MAY 2017
Hiring HIRING FOR THE
Food Safety Modernization Act
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May 2017 Vol. 200 │ No. 6 ISSN #0034-3137
EDITORIAL STAFF Editor/Publisher Mary Y. Cronley refrigerationmag@gmail.com (404) 819-5446 Senior Staff Writer Joe Cronley cronley.joe@gmail.com (404) 295-5712 Art Direction Markurious Marketing info@markurious.com (678) 439-6534
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Established as ICE in 1906, Refrigeration Magazine™ is published thirteen times a year, including the Annual Buyer's Guide. Postmaster: Send notice by form 3579 to: Refrigeration Magazine 260 Lakeview Ridge East Roswell, GA 30076 Annual Subscriptions: US: $49/year or $79/two years International: $79/year
19
FEATURES
6
DRY ICE
9
HIRING AND YOUR EMPLOYEES
ADVERTISING, SUBSCRIPTIONS, ACCOUNTS Mary Y. Cronley Editor/Publisher refrigerationmag@gmail.com (404) 819-5446
6
St. Louis the 13th Century French King Gets A Bath
9 Make Seasonal Hiring Easier and More Efficient 19 The Definitive Guide to Hiring Seasonal Workers: How to make apps work in hiring like they do for the ride home
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FEATURE
Top 10 Questions When Hiring for the Food Safety Modernization Act
DEPARTMENTS
4 spICE
Lessons From A Flatbed F350
22 AD INDEX
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May 2017 │ REFRIGERATION Magazine 3
spICE
Y
Lessons From A Flatbed F350 Yesterday I saw a flatbed F350 with a standalone transport unit on it, literally chained to the bed. The merchandiser had a plain sticker on it with the name of an ice company. That was it – not even a proper refrigerated truck, just a big walk-in unit on the bed, not permanently attached. I have to believe it was working fine for this company, or it wouldn’t have been out on the road. Somebody, somewhere, is buying their product.
And flatbed guy isn’t selling in your market. No grocery or convenience chain will talk with him. Sure, some mom & pops will take his nickel less, but they’re low volume customers that may not make sense for you. If he wants to drive 25 miles extra to a bait store or marina, maybe it’s saving you trouble. Fifty miles round trip for a hundred packages isn’t making anybody rich. As we enter high season, I’m encouraged. We’re in a new era that promises a lower regulatory burden and better conditions for the small business. We don’t know what that means yet, but every business owner seems to be in a better mood. Our industry is magnitudes more polished and professional than it was even when I first went to a convention, which wasn’t really that long ago. We are regarded as a vital part of the retail mix, one that no seller wants to miss out on.
As long as I see things like that, I’m optimistic for the future of the industry. You may say, “What, another guy bags from a Hoshizaki, throws a used cooler on the back of a truck, undercuts my prices, and this idiot is happy about it?”
I don’t see a competitor undercutting your prices. What I see is a market with enough room so that somebody can see an opening, and with hardly any capital put together enough of an operation to serve a few customers. They may make it – by this time next year, they may rent a building, install a 10 ton machine and a semiautomatic bagger, buy a proper truck, and actually service a route. Or, they may not make it to Labor Day. That truck may be at an auction by August, the merchandiser parked behind a restaurant as a walk-in, and the owner asking for his old job back. When I see signs of a raw startup like that, I see that the packaged ice industry is thriving enough to attract new entrants. Lot of businesses are heading in the opposite direction – known anybody who opened a quick print franchise lately? An industry with healthy competition is a healthy industry. You will always have selling advantages over the guy I saw. Your plant is set up properly, and will blow away any health inspector. Your drivers are professionals, trained and licensed, and you’ve given them customer service training. Your sales staff – whether it’s you or someone you’ve hired – knows how to work with buyers, treating them well and providing value. Chances are flatbed guy cannot compete in any of those areas.
4 REFRIGERATION Magazine │May 2017
There’s not much point in May to giving you words of encouragement or planning. You better be ready to hit full speed. I’m happy to see that our industry is healthy enough that new people want to join it, and I’m eager to see what the high season has in store for us! Happy Reading!
Mary Cronley EDITOR/PUBLISHER
READERS REACT
In the March issue, an article on page 14 included an image of the President of the United States with an article about food regulation. In retrospect, we agree with a message a reader left that this image was not complimentary. We don’t do politics at Refrigeration, we do not want to make negative commentary on any political figure and we apologize to our readers for this art choice. We will more thoroughly police images used in this publication.
NEW PRODUCTS
May 2017 │ REFRIGERATION Magazine 5
DRY ICE
St. Louis the 13th Century French King Gets a Bath
T
he bronze Apotheosis of St. Louis has loomed untouchable over the masses at Art Hill for more than a century now, but even kings and saints need a good scrubbing once in a while. The mounted King Louis IX, namesake of the city, is in the midst of a cleaning that takes place about once every 20 years. Workers on scaffolds are cleaning off the white plaster from the original cast of the statue seeping out through the bronze’s pores, as well as removing green corrosive substances forming as the statue’s protective coating wears off. “It’s a tremendous icon to the community,” Forest Park Forever vice president of operations Frank Kartmann said. “When people see the Apotheosis of Louis IX, they think of the city of St. Louis.” The statue of the French king was cast in plaster for the 1904 World’s Fair and later in bronze as it was moved in 1906 to the top of Art Hill from the current site of the Missouri History Museum. The last time it was cleaned was 1998, and the last time before that was in the 1970s, Kartmann said. The protective coating is removed through an application of dry ice pellets run through an air pressurization system that, when applied to the surface, causes the coating to disintegrate. Then workers take fine wire brushes to remove the green corrosion, and go back with wooden and plastic sculptor’s tools to remove the white plaster seeping out of the bronze. The cost of the project is about $50,000,
6 REFRIGERATION Magazine │May 2017
Kartmann said. It was paid for through donations to the nonprofit conservancy, and Kartmann said the majority came from the local French Heritage Society. The job is being done by California, Mo.based Russell-Marti Conservation Services Inc., a husband-wife operation that has been contracted in the past to restore other notable public sculptures in St. Louis. In 2011, they managed the restoration of the 1868 Thomas Hart Benton statue in Lafayette Park that had been neglected for decades. “They travel all over the country for these, but we were fortunate enough they had time in their schedule right here in April,” Kartmann said. The Apotheosis of St. Louis was designed by Charles Henry Niehaus, a sculptor trained in Cincinnati and at the Royal Academy in Munich, Germany. His other famous works include a marble statue of President James Garfield in the U.S. Capitol rotunda and the bronze doors of Trinity Church in New York. The bronze cast of Louis IX as a soldier atop his horse is one of 23 statues and monuments displayed outdoors in Forest Park. Once the plaster and corrosion are removed, workers will go back over the statue to restore any parts of the surface that were damaged by the substances. Kartmann said workers use a combination heat and chemical process to restore the bronze on the damaged areas. The statue should look as good “after it’s bath.”
St. Louis, the 13th century French king, gets a bath Chip Starr (left), from Starr Restoration Services, uses dry ice blasting to remove the protective coating from King Louis IX, while curator Robert Marti, documents the work.
By Mike Faulk St. Louis Post-Dispatch
May 2017 │ REFRIGERATION Magazine 7
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8 REFRIGERATION Magazine │November 2016
HIRING & YOUR EMPLOYEES
Any season may be the season of your discontent -- if you don’t take care to source, hire and onboard seasonal workers who represent the best that your business has to offer. Many pitfalls plague employers that must supplement their full-time staff for the summer, for tax season, or for any other portion of the year when business peaks. Most of these troubles stem from a failure of the company’s leadership to devote energy and resources to assembling an optimal seasonal workforce. Are you willing to take a fresh look at your seasonal operations to see where you might improve your staffing? Consider these 11 approaches to fielding superlative workers when the annual rush is on.
Make Seasonal
HIRING Easier and More Efficient
By John Rossheim, Monster.com Senior Contributing Writer May 2017 │ REFRIGERATION Magazine 9
Don’t assume that high unemployment will make your seasonal hiring a cinch. In fact, “we’ve experienced pockets of the country where it was very difficult to hire,” says Jennifer Lemcke, chief operating officer of Weed Man USA, a lawn-care franchisor. “It’s been hard to hire in Detroit.” Michigan has very high unemployment; the catch for seasonal employers is that extensions of Federal jobless benefits have made many Michiganders eligible to collect for up to 99 weeks, reducing the motivation to find work, according to Mark Perry, a professor of economics at University of Michigan in Flint. Use sourcing channels that offer a high yield of candidates who only want seasonal work. You’ll make better seasonal hires faster if you can mine rich veins of candidates who just want to work for the season. “We have tapped into graduating university students who are taking time to figure out what they want to do,” says Lemcke.
If your seasonal staff is large, dedicate substantial resources to successful onboarding. Giving seasonal employees the sink-or-swim test could hurt your bottom line at season’s end. “One of the most common mistakes is throwing seasonal hires in a plant or a truck with minimal training or onboarding, viewing them as a way to fill a schedule rather than as company representatives to serve your customers,” says Nels Wroe, partner and product director at SHL Group, a vendor of talent-assessment tools. Take time to ensure that job descriptions for seasonal hires are accurate, complete and up-to-date. “We have clients using job descriptions that are four or more years old,” says Wroe. Consider asking the author of the job description to spend a few hours shadowing an employee in the relevant position. Your customers won’t forgive poor service simply because it’s rendered by a seasonal worker. Hire for attitude as much as aptitude. Most seasonal work is about being flexible and getting up to speed quickly, rather than bringing to bear an elaborate skill set. “All of our training is so in-depth -- we don’t necessarily need someone with experience,” says Lemcke. “We’re looking for dependable workers who emphasize safety and customer focus,” says Martin. Give preference to “same time, next year” candidates. If you’re able to select for candidates most likely to return for another season, do so; it’ll streamline your hiring next year. Don’t shortchange HR and related processes for seasonal employees. You may be tempted to save short-term costs by bypassing some HR processes for seasonal employees. This can bring you trouble on many fronts, from fielding confused workers to running afoul of labor laws. So keep your seasonal workers
10 REFRIGERATION Magazine │May 2017
on your regular HR platform, and disseminate systems and knowledge to branch offices that are hiring for the season. “We supply franchisees with information on how to interview and evaluate candidates, with orientation
"One of the most common mistakes is throwing seasonal hires in a plant or a truck with minimal training or onboarding, viewing them as a way to fill a schedule rather than as company representatives to serve your customers." – NELS WROE, partner and product director, SHL Group
and training programs, and with all the forms they’ll need,” says Lemcke. If you use staffing vendors, consider giving just one an exclusive for your seasonal hires. Staffing agencies may be swamped filling the seasonal needs of many clients at once. If you promise one agency all your business, they may be more willing to go the extra mile to bring you the best seasonal workers. Don’t assume that all your seasonal hires are just for the season. Many of your seasonal workers will never be candidates for permanent positions, but some of them may be. Tag potential permanent hires early on, keep close tabs on their performance, and at the end of the season, evaluate their fitness for full-time employment. Don’t neglect your end game. Never assume that your workforce will remain intact through the season; it most likely won’t. “No matter how much we plan, we still have to hire some people toward the end of the season,” says Lemcke. Consider structuring compensation to reward seasonal workers for staying as long as you need them. “Our lawn-care technicians get a bonus based on production if they complete the season,” Lemcke adds.
May 2017 │ REFRIGERATION Magazine 11
12 REFRIGERATION Magazine │May 2017
FEATURE
Questions When Hiring for the Food Safety Modernization Act
Because FSMA rules require the implementation of continuously-improving systems, it is fitting that your candidate demonstrates the ability to continuouslyimprove her/her methods.
Before the Food Safety Modernization Act (FSMA), a deciding factor when hiring quality assurance (QA) professionals has been work experience, but prior to 2016, few people had prepared a company for compliance with FSMA’s rules. Like third-party audit criteria, FSMA rules are best addressed by QA professionals with experience, project management and leadership skills, as well as cross-department communication. It is especially important for a QA professional to know when to outsource to a consultant and when to cultivate expertise inhouse. Below are the top 10 questions that ought to be considered when interviewing a prospective employee with some Hazard Analysis and Critical Control Points (HACCP)-based experience.
May 2017 │ REFRIGERATION Magazine 13
1 \ WHAT WERE THE GREATEST SUCCESSES IN YOUR DEVELOPMENT, IMPLEMENTATION AND/OR MAINTENANCE OF A HACCP-BASED FOOD SAFETY PLAN? I like putting this question first because provides the candidate with an opportunity to define success. Is it individualistic or team-oriented? Does it consider the customer or an audit? Does the candidate question his/her success, based on customer feedback or lack thereof? Success at each stage (i.e., development, implementation and maintenance) can mean very different things, which will give you a cross-section of the candidate’s leadership skills. Success may be, for the candidate, the overcoming of tremendous obstacles posed by management, such as passing an audit with very little preparation time or resources.
2 \ WHAT WERE THE GREATEST CHALLENGES IN YOUR DEVELOPMENT, IMPLEMENTATION AND MAINTENANCE OF THE PLAN? This question can go two ways: a cathartic burst of complaints and hostility or a restrained and measured response that frames observations constructively. This question is useful for evaluating the candidate’s level of maturity (and sense of humor).
3 \ WHAT WOULD YOU HAVE DONE DIFFERENTLY TO IMPROVE THE PROCESS OF DEVELOPING, IMPLEMENTING AND/ OR MAINTAINING A HACCP-BASED FOOD SAFETY PLAN? Because FSMA rules require the implementation of continuously-improving systems, it is fitting that your candidate demonstrates the ability to continuously-improve her/her methods.
4 \ ASSUMING YOU ARE HIRED FOR THE JOB, WHAT ASSISTANCE WOULD YOU ASK THE CEO FOR TO EFFECTIVELY DEVELOP, IMPLEMENT AND/OR MAINTENANCE THE HACCPBASED FOOD SAFETY PLAN? One of the most difficult things for every food company is to determine how much time and money ought to be invested in food safety. This requires a familiarity with the facility, equipment, process, quality of the available human resources and applicable exemptions, regulations and audit criteria. This questions presses the candidate to demonstrate the ability to think big picture and identify what her/she knows and does not know.
5 \ HOW COMFORTABLE ARE YOU WITH ASSISTING WITH A FOOD SAFETY TRAINING? The ability to share knowledge is a prerequisite for teamwork. It also helps distribute the load of the training program, which is a key program for continuouslyimproving the plan and adopting changes. One of the greatest threats to food safety is the individual who positions his/her self as indispensable. One day this person will not make it to work; and, one day, this person will disappear altogether (e.g., retirement, illness, new job, family crisis, career change, etc.). Hiring individuals willing to take part in the training process reduce the risk of food safety system decomposition.
6 \ IF YOU OBSERVED A FELLOW EMPLOYEE NEGLECT HIS/ HER FOOD SAFETY DUTY AND HE/SHE EXPLAINED THAT THE RISK WAS MINIMAL, WHAT WOULD YOU DO? This question is not intended to make the candidate choose between work and friendship—it is intended to give the candidate an opportunity to explain how he/she would handle a sensitive, interpersonal 16 REFRIGERATION Magazine │May 2017
issue with food safety relevance. In my opinion, food safety ought to be framed for the company as a form of job security. If customers suffer serious injury or illness, settlements and regulatory action could cost everyone their job. Making an intervention, from this perspective, can be in everyone’s interest. It is important for the candidate to give an answer that helps prevent (both in the short- and long-run) potentially contaminated product from reaching the customer.
SO, CAN YOU FIND THE DEFINITION OF A QUALIFIED INDIVIDUAL (QI) IN THE REGULATORY TEXT (IN SUBPART A) OR THE QI’S RESPONSIBILITIES (IN SUBPART C)? It doesn’t matter what you know as much as what you can find. The FSMA rules, with their preambles, are too long for anyone to commit to memory. The ability to navigate the internet (and regulation) is far more important and useful. This skillset will pay off significantly when it is time to conduct (or re-evaluate) a hazard analysis. Michael Kalish is managing member of Food Safety Guides, a progressive food safety and quality systems consulting firm that specializes in FSMA compliance, HACCP, thirdparty audit preparation and food safety and quality plan development. Michael is also Senior Technical Advisor for Food Safety at University of San Diego Extension and an Food Safety Preventive Controls Alliance Lead Instructor for Human and Animal Food.
7 \ If you saw an auditor fail to notice a potential nonconformity, what would you do? The auditor’s job is to identify gaps in your food safety plan. If the auditor helped you notice the issue (by overlooking it), you are just as informed as if he/she had told you of it. In this circumstance, does the candidate limit the scope of his/her answer to the audit or expand it to include other impacted bodies (e.g., customer, company standards, etc.)?
8 \ WHAT ARE THE MOST IMPORTANT FEEDBACK LOOPS EVERY HACCP-BASED FOOD SAFETY PLAN OUGHT TO HAVE? This question challenges the candidate to demonstrate the ability to prioritize and to brainstorm. Encourage the candidate to think out loud.
9 \ IF MANAGEMENT ASKED YOU TO PREPARE FOR AN AUDIT SCHEDULED ONE MONTH FROM TODAY, WHAT WOULD YOU SAY AND WHAT WOULD YOU NOT SAY? Expectation management, tact and discretion are three excellent traits in QA professionals (or anyone). This question will give your candidate a chance to demonstrate these traits.
10 \ CAN YOU FIND THE PREVENTIVE CONTROLS FOR HUMAN FOOD RULE ONLINE? IF May 2017 │ REFRIGERATION Magazine 17
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18 REFRIGERATION Magazine │May 2017
HIRING & YOUR EMPLOYEES
Definitive
The Guide To Hiring Seasonal Workers
How to make apps work in hiring like they do for a ride home Wouldn’t it be awesome to be able to hire seasonal workers without all the fuss and hassle of calling through lists of people, posting endless jobs or vetting hundreds of workers? We all know the answer to that question. However, to achieve this goal, you must master the art of hiring seasonal employees. Wait a second, you’re probably thinking, “I’ve hired hundreds of seasonal workers. I know what I’m doing I’m the master of seasonal hires already.” Just take a step back and think about it, though. Are you still doing the same thing every summer with the same level of success when it comes to hiring seasonal workers? You wouldn’t settle for flat revenue year after year, so why are you settling when it comes to finding seasonal staff? These workers are the heart and soul of your company - don’t allow for second best. So, how do you get started? I’m glad you asked. Follow these steps to find your seasonal worker staffing bliss.
Plan, but plan different when it comes to seasonal workers. It’s about time managers
and owners left the dark ages of planning and joined the 21st century. Planning and project management are at the core of any good manager, but sometimes we just don’t have enough time to do it. And, because of that, valuable seasonal workers often fall by the wayside when it comes to poor project management. Luckily, there are now thousands (yes, thousands!) of easy-to-use tools that are designed to help you better wrangle this important task. One of our favorites is Trello [trello.com]. Trello is a collaboration tool that organizes your projects into boards. In one glance, it tells you what's being
worked on, who's working on what, and where something is in a process. We would suggest inviting the management team to your Trello board, and then they can assign individual tasks to different pools of workers, making your seasonal workers easier to manage and projects easier to track. Two others tools we find super helpful are: • Nirvana [www.nirvanahq.com] • TeamGantt [teamgantt.com]
Actually communicate with your seasonal workers. You’ll be amazed. Open
communication in the workspace is arguably the most important factor in the success of a company. Even so, many companies don’t take the necessary steps to make sure this is the same for their seasonal employees. Many of the world’s most successful companies are shaping their company and environment around communication, so why aren’t you? Better communication doesn’t only create a better working environment, but it also creates a more innovative one. If you’re thinking that seasonal employees can’t help drive innovation at your company, think again. Your seasonal workers could be your greatest asset when it comes to improving your workplace. Here’s why. They don’t only work for you, but they also hold valuable knowledge about other successful companies that could not only improve your day-to-day operations, but also help you uncover better solutions to bigger challenges your business might face. As an added benefit, better communication can also lower turnover rates and increase employee engagement. To get started with getting your seasonal workers better plugged in, set up a Slack [slack.com] channel - it’s a super simple way to message and collaborate May 2017 │ REFRIGERATION Magazine 19
between teams using your smartphone (It’s not just for tech startups!). And, set up a Google form to collect feedback from your seasonal workers. Not only will you be amazed by the results and the quality of the feedback, you'll also have priceless data that you can leverage to improve your company or get that next big promotion you've been dreaming of.
Track performance not time
A seasonal workforce should be held to performance measures like any other part of your workforce. If anything, you should consider being more meticulous about the jobs they are carrying out because of how important they are to your company’s immediate success. Recently, the Young Entrepreneur Council (YEC) asked its members to share ways in which each of their companies’ tracks and measures employee productivity, which we think hits the nail on the head. As personal and professional lives continue to blend and work/life overlap becomes a reality, the only thing that counts is: Does the work get done? Contrary to popular belief, the only metric that really matters is task completion, not minutes spent working. A great way to track productivity is by breaking down work into tasks and assigning them appropriately until projects are complete. We recommend doing this because it allows you to focus on the bigger picture. A couple of
great tools for this type of project management are Producteev [producteev. com] and Basecamp [basecamp.com]. iDoneThis [idonethis.com] is also a great piece of software to help you track performance of your seasonal workers. It sends out a reminder email to each person at the end of the day. Individuals reply to it, and then everyone receives a compiled team digest the next morning. This allows transparency and accountability without micromanagement. However, like most companies, you are going to need a way for your seasonal employees to clock in and out. We highly recommend using Timesheet [timesheet.io] or Timecard Pro [AppStore or Google PlayStore].
Hire awesome people faster
Tired of those time-consuming background checks? We felt the exact same pain point. We onboard and background check thousands of seasonal workers every month, for companies all over the United States. As a small startup, we’re sure you’re wondering, “How on earth do you background check that many people without a huge HR team?” The answer lies with an amazing tool
20 REFRIGERATION Magazine │May 2017
called Checkr [checkr. com]. By performing background screening using their easy-to-use platform, we are able to screen candidates in just two and a half minutes on average. Screening costs start at just $25 per person, and they even offer drug screening.
Cash is not always king
In 2013 alone, the Internal Revenue Service handed out $6.8 million in civil penalties for payroll errors, which added up to nearly $4.5 billion in fines. No one wants to deal with that! If you decide that it makes sense to use an outside payroll service, be sure to spend adequate time investigating the right one for your type of business. Payroll services do way more than cut paychecks. Their basic services also include: • Calculating employee pay, withholding and taxes • Printing and delivering checks • Providing automatic signatures and direct deposit • Employer tax payments and filing, as well as processing W-2 and 1099 forms • Benefits administration for health insurance, flexible spending accounts and retirement plans • Allowing employees to edit their benefits information and contributions directly via the Internet
• Tracking paid time off, sick days and overtime • HR forms management • Filing required reports with federal, state and local governments Imagine not having to spend days filing your tax returns, paperwork and working on your end-of-year compliance. Our personal favorites in this space are Gusto [gusto.com] and Intuit QuickBooks. **Bonus Tip and shameless plug for my employer** Go on-demand, dude! You post a job, vet hundreds of workers, and whittle the list down to your favorite few seasonal workers, only to find half of them don’t turn up for their shifts. This doesn’t only hurt your productivity as a
company, but it stops you from doing what you do best: being an awesome manager. Why? Because you have to spend the rest of your day calling through lists of people trying to get those shifts covered. Sound familiar? If that’s the case, then on-demand staffing is about to become your new best friend. The stats don’t lie. Just like Uber did for cabs, the staffing world is being turned upside down by the ondemand model. Instead of days, jobs are being filled in just minutes and companies are saving up to 45% vs. traditional staffing agencies. As many as 40% of Americans are now choosing to work contingent jobs because of the flexibility it offers, and in our opinion, some of the best are using on-demand services.
Companies from every industry imaginable are embracing the ondemand world and seeing some mindblowing results not only for their seasonal workers, but also for their bottom line. You post a job, and a backgroundchecked, vetted, and insured 1099 or W-2 worker picks up the job. Once the job is completed, you approve it. No paperwork, no fuss. Simple. Sam Venning is Digital Marketing Manager for Wonolo [www.wonolo. com], an on-demand staffing platform for businesses to fill their immediate hourly or daily labor needs. He is a veteran of 7 San Francisco bay area startup or early stage companies. A native of Bristol, England, he is also a certified cricket coach. In case you need one.
May 2017 │ REFRIGERATION Magazine 21
AD INDEX
Ad Index
CLASSIFIED ADVERTISING
American Ice Equipment Exchange, aieexchange.com............................ 21 & 23 Classified Ads....................................................................................................... 22 – 26 Ice Systems & Supplies Inc. (ISSI), issionline.com............................................ 12 & 24 Ing-Tech Corporation (ITC), itcpack.com....................................................... 18 & 22 Keet Consulting Services, LLC (KCS), kcsgis.com.................................................... 17 KEITH Walking Floor, keithwalkingfloor.com............................................................. 18 LEER, leerinc.com.......................................................................................................... 2
Rates are $1.00 per word, with a minimum charge. Any blind ads, with an assigned box number c/o publisher, add $10.00. Deadline for upcoming issue is the 1st of the previous month.
Matthiesen, matthiesenequipment.com................................................................... 8 Modern Ice, modernice.com........................................................................... 25 & 27 Polar Temp, polartemp.com..................................................................................... 11 Polar Temp Block Maker, polartemp.com............................................................... 28 Polar Temp Express, polartemp.com...................................................................14-15 Sisco, siscoproductsinc.com........................................................................................ 5
For advertising and listing information, contact Mary at (404) 819-5446 or refrigerationmag@gmail.com.
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CLASSIFIEDS
SOUTHEAST
USED EQUIPMENT FOR SALE • M atthiesen Bagger Take-Off System, Less Conveyor • Matthiesen VLS, Bottom Load Bagger • Matthiesen VK510, Top Load Bagger • Arctic Temp 4000 Lb Ice Maker • Manitowoc RNS-244 200lb Ice Makers • Vogt HE40’s 7/8 • Vogt 4000 4000lb 7/8 A/C Ice Maker • Vogt 218 Water-Cooled, Mini Tube • Vogt 118’s 5 Ton Ice Maker 7/8, W/C • Vogt 118 5 Ton Ice Maker 7/8, A/C • Belt Conveyor, Hytrol TA 21’ • Belt Conveyor, Hytrol BA 10’ • Belt Conveyor, Hytrol TA 12’ • Belt Conveyor, Hytrol TA 6’ • 9x10 Galvanized Portable Screw Conveyor
• 9 x10 Stainless Portable Screw Conveyor • Coin Operated Ice Bag Vending Machine • Kalamazoo 4000M-SA Stretch Wrapper • Amcot ST-25 Cooling Tower • Marley 4821 Cooling Tower • 19x30x12T Walk In Freezer • Clinebell CB300 300lb Block Makers • Clinebell S-60 Snow Cone Block Maker • Hamer 125 Bag Closers with Stands • Hamer 125 Rebuilt Bag Closer To Include Stand • Hamer 310 Form, Fill, & Seal • MGR 3000SD Stainless Bin • Mannhardt 2801 Ice Bin
AND MUCH MORE!
• • • • • • • • • • • • • • • • • •
10LB Ice Cans (45) 4.5” x 8” x 14”T Snow Cone Block Cans New Jersey Bag Closer Parts Cat Walk Platform for P34 Vogt Vivian Manual Block Press Ice Shaker 16lb Wicketed “misprint” Ice Bags 5lb Wicketed Ice Bags 1/2HP drop In Refrigeration Units Hog ring Staples (for pneumatic gun) Magliner Ramp 28” x 13’ 4” Baltimore Aircoil CXV-184 Vilter VSM-601 Single Screw Compressor Belt Conveyor, Hytrol TA 21’ Belt Conveyor, Hytrol BA 10’ Belt Conveyor, Hytrol TA 12’ Belt Conveyor, Hytrol TA 6’ Large Inventory of Hard To Get Parts
If you have discontinued ice bags or used equipment you would like to sell PLEASE CALL. SEE OUR USED EQUIPMENT WEB PAGE AT WWW.AIEEXCHANGE.COM. Call for surplus ice! Polar Temp Equipment Mike Landino - Toll free - 1-877-376-0367 E-mail (NEW ADDRESS): mlandino@polartemp.com Don’t forget to call if you have a quality piece of used equipment for sale.
HARD TO FIND PARTS? Impossible to get? CALL FRANK! If he doesn't have it and he can't get it, it can't be found!
TRAILERS FOR SALE Two 1998 Pup Trailers – Road Ready
$7,800 each Contact Ruben Walden at (239)936-3876 or metroice@embarqmail.com
Compressors, Vilters, Eclips, MRI 90, York, Y & G Series HDI Compressors, Frick, York, Vilter ALSO Large Selection of Parts for Compressors, Block Plants.
We buy all types of used ice making & refrigeration equipment.
COMER REFRIGERATION
(386) 328-1687 | (386) 325-0909 (fax) crsrefrigeration@aol.com
TRAILER FOR SALE 45 foot refrigerated trailer with electric refrigeration. Evaporator in trailer w/ 5 HP condensing unit on the ground. Great for cross-docking. Tennessee Valley Ice Company Call Gary at 423-698-6290
More Southeast classifieds on the next page » May 2017 │ REFRIGERATION Magazine 23
CLASSIFIEDS
SOUTHEAST (continued) USED EQUIPMENT FOR SALE • Turbo Tig 33 Ice Maker, 98 model • Mycom N6WB Compressors w/125 HP motors skid mounted w/oil separators (used with Vogt P34AL ice makers) • Turbo CB38 Rake • Screw Conveyor Drive Packages for 9" and 12" conveyors (great condition) • Hammer RBC with conveyor • Stainless 9" and 12" screw conveyors
"NEW" KAMCO PARTS Ice Systems & Supplies Rock Hill, SC Toll free (800) 662-1273 or (803) 324-8791
• 21' Hytrol belt conveyor • Turbo CB87 with plastic chain and sprockets and stainless steel flights • Morris 18 ton Tube Cube Maker, R22, 2006 model complete with evap condensor 1" ice • Vogt 218, rebuilt in 2005, complete with cooling tower
PLANT MANAGER & REFRIGERATION TECH WANTED We are looking for a Plant Manager and a Refrigeration Tech for a distribution center in Southwest Louisiana.
Resumes may be faxed to 337-238-5095, or e-mailed to westlaice@bellsouth.net. Candidates may apply in person or mail a resume to: West Louisiana Ice Service, 1707 Smart Street, Leesville, LA 71496-1507.
MIDWEST ICE FOR SALE
WANTED
A Family Owned Ice Company
Used trailer to haul frozen foods – small, only up to 12'
Tube Ice 7, 10, 20, 22 lb Bags Over a million bags in stock Shipped or Picked up
Email: info@WellsFamilyFarms.com
PIQCS Plus Accredited
YOUR AD HERE
Arctic Ice Inc Call Steve Camenzind
Rates are $1.00 per word,
(314) 989-9090
For advertising and listing information, contact Mary at (404) 819-5446 or refrigerationmag@gmail.com.
24 REFRIGERATION Magazine │May 2017
CLASSIFIEDS
NORTHEAST FOR SALE
ICE FOR SALE
Arctic Temp 8000 SM 4-Ton ice machine. Very low hours, barely used. Asking $20,000.
Vogt Mini tube ice, 8, 20 & 40 lb. bags. All ice is screened, palletized & stretch wrapped.
Manny Raza
We deliver or you pick up. Our water is treated with ozone for sterilization. No Chlorine Added!
(732) 684-4464
Martin's Ice Company
Phone (717) 733-7968 or fax (717) 733-1981 PA Merchandiser Parts for all brands at competitive prices.
(877) 984-5945
USED EQUIPMENT FOR SALE 1-800-543-1581
VOGT ICE FOR SALE 5, 7, 16 & 40 lb. bags. Water is lab tested for purity. Delivery or pick-up. Six generations of quality.
www.modernice.com
Ice Makers • Vogt Ice Maker – P24A • Morris Ice Maker • Vogt Ice Maker – P118
Long Island Ice & Fuel Corp.
Call (631) 727-3010
• Turbo Ice Maker – CAR120 • Turbo Ice Maker – CF40SCER • Vogt Ice Maker – P418 • Vogt Ice Maker – HE30
FOR SALE • 140 ft. York herring bone • 4 ton bridge crane • Two Tuffy upenders • Perfection block scorers • Tip tables • 14 can filler Plus other equipment
Call Gary Evans, Clayville Ice Co., Inc.
(315) 839-5405
ICE CARVING TOOLS Plastic liners for clear block makers $1.18/ea Reusable drip pans – from $6.50/ea
• Kold Draft Ice Maker
Check our most recent inventory online at www.modernice.com!
Packaging • Matthiesen Heat Seal Bagger • Matthiesen Baler (3 Available) •H amer Form, Fill, and Seal Machine - 310 Handling • Matthiesen Shaker Belt with Stand • Shaker •1 2” Stainless Steel Auger (Several Lengths) •1 2” Stainless Steel Shroud Trough Cover
EQUIPMENT FOR SALE Suction Accumulator - Chil-Con, Model #AA24084, 24” x 7’ high, with boil out coil – Like new condition $6,000.00 Receiver 12’ x 30” with warming loop used with Vogt ice makerLike new condition - $6,000.00 Toshiba 125 HP Motor, Premium Efficiency Contact Kyle at Long Island Ice & Fuel Corp.
(631) 727-3010 or (516) 790-6842
Over 500 items in stock for Ice Carvers
www.IceSculptingTools.com
or (440) 717-1940
May 2017 │ REFRIGERATION Magazine 25
CLASSIFIEDS
SOUTHWEST
EQUIPMENT WANTED
FOR SALE (1) Vogt P118 Reconditioned, runs on R404 Freon (1) Mini Tube Vogt, air-cooled 404 Freon
VOGT´S P24s and P34s used in any condition. Only MID or LARGE ice. Ice RAKE 30 tons or less used. CONTACT US BEFORE YOU SELL!
LPIceEquipment@gmail.com
(1) Mid Tube Vogt, air-cooled 404 Freon
(809) 350-8297
(1) Rebuilt CB P118
Vogt 6000 and Vogt 9000 Call Charlie Bolton Houston, TX
(713) 643-0573 FOR SALE
2005 12 Ton Kamco Bin in good condition, $5000. Contact Greg LeBlanc at Orange County Ice Bridge City, TX
Call Charlie Bolton (Houston, TX)
(713) 643-0573
WANTED
ICE EQUIPMENT
(409) 920-0037
WEST ICE CRUSHER/SNOW BLOWER FOR SALE Snow Blower-Tri-Pak 300lb. Block Ice Crusher/Blower on Tandem Trailer. Ford 300 Inline 6 Industrial Gas Engine, Original owner, well-maintained, very clean, unabused machine! Will sling ice 70'. In Southern California.
Will ship anywhere!
$29,000 Call (661) 269-2093
PACIFIC ICE BUSINESS FOR SALE Successful ice manufacturing and distribution business for sale. Established in 1983, located in eastern Washington. Owner is retiring. Enjoy life and semi-retirement in this profitable business. Sale includes buildings, land, equipment, vehicles, and rental property. Miscellaneous ice merchandisers for sale Glass and solid door.
Contact Refrigerationmag@gmail.com for more information 26 REFRIGERATION Magazine │May 2017
ICE MANUFACTURE AND SUPPLY BUSINESS FOR SALE HAWAII • Strong existing customer base • $200K Annual Sales • Vogt Ice Machines • 3-Ton Stainless Steel Auger • Feed Ice Bin • 2,500lb Storage (Walk-in Freezer) • Isuzu MPR Refrigerated Box Truck • Turn-Key
Call (808) 384-7033 for more information. $80K
CLASSIFIEDS
Modern works with packaged ice clients who face increasing costs and require financing solutions and technical and engineering assistance to decrease downtime and increase their profits.
Modern helps those clients with sales and terms programs, the best equipment and automation solutions, our Freeze Force technical support team, and by utilizing the best buying practices and inventory controls. Contact us to review your critical concerns – we are the company to partner with to create solutions for your business!
CALL US TODAY at
1-800-543-1581
Learn more about Modern at
WWW.MODERNICE.COM