E RI C A N SWEEPER 17

BUSINESS CORNER

I N D U S T RY N E W S

9 Tips for Managing Workplace

A S S O C I AT I O N I N S I D E R

A business risks a lot by allowing poor conflict resolution habits in the workplace.

There are often extreme consequences to productivity and quality when workers are not able to communicate or cooperate due to unresolved conflicts. Customer satisfaction

INDEX

SPOTLIGHT

ultimately can suffer and profitability may be jeopardized. Fortunately, there is a lot of helpful information about typical causes and solutions to workplace conflict.

PREVENTING WORKPLACE CONFLICT

4 Emotions over objectivity 4 Dominant traits

No workplace is without conflict, including a

4 Particular sensitivities

pavement sweeping business. Wherever there is

4 Shifting blame

4 Self-serving motivations

more than one person doing anything in one place,

4 Unchecked Pride

4 Occasional bad moods

expect occasional conflict. The most you can hope

4 Territorial tendencies

The company should maintain a policy of requiring

for is to manage it, not prevent it. Therefore, it’s best

all workers to treat each other with respect and

to recognize that well-managed conflict can actually

dignity and mutual support in all interactions.

strengthen workplace relationships. It can lead to

Cultivating a culture of collaborative problem-

fresh approaches and improved methods. So, when

solving helps further encourage mutually satisfactory

conflict inevitably occurs, practice the resolution

solutions.

methods suggested below, which have been

When Workplace Conflicts are Not Resolved:

developed by HR experts to achieve the best results.

4 Resentments fester.

CAUSES OF CONFLICT IN WORKPLACES

4 The environment becomes toxic.

Many conflicts between co-workers are due to simple

4 Relationships are damaged.

causes that may or may not be simple enough to

4 Collaborative culture breaks down.

manage:

4 Routine communications are strained.

4 Differing opinions

4 Lacking information

4 Cooperation becomes difficult.

4 Competitiveness

4 Common jealousy

4 Creativity is weakened.

continued on page 20

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N O V E M B E R 2 0 2 2 N O RT H A M E RI C A N SWEEPER 19

BUSINESS CORNER

4 Efficiency is worse.

Where conflict

4 Productivity suffers.

I N D U S T RY N E W S 4 Quality is badly impacted.

management is poor,

When Workplace Conflicts are Managed Successfully:

workers are less

4 Creative problem-solving flourishes.

4 People display empathy toward each other.

engaged. Customer

4 Staff demonstrates emotional intelligence.

4 People practice active listening.

4 Workers use strategies for resolving conflict.

4 A work culture of mutual respect develops.

4 Collaborative problem-solving flourishes.

4 Efficiency can be maximized.

A S Ssatisfaction O C I AT I O rates N I Nsink.

SIDER

The most talented employees quit and seek a more stable and secure work

4 Productivity increases.

4 Quality is prioritized.

SPOTLIGHT

I N D E X environment.

Where conflict management is poor, workers are less engaged. Customer satisfaction rates sink. The most talented employees quit and seek a more stable

and secure work environment. So, attrition rates rise.

Ultimately, the reputation and profitability of the company are at risk. But where management of conflict is effective, a winning culture is fostered and a business can thrive.

RESOLVING WORKPLACE CONFLICTS

Here are some methods to use for helping resolve workplace conflicts in ways that serve the best interests of the parties to the conflict and your company: Handle the Conflict Straightforwardly.

Consider what is likely to result if the conflict is simply left unresolved. Guide the parties to communicate in a collaborative effort to find a creative mutually helpful solution.

Recognize Facts and Opinions.

Write down the specific issues as they’re stated by the parties. Ask narrow questions until you have captured all the relevant details, and then lead a discussion of the individual points.

Maintain Your Neutrality.

Focus on the issues and reframe the parties’ complaints about working with each other as declarations about continued on page 22

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WE CAN CREATE A RENTAL PROGRAM TO ALIGN WITH SWEEPING CONTRACTS YOU HAVE WITH YOUR CUSTOMERS

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N O V E M B E R 2 0 2 2 N O RT H A M E RI C A N SWEEPER 21

BUSINESS CORNER

the particular problem(s) that are

Clearly explain the requirements for workplace c I Nonduct D U S Tbetween R Y N E team W S members. Reinforce the

essential expectations as needed...

occurring. Try to find common ground.

View the Conflict as an Improvement Opportunity.

Creative problem-solving is necessary in conflict resolution. It presents real opportunities for team members to collaborate and identify better ways that can benefit the entire company.

of A S S O C I AT IFirmly O N Express I N S IYour D EExpectations R Employee Behavior.

Clearly explain the requirements for workplace conduct between team

TRUE REGENERATIVE AIR SWEEPING !

SPOTLIGHT

Model 600® COMDEX ® Street Sweeper

members. Reinforce the essential expectations as needed to minimize

INDEX

Model 500x® High Side Dump

the risk of occurrences of heated conflict.

Keep an Open Mind and Be Flexible.

Be objective in considering the conflicting positions. Consider the alternative ideas being offered.

Provide an opportunity for open dialogue. Make sure everyone’s points are heard.

Model Professionalism and Patience.

Set an example of professional conduct in the resolution meeting.

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Manage vocal volume. Choose words carefully to avoid seeming combative or condescending. Maintain patience.

Use Formal Methods of Conflict Management.

Make sure everyone is fully heard.

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projection. Use methods for stage setting, deescalation, and other conflict management techniques.

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Recognize body language and

Keep in mind their individual motivations. Seek an outcome that Model 600 Illustration

continued on page 24

FROM THE PEOPLE WHO INVENTED REGENERATIVE AIR SWEEPING! 2 2 NORTH AMERIC AN S WE E P E R NO V EM BER 2022

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Celebrating

10 Years Of

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BUSINESS CORNER

allows both parties as much of what they both need IN D U S T RY N E W S

a conflict. But, when you don’t find a way to bring

and reasonably want in the issue as possible.

people to a mutually satisfactory resolution, you can

DIFFICULTIES IN RESOLVING CONFLICT

end the conflict by making a leadership decision and

There are some problems in interpersonal

announcing the conclusion to the parties. Explain

communications that frequently trigger people to react

to help the parties understand your reasoning, and

defensively and resist cooperating. For example:

require all involved to move past it. Prepare to address

4 Weak interpersonal skills

the issue with firmer measures if it persists.

A S S O C I AT I O N I N S I D E R

4 Fear of conflict

If you lead your team

4 Poor communications

Issues are likely

4 Rigid attitude 4 Lacking sufficient empathy

to be resolved with

4 Impatience 4 Over-sensitivity to

SPOTLIGHT disagreement

greater professionalism INDEX

Keep in mind that the human body processes the occurrence of conflict

through incidents of conflict by following the recommendations above, you can expect, at minimum, some consistently excellent results in these important

in such working environments.

instances: The outcomes of conflict among your team members will be objectively

as a physical threat. Stress

considered, fair, and will be

hormones are released, and

the best solutions you could

reasoning can be overpowered by emotions. Those

identify for the parties and your company as a whole.

internal operations can distort interpretations of what is being said during a conflict.

BUILDING A COLLABORATIVE PROBLEM-SOLVING CULTURE

Sources

communications and collaborative problem-solving

https://careercenter.johnsonville.com/dam/jcr:f04179bc-09d1-41f4-9509-4a826ff9ff94/kf%20fyi%20 for%20your%20improvement%20license%20eng%20

sets up the staff and leadership for the successful

3-4-15.pdf

Cultivating a workplace culture of mutually supportive

resolution of typical conflicts. Issues are likely to be resolved with greater professionalism in such working environments. Mutual satisfaction in outcomes of conflict resolution efforts is naturally more likely where there is a firm policy of supporting each other as team members working for a common goal.

FINALLY

Focus on options for compromise and prioritize mutual understanding of individuals’ positions in

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BUSINESS CORNER

I N D U S T RY N E W S

Building a

Resilient Business

in a Recession According to a recent YouGov poll, three in five Americans think we’re currently

S P O Tin L IaGrecession.

HT The U.S. Government has also announced that the economy had shrunk by 0.6% from April through June this year. This is the same as the previous quarter, which puts us into a recession by

WHAT DO WE MEAN BY RESILIENCE?

A resilient business can survive the toughest times and come out the other side. Business resilience is the ability of an organization to survive significant disruption while protecting its operations, people

Aand S Sassets.

O CThe I AT I Ois applicable N I N S IinDtimes E Rof civil term

unrest or natural disaster, but it’s also appropriate to think about resilience when faced with the potential major upheaval of a recession.

So let’s go through five things you can do to your business to survive whatever the economy throws at it.

IN DEX CULL YOUR CLIENT BASE

Are there customers who don’t pay, are slow to pay, or always gripe about price? If you answer yes to this question, then it’s time to get rid of them.

While slow payers won’t be the end of your

the general definition of two consecutive

business, it’s mentally draining and time-consuming

quarters of negative gross domestic product

chasing up outstanding payments. If you’re already

(GDP). But, economists disagree. The feeling is that with a strong labor market

in a high-stakes situation such as a recession, this is the last place you and your staff need to be spending their energy. Go through your client list

and corporate profits still on the rise,

and review it. Then, if you need to, remove those

we have not yet entered into a recession.

clients who are not serving your business.

Whatever you believe about the state of our economy, it’s hard not to worry about

This has the added benefit of freeing you up to find customers happy to work with you on your terms — at the price you set.

where things are heading. Even if the

CASH IS KING

economy were booming, it’s good to make

Let’s talk cash flow.

sure the foundations of your business are strong. With that in mind, let’s look at some things you can do to build resilience in your business should a recession happen.

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Businesses with low cash flows are unstable and particularly vulnerable in a downturn. Take the time to look at the products you offer. What’s your best seller? What service or product brings in the most profit?

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Can you change something about a current service you offer that will allow you to generate more cash? Is there a product or service you could provide but currently don’t?

This is also the time to look at costs in your business, expenses, training costs, travel costs and more.

CONCENTRATE ON EXISTING CUSTOMERS

Many businesses spend time attracting new customers,

Reward those loyal to you by looking at special offers and discounts. If you haven’t already, start an email newsletter...

but it’s expensive, and in a downturn, you need to account for every penny.

Reward those loyal to you by looking at special offers and discounts. If you haven’t already, start an email

Word of mouth is powerful. Treat your customers well,

newsletter so that you build your relationship with them.

and they will return and bring their friends.

Loyal customers are likely to return and spend with you

FLEXIBILITY IS KEY

rather than a competitor, and they will also be your

Be prepared to pivot at a moment’s notice. Perhaps you’re

greatest source of advertising.

offering a particular service that’s not been well received. continued on page 28

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BUSINESS CORNER

You’re still offering it because it’s what you’ve always

With some thought and hard work, you can build a resilient

done, but should you continue to do so?

business that will survive anything the economy throws

I N D U S T RY N E W S

Don’t be afraid to change up what products and services

at it. For more helpful tips to grow your street sweeping or

you offer. Unfortunately, no one has a crystal ball; during

paving business, subscribe to the North American Sweeper

a recession, you may need to make difficult decisions

Magazine today — the digital version is free!

quickly.

REVIEW YOUR INVENTORY MANAGEMENT

This may not apply to all businesses, but if you have an inventory, review how it’s managed. Excess stock in a recession is bad news for a small business. There are several ways to manage an inventory more efficiently. Research them and see if they make sense for your business.

SUBSCRIBE TO THE NORTH AMERICAN SWEEPER MAGAZINE TODAY

SPOTLIGHT

These are five ways you can build resilience in your business. Do your research and make sure whatever action you take fits your business and circumstances.

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Sources http://www.nasweeper.com/ A S S O C I AT I O N I N S I D E R https://www.bbc.co.uk/news/business-62976318 https://www.forbes.com/advisor/investing/are-we-in-arecession/#:~:text=According%20to%20the%20general%20 definition,in%20the%20summer%20of%202022. https://apnews.com/article/business-economy-pricesconsumer-gross-domestic-product-3c2ba845c2282faf67ab b35aea074ef2 https://www.imeche.org/news/news-article/how-yourINDEX business-can-survive-and-even-thrive-in-a-recession https://www.imeche.org/news/news-article/how-yourbusiness-can-survive-and-even-thrive-in-a-recession

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.

Call Us Today! 1-855-EETRACK (338-7225) www.eagleeyetracking.com w w w. na sweeper.co m

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LEADERS: Ready for a Bold Answer to Service Fatigue?

3 Ways to Avoid the Epidemic of Quiet Quitting

By Laurie Guest

Everyone’s all heard of it by now: “quiet quitting” is the freshly coined phrase to describe the age-old behavior of not quite leaving one’s job entirely but rather opting to no longer go above and beyond. It’s Service Fatigue to the extreme, risking not just customer satisfaction but staff loyalty and your business’s bottom line, too. While the idea of “quiet quitting” may be new to many these days, those of us who study customer service have spoken for decades about the root cause and possible solutions for this kind of disengagement and underperformance. The issues may not be new, but these innovative solutions offer new ways to reinvigorate your team.

T

o bust out of service fatigue and prevent “quiet

RULES OF PROFESSIONAL CONDUCT

quitting,” leadership must take bold action,

One of the biggest changes reported in a post-

making changes that aren’t always easy. But then

pandemic workplace is the decaying boundaries

again, if it was easy, everyone would be doing it and

around acceptable behavior. With the current U.S.

we wouldn’t be facing an epidemic of workplace

unemployment rate at just 3.5%, it’s an employee’s

ambivalence.

market. There’s an urgent need to keep positions

There are three foundational business elements

filled, and it’s easy for managers to feel that having

that cause a decline in team engagement: rules,

any warm body in the role is better than no body at

beliefs, and praise. When leadership actively turns its

all. But when staff are confident they can easily get

attention to these governing principles, the desire to

another job (and one without too much personal

untether from one’s career shrinks.

sacrifice), the motivation to meet the company rules

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of conduct notably decreases. Too often what results is

“mission gap” isn’t always caused by inattentive staff.

a situation where the “tail wags the dog” and employers

Sometimes it’s leadership who changes direction and

are left with little choice but to turn a blind eye to

forgets to bring everyone along on the new path!

staff misbehavior. And as soon as the poor actions are

To close the “mission gap,” boldly embrace your

disregarded once, the issue slowly turns to a fast-

company’s purpose, values and direction. Frequent

spreading cancer. Little by little, the “abnormal cells”

reviews of the company’s real mission—not just

influence those around them and a negative attitude

reciting the words that appear on a sign hung on the

becomes contagious.

conference room wall—will ensure everyone on the

Stop the spread in its tracks with bold action.

team is on the same page. Be as blunt as possible when

During the interview process and onboarding, clearly state the company’s behavior expectations and the consequences of not following the rules. Things like dress code, arrival and departure times, and superior customer service delivery are examples of conduct that need clearly stated policies and procedures. Being able to enforce consequences is the harder part of this equation, but most issues can often be solved with respectful and productive conversations. Be bold and stand firm to enforce the most essential rules and relax on those you can, in order to create the culture you desire.

BELIEF IN THE MISSION

As a leader, you’re invested in your company’s reputation and you’re passionate about achieving

Many leaders have trouble providing genuine praise for a job well done. Countless studies show that recognition catapults engagement and productivity levels, so if it is loyalty we seek, hiding the praise is the worst possible course of action.

successful outcomes. Ideally, your staff matches this dedication level, like two parallel lines on the same

it comes to communicating your company’s direction,

path, mirroring each other in vision, mission, and

knowing that a good team will work to achieve that

values. However, when one of the parties begins to

goal when it is real, attainable, and shared.

slowly drift at a different angle, the trajectory changes

PRAISE AND RECOGNITION

and eventually the “mission gap” is wider than can

Many leaders have trouble providing genuine praise

be tolerated. For example, an employee may slip on

for a job well done. Countless studies show that

their work ethic, bend the rules, or make unacceptable

recognition catapults engagement and productivity

choices during key interactions. And remember:

levels, so if it is loyalty we seek, hiding the praise is the continued on page 32

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worst possible course of action. With a global workforce

Go bold with your praise and watch the shift in your company culture. Learn the praise formula and utilize it in the moment and as often as possible. The technique is a simple four-part approach...

dominated by those under 40, there is no doubt that the importance of attention, applause, and appreciation can’t be ignored, but it is. And if good work goes continuously unrecognized or discipline in the workplace involves toxicity like shame or yelling, the negative habits and destructive behavior patterns only multiply.

Go bold with your praise and watch the shift in your company culture. Learn the praise formula and utilize it in the moment and as often as possible. The technique is a simple four-part approach: start with the name of the person you are praising; comment on a specific action that is praiseworthy; indicate why it matters; and finish with a sincere thank you. “Kristen, you did an amazing job talking with that angry customer. Calming her down is what allowed us to close that sale. Well done, thank you.” Take

3 2 NORTH AMERIC AN S WE E P E R NO V EM BER 2022

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note of the difference between the well thought out

to continuously (and boldly) improve our skills as

message and the lazy “Hey, good job everybody.” One

leaders.

is white noise, the other is a deal changer.

BE BOLD AND BUST OUT OF SERVICE FATIGUE

Be the courageous type of leader who is willing to

About the Author

adapt, who looks for ways to keep your management

A Hall of Fame keynote speaker and author, Laurie

skills fresh and admits when things can be better.

Guest, CSP, CPAE, is an authority on customer service

Those who have led for decades may feel like you

excellence. Laurie blends real-life examples and proven

already know it all and have seen everything. But

action steps for improvement. She is the author of

“times, they are a changing.” Are you changing with

two books and is writing a third on the topic of service

them? Those who are new to leadership may believe

fatigue. To learn more or connect with Laurie, visit www.

that fewer rules and more workplace fun is all it takes

LaurieGuest.com

to keep people engaged. But this approach alone is not sustainable. To bust out of Service Fatigue and keep “quiet quitting” at bay, it’s imperative not only to provide the necessary tools to your team, but

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N O V E M B E R 2 0 2 2 N O RT H A M E RI C A N SWEEPER 33

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Pat’s Pump & Blower....................................................................20 800-359-7867 / patspump.com

Bensink.........................................................................................33 704-658-1333 / buchermunicipal.com

The ODB Co..................................................................................35 800-446-9823 / www.odbco.com

Bucher Municipal.........................................................................11 704-658-1333 / buchermunicipal.com

Safety Vision.................................................................................16 800-851-4764 / safetyvision.com

P RTurbine.............................................................................32 O D U C T W AT C H Buffalo 716-592-2700 / buffaloturbine.com Carolina Enviromental Services...................................................32 800-239-7796 / cesrefuse.com Eagle Eye Tracking.......................................................................29 855-338-7225 Elgin Sweeper Company................................................................7 elginregenx.com Global Sweeping Solutions............................................................2 909-713-1600 / globalsweeper.com KeyStone Street Sweeping Brooms............................................10 800-635-5238 / kpbrush.com Multihog........................................................................................29 443-852-1842 / multihog.com National Pavement Expo 2023.....................................................15 nationalpavementexpo.com Nescon..........................................................................................25 480-505-0001 Nite-Hawk Sweepers................................................................6, 12 800-448-9364 / nitehawksweepers.com Nomad.........................................................................................BC 450-530-9873 / balaisnomad.com Oakmont Capital Services LLC......................................................3 320-844-8800 / oakmontfinance.com ODRA Sweeper.............................................................................17 844-888-6372 / odrasweeper.com

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Schwarze Industries Inc.................................................................5 800-879-7933 / schwarze.com SEALMATE....................................................................................27 sealmate.com Sharpco Sweeper Shoes................................................................4 313-343-4328/800-372-5007/sharpcosweepershoes.com Skavin’jer Street Sweepers..........................................................34 888-652-2137 / skavinjer.com Stewart-Amos Equipment Co........................................................4 800-482-2302 / stewart-amos.com Street Smart..................................................................................21 888-653-6800 / streetsmartrental.com Superior Tire & Rubber Corp.......................................................28 800-289-1456 / superiortire.com Sweeper Parts Sales......................................................................6 877-695-3060 / sweeperpartssales.com Trinity Highway.............................................................................16 888-323-6374 / trinityhighway.com Tymco............................................................................................22 800-258-9626 / tymco.com United Rotary Brush Corporation..................................................3 800-851-5108 / united-rotary.com World Insurance...........................................................................19 866-793-9999

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