Maryland PHCC Contractor Fall 2017 by PHCC-WI

FALL 2017

PERSONNEL FILES â&#x20AC;&#x201C; WHAT YOU NEED TO KNOW TELEPHONE COMMUNICATIONS VS. EMAIL AND TEXTING TWO TO HIRE, TWO TO FIRE How Can a Business Avoid Terminations and Retain Good Employees?

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MD PHCC - NEW MEMBERS........ Wolverine Brass, Inc. Carroll Brezindine

PHCC CONTRACTOR MAGAZINE

Milwaukee Tool Cory Chaffin

NFP Property & Casualty Eric Wolfrey

Fall 2017

CONTENTS...... Senior Editor - Diane P. Kastner

President’s Report - Kathy Stradley Great Followers Make Great Leaders - Michael Copp, PHCC National, Executive Vice President Congressional Health Care Debate … What’s Next? - Mark Riso, PHCC National, Director of Government Relations Personnel Files – What You Need to Know Telephone Communications vs. Email and Texting Two to Hire, Two to Fire Experience PHCC Membership at a 50% Discount Introductory Membership Application Risk Management Corner: Back to School Time Backflow Certification Course Information and Application Apprenticeship Program Instructors Wanted

Maryland PHCC Contractor Magazine is the official magazine of The Maryland PlumbingHeating-Cooling Contractors and is published four times annually. The Maryland PHCC does not necessarily endorse any of the companies advertising in this publication or the views of its writers. Maryland PHCC Contractor Magazine is designed and published by Blue Water Publishers, LLC. Articles and information published in this magazine may not be reproduced without written consent of The Maryland PHCC or Blue Water Publishers, LLC. Maryland PHCC reserves the right in its sole discretion to reject advertising that does not meet Maryland PHCC qualiﬁcations or which may detract from its business, professional or ethical standards. The publisher cannot assume responsibility for claims made by advertisers, content provided by the editor, or for the opinions expressed by contributing authors.

Bradford White Charlotte Pipe Cummins Wagner FastEst Inc. Kolbi Pipe Marker

2 3 23 6 10

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8 10 12 14 16 17 18 20-21 22

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OFFICERS 2017...... PRESIDENT KATHARINE K. STRADLEY ELLICOTT CITY, MD (410) 442-2221 (410) 442-7626 FAX

DIRECTORS EDGAR W. ZEPP, IV CLARKSVILLE, MD (410) 531-6712 (410) 531-5812 FAX

TREASURER STEVE M. SCHAEFER WESTMINSTER, MD (410) 876-6825 (410) 876-6811 FAX

RON BRYANT GAITHERSBURG, MD 20879 (301) 670-2700 (301) 670-2720 FAX

SERGEANT AT ARMS FREDERICK A. WOLF BALTIMORE, MD (410) 327-4750 (410) 563-1611 FAX

ADVERTISER SUPPORT.....

For more information on advertising, contact Eric Johnson, Blue Water Publishers, LLC, 9406 N. 107th St., Milwaukee, WI 53224 414-708-2059 / fax: 414-354-5317 eric@bluewaterpublishers.com

SECRETARY RON LLOYD COLUMBIA, MD 21046 (410) 203-2720 (410) 203-1866 FAX

CHRIS SAFFER BALTIMORE, MD (410) 665-4238 (410) 661-4573 FAX TIM FELDMAN ELKRIDGE, MD (410) 536-5700 (410) 536-5705 FAX

Maryland PHCC Contractor | Fall 2017

APPRENTICESHIP EDUCATION COUNCIL MEMBERS STEVEN M. SCHAEFER ADMINISTRATIVE CHAIR WESTMINSTER, MD (410) 876-6825 (410) 857-0011 FAX RONALD STIEGLER ELDERSBURG, MD (410) 876-6825

KATHARINE K. STRADLEY ELLICOTT CITY, MD (410) 442-2221 EDGAR W. ZEPP, IV CLARKSVILLE, MD (410) 531-6712 (410) 531-5812 FAX

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By Kathy Stradley, President - PHCC Maryland

ENCOURAGE PARTICIPATION IN THE APPRENTICESHIP PROGRAM

re you a contractor looking to hire? Are you having trouble finding licensed journeyman? Have you noticed you are not alone?

With the shortage of qualified people in our trade, hiring and training apprentices has never been more important for our industry. It does take time and patience to train an apprentice, but it is an investment.

Fortunately, you don’t have to develop a training program on your own. The Maryland PHCC Apprenticeship Program can help. It’s a great way to supplement your on-the-job training. During the four-year program, apprentices will learn OSHA and general safety standards, First Aid/CPR, Trade Math, Related Theory Instruction, Blue Print Reading, the state-approved Gas and Plumbing Codes and the 32hour Backflow Certification Course is also included in the program.

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Just like any investment, it takes time. But by the end of the four years, your apprentice will have all the tools needed to take the journeyman’s exam. And you can take pride in knowing that you have given someone the opportunity and the privilege to pursue a lifelong career in the PHC industry. If you are a contractor who has someone just starting in the trade, encourage them to attend an apprenticeship program. It’s up to us to rebuild and grow this great industry! Award-winning mechanical estimating software that can improve the speed, ease and efficiency of your estimating

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Maryland PHCC Contractor | Fall 2017

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Don’t delay – sign up your apprentice today! Like us on facebook.com/marylandphcc to get the latest news and events happening in PHCC and the industry.

A Message from the PHCC National Association Executive Vice President, Michael Copp

GREAT FOLLOWERS MAKE GREAT LEADERS

uring this last graduation season, I thought about what I would say if I were to present a commencement speech. I researched typical inspirational themes like overcoming challenges, believing in yourself, dreaming big, valuing risk taking, working hard and giving back.1 But then I thought, what about focusing on how to become a great leader? Those graduating have worked hard to earn their recognition and hence, position themselves as the best choice and future leaders for potential employers. At some point in their career, those graduates will be tapped to lead a team of employees: and education and years of experience alone will not prepare them for how to be great leaders. What is required is to understand how to be a great follower. In being a great follower, there are some precepts that help to better understand why I believe this to be true:

1. Exceptional leaders are teachers and coaches. A good follower will pay attention to lessons they learn from their supervisors to help provide greater value to customers, co-workers, and to their organization;

2. Exceptional leaders exhibit “abilities to challenge, inspire, enable, model and encourage”2 others. Effective followers observe the art and science of implementing these abilities that ultimately help them inspire others to follow them;

3. Great leaders exhibit high credibility and a strong vision that inspire good followers to “be proud to tell others they are part of the organization, talk up the organization with friends, see their own values as similar to those of the organization and feel a sense of ownership for the organization.”3 Good followers recognize when leaders have employees’ best interest at heart and hence,

reward that loyalty by finding ways to continuously grow their knowledge, skills and abilities;

4. Effective leaders understand the difference between leadership and management. Leaders “lead” people and “manage” resources. Good followers observe how this distinction is implemented in ways that help followers understand how to challenge, inspire, enable, model and encourage others to follow them; and

5. Over time, good followers learn from good leaders how to become more productive, maximize efficient use of resources, learn better problem-solving strategies, seek ways to improve products and services through creative and innovative thinking4, and thereby – become invaluable to their team, their supervisors and to their organization. Eventually, great followers who pay attention to and internalize these precepts ultimately become great leaders who really understand that “leadership is conferred by followers.”5 Christian Nevell Bovee observed that “We unconsciously imitate what pleases us, and approximate to the characters we most admire.” Sources: 1.Retrieved June 8, 2017: http://www.graduationwisdom.com/ quotes/15-rules-for-a-happy-life-and-successful-life-with-inspirationalgraduation-quotes.htm 2.Kouzes and Posner (1987), The Leadership Challenge; How to Get Extraordinary Things done in Organizations. Jossey-Baas Publishers, San Francisco, p.19. 3. Ibid, p. 23. 4. Glen M, Parker (1990), Team Players and Teamwork; The New Competitive Business Strategy. Jossey-Baas Publishers, San Francisco, p.9. 5.John W. Gardner (1990), On Leadership, The Free Press, New York, New York, p. 24.

Fall 2017 | Maryland PHCC Contractor

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By Mark Riso, Director of Government Relations - PHCC National Association

CONGRESSIONAL HEALTH CARE DEBATE...

What’s next?

ongress went into their annual August recess with a loud thud - the defeat of the Senate Republican health care repeal proposal left many wondering what to do next – and what to expect. The defeat of the repeal proposal caught many off guard on Capitol Hill and perhaps highlights issues the House and Senate are experiencing. Bipartisanship is not something we are seeing much of on Capitol Hill these days, and all are to blame. The surprise Senate vote that killed the repeal plan generated calls for bipartisan health care hearings in September in the Senate. Is this something that will produce positive results? We will have to wait and see. In the meantime though – lawmakers on both sides of the Capitol and in both parties – realize something has to be done right away. The very real threat of escalating insurance premiums have many Americans worried – and rightfully so. But when Congress returns in September, the House and Senate have other pressing issues to deal with on their legislative plate --- namely, the federal budget (which must be completed and passed by both the House and Senate and signed into law by the end of September), a debt ceiling decision that will be contentious (which also needs to be addressed by the end of September) – and an aggressive debate and action on tax reform, which some feel may be possible by Thanksgiving. [8]

Maryland PHCC Contractor | Fall 2017

There is much more, but certain issues are more pressing because of time. The most likely scenario is that Congress will pass a Continuing Resolution (CR) to address the federal budget issue. A CR is a stop-gap budget that basically continues to fund the federal government at its current level – for a period of time determined by Congress. In this case – you can expect that Congress will pass a CR that will extend into the fall. Also expect that Congress will pass a temporary debt ceiling increase – that will run in parallel with the CR. Remember, both of these must be addressed by the end of September. These extensions will allow for Congress to consider tax reform legislation – so that these issues move together. Combined this with the possibility that Congress will take another shot a repeal and replacement plan for the Affordable Care Act – and you can understand the complexities of September on Capitol Hill. When the House and Senate begin their legislative sessions in early September, there will be a true urgency to coordinate these issues – in order to succeed. PHCC National will provide members with detailed information as to how the issues in September impact the plumbing-heating-cooling industry, and how you can become involved with PHCC’s grassroots network system.

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PERSONNEL FILES-

[CONFIDENTIAL]

WHAT YOU NEED TO KNOW Personnel files are a valuable and necessary tool in any workplace. They are the first line of defense against miscommunication and misunderstanding, as they should provide general information and a record about each employee from the date of hire, through changes and, when the time comes, termination. Retaining the correct information will make it easy to find employee information in one spot and essential if legal requirements or issues arise. THE ESSENTIAL BASICS There are three requirements that must be followed in setting up a personnel file structure: 1. Medical/benefits related documents and general employee information must be kept in separate folders, but not necessarily separate files (see table page 2).

including the employee complaints, witness interviews, employee interviews, findings, attorney recommendations, and resolutions. This information should be kept in a separate and locked file drawer. EMPLOYEE ACCESS PROTOCOL Employee records are considered to be the property of the employer. Employee access to personnel files varies by state; check your local laws. Even though it is not likely to be a legal requirement, a good “people” practice is to honor requests to view personnel files using the following guidelines: •

Employees must schedule time in advance to view their files with an HR representative - typically employees make a request to see their personnel files when they are troubled by something, and/or upset. Having time in advance allows you to make sure that the file is in order, organized, contains only the appropriate materials relevant to the folder, and is generally ready to be reviewed.

•

Always supervise the viewing.

•

Ensure that the viewing of the personnel file is documented in writing and signed by an HR Representative as well as the employee.

VALVE TAGS

•

Never provide copies of the contents of the file to the employee without checking with state laws and, if in doubt, seek legal guidance.

ENGRAVED NAMEPLATES

•

A simple request for a copy of a form that they have already received a copy of, like a benefits application form is allowed, of course.

2. I-9 forms are not part of the personnel files and must be kept completely separate in their own file or binder. 3. Do not keep investigation materials in personnel files;

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Maryland PHCC Contractor | Fall 2017

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R ATE T W

MAXIMUM SECURITY Personnel files should be kept in a locked cabinet and office, preferably in an HR office, and access to personnel files should be limited only to those who have a job-related “need to know”. An HR Representative should be the “gate keeper” to all file documents and only provide the information that is relevant to the request, not the entire file - all access should be under their supervision.

A GOOD EXAMPLE YOU CAN IMPLEMENT NOW HANGING FOLDER Employee Benefits /Medical Info

General Employment • Application • Resume • References • Offer/Confirmation Letter • Background Check Report(s) • Orientation Checklist • Tax Withholding Forms • Direct Deposit Forms • New Hire Reporting • Garnishment Notices • Jury Duty Notices • Authorizations for Deductions • Payroll Status Changes • Policy Acknowledgements • Personal Data Changes

• Resignation/Termination • Copies of Unemploymentrelated Reports • Position Description • Performance Reviews • Goal Setting Documents • Self-Appraisal • Commendations • Disciplinary Documentation • Promotion or Job Change • Training or Education Certificates • Signed Salary Increases • Bonus Documents • Leave Requests

RETENTION AND PURGING A legally safe practice is to keep personnel files no less than three years from the date of departure. Keep the most current ones (one year or less) secured in the office and the older ones (more than one year old) in on- or off-site storage. Keep a log to sign and date the personnel files that are purged. Always make sure they are shredded for security.

• Benefit Enrollment Forms • Benefit Change Forms • Medical Correspondence • Medical Leave Documents • Cobra Forms • Copy of Beneficiary Designations • Doctor Notes • Disability Claims • Accident Reports • Worker’s Comp Forms and Correspondance

FINAL WORD – NO SHADOW PERSONNEL FILES While it is tempting for HR and/or managers to keep files at their desks as a convenience way to keep private notes, don’t do or encourage it. Private employee information is hard enough to keep locked up and all employee documentation / files can be subpoenaed in a legal dispute.

This content was developed for the PHCC Educational Foundation by TPO, Inc. (www.tpo-inc.com). Please consult your HR professional or attorney for further advice, as laws may differ in each state. Laws continue to evolve; the information presented is as of July 2013. Any omission or inclusion of incorrect data is unintentional. Please note this article is not intended to provide legal advice or to substitute for supervisor employment law training. The PHCC Educational Foundation, a partnership of contractors, manufacturers and wholesalers was founded in 1987 to serve the plumbing-heating-cooling industry by preparing contractors and their employees to meet the challenges of a constantly changing marketplace. If you found this article helpful, please consider supporting the Foundation by making a contribution at http://www.phccfoundation.org. Fall 2017 | Maryland PHCC Contractor

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TELEPHONE COMMUNICATIONS VS. EMAIL AND TEXTING

he younger generation’s trend of avoiding talking on the phone has spread to employees and managers of all ages. It started with email and now with smartphones. Texting has replaced leaving voicemails and conversations now take place with our phone or fingers. Calling someone is rare in how we communicate in today’s workplace. Certainly, written communication or texting/emailing has its advantages. You can get your message out whether or not the person is available, you can respond without concern for time zones or sleep patterns, you don’t have to waste time with unwanted chat and you can be very specific in your communications, getting to the point. However, traditional phone conversations have benefits that text and email will never overcome. The use of the telephone is still an important tool and the following are nine scenarios where a phone call greatly outweighs the written communication.

WHEN YOU NEED IMMEDIATE RESPONSE – The problem with text or email is you never know when someone will get back to you. You like to think the other person is sitting there waiting for your message, but it’s not always true. These days when someone sees your name on the ringing phone, they know you are making an extra effort to speak to them. Of course if they are truly busy, in a meeting, sleeping, or hiding from you, the caller ID will tip them off and you go to voicemail, which they rarely check anyway. At least now you can express yourself with heartfelt emotion. WHEN YOU DON’T WANT A WRITTEN RECORD DUE TO SENSITIVITY – You never know who will see an email or a text. True, phone calls can be recorded...but not legally in most states without prior notification or a judge’s order. Unless you are absolutely comfortable with your message getting into anyone’s hands, best to use the phone for conversations that require discretion.

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Maryland PHCC Contractor | Fall Fall2017 2017

WHEN THE EMOTIONAL TONE IS AMBIGUOUS, BUT SHOULDN’T BE – Sometimes a smiley face is not enough to convey real emotion. Emoticons help broadly frame emotional context, but when people’s feelings are at stake it’s best to let them hear exactly where you are coming from. Otherwise they will naturally assume the worst.

WHEN THERE IS CONSISTENT CONFUSION – Most people don’t like to write long emails and most don’t like to read them. So when there are lots of details that create confusion, phone calls work efficiently to bring clarity. First of all, you can speak about 150 words per minute, and most people don’t type that fast. Second, questions can be answered in context so you don’t end up with an endless trail of back and forth question and answers.

WHEN THERE IS BAD NEWS – This should be obvious, but sadly many people will take a cowardly approach to sharing difficult news. Don’t be one of those callous people. Make it about the other person and not you. Humanize the situation with empathy they can hear.

WHEN THERE IS VERY IMPORTANT NEWS – Good or bad, if there is significance to information, the receiver needs to understand the importance beyond a double exclamation point. Most likely they will have immediate questions and you should be ready to provide context to prevent unwanted conclusions.

WHEN SCHEDULING IS DIFFICULT – After going back and forth multiple times with a colleague’s assistant trying to find an available date and time, I finally just called her. Now I didn’t have to worry that the time slot would be filled by the time she read my email. We just spoke with calendars in hand and completed in five minutes what had exasperated us over three days.

Later that day I watched one of my foodie friends spend 20 frustrated minutes using Open Table and finally suggested he simply call the restaurant. In three minutes he had a reservation and a slightly embarrassed smile.

WHEN THERE IS A HINT OF ANGER, OFFENSE, OR CONFLICT IN THE EXCHANGE – Written messages can often be taken the wrong way. If you see a message that suggests any kind of problem, don’t let it fester – or worse try and repair it – with more unemotional communication. Pick up the phone and resolve the issue before it spirals out of control.

WHEN A PERSONAL TOUCH WILL BENEFIT – Anytime you want to connect emotionally with someone and face-to-face is not possible, use the phone. Let them hear the care in your voice and the appreciation in your heart. This content was developed by SESCO Management Consultants (https://sescomgt.com/). Please consult your HR professional or attorney for further advice, as laws may differ in each state. Any omission or inclusion of incorrect data is unintentional. Please note this article is not intended to provide legal advice or to substitute for supervisor employment law training. Contact SESCO by calling (423) 764-4127 or emailing bill@sescomgt.com to discuss this topic or any Human Resource or Employee Relations question. The PHCC Educational Foundation, a partnership of contractors, manufacturers and wholesalers was founded in 1987 to serve the plumbing-heating-cooling industry by preparing contractors and their employees to meet the challenges of a constantly changing marketplace. If you found this article helpful, please consider supporting the Foundation by making a contribution at http://www. phccfoundation.org. Fall 2017 | Maryland PHCC Contractor

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TWO TWO TO TO HIRE FIRE

usiness owners frequently ask, “What do you recommend to help us avoid the possibility of a wrongful termination charge by an employee?” The easy answer is don’t hire the wrong person for the job. But the reality is that every business owner will someday be faced with the unpleasant task of having to terminate an employee for one reason or another.

HOW CAN A BUSINESS AVOID TERMINATIONS AND RETAIN GOOD EMPLOYEES?

Diligence in hiring is the first step – always check background, references and driving records if driving will be a part of the employee’s job. It is recommended that two management level people be involved in all hiring decisions. Having a second set of eyes to review an applicant’s qualifications is a good procedure to follow. This helps ensure the hiring decision is [ 14 ]

Maryland PHCC Contractor | Fall Fall2017 2017

based on the candidate’s qualifications and work experience rather than one person’s likes or dislikes of an applicant’s personality. Next, training and orientation for new employees is essential, but it doesn’t stop there. Providing ongoing opportunities to learn more about the business and improve skills will help keep employees motivated. Mentoring those who show initiative and promise can develop future leaders. Giving periodic feedback to employees on their job performance is also important, but shouldn’t be limited to scheduled reviews. Don’t assume everything is fine just because an employee doesn’t complain. Employees want to know they are doing a good job. A simple compliment on how an employee handled a situation will reinforce desired

behavior and tell employees their efforts are noticed and appreciated. Giving occasional rewards is also worth the time and any minor expense. When corrective action is needed, a positive approach with specific recommendations can help avoid embarrassment or resentment and possible future allegations of unfair treatment.

Sometimes it is necessary to terminate an employee because of poor performance even when good hiring procedures were followed and the employee started out on the right foot. Make certain all terminations are fact-specific. Is the decision consistent with how “similarly situated” employees have been treated in the past?

WHAT TO DO WHEN TERMINATION SEEMS INEVITABLE

You may also want to consider having two management personnel involved with the termination. Should the terminated employee ever dispute what took place, you have a witness to verify what was said.

Decisions to reprimand or terminate employees should always be based on documented facts and observations, not on emotional responses to a situation or on personal judgements. Sometimes “just the facts” may not provide enough information and employees may not be forthcoming about problems. An example… After one year of employment, a service technician began to arrive late in the morning and often seemed distracted. His co-workers were tolerant, but the service manager was strict about punctuality and was irritated by the employee’s tardiness and attitude. In truth, the employee liked his job and was meeting performance expectations. The problem was that an elderly parent had recently moved into his home and required special care in the morning. In this case, a simple schedule change could solve the problem and help relieve the employee’s stress. It also would demonstrate the manager’s willingness to make accommodations for a good employee.

Implementing the “two to hire – two to fire” strategy may be an effective risk management technique for your business. This article provided courtesy of Federated Mutual Insurance Company, your association’s recommended insurer. This publication is intended to provide general recommendations regarding risk prevention. It is not intended to include all steps or processes necessary to adequately protect you, your business or your customers. You should always consult your personal attorney and insurance professional for advice unique to you and your business. ©Copyright 2005 Federated Mutual Insurance Company, All Rights Reserved This information is brought to you by the PHCC Educational Foundation. Fall 2017 | Maryland PHCC Contractor

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Experience PHCC Membership at a 50% Discount! New Introductory Membership For the first time ever in the 13 135 year history of the PHCC, we are offering an introductory membership rate at more than 50% off the full rate for for the first year of membership. With these economic times, we feel we can offer the contractor the “experience” of PHCC at a reduced rate to increase the exposure to the value of membership in our Association. Here are just a few of the benefits of membership: membership: Industry Representation – PHCC membership give you a voice with today’s legislators, giving you the lobbying edge on a State and National level. Networking Opportunities – State and National meetings help you learn from others who have “been there, done that.” Education and Training – Access to education and business management expertise, all at a money saving discount and many programs are free to members. Scholarships – For Contractor Member Member families and the family members of their Employees on a state and national level. Latest News – With National and State subscriptions, you will be kept upup-toto-date on your Industry. Professional Pride – Proudly display the PHCC logo with promotional materials provided and in a format for advertising.

Memberships for One Low Fee – starting at $439.50 Criteria to take advantage of this offer: 1.

Introductory Membership is available only once to a firm that is engaged in the plumbing and/or heating and/or cooling and/or mechanical contracting industry that has never been a member of the association. An Introductory Member may only retain this designation for a maximum of twenty-four (24) months from the date the firm joined, and must maintain an affiliation with the National and State Association as described in the bylaws. 2. Dues for Introductory Members are at least a fifty percent (50%) discount of active member dues for the first year and at least a twenty-five percent (25%) discount of active member dues in the second year. 3. Introductory members may attend meetings and enjoy all other privileges and benefits of membership, except that they may not vote, hold office or propose resolutions or amendments to the bylaws. 4. Must attend 50% of State Meetings during membership period. 5. Must attend one National PHCC webinar during membership period. (free to members) 6. Must attend one State sponsored event during membership period.

If the above criteria are met during the first membership year, a second year renewal is 25% off the regular member price. Or, at any time, the introductory member may pay the membership fee difference and become a full member (2017 starting rate of $844.00 per year). --------------------------------------------------------------------------------------------------------------------------------------------

Maryland Plumbing-Heating-Cooling Contractors [ 16 ]

Maryland PHCC Contractor | Fall 2017

10176 Baltimore National Pike, Suite 205

Ellicott City, Maryland 20142 410-461-5977 phccmd@aol.com

Maryland Plumbing-Heating-Cooling Contractors, Inc. 10176 Baltimore National Pike, Suite 205 (410) 461-5977 *** FAX (410) 750-2507 Visit us on the Internet @ WWW.MARYLANDPHCC.ORG e-mail: phccmd@aol.com

Introductory Member Application Become a Member of Maryland’s Oldest & Most Active Trade Association I hereby make application for Introductory membership for the year 2017 in the Maryland PlumbingHeating-Cooling Contractors, Inc. and agree to conform to the Constitution and Bylaws of the Association. INTRODUCTORY MEMBER: MEMBER Any individual who holds a State of Maryland Master License and/or any other State license who is a Master Plumber or Master HVAC Contractor or who owns at least 10% of the assets of a Plumbing, Heating or Cooling firm shall be eligible for membership in this Association, an affiliate of the Plumbing-Heating-Cooling Contractors National Association. PROCEDURES FOR MEMBERSHIP : Any persons wishing to become An Introductory member of this Association must properly complete the application form furnished by the Association and make payment of applicable dues. Such application and dues shall be referred to the Board of Directors, by the Membership Committee which shall investigate the eligibility of the applicant and report thereon at the next meeting of the members. Two-thirds majority vote of the members present at such meeting is required to elect the applicant. DUES INVESTMENT: INVESTMENT Maryland PHCC dues investment is based on number of Field Technicians. A technician is anyone who works with tools or is learning the PHC trade. This includes journey, apprentices and master plumbers/HVAC on your payroll. It is not office staff, accountants, etc. Your dues investment includes membership in the Maryland PHCC and PHCC National Association. Number of Technicians � 1-8

WHICH

Total Dues Investment $ 434.50 per year

Number of Technicians �

9 – 14

Total Dues Investment

Number of Technicians

$ 598.25 per year

□ 15 & Above

PAYMENT OPTION OPTION WOULD YOU PREFER TO USE THIS YEAR?

�

My Check in the amount of $___________is enclosed.

�

Please charge my Credit Card:

� American Express

� Visa

Total Dues Investments $ 718.25 per year

PLEASE CHECK ONE .

� Master Card

Name of Company_____________________________________ Phone No. (__)__________Fax No. (

) ______________

Name of Applicant _____________________________________e-mail address____________________________________ Address:_______________________________________________________________________________________________ Street City State Zip Code Credit Card Number _______________________________Expiration Date:______________Security Code #___________ Name as it appears on Credit Card_________________________________________________________________________ Billing Address__________________________________________________________________________________________ Street City State Zip Code Authorized Signature:_________________________________ Master License #____________________Date:___________ Fall 2017 | Maryland PHCC Contractor

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It’s Back to School Time When you were a kid, going to school and getting passing grades was not optional—it was expected. And if you did not score well on assignments and quizzes, it would most certainly show up on your report card. Reflecting on all the classes and assignments, it’s evident now that your teachers were training you for something you would probably need later. Never Stop Learning The sage advice that “it’s never too late to learn something new” can apply to work-related learning (a.k.a. training) just as well as daily life. Learning something new may help us not only do our jobs better, but often, more safely. The consequences, though, of not taking advantage when educational opportunities present themselves could result in a bad report card of another kind: costly mistakes, lost profits, fines, accidents, injuries, or even fatalities. School is starting soon for the kids—how about for the grown-ups as well? This may be a good time to plan and carry out employee training, whether for new information or for a refresher.

Near misses and accidents indicate that something needs fixing

Deciding Training Needs Begin by checking required training. Under the Occupational Safety and Health Act of 1970, employers are responsible for providing a safe and healthful workplace. No person should ever have to risk injury, illness, or even death for a paycheck. The unfortunate truth is that most OSHA standards were created as a result of harmful incidents. Training expectations for your type of business can be found at www.osha.gov. Search for “Training Requirements” in OSHA Standards. Next, look at your company’s experience. Usually, near misses, accidents, and/or injury trends indicate that something needs adjusting. Both completed accident investigations and claims experience should be reviewed periodically. Your insurance company can help you. Deciding How to Train The two more common forms of training are instructor-led and computer-based. Both methods have their place. Instructor-led jobsite meetings get everyone together at the same time to teach safety awareness and to provide training on current topics. Computer-based training works well for employee orientation, to train employees who were absent from prior sessions, or if an employee’s performance demonstrates a need for retraining. Many technologies are available to help meet training objectives. Two offered by Federated are the Seven Minute Safety Trainer mobile app, designed to help manage and coordinate instructor-led employee training, and TrainingToday computer-based training with the built-in flexibility of a learning management system (LMS) to manage online training experiences. Both technologies have quality content coupled with the ability to schedule, track, and document employee training. Your local Federated marketing representative has more information.

This article is intended to provide general information and recommendations regarding risk prevention only and should not be considered legal advice. Following these guidelines does not guarantee reduced losses or elimination of any risks. This information may be subject to regulations and restrictions in your state. Qualified counsel should be sought regarding questions specific to your circumstances and applicable state or federal laws. © 2017 Federated Mutual Insurance Company. All rights reserved.

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Maryland PHCC Contractor | Summer Fall 2017 2017

“As a millennial, PHCC has given me the opportunity to connect with people across different generations in the industry. Through peer groups, seminars and one-on-one talks, I’ve learned from others with decades of experience, which has proven invaluable in my young career. PHCC opens doors by providing specialized training, relevant information and new connections that I can’t get anywhere else. The association invests in the future of the industry with its commitment to professional development for members at every stage of their career. PHCC is one of the best resources available, especially for the younger generation.”

LINDSEY FRANK

MILTON FRANK PLUMBING & COOLING • SPRING, TEXAS

YOU HAVE A CHOICE. CHOOSE TO BE THE BEST. FOR YOUR BUSINESS • FOR YOUR CUSTOMERS • FOR YOUR FUTURE

A firm foundation is created by precision. Your successful business grows by being in the know. By being a member of PHCC, you have access to all the tools you need to thrive in the changing, p-h-c industry. Choose to be the best for your business, for your customers and for your future.

Unlock to learn more:

Learn More: 1-800-533-7694 | www.phccweb.org 1-800-533-7694 | www.phccweb.org

Summer Fall 2017 | Maryland PHCC Contractor

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Maryland Plumbing-Heating-Cooling Contractors, Inc. 10176 Baltimore National Pike, Suite 205 Ellicott City, MD 21042-3652 (410) 461-5977 fax (410) 750-2507 e-mail: phccmd@aol.com

32 HOUR BACKFLOW CERTIFICATION COURSE COST: $ 425. MARYLAND PHCC MEMBERS -- $ 525. NON – MEMBER APPROVED AS A PROVIDER OF TRAINING BY THE MARYLAND STATE BOARD OF PLUMBING ACCEPTED & APPROVED AS A PROVIDER OF TRAINING BY THE COMMONWEALTH OF VIRGINIA AND WASHINGTON SUBURBAN SANITARY COMMISSION (W. S. S. C) 32 Hour Training Course leading to Certification as a Backflow Prevention Tester/Mechanic September 8, 9, 10, 2017 Hours: 7:30 a.m. start. Thos. Somerville Co. 1510 Tilco Drive Frederick, MD

September 22, 23, 24, 2017 Hours: 7:30 a.m. start Dundalk Community College 7200 Sollers Point Road Dundalk, MD

October 6, 7, 8, 2017 Hours: 7:30 a.m. start Thos. Somerville Co. 1510 Tilco Drive Frederick, MD

October 20, 21, 22, 2017 Hours: 7:30 a.m. start Dundalk Community College 7200 Sollers Point Road Dundalk, MD

November 3. 4. 5, 2017 Hours: 7:30 a.m. start Thos. Somerville Co. 1510 Tilco Drive Frederick, MD

November 17, 18, 19, 2017 Hours: 7:30 a.m. start Dundalk Community College 7200 Sollers Point Road Dundalk, MD

December - No class Hours: 7:30 a.m. start Thos. Somerville Co. 1510 Tilco Drive Frederick, MD

December - No class Hours: 7:30 a.m. start Dundalk Community College 7200 Sollers Point Road Dundalk, MD

For additional information on available dates contact our office (410) 461-5977 NOTE: To reserve your space in the class please be sure to register early. Applicants are accepted on a firstcome first serve basis. Call (410) 461-5977 for a new schedule or visit us at www.marylandphcc.org.

Re-Certification schedules are available by calling the MPHCC office at (410) 461-5977. Re-certification classes are offered at all of the above listed locations.

The Maryland State Board of Plumbing requires the successful completion of an approved 32 Hour Backflow Training Course as a pre-requisite for the Journey/Master Plumber examination. The focus of this course shall be to develop a working knowledge of the causes and principles of the backflow and backflow prevention. Recognizing proper backflow prevention assembly application and operation is stressed. A complete understanding and ability to perform accepted field test procedures for all backflow prevention assemblies are required for Certification.

BOOKS. The University of Florida (TREEO) Backflow Prevention Theory and Practice book is used for the course. The book is yours to keep and is included in the cost of registration.

CERTIFICATION. A passing grade on the final written examination and a satisfactory completion of the “hands on” performance test will result in Certification. Certification is good for three (3) years. If you fail the course and are required to re-test you will be notified by the office.

REGISTRATION: Applicants are accepted on FIRST-COME FIRST-SERVE basis. Class size is limited to 15

persons.

PAYMENT MUST ACCOMPANY APPLICATION. We Accept the credit cards listed below.

American Express

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Maryland PHCC Contractor | Fall 2017

Discover

Master Card

VISA

Maryland Plumbing-Heating-Cooling Contractors,

Inc.

10176 Baltimore National Pike, Suite 205 Ellicott City, MD 21042-3652 (410) 461-5977 fax (410) 750-2507 e-mail: phccmd@aol.com

32 HOUR BACKFLOW PREVENTION CERTIFICATION COURSE

COST: $425. MARYLAND PHCC MEMBERS $525. NON-MEMBERS APPLICATION: 1. 2.

APPLICANT please provide identification (listed below) along with your completed application and registration fees. ATTENTION: PLEASE PROVIDE THE FOLLOWING IDENTIFICATION WITH YOUR

APPLICATION

APPRENTICES - Copy of a valid Maryland Apprentice Plumber License JOURNEY - Copy of a valid Maryland State Journey License MASTER PLUMBERS - Copy of a valid Maryland Master Plumber License WSSC - OUT OF STATE PLUMBERS - Copy of your WSSC or State License STATE/FEDERAL GOVERNMENT - Copy of State/Federal issued ID card Name_________________________________________ Home Phone: (

)_______________________

Home Address ___________________________________Last 4 Digits of Social Security No._________ e-mail address:___________________________________________________________ City _________________________________________ State __________ Zip Code _________________ Signature: ___________________________________ Work Phone: ( Company Name: ______________________________ Fax Number: (

) _________________________ ) _______________________

Class Location Requested:__________________________ Class Date: ____________________________ Enclosed is my check made payable to Maryland PHCC in the amount of $__________. Credit Card # _____________________________ Expiration Date:__________ Security Code_________ Name as it appears on Credit Card_________________________________________________________ Billing address for credit card_____________________________________________________________ Street City State Zip Code AUTHORIZED SIGNATURE OF CARDHOLDER:__________________________________________ PAYMENT: Please make check payable to Maryland PHCC. Payment must accompany the completed application. Mail to: Maryland PHCC, Suite 205, 10176 Baltimore National Pike, Ellicott City, MD 21042. Enclosed is my check in the amount of $________. CANCELLATION: What if I need to cancel? Applicants who cancel up to 10 days prior to the start of the course will forfeit 25% of the total fee to cover administrative fees. Cancellations less than 7 days prior to the start of class will forfeit all fees. Fall 2017 | Maryland PHCC Contractor

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Maryland Plumbing-Heating-Cooling Contractors, Inc. 10176 Baltimore National Pike, Suite 205 Ellicott City, MD 21042 (410) 461-5977 (410) 750-2507 fax e-mail: phccmd@aol.com

Now Hiring! Maryland PHC Education Council will be accepting applications for Instructors to teach in our Plumbing Apprenticeship program for the 2017 - 2018 semesters. Course information: Classes are held September through April, two evenings a week from 6:00 p.m. 9:00 p.m. 55 sessions, 165 hours per year. The curriculum covers Related Theory Instruction, Trade Mathematics, and more. Instructors receive all Books necessary for instruction and course preparations, including tests. Positions open at the Center of Applied Technology, North in Severn, MD. Classes are Monday and Wednesday evenings from 6:00 p.m. - 9:00 p.m. Essex Community College in Baltimore, MD classes are Tuesday and Thursday evenings from 6:00 p.m. - 9:00 p.m. Qualifications: ● Master Plumber, Master Inspector of Journey Plumber. ● Four year trade experience is acceptable, yet a minimum of six years is preferred. ● Prior teaching experience preferred, but not required. For additional information and/or applications contact the PHCC office (410) 461-5977 or visit us on line PHCCMD@aol.com. Resumes may be faxed to (410) 750-2507 or via e-mail PHCCMD@aol.com.

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Maryland PHCC Contractor | Fall 2017

Wastewater Solutions •

Residential, Commercial, Industrial • New Construction • Retrofit/Replacement • Storm Water Management • Sewage Lift Stations • Ground Water Removal • Containment Transfer • Irrigation • Sump Drainage • Industrial Process • Flood Control

And we have the extensive product line to prove it.

WE KNOW

PLUMBING.

Whether bidding on future projects or providing solutions for an urgent plumbing issue today, it’s critical to know you have the right resources in place. That’s why T&S offers a vast selection of high-quality products that are easy to install and built to perform for years to come. And with a full assortment of in-stock items ready for same-day shipping, it’s no wonder contractors everywhere rely on T&S when it matters most.

Visit tsbrass.com and learn more about how we’re partnering with contractors just like you. T&S plumbing products represented in Maryland by: Repsource Midatlantic - 804-550-0025 TSB_0592 2015 PHCC Pubs.indd 6

12/18/14 10:44 AM

Fall 2017 | Maryland PHCC Contractor

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Locally Represented By: ROI Marketing, Inc. 800.441.8188 - www.ROIMKT.com